_____________________________________________________________________________ 

Deloitte Touche Tohmatsu India LLP

Delhi
7th Floor, Building 10, Tower B
DLF Cyber City Complex, DLF City Phase II
122002
Tel: +91 1246792000 
Fax: 1246792012
www.deloitte.com

June 23, 2023 

Mr Nikhil Kumar 
181-c, Rattan Nagar 
Patiala                
Punjab,147001- India     

Contact No.: 9781248743       

Dear Nikhil Kumar 

Congratulations and welcome to the family of Deloitte India.

You have made a favourable impression on us during the interview process!  Further to this and
based on the credentials you have presented, we are pleased to offer you employment as
Consultant in the Risk Advisory function of Deloitte Touche Tohmatsu India LLP (Organization)
based in Delhi.

This letter (Offer Letter) provides you with details of your remuneration and the terms and conditions
of your employment.  

There are two schedules attached to and forming part of this Offer Letter:
  
•Schedule 1 – which sets out your remuneration and related particulars; and

•Schedule 2 – which sets out the terms and conditions of your employment with the Organisation.

Please bring along with you the original documents specified per list attached, to enable our talent
team representative to complete the joining formalities.

Please sign a copy of this Offer Letter in acceptance and return it to us no later than 3 working days
from the date of this Offer Letter.  You will appreciate if we do not receive your acceptance within this
period, our offer will stand withdrawn.

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_____________________________________________________________________________ 

Once again, everyone you have interviewed with, joins me in extending to you congratulations and
warm regards.We look forward your joining our team, if you wish to discuss any detail of this offer
please feel free to contact us. We look forward to your joining and having a great career with
Deloitte, and contributing to making an impact that matters.

Authorised Signatory

Badari Narayana

Encl.: Schedules referred to above and the documents list. 

I accept employment with the Organisation on the terms and conditions set out in this Offer Letter, a
copy of which I confirm I have received. 

Name: Nikhil Kumar  

Signature: ________________________

Date of Signature: ___________________

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_____________________________________________________________________________ 

Schedule 1

Offer Letter: Dated June 23, 2023 issued to Nikhil Kumar (Employee)

 

1.  Employee Related Particulars

Designation Consultant 
 
Career Level  Senior Exe 
Business/Service Line  Risk Advisory
 
Employment Start date  July 3, 2023 
 

* Shall be the date specified or such other date that at your request the Organisation may, at its sole
discretion, agree in writing.

You shall receive an official invite with venue details before your date of joining to attend the
Onboarding session.

2.  Remuneration

2.1 Fixed Remuneration

Upon joining the Organisation, your total annual fixed Remuneration for the year is INR
₹800,000.00.

The break-up of the total annual fixed Remuneration shall be as set out at item 2.2 of this
Schedule 1 below. The Remuneration shall be prorated if for part of an applicable period.

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_____________________________________________________________________________ 

2.2 Remuneration Structure (all amounts in INR)

Fixed Remuneration Annual Monthly

Basic ₹400,000.00 ₹33,333.00
House Rent Allowance ₹160,000.00 ₹13,333.00
Education Allowance ₹2,400.00 ₹200.00
Personal Allowance ₹111,267.00 ₹9,272.00
Work from home Allowance ₹15,000.00 ₹1,250.00
Monthly Gross ₹688,667.00 ₹57,389.00
Lunch Allowance ₹24,000.00 ₹2,000.00
Organization's Contibution to PF ₹48,000.00 ₹4,000.00
Total ₹760,667.00 ₹63,389.00
Annual To be
Claimable Components
Amount Claimed
Reimbursement of Telephone Expenses ₹6,000.00 ₹500.00
Leave Travel Allowance ₹33,333.00 ₹2,778.00
Total Claimable ₹39,333.00 ₹3,278.00
Total Fixed Remuneration [A] ₹800,000.00 ₹66,666.00
Organisation’s contribution towards  ₹20,760.00 
wellbeing [B] -
(refer section 2.3 (a))

Gratuity [C]  ₹19,240.00 
-
(refer section 2.3 (b))

Performance Incentive [D] (indicative) (refer  ₹120,000.00  -

section 2.4)
 ₹960,000.00
Indicative Cost to Company [A+B+C+D] -

2.3 (a) Organisation’s contribution towards wellbeing

This is an indicative annual amount that the organization invests towards your insurance and
other wellbeing related benefits.  

2.3 (b) Gratuity

This is an indicative annual amount based on the fixed remuneration as specified in section
2.2. The actual amount of gratuity shall be determined and become payable as per the

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_____________________________________________________________________________ 

applicable law. 

2.4 Performance Incentive (indicative)

Subject to section 4.1, Performance Incentive as specified above in section 2.2 is the average
Performance Incentive at your career level and the actual payout may be higher or lower basis
your performance for the particular year. Also, this average amount is an estimate based on
actual payouts over the last two years. Further, Performance Incentive is discretionary and
dependent upon the employee’s performance during the relevant year as well as the
Organization’s and business performance as assessed by the Organization’s management.
Where an employee has worked only for part of the assessment period, Performance
Incentive will be prorated and shall be applicable on Total Fixed Pay as the basis for all
calculation. Your performance will be formally assessed as a part of the Annual Performance
Review process and the actual paid amount may be below or above the indicated range
depending upon the organization, business and individual performance. The payment of
Performance Incentive is also subject to applicable tax deductions and statutory levies and
any changes in the employment laws from time to time. 

2.5 Benefits

(a) Medical Insurance Coverage: Employee & Employee’s spouse, plus up to 3 dependent
children. The insured amount for the persons covered will be in accordance with the
Organisation Policy applicable at the relevant time.

