Employment Terms

SOLATO SMART PRIVATE LIMITED

The following policies have been established by Solato Smart Private Limited to provide clear guidelines for employment, workplace conduct, performance, safety, ethics, and internship arrangements within the Company.

These policies are intended to ensure consistency, professionalism, accountability, and compliance with applicable laws and Company requirements. All employees, interns, contractors, and relevant personnel are expected to read, understand, and comply with the policies applicable to their role.

The Company Policies are listed below in sequence:

Employment, Code of Conduct & Business Ethics Policy
Employee Incentive Policy
Workplace Harassment Prevention & Complaint Handling Policy
Health, Safety & Environment (HSE) Policy
Internship Policy – Technical & Technical Sales

These policies should be read together with the relevant employment contract, internship letter, internal procedures, and any official amendments issued by Solato Smart Private Limited from time to time.

Employment, Code of Conduct & Business Ethics Policy
Employee Incentive Policy
Workplace Harassment Prevention & Complaint Handling Policy
Health, Safety & Environment (HSE) Policy
Internship Policy

Employment, Code of Conduct & Business Ethics Policy

Fixed-Term Contractual Employment Framework

Policy Owner	HR / Administration	Version	2.0
Effective Date	12^th Aug 2024	Status	CONTROLLED COMPANY POLICY

Important legal classification note: SSPL uses one-year fixed-term contracts as its company employment model. The label “contractual” does not, by itself, remove any mandatory right that Pakistani law gives to a person based on the actual nature of the work, establishment, headcount or statutory classification. This policy therefore applies the Company’s contractual rules to the fullest extent permitted by law, and mandatory law prevails where it grants a non-waivable right.

1. Purpose

This policy sets the employment, attendance, leave, ethical conduct, confidentiality, discipline and separation standards for Solato Smart Private Limited (“SSPL” or the “Company”). It is designed for SSPL’s fixed-term contractual employment model while preserving mandatory requirements of applicable Pakistani law.

2. Scope and Fixed-Term Employment Model

All SSPL employees are normally engaged under a written fixed-term employment contract for one (1) year.
Each contract states its start date and end date. Unless extended in writing, the contract expires on the stated end date, subject to any mandatory legal requirement applicable to the employee.
A contract may be extended or renewed only by mutual written agreement between SSPL and the employee. Continued work should not be treated as an informal extension; HR must issue written documentation.
Renewal is not automatic and does not create a guarantee or expectation of future renewal. Renewal decisions may consider business need, performance, conduct, attendance, role requirements and budget, subject to law.
For legal compliance, SSPL will determine an employee’s statutory classification from the actual work and applicable law, not merely from the words “contractual employee” used by the Company.

3. Appointment Letter, Contract Terms and Probation

Every employee will receive a written employment contract/appointment letter stating the role, reporting line, place of work, remuneration, contract term, probation (if any), notice provisions and other material terms.
The normal probation period is three (3) months. Where a different probation period is lawful and appropriate for a role, it must be stated expressly in the appointment letter and approved by HR.
Successful completion of probation does not convert a one-year fixed-term contract into an indefinite contract. The original contract end date remains in force unless a written extension is issued.
During probation, performance, punctuality, conduct, attendance and suitability for the role may be reviewed. Any statutory rights applicable during probation remain unaffected.

4. Office Timing, Working Hours and Weekly Schedule

The standard office schedule is:

Monday to Friday: 9:00 AM to 6:00 PM, including a one-hour lunch/prayer/rest break arranged by the department.
Saturday: 9:00 AM to 2:00 PM.
Sunday: weekly holiday, unless a lawful operational/site roster requires otherwise.
Field, installation, project and customer-facing teams may be assigned a different reporting time or roster based on site requirements. The notified roster becomes mandatory for that assignment and will be managed within applicable working-time and rest requirements.
Authorized overtime or work beyond the normal schedule must be approved in advance except in a genuine emergency and will be handled according to the legal requirements applicable to the employee/category.

5. Strict Attendance, Morning Reporting and Timekeeping

Office employees must be present, ready for work and record attendance no later than 9:00 AM. There is no routine grace period. Attendance recorded after 9:00 AM is late attendance unless HR/management has approved an exception.
An employee who expects to be late must notify the reporting manager and HR as early as reasonably possible and, wherever practicable, before 9:00 AM. Notification does not automatically excuse repeated lateness.
Leaving the workplace before the end of the scheduled workday requires approval from the reporting manager, except in a genuine emergency.
Repeated late arrival, early departure, unapproved absence, failure to record attendance, or misuse of the attendance system may result in counseling, warning or disciplinary action, depending on severity and frequency.
Unapproved absence or time not worked may be treated as unpaid to the extent permitted by applicable wage law. Any salary deduction must be lawful, documented and processed through payroll; arbitrary penalties or deductions are not permitted.

