Employee Handbook For Executive.s to Use

2
OUR STORY IN TIMELINE
STARTED ARETEANS
AUSTRALIA
GOT PEGA ITS FIRST
INDIAN CUSTOMER
SETUP ARETEANS
SINGAPORE
FOUNDING YEAR:
HEADQUARTERED IN
HYDERABAD
TEAM SIZE: 100+
VENTURING IN
SOLUTIONS
SETUP ARETEANS
UK
TEAM SIZE: 250 +
WINNER OF THE “RISING
STAR' AWARD-2021
STARTED ARETEANS
BANGALORE AND
BHUBANESWAR
TEAM SIZE: 800+
PARTNERSHIP WITH PEGA
SIGNED UP WITH STANDARD
CHATERD BANK
TEAM SIZE:75
STARTED ARETEANS IN
KOLKATA
STARTED DEVELOPMENT
CENTER IN HYDERABAD
TEAM SIZE: 150+
TEAM SIZE: 300+
STARTED DEVELOPMENT
CENTER IN NEW ZEALAND
WON DELIVERY EXCELLENCE
PARTNER & RISING STAR
AWARD
BECAME THE PEGA GLOBAL
ELITE PARTNER
BECAME GREAT PLACE TO
WORK CERTIFIED: INDIA
201
5
201
6
201
7
201
8
201
9
202
0
202
1
202
2

CORE VALUES
AT THE CORE OF OUR IDENTITY ARE VALUES THAT DEFINE US
ACUMEN: We make smart judgments
and quick decisions to keep our
customers successful.
ETHICAL: Doing the right thing is
embedded in our DNA, and we serve our
customers with integrity.
TEAMWORK: Collaboration is our
superpower
EXPERTISE: We excel in our chosen
fields to bring lasting value to our
customers
EXCELLENCE: We never stop learning
and improving.
COURAGE: We're open to new ideas
and acknowledge our limits.

UNDERSTANDIN
G
ARETEAN
S
Our identity is reflected in what we do, being the largest and the only
dedicated Pega partner worldwide honored with the Pega Global Elite
Status. We're all about Pega, and our advanced capabilities in 1:1
Customer Engagement, Intelligent Automation, and Customer Service give
us the insight to create scalable solutions that guarantee your business's
continuous growth and a solid return on investment. Your success is our
mission and what drives us to do what we do best!
ABOUT
US
Areteans Technology Solutions Private Limited is a Private incorporated on
26 November 2015. It is classified as non-govt company and is registered
at Registrar of Companies, Hyderabad.
OUR HISTORY

ORGANIZATIO
N
STRUCTURE
Mahesh Kumar Agrawal (CEO)
Gaurav Mathur
(COO)
Support
Functions
Kannu Priya Taneja
(Associate Director –
HR)
Mohit (Chief Finance
Officer)
Kundan Kumar Singh
(Assistant Manager -
RMG
Swagato Sengupta
(Associate Director – TA
Vijay Kumar Patel
(Manager – IT)
Bhuvaneshwari Cheruvu
(Chief Marketing Officer
Lakshmi Aparna Akku
(Associate Director
Prashant Kumar (Senior
Leads PMO’s
AVS Kumar (Senior
Manager) Operations &
Admin Team
Delivery
Alex Berton (Head of
Decisioning)
Glenn English (BD
Assistant Vice
president)
Prasanta Pattnaik
(Delivery)
Aginswar Chatterjee
(Senior Vice president
Delivery & Operations)
Ashok Kumar Sales Vice
president (ANZ &
AMEA)
Ritwik Singh (Sales Vice
president)
Sanjeev Kumar Singh
(EVP Technology)
Shivayogi
(AD UI/UX)
Prashanth Lamba
(AD QA)
Prashanth Lamba
(AD BA)
Sidhartha Mohanty
(CTO)
Subhakanta Mishra
(Head of BD)
Nutan Pagadala
(Delivery partner USA)
Sayan Das-Presales
(Sr.Director -Technology)
Jatin Patel
(Sr. VP - Delivery )
Unilever
UK & Europe
Fahad Siddiqui
(Sr.VP - Delivery)
AMEA
Gaurav Saxena
(AVP)

At Areteans, our HR Team is the heartbeat of our
employee experience. They handle everything from
the employee lifecycle to performance
management, engagement, and more. Reach out
to them at HR@areteanstech.com.
KEY SUPPORT FUNCTIONS
HR TEAM
At Areteans, we believe in continuous learning. Our
Arete Academy offers technical training, soft skills
training, and much more.
TRAINING ACADEMY
Our Finance Team ensures that you get your pay
checks on time, along with incentives, allowances,
and more. They also handle PF, Gratuity, and even
help with your tax submissions. For financial
inquiries, reach out to Areteans - Finance at
finance@Areteanstech.com or
payroll@areteanstech.com.
FINANCE TEAM
Our Admin Team takes care of various essentials
like ID cards, medical insurance, travel, and even
stationery. For any admin-related assistance, you
can contact Areteans-Admin at
avs.kumar@areteanstech.com.
ADMIN TEAM

Our Marketing Team is all about branding and
social media. If you have marketing-related queries,
feel free to get in touch with Areteans- Marketing at
marketingteam@Areteanstech.com
MARKETING
Our IT Team keeps our tech world running
smoothly. They manage infrastructure, email
access, server connectivity, software licenses, and
support portals. When you need IT assistance,
don't hesitate to contact Areteans-IT & Systems at
it@areteanstech.com.
IT TEAM
Our Talent Acquisition Team is responsible for
bringing in new talent through job portals and
internal referrals
TALENT ACQUISITION
This team handles resource allocation, demand &
supply management, and bench management. It's
essential for keeping things efficient and organized.
RESOURCE MANAGEMENT TEAM
KEY SUPPORT FUNCTIONS

At Areteans, we uphold six
fundamental themes that
underpin our HR policies,
reflecting our commitment to
creating a dynamic and
supportive work environment.
These themes are integral to
our identity and mirror our
dedication to providing an
enriching and fulfilling work
experience at Areteans
• SAFETY: Embracing the mantra 'I am Safe,' we prioritize a secure workplace,
ensuring the well-being of every individual.
• COMPLIANCE: Guided by 'I am Compliant,' we strictly adhere to all necessary
regulations and guidelines, particularly in the realm of Information
Technology.
• CELEBRATION: With 'I Celebrate' as our ethos, we joyously mark achievements
and milestones, fostering a culture of recognition and accomplishment.
• COVERAGE: Under 'I am Covered,' we prioritize comprehensive medical
insurance and other essential coverage, ensuring the well-being of our
employees.
• EMPOWERMENT: 'I am Enabled' encapsulates our dedication to enabling
individuals to unlock their full potential, fostering personal and professional
growth.
• BELONGING: We embody ‘I Belong,' promoting inclusivity and a sense of
belonging, where every member of the team feels valued and appreciated.
SIX FUNDAMENTAL
THEMES FOR
ARETEANS’ HR

I AM
SAFE
Embracing the mantra 'I am Safe,' we prioritize
a secure workplace, ensuring the well-being of
every individual.