(b) Group Personal Accident Insurance Coverage: Applies only to Employee and does not
cover the Employee’s family. The insured amount will be in accordance with the Organisation
Policy applicable at the relevant time

(c) Life Insurance Coverage: Applies only to Employee and does not cover the employee's
family. The insured amount will be in accordance with the Organisation Policy applicable at
the relevant time.

 (d) Maternity Benefit: Where applicable, benefits will be as per the Maternity Benefits Act
1961 (as amended) and Deloitte's Maternity Benefit Policy.

3.  General Terms and Conditions for Remuneration and/or Benefits

The following are the general terms and conditions that apply to the Remuneration and Benefits set
out in this Employment Contract:

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_____________________________________________________________________________ 

3.1 Remuneration payable under the Employment Contract (including, for the avoidance of
doubt, its structure or components or any of the benefits) are subject to Organisation Policy
applicable at the relevant time(s). Any of these may from time to time be revised, modified or
replaced by the Organisation.

3.2 Certain payments or benefits require that you must be in the employment of the
Organisation at the time of payment. These will be either set out in this Employment Contract
or as applicable under the Organisation Policy for such payments or benefits at the relevant
time.

4.  Clarification as to Remuneration and/or Benefits

Under the current Organisation Policy, the clarifications with respect to Remuneration and/or
Benefits are set out below:

4.1 Performance Appraisal and Performance Incentive 

The performance year under the current Organisation Policy is June through May of the
immediately succeeding calendar year (Performance Year). Following a review of your
performance during the performance years, as a part of the Organisation’s performance
appraisal process your fixed pay may be revised and/or a one-off (for the relevant year)
Performance Incentive may be agreed to be paid. Candidates joining the Organisation after 1
March but before 31 May in a Performance Year will not be eligible for fixed pay revision and
Performance Incentive in appraisal cycle for the Performance Year of joining.

The revision of your fixed pay and Performance Incentive are non-committed portions of the
Remuneration and are dependent on the Organisation Policy, your performance  

during that year as well as the Organisation’s performance as assessed by the Organisation’s
management and will be prorated according to the tenure of your association with the
Organisation during the performance year.  

(a) Under the current Organisation Policy: 

(i) Your fixed pay revision (where made) will:

(A) Be effective from June 1 based on your performance assessment if you join before
March 1 of the preceding performance year.

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_____________________________________________________________________________ 

(B) Be applied to the fixed pay, and will be prorated according to the period spent with
the Organisation during the performance year.

(b) Performance Incentive will be subject to the Organisation’s performance and discretion.
The Performance Incentive will be applicable for the performance year of the Organisation
ending May 31st. In order to receive Performance Incentive, staff and practitioner must be an
active Deloitte employee and not serving notice period or not resigned from the employment
until the close of the working hours on the September 30th or the date of disbursement /
payment of the Performance Incentive, whichever is later. Where the staff or practitioner has
worked only for part of the assessment period and eligible for review of Performance
Incentive, Performance Incentive will be prorated.

4.2 Telephone Reimbursement

Manager and below – If your remuneration structure offers reimbursement of telephone

expenses, you can obtain reimbursement  of expenses incurred on telephone and mobile
against valid original bills (i.e. original bills for the period you are in employment with the
Organization issued in your name within the same financial year in which the claim is made).
Any amount that is not supported by valid original bills will be paid along with salary for March,
subject to deduction of tax at source. 

For Senior Manager and above - one mobile connection, registered in your name, and used
as the primary means of work related communication expenses are reimbursed at actuals
subject to approvals

4.3 Lunch allowance  

If your remuneration structure offers lunch allowance, you will be paid INR 2000/- 

per month as Lunch allowance. However, the employee has a choice to opt for 'Food Card',
which will be subject to KYC norms and prevailing tax rules.

4.4 LTA (Leave Travel Allowance) 

Leave Travel Allowance will be payable as per the Organisation Policy applicable at the
relevant time.

4.5 Organisation’s contribution towards Provident Fund (PF) 

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_____________________________________________________________________________ 

The Provident Fund membership begins on the Employment Start Date, subject to the
Employee joining the Organization. Unless otherwise permitted by law, the Employee shall
continue to be a member of the PF during the tenure of the Employee with the Organisation.

4.6 Parents or In-laws Medical Insurance Extension

If the Employee wishes, she or he may opt to include the employee’s parents or parents-in-law
under the floating group medical insurance policy by notifying the Organisation’s human
resource team within 10 days of the Employment Start Date. The Employee will have to bear
and pay for the whole of the premium for such additional coverage from the Employee’s own
funds.

         4.7 Annual Leave Entitlement

Under the current Organization Policy, the annual leave entitlement is 22 working days per
financial year (April through March). Where the Employee has not worked for the full financial
year, annual leave will be prorated.

4.8 Work From Home allowance:

Work From Home allowance will be payable as per the Organisation Policy as applicable. This
allowance will be payable similar to other salary components. The eligibility amount of
allowance will be pro-rated from your date of joining till the end of the financial year i.e. 31st
March.

Schedule 2  

Employing Entity: The Deloitte Entity specified in the Offer Letter (we, our, us or Organisation) 
Employee Name: The person named in Schedule 1 as employee (you, your or Employee)

Terms and Conditions of Employment

   1.  Your Employment Contract

1.1 You voluntarily agree to provide services to the Organisation as its employee in
accordance with the Employment Contract and the Organisation Policy. Your employment with
the Organisation is “at will”; either you or the Organisation may terminate it in accordance with
this Employment Contract or Law.

