Official HR Notice

1 Attendance and Leave Policy

• Employees are entitled to one leave and one half-day per month, subject to applicable company policy.
• Employees must maintain regular attendance and complete their assigned working hours.
• Attendance records will be reviewed periodically.
• Any attendance-related salary adjustments or consequences must comply with applicable law and the employee's agreed employment terms.

2 Sunday Attendance and Salary Calculation

• Sunday attendance and weekly rest-day treatment will be determined according to applicable law, the employee's employment terms, and the company's attendance policy.
• If an employee takes leave on Saturday, the treatment of the following Sunday will be determined in accordance with applicable rules and employment terms.
• If an employee takes leave on Monday, the treatment of the preceding Sunday will be determined in accordance with applicable rules and employment terms.
• Where monthly target achievement is below 60%, the employee's performance may be reviewed alongside attendance. Any resulting action must follow the applicable employment terms and legal requirements.

3 Salary and Incentive Processing

• Employees maintaining satisfactory attendance and complying with company policies will ordinarily receive their salaries between the 1st and 10th of each month, subject to applicable statutory requirements.
• Any salary-processing delay or adjustment must be supported by a valid basis and must comply with applicable law and agreed employment terms.
• Incentives may ordinarily be processed between the 25th and 30th of the month, following verification of performance and payment records.
• Incentive eligibility and payment will be governed by the applicable incentive policy.

4 Monthly Performance Requirements

Every Sales Executive is expected to work toward the assigned monthly target and achieve a minimum of 60% of the assigned target, subject to the applicable performance policy.

Employees are expected to:

• Follow up with prospective and existing clients regularly.
• Maintain accurate sales and payment records.
• Respond to guidance from senior team members.
• Demonstrate consistent improvement in sales performance.
• Take responsibility for their assigned duties and deliverables.

Employees experiencing genuine difficulties in achieving their targets should communicate with management promptly so that appropriate guidance can be provided.

5 Attendance and Performance Review Procedure

Where an employee demonstrates both recurring attendance issues and performance below 60% of the assigned monthly target for two consecutive months, the following review process may be initiated:

• An official written warning may be issued.
• The employee may be placed under a one-month performance review.
• During the review period, the employee will be expected to improve attendance and demonstrate at least 60% achievement of the applicable monthly target.
• Management will review the employee's performance, attendance records, and any explanation provided.
• If satisfactory improvement is not demonstrated, further action, including termination where justified, may be taken in accordance with applicable law and employment terms.
• Final salary and other dues will be settled in accordance with applicable law and the employee's contractual entitlements.

6 Workplace Discipline and Professional Responsibility

WebMakeSite expects every employee to maintain professional conduct and fulfil their agreed responsibilities.

Employees must:

• Follow reasonable instructions from authorized senior team members.
• Treat colleagues, clients, and management respectfully.
• Avoid unnecessary workplace disruptions.
• Complete assigned tasks responsibly.
• Maintain accurate records and comply with company procedures.

The company may use its monitoring systems, including security cameras in appropriate workplace areas, for legitimate security and operational purposes, subject to applicable privacy requirements.

Repeated negligence, misconduct, or failure to fulfil assigned responsibilities may result in appropriate disciplinary action after review and, where required, an opportunity for the employee to explain their position.

Employment-related concerns should be raised with management through the appropriate communication channel. Employees who wish to resign should follow the applicable notice and resignation procedure.

7 Salary and Target Revision Policy

The company's standard Sales Executive target structure is:

If an employee requests and receives approval for a salary increase, the corresponding monthly target may be revised proportionately.

Any revised salary and target must be communicated clearly and confirmed by the company. The effective date of the revision, applicable salary, and performance requirements will be documented. Salary already contractually earned will not be reduced retrospectively because of a subsequent performance review.

8 Fixed Salary and Applicable Deductions

• A fixed salary is payable in accordance with the employee's agreed employment terms and applicable law.
• Any deductions, adjustments, or disciplinary consequences must have a valid legal and contractual basis. No provision of this notice shall be interpreted as authorizing an unlawful withholding of earned wages or statutory dues.
• Employees are expected to comply with the company's attendance, conduct, and performance policies and to raise questions about salary calculations with management.

9 Equal Treatment and Respectful Workplace

WebMakeSite is committed to maintaining a professional, respectful, and accountable working environment.

