To our stakeholders:

I am pleased to confirm that [ Ameex Technologies Corporation ] reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to sharing this information with our stakeholders using our primary channels of communication.

Sincerely yours,

Ranganathan Srinivasan

President and CTO

· HR Team is responsible to create awareness among employees about the ethics and compliance program

· Brief about some of the HR Policies:-

o Sexual Harassment Policy – Ameex prohibits any form of harassment in the workplace, including sexual harassment.

o Equal Employment Opportunity - Ameex is committed to the principle of equal employment opportunity for all employees and to provide employees with a work environment free of discrimination and harassment. Ameex values equality of opportunity, mutual respect, and diversity.

o Non-Fraternization Policy - Although Ameex employees may develop

relationships with other employees both inside and outside of the workplace, these relationships should not have a negative impact on their work or the work of others. Employees must declare any potential, actual or perceived conflicts of interest that arise or are likely to arise during employment to the management

o Social Networking Policy - Employees should not have any of Ameex’s clients or business partners as their friends on any social networking site and Employee should not accept or give any gifts to Ameex without written consent from Ameex.

o Ethics and Behavior Concern - Any form of unacceptable behavior may arise concerns, these sorts of concerns can affect the composure of the organization. Such concerns are addressed immediately, and high level of importance is also given

· A disciplinary action will be taken in response to employee misconduct, rule violation, or non-compliance with any of the Ameex’s Policies. Depending on the severity of the case, a disciplinary action can take different forms, including
o Verbal warning

o Written warning

o Meeting with HR

o Termination

Complaint Redressal Mechanism

Any aggrieved person may make, in writing a complaint of sexual harassment at the workplace to the committee giving details of the sexual harassment faced within a period of 3 months from the date of incident and in case of series of incidents, within a period of 3 months from the date of last incident, which may be extended for a further period of 3 months, if circumstances warrant such extension in the opinion of the Internal Complaints Committee

Ameex makes sure that all the employees are aware of the human rights program. Efficiency of Ameex’s program can be measured via following metrics:

· Incident Resolution Time – Target is within 7 calendar days for any incident/issue reported

· No of Incidents – Target is 0 for a month

Ameex Technologies hires only employees with a minimum graduate degree and hence by default, the minimum age to work at Ameex is 20 years.Ameex is committed to the principle of equal employment opportunity for all employees and to provide employees with a work environment free of discrimination and harassment. We adhere to minimum wage standards as per the Illinois state law.

Any form of disagreement or conflict between employees or organization is termed as grievance. Such conflicts result in dissatisfaction or sense of injustice in employees. The grievance may be genuine or made-up on the part of the employee, but it produces low morale, frustration and discontentment. Ameex takes in depth responsibility in addressing grievances and finding new ways to reduce it.

Policy
A complaint lodged verbally by an employee will be treated as grievance. However, grievance will be regarded as formed when the dissatisfaction is given in writing. Such disputes which are of a rational magnitude arising out of unfavorable feeling by an employee or group of employees may be considered as grievance. The feeling of injustice may be related to wages, mode of its payment, leave, transfer, positions, promotion, and treatment by superiors, interpretation of code of conduct or even the food supplied in the canteen.

The ideology of framing this policy is to resolve any problem and the complaints of the employee. With this policy every employee has the right to express his/her grievance. For which the following procedure must be followed.

The policy has been framed considering the following

Employees are always treated fairly.
Complaints raised by employees are dealt with courtesy and on time.
Employees are fully informed of avenues to escalate their complaints/ grievance within the Organization and alternative remedy if they are not fully satisfied with the response to their complaints.
All complaints are dealt efficiently and fairly.
In order to make the redressal mechanism more meaningful and effective, a structured system has been built. This system would ensure that the redressal is fair and just within the given framework of rules and regulations, so that the employees would be aware of the grievance handling process.

Procedure
When an employee faces any grievance, he/she must report it to his/her immediate reporting manager. Such immediate reporting manager is expected to give reply or find the solution to the grievance if the issue can be resolved.
The reporting manager will now take the issue to HR, the complaint is either made through verbal communication or by submitting a written complaint.
An investigation for both concerned employees / parties will be done. This will happen on the next day of lodging the complaint.
If at all the issue is not resolved, then it will be taken to the management by the HR, followed by a thorough investigation on the alleged grievance.

