The document provides a code of conduct for V 2 Retail that covers several areas: 1) Workplace culture which emphasizes respect, non-discrimination, and merit-based decisions. It also covers professionalism. 2) Workplace discipline which lists misconduct and prohibited acts that can result in disciplinary action. 3) Social media and data security policies around confidential information and appropriate social media use. 4) Loss prevention policies around reducing inventory losses through preventative and detective measures. 5) Prevention of sexual harassment through detailed policies and an internal committee process to handle complaints. 6) A whistleblower policy encouraging reporting of issues and protecting whistleblowers.

1. V 2 Retail
CODE OF CONDUCT

2. Code Of Conduct Comprises Of-
• Workplace Culture
• Workplace Discipline
• Social Media & Data Security
• Loss Prevention Policy
• Prevention of Sexual Harassment
• Whistleblower Policy

3. Code of Conduct - Workplace Culture
• A conducive workplace culture attracts, develops and retains talent
• Always respect individual difference. Don’t discriminate on any ground, including caste, religion,
marital status, gender, sexual orientation, age, disability or any other category protected by
applicable law.
• When recruiting, coaching and promoting employees, decisions should be based solely on
performance, merit, competence and potential.
• To promote a transparent culture employees should have a clear understanding of the
organizational policies. These policies shall be followed and implemented throughout the
employee’s lifecycle during recruitment, training, day-to-day conduct and performance
management.
• Employees are responsible for creating a productive work environment built on mutual respect.
There should be no kind of verbal or physical abuse.
• Shouting, using abusive language, physical assault, intimidation or any such form of verbal or
physical harassment is not tolerated.
• All employees are expected to display highest form of professional etiquettes including
acknowledging and responding actively to e-mails and calls
• Turn up for meetings on time. Don’t make colleagues or visitors wait
• Express gratitude and appreciate others
• Continuously up skill yourselves and cultivate a culture of learning and focus on developing internal
talent
• Be collaborative and work in harmony with your colleagues

4. Code of Conduct - Workplace Discipline
• Misconduct means improper behavior or an act or conduct in relation to duties or work which is inconsistent with the
performance parameters of V2 Retail
• The following acts may be treated as misconduct for which a person covered by this Code may be liable for disciplinary action
o not following shift timings
o taking unapproved or unplanned leaves without information
o coming late to work or returning late from breaks between work
o being dishonest or getting involved in theft, fraud, misappropriation
o encouraging or assisting anyone to steal company’s assets
o Negligence or non-performance of duty
o leaving the workplace during working hours without appropriate permission
o obstructing other employees from performing their duties
o non-observance of safety precautions or rules
o interfering or tampering with any safety devices installed in or about the premises of V2 Retail
• Possession, distribution and consumption of any kind of drugs, alcohol and other substances at workplaces, canteen or
during the course of company duties is completely prohibited
• Employees are expected to display professional conduct during work hours. Any form of insubordination where employee
mocks, insults, disrespects or shows similar inappropriate behavior toward a manager or supervisor will not be tolerated.
• You may not bring, carry, store, or use any type of weapon on V2 Retail owned, leased, or rented property, vehicle,
workplace or during the course of company duties
• Employees will not, under any circumstances, borrow money from their subordinate or from V2 Retail Vendors,
subcontractors, consultants or suppliers.
• It is advised that employees adhere to all the company SOPs and follow work processes to the best of their ability

5. Code of Conduct – Social Media & Data Security
• The business affairs and records of V2 Retail comprising business, technical, financial, legal, personnel and
contractual records and documents comprising e- mails, letters or reports, computer software or files are all
confidential information belonging to V2 Retail. Such confidential information is strictly private and
confidential and may not be utilized, discussed with, divulged to or disclosed to persons inside or outside
• Employees are required to abide by all applicable laws on insider dealing, when they trade in shares or
other securities while in possession of confidential information or sharing of such information with
someone else who then trades in those shares or other securities
• Employees shall take proper care of all company assets and use only for the purpose of conducting business
activities
• You must not employ V2 Retail IT and communications systems to conduct any kind of personal activities
including accessing derogatory or indecent materials
• If any employee is identifying them as an V2 Retail employee on social media platform in written or
pictorial form, all their posts whether of personal of professional activities should abide with the
company’s code of conduct.
• Employees will not either orally or in writing or in any form (including on social media websites) make or
circulate any public statement on the policies or decisions of V2 Retail or discuss publicly any measure
taken by V2 Retail. All communication should be directed towards………

