Integrity: We believe that our ethics, honesty, clear principles and truthfulness are the sole foundation of our success.

Innovation: Keep on the research & innovations implementing across all our products and services. This clearly explains why our tag line is ‘Ordinary Miracles Everyday’.

Workforce: Allow to let them work in open culture, understanding depth of our work culture which is to be best at their outcomes.

Information: It is treated as base currency of our day to day business activity.

Helping nature: The total workforce is into the process of helping each other in effective manner to make the outcomes valuable. We also believe in helping society and environment.

Environment: Constantly researching & improving our products and services in order to help the environment, also taking the steps to suggest our clients to have environment friendly practices related to their business.

Our Code of Conduct (hereinafter also referred as ‘CoC’) outlines standards of personal and professional conduct that all employees must strive to uphold and behave in an ethical and professional manner at all times. The CoC provides a basis for all employees to maintain a working environment that is productive, positive, enjoyable, safe and free from harassment and discrimination. The Code of Conduct should be followed by all employees throughout their tenure irrespective of their level and department. By ’employees’ we mean everybody who works with Application Nexus Webservices Pvt. Ltd., including Directors, executive staff, management, employees, interns and support staff. The Company will not tolerate any infringement and appropriate disciplinary action will be taken against any employee found to be violating the CoC. The management will decide on the nature of such disciplinary action on a case to case basis, depending on the severity of the violation. We have an obligation to our employees, clients, vendors, shareholders and other business contacts to be honest, fair and forthright in all of our business activities.

Every employee should –

1. 1. Comply with the CoC and the Law –
      1. Understand the CoC
      2. Comply with the CoC and the law and use good judgment and avoid even the appearance of improper behavior
   2. Consider required actions, if ever in doubt about a course of conduct, ask yourself a question –
      1. Is it consistent with the CoC?
      2. Is it ethical?
      3. Is it legal?
      4. Will it reflect well on me and the Company?
      5. Would I want to read about it in the newspaper?

If the answer is “No” to any of the above questions, then don’t do it.

1. 1. Ask for Guidance –
      1. In case of uncertainty, ask for guidance. The CoC tries to capture many of the situations that employees will encounter, but cannot address every circumstance
      2. Seek help from supervisor, Human Resource Executive or management
   2. Report Violations of the CoC –

It is a duty of all Employees to report any known or suspected violation of this CoC, including any violation of the laws, rules, regulations or policies and procedures that apply to the Company. The Company’s policies and procedures apply to and are available to all employees of the Company. For more information, please refer Application Nexus Webservices Pvt. Ltd. Employee Handbook, your appointment letter or contact Human Resource Executive. If you know of or suspect a violation of this CoC, immediately report the conduct to your supervisor. If you do not feel comfortable reporting the conduct to your supervisor or you do not get a satisfactory response, you may contact the management directly. All reports of known or suspected violations of the law or this CoC will be handled sensitively and with discretion. The Company will use reasonable efforts to conduct the investigation in a manner that protects the confidential and anonymous reporting of your concerns pursuant to this CoC, consistent with law and the Company’s need to investigate your concern. It is Company policy that any employee who violates this CoC or any policy or procedure made pursuant to this CoC will be subject to appropriate disciplinary action, which may include termination of employment. An employee accused of violating this CoC will be given an opportunity to present his or her version of the events at issue prior to any determination of appropriate discipline Employees who violate the law or this CoC may expose themselves to substantial civil damages, criminal fines and prison terms in accordance with applicable laws, as well as face disciplinary action by the Company, including termination of their employment. The Company may also face substantial fines and penalties and many incur damage to its reputation and standing in the community. Your conduct as a representative of the Company, if it does not comply with the law or with this CoC, can result in serious consequences for both you and the Company.

