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THE ASK 4 TECHNOLOGIES WAY:

At Ask 4 Technologies, our philosophy is to facilitate a synergetic and interdependent relationship between the individual and the corporate through complete employee involvement. We believe that the company's most valuable asset is its employees. And that the well-being of the company and its employees are inter-dependent.

Work Culture:
o Employee Centric: Our focus is the welfare of our workforce. Initiatives to promote their health, safety and well-being are introduced and updated regularly. o Development Oriented: Ask 4 Technologies always focus on the development though career growth. With this motive there is always scope of growth and learning. o Respect for individual dignity: We treat each and every person with respect and value his/her ideas and thoughts. We view constructive differences in opinion as scope to learning opportunities. o Customer Oriented: We not only understand what our customer values, but also the value the customer adds to our business. o Team Driven: By celebrating achievements big and small and appreciating each others contributions as a team, we enjoy our journey to success.

Value Proposition to You:

o Ask 4 Technologies continuous excellence: At Ask 4 Technologies, we understand that each individual has unique skill sets and contributes to the organization in his / her own way; hence, we create an environment where talent can bloom and support the managements efforts to foster a high-performance-oriented workforce. We are committed to train our people in an efficient manner. o Equal employment opportunity: At Ask 4 Technologies, We believe that providing equal employment opportunities for all sections of society is an integral component for the growth of a company, and exercise this belief. o Integrity: At Ask 4 Technologies, We inspire trust by taking responsibility, acting ethically, and encouraging honest and open debate. o Working at Ask 4 Technologies is fun: To ensure that all employees are enthused and happy at work, we have various employee engagement programs. We also take time out to celebrate the cultural and regional identity of our employees.

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EMPLOYEE CODE OF CONDUCT (RULES & REGULATIONS)

ASK 4 TECHNOLOGIES set forth principles for as working with Employees, Stakeholders and Customers. The Code of Conduct acts a perpetual reminder of organizations accountability to build interpersonal relations based on Integrity, Honesty, Transparency and Dignity of Human Beings. To be an ethical values company, everyone must practice in the process of ensuring business to be an ideal one.

Applicability of this code

This Code of Conduct shall be applicable and binding on all employees while interacting on company's business activities with other employees, stakeholders, customers, vendors, dealers and distributors, suppliers, contractors of this Organization.

1. Accountability of an employee
It is essential to operate our business/operations in the most ethical and professional manner. o An employee is expected to adhere, adopt and adapt the practices in business ethics many of these practices attracts legal / regulatory requirements. o Violation of the laws applicable can create significance damage / liability for you /company or even to other employees. We expect the employees to scrupulously carry the accountability and comply.

2. Conflict of interest
A "conflict of interest' occurs when: o Personal interest: - The personal interest of any member of the Board of Directors or the Senior Management interferes or appears to interfere in any way with the interest of the Company. Although this duty does not prevent them from engaging in personal transactions and investments, it does demand that they avoid situations where conflict of interest might occur or appear to occur. o Involvement/Interference: - The Non-Executive Directors and the Senior Management are expected to devote their attention to the business interest of the Company. They are prohibited from engaging in any activity that interferes with their performance or responsibilities to the Company or otherwise is in conflict with or prejudicial to the Company. o Business Interests: - If any member of the Board of Directors or the Senior Management considers investing in securities issued by the Company's customer, supplier or competitor, they should ensure that these investments do not compromise their responsibilities to the Company. Many factors including the size and nature of the investment; their ability to influence the Company's decisions, their access to confidential information of the Company, or of the other entity, and the nature of the relationship between the Company and the customer, supplier or competitor should be considered in determining whether a conflict exists. Additionally, they should disclose to the Company any interest that they have which may conflict with business of the Company.

3. Use of assets and information confidentiality

o Ensure use of facilities and amenities provided to him / her by the company with care. o Return the company property while leaving the company on discharge / termination / resignation. o Not to disclose business strategies / operations to anyone. o Not to take away critical document / information either physically or through emails. o Company's Email, Internal and Intranet are primarily use for company's business and not for personal gains. o Not to send or browse discriminatory / obscene / objectionable pictures or matter.