At Areteans, we're on a mission, and we believe it starts with us. We're all about setting the gold standard when it comes to
adhering to established objectives, surpassing legal obligations, and fostering an unwavering commitment to health, safety,
and the environment among our employees, contractors, and visitors.
SAFETY FOR WOMEN EMPLOYEES
Creating a workplace where every one of us, especially our female staff, feels respected, safe, and protected is a top priority.
We've put strict guidelines in place to ensure that safety for women employees isn't just a policy; it's part of our work culture.
CODE OF CONDUCT
Ethical behaviour isn't just a requirement; it's a fundamental part of what we do at Areteans. We all have a role to play in
upholding the values, principles, and standards upon which our business reputation is built.
DIVERSITY & INCLUSION
Our policy is all about promoting diversity and equality in every aspect. It's our commitment to recognizing and valuing the
unique contributions of each team member. After all, we are a catalyst of change because our diversity gives us a great
marketplace of ideas!
GRIEVANCE
At Areteans, we want you to know that we've got your back, and it's all about working together. We're here to listen, support,
and ensure that your voice is heard. Whether you have concerns about actions taken or not taken by your supervisor, a
colleague, or management, we're here for you. Our grievance policy ensures that any concerns or issues you have during
your time at Areteans are addressed promptly, fairly, and in accordance with our policies.
I AM SAFE - SAFETY POLICIES

We've made it simple. You can file grievances for various reasons, including workplace harassment, reporting
manager behaviour, adverse changes in employment conditions, and gender discrimination. Your concerns matter
to us, and we're committed to addressing them.
HERE'S WHAT YOU CAN EXPECT:
• We have a formal grievance procedure in place.
• We communicate this procedure to ensure you know your rights.
• We investigate all grievances promptly because your concerns are a priority.
• We treat all employees who file grievances equally.
• We preserve confidentiality at every stage of the process, so you can feel safe sharing your concerns.
• We resolve all grievances in a timely manner, ensuring that you get the support you need when you need it.
OUR COMMITMENT
At Areteans, we take a stand for a workplace that's safe and free from all forms of harassment, and we mean it.
We're all about working together to create an environment where every member of our workforce, especially
women, can work without any fear of bias or harassment.
Our Human Resources Department is dedicated to developing and implementing procedures for lodging and
managing grievances. We work closely with the Management and the Grievance Committee to make sure that
your concerns are addressed promptly and fairly. You can write your grievances to ic@areteanstech.com as part
of the grievance procedure. Your well-being matters to us, and together, we'll work to make things right.
At Areteans, we take a stand for a workplace that's safe and free from all forms of harassment, and we mean it.
We're all about working together to create an environment where every member of our workforce, especially
women, can work without any fear of bias or harassment.

VERBAL
Slangs, double meaning words/jokes, cat calling, inappropriate jokes/ sounds/remarks, asking for
sexual favours or questions or gossips relating to sexual preferences, commenting on someone’s
body, clothes or behaviour’s which has sexual connotations, making sexually coloured remarks/
statements, sexual innueundoes.
VISUAL
Inappropriate gestures, showing/displaying sexual or inappropriate content, sending, or sharing
sexual images, videos, contents to another person via social media or personal or official
communication, staring at someone’s body/clothes in an offensive or inappropriate manner.
PHYSICAL
Inappropriately touching or grabbing someone, blocking another employee’s movements,
deliberately brushing/rubbing against someone, kissing, or hugging someone inappropriately,
sexual assault or abuse.
VIRTUAL
Offensive images shared via messages or on social media, cracking inappropriate jokes in a
conference call to ‘lighten the mood’, dressing indecently in a video call, getting into video calls
in front of a wall with offensive slogans or images.
HOSTILE WORK ENVIRONMENT
Creating or threatening to create an unsafe work environment
All employees including individuals coming to the workplace for employment or for any other
purpose whatsoever including but not limited to visitors, vendors, contractual resources,
secondees and applies to any alleged act of sexual harassment against persons at workplace,
whether the incident has occurred during or beyond office hours.
QUID PRO QUO
Granting or withholding an employment related favors in exchange of sexual favours
Areteans is committed to providing a
healthy work environment free from
harassment of any kind and in
particular, a work environment that
has zero tolerance for sexual
harassment. Areteans enables
employees to work without fear of
prejudice, gender bias and a
harassment-free workplace
notwithstanding race, caste, religion,
colour, ancestry, marital status,
gender, sexual orientation, age,
nationality, ethnic origin or disability.
OF SEXUAL
PREVENTIO
N
HARASSMEN
T
(POSH
)

WHAT IS SEXUAL
HARASSMENT?
As defined under the POSH Act, 2013, Sexual Harassment is any unwelcome sexual act or behavior.
It can be directly or by implication.
• Verbal- Slangs, double meaning words/jokes, cat calling, inappropriate jokes/ sounds/remarks, asking
for sexual favors or questions or gossips relating to sexual preferences, commenting on
someone’s body, clothes or behavior's which has sexual connotations, making sexually
colored remarks/ statements, sexual innuendos
• Visual- Inappropriate gestures, showing/displaying sexual or inappropriate content, sending, or sharing
sexual images, videos, contents to another person via social media or personal or official
communication, staring at someone’s body/clothes in an offensive or inappropriate manner
• Physical- Inappropriately touching or grabbing someone, blocking another employee’s movements,
deliberately brushing/rubbing against someone, kissing, or hugging someone inappropriately, sexual
assault or abuse
• Hostile Work Environment: Creating or threatening to create an unsafe work environment
• Quid Pro Quo: granting or withholding an employment related Favors in exchange of sexual Favors
All employees including individuals coming to the workplace for employment or for any other purpose
whatsoever including but not limited to visitors, vendors, contractual resources, secondees and applies to
any alleged act of sexual harassment against persons at workplace, whether the incident has occurred
during or beyond office hours
• If you have faced sexual harassment, please write an email detailing out the complaint
to ic@areteanstech.com
• If you need guidance or want to talk to someone about it, please feel free to reach out to our Internal
Committee members. We assure you; they will keep things confidential and provide whatever support
you may require.
• File a complaint within 90 days of the occurrence of the harassment
FEW EXAMPLES
OF SEXUAL
HARASSMENT
SEXUAL HARASSMENT
MOSTLY FALLS WITHIN
THESE TWO CATEGORIES
WHO ALL ARE
COVERED UNDER
POSH POLICY?
WHAT TO DO AND
WHERE TO FILE A
POSH COMPLAINT?
PREVENTION
OF
SEXUAL
HARASSMENT
(POSH)