6. Leave Policy for Fixed-Term Employees

Company leave limit: Where no higher non-waivable statutory entitlement applies, SSPL’s standard contractual paid leave allowance is limited to twelve (12) working days during each completed one-year contract, as described below. Public/festival holidays required by law are separate and are not deducted from this 12-day pool.

The twelve (12) days are the Company’s annual/casual paid leave pool for the one-year contract and are subject to approval and operational requirements.
Planned leave should normally be requested in writing at least three (3) working days in advance. Approval must be obtained before leave is taken, except in illness or a genuine emergency.
Company annual/casual paid leave is normally available after completion of probation. Any statutory sick, maternity, paternity, injury, disability or other protected leave that legally applies is not removed by this rule.
Where no separate statutory sick-leave entitlement applies, short sickness absence may be adjusted against the 12-day contractual leave pool. SSPL may request reasonable medical evidence for sickness absence, particularly for repeated or extended absence.
Leave beyond the available paid balance may be treated as unpaid leave only with prior approval, except where law requires otherwise.
Unused Company contractual leave does not automatically carry forward into a renewed contract and is not automatically encashable. Carry-forward, encashment or settlement will occur only if required by applicable law, the individual contract or a written Company decision.
If a statutory regime applicable to a particular employee requires a greater or differently structured leave entitlement, HR will administer that statutory entitlement for that employee and this Company cap will not reduce it.

7. Salary, Payroll, Taxes and Benefits

Monthly remuneration will be stated in the written employment contract and paid through the Company-approved payroll method within the lawful payment period.
Taxes and other statutory deductions/contributions will be made where legally applicable. Any recovery from salary for absence, loss or damage will be made only where lawful and properly documented.
A fixed-term employee is entitled only to benefits expressly stated in the contract, this policy, another applicable Company policy, or mandatory law. No benefit should be assumed merely because another employee receives it.

8. Incentives and Variable Pay

Incentives are governed exclusively by the separate Employee Incentive Policy and the confidential role/period-specific incentive schedule.
Incentive rates, formulas, targets, margins and approval thresholds are confidential and are not published in this policy.
Participation in an incentive plan does not extend the employment contract or create a right to renewal.

9. Professional Conduct and Business Ethics

Employees must act honestly, professionally and in the legitimate interests of SSPL while complying with applicable law.
Fraud, theft, falsification, material misrepresentation, bribery, kickbacks, secret commissions, violence, serious insubordination and deliberate safety violations are prohibited.
Actual or potential conflicts of interest must be disclosed promptly to management/HR.
Employees may not make commercial commitments, discounts, warranties, promises or representations outside their delegated authority.
Company records, quotations, expenses, CRM entries, project reports and approvals must be accurate and complete.

10. Respectful Workplace and Harassment Prevention

Harassment, sexual harassment, discrimination, bullying, threats, retaliation and abusive conduct are prohibited. All employees, regardless of fixed-term contractual status, are covered by the SSPL Workplace Harassment Prevention & Complaint Handling Policy and any mandatory statutory protection.

11. Confidentiality, Data and Intellectual Property

Employees must protect customer data, pricing, margins, proposals, technical designs, credentials, internal incentive schedules, supplier information, business plans and all other non-public information.
Confidential information may be used only for authorized Company work and may not be transferred to personal email, personal storage, unauthorized messaging applications, public AI tools or third parties without approval.
Work product and intellectual property created in the course of employment will be governed by the employment contract and applicable law.
Confidentiality obligations that by their nature survive the contract will continue after expiry or termination.

12. Company Property, IT and Client/Site Conduct

Company laptops, phones, vehicles, tools, PPE, software, accounts and credentials are Company assets and must be used responsibly for authorized purposes.
Employees must follow cybersecurity instructions and promptly report loss, damage, phishing, unauthorized access or suspected data leakage.
Office employees must maintain neat professional attire. Field personnel must use required uniform/identification and PPE.
All Company property, documents, data and credentials must be returned or transferred as directed on or before the last working day.