4. Expense reports
Each employee will conduct Company's business with integrity, in compliance with applicable laws and rules, and in a manner that excludes personal gain. o As per policy, employees would be reimbursed for expenses that are necessary and actually incurred when travelling and/or entertaining on authorized Company business. o It is the responsibility of the employees to submit timely and accurate expense reports in compliance with applicable policy. o Those authorized to approve expense reports are charged with ensuring that expenses submitted are in full accordance with the Company's policies, procedures and guidelines. o Failure to file an expense report to account for Company funds, or submitting or approving false information can result in strict disciplinary action.

5. Intellectual property
Ask 4 Technologies and its employees must respect the intellectual property rights of others and take care to protect and maintain its intellectual property. o "Intellectual Property" includes creative works, the owners of which have legal rights to them and include copyrights, patents, trade secrets and trademarks. Violation can result in substantial liability and in some instances, may even be criminal in nature. o Any misuse, whether inside the Company or outside, of the Corporate Logo, Channel Logos, Stationery formats etc., must be promptly reported to Legal. It is therefore very important that all Ask 4 Technologies personnel take care not only to protect our intellectual property rights, but also avoid violating the rights of others.

6. General standards of conduct

The Company expects all Directors and the Senior Management to exercise: o Good judgment, to ensure the interests, safety and welfare of customers, dealers, employees, and other stakeholders and to maintain a co-operative, efficient, positive, harmonious and productive work environment.

o While discharging duties employee must act honestly and with due diligence, which an ordinary person is expected to behave in his/her own business. o These standards need to be applied while working in the premises of the Company, at offsite locations where the business is being conducted whether in India or abroad, at Company-Sponsored business and social events, or at any other place whether they act as representatives of the Company. o Maintain and help the Company in maintaining highest degree of Corporate Governance Practices. o Shall not communicate with any member of press or publicity media or any other outside agency on matters concerning the Company, except through the designated spokespersons or otherwise authorized.

7. Sexual Harassment
o Sexual Harassment is forbidden by law and by a specific policy in Ask 4 Technologies. Claims will be promptly investigated and resolved. All efforts will be taken to maintain confidentiality and information will be revealed only on a "need to know" basis.

8. It is expected that employees would be dressed in business attire on duty. 9. Zero tolerance to misconduct
All employees, vendors, dealers and distributors, suppliers, contractors of this Organization are expected to observe the highest standards of ethics during performance of their services so as to avoid misconduct. For the purposes of this provision, Ask 4 Technologies defines 'misconduct' as under: o Corrupt Practice' is the offering, giving, receiving or soliciting, directly or indirectly, of anything of value to influence improperly the actions of another party. o 'Fraudulent Practice' is any act or omission, including a misrepresentation, that knowingly or recklessly misleads, or attempts to mislead, a party to obtain a financial or other benefit or to avoid an obligation. o 'Collusive Practice' is an arrangement between two or more parties designed to achieve an improper purpose, including influencing improperly the actions of another party. o 'Coercive Practices' is impairing or harming, or threatening to impair or harm, directly or indirectly, any party or the property of the party to influence improperly the actions of a party.

10.Report Violations
It is collective responsibility of all employees & business associates (dealers, distributers, channel partners etc.) to promptly report all known or suspected violations of Code of Conduct or applicable laws and other policies, procedures, and guidelines prepared by the Company. Such violations can be reported via e-mail at hr@ask4technology.net this e-mail address is being protected from spam-bots. You need JavaScript enabled to view it. In case, a respondent do not want to disclose his/her identity, they can do so. In case, a situation of more serious nature arises, all employees & business associates can reach the highest level of management at sbm@ask4technology.net.

11.Disciplinary action
The Company intends to prevent the occurrence of conduct not in compliance with this Code of Conduct, applicable laws and other policies, procedures, and guidelines prepared by the Company. The allegations of non-compliance or reported violations with the Code of Conduct will be investigated whenever necessary and evaluated at proper level(s). Those found to be in violation of this Code of Conduct are subject to appropriate actions up to and including termination of employment / future business with the company. Criminal misconduct may be referred to the appropriate legal authorities as per Law.