Breaches of CoC:

The Company is committed to the standards set out in Code of Conduct and Business Ethics. Where a breach of the CoC has been identified by the Company, a response to the breach may result in:

1. Counselling
2. Disciplinary action
3. Termination of employment
4. Suspension
5. Laying of criminal charges or civil action

Code of Conduct Waivers:

Every employee has an obligation to comply with this CoC. In special cases, as and when required, few employees may be waived of this CoC but this decision will be made only by our Board of Directors and will be reported to our Audit Committee at its quarterly meetings. In addition, any such waiver will be disclosed to the public as required by law.

No Retaliation:

The Company values the help of employees who identify potential problems that the Company needs to address. Any retaliation against an employee who raises an issue honestly is a violation of the CoC. That an employee has raised a concern honestly, or participated in an investigation, cannot be the basis for any adverse employment action, including suspension, separation, demotion, loss of benefits, threats, discrimination or harassment. If you work with someone who has raised a concern or provided information in an investigation, you should continue to treat the person with courtesy and respect. If you believe someone has retaliated against you, report the matter to your supervisor or management.

Every employee has an obligation to comply with all laws, rules and regulations applicable to the Company. These include, without limitation, laws covering bribery and kickbacks, copyrights, trademarks and trade secrets, information privacy, insider trading, illegal political contributions, antitrust prohibitions, foreign corrupt practices, offering or receiving gratuities, environmental hazards, employment discrimination or harassment, occupational health and safety, false or misleading financial information or misuse of corporate assets. You are expected to understand and comply with all laws, rules and regulations that apply to your job position, including all the policies mentioned in Company’s Employee Handbook. If any doubt exists about whether a course of action is lawful, you should seek advice from your supervisor.

Insider Trading Laws:

Company employees are prohibited from trading in the shares or other securities of Company while in possession of material, nonpublic information about Company. Company employees who obtain material nonpublic information about another company in the course of their employment are prohibited from trading in the shares or securities of the other company while in possession of such information or helping others to trade on the basis of such information. Violation of insider trading laws can result in severe fines and criminal penalties, as well as disciplinary action by the Company, up to and including termination of employment.

Information is considered as non-public if it has not been made generally available to the public by means of a press release or other means of widespread distribution.

As a rule of thumb, any information that would affect the business, brand value, revenue model, value of shares or other securities should be considered material. Examples of information that is generally considered material include –

1. Important new products or services
2. Possible management changes or changes of control
3. Pending or contemplated public or private sales of debt or equity securities
4. Acquisition or loss of a significant customer or contract
5. Significant write-offs
6. Initiation or settlement of significant litigation
7. Changes in the Company’s auditors or a notification from its auditors that the Company may no longer rely on the auditor’s report
8. Information should be considered non-public if it has not been made generally available to the public for a reasonable period of time

It is very important for you to familiarize yourself with the relevant parts of regulations and understand the implications of failure to comply with them. In particular, employees should familiarize themselves with the restrictions which apply when in possession of inside information and be aware that breach of the relevant rules can lead to civil and/or criminal prosecution. The laws against insider trading are specific and complex.

Legal conformity:

Application Nexus Webservices Pvt. Ltd. primarily works with United States, United Kingdom, Australia, New Zealand, India and other European countries. While working with global demographics, in none of the case Application Nexus will work with the clients from the countries those are prohibited for trade by laws of United States and India. The Company abides to follow all Indian and Australian civil laws, trade laws, import export guide lines, American federal laws, American civil laws; and environmental laws of all possible countries. It is expected for all employees to understand these laws while working with company. In any case the Company’s standards will be always higher than any permitted laws and it is expected from all its employees to work within the strict guidelines set by the Company and avoids activities those are considered legal by the law but not allowed by the Company’s own principles and ethics. On the other hand if the situation arises where certain activities can be allotted by company but not the law of the country where business is executed then it is advised to put the law on priority before the company interest.