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_____________________________________________________________________________ 

1.2 Your employment commences on the Employment Start Date set out in Schedule 1.

1.3 Your designation, position/career level, business and location at the Employment Start
Date are stated in Schedule 1. The Organisation may change any of these from time to time
by a written notice to you. If you do not report for work on the Employment Start Date, this
Employment Contract will stand automatically withdrawn and cancelled, unless the
Organisation expressly agrees otherwise in writing. 

2.  Employment Conditions

2.1 Medical Fitness 

(a) Your employment with the Organisation is at all times conditional upon your being
medically fit to perform the services for the Organisation.

(b) You agree to notify the Organisation in writing promptly if there is any change in your
health condition that renders you medically not fit to perform your work for the
Organisation.

(c) The Organisation may at any time require you to undergo medical examination(s) by
a medical practitioner of the Organisation’s choice. You consent to the Organisation
maintaining copies of the documents, reports and medical examination results and use
them as necessary in relation to your employment with the Organisation. You
acknowledge these records may continue to be maintained by the Organisation even
after your employment ceases.

2.2 Background Verification 

(a) The Organisation has agreed to enter into this Employment Contract on the basis of
the information provided by you. You affirm that each item of information provided by

you: (i) for the purpose of seeking employment with the Organisation; or (ii) in the
course of your employment with the Organisation; is substantially true, accurate and not
misleading. The information referred to in this paragraph 2.2(a) is called Employee
Information. You will without undue delay notify the Organisation in writing of any
changes to the Employee Information. 

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_____________________________________________________________________________ 

(b) While the Organisation may rely on your affirmation as to the veracity of the
Employee Information, the Organisation reserves the right to have your Employee
Information (including background) verified. For this purpose, you give your consent to
the Organisation conducting verification checks whether by itself or through service
providers and for sharing the Employee Information with the persons involved in
conducting the verification checks.

2.3 Compliance with Professional Standards and Law 

Where  your services comprise or include any professional services to which any regulatory or
professional standards apply, you shall in the performance of your services under this
Employment Contract, comply with all such standards.  You will perform your services at all
times in compliance with Law. Further, where you have been employed on the basis of your
professional qualification and/or membership, your employment with the Organisation
continues to be subject to your maintaining the necessary professional qualification and/or
membership. 

3.  Probation (where applicable)

Under the current Organisation Policy, where probation becomes applicable to you, those joining the
Organisation at the level of “Manager” or below will be on probation for a period of: (i) 3 months for
Manager or Deputy Manager, (ii) 6 months for Assistant Manager or below, from the Employment
Start Date. During the probation period, either you or the Organization may terminate your
employment at any time for no cause by giving the other a prior written notice of 2 months. Unless
you receive a written notification from the Organisation that your services are confirmed or that your
probation period is extended (which may be up to a further 2 month period), your services will be
considered terminated with effect from the day immediately following the end of the probation period.

4.  Location, Work Hours, Etc.  

4.1 Your current base is at the location specified in Schedule 1. You will present yourself
to perform your work at the designated place that the Organisation may notify you from time to
time. You may be asked to undertake work related travel or stay outside the city of your
current base. Unless otherwise notified, you will generally be governed by the working hours,
weekly off and holiday schedules applicable to your current base. The Organisation may by a
general or specific written notice revise the working hours, holiday schedules, weekly off and
other terms relating to your employment. 

Page 10 of 27
  

_____________________________________________________________________________ 

4.2 You may avail of leave in accordance with the Organisation’s Policy as applicable at the
relevant time, subject to your obtaining necessary approvals. You will act reasonably in
seeking leave of absence and will endeavour to minimize the impact of your absence on the
Organisation’s operations. Where practicable, you will avoid an overlap of your leave plans
with those of others in your department, function or project.

4.3 The Organisation may ask you to go on ‘gardening leave’. If that is the case, you will
ordinarily not remain present at your designated place of work, unless the Organisation
specifically requests you. 

5.  Transfer, Deputation, Etc.

The Organisation may depute you, or transfer or second your services to other Deloitte Entities or
other third parties including Clients (Recipient Organisation). In any such case: (a) you shall, without
limiting your obligation to comply with Organisation Policy comply with all applicable policies, codes
and requirements of the Recipient Organisation (Recipient Organisation Requirements); and (b) you
may be required to follow the working hours, weekly off and holiday schedules as followed by the
Recipient Organisation during the period of such deputation, transfer or secondment. For the
avoidance of doubt, Recipient Organisation Requirements include, without limitation, confidentiality,
information security, ethics, health and safety requirements. 

6.  Remuneration 

6.1 Your remuneration and benefits at the Employment Start Date as are set out in Schedule 1
(Remuneration). Your Remuneration is all that the Organisation must pay you for your
performance of the Employment Contract (including your grant of rights in favour of the
Organisation under this Employment Contract).  Remuneration shall be prorated if for part of
an applicable period.  You are eligible for the relevant benefits forming part of the
Remuneration only during the tenure of your employment with the Organisation.  Unless
otherwise expressly agreed to in writing by the Organisation, you must be in the employment
of the Organisation to receive the relevant items of Remuneration at the time of remittance. 

6.2 Non-committed or discretionary payments are not due to you unless for the applicable
performance year or period the Organisation expressly agrees in writing to pay you. You
acknowledge you may need to fulfil certain eligibility conditions as are applicable under the
Organisation Policy in order to be eligible to receive certain non-committed or discretionary
payments.

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 6.3 Subsequently the Organisation may revise your Remuneration (including
the Remuneration structure) by a written notification. Unless so revised, the latest
Remuneration that the Organisation has agreed to pay you in writing will apply.