MINOR FORMS OF MISCONDUCT

An employee, who is guilty of one of the following, or similar forms of misconduct, may be given a verbal warning at the first occurrence thereof. The issuing of a severe or written warning may be alternative forms of disciplinary action for misconducts depending on the evidence, circumstances and seriousness of each situation. An employee may even be dismissed for repeated minor forms of misconduct. Each transgression will be dealt with on own merit in all instances. The following are examples of such misconduct: o Absence from the workstation without permission o Lending money to fellow employees for gain during working hours o Photocopying documents without permission o Late coming or overstaying in restrooms at tea or lunch breaks o Use of telephones & cell-phones without permission o Throwing refuse and/or any other objects on the floor or out of the windows o Eating in prohibited areas o Not wearing prescribed clothing/ uniform o Smoking in prohibited areas and/or at prohibited times o Failing or neglecting to advise your employer of your absence o Leaving the work floor during working hours without permission and/or without an authorized exit permit o Stopping work or making preparations to leave work before the specified quitting time. (Note: time lost will be unpaid in addition to any disciplinary action which may be taken) o Wasting time or loitering in toilets or on company premises during working hours. o Unauthorized meetings o Placing of notices on notice boards without permission from Management o Removing notices, signs or writing in any form from bulletin boards or any other surface on company property at any time without specified authorization from Management o Creating or contributing to unsanitary conditions on your employer's premises o Disruptive behavior o Horseplay, scuffling, running or throwing objects at any time on company Premises. o Causing unnecessary distractions to fellow employees or causing unnecessary confusion in the work place by, inter alia, unnecessary shouting, catcalls or demonstrations of any nature. o Making of unnecessary scrap o Failure to produce identity card whilst on company premises.

MISCONDUCT OF A MORE SERIOUS NATURE

At the occurrence of any of the following forms of misconduct, or others of a similar nature, an employee may receive a warning (written or severe), or face dismissal or summary dismissal at the option of Management, depending on the evidence, circumstances and seriousness of each situation. o Addressing abusive and/or obscene language at a fellow employee or Management representative, or a client, or in a client's presence o Sleeping on the job o Negligence or gross negligence in the performance of your duties or functions o Failure to report an accident or damage to machinery, vehicles or other property belonging to the Employer. o Possession of intoxicating liquor and/ or habit forming drugs on the Employer's premises o Intimidation o Fraud o Using another person's identity card or permitting another person to use your identity card to enter company premises o Failure to report your own communicable disease to the Company doctor or your immediate superior o Bribery o Dishonesty o Unauthorized removal of Company and/ or fellow employees property o Theft of company property and/or a fellow employee's property o Unauthorized possession of company property and/or a fellow employee's property. o Misappropriation of company property and/or a fellow employee's property o Falsification of the Employer's records o Assault o Threatening behavior o Willful damage to property in the Employer's charge. o Gross insubordination or blatant disrespect to management or clients o Possession of a fireman or dangerous weapon on the Employer's premises o Intentional interfering with or obstructing other employees in the performance of their duties o Refusal or failure to obey a lawful instruction o Disregarding or breaching the employer's safety rules and regulations or standard/common safety practices o Failure to report an injury on duty o Consumption of liquor or alcoholic beverage or habit forming drugs on company premises at any time and/or whilst on duty o Reporting for duty under the influence of alcohol or habit forming drugs and/or suffering from alcoholic hangover o Absence from work without permission or without reasonable cause. o Fighting o Desertion o Loss or destruction of the Employer's property through malice, carelessness or negligence o Clocking irregularities, which shall include, inter alia, failure to clock own card, unauthorized altering of figures recorded on clock card or time card, clocking another employee's clock card and destruction or loss of clock card or time card