6. Loss Prevention Policy
• It is the responsibility of all employees to follow prudence and recognize opportunities where profit can be
generated for the organization by minimizing losses in form of loss of inventory, assets or money
• Shrinkages includes
a) Pilferage - Internal Pilferage (Employees with mala fide intent) & External Pilferage (Shoplifters)
b) Damages -Mishandling of merchandise (Transit/Stores), Expiry of FMCG goods (Negligence) or
Administrative errors
• Shrinkages can be measured in terms of % to Gross Sales or % to Inventory. High Shrinkages Stores are those
stores where shrinkages reported during the
• period of audit is above Rs.5,00,000/- or 0.5%. Such stores come in the category of Red Stores.
• Methods of reducing losses can be preventive and detective
• Certain Preventive measures that should be taken at stores to reduce shrinkage include:
a. understand respective KRA/KPI and expectation from the role
b. Gain detailed knowledge of all SOPs (Physical Stock Count register, sensormatic Tags & Pins, GIT/GRT,
Damages & Expiry, Customer Return, Usage Access Rights, Disciplinary action, Cashiering process)
and ensure its implementation
c. Improve the audit score card
d. Ensure lowest shrinkages during the stock audit
e. Monitor shrinkages through Physical count register
f. Follow CAYO activities effectively
g. FollowLIV efficiently
h. Ensure CCTV and sensormatic machine is working smoothly
• Detective measures employed at store include conducting stock audits and sop audit at regular interval
• Stock, Fixed Assets, Cash at safe/Cash at till, Sign board, Neon Sign are insured. In case there is any
mis-happening like earthquake, flood, damaged goods received at stores, theft, robbery, employee
infidelity, intimation to be made within 24 hours to the Loss prevention department.

7. • All cases pertaining to shrinkage or pilferage should be referred to the Loss Prevention department
at……………
• On escalation, loss Prevention officer will conduct the enquiry by gathering facts and evidence and
collect all the necessary documentation to fill out an Investigative report
• On getting the case report the Loss Prevention Head will conduct the inquiry at his level and inspect
the incident report
• The Loss Prevention Head after following the company’s policy and discussing with respective
stakeholders will take a decision and communicate the same to all the stakeholders
• V2 Retail follows a Zero tolerance policy if any employee is found to be involved in integrity issue and
the employee is terminated as per the company policy
• In case of a behavioral issue company’s disciplinarian policy will be followed where verbal and
written warning can be given to employee depending on the level of occurrence

8. Prevention of Sexual Harassment
• “Sexual Harassment” includes any kind of unusual and unwelcome sexual requests or demand for sexual favors in return
for employment, promotion, examination or evaluation of a person.
• The scope of the policy Includes person carrying out any work on behalf of V-Mart and may have been hired as Permanent,
Temporary, Contracted or on Retainer ship Basis, part-time basis etc.
• Sexual Harassment includes any of the below unwelcome sexually determined behavior/conduct:
a. Unwelcome sexual advances involving verbal, non-verbal, or physical conduct, implicit or explicit
b. Physical contact and advances including (but not limited to) touching, stalking, sounds
c. Teasing, making comments, taunts with implicit sexual connotation, physical confinement and /or touching against one’s
will
d. Demand or request for sexual favors
e. Sexually colored remarks or remarks of a sexual nature about a person's clothing or body
f. Display of pictures, signs etc. with sexual nature/ connotation in the work and work-related areas
g. Showing pornography, making or posting vulgar / indecent / sexual pranks, teasing, jokes, demeaning or offensive pictures,
cartoons or other materials through email, SMS, MMS, gestures etc.
h. Repeatedly asking to socialize during off-duty hours or continued expressions of sexual interest against a person’s wishes
i. Giving gifts or leaving objects that are sexually suggestive
j. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
• The policy covers any incidence of sexual harassment that may arise during the course of employment
a. at work premises
b. at accommodation and transportation provided by the employer for undertaking a journey at work related social functions,
conferences or training sessions
c. during work related travel
d. over the phone or through electronic/social media