_____________________________________________________________________________ 

6.4 At the time of payment of Remuneration, the Organisation may make the following
deductions: 

(a) any amount that the Law requires the Organisation to deduct (including any taxes,
statutory levies and imposts);

(b) any amounts that you may owe the Organisation; 

(c) amounts set out in clause 10.3. 

You expressly consent to these deductions, authorize the Organisation to make such
deductions from payments to you, and acknowledge that the Organisation’s making of
such deductions do not to operate as limitation of your liability or the Organisation’s
rights to recover the amounts due from you.

6.5 Your Remuneration includes all amounts, items and benefits that the Law requires the
Organisation to pay you (Mandatory Payments). If Law changes subsequently requiring the
Organisation to make any specific Mandatory Payments to you during the term of your
employment, the Organisation shall be entitled to re-adjust the components of your
Remuneration such that the Organisation’s total outgo on account of your Remuneration
(including the specific Mandatory Payments) for the applicable period remains unchanged.  

6.6 Information about the terms of your employment including, especially, your Remuneration
is confidential. You may not at any time directly or indirectly disclose your Remuneration
information to anyone, except: (a) your reporting manager or the relevant partner or human
resource team; (b) those who have a legitimate need to know with regard to your employment;
or (b) to the extent you need to disclose in order for you to comply with law, regulation, or
order of a judicial, statutory or other authority having jurisdiction over you. 

7.  Retirement or Other Benefits: 

7.1 Where required by Organisation Policy or Law, you will be required to contribute to the
retirement and other benefit scheme(s) in force at the relevant time. You consent to

the Organisation deducting from your Remuneration all such contributions.

7.2 Where the Organisation has set up trust or arranged for retirement contributions to
be managed by a trust (including those by government), you acknowledge that those benefits

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 may only be claimed by you in accordance with the applicable scheme. To that extent, you
discharge the Organisation as to payment of those parts of Remuneration. 

_____________________________________________________________________________ 

8.  Reimbursement of Business Expenses 

8.1 The Organisation will reimburse you for expenses incurred by you for the Organisation’s
work, provided (a) you have obtained the Organisation’s consent before incurring such
expenses; and (b) you have complied with Organisation Policy for the business expenses. 

8.2 The Organisation may at its discretion make an advance payment to you against proposed
business expenses. You must properly account for (including by way of production of valid
bills or other supporting documentation in respect of) the utilization of the advance payment
within the time specified in the Organisation Policy. You authorize the Organisation to deduct
from your Remuneration all advances that have not been properly accounted for by you. 

 9. Taxes 

You will be solely responsible to account for your Remuneration and comply with all applicable tax
laws in respect of your Remuneration, except that where Law requires the Organisation to deduct
income tax and/or statutory levies, the Organisation will make such deduction and pay you the
balance Remuneration. With respect to any such deduction, compliance with Law will operate as a
discharge of the Organisation’s obligation to pay the part of the Remuneration comprised in the
deduction.

 10.  Organisation's Assets and Facilities

10.1 For performing your duties under this Employment Contract, the Organisation may during
the term of your employment:  

(a) Provide you with, make available or give access to, property (including, without
limitation, equipment, devices, vehicles, ideny cards, access cards, access to
software licences, information, subscriptions to services (including those of telephone
and data)) whether or not owned by the Organisation or third parties it deals with
(together, Organisation Assets); and

(b) Extend to you facilities including, without limitation, office space, desk space,
memberships, subscriptions, guest houses, etc. whether or not owned by the

Organisation or third parties it deals with (together, Facilities). 

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 10.2 You may use each such Organisation Assets or Facilities only as necessary for you
to perform work for the Organisation, unless in specific instances the Organisation expressly
agrees otherwise in writing with you. You will comply with Organisation instructions with
regard to use of them.

_____________________________________________________________________________ 

10.3 You shall make good any damage to the Organisation Assets or Facilities or loss to the
Organisation caused by you or due to your failure to take reasonable care of any of them. In
addition to any other rights the Organisation may have, you authorize the Organisation to
deduct from your Remuneration the costs of repairing, restoring or replacing the Organisation
Assets and/or Facilities or the loss incurred by the Organisation due to such damage or
wrongful use. 

10.4 The Organisation may at any time ask you to stop using the Organisation Assets and/or
Facilities and/or hand over control of any of them to the Organisation.  You shall promptly
comply with such instructions of the Organisation.

 11.  Term and Termination, Retirement 

11.1 Your employment will continue to be in force until the earlier of: (a) your reaching your
age of retirement or, if applicable, superannuation – in each case in accordance with
Organisation Policy; (b) termination of this Employment Contract in accordance with the
provisions of this paragraph 11. 

 11.2 The Organisation may terminate your employment: 

(a) Forthwith, if at any time the Organisation becomes aware that any of your Employee
Information is materially false or inaccurate or is invalid. In such a case, the
Organisation may at its sole discretion: (i) consider your employment void right from the
beginning (in which case you shall return promptly on the Organisation's demand all
Remuneration paid by the Organisation to you); (ii) terminate your employment; and/or
(iii) take such other lawful action as it may consider necessary.  

Even if the Organisation exercises its rights under this Agreement, the Organisation’s
rights as relevant under paragraphs 6.4, 6.5, 7.2, 9, 10.3, 11.2(a), 12.4, 13, 14, 16, 17,
18, and 20 shall continue to be in full force and operate in favour of the Organisation.  

(b) for no cause by giving you a prior written notice of at least 3 months or paying you
proportionate Remuneration for any shortfall in such notice period.