o Any other misconduct constituting breach of contract under the common law or any other legal provisions o Refusing to submit to a search of person, clothing, locker or vehicle when required or requested to do so by one of the Company authorize officials, including the personnel of any security company contracted to the Company. o The making or publishing of false, vicious or malicious statements concerning any employee, the Company or its products o Misuse or removal from the Company premises without proper authorization, of employee lists, blue prints, company records or the conveying of any confidential company information to third parties, which shall include information in respect of wages and other substantive conditions of employment o Deliberately making false reports or making false entries on any official company documents or records, e.g. log sheets o Immoral conduct or indecency on company premises and/or whilst on duty and/or whilst representing the Company o Making false statements when applying for employment with the Company and/or when undergoing a medical examination o Conduct detrimental to the image, performance or profitability of the Employer o Divulging information, without proper authorization, concerning the Company's business o Direct or indirect discrimination on grounds including, but not limited to, race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, color, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth. o Harassment or victimization based on grounds included, but not limited to, race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, color, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth. o Conviction on any criminal offence and/or sentence to a prison term for a conviction and/or sentence related to a rule or standard regulating conduct in, or of relevance to, the workplace. o Misappropriation of Company property o Misrepresentation. o Unauthorized use of another employees password of any nature whatsoever o Unauthorized use and/or negligence in the use of and/or use for purposes not related to the business or job function and/or abuse of Internet, e- mail and computer hardware and software facilities.

TIPS & TRICKS FOR WORK PLACE

8 Things You Should Never Do In Office

There are a lot of people who and a lot of articles/books that will tell you what you must do in office. But there will be very few who tell you what not to do. This is where we come in. Every office has its set of dos and donts, but then there is also a set of general donts that you need to keep in mind. We are here to list these general donts for you and we are sure they will help you stay clear of getting embarrassed in office.

1. Peep into someones laptop/desktop

The most annoying person in office is the one who peeps into his colleagues laptop screen. Make sure you are not this annoying person. No matter the urge to see what other people are up to, you must save yourself the embarrassment of being labeled the offices peeping tom.

2. Walk around like you own the place

It is great to be confident, but it is a sin to be cocky. So under no circumstances should you walk around like you own the place. It is advisable to keep your smartness in check and not throw your weight around. Keep it easy going and genuine, and everyone in office will like you instead of bitching about you.

3. Be loud
Oh my GOD! Please dont be that loud person in office. Keep your voice level in check, do not play loud music and stay clear of all things loud. Loud people annoy colleagues like few other people/things do. Train yourself to talk softly yet be audible.

4. Gossip
We are sure you have heard this one before. It is imperative to stay clear of gossip, but we all know that this is not possible. Every nook and corner of office is full of gossip mongers. What you can do however, is keep your tongue in check. Dont bitch everyone out to everyone, and dont allow others to christen you the gossip king.

5. Stealing
Every office goer at some point in time is inclined to steal some office stationery: a pen, a paper, a folder, or a print out. Doing so once in a blue moon is okay, but dont make a habit of it. Stealing is bad and you will be answerable and payable if you are caught.

6. Lie/Blame others
When you find yourself in a soup or in tough situations you will be inclined to lie or shift the blame of your wrong doing on someone else. If you do this, you are putting not only your reputation at stake but your job too. Always stick to the honesty policy and play fair.

7. Share your personal problems

No one lives an easy life. Everyone has their share of personal problems just as you have yours. It would be nave to share your personal problems with your work colleagues. We suggest you leave these issues at home and come to office with a clear mind. Remember, your colleagues arent your personal agony aunts.

8. Make out
Irrespective of how hot that colleague of yours is, making out in the office is just unpardonable. Making out is an extremely private affair and an office is the least private of places you know. Besides, if somebody catches you in the act, you can bid your job farewell. This is our list of general donts in work environments. Avoid committing these errors and you are sure to stay in the office good books.

10 Things You Should Never Say to Your Boss

Saying the wrong thing to your boss can really damage your career. From refusing to work with a colleague to bragging about your irreplaceability, here are 10 things you never want to say to your manager:

1. "Can you write that down for me?" When you're talking about the details of a project,
writing notes to consult later is great. But you need to take them yourself, not ask your bosses to do it for you.

2. "I just booked plane tickets for next month." Never book time off without clearing it with
your boss. There might be a major project due that week, or she might have approved others to have that time off and therefore need you around. Check with her first before you do anything irreversible.