• If you have faced sexual
harassment, please write an email
detailing out the complaint
to ic@areteanstech.com
• If you need guidance or want to
talk to someone about it, please
feel free to reach out to our
Internal Committee members. We
assure you, they will keep things
confidential and provide whatever
support you may require.
• File a complaint within 90 days of
the occurrence of the harassment
Areteans is committed to
conducting business in an ethical
and honest manner and is
committed to implementing and
enforcing systems that ensure
bribery is prevented. Areteans has
zero -tolerance for bribery and
corrupt activities. We are
committed to acting
professionally, fairly, and with
integrity in all business dealings
and relationships, regardless of
where we operate.
COMMITTEE
MEMBERS
KANNU PRIYA TANEJA
Presiding Officer
kannu.taneja@areteanstech.com
LAKSHMI APARNA AKKU
Member
aparna.akku@areteanstech.com
AGNISWAR CHATTERJEE
Member
agniswar.chatterjee@areteanstech.com
GAURAV SEXENA
Member
gaurav.saxena@areteanstech.com

I AM
COMPLIAN
T
Guided by 'I am Compliant,' we strictly adhere
to all necessary regulations and guidelines,
particularly in the realm of Information
Technology.

WHAT WE OFFER: At Omnicom IT Central, we're your go-to resource for
everything related to IT Shared Services at Omnicom. We understand
that the security of our client information is paramount, and we've got
you covered.
ONE WORKPLACE FOR ALL: One Workplace is our unified point of
access for a more collaborative approach to services and applications.
It's designed to make your workday smoother and more organized,
bringing all the tools you need to one central online space.
WHAT YOU GET:
• Access to essential applications.
• A unified Omnicom address book across all networks and agencies.
• A global calendar for easy scheduling.
• Information tailored to you, your region, and your agency.
REACH OUT: If you're seeking information on Omnicom's ISO 27001
ISMS, just click on the link below to get the details you need
https://oneomnicom.sharepoint.com/sites/OMC-ITCentral/SitePages/Policies.aspx
Welcome to Omnicom IT Central -
where we empower you with the
tools and knowledge to excel in your
daily work. Here, we're all about
creating a collaborative, secure, and
efficient work environment for each
and every one of us.
INFORMATION
SECURIT
Y
POLICIES BY
OMNICOM

HERE'S HOW WE NAVIGATE THE SOCIAL
MEDIA LANDSCAPE TOGETHER:
TIPS FOR A SMART ONLINE PRESENCE: Separate Personal and
Professional: We encourage you to maintain a clear boundary between your
personal and professional online presence.
THINK BEFORE YOU POST: Remember, your words carry weight. Take a
moment to consider the impact of your posts.
RESPECT COPYRIGHTS: Remember, your words carry weight. Take a
moment to consider the impact of your posts.
PROTECT YOUR PRIVACY: Avoid sharing personal information that's
better kept private.
COMPANY IDENTITY: Our company's image, both visual (like our logo)
and verbal, should be upheld in a manner that's professional and respectful on
public platforms. We're in this together. If you come across any team members
who might be in breach of this policy, don't hesitate to let us know. Reach out
to the HR Department at hr@areteanstech.com. Together, we create a positive
and professional online presence that reflects the values and ethos of our
team.
Our Social Media Policy isn't
just a set of rules; it's a
reflection of who we are as a
company and as a team. We
believe that the internet and
social media play a pivotal role
in shaping how people perceive
us, our services, our
employees, partners, and
customers. We're not just
bystanders; we're active
participants in industry
discussions and trends through
these platforms
SOCIA
L
MEDI
A
POLICY

STEP 1: IDENTIFYING ABSCONDING: Absconding is when an employee is absent from
work without notifying their Reporting Manager or Human Resources for two consecutive
working days. This policy comes into play when an employee doesn't show up for work
without prior notice. Absconding can occur under several circumstances:
• An employee doesn't report for duty without intimation for three consecutive days.
• The absence continues beyond approved leave. When medical documentation is either
not provided or is insufficient, as per the absconding process.
STEP 2: THE PROTOCOL IN MOTION: Day 1-2 Absconding: The Reporting Manager
springs into action, attempting to reach out to the absent employee via email and phone.
They also contact the employee's emergency point person to inquire if there's been an
emergency situation. These attempts are thoroughly documented.
DAY 3 ABSCONDING: If the employee's absence persists without notification, the
Reporting Manager informs the HRBP about the ongoing situation via email. The respective
Reporting Manager sends the employee an "Uninformed Absence Letter" through email,
with the HRBP in CC.
DAY 7 ABSCONDING: If there's still no sign of the employee, the HRBP takes charge.
They issue a "Show Cause Notice" to the employee via email, with the Manager included in
CC.
DAY 11 ABSCONDING: If the employee remains absent without communication, the HR
team takes the final step. They send the employee a "Termination Letter" via email and
traditional mail to the address we have on record, with the Manager in CC. The HR team
logs the employee's exit with the "Last Working Day" recorded as the "Termination Letter
(Day 11 absconding) date." The HR team also advises the employee to complete clearance
formalities for processing the full and final settlement. Please note that in such cases, we
won't be able to provide a Relieving or Experience Letter.
At Areteans, we understand that situations can change, and we encourage open
communication. Absconding is a last resort, and we hope to resolve such issues with care,
ABSCONDING
PROTOCOL At Areteans,
we believe in an open and
compassionate approach,
even when dealing with
absconding cases. Here's
how we tackle it together.
ABSCONDING
POLIC
Y

PRE-JOINING HR
Connect on
onboarding
process
DAY 1 JOINING
Welcome Call, HR
& IT connect,
Assets provision
DAY 2-7 JOINING
RM Connect,
Inductions, OC
Trainings
DAY 15 – 30 OF
JOINING
Training programs,
Project Allocation
DAY 60 JOINING
Setting Annual KPI's
DAY 90 JOINING
Employee
experience feedback
collection
ONBOARDING PROCESS
We are family! Our onboarding process is all about how we
welcome our new team members into our family. It's a
series of activities and orientations that help them get
acquainted with us, understand our organization's
structure, culture, and grasp our vision, mission, and
values. It's a warm welcome to our team!
EMPLOYMENT
POLICY