13. Performance Management and Discipline

Performance, quality, punctuality, attendance, conduct, customer handling, safety and compliance may be considered in periodic performance review and contract-renewal decisions.
Depending on the matter, corrective action may include counseling, verbal/written warning, suspension where lawful, loss of discretionary privileges, or termination in accordance with the contract and applicable law.
Where law requires a charge, opportunity to respond, inquiry or other due process before punishment for misconduct, SSPL will follow that process. An allegation is not, by itself, a finding of misconduct.

14. Contract Expiry, Extension, Resignation and Early Termination

Normal expiry: the fixed-term contract ends on its stated end date unless both parties agree in writing to extend or renew it, subject to applicable law.
Extension/renewal: any extension must be documented in writing and signed/accepted by both parties before or at the start of the extended period. Renewal may be for a further fixed term determined by the parties.
Resignation before expiry: unless the appointment letter lawfully provides otherwise, an employee who wishes to leave before the contract end date should give thirty (30) days written notice or the contractual payment in lieu, subject to applicable law and Company waiver.
Early termination by SSPL: the Company may terminate a contract before its expiry in accordance with the appointment letter and applicable law, including any required notice/pay in lieu and any required misconduct procedure.
Nothing in this policy authorizes termination for unlawful discrimination, retaliation for a protected complaint, or avoidance of a mandatory statutory right.

15. Final Clearance and Settlement

On expiry, resignation or termination, the employee must complete handover and return Company property, records, access cards, tools, equipment and credentials.
SSPL will process salary, lawfully earned incentive, approved expenses and other amounts lawfully due, subject to lawful deductions and the applicable settlement timeline.

16. Grievances and Reporting

Employees may raise payroll, ethics, safety, harassment, discrimination, working-condition or compliance concerns to their manager, HR/Administration, the designated committee or another authorized channel. Good-faith reporting will not be punished or used as a retaliatory basis for contract non-renewal.

17. Legal Compliance and Policy Interpretation

This policy is intended primarily for SSPL operations in Islamabad Capital Territory. Depending on the employee’s work, headcount and establishment, relevant laws may include the West Pakistan Shops and Establishments Ordinance, 1969; Industrial and Commercial Employment (Standing Orders) Ordinance, 1968; Payment of Wages Act, 1936; Minimum Wages laws/notifications; Factories Act, 1934; workplace-harassment legislation; and other applicable federal or territorial laws. For projects or employment outside ICT, the law of the relevant province/territory may apply.

If any provision of this policy or an employment contract conflicts with a mandatory legal requirement, the mandatory legal requirement will prevail to the extent of the conflict; the remaining policy terms continue to apply.

18. Amendments

SSPL may revise this policy prospectively for business, operational or legal reasons. Changes will be communicated through official channels and will not be used to remove a right that has already accrued under mandatory law or a binding written term.

Approval

Approved By	Jamil Ur Rehman	Date	12^th Aug 2024
Name / Title	Director	Signature	________________

SOLATO SMART PRIVATE LIMITED

Employee Incentive Policy

Competition-Safe Policy for Fixed-Term Contractual Employees

Policy Owner	HR / Administration	Version	2.0
Effective Date	12^th Aug 2024	Status	CONTROLLED COMPANY POLICY

1. Purpose

This policy establishes a fair and controlled framework for performance-based incentives while protecting SSPL’s confidential commercial information. It applies alongside the employee’s one-year fixed-term employment contract and does not alter the contract duration.

2. Scope and Participation

Only fixed-term employees specifically included in an approved incentive plan, target letter or written management communication are eligible.
Participation in one month, quarter, project or year does not guarantee participation in a later period or renewal of the employment contract.
Interns are not automatically eligible. Any intern incentive must be separately approved in writing under the Internship Policy and an authorized plan.

3. Confidential Incentive Schedule

Commercial confidentiality: This public/internal-policy version does not disclose incentive rates, per-watt or per-MW formulas, margin thresholds, target weights, caps, customer-specific terms, profitability thresholds or approval limits. These are maintained in a separate Confidential Incentive Plan Schedule for authorized personnel only.

Each participant will receive enough written information to understand the applicable target, eligibility conditions and earning trigger for the relevant period.
No manager may promise or vary an incentive outside an approved written plan or delegated authority.