Company operations and Company employees are subject to the laws of many countries and other jurisdictions around the world. Employees are expected to comply with the CoC and all applicable government laws, rules and regulations. If a provision of the CoC conflicts with applicable law, the law controls. Since Application Nexus Webservices Pvt. Ltd. is incorporated in India, our employees around the world often are subject to Indian Laws. Other countries also may apply their laws outside their borders to Company operations and personnel. If an employee is uncertain what laws apply to him, or if he or she believes there may be a conflict between different applicable laws, consult Company legal counsel before proceeding.

Child labor:

In principle, Application Nexus is against the use of child labor and believes its long-term elimination is ultimately in the best interests of children. However, the elimination of child labor must always be undertaken in a manner consistent with the best interests of the children concerned.

Dealing with Governments:

The global nature of our business may require interaction with officials of various governments around the world. In general, do not offer anything to a government official directly or indirectly in return for favorable treatment. You must obtain prior approval from Company’s legal counsel before providing anything of value to a government official. Ensure that any such payments are properly recorded in the appropriate Company’s account.

Anti-Bribery:

Many countries have passed legislation criminalizing bribery of government officials. The sanctions for violating these laws can be severe, including significant individual and corporate fines, and even imprisonment. A bribe is giving or offering to give anything of value to a government official to influence a discretionary decision. Examples of bribes include payment to a government official to encourage a decision to award or continue business relations, to influence the outcome of a government audit or inspection, or to influence tax or other legislation. Other payments to government officials also may constitute bribes in some jurisdictions. Obtain approval from Company’s legal counsel before making any payment to government officials.

Trade Restrictions:

The Company must comply with all applicable trade restrictions and boycotts imposed by the US, Australia, New Zealand, UK, European countries and Indian government. Such restrictions prohibit the Company from engaging in certain business activities in specified countries, and with specified individuals and entities. These restrictions include, for example, prohibitions on interaction with identified terrorist organizations or narcotics traffickers. Sanctions for non-compliance can be severe, including fines and imprisonment for responsible individuals, and the Company may be prohibited from further participation in certain trade. The Company also must abide by U.S. anti-boycott laws that prohibit companies from participating in any international boycott not sanctioned by the U.S. government.

All employees will conduct themselves honestly and ethically and will act in the best interests of the Company. This means, that in addition to ethical business behavior, all employees will avoid situations that present a potential or actual conflict between their own personal interests and the interests of the Company.

Conflicts arise when an employee finds it difficult to perform his or her work objectively and effectively, and includes not only a time when a person’s private interest interferes with the Company’s interest, but also includes those times where there is an appearance of a conflict.

Although it is difficult to describe all situations which could create a conflict of interest, the following are some examples –

1. Working for a competitor or supplier while employed by the Company
2. Freelancing or registering on any such work providing site or institution that provides direct or indirect work opportunity
3. Accepting personal gifts from a competitor, client or vendors, of more than modest value, or receiving personal discounts that are not offered to the public generally
4. Personally taking a business opportunity that arises due to an employee’s position with the Company. Employee should obtain any material, personal benefits or favors because of his or her position with the Company
5. No employee should have any financial interest in any company that is a customer, supplier or competitor of the Company
6. No employee should obtain loans or guarantees of personal obligations from, or enter into any other personal financial transaction with, any company that is a material customer, supplier or competitor of the Company. This guideline does not prohibit arms-length transactions with banks, brokerage firms or other transactions
7. The actions of family members outside the workplace may also give rise to the conflicts of interest described above because they may influence an employee’s objectivity in making decisions on behalf of the Company. Family members include employees spouse, parents, in-laws, children brothers and sisters and whether such relationships are by blood or adoption and any person living in the same household, including friends and relatives
8. No employee should serve on a board of directors or trustees or on a committee including profit or not profit entity, whose interests reasonably would be expected to conflict with those of the Company

It is a responsibility of each and every employee of the Company to disclose any situations that reasonably would be expected to give rise to a conflict of interest. If you suspect that you have a conflict of interest, or something that others could reasonably perceive as a conflict of interest, you must report it to your supervisor or the management, who will work with you to determine whether you have a conflict of interest and, if so, how best to address it. Although conflicts of interest are not automatically prohibited, they are not desirable and may only be waived as described above in the Code of Conduct Waivers policy.