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_____________________________________________________________________________ 

(c) forthwith if you: (i) breach Law and/or Organisation Policy; (ii) cause damage to the
Organisation Assets or Facilities or loss to the Organisation; (iii) conduct yourself in a
manner (or circumstance arise with regard to you) such that the Organisation,
acting reasonably, considers it detrimental to its interest for you to continue in
employment; (iv) cease to hold the necessary professional qualification and/or
membership on the basis of which you were employed;(v) you are medically not fit to
perform your work (where you have not remained present for work for a period
exceeding an aggregate of 60 days in any calendar year for medical reasons, the
Organisation may at its discretion deem that you are not medically fit to perform your
work). 

    The Organisation is not obliged to pay you any Performance Incentive if the
Organisation has terminated your employment in accordance with this paragraph
11.2(c) and you irrevocably agree to forfeit any such amounts.

11.3 You may resign from the Organisation's service by giving the Organisation a prior written
notice of at least 3 months.   

11.4 Where the Organisation considers necessary, the Organisation may suspend your
employment by a written notice to you. You acknowledge this is in addition to any other right
that the Organisation may have.  

11.5 Promptly on the Organisation's request and in any case before ceasing to be the
Organisation’s employee, you shall: (a) return, handover or give effective control to the
Organisation of: (i) all Organisation Assets and Facilities; and (ii) copies of Confidential
Information; in each case, as have been entrusted to you or to which access has been
provided to you or which are otherwise in your possession or control or which ought to have
been in your possession or control; and (b) do a proper handover of the matters you were
responsible for. 

12.  Conflict of Interest

12.1 You will devote your whole time and attention to your employment and work in a
professional manner and at all times act in the Organisation’s best interests. During the term
of your employment, you shall not undertake or participate in any business, work, or

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 other activity, including, without limitation, taking any role such as director, trustee, partner,
etc., in any other entity whether or not for remuneration as may (in the Organisation’s sole
discretion) conflict, interfere or compete with the Organisation’s interests or business.

12.2 You shall not divert to yourself or anyone other than the Organisation any business

_____________________________________________________________________________ 

or benefit that is rightfully due to the Organisation or which you have become aware of only
through your employment with the Organisation.

12.3 You understand that your actions may impact the Organisation’s reputation. You shall
therefore at all times act in ethical manner and take all reasonable care not to bring disrepute
to the Organisation through your conduct. 

12.4 During the term of your employment and for at least 1 year thereafter: (a) you shall not
induce or encourage any employee, contractor or service provider of the Organisation to
terminate their engagement with the Organisation; (b) you shall not solicit or entice away any
employee, contractor or service provider to provide services to you or anyone nominated by
you. 

13.  Confidentiality 

13.1 For the purpose of this paragraph 13, Information means information not excluded by
paragraph 13.3 below and which is contained in or comprising any: (a) concepts, ideas, tools,
trade secrets; (b) technical, financial, professional, commercial and business information and
plans; (c) software (including source codes), software applications (including what is
commonly called “apps”), documentation, writings, computer outputs, data, diagrams,
specifications, models, samples; (d) know-how, processes, methodology, flow-charts, designs,
products, services, utility models, prototypes, proofs of concept, proprietary information or
other information, including Intellectual Property; and other documents, information and
material whether written or oral of a business, of whatever nature in any way concerning,
pertaining to or connected with the Organisation or other Deloitte Entities or any Client or third
parties that the Organisation may from time to time deal with.

13.2 You acknowledge that as between you and the Organisation, the Information belongs to
the Organisation. You agree: (a) to hold the Information in complete confidence and not
disclose any part of it to any third party except with the prior written consent of the
Organisation; (b) not to use the Information for any purpose other than as necessary for you to
perform your work for the Organisation; (c) to use reasonable effort to prevent unauthorized
access or use of the Information; (d) not to remove from the Organisation premises any

Page 16 of 27
 Information held in tangible form or on any storage system or equipment; (e) directly or
indirectly copy or allow others to copy to any media the Information or otherwise take any such
copy outside the Organisation premises, Systems or environment, except to the extent
necessary for you to perform your work or as permitted by this paragraph 13.2; (f) to hand
over to the Organisation on request and in any case immediately before you cease to be an
employee, all copies of the Information held by you or in your possession in tangible form and
where those are held in electronic form, you shall after handing over copies or control of them
to the Organisation’s nominee, irretrievably delete all copies of the Information if held by you,

_____________________________________________________________________________ 

without retaining any copies in your possession, custody or control, whether electronic or
otherwise, and will on our request sign an undertaking confirming such return/deletion at the
time of cessation of your employment; (g) unless precluded by the relevant authority,
promptly notify the Organisation both verbally and in writing upon becoming legally compelled
to disclose any of the Information so that the Organisation may seek a protective order or
other appropriate remedy. If such order or remedy is not available in time the obligation of
confidentiality shall be waived to the extent necessary for you to comply with the law.

13.3 The confidentiality obligations set out in this paragraph 13 above do not apply to
information which: (a) is, at the time of the disclosure or subsequently becomes, generally
known to the public through no default of yours; (b) you can prove has become rightfully
known to you from a third party otherwise than in breach of law or confidentiality obligations;
(c) you are able to prove was lawfully in your possession prior to its disclosure by the
Organisation; or (d) you can prove is independently developed or created by you without
reference to the Information. 

13.4 You agree that financial remedies may be inadequate for your breach of this paragraph
13. Accordingly, the Organisation shall be entitled to injunctions, specific performance or other
equitable relief for any threatened or actual breach of this paragraph 13 by you. 

14.  Intellectual Property Rights

14.1 For the purpose of this paragraph 14:

(a)Intellectual Property means all materials and intellectual property and assets
pertaining or belonging to the Organisation or created, invented, developed, collated or
compiled by you. Without limitation, Intellectual Property includes mask work rights,
rights in databases, moral rights and any other intellectual property whether or not any
of it is capable of being registered as such. 