OUR LEAVES POLICY: Our Leaves Policy is designed with you in mind. It's all about making sure you get
the right amount of rest and relaxation, away from work, to recharge and come back even stronger.
WHAT'S IN IT FOR YOU: Our policy outlines various types of leaves to cater to different circumstances,
whether it's sick leave, maternity leave, vacation, or bereavement. We're here to support you through
life's ups and downs.
HOW IT WORKS: We've got it all covered, from eligibility to remunerations and more. Our aim is to
ensure you have a smooth experience while availing of leave, and we're here to guide you every step of
the way.
MORE ABOUT US: Through this policy, we share our company culture and professionalism. You'll see it
reflected in our language, tone, and courtesy as we prioritize your well-being and work-life balance.
INDIA-SPECIFIC GUIDELINES: For our team members in India, we've tailored this policy to provide you
with the right framework. It outlines working hours, leave entitlements, and the processes for effective
administration. We believe in aligning individual and manager roles to meet our company objectives.
AUSTRALIA: This policy applies to all full-time and part-time permanent employees and fixed-term
contractors at Areteans Technology Solutions Pty Ltd in Australia, excluding casual employees unless
otherwise specified.
NEW ZEALAND: This policy applies to all full-time and part-time permanent employees and fixed-term
contractors at Areteans Technology Solutions Pty Ltd in Newzealand, excluding casual employees unless
otherwise specified.
At Areteans, we believe
that all work and no play
can make anyone a bit
dull. We're all about
rejuvenation and creating
a balance that keeps our
team members refreshed
and motivated.
It's not just about leaves;
it's about creating an
environment where you
can thrive and grow.
Together, we achieve that
perfect work-life balance!
LEAV
E
POLIC
Y

EARNED LEAVE
All employees will be entitled to 20 Earned Leaves per calendar year. It is accrued on a pro rata basis depending on
the number of months spent working in the company in each calendar year. The basis of accrual for leave is in
advance. Employees are encouraged to plan their leaves and get the same approved by their manager at least 3
months in advance to enable the managers to plan the work allotment during their absence for continued smooth
operations. At one point in time, the employees can take planned leave of maximum 2 weeks continuous leave only.
SICK LEAVE
All employees are entitled to 6 days Sick Leaves per calendar year. However, for continuous sick leave of 3 or more
days, submission of valid medical certificate is required. The sick leave approval needs to be approved by Reporting
Manager & submitted to HR.
MATERNITY
LEAVES
Maternity Leave shall be governed by the government regulations Women employees will be eligible for twenty-six
(26) calendar weeks of paid leave in case of childbirth and six calendar weeks of paid leave in case of miscarriage.
However, to apply for Maternity Leave, a female employee should have been with the company for a minimum of 80
days.
PATERNITY
LEAVES
Paternity leave of 10 days is applicable to all male employees. Employees must take a minimum of 5 days out of the
10 days of paternity leave immediately following the birth of their children. Remaining leaves can be taken anytime
spread out within 6 months of the baby’s birth. Leaves will lapse if not availed in 6 months. Paternity Leave is effective
1st May 2023
BEREAVEMENT
LEAVES
Bereavement Leave of Five (5) days is applicable to all employees in 1 calendar year. This leave should be availed
only in the incident of the immediate employee family members’ demise
SELF-MARRIAGE
LEAVES
Three day’s self-marriage leave (other than Earned Leave) in case of self-marriage is allowed once in service to all
employees who have completed minimum one year of service.
ADDITIONAL
LEAVES
When additional leaves are availed by the employees i.e., beyond 20 days, the same shall be considered as Leave
without Pay. Leave without Pay or Additional Leave may be granted at the discretion of the HR and Management only
SPECIAL LEAVES 1 day of Special leave (other than Earned leave) either on self-birthday or work anniversary
TYPES
OF
LEAVES
:
INDIA

ANNUAL LEAVE
Full-time employees are entitled to four (4) weeks paid Annual Leave each year. Part-time employees and Fixed Term Contractors
(FTC) are entitled to four (4) weeks Annual Leave on a pro-rata calculated on the ordinary hours of work.
PERSONAL LEAVE
Full-time employees are entitled to 10 days paid Personal leave each year. Parttime employees are entitled to paid 10 days paid
Personal Leave on a pro rata basis calculated on the ordinary hours of work.
COMPASSIONATE &
BEREAVEMENT LEAVE
All employees are entitled to five (5) days paid Compassionate and Bereavement Leave on each occasion. An employee can avail two
(2) days a single block or one (1) day each in any separate period, as agreed between by the reporting manager via leave application.
FAMILY & DOMESTIC
VIOLENCE LEAVE
All employees are entitled to ten days (10) Paid Family and Domestic Violence Leave each year in a 12-month period. The entitlement
to this leave does not accumulate if unused. In other words, the 10 days renews each 12 months but does not accumulate from year to
year if it is not used.
LONG SERVICE LEAVE
All permanent and casual employees working in Australia are entitled to take Long Service leave on completion of 10 years continuous
service in the organization in the state of New South Wales and 7 years continuous service in the state of Victoria.
COMMUNITY
SERVICES LEAVE
Allows employees engaged in a voluntary emergency management and community service activity.
PARENTAL LEAVE
When additional leaves are availed by the employees i.e., beyond 20 days, the same shall be considered as Leave without Pay. Leave
without Pay or Additional Leave may be granted at the discretion of the HR and Management only
JURY SERVICE DUTY
Employees must submit the notice for jury duty to avail absence from work. This leave does not affect any accrued leave balances in
any categories. Employees selected for the jury services receive the jury duty payment from the government for rendering their service.
TYPES
OF
LEAVES
:
AUSTRALIA
PATERNITY LEAVE
All eligible secondary care givers are entitled to two (2) weeks paid parental leave from Areteans paid at the base ordinary rate. • Dad
or Partner payment: All eligible Australian citizens and PR holders are entitled for two (2) weeks dad or partner pay allowance from
Services Australia. An employee opting for the partner pay will need to apply for unpaid leave at Areteans to avail one payment at a
time
UNPAID PARENTAL
LEAVE
Eligible employee who are the primary care givers are entitled to 12 months Unpaid parental leave and an additional block of 12
months (totalling to 24 month) • An employee is required to give a minimum of 10 weeks advance notice before proceeding on the
Unpaid maternity break. For all practical purposes earlier, advanced notice will always be appreciated. • Unpaid parental leave will
affect the eligibility period for Long Service leave entitlement by pushing the date further by days/ period for which the leave is taken