Freelancing or work providing sites and institutions:

The Company does not entertain employees to register to or work for freelancing websites and work providing institutions. Such acts can create conflict of interests and disciplinary action will be taken against such employees. If you were/are already registered to such websites or institutions, you should discontinue your membership immediately. Contact Human Resource Executive for more information.

Gifts, Meals and Entertainment:

Exchange of gifts is a common business practice. Appropriate business gifts and entertainment are welcome courtesies designed to build relationships and understanding among clients and business partners. However, gifts and entertainment should not compromise, or appear to compromise, your ability to make objective and fair business decisions in the interest of the Company.

Exchange gifts or entertainment to or from clients, customers, suppliers or colleagues only if the gift or entertainment would not be viewed as an inducement to or reward for any particular business decision. You may accept or give personal gifts of reasonable value that are related to recognized special occasions such as a graduation, promotion, new job, wedding, retirement or a holiday. Do not accept gifts of more than modest value. Examples of acceptable gifts include a logo pen or t-shirt, or a small gift basket at holiday time.

You may accept a gift from a civic, charitable or religious organization specifically related to your service or accomplishment. Such gifts need not be deposited with the Company, however, you must inform your supervisor or Human Resource Executive of the gift, including details such as the value and nature of gift so received and retained if it is of modest value.You may occasionally accept or give meals, refreshments or other entertainment if –

1. The items are of reasonable value
2. The purpose of the meeting or attendance at the event is business related
3. The expenses would be paid by the Company as a reasonable business expense if not paid for by another party

Entertainment of reasonable value may include food and tickets for sporting and cultural events if they are generally offered to other customers, suppliers or vendors. While going out for meals or entertainment with your staff, the senior employee or Human Resource Executive shall pay for the bill and seek authorization for reimbursement of such expenses from his or her supervisors.

Gifts from Clients:

The Company does not encourage its employees to accept gifts from clients, however, in exceptional cases where such gifts are in tokens of appreciation or recognition for performance or sponsorship of employee events is possible as a co-branded event with Application Nexus Webservices Pvt. Ltd., provided prior approvals have been taken from supervisor or management. Any exception to the above rule would require prior approval of the Board of Directors, who shall approve such requests considering whether distribution or giving of such gifts to a group of employees or individual employees is likely to have a positive impact on the client relationship, employee motivation, company values and missions are not adversely impacted and such other factors as they may deem appropriate.

Gifts through contributing money:

Occasionally employees may come together and contribute money to make a gift to a colleague, supervisor, or any subordinate. Such contribution of money is permitted, provided the overall value of the gift does not exceed Rs.1500 and is made for –

1. Farewell gift
2. Birthday celebration
3. Wedding gift
4. Any other occasion the team wants to celebrate

Contribution of money for a social cause is permitted, provided the contribution of each employee does not exceed one day’s equivalent gross salary (CTC). Such contribution should been made under the centralized mechanism of the Company and utilization of such money should be under the supervision of the designated body as appointed amount of contribution as approved by the management for this purpose. Such contributions can be made for –

1. An approved project by the management
2. A crisis declared by the Company
3. A medical criticality
4. Any other approved occasion by the Company

No employee should be forced for money contribution for the common cause. No retribution or adverse remarks can be made against the employee who does not wish to contribute. You must also be particularly careful that gifts and entertainment are not construed as bribes, kickbacks or other improper payments under the specific laws of the jurisdictions of the countries in which you conduct business internationally. You should make every effort to refuse or return a gift that is beyond these permissible guidelines. If it would be inappropriate to refuse a gift or you are unable to return a gift, you should promptly report the gift to your supervisor and deposit the gift with the Company. The Company should donate such gifts or, if perishable, distribute the same among fellow employees.