4. Incentive Categories

Sales/business-development incentives linked to eligible projects, orders or collections.
Technical/project execution incentives linked to commissioning, quality, delivery, safety or customer acceptance.
Quarterly, annual or special performance incentives linked to approved individual/team objectives and Company performance.
Other role-specific incentives approved by management in writing.

5. General Eligibility Conditions

The employee must be formally assigned to the relevant target or project and must meet the documented plan conditions.
Relevant customer contracts/orders must be genuine, properly approved and compliant with SSPL commercial authority limits.
Where the plan links payment to customer collection, the required collection milestone must be received and verified before the incentive becomes payable.
Quality, project completion, customer acceptance/satisfaction and compliance conditions may be used where stated in the approved plan.
Attendance, punctuality, accurate reporting, CRM discipline, ethical conduct and compliance with Company policies may form part of performance eligibility where identified in the applicable plan.
An unsubstantiated customer complaint will not automatically cancel an incentive. Any material adjustment based on complaint, misconduct, rework or misrepresentation should be supported by a reasonable review.

6. When an Incentive Becomes Earned

An incentive is not earned merely because activity occurred; it becomes earned only when the approved plan’s stated earning conditions have been satisfied.
Once an incentive has become legally/contractually earned, SSPL will not retrospectively remove it solely because the employee’s fixed-term contract later expires or is not renewed.
Future, contingent or unearned incentives do not become payable merely because the employment contract expires, the employee resigns, or the plan is discontinued.

7. Contract Expiry, Resignation and Termination

The incentive plan does not extend the one-year employment contract and does not create a right to contract renewal.
At contract expiry or other separation, SSPL will determine the status of each incentive against the approved plan conditions, customer-payment position and the employee’s last working date.
Earned amounts will be processed in accordance with the plan and applicable law; unearned or future amounts will lapse unless the applicable written plan expressly provides otherwise.
Fraud, falsification, manipulation of sales/project data, unauthorized pricing commitments or deliberate concealment of relevant information may result in incentive adjustment and disciplinary action, subject to applicable law and due process.

8. Payment Timing, Tax and Payroll

Approved incentives will be processed through payroll or another approved payment method after verification and authorization.
Applicable taxes and lawful deductions will be withheld.
Payment timing may vary according to project closure, customer collection, verification cycles and the written plan schedule.

9. No Guaranteed Compensation

Unless a written employment term expressly states otherwise, incentives are variable and are not part of fixed base salary. The existence of an incentive plan does not guarantee any minimum incentive, customer volume, target achievement or future plan.

10. Ethics, Customer Treatment and Authority

Employees must not mislead customers, conceal material facts, create false leads/orders, manipulate payment records or misstate technical performance in order to obtain an incentive.
No employee may offer an unauthorized discount, warranty, credit term, side payment or other concession to secure incentive credit.
Bribery, kickbacks, secret commissions and conflicts of interest are prohibited.

11. Confidentiality

Incentive schedules, rates, margins, target design, approval levels and calculation models are confidential SSPL information and may not be shared externally or with unauthorized employees. This restriction does not prevent disclosures required by law or to an authorized adviser/regulator.

12. Administration, Review and Disputes

Finance/HR and the relevant business head will verify calculations and approvals under the applicable plan.
An employee who believes a calculation is incorrect should raise the issue promptly through the designated internal channel with supporting details.
SSPL may revise future incentive plans prospectively. A change should not be applied retrospectively to remove an amount that has already become earned under a binding plan.

13. Relationship with Employment Policy and Law

This policy must be read with the Employment, Code of Conduct & Business Ethics Policy and the employee’s fixed-term employment contract. Mandatory law prevails where applicable. Incentive participation does not alter statutory classification or convert an employee into a different legal category.

Approval

Approved By	Muhammad Aamir	Date	12^th Aug 2024
Name / Title	Chief Executive Officer	Signature	________________

SOLATO SMART PRIVATE LIMITED

Workplace Harassment Prevention & Complaint Handling Policy

Applicable to Employees, Interns, Contractors and Work-Related Interactions

Policy Owner	HR / Administration	Version	2.0
Effective Date	12^th Aug 2024	Status	CONTROLLED COMPANY POLICY

1. Policy Statement

SSPL is committed to a workplace where every person is treated with dignity and respect. Harassment and retaliation are prohibited. Fixed-term contractual status, probation, internship status or impending contract expiry does not remove the right to report harassment or receive the protections required by applicable law.