(b) Intellectual Property Rights means copyright and future copyright and neighbouring

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 rights, patents, trademarks, trade names, brands, brand features, trade dress, rights in
designs (including registered designs and design rights), copyright (including rights in
computer software and moral rights), database rights, rights in know-how and all other
rights resulting from intellectual activity in the industrial, scientific, literary or
artistic fields, in each case whether registered or unregistered and whether or not
capable of being registered, including applications for grant of any of the foregoing and
all rights or forms of protection having equivalent or similar effect to any of the foregoing
which may subsist anywhere in the world now or in the future.

_____________________________________________________________________________ 

14.2 If in the course of your employment you create, make or discover or participate in the
creation, making or discovery of any Intellectual Property, you: (a) will promptly make
complete written disclosure of such Intellectual Property to the Organisation; and
(b) acknowledge that all such Intellectual Property comprise "works for hire" or "works created
in the course of employment" and in any case belong exclusively to the Organisation or its
nominee.

14.3 You shall do all things necessary to ensure that all Intellectual Property Rights in the
Intellectual Property created by you vest exclusively in the Organisation. Accordingly, without
limitation, you shall do the following at the Organisation’s request and expense: (a) execute
necessary documents, declarations, waivers, or written communications (including, powers of
attorney or letters of authority in favour of the Organisation and/or its nominees to make
applications for registration of such Intellectual Property in the Organisation's name and/or
enforcement of the Organisation's Intellectual Property Rights in the Intellectual Property); (b)
join the Organisation (at its expense) in any action that the Organisation may take to perfect or
enforce the Organisation's rights in the Intellectual Property (and you acknowledge that the
Organisation will be exclusively entitled to retain the benefits of any such enforcement action).

14.4 The Organisation's Intellectual Property Rights in the Intellectual Property covered by this
paragraph 14, shall not be limited, impaired or extinguished by any non-use of any of them.
The provisions of this paragraph 14 survive any expiry or termination of this Agreement or
cessation of your employment.

14.5 Subject to paragraph 11.2(a) the Remuneration set out in this Agreement includes the full
consideration (present and future) for the Intellectual Property Rights in favour of the
Organisation set out in this paragraph 14. Without limitation, there are no royalties or any
other payments that are payable by the Organisation to you in relation to the matters set out in
this paragraph 14. 

14.6 With respect to the Intellectual Property vested in the Organisation under this paragraph
14, you shall not do anything that is inconsistent with this paragraph 14 or otherwise take

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 advantage of the legal possibility of staking a claim or asserting any rights in
the Intellectual Property. To the extent you have moral rights in any Intellectual Property you
waive all such rights to the fullest extent permitted by Law. To the extent Law does not permit
such waiver, you undertake not to exercise your moral rights in a manner inconsistent with this
paragraph 14.

15. Third Party Information and Property

You agree that in the course of your employment, you shall not use or disclose any confidential
information or intellectual property of any former employer or other person or entity without the prior

_____________________________________________________________________________ 

written authorization of such employer, person or entity and the prior written consent of the
Organisation. If you use or disclose any such confidential information or intellectual property without
prior consent, and any of the Deloitte Entities become the subject of any claim from a third party
regarding such unauthorized use or disclosure, you agree to hold harmless and indemnify the
Deloitte Entities for any legal defence costs and/or damages related to any such claim. You
acknowledge that in the event of a breach of this paragraph, in addition to any other rights that the
Organisation may have, you may be subject to disciplinary proceedings. 

16.  Authorization to Access Systems and Electronic Communications 

16.1 You understand that while employed with the Organisation, you will use and have access
to the Systems.  You also acknowledge that a Deloitte Entity has the right at any time to
access, retrieve, delete, monitor, examine, use and/or disclose your Electronic
Communications and information from (or about) you and the content, without notice to you,
and that such Electronic Communications are considered part of a Deloitte Entity's business
and records and are not to be considered private or personal to you or any other Personnel.
You further acknowledge that this right extends to Electronic Communications transmitted for
either a business or personal purpose. You agree that you are authorized to access the
Systems only for approved business purposes and occasional personal use if such use does
not interfere with your work responsibilities and other required business activities, business
operations, or Systems performance. However, you also acknowledge that such occasional
personal use does not create an expectation of privacy as to any of your personal Electronic
Communications and, as such, are Deloitte Property. You further acknowledge that you are
not authorized to use the Systems for personal gain or any illegal or unethical use. 

16.2 You agree that under no circumstances are you authorized to access any of the Systems
for the purpose of: (a) obtaining Deloitte Property for any third party not authorized by the
Organisation (including, without limitation, competitor of a Deloitte Entity); (b) transmitting
Deloitte Property to you (e.g., emailing Confidential Information to your personal email
address) or to a third party for purposes other than furthering the business objectives of
a Deloitte Entity; (c) transferring, storing or otherwise transmitting any Confidential

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 Information to any cloud or other similar or technically or operationally equivalent storage
which is not managed or administered by a Deloitte Entity. You are not authorized to access
the Systems to download a Deloitte Entity's Confidential Information or other Deloitte Property
to removable media such as a compact disk (CD), digital versatile disk (DVD), or thumb drive
other than as authorized for furthering the business objectives of a Deloitte Entity. You agree,
upon request from a Deloitte Entity that is based on its reasonable belief that (i) you may have
Deloitte Property in electronic form in your possession, custody or control or (ii) you may not
be in compliance with one or more professional requirements, rules, regulations, policies or
practices applicable to the Organisation’s employees, to allow a Deloitte Entity to inspect any
of your personal or home computers, including smart phones, or tablet computers, or

_____________________________________________________________________________ 

any device, media or location capable of storing electronic data, to determine whether any

Deloitte Property resides on such computers, devices, media or locations and to permit a
Deloitte Entity to remove such Deloitte Property.