3. "My bad." There's nothing more frustrating than an employee who has made a mistake and
doesn't seem to think it's a big deal. When you make a mistake, take responsibility for it, figure out how you're going to fix it, and make it clear that you understand its seriousness. Responses like "my bad" sound cavalier and signal that you don't take work seriously. Don't use it for anything other than the most minor mistake (like spilling something in the kitchen, which you then promptly clean up).

4. "I can't work with Joe." Refusing to work with a colleague is an unusually extreme statement
and may mark you as difficult. Instead, try something like, "I find it hard to work well with Joe because of X and Y. Do you have any advice on how I can make it go more smoothly?"

5. "I don't know what you'd do without me." No one is irreplaceable, even the head of your
company. Statements like this mark you as a prima donna who feels entitled to special treatment and will make a lot of managers want to show you that you're wrong.

6. "Do these or I quit?" Whether you're asking for a raise or requesting a day off, don't threaten to
quit if you don't get your way. If you don't get what you want, you can always think it over and decide to quit, but if you use it as a threat in the negotiation itself, you'll lose your manager's respect and poison the relationship.

7. "I have another offer. Can you match it?" Using another job offer as a bargaining chip to
get your current employer to pay you more money may be tempting, but it often ends badly. First,

you may be told to take the other offer, even if you don't really want itand then you'll have to follow through. Second, even if your employer does match the offer, they'll now assume you're looking to leave, and you may be on the top of the lay-off list if the company needs to make cutbacks. If you want a raise, negotiate it on your own merits.

8. "What's the big deal?" Statements like this are dismissive and disrespectful. If your manager is
concerned about something, you need to be concerned about it too. If you genuinely don't understand what the big deal is, say something like, "I want to understand where you're coming from so we're on the same page. Can you help me understand how you're seeing this?"

9. "I can't do X because I need to do Y." Don't say that you can't do something your manager
is asking of you. Instead, if there's a conflict with another project, explain the conflict and ask your manager which is more important.

10."That's not my job." Protesting that something isn't in your job description is a good way to
lose the support of your boss. Job descriptions aren't comprehensive, and most people end up doing work that doesn't fall squarely within that job description. (That's what "and other duties as assigned" means.) You want to make yourself more valuable to your employer, not less.

How to Avoid 7 Common On-the-Job Mistakes

Everyone makes mistakesbut some of those mistakes are more avoidable than others. When it comes to your job, even just one mistake could result in major consequences for your career.

Impress your employer by avoiding the following mistakes: Mistake #1: Being unavailable
Its inevitable that, at some point, your supervisor or co-workers will approach you and ask for your help on an outside project or assignment. Although it might be tempting ignore those emails or say no to additional work, dont. You might think that no one will notice if you dont help with extra work, but they will. And, although its not technically in your job description, more companies today must do more with lessmeaning each employee needs to be flexible and multi-skilled. Make yourself indispensible by pitching in on other assignments when possible. (Of course, dont overextend yourself to the point where you cant get your normal work done.)

Mistake #2: Failing to dress to impress

Some of the best job advice Ive heard is to always dress at least one step above your current position. It helps others picture you working above your current position and makes you look extremely professional. Youre not just an intern/entry-level professional, you have the potential to be so much moreso act like it.

Mistake #3: Trying to complete every task to perfection

No one is perfect. And while doing projects to the best of your ability is something you should strive to do, it doesnt mean youll never make a mistake or do something incorrectly. If you make a mistake, own up to it and correct it. Remember to not lose sight of the overall goal by focusing too much on the little details. You could potentially miss deadlines and quality of your worknot to mention drive your co-workers (and boss) crazy.

Mistake #4: Waiting for feedback

Many workplaces still dont give employees feedback more than a few times per year. If you wait around for feedback for several months, youre doing yourself (and your organization) a disservice. Instead of waiting for your supervisor to come to you, ask to set up a quick meeting to discuss your progress thus far and any improvements you could make. Bring up specific projects youve completed and ask for feedback on things you were unsure about. This way, you know where you stand in your position and at the companybefore a formal performance review comes across your desk.

Mistake #5: Hiding out at your desk

Even if youre doing spectacular work, you could be overlooked if you sit at your desk each day and avoid interactions with co-workers and upper management. When you need a break, head over to the break room or cafeteria and interact with other workers in your office. Not only will this help reduce stress on the job, but youll have the potential to make some great professional relationships, too.