Gifts for Clients and Vendors:

Gifts for clients and vendors must support the legitimate business interests of the Company and should be reasonable and appropriate under the circumstances. Always be sensitive to our customers’ and suppliers’ own rules on receiving gifts, meals and entertainment. Do not give Company stock as a gift on behalf of the Company under any circumstances.

Travel and Premium Events:

If you are invited by a client, customer or supplier to an event involving out-of-town travel or overnight stay, or to a premium event, consult your manager to determine if there is adequate business rationale for your attendance. If there is, the Company should pay for the travel and attendance at the event. Gifts that are offered by clients or vendors for your personal use should not be accepted, unless offered to a large group of employees. The same is true for personal use of a condominium or vacation home, or personal travel on a private aircraft.

Corporate Opportunities:

Every employee should advance the Company’s interests when the opportunity to do so arises. If you discover or are presented with a business opportunity through the use of corporate property, information or because of your position with the Company, you should first present the business opportunity to the Company before pursuing the opportunity in your individual capacity. No employee may use corporate property, information or his or her position with the Company for personal gain and no employee should compete with the Company. You should disclose to your supervisor the terms and conditions of each business opportunity covered by this CoC that you wish to pursue. Your supervisor will contact the appropriate management personnel or authority to determine whether the Company wishes to pursue the business opportunity.

It is particularly crucial because it requires truth, engenders trust, supports authenticity, and makes values and principles clear. Our reputation as a company that our clients can trust is our most valuable asset, and it is up to all of us to make sure that we continually earn that trust. All of our communications and other interactions with our users should increase their trust in us. At its base, it is putting words to action, creating the consistency of a clear direction which can be assessed and whose consequences are clear.

Principles before profits:

The Company understands that the journey so far was only possible because being with principles. We didn’t and will never compromise on our principle just to earn more profits.

Information Security and Confidentiality:

During your tenure in the company, you have access to variety of confidential information. Confidential information includes all information that is internally generated by the Company concerning the business, which may also include information obtained from sources outside the Company, including information about other companies or their securities. Confidential information includes all non-public information that might be of use to competitors, or, if disclosed, harmful to the Company or its customers, including, but not limited to information, financial, technical or otherwise, ideas, concepts, know-how, data, reports, methodologies, procedures, intellectual property information, trade secrets, compilations, studies, projections, forecasts, records, information pertaining to employees, vendors and customers, and other materials, in whatever form maintained, whether documentary, computerized, electronic, oral or otherwise, that contain or otherwise reflect information concerning the Company. In order to protect and maintain the confidential nature of such information, the Company may ask you to sign the non disclosure agreement, whenever necessary.

It is a duty of every employee to safeguard all confidential information of the Company, clients or third parties with which the Company conducts business, except when disclosure is authorized or legally mandated, and must abide by the information security policies and procedures adopted by the Company. An employee’s obligation to protect confidential information continues even after he or she leaves the Company. Unauthorized disclosure of confidential information could cause competitive harm to the Company or its customers and could result in legal liability to you and the Company. You should consider all information, from whatever source, to be confidential until it has been made available to the general public for a reasonable period of time. Employees should not discuss confidential information with anyone outside the Company. In addition, confidential information should not be discussed with other employees of the Company except on a need-to-know basis. Any questions or concerns regarding whether disclosure of Company information is legally mandated should be promptly referred to your supervisor or management. Care must be taken to safeguard confidential information. Accordingly, every employee should –

1. Conduct their business and social activities so as not to risk inadvertent disclosure of confidential information
2. Store the confidential information secretly when not in use
3. Prevent overhearing or other access by unauthorized persons while reviewing the confidential documents or discussing the confidential subjects in public places such as hotels, restaurants, airplanes, trains, taxis, etc.
4. Discuss the confidential matters within hearing range of visitors or others not working on such matters or with friends or relatives including those living in the same household as a Company employee