17.  Organisation Policies, Law, Etc.

17.1 In the course of your work you shall comply with: (a) Law; and (b) all of the
Organisation’s codes, policies, rules, regulations and terms as applicable or amended from
time to time (together, Organisation Policy).The Organisation Policy includes, without
limitation, those on code of conduct and ethics; dress code; prohibition of insider trading; gifts,
entertainment and hospitality; anti-bribery and corruption; policies set out in the Deloitte Policy
Manual (DPM); and independence and managing conflicts, The Organisation Policy may be
suitably communicated to employees through available mediums (including those via the
Organisation intranet) and may be revised by the Organisation from time to time.   To the
extent of any conflict between this Employment Contract and any Organisation Policy, the
stricter requirement in favour of the Organisation as between the two shall apply.  Without
limiting the generality of the foregoing, you especially acknowledge that since the Organisation
provides professional services, independence and conflict checks are highly important and
agree to comply with the Organisation Policy on independence (currently, DPM 1420) and
prohibition on insider trading which currently require that: 

(a) You will use the Independence Monitoring System (whenever required as per the
Organisation Policy on independence). You especially waive the right to privacy in
relation to the use of the Independence Monitoring System, insofar as necessary to
allow the system to operate effectively, and to allow inspection and monitoring of the
information entered into it, limited to the extent not prohibited by Law.  

(b) The Organization as a Deloitte Entity is required to comply with external regulatory
and/or professional standards. In accordance with the same, as a condition to your
joining the Organization and continued employment, you are required to
complete a representation regarding your understanding of, and compliance with,

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 independence and other matters, on a periodical basis, the details of which are
provided in Section 1420 - Independence Policy of DPM. The representation should be
made to the best of your knowledge and ability. It is your responsibility to consult on any
matter should you be uncertain or have a question. 

(c) The representations made by you will be subject to an audit and may be reviewed by
the Organization’s representatives and shared with certain third parties. If you are
selected for such an audit, you will need to submit certain personal financial records
to the employer’s internal audit team. Please be assured that the Organization fully

_____________________________________________________________________________ 

intends to keep all information obtained through the audit process confidential
and secure. You hereby give your consent to the Organization to use the information
provided by you for such purposes as provided in the policies.

(d) The requirements of certain independence matters will continue to apply after
you ceasing to be an employee in accordance with Independence Policy. In terms of
these requirements, you need to obtain approval from the Organisation’s Director of
Independence (DOI) before accepting any employment relationship (including
directorships) if the prospective employment relationship (including directorships) is with
an audit client (including related entities of such audit client), till completion of one audit
subsequent to the period, when you have rendered professional services to such audit
client (including related entities of such audit client) and the audit report has been filed
with the relevant regulatory authorities. You acknowledge this is to ensure compliance
with the applicable cooling-off period independence requirements. 

(e) In the event you (i) do not cooperate or comply with the independence requirements,
or (ii) do not complete the necessary representations, or (iii) make inaccurate
representation(s), you may be subject to disciplinary action, including and up to
termination of employment with the Organization. 

(f) The following restriction shall continue to apply to you after termination of
employment: 

(g) To be in compliance with Organisation’s Code of Conduct for Prevention of Insider

Trading and the applicable insider trading regulations, you need to refrain from trading
in the securities on any listed or proposed to be listed entity in relation to which you had
access to Unpublished Price Sensitive Information and in respect of which the trading
restrictions continue after the date of you ceasing to be the employee. Capitalised terms
to have the meaning given to them in the applicable Organization Policy. 

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 (h) After your employment ceases, for the period which you hold capital balances in the
Organization or receive any type of retirement benefit and/or termination payment from
the Organization, whichever period is longer, you must notify and obtain prior written
approval from DOI prior to accepting any new appointments or employment.

(i)In the event you (i) do not cooperate or comply with the independence requirements,
or (ii) do not complete the necessary representations, or (iii) make inaccurate
representation(s), you may be subject to disciplinary action, including and up to
termination of employment with the Organization.

_____________________________________________________________________________ 

(j)The following restriction shall continue to apply to you after termination of

employment: You acknowledge and agree that without limiting your responsibility to
comply with all applicable laws and regulations in general, it is your responsibility to
comply with the Securities and Exchange Board of India (Prohibition of Insider Trading)
Regulations, 2015 (“Regulations”) and the LLP’s Code of Conduct for Prevention of
Insider Trading, both as amended from time to time, and in furtherance thereof, shall,
amongst other things: (a) refrain from trading in securities of any listed / to be listed
entity for which you are a connected person or in possession of or having access to
unpublished price sensitive information or (b) procure or communicate or cause the
procurement or communication of such information except where such procurement or
communication is in furtherance of legitimate purposes, performance of duties or
discharge of legal obligations. You acknowledge that these restrictions are also
applicable mutatis mutandis to your immediate relatives.

For your immediate reference, the definitions of “immediate relative” and "unpublished
price sensitive information" (as currently defined in the Regulations) are provided below:
(Note: In case these definitions are amended by the Regulations, the amended
definitions shall apply)

“immediate relative” means a spouse of a person, and includes parent, sibling, and child
of such person or of the spouse, any of whom is either dependent financially on such
person, or consults such person in taking decisions relating to trading in securities”.