All employees are expected to:

• Maintain respectful communication.
• Cooperate with colleagues and management.
• Follow established policies and procedures.
• Contribute positively to the organization's growth.
• Raise concerns professionally and allow them to be reviewed fairly.

The company aims to provide employees with appropriate guidance, fair performance reviews, and opportunities to improve. Employees who meet their responsibilities and applicable performance requirements will remain eligible for benefits, incentives, and bonuses under the relevant company policies.

10 Termination Without Salary / Incentive Policy

Immediate Termination Grounds

WebMakeSite reserves the right to terminate an employee immediately, with or without notice, if the employee is found involved in any of the following activities. In such cases, the Company may withhold salary, incentives, bonuses, penalties, or any other dues as per company policy and applicable law.

Investigation and Proof-Based Action

If the Company identifies any misconduct, negligence, cheating, fake reporting, poor performance, or any activity that may negatively affect the Company, the employee may receive an official warning or email along with supporting proof and records.

After reviewing the matter, the Company reserves the right to:

• Issue a warning letter.
• Suspend the employee.
• Terminate employment immediately.
• Withhold salary, incentives, bonuses, or pending payments.
• Recover losses caused to the Company.
• Impose penalties where applicable.
• Take legal action if required.

Final Decision

11 Resignation, Notice Period & Final Salary Settlement Policy

Date: 20 October 2026

This notice is being issued to establish a clear procedure for employees who wish to leave WebMakeSite, ensuring company data security, the return of company property, proper work handover, and completion of final salary settlement.

1. Resignation and Written Intimation

Any employee who wishes to leave WebMakeSite must inform the company in writing and submit a resignation letter stating the reason for leaving.

The company accepts resignation requests submitted on the same day, one day in advance, 15 days in advance, or according to the employee's circumstances. However, written intimation is required so that the company can maintain proper records and complete the employee's exit formalities.

Employees are expected to cooperate with management regarding pending work, responsibilities, and the handover process.

2. Final Salary Settlement – Up to 45 Days

After an employee leaves the company, the final salary settlement may take up to 45 days, subject to applicable law and the circumstances of the employment.

This period may be required to verify the following:

• Whether all company data, client information, files, records, and login credentials are safe and properly handed over.
• Whether all company-provided assets, documents, equipment, SIM cards, and other materials have been returned, wherever applicable.
• Whether the employee has completed the assigned work and handed over pending responsibilities.
• Whether any client follow-ups, sales records, reports, or other work-related information remain incomplete.
• Whether all company accounts, access permissions, and exit formalities have been properly completed.

After the necessary verification and completion of the applicable settlement process, the company will release the employee's payable salary and other eligible dues in accordance with applicable law.

3. Leaving Without Informing the Company

Employees are strongly advised not to leave their jobs without informing management or submitting a written resignation.

Leaving without intimation can create difficulties in work allocation, client follow-ups, company data security, and the handover of responsibilities.

If an employee leaves without informing the company, management may investigate the circumstances, document any outstanding responsibilities, and take appropriate action in accordance with the employment terms and applicable law.

4. Company Property and Data Security

Every employee is responsible for protecting company information and returning all company-owned property before completing the exit process.

Employees must not retain, misuse, transfer, or disclose confidential company data, client details, passwords, documents, or business information after leaving the company.

The company will verify the return of its property and the safe handover of company data before closing the employee's exit formalities.

5. Employee Cooperation and Final Clearance

All employees leaving WebMakeSite must cooperate with management to complete the resignation, work handover, data verification, asset return, and final clearance process.

Employees are requested to provide their resignation letter and complete all required formalities to avoid unnecessary delays or disputes.

6. Final Instructions

WebMakeSite expects all employees to leave professionally and maintain proper communication with management. The purpose of this policy is to protect company data, maintain accountability, and ensure a transparent exit process.

All final salary payments, notice-period adjustments, and other dues will be handled in accordance with the employee's applicable employment terms and relevant laws.

For WebMakeSite
Authorized Signatory
Management Team

12 Acknowledgement and Implementation

All employees are requested to read this notice carefully and comply with the applicable company policies.

Any questions or requests for clarification regarding attendance, targets, salary processing, incentives, or disciplinary procedures should be submitted to management.

This notice will take effect from the date communicated by management, subject to applicable law and existing contractual obligations.

We appreciate your cooperation and expect every team member to contribute responsibly toward personal development, client satisfaction, and the continued growth of WebMakeSite.