Business and Financial Records:

Ensuring the accuracy of all Company’s business and financial records, which include not only financial accounts, but other records such as payroll, project data, reports, time sheet, expense reports, e-mails, accounting and financial data, performance measurement records, electronic data files and all other records maintained in the ordinary course of our business and submissions such as benefits claim forms and resumes. Company records include booking information, payroll, time cards, travel and expense reports, e-mails, accounting and financial data, measurement and performance records, electronic data files and all other records maintained in the ordinary course of our business.

Ensuring accurate and complete business and financial records is everyone’s responsibility, not just a role for Human Resource, accounting and finance personnel. You are responsible for understanding and complying with our record keeping policy. Please ask your supervisor if you have any questions. Accurate record keeping and reporting reflects on the Company’s reputation and credibility, and ensures that the Company meets its legal and regulatory obligations. Every employee should –

1. Record and classify all transactions in the proper accounting period and in the appropriate account and department
2. Do not delay or accelerate the recording of revenue or expenses to meet budgetary goals
3. Estimates and accruals must be supported by appropriate documentation and be based on your best judgment
4. Ensure that all reports to regulatory authorities are full, fair, accurate, timely and understandable
5. Never falsify any document and do not distort the true nature of any transaction
6. Never enable another person’s efforts to evade taxes or subvert local currency laws. For this reason, payments generally should be made only to the person or firm that actually provided the goods or services. Payments should be made in the supplier’s home country, where it does business, or where the goods were sold or services provided, unless the supplier legitimately has assigned payment or sold its accounts receivable to another entity. Exceptions can be approved by the designated executive whenever necessary.

Use of Time, Equipment And Company Assets:

An employee should not engage in personal activities during work hours that interfere with or prevent him or her from fulfilling the job responsibilities. Company computers and equipment should not be used for outside businesses, or for illegal or unethical activities such as gambling, pornography or other offensive subject matter. Also refer Application Nexus Webservices Pvt. Ltd. Employee Handbook. Protect the Company’s equipments and assets, and use them in the manner intended. An employee should –

1. Not use Company assets for their personal benefit or the benefit of anyone other than the Company
2. Not take for themselves any opportunity for financial gain that you learn about because of your position at the Company, or through the use of Company property or information
3. Use common sense while on work. Example, occasional personal phone calls, personal Internet browsing or e-mail from your workplace is acceptable but, excessive personal phone calls, personal Internet browsing or e-mail is a misuse of the company assets
4. Report the actual or suspected theft, damage or misuse of Company property to the supervisor

As and when required and if permissible by Company policies and management, an employee may be permitted to carry home or use certain assets, such as electronic equipments, Company vehicles, etc. for personal use. Always check relevant local policies to ensure that you are using Company assets as intended.

Employees should be aware that Company property includes all data and communications transmitted or received to or by, or contained in, the Company’s electronic or telephonic systems. Company property also includes all written communications. To the extent permitted by law, the Company has the ability, and reserves the right, to monitor all electronic and telephonic communication. These communications may also be subject to disclosure to law enforcement or government officials.

Theft of Company assets whether physical theft such as unauthorized removal of Company product, equipment or information, or theft through embezzlement or intentional misreporting of time, work or expenses may result in termination and criminal prosecution. The Company treats workplace theft of assets belonging to other employees the same way it treats theft of Company assets. The use of Company assets outside of your Company responsibilities such as using your Company work product in an outside venture, or using Company materials or equipment to support personal interests requires prior written approval from your supervisor or management. You must have this approval renewed annually if you continue to use the asset outside of work.