ANNUAL
HOLIDAYS
Full time and Part time permanent employees, and people working on triangular employment situation or people working on Fixed Term contacts
(FTC) are entitled to four (4) weeks of annual leave/paid holidays after completing 12 months of continuous service.
SICK LEAVE
All employees are entitled to Sick leave of up to ten (10) days per year after completion of 6 months continuous service. These are not calculated as
pro-rate for Part time employees, in other words both Full and Part time employees are entitled to 10 days. • All unused Sick leaves will be carried
forward to the next year capped at 20 days. • In case of insufficient Sick leave balance, employee can opt to take Annual leave or Unpaid leaves in
combination
MATERNITY
LEAVE
Maternity Leave shall be governed by the government regulations (The Maternity Benefit Act & Rules, India) and any other amendments notified to
this effect from time to time. Women employees will be eligible for twenty-six (26) calendar weeks of paid leave in case of childbirth and six
calendar weeks of paid leave in case of miscarriage. However, to apply for Maternity Leave, a female employee should have been with the company
for a minimum of 80 days.
PATERNITY
LEAVE
Paternity leave of 10 days is applicable to all male employees. Employees must take a minimum of 5 days out of the 10 days of paternity leave
immediately following the birth of their children. Remaining leaves can be taken anytime spread out within 6 months of the baby’s birth. Leaves will
lapse if not availed in 6 months. Paternity Leave is effective 1st May 2023
BEREAVEMEN
T
LEAVES
All employees are entitled to five (5) days Bereavement leave on completion of 6 months or continuous service for immediate family member to
grieve and to take care of matters to do with the bereavement. • This leave can be taken in a single block of consecutive days or can be taken after
a few days when funeral is being held a long distance away. • Employee can also take one (1) day per bereavement in the event of a death if a
person other than the immediate family member dies. An application for such a leave needs to be made to the reporting manager explaining the
closeness or cultural responsibility in relation to the death.
JURY SERVICE
DUTY
New Zealand citizens may be randomly picked to perform Jury duty as part of their social obligation and responsibility to the community. •
Employees must submit the notice for jury duty to avail absence from work. This leave does not affect any accrued leave balances in any categories.
Employees selected for the jury services receive the jury duty payment from the government for rendering their service. • Areteans will make up/
top up the deficit pay up to employee’s base ordinary pay for the jury duty period on production of receipt or evidence of the jury duty pay.
FAMILY
VIOLENCE
LEAVE
Under the Volunteers Employment Protection Act 1973, an employer must let employees take leave while they do Armed Forces’: o full-time or
part-time voluntary training or service (unpaid) and/or o active operational service, if they are called up or volunteer in a ‘Situation of National
Interest’, war or emergency. • Employers must hold an employee’s job open and protect their entitlements but don’t have to pay employees for any
period while on leave
TYPES
OF
LEAVES
:
NEW
ZEALAND

I
CELEBRATE
With 'I Celebrate' as our ethos, we joyously
mark achievements and milestones, fostering a
culture of recognition and accomplishment.

The objective of a rewards and recognition
program at Areteans is to:
• Motivate and engage employees
• Enhance performance
• Improve retention
• Promote desired behaviors
• Create a positive work environment.
It aims to acknowledge and reward employees'
contributions, fostering a culture of
appreciation, motivation and loyalty.
Rewards & Recognition
program at Areteans is to
motivate and engage
employees. and create a
positive work environment. It
aims to acknowledge and
reward employee's
contributions, fostering a culture
of appreciation, motivation and
loyalty. At Areteans R&R is an
integral part of compensation &
Benefits and also an effective
employee engagement strategy.
GLOBAL
REWARDS
&
RECOGNITION
S

AWARD
CATEGORIES
AT
ARETEANS AWARD
CATEGORY
FREQUENCY NOMINATOR REWARD
Extra Mile Award Quarterly
BU Head,
Practice/Dept Head
and Management
Appreciation
Certificate, Trophy
and Gift hamper
Star Performer Quarterly
RM, HOD/Practice
Head or BU Head
Appreciation
Certificate, Trophy
and Gift hamper
Team Award Quarterly
HOD/Practice Head or
BU Head and
Management
Travelling Trophy and
Sponsored Team Lunch
Spot On Quarterly RM and HOD Certificate/Memento
Pat On the Back On-going RM/HOD Certificate/Memento
Peer Awards On-going Team member
Thank You Card/MS
Teams Praise
Tenure Awards Quarterly HR
Appreciation Certificate,
Trophy and Gift hamper
EXTRA MILE AWARD: Leading a team to success, effectively
communicating and motivating others and making difficult
decisions.
STAR PERFORMER: Performance substantially beyond
expectation on a specific assignment, task, or goal.
TEAM AWARD: Teams that have consistent performance &
who does Exceptional project delivery, Collaborative
teamwork, Innovative problem-solving &impact and outcomes
SPOT ON: Providing outstanding service, implementing a new
idea that saves significant time or money, completing a
significant project, contributing to the success of a team
initiative, or contributing above and beyond what is expected.
PAT ON BACK: Who sets a positive tone for company culture
PEER AWARDS: Appreciate your peers with “MS Team Badges".
Employees can anonymously fill one “Thank You” card to peers
TENURE AWARDS:Employees who have achieved milestone
completion of 5, 10, 15 years. Employees are awarded during
the Annual Day function.

AWARD CATEGORIES -TEAM AWARD
We firmly believe in recognizing and appreciating the exceptional efforts and achievements of our
employees and teams
CONCEPT
• Team Award is awarded to a Team who has demonstrated Exceptional project delivery, Collaborative
teamwork, Innovative problem-solving, Impact and outcomes
• Team demonstrating all or any of our EVP Value (Catalyze, Collaborate, Co-own)
CRITERIA
• It’s Structured recognition program with defined criteria& it is Nominated by BU Head/Dept Head or
Management
• Supporting evidence, such as testimonials, client feedback, or measurable project results
NOMINATION
HR will share nomination form with all the respective Delivery Head/Account Head
SELECTION BY JURY
Pannel Review & Finalization
AWARD CEREMONY
• Awards to be announced during BU and R&R program
• Award type to be mentioned during announcement

Under 'I am Covered,' we prioritize
comprehensive medical insurance and other
essential coverage, ensuring the well-being of
our employees.
I AM
COVERE
D

OUR MEDICAL INSURANCE: We understand that taking care of your
health is a priority. That's why we offer health insurance, which comes
to the rescue when you face medical expenses due to illness. This
coverage extends to various costs, such as hospitalization, medicines,
or doctor consultations, ensuring your well-being is always looked after.
Your health is not just a policy; it's a commitment.
At Areteans, we believe
that all work and no play
can make anyone a bit
dull. We're all about
rejuvenation and
creating a balance that
keeps our team
members refreshed and
motivated.
MEDICA
L
INSURANCE EMPLOYEE INSURANCE BENEFIT ORIENTATION:
GROUP HEALTH INSURANCE
BENEFITS
Enrolment Cashless Process
Top up policy Reimbursement process
Inclusions & exclusion TPA contact details
Third party administrator services WTW Contact details
PARTICULARS DETAILS
Insurer Iffco Tokio General Insurance Co. Ltd.
Third party
administrator (TPA)
In house TPA
Sum insured Varied- INR 500,000 and INR 10,00,000
Beneficiaries
Employee, Spouse, 2 children up to age 25 years &
parent
Insurance broker Willis Towers Waston India Insurance Brokers Pvt. Ltd.