Mistake #6: Not asking questions

Some people think asking questions is a sign of weakness. But when youre unsure how to complete a task, it can be hard to do it the right way the first time without clarification. When assigned a new project, ask any questions that might come up right then and there. You might also want to inquire about how your success will be measured and how often you should update your boss on the progress. Your supervisor would much rather that you ask questions now in order to avoid potential problems later.

Mistake #7: Ignoring the corporate culture

When you first start on a new job, its important to take note of cultural differences from previous workplaces. What does everyone wear on a daily basis? How much socialization goes on during the workday? Do employees tend to come in early or stay late? What is the typical mode of communication for the office? Assimilating to the culture is a great way to fit in quickly at the organization and get along with other employees.

10 Shattered Myths about Workplace Rights

Most people think they know what rights they have at workbut they're wrong frequently. Workplace law isn't always intuitive, and just because something is unkind doesn't mean it's illegal. Check out these common myths concerning workplace rights, and test your own knowledge of what your boss can and cannot do.

1. Myth: It's illegal for an interviewer to ask about your religion, national origin, marital status, number of children, etc.
Fact: In most states, the act of asking these questions itself is not illegal. What is illegal is basing a hiring decision on the answers to these questions. So since an employer can't factor in your answers, there's no point in asking them, and smart interviewers don't go near these topics. (Note that it is illegal to ask about disabilities, however.)

2. Myth: It's illegal for employers to provide a detailed reference, or any information beyond confirming job title and dates of employment.
Fact: It's legal for an employer to give a detailed reference, including negative information, as long as it's factually accurate. That said, some companies do have policies against giving references, but

these policies are easily worked around; most reference-checkers don't have difficulties obtaining references, no matter what the official policies say.

3. Myth: If your boss bullies you, you can sue under "hostile workplace" laws.
Fact: Bullying or being a jerk is bad management, but it's not illegal. The exception: If your boss is being a jerk to you because of your race, gender, religion, or other protected class, then you do have legal protection. But 99 percent of jerky bosses act like jerks just because they are, and that is legal.

4. Myth: Employers are required to provide paid time off.

Fact: No state or federal law requires paid vacation time. A very small number of jurisdictions require paid sick leave, but the majority of Indians live in places not covered by those laws. Of course, most employers offer paid vacation and sick days anyway to be competitive and attract good employeesbut there's a difference between what's smart and customary, and what's legal.

5. Myth: Your employer can't just reassign you to different duties or to a whole new job.
Fact: Unless you have a contract that says otherwise, your employer can change your job dramatically, including restructuring it completely. Saying "no" may mean saying no to working at the company.

6. Myth: An employer can't require you to attend work-related events outside of regular work hours.
Fact: You can indeed be required to attend events outside of your normal hours, including trainings, meetings, and even parties. However, if you're a non-exempt employee, then you must be paid for time you're required to participate in work-related activities.

7. Myth: Employers must provide you with breaks during the workday.
Fact: No federal law requires that workers receive lunch or other breaks. Some states require breaks, but most do not.

8. Myth: You can sue if your boss makes an offensive or discriminatory remark to you.
Fact: One remark on its own isn't enough for a discrimination lawsuit. Instead, a suit requires offensive conduct so severe that it alters the terms of your employment.

9. Myth: Your employer must warn you before you're fired.

Fact: No law requires employees receive warning before being fired. In fact, your boss can tell you that you're doing a great job every day for 300 days straight and then fire you on day 301 without any warning at all.

10. Myth: Your boss must have a justifiable reason for firing you.
Fact: Your employer can fire you for any reason at all or for no reason, as long as you're not being fired because of your membership in a legally protected class (race, religion, nationality, sex, marital status, disability, and so forth). You can even be fired because your boss doesn't like your laugh or the color of your shirt. There are two exceptions: one, if you have a contract, which most people in the United States do not; or two, if your company has an employee manual that commits to always using specific disciplinary procedures before firing someone. In the latter case, your company is generally obligated to follow those procedures first.