Public Communication:

The Company places a high value on its credibility and reputation in the community. What is written or said about the Company in the news media and investment community directly impacts our reputation, positively or negatively. Our policy is to provide timely, accurate and complete information in response to public requests (media, analysts, etc.), consistent with our obligations to maintain the confidentiality of competitive and proprietary information and to prevent selective disclosure of market-sensitive financial data. To ensure compliance with this policy, all news media or other public requests for information related to and meant for investors should be directed to the Company’s investor relations department and all other communication including its customers, vendors, general public should be directed to the Company’s marketing department. The investor relations or the marketing department will work with you and the appropriate personnel to evaluate and coordinate a response to the request.

We seek to realize our client’s expectations and attempt to exceed them.

Client’s relationship: The Company has reached the pinnacle of success only because of the clients it had. While working with global demographics the Company understands that it must acquire full knowledge about client’s requirements and expectations and work closely with them in order to achieve same. Our clients are treated with the same respect as of the Company shareholders. It is expected for all employees to respect client’s workforce information and trade secrets.

Security of information: It is treated as base currency of our day to day business activity. We commit ourselves, as professionals, to uphold the trust placed in us by others. As we develop great products that serve our users’ needs, always remember that we are asking users to trust us with their personal information. Preserving that trust requires that each of us respect and protect the privacy of that information. Our security procedures strictly limit access to and use of users’ personal information. We value and protect our confidential information and we respect the confidential information of others.

Delivering quality and excellence: We are committed to delivering quality services that reflect our professional capabilities and are appropriate to the specific issues and needs of our clients.

Responsiveness: Part of being useful and honest is being responsive. We recognize relevant client feedback when we see it, and we act on it instantly. We take pride in responding to communications from our client, whether questions, problems or compliments and suggestions.

Every employee is obligated to deal fairly with fellow employees and with the Company’s client, vendor, competitors and other third parties. Employees should not take unfair advantage of anyone through manipulation, concealment and abuse of privileged information, misrepresentation or any other unfair-dealing practice.

Relationships with Clients and customers:

Our business success depends upon our ability to foster lasting client and customer relationships. The Company is committed to dealing with clients and customers fairly, honestly and with integrity. Specifically, you should keep the following guidelines in mind when dealing with clients and customers –

1. Information we supply to customers should be accurate and complete to the best of our knowledge. Employees should not deliberately misrepresent information to customers
2. Employees should not refuse to sell, service, or maintain products the Company has produced simply because a customer is buying products from another supplier
3. Customer entertainment should not exceed reasonable and customary business practice. Employees should not provide entertainment or other benefits that could be viewed as an inducement to or a reward for, customer purchase decisions

Relationships with Suppliers:

The Company deals fairly and honestly with its suppliers. This means that our relationships with suppliers are based on price, quality, service and reputation, among other factors. Employees dealing with suppliers should carefully guard their objectivity. Specifically, no employee should accept or solicit any personal benefit from a supplier or potential supplier that might compromise, or appear to compromise, their objective assessment of the supplier’s products and prices. Employees can give or accept promotional items of nominal value or moderately scaled entertainment within the limits of responsible and customary business practice.

Relationships with Competitors:

The Company is committed to free and open competition in the marketplace. Employees should avoid actions that would be contrary to laws governing competitive practices in the marketplace, including federal and state antitrust laws. Such actions include misappropriation and/or misuse of a competitor’s confidential information or making false statements about the competitor’s business and business practices. Any actions will amount to gross misconduct and subject to disciplinary action, including dismissal.