FEATURES APPLICABILITY
In-patient hospitalization Covered within India boundaries, 24 hours hospitalization mandatory
Domiciliary Hospitalization Not Covered
Pre – Existing Ailment Covered from day one
Waiting periods Waived off
New - Born Cover Baby covered from Day 1
Day Care Treatment Covered as per ITGI
Room Rent No Restriction
Pre and Post hospitalization expenses 30 & 60 days respectively
Ambulance charges Covered up to INR 2,000 per claim
Ayurvedic / Homeopathic / Unani Treatment Not Covered
Internal Congenital Treatment Covered
Hospitalization due to Terrorism Covered
Refractive error correction surgery (Lasik
surgery)
Covered for eye power more than +/- 7
Modern Advanced treatments Covered up to 50% of sum insured or actuals whichever is lower
Claim Intimation
Claims to be intimated within 7 days from date of hospitalization. Non-
compliance will result in 10% co-pay
Claim Submission
Within 15 - 20 days from the date of discharge. Non-compliance will result in 10%
co-pay
FEATURES APPLICABILITY
Maternity Benefit: Normal delivery
INR 100,000
Claim in respect of delivery for first two
maternity events only
Caesarean delivery
Pre & post-natal expenses Covered up to Rs. 5,000 for inpatient only within maternity limit
BENEFITS
MATERNITY
BENEFITS

DO DO NOT’S
Enrolment of dependents within
25 days of marriage / birth
Delayed or non-declaration of a dependent within time will
lead to the dependent being un-insured.
Claim submission within 15-20
days from the date of discharge
in case of non-network hospital.
Delayed addition of dependent will lead to rejection of the
claim.
All non-medical expenses will
have to be paid at the hospital
before discharge.
Incomplete documentation will lead to rejection or
reduction in reimbursement.
All original documents will have
to be submitted at the time in
case of reimbursement claims.
Delay in claim submission can lead to rejection of the claim
Please submit all the paid
receipts if any amount has been
paid at the hospital other than
the non-medical expenses and
co-pay.

'I am Enabled' encapsulates our dedication to
enabling individuals to unlock their full
potential, fostering personal and professional
growth.
I AM
ENABLE
D

CYCLES FOUR TPRM CYCLES
JFM EFFECTIVE APRIL NEXT YEAR
AMJ EFFECTIVE JULY NEXT YEAR
JAS EFFECTIVE OCT NEXT YEAR
OND EFFECTIVE JAN NEXT YEAR
WHAT'S TPRM ALL ABOUT?
Our TPRM system is not just a process; it's a journey. It's how we
evaluate your performance and recognize your achievements. Here's
how we do it:
SETTING GOALS: We kick off by setting predefined goals for all eligible
employees. We believe in aiming high and reaching for excellence.
Your performance journey starts here.
PERFORMANCE REVIEW: It's all about self-assessment, manager
reviews, HOD evaluations, and HRBP assessments. We believe in a
comprehensive evaluation that ensures you get the recognition you
deserve.
At Areteans, we cherish
our identity, which is
deeply embedded in our
name. "Arete" means
excellence, and it's this
excellence that drives
our Total Performance &
Recognition
Management (TPRM)
system.
MANAGEMEN
T
TOTAL
PERFORMANCE
& RECOGNITION

PERFORMANCE REVIEW: It's all about self-assessment, manager reviews, HOD
evaluations, and HRBP assessments. We believe in a comprehensive evaluation that
ensures you get the recognition you deserve.
CALIBRATION & PROMOTION: We're all about fairness and consistency. Our
leaders, BU Heads, and Practice Heads come together to calibrate ratings and make
promotion recommendations. It's about aligning with our performance standards
and objectives.
MERIT INCREMENTS: Your contribution deserves to be acknowledged. The HRBP
team, in collaboration with BU Heads, determines your salary adjustments and
bonuses based on your outstanding performance.
RECOGNITION LETTERS & RECORDS: Your success story is documented in
personalized letters, reflecting your revised salary and bonuses. These letters are
uploaded to your profile in Darwin Box, keeping your records up to date and
accurate. Your performance ratings are also recorded for future reference.

STAGES
5
OUTSTANDING PERFORMANCE
(OP)
Uniquely exceptional
performance with highly
significant positive impact.
Performance at this level is uniquely exceptional and has highly significant
positive impact.
This level of performance exceeds that of most peers.
Results of efforts have a highly significant positive impact on the group or
business.
4
EXCEEDS
PERFORMANCE (EP)
Performance that exceeds
expectations and has a significant
positive impact.
Performance at this level is excellent and exceeds performance expectations.
This level of performance exceeds that of many peers.
Results of efforts have a significant positive impact on the group or business.
3
SUCCEEDS PERFORMANCE (SP)
Performance with valuable
contribution, making a meaningful
positive impact.
Performance at this level is strong and has valuable contribution.
This level of performance is comparable to that of most peers.
Results of efforts have a meaningful positive impact on the group or business.
2
INCONSISTENT PERFORMANCE
(IP)
Performance at this level is
inconsistent and falls below most
peers.
Performance at this level is inconsistent and results in insufficient contribution.
This level of performance is below that of most peers
1
UNSATISFACTORY PERFORMANCE
(UP)
Performance resulting in limited
positive impact or even a
significant negative impact.
Results of efforts have a limited positive impact on the group or business.
Results of efforts have a significant negative impact on the group or business
At Areteans, we recognize
various performance levels,
each with its own
significance.
No matter what your
performance level is, we
make sure you get an
opportunity to reach your true
potential. Join us on this
journey of excellence and
recognition. Your success
story is our success story!
PERFORMANC
E
LEVEL
S

EXPENSE
EXPENSE CONTROL PROCEDURE
Purpose of this policy is to
provide guidelines on
reimbursement and
accounting for all travel and
expenses incurred by the
employees as part of their
assigned responsibilities.
TIME &
EXPENSE
POLIC
Y
EXPENSE CONTROL PROCEDURES CONSIST OF A MINIMUM OF TWO STAGES:
• A hierarchical control to validate the relevance of the expense, the necessity of the expense and its
conformity to the employees’ function and the interests of the company.
• A financial control, handled by the Finance department, to verify the existence of the documentation,
respect for procedures and conformity with the prescribed rates and regulations in the policy
• Employees up to Senior Manager and for travel up to and less than 30 days and traveling on Business Visa
will be paid per diem.
• Employee in Associate Director & Above, need to claim expenses at actuals, within limits prescribed.
ELIGIBILITY FOR PER DIEM FOR INTERNATIONAL TRAVEL
EMPLOYEES WHO ARE ON WORK ASSIGNMENTS FROM INDIA TO A COUNTRY ‘A’ AND TRAVELING TO
COUNTRY ‘B’ FOR BUSINESS PURPOSE:
 Will be eligible for per-diem for Country B as listed in Annexure I if they are on India Payroll. This is for
Employees up to Senior Manager.
 If, Employees are on secondment assignments and on host country payroll, they will not be eligible for
per-diem from India but will have to follow the host country expense policy.
PER DIEM FOR DOMESTIC TRAVEL WILL BE PAID BASED ON CITY CLUSTERS AND LEVELS AS MENTIONED
BELOW
LEVELS
CHENNAI, MUMBAI, KOLKATA, HYDERABAD, PUNE,
BENGALURU, DELHI
OTHER CITIES (INCL. BHUBANESHWAR)
ASSOCIATE
DIRECTOR/ABOVE
AT ACTUAL AT ACTUAL
UP TO SENIOR
MANAGER
INR 1200 INR 1000