"unpublished price sensitive information" means any information, relating to a company

or its securities, directly or indirectly, that is not generally available which upon
becoming generally available, is likely to materially affect the price of the securities and
 

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 shall, ordinarily including but not restricted to, information relating to the following:

(i)    financial results;

(ii)    dividends;
(iii)    change in capital structure;
(iv)    mergers, demergers, acquisitions, delistings, disposals and expansion of business
and such other transactions;
(v)    changes in key managerial personnel; and
(vi)    material events in accordance with the listing agreements.” The above list is only
illustrative and not exhaustive.

_____________________________________________________________________________ 

17.2 You acknowledge it is your responsibility to: (a) understand the Law applying to your
work and, where necessary, seek guidance from your manager or the Organisation
management; and (b) update yourself of the Organisation Policy as applicable.  

17.3 The Organisation may request you for your written acceptance of Organisation Policy or
enter into specific agreements, undertakings, confirmation or declarations with respect to any
of the Organisation Policy.  You understand that these are only for record and regardless of
your providing the Organisation with written acceptance, the Organisation Policy applies to
you. 

18.  Personal Information and Sensitive Personal Information 

In addition to paragraph 2.2, you authorise and permit the Organisation to share your personal
information and, where required, sensitive personal information with other Deloitte Entities, Clients or
any other third party as may be reasonably required for the purpose of or in connection with
the conduct of the Organisation’s professional business.

19.  Changes, Declarations, Confirmation

You acknowledge that changes may be needed to this Employment Contract and/or the
Organisation Policy depending on business and market needs from time to time. The Organisation
may by a general or specific notice revise any of these. 

At the time of commencement of your employment or thereafter the Organisation may from time to
time request you to provide declarations, confirmations or representations as the Organisation

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considers reasonably necessary in the circumstances. You will promptly comply with such requests. 

20.  Defined Terms and Interpretation 

 20.1 Unless opposed to the context, capitalised terms have the meaning given to them in this
letter. Certain terms are defined below:

(a) Client means, as the context requires, a current, past or prospective client of the
Organisation.

(b) Deloitte Entities mean member firms of Deloitte Touche Tohmatsu Limited (DTTL), a
UK private company limited by guarantee and its network of member firms and their
respective subsidiaries and affiliates (and where the context requires,
their predecessors, successors and assignees), each of which is a legally separate and
independent entity.

_____________________________________________________________________________ 

(c) Deloitte Property means all property - whether tangible, intangible or otherwise -
belonging or pertaining to or being lawfully in use, possession or control of a Deloitte
Entity.

(d) Electronic Communications means communications generated, created and/or

transmitted in an electronic, digital or other similar form. 

(e) Employment Contract means, collectively: (a) these letter together with its
schedules; (b) the Organisation Policy; any modification to any of these issued to you in
writing by the Organisation expressly modifying the terms and conditions or particulars
of your employment with the Organisation. 

(f) Law means, as relevant, all laws, regulations, industry practice and orders of a
judicial, statutory or other authority that the Organisation is bound to comply with,
including any revision, modification, re-enactment or replacement of any of them. 

(g) Personnel means any employee, contractor or other person engaged by the
Organisation or another Deloitte Entity. 

(h) Systems means all systems, technology, equipment, software, solutions or other
such items whether electronic or otherwise, of or pertaining to or in use by or on behalf
or for the benefit of: (a) Deloitte Entities (including, for the avoidance of doubt, Deloitte);
(b) any client, supplier or other counterparty of any Deloitte Entities; whether or not
owned by Deloitte Entities to which the Employee has access pursuant to or in the
course of her or his Employment. 

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 20.2 Interpretation  

Where the context requires a reference to (a) one gender includes a reference to the other
genders; and (b) singular includes a reference to its plural and vice versa.

By signing below, I accept employment with the Organisation on the terms and conditions set
out in the Employment Contract and agree to be bound by them
 

Signature    ……………………………………………………………..

Name   Nikhil Kumar  

Date of Signature    ……………………………………………  

_____________________________________________________________________________ 

Deloitte Touche Tohmatsu India LLP

Delhi
7th Floor, Building 10, Tower B
DLF Cyber City Complex, DLF City Phase II
122002
Tel: +91 1246792000 
Fax: 1246792012
www.deloitte.com

June 23, 2023 

Mr Nikhil Kumar 
181-c, Rattan Nagar 
Patiala                
Punjab,147001- India     

Contact No.: 9781248743     

Dear Nikhil Kumar,

Sub: Annexure to your offer letter dated June 23, 2023 

We refer to the offer of employment ("Offer letter") extended to you on June 23, 2023 for
employment with Deloitte Touche Tohmatsu India LLP  (hereinafter referred to as the
“Organization”) In this regard, kindly note the following:

Page 25 of 27
 1. In addition to remuneration mentioned in clause 2.2 of Schedule 1 of the aforementioned Offer
Letter, you will be paid a one-time work from home allowance of INR 15,000 (Indian Rupees
Fifteen Thousand only) (Allowance) over and above such remuneration.
2. This Allowance is a one-time payment that will be paid along with your first month’s salary and
subject to applicable tax deductions and statutory levies, if any.
3. The Allowance is being paid towards creating a productive remote working arrangement at
your residence.

You may utilise this amount towards ergonomic workplace items such as a table, chair, laptop stand,
backrest, etc., or technology accessories such as monitor, speaker, headphones, or any other
relevant items.
This letter shall form an integral part of the Offer Letter and the Offer Letter stands amended to the
extent mentioned above.
Save and accept as mentioned in this letter, all other terms, conditions and clauses of the Offer
Letter remain unchanged and valid.

_____________________________________________________________________________ 

We look forward to a long and mutually beneficial association.

                                                                                                           Accepted, 

Authorised Signatory                                                     _________________________________ 

Badari Narayana                                                          (Please sign and date your acceptance)  

                      Nikhil Kumar 

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