2. Scope

All fixed-term employees, probationary employees, interns, trainees, consultants, contractors and other persons working with or for SSPL to the extent applicable.
Clients, vendors, visitors and third parties interacting with SSPL personnel.
Office, project sites, customer sites, business travel, Company events, transport arranged for work and work-related digital/online communication.

3. Prohibited Harassment

Harassment may include conduct prohibited under the Protection Against Harassment of Women at the Workplace Act, 2010 (as amended), and other unlawful or seriously inappropriate conduct. Examples may include:

Unwelcome sexual advances, requests for sexual favors, sexual comments, gestures, touching or sexually suggestive communication.
Conduct of a sexual or discriminatory nature that creates an intimidating, hostile or offensive work environment or is linked to employment, evaluation, promotion, renewal or another workplace benefit/detriment.
Bullying, threats, stalking, humiliating or abusive conduct, including through email, messaging applications or social media, where covered by Company policy or law.
Retaliation, threats of retaliation or adverse treatment because a person made a good-faith complaint, supported a complainant/respondent, appeared as a witness or used a legal reporting channel.

4. Inquiry Committee and Competent Authority

SSPL will maintain the Inquiry Committee required by applicable workplace-harassment law. The Committee will consist of three members and include at least one woman, subject to the statutory requirements in force.
SSPL will designate the Competent Authority required by law and display/communicate the required Code of Conduct and committee information through appropriate official channels.
If a complaint involves a Committee member, Competent Authority, owner, CEO, COO or another person whose involvement creates a conflict, SSPL will use an alternate lawful arrangement or external escalation so that the matter is not handled by a conflicted person.

5. Reporting Channels

A complaint may be made in writing or through another channel permitted by law to HR/Administration, a member of the Inquiry Committee, the Competent Authority where appropriate, or the legally available external forum/Ombudsperson. Current names and contact details will be maintained in a separate controlled notice so that private personal details are not unnecessarily published in this policy.

6. Immediate Safety and Interim Measures

Where necessary to protect people or the integrity of an inquiry, SSPL may take lawful interim measures such as changing reporting arrangements, restricting contact, modifying access or schedules, or placing a person on lawful interim suspension/leave.
Interim measures are not a finding of guilt and should avoid unnecessary prejudice to either party.

7. Inquiry Procedure and Timelines

The Inquiry Committee will follow the procedure and timelines required by the applicable Act, including notice to the accused/respondent, a fair opportunity to respond and present evidence, confidentiality, and written findings/recommendations.
SSPL will not replace statutory timelines with a shorter internal deadline that could compromise due process. Internal handling should nevertheless be prompt and without avoidable delay.
Both complainant and respondent will be treated fairly, and findings will be based on the information/evidence available to the Committee under the applicable legal standard.

8. Confidentiality and Privacy

Complaints, statements, evidence, committee deliberations and personal information will be shared only with persons who need access for the inquiry, decision, legal advice, safety or a lawful reporting requirement. Absolute secrecy cannot be promised where disclosure is necessary for due process or required by law.

9. Protection Against Retaliation and Contract Non-Renewal

No person will be penalized for making a good-faith complaint, participating honestly in an inquiry or using a lawful external reporting channel.
Non-renewal, termination, demotion, adverse evaluation, withholding of earned payments, threats, isolation or other adverse treatment must not be used as retaliation for protected reporting or participation.
A knowingly false or malicious allegation may be dealt with in accordance with law; an allegation that is not proven does not by itself mean the complaint was malicious.

10. Outcomes and Corrective Action

Where harassment or related misconduct is established, SSPL may impose action permitted by applicable law and policy, which may include warning, training, change of duties, suspension, termination or other lawful penalty. Where criminal or other unlawful conduct may be involved, the matter may also be referred to the appropriate authority.

11. Training and Awareness

Harassment-prevention expectations will be included in onboarding for employees and interns.
Managers and Committee members should receive periodic awareness/training on respectful workplace conduct, complaint handling, confidentiality and retaliation risks.

12. Record Keeping

HR/Administration will maintain controlled records of committee constitution, complaints, proceedings, findings, actions and required notices in accordance with law and legitimate confidentiality requirements.

13. Relationship with Fixed-Term Contracts

This policy applies throughout a fixed-term contract and to work-related conduct connected with employment. Expiry or non-renewal of a contract does not erase a complaint already made or prevent SSPL from completing a legally required inquiry. Nothing in an employment or internship contract may be interpreted to waive a mandatory harassment-law protection.