TRAVEL
BOOKING TICKETS: All employees will send a request to Travel Helpdesk (travelhelpdesk@areteanstech.com) for booking both domestic
and international flights.
BOOKING CLASS (FOR AIR TRAVEL): “Economy” fares for all flights, regardless of the flight duration or carrier preference (low cost
included). Non-direct itineraries will be proposed.
EARLY BOOKING: It’s important that employees plan their travel as early as possible to leverage cost effective options. Some guidelines for
early booking are given below:
• Domestic: At least 7 to 15 days in advance • International: At least 2 weeks or more in advance
CANCELLATION: If you wish to cancel a flight, you will have to immediately contact Travel Helpdesk (travelhelpdesk@areteanstech.com).
BOOKING TICKETS: All employees will send a request to Travel Helpdesk (travelhelpdesk@areteanstech.com) for booking both domestic
and international flights.
HOTEL BOOKINGS: All hotel bookings for domestic and international travel will have to be processed through Travel Helpdesk
(travelhelpdesk@areteanstech.com)
DESGINATION
MUMBAI, BENGALURU,
NCR
CHENNAI, KOLKATA,
HYDERABAD, PUNE
OTHER
CITIES
Metro Category Non -Metro Category
Non -Metro
Category
Up to Sr. Manager INR 5500 INR 4500 INR 4000
Associate Director &
above
INR 7500 INR 6500 INR 6000
INTERNATIONAL ACCOMMODATION
Hotel invoice (with Areteans name and address +
VAT/GST amount and percentage), a copy of the
credit card statement, travel agency (or Self
Booking Tool) invoice should be provided.
DOMESTIC
ACCOMMODATION

IMPORTANT NOTE:
• HOTEL RATES: Where client rates are economical than Areteans rate,
employees are encouraged to book through the client’s contract.
• HOTEL CANCELLATION: All rooms will be guaranteed for late arrival. If
employees are not travelling or cannot make it to the hotel, they must
cancel or inform the room reservation to avoid a “no-show” charge.
• Cancellations may be made by calling the Travel Helpdesk
(travelhelpdesk@areteanstech.com) or hotel reservation desk. If
cancellation is made directly with the hotel, employees are advised to
request and retain a “cancellation number” as documentation of the
transaction.
• “No-show” charges will not be reimbursed.
• Hotel invoice should mention complete name of the company, address,
GST number, VAT/GST amount and percentage clearly.

It's time to talk about
something we all reach
someday - retirement.
Since it's part of our
journey too, let's break
it down.
RETIREMEN
T
THE
FINAL
BLOW
WHO'S IT FOR? First things first, this retirement policy is for all of us, the permanent employees of Areteans
Company. That means when we talk about retirement, we're all on the same page.
THE COUNTDOWN BEGINS: Now, the magic number we're aiming for here is 65. Yep, the big 6-5, and this game-
changer kicks in starting September 1st, 2023. That's when this new retirement age rule comes into play.
WHEN'S THE FINAL BOW? So, when the time comes, and we're ready to close this chapter, the grand finale
happens on the last working day of the month.
So there you have it- Retirement isn't something we just talk about; it's something we plan and embrace together.
We make sure you leave with fond memories and with your head held high for everything you’ve contributed to us!
A COORDINATED RETIREMENT PLAN: When it comes to retirement, we believe in a well-coordinated process,
and here's how we go about it:
STEP 1: NOTIFICATION IN ADVANCE: We start early. Our HR-Operations team takes the lead by notifying the
retiring employee's manager, BU Leader, or HRBP six months before the retirement date.
STEP 2: TEAM TRANSITION: Managers are key players in this step. They work closely with the BU Leader to
ensure a smooth transition of knowledge. This process begins six months in advance of the retirement date, with
continuous communication to the HRBP.
STEP 3: EMPLOYEE NOTIFICATION: Our HR-Operations team ensures that the retiring employee is informed
directly. This notification also happens six months before the retirement date, and it involves the manager and HRBP.
In a nutshell, we don't consider retirement a solo journey. It's a collective effort that we plan and execute together.

At Areteans, we believe in a supportive and collaborative approach when it comes to resigning from their
designation. Here's how we make the transition as smooth as possible:
STEP 1: GETTING STARTED ON EXIT FORMALITIES: We kickstart the process by having our HR-Operations
team notify the manager three months in advance of the retirement date. The HR team will also meet with
the retiring employee during this period to go over the exit formalities.
STEP 2: WRAPPING IT UP: On the resignation date, our HR-Operations team connects with the retiring
employee to provide the final closure and hand over the exit letter. Any retirement benefits and
settlements will be processed within 45 days, or as per the prevailing regulations at the time.
STEP 3: BENEFITS FOR OUR RETIREES: We ensure our retiring employees receive the regular benefits they
are entitled to, such as Provident Fund, Gratuity (if applicable), leave encashment, and other benefits as per
our company policy.
EXTENDING THE JOURNEY: We understand that some employees may wish to continue their journey with us
even after their default retirement date. In such cases, the retiring employee can express their interest by
submitting a written request to HR within 30 days of receiving the retirement notification. This request should
include the intended duration for the extension. Our HR team, in collaboration with the respective business
leaders, will consider and evaluate these requests.
At Areteans, we're here to ensure that the journey doesn't have to end just because the retirement date arrives.
We value the contributions of our employees and offer the possibility of extending that journey together.