Ameex makes sure that all the employees are aware of the labor program. Efficiency of Ameex’s program can be measured via following metrics:

· Incident Resolution Time – Target is within 7 calendar days for any incident/issue reported

· No of Incidents – Target is 0 for a month

Ameex Technologies is committed to reducing its impact on the environment. We will strive to improve our environmental consciousness over time and set an example as a leader in our industry. We will look to initiate additional projects and activities that will further reduce our impact on the environment. Our commitment to the environment extends to our associates, our customers, and the communities in which we operate. We are committed to the following:

Ameex Technologies is committed to reducing its impact on the environment. We will strive to improve our environmental consciousness over time and set an example as a leader in our industry. We will look to initiate additional projects and activities that will further reduce our impact on the environment. Our commitment to the environment extends to our associates, our customers, and the communities in which we operate. We are committed to the following:

· Ameex has significantly reduced the amount of paper waste generated by digitizing HR functions and its activities.

· Lighting in our offices is setup from Solar panels, harnessed directly from the Sun and steadily reducing the consumption from other sources

· Turning off the lights in the office in the evening, slightly lowering the heating or the air conditioning or taking devices off the plugs when it’s not needed are some of the actions that Ameex implements to reduce the footprints.

· Ameex has totally avoided using disposable cups and items and instead Ameex is using kitchen crockery to reduce the number of prints.

· Ameex encourages employees to take public transit, to carpool with other colleagues living close by and giving them incentives if they use public transportation.

· Whenever the time comes to buy new printers, air conditioners, laptops, screens, bulbs or office materials, if the old ones can’t be fixed or more are needed, Ameex chooses the most efficient (energy-wise) and sustainable.

· All Ameex’s Equipment are disposed in an environmentally responsible manner.

· All softcopies are destroyed by a certified e-waste vendor.

· Ameex also play a role in raising awareness on their employees and other stakeholders by organizing in-house contests and awareness posters & mailers.

· More than 90% of the workforce are allowed and encouraged to work from home.

· Ameex complies with all applicable environmental regulations at the federal, state and local level.

Ameex Policy towards Bribery at Workplace
This policy emphasises zero tolerance towards any form of bribery in the workplace.
Ameex employee shall not borrow or accept or give any money, gift, reward or compensation
for his/her personal gain or otherwise place himself/herself under pecuniary obligation to any
person/ client with whom the Employee may be having official dealings. The Employee will
also not under any circumstances engage in any act that involves or even gives the impression
of involving bribery or any illegal activity whatsoever.
All types of employees who are part of Ameex hereby agrees to indemnify and hold harmless
Company from and against any and all suits, losses, liabilities, damages, claims, settlements,
costs and expenses, including reasonable attorneys’ fees, based on or arising, directly or
indirectly, from breach of the policy. Violation to this policy will enforce legal actions which is
as follows, any action arising out of or pertaining to this agreement shall be initiated and
maintained in respective Judiciary court and remedial action will be taken by the jurisdiction.
If in any case Ameex finds any misuse of confidential information or any privileges, unlawful
trading of Ameex secrets, unethical misconduct, fraud on funds or property of Ameex, usage
of Alcohol, Drug etc. during working hours, carrying alcohol, drug inside the office premises,
carrying illegal harmful weapons like knife/gun inside the office premises or any negligence
causing tangible/intangible loss to Ameex property and its employee, Ameex under violation
of code of conduct has the authoritative right to terminate services immediately.
Without prejudice to the above and without being exhaustive, the Employee’s services may
be terminated by giving a notice of 15 days on account of failure to achieve and adhere to the
required standard of performance or failure to show improved performance would result in
dismissal / termination. Any breach of Company’s code of conduct and standards with
respect to integrity, honesty, sincerity, loss of confidence etc. shall result in immediate
termination without serving of notice. Company will not be liable to pay any damages or
compensation in the event of termination for such breach.

COMPLAINT REDRESSAL MECHANISM
Any employee shall make a complaint with the relevant information to
ethics@ameexusa.com.

Yes, to provide a secure environment and to encourage employees of the Company to report unethical, unlawful, or improper practices, acts or activities in the Company and to prohibit any personnel from taking any adverse personnel action against those employees who report such practices in good faith.

Procedure:

· All complaints will be promptly and appropriately investigated, and all information disclosed during the investigation will remain confidential, in accordance with applicable law.

· Failure to cooperate in an investigation, or deliberately providing false information during an investigation, can be the basis for disciplinary action, including termination of employment.

· If, at the conclusion of its investigation, the Company determines that a violation has occurred, the Company will take effective remedial action commensurate with the nature of the offense. This action may include disciplinary action against the accused party, up to and including termination.

· Reasonable and necessary steps will also be taken to prevent any further violations of Ameex policy

· No unfair treatment will be meted out to a Whistle Blower. Complete protection will be given to

the Whistle Blowers against any unfair practice.

· All documents related to reporting, investigation and enforcement shall be kept in accordance with the Ameex’s data retention policy and applicable law