9. • Each complaint of sexual harassment shall be dealt with utmost confidentiality and
urgency by an Internal committee. A complaint shall be submitted in writing to
…………………or to any member of the Internal Committee mentioned herein within 6
months of occurrence of an act of Sexual Harassment
• The Internal committee shall commence official Internal Enquiry on receiving the complaint
• After receipt of original complaint, the designated person shall respond in writing to the
complainant informing him/her about the initial steps taken by V2 Retail in response to the
complaint
• The Internal committee shall record and accordingly communicate in writing to the
complainant and the Respondent, its prima facie findings, upon giving the concerned parties a
fair and due opportunity to represent themselves and upon conducting fact finding, truth
verification and counseling sessions with persons involved in alleged act(s)
• A complaint will be closed by recording the decisions of the internal committee, accordingly
informing to the complainant and the respondent of the same

10. Whistleblower Policy
• Whistle blowing is an act of disclosing concerns to the authorities regarding misconduct or illegal practices taking
place in an organization
• Every employee of the Company is expected to directly and quickly report to the management about any actual or
possible fraud, pilferage, any unlawful or unethical activity that they notice taking place around them
• Employees should try to bring to early attention of the Company any improper practice they become aware of. Delay in
reporting may lead to loss of evidence and also financial loss for the Company
• The Policy insists that employees should report any kind of malpractices and events which have taken place/ suspected to
take place involving:
1. Abuse of authority
2. Breach of contract
3. Negligence causing substantial and specific danger to public health and safety
4. Manipulation of company data/records
5. Financial irregularities, including fraud or suspected fraud or Deficiencies in Internal Control and check or
deliberate error in preparations of Financial Statements or Misrepresentation of financial reports
6. Any unlawful act whether Criminal/ Civil
7. Pilferage of confidential/propriety information
8. Deliberate violation of law/polices/regulation
9. Wastage/ misappropriation of company funds/ Assets
10.Bribery or corruption
11.Sexual Harassment
12.Retaliation
13.Breach of IT Security and data privacy
14.Social Media Misuse
The disclosures should be based on facts and truths and not assumed/ imagined or in the nature of a conclusion, and
should contain as much specific information as possible to allow for proper action to be taken. Although they are not
required to provide proof, they must have sufficient cause for concern.

11. • Whistleblowers may choose to report an incident anonymously. In case they want to reveal their identity, the name
and other details will be kept confidential. It will be the responsibility of the management to keep whistleblower Safe
and away from being targeted and harassed
• The disclosures should be sent to the Vigilance Officer of the Company…………….,at ………………..or contact Head Loss
& Prevention…………
• If the matter pertains to senior management or no action has been taken on a matter reported earlier, in that case
the employees can also send the disclosures/inform about the such acts/practices to the Chairman of the Audit
Committee of the Company………….
• Whistleblowers must share brief description of the malpractice, giving the names of those alleged to have
committed or about to commit a Malpractice. Specific details such as time and place of occurrence are also
important.
• The Policy Process Owner will jointly examine the allegations mentioned in the disclosure constitute a
Malpractice. If the allegations do not constitute a Malpractice, the Whistle Officer will record this finding
with reasons and communicate the same to the Whistle blower
• If the allegations constitute a Malpractice, the Whistle Officer will proceed to investigate the Disclosure
• Employees who violate this Policy or are found guilty based on the investigation carried out by the Whistle
Committee are subject to disciplinary / corrective action which may include any of the following:
i. Formal apology
ii. Counseling
iii. Written warning and a copy of it maintained in the employee’s file
iv. Change of work assignment / transfer with or without monetary impact
v. Suspension or termination of services of the employee found guilty of the offence
vi. In case the violation by the individual amounts to a specific offence under the law, the Company shall initiate
appropriate action in accordance with law by making a complaint with the appropriate authority

12. THANKYOU