Welcome to our Performance
Enhancement Training
Program (PETP). This isn't just
a policy; it's a tool we use
collaboratively to boost your
performance. Here's what
PETP is all about. We Are on
This Journey Together.
At Areteans, we value your
growth and development.
PETP is one of the tools we
use to ensure you reach your
full potential.
Remember, we're in this
PET
P
POLICY
PETP SERVES A FEW KEY PURPOSES:
ENHANCING YOUR PERFORMANCE:
• Identifying and addressing performance gaps detected during our performance management process.
• Setting clear expectations and timelines for improvement.
• Promoting cooperation and continuous communication between you and your supervisor. PETP is a tool we
employ when both you and your supervisor agree on the plan.
SUPERVISOR'S ROLE IN PETP, YOUR SUPERVISOR PLAYS A CRUCIAL ROLE DURING PETP:
• Closer supervision and guidance.
• Formal training, on-the-job learning, task demonstrations, and more.
• Regular feedback to steer you toward success.
YOUR ROLE DURING PETP, YOU'RE AN ESSENTIAL PART OF PETP'S SUCCESS. HERE'S WHAT YOU NEED TO DO:
• Keep the communication flowing with your supervisor. Document any support issues for your file and for resolving
conflicts.
• Attend or schedule weekly meetings with your supervisor to review the PETP action plan, track progress, and ensure
you have the support you need.
• LEAVES DURING PETP: While in the Performance Enhancement Training Program, taking leave isn't the best option. If
you absolutely need to request time off during PETP, your supervisor will evaluate each request based on its specific
circumstances and will notify HR before approving or denying leave during this period.
• EXTENDING THE JOURNEY:
• In some cases, we might need to extend your PETP for another month. Here's when that could happen:
• If we couldn't reach a decision on your performance due to unavoidable personal or professional factors.
• If your performance has significantly improved during PETP, and there's a solid chance you'll meet the standards
with a bit more time.

WORKFLOW:
• Employee should apply resignation through Darwinbox. Can also submit
Resignation to resignation@Areteanstech.com
• HRBP should connect with RM & BU Head to confirm the LWD between 15-30
days from the Date of resignation.
• Upon confirmation of the LWD, the HRBP will seek approval from COO & marking
the Team-offboard and BU head in copy.
Team-offboard should approve the Finalized LWD in Darwinbox and initiate
Resignation mail which states the Date of Resignation, LWD reiteration of leaves
during notice period. Employee should sign Exit NDA shared as attachment in the
same email.
RESPONSIBILITIES:
EXITING EMPLOYEE: Employe must have informal discussion about resignation plan
with manager and Provide complete Knowledge Transfer (KT) during the notice
period.
REPORTING MANAGER: Must communicate verbally with the employee about
his/her Last Working Day. Must ensure that the assignments/ project deliverables &
(KT) are completed by employee during NP.
As an employer, Areteans
heavily invests in our
employees. Hence, if an
employee plans to leave the
company, he/she should be
considerate of company
operations while prioritizing
career aspirations and
provide sufficient notice so
that the company can
prepare for his/her
departure.
NOTIC
E
PERIO
D
POLICY

Our Enablement plan is designed to mentor and groom
freshers into world-class Pega professionals. It's been
successfully running since 2016, and in 2021, we
formed the dedicated "Arete" academy to meet the
growing demand. We're scaling up to meet the needs of
the Pega community.
ENABLEMENT
AT ARETEANS
ONBOARDING
AND
GUIDANCE
HERE'S HOW WE ONBOARD AND GUIDE OUR GRADUATES:
• We work closely with "Arete" academy and select the most promising performers.
• We discuss their Pega skills in detail and provide mentorship.
• Graduates get upskilled in Pega customer service and Pega FSIF.
• We discuss opportunities with the business units and propose the grads.
• Onboarding takes place after confirmation.
• There's constant mentoring by the Academy team, with weekly discussions to ensure growth and contribution.
Arete Academy provides practical guidance for strengthening, vocational training, and lifelong learning, all aimed at enhancing employability. We're
here to support your career journey every step of the way.
ARETE
ACADEMY

We embody ‘I Belong,' promoting inclusivity
and a sense of belonging, where every
member of the team feels valued and
appreciated.
I BELONG

At Areteans, we believe success is even sweeter when
shared. That's why we've introduced our Employee
Referral Policy, because who better to help us find like-
minded, excellence-thirsty individuals than our own
amazing team members?
REFERRA
L
BONU
S
WHY REFERRALS MATTER: Referring a candidate isn't just about adding another name to our team; it's about bringing in
individuals who fit our culture and values. We want trustworthy, capable, and suitable candidates who can continue our journey of
excellence.
ROLE INDIA (INR) AUSTRALIA (AUD) UK (GBP) SINGAPORE (SGD) US (USD)
Senior Consultant / Lead Consultant / Associate Architect (Pega Development) 10000 180 100 163 122
Architect / Senior Architect / Principal Architect (Pega Development) 75000 1377 732 1221 917
SQA / LQA 10000 180 100 163 122
SBA / ALBA 10000 180 100 163 122
LBA / SLBA / PBA 50000 900 500 814 611
Project Managers 20000 360 200 326 244
Senior Consultant / Lead Consultant / Associate Architect – UI & UX 10000 180 100 163 122
Architect / Senior Architect / Principal Architect - UI & UX 20000 360 200 326 244
SDA / LDA 75000 1377 732 1221 917

You and the candidate you referred must be actively employed by Areteans, not serving
notice periods, at the time of bonus disbursement.
The referred candidate must be on our company payrolls (contractual employees are not
eligible) and should not be inclined to resign or serving notice periods when the bonus is
paid.
So, it's time to spread the word and help us build an even stronger Areteans family. Let's
continue our saga of excellence and success together!
INTERVIEW
INCENTIVE
POLICY
INTERVIEW
LEVEL
INDIA AUSTRALIA
NEW
ZEALAND
UK SINGAPORE US VIETNAM
L1 INR 300 AUD 10 NZD 10 GBP 10 SGD 10 USD 10 86000 VZD

Areteans is a social impact-
focused organization that
works to build awareness
and collective action around
social and environmental
consciousness. Our goal is
to create and promote
sustainability in our local
communities by providing
young individuals with
resources to reshape their
lives.
SOCIAL
RESPONSIBILITY
A PROMISE OF HOPE
We at Areteans work closely with NGOs, foundations, and other non-profit
organizations to support education and healthcare initiatives in developing
rural areas in India. Our mission is to help communities build on their
strengths and resources to create sustainable initiatives and become self-
reliant.
In every initiative, we strive to provide communities with an opportunity to
exercise their rights with dignity and enhanced awareness. This fosters
confidence in the community and enables children and women to improve
their quality of life.
Paving way for equality and equity through collective collaboration
OUR IMPACT
 Creating opportunities and accessibility with Juhar Foundation
 Nurturing nursing dreams with Rural Development Trust
 Encouraging innovation schools with Young Tinker Foundation
 At Areteans, we mastered the art of celebrating our individuality,
together.

ACKNOWLEDGEMENT OF RECEIPT OF
ARETEANS EMPLOYEE HANDBOOK
I acknowledge that I have received a copy of the Areteans Employee Handbook (“Handbook”). I understand that I am responsible for
reading and abiding by all policies and procedures in this Handbook, as well as all other policies and procedures of the Company.
I also understand that the purpose of this Handbook is to inform me of the Company’s policies and procedures, and that it is not a
contract of employment. Nothing in this Handbook provides any entitlement to me or to any Company employee, nor is it intended to
create contractual obligations of any kind. I understand that the Company has the right to change any provision of this Handbook at
any time and that I will be bound by any such changes.
Signature Date

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