14. Governing Law

This policy is intended to align with the Protection Against Harassment of Women at the Workplace Act, 2010, as amended, and other applicable law. For persons working outside Islamabad Capital Territory, the relevant provincial/territorial legal framework will also be considered.

Approval

Approved By	Muhammad Aamir	Date	12^th Aug 2024
Name / Title	Chief Executive Officer	Signature	________________

SOLATO SMART PRIVATE LIMITED

Health, Safety & Environment (HSE) Policy

Office, Solar Project, Field and Contractor Safety Framework

Policy Owner	HR / Administration	Version	2.0
Effective Date	12^th Aug 2024	Status	CONTROLLED COMPANY POLICY

1. Policy Statement

SSPL is committed to safe, healthy and environmentally responsible operations in solar design, sales, installation, commissioning, maintenance, office work, travel and related activities. HSE requirements apply to fixed-term employees, interns, contractors and visitors as relevant; contractual status does not reduce a person’s safety obligations or mandatory protections.

2. Responsibilities

Management will provide reasonable resources, oversight and safe systems of work appropriate to SSPL activities.
Supervisors/site engineers will plan work, conduct toolbox talks, verify competence/PPE, stop unsafe work and report incidents.
Employees and interns must follow instructions, use PPE, report hazards/near misses and not take unsafe shortcuts.
Contractors must meet SSPL site rules and applicable legal/contractual HSE requirements.
Clients and visitors must follow SSPL safety requirements while in controlled work areas.

3. Office Timing, Site Reporting and Fatigue

The standard office timing is Monday-Friday 9:00 AM to 6:00 PM (including the designated one-hour lunch/prayer/rest break) and Saturday 9:00 AM to 2:00 PM, unless an approved site/field roster applies.
Field teams must report at the time stated in the project roster or supervisor instruction. Attendance at required toolbox talks, inductions and safety briefings is mandatory before starting work.
No employee should bypass rest, break or fatigue controls in order to meet a commercial deadline. Long-distance travel and overnight arrangements should be planned to reduce fatigue-related risk.

4. Personal Protective Equipment (PPE)

Required PPE may include safety helmet, safety footwear, suitable gloves, eye protection, high-visibility vest, fall-arrest harness and other task-specific equipment.
PPE must be inspected before use and replaced when damaged, expired or unsuitable.
Failure to use mandatory PPE may result in removal from the task/site and disciplinary action.

5. Work at Height and Fall Protection

Rooftop or elevated work must be planned and supervised with appropriate access, edge protection, lifelines/anchors, ladders/scaffolding and fall-arrest arrangements.
Employees/interns who are not trained, authorized or medically/technically suitable must not perform work at height.
Work at height must stop when rain, high winds, lightning or other conditions create unacceptable risk.

6. Electrical Safety and LOTO

Electrical installation, isolation, energization, testing and commissioning must be performed by appropriately competent and authorized persons.
Lockout/tagout (LOTO) or another approved isolation procedure must be used where required before work on electrical systems.
Live work must be avoided unless specifically justified, authorized and controlled under an approved safe-work procedure.
Tools, meters, leads and protective equipment must be suitable, inspected and used according to manufacturer/safety requirements.

7. Tools, Ladders, Scaffolding and Housekeeping

Tools, ladders, scaffolding, lifting equipment and harnesses must be checked before use. Defective equipment must be removed from service.
Work areas must be kept orderly. Cables, tools, packaging and panels must not obstruct walkways or emergency access.
Manual handling and lifting tasks must be planned to reduce strain, crush and dropped-object risks.

8. Vehicle and Travel Safety

Only authorized, appropriately licensed persons may drive Company or hired vehicles for work.
Seat belts are mandatory where fitted. Mobile-phone use while driving is prohibited unless through a lawful hands-free method and safe to use; drivers should stop safely before handling calls/messages.
Vehicles used for work should be maintained and reasonably checked for tires, brakes, lights and other safety-critical items.
Driving while impaired, dangerously fatigued or under the influence of intoxicants is prohibited.

9. Emergency Preparedness and First Aid

Offices and project sites will maintain emergency arrangements appropriate to fire, electrical shock, injury, medical events and other foreseeable emergencies.
Fire extinguishers, first-aid supplies and emergency contact information will be available as required for the location and risk.
Employees must know the evacuation/assembly arrangements and promptly follow emergency instructions.

