This policy applies consistently and without discrimination to all the team members and complies with all applicable employment and labour laws and regulations.

This applies to our full-time/ part-time team members, including those who work from home/ remotely. For the purpose of understanding, Never Grow Up Workshops Private Limited (“The Company”), SPRD, the PR division of Never Grow Up, Yellow Seed Content Solutions Private Limited, and Good Wave Foundation are individually or jointly referred to as ‘The Company’.

We’d expect ourselves and everyone we work with to adhere to and maintain certain work ethics. We believe that the responsibility to make certain disclosures rests with you, as a team member.

This is to ensure that at no point are things uncomfortable between us as a team. Do note that this supersedes all previous guidelines and applies to all full-time, and part-time team members, consultants / partners, or interns. Team Members are required to make a disclosure with both their line manager and Human Resources if one or any of these instances of ‘possible conflict’ may occur:

• If you are a listed Director in any firm except the one you are currently employed in. This may occur when you might have a family business and as a family member or a friend’s business and as a friend, you may have been added you as a director in an entity.

• If you are involved in a family or a friend’s business while being employed at the Company.

• If you are part of a venture directly or indirectly with family/ a friend, that offers services similar to the Company services where a potential confidentiality conflict may arise at some point.

• If your family member/ relative is an existing or soon to be a potential client.

• If you are the founding member or are on the board of a not-for-profit that requires legal disclosures and / or your presence on social media to be altered while working full time with the Company.

If you introduce us to a vendor partner who you are directly related to or are invested in as an individual or family. This does not disqualify the vendor partner in any way. But we would like to ensure that there is no conflict w.r.t to clauses outlined in our zero-tolerance policy or conflict with fair business practices.

Team Members are also required to make a full disclosure with both their line manager and Human Resources in case of any of the below-described scenarios, even which may/ may not potentially qualify as a ‘conflict of interest’.

• A side hustle/freelancing that involves exploring an area of interest, different from the current role you are employed for in the Company.

• Supporting a family business for an additional income source that offers different services/ products/ solutions/ offerings etc. apart from the services rendered by our group of Companies.

• Being part of a social cause at an advisory level where you are a member of the managing committee.

• Any side gig/freelancing that you take up on your personal time or weekends that does not compete with, conflict with or compromise the Company’s interests but may adversely affect job performance and the ability to fulfil all responsibilities within the Company.

Instances of breach of trust would be seen as a violation of our zero tolerance policy and may result in disciplinary action, up to and including, in certain cases, separation and end of employment with the Company. The instances mentioned above are indicative and may evolve from time to time.

In case you believe that a possible conflict may arise or any action may be in violation of our zero tolerance policy, we recommend you seek clarification from HR and notify the team by following the process outlined:

Once it is established that the outside employment falls under the ‘acceptable’ conditions as defined above, the team member is required to notify their supervisors or line managers of their intent to engage in outside employment with written cause/ explanation and seek consent.

• Be transparent about your side gigs/ freelancing assignments.

• Maintain company confidentiality at all times and avoid using its software for any gigs not supported by the company.

• Be fair and respectful of your team and company and as such, do not take up a job or project if its working hours overlap with our office hours.

• Be realistic. When choosing to pursue a side hustle, it's useful to have realistic expectations about what you can manage. Having a balance between your full-time job and side job is vital to your performance and productivity.

• We will always support and encourage you to pursue your passion outside work. Keep the line of communication open. An honest discussion with your manager may help them understand why you need a second job and determine whether our Company can support you or open avenues to explore the same.

• Discuss it with your manager and HR to understand the Full Disclosure policy better.

• Anything that does not fall in the above categories or falls under offerings/ services/ solutions rendered by our group of Companies.

• If a side hustle is a salaried job or attracts any components of your salary structure or any form of monetary remuneration.

Team members are strongly advised against performing/ offering any service/s for competitors/ customers/ clients/ vendor partners. This also extends to the unauthorised use of any Company tools, assets, data or equipment and the unauthorised use or application of any company confidential information.

In addition, as a team member, you cannot solicit or conduct any outside business during the time you are employed with the Company.

We simply don't think it's fair if one or more instances mentioned below take place.

• Outside employment leads to becoming an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work at different hours.

• If it causes or contributes to job-related problems.

• If the outside employment presents a conflict of interest with services offered by the group.

• If the side gig causes the Company to lose business opportunities, fraudulent or inappropriate use of Company properties/ software, or refusal to comply with reasonable requests to terminate outside employment.

• If you were attempting to solicit other team members to join you or seek employment with you/ your side gig.

Should we as a company find team members breaching confidentiality and/ or trust via non-compliance to these terms, the company may,

• Ask the team member to discontinue any outside employment and the employee may be subject to disciplinary procedures for dealing with the resulting job-related problem(s)/ concerns.

• Decide to immediately terminate an employee if they refuse to comply with the Company's reasonable requests to end outside employment. This may also lead to the Company taking legal/ penal action depending on the severity/ extent of the breach.