Policies on Prevention of Discrimination, Harassment and Grievance:

The Company is committed to providing equal opportunity and fair treatment to all individuals on the basis of merit, without discrimination because of race, color, religious belief, national origin, sex (including pregnancy), sexual orientation, age, disability, or other characteristic protected by law. Every employee has the right to be treated with respect and dignity and is entitled to work in an environment free from harassment, victimization and bullying. The Company prohibits harassment in any form, whether physical or verbal and whether committed by supervisors, non supervisory personnel or non-employees. Harassment can be any unwanted or offensive conduct which makes another person uncomfortable. This may include, but is not limited to –

1. Unwanted Physical Conduct such as unnecessary touching, patting, pinching, brushing against another person’s body, insulting or abusive behavior or gestures, physical threats, assault, coerced sexual intercourse or rape.
2. Unwanted Verbal Conduct such as unwelcome advances or propositions, sexual flirtations patronizing titles or nicknames, propositions or remarks, innuendo, lewd comments, jokes, banter or abusive language, which refer to a person or a group’s gender, color, race, religion, ethnic or national origins, disability or sexual preference, etc., or repeated suggestions for unwanted social activities inside or outside the workplace. This ‘verbal’ conduct includes conduct either in printed format or via email or other electronic means.
3. Unwanted Non-verbal Conduct such as racially or sexually based messages or graffiti, including where it refers to an individual’s characteristics or private life, abusive or offensive gestures, leering, whistling, creation or distribution of suggestive or offensive pictures or videos including distribution of such pictures on any media including via email or on display units or network systems.
4. Bullying including persistent criticism and personal abuse, either in public or private.

Employees should avoid actions that would amount to harassment or discriminatory practices, including –

1. employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, orientation age, religious belief, or ethnic group, or individuals with disabilities
2. denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability;
3. harassment on the basis of race, color, religious belief, sex, national origin, disability, or age
4. retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices.

The behavior referred to above may be directed toward an individual or group. It should be noted that it is the impact of the behavior which is relevant and not the nature or intent behind it. The Company has implemented policies and procedures in Employee Handbook to prevent unlawful discrimination or harassment including sexual harassment. Harassment at work in any form is unacceptable behavior and will not be permitted or condoned. Everyone must comply with this policy and employees should ensure that their behavior to colleagues and customers does not cause offense or constitute harassment. Sexual and racial harassment as well as harassing a person on account of gender, sexual orientation, age religious beliefs or disability, constitute discrimination and are unlawful. Harassment may also be a civil offense and a criminal offense and it may contravene health and safety legislation. If you have any complaints about unlawful discrimination or harassment including sexual harassment, report such conduct to your supervisor or the Human Resource Executive. All complaints will be treated with sensitivity and discretion. The Company will protect your confidentiality to the extent possible, consistent with law and the Company’s need to investigate your concern. Where our investigation uncovers harassment or unlawful discrimination, we will take prompt corrective action, which may include disciplinary action by the Company, up to and including, termination of employment. The Company strictly prohibits retaliation against an employee who, in good faith, files a complaint. Single offenses that amount to a serious breach of this policy, or repeated offenses, may result in dismissal or summary dismissal.

Constantly researching & improving our products and services in order to help the environment, also taking the step to suggest our clients to have environment friendly practice related to their business –

1. Carbon Neutral: Application Nexus adheres to all environmental legislation, regulations and all local laws to facilitate the protection of the environment. We have a process that ensures conformity to local regulations, including those relating to the handling, recycling, and the elimination and disposal of dangerous materials and to work actively to improve the environment and proactively to pursue any initiatives that bring about that improvement.
2. Philanthropy: Application Nexus believes that best things in world come for free. So we love to give periodic donations to many open source websites and NGO’s working for advantage of society.

Our Code of Conduct and Business Ethics contains guidelines for conducting our business with highest standards and ethics. In case if you have any query or concerns, please contact your supervisor or management or the authorized executive of the Company. You can mail us at [email protected] or contact us personally or call us on +912532236556.

This Code of Conduct and the matters published herein are neither a contract of employment nor a guarantee of continuing Company policy. Application Nexus Webservices Pvt. Ltd. reserves the right to make changes or discontinue this CoC at its sole discretion, with or without prior notice to anyone.

Furthermore, it is a duty of each and every employee to follow the updated CoC and Employee Handbook. The latest version of CoC and Employee Handbook are available in our library as well as with the Human Resource Department.