10. Incident, Hazard and Near-Miss Reporting

All injuries, electrical events, falls, property damage, environmental releases, near misses and significant hazards must be reported promptly to the supervisor/HSE focal person.
Serious events must be escalated immediately. Supervisors will maintain required logs and ensure legally reportable incidents are notified to the relevant authority where applicable.
Incident reviews are intended to identify causes and corrective actions, not to discourage reporting.

11. Stop-Work Authority

Any employee, intern or contractor may stop or refuse a task that presents an immediate and serious danger, provided the concern is raised promptly with the supervisor/HSE focal person. No one may be instructed to continue clearly unsafe work merely to meet a target or deadline.

12. Environmental Management

SSPL will seek to prevent unnecessary pollution and manage solar panels, batteries, cables, electronic components, packaging and other waste responsibly.
Hazardous or regulated waste/materials must be stored, transported and disposed of through lawful/approved methods as applicable.
Energy, water and material efficiency should be considered in office and project operations.
Environmental approvals, permissions or assessment requirements will be addressed where a project triggers them under applicable law.

13. Training and Competence

New employees and interns will receive HSE orientation appropriate to their duties.
Technical/site personnel will receive task-specific instruction for electrical safety, work at height, tools, emergency response and other relevant risks.
Supervisors will conduct toolbox talks and verify competence before assigning safety-critical work.

14. Disciplinary and Contractual Consequences

Deliberate or repeated safety violations may lead to removal from site, warning, suspension where lawful, or termination of the fixed-term contract in accordance with the Employment Policy, the individual contract and applicable law. Safety enforcement must be consistent and must not be used to retaliate against good-faith hazard reporting.

15. Applicable Law and Standards

SSPL will comply with the HSE and environmental laws applicable to the activity and location, including relevant workplace/factory safety provisions, electrical requirements, Pakistan Environmental Protection Act requirements where applicable, and customer/site standards that do not conflict with law. Provincial/territorial requirements will be considered for projects outside ICT.

Approval

Approved By	Muhammad Aamir	Date	12^th Aug 2024
Name / Title	CEO	Signature	________________

SOLATO SMART PRIVATE LIMITED

Internship Policy

Technical and Technical Sales Internship Program

Policy Owner	HR / Administration	Version	2.0
Effective Date	12^th Aug 2024	Status	CONTROLLED COMPANY POLICY

1. Purpose

This policy governs SSPL’s structured internship program for students and early-career participants. Internships are normally learning-focused engagements of three (3) to six (6) months with a fixed stipend stated only in the individual Internship Letter. Interns are not treated as one-year fixed-term employees unless SSPL separately appoints them under an employment contract.

2. Internship Tracks

2.1 Technical Internship

Supervised exposure to solar design, drawings, calculations, documentation and technical proposals.
Site survey support, project documentation, commissioning/maintenance observation and engineering coordination appropriate to competence.
Technical research, data preparation, BOQ/document support and other assigned learning activities.
No unsupervised hazardous electrical work, work at height, isolation, energization or other safety-critical activity unless legally/technically permitted, trained, authorized and supervised.

2.2 Technical Sales Internship

Lead research, CRM support, customer follow-up and sales-process learning.
Preparation/support of presentations, quotations, proposals and technical-sales documentation under supervision.
Participation in customer meetings/site visits where approved.
No authority to bind SSPL to a price, discount, warranty, delivery date, credit term, contract or other commercial commitment unless expressly authorized in writing.

3. Duration and Internship Letter

The normal internship duration is three (3) to six (6) months. The exact start date, end date and duration will be stated in the Internship Letter.
Any extension must be approved by SSPL and the intern in writing before or at the start of the extension. There is no automatic extension or automatic conversion to employment.
The Internship Letter will identify the internship track, supervisor, work location, schedule, stipend, duration and any specific conditions.

4. Stipend and Benefits

Confidential stipend: The stipend amount, internal budget and approval thresholds will not be published in this policy. The fixed stipend will be stated in the individual Internship Letter.

The stipend will normally be paid monthly through an approved method, subject to applicable legal and documentation requirements.
Interns are not automatically eligible for employee benefits, sales commissions, project incentives, bonuses or the employee leave pool unless specifically approved in writing or required by law.
If the actual internship arrangement is legally classified as employment or apprenticeship, SSPL will comply with the mandatory financial and other requirements of that classification.

