Equal Employment Opportunity Policy for Transgender Persons

The Company shall not discriminate against any transgender person in relation to recruitment, appointment, remuneration, promotion, training, transfer, benefits, access to facilities, disciplinary action, termination or any other condition of employment. Employment decisions shall be based on merit, qualifications and organisational requirements.

The Company shall provide, to enable xqtransgender persons to discharge their duties with dignity:

a. access to a unisex or gender-neutral toilet, and safe and non-discriminatory access to sanitation facilities;

b. safety and security measures at the workplace; and

c. reasonable access to hygiene products and other necessary amenities on request.

Where premises are shared or leased, the Company shall make a reasonable alternative arrangement pending a dedicated facility.

All rules, policies and service conditions of the Company applicable to employees shall apply equally to transgender employees without discrimination.

The Company shall keep confidential any information concerning a person's gender identity or transgender status, and shall not disclose it without the person's consent, except where disclosure is required by law or for statutory, payroll or benefit records.

In accordance with Section 11 of the Act and Rule 13 of the Rules, the Company designates the following person as its Complaint Officer to receive and enquire into complaints of discrimination or violation of the Act, the Rules or this Policy:

Name

Lily Sophia Fernandes

Designation

Head of Human Resources

Email

complaintofficer@rapidclaims.ai

Contact number

+91 9880649652

a. A complaint may be made to the Complaint Officer in writing or by any reasonable means.

b. The Complaint Officer shall enquire into the complaint and submit a report to the Head of the

Establishment within fifteen days from the date of receipt of the complaint (Rule 13).

c. The Head of the Establishment (the Chief Executive Officer, or a person authorised by the Board) shall

take action on the report within fifteen days from its submission, failing which action shall be taken

forthwith (Rule 13).

d. The enquiry shall be conducted fairly and in accordance with the principles of natural justice. Any

disciplinary action shall be taken in accordance with applicable law.

e. This procedure is in addition to any remedy available under the Act, the Rules or other law, including the

grievance mechanism established by the appropriate Government.

This Policy, including the Complaint Officer's details, shall be published on the Company's website and/or displayed at a conspicuous place at the Company's premises, and made accessible to employees, in accordance with Rule 12.

This Policy shall be read consistently with the Act and the Rules. If any provision conflicts with applicable law, the law shall prevail.