5. Office Timing, Attendance and Punctuality

Standard office internship timing is Monday to Friday, 9:00 AM to 6:00 PM, including the designated one-hour lunch/prayer/rest break, and Saturday, 9:00 AM to 2:00 PM.
Sunday is the normal weekly holiday unless an approved site/field learning schedule applies.
Interns must be present, ready to work and record attendance by 9:00 AM. There is no routine grace period. Arrival after 9:00 AM is late unless an approved exception applies.
An intern who expects to be late or absent must inform the supervisor and HR as early as possible and, where practicable, before 9:00 AM.
Repeated lateness, unapproved absence, early departure or attendance manipulation may affect the stipend, evaluation, completion certificate or continuation of the internship, subject to applicable law and the Internship Letter.

6. Leave and Approved Absence

Interns do not automatically receive the employee 12-day contractual leave pool because an internship is a separate learning engagement.
Planned absence must be requested in advance and is subject to supervisor/HR approval. University examinations, academic requirements, illness and genuine emergencies may be considered reasonably against operational needs.
The Internship Letter or HR may specify whether an approved absence is stipend-protected, unpaid, made up through additional attendance, or requires extension of the internship period, subject to applicable law.
If the intern’s legal classification gives a mandatory leave or absence right, that right will be respected.

7. Supervision, Learning and Evaluation

Each intern will be assigned a supervisor/mentor.
Departments should define practical learning objectives and suitable assignments.
Performance may be reviewed during and at the end of the internship based on learning progress, quality, punctuality, attendance, teamwork, communication, safety, ethics and professionalism.
Intern evaluations are developmental and do not guarantee employment.

8. HSE and Field Work

All interns must follow the SSPL HSE Policy, site rules, inductions, toolbox talks and PPE requirements.
Technical interns may visit/work at project sites only under approved supervision and within their competence.
Technical Sales interns visiting customer/project sites must follow the same site safety rules.
Interns may stop/report a task presenting an immediate and serious safety risk.

9. Professional Conduct and Harassment Prevention

Interns must comply with SSPL standards on respectful conduct, anti-harassment, confidentiality, ethics, conflicts of interest and anti-bribery. The Workplace Harassment Prevention & Complaint Handling Policy applies to interns, and good-faith complaints must not result in retaliation or unfair termination of the internship.

10. Confidentiality, Data, IP and Social Media

Customer information, pricing, proposals, designs, internal calculations, credentials, employee information, supplier information and other non-public information are confidential.
Company information must not be copied to personal email/storage, unauthorized applications, public AI tools or third parties without approval.
Work product created during assigned internship duties will be governed by the Internship Letter and applicable law.
Interns may not publish customer names, site photos, project information, internal office material or confidential discussions on social media without written authorization.

11. Company Property and Systems

Company laptops, CRM/email access, tools, PPE, access cards and documents must be used only for authorized purposes and returned on request or by the last internship day. Access may be restricted immediately for security, safety or operational reasons.

12. Completion and Employment Opportunity

Subject to satisfactory completion, attendance, conduct and clearance, SSPL may issue an internship completion/experience certificate.
Completion does not guarantee employment. Any job offer is a separate decision based on vacancy, performance, qualifications, business need and approval.
If employment is offered, SSPL will issue a separate one-year fixed-term employment contract governed by the Employment, Code of Conduct & Business Ethics Policy. Internship time does not automatically count as an employment contract term unless required by law or expressly stated.

13. Early Termination

SSPL or the intern may end the internship before the scheduled end date in accordance with the Internship Letter and applicable law.
Serious misconduct, harassment, fraud, dishonesty, material confidentiality breach, deliberate safety violations or repeated failure to meet reasonable attendance/performance requirements may result in early termination after any process required by law.
On exit, SSPL will process stipend and approved expenses lawfully due for the period served, subject to legitimate lawful adjustments.

14. Legal Classification and Governing Principle

SSPL uses “intern” as the Company program title. If the actual arrangement falls within a statutory apprenticeship or employment regime, the mandatory law governing that classification will apply. The internship label will not be used to contract out of non-waivable statutory rights.

15. Administration and Amendments

HR/Administration will maintain internship letters, attendance, stipend records, supervisor/evaluation records and completion/exit documentation. SSPL may revise this policy prospectively, subject to applicable law and any rights already accrued under a binding written arrangement.

Approval

Approved By	Muhammad Aamir	Date	12^th Aug 2024
Name / Title	CEO	Signature	________________