Employment Agreement

Please be advised that the content enclosed in this letter is confidential. Any unauthorized
disclosure of its contents, including specifics related to compensation, would violate
company policy. Your adherence to this policy is greatly appreciated. Please review this
summary of the terms and conditions of your anticipated employment with us.

This Employment Agreement is made as of this day, August 24, 2023 (the ‘’Effective Date'') by
and between Faheem Hassan Tahir (the ‘’employee’’) and Fantech Labs (the ''employer''). The
parties agree and covenant to be bound by the terms outlined in this agreement.

Employment terms:
The employer shall employ the employee as a Trainee Software Engineer (the ‘’job title’’)
under this agreement.
The employer shall employ the employee on
Full-time
Part-Time
Temporary
Independent Contractor/Freelance
basis under this agreement.
The employee is entitled to work forty-five (45) hours per week, Monday through Friday, from
9:00 a.m. to 6:00 p.m.
Location: The employee under this agreement's primary work location shall be

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 43 Gulberg City, Okara, Pakistan
Remote
with possible remote/onsite work as required by the Employer.

At-Will:
1. The employment relationship between Fantech Labs (herein referred to as the
"Employer") and Faheem Hassan Tahir (herein referred to as the "Employee") is
considered to be at-will. This means that either party may terminate the employment
relationship at any time for any reason, with or without cause.
2. The Employer has the right to end your employment without requiring notice during the
probationary or internship period (see: Termination of Employment).
3. If the employee wishes to resign during the internship or probation period, he /she must
provide at least One (1) month's notice beforehand (see: Termination of Employment).
4. The provision of services by the Permanent Employee may be terminated by the
Employer upon the issuance of one month's prior written notice or remuneration in lieu
thereof (as prescribed under Section 12 of the Standing Orders Ordinance of 1968).
4.1. However, in the event of any act of misconduct or breach of the code of conduct
delineated within the company's policies and protocols document, Fantech Labs
reserves the right to effect immediate termination of the employment agreement
(referred to herein as "the agreement") without necessitating a notice period (as
prescribed under Section 12 of the Standing Orders Ordinance of 1968).
5. In the event of the permanent Employee's willingness to resign, he shall give a notice
period of one month, which shall be submitted concurrently with the resignation and be
mandatory; alternatively, remuneration instead of said notice shall be accepted (as
prescribed under Section 12 of the Standing Orders Ordinance of 1968).
6. An employee who has completed at least three (3) years of continuous employment with
the Company must provide a written notice of resignation to the Company at least two (2)
months before the effective date of the resignation (see: Termination of Employment).

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 7. This at-will employment statement supersedes any prior understandings, representations,
or agreements, whether oral or written, between the Employer and the Employee
regarding the terms and conditions of employment.

Probation period:
1. The employee under this agreement shall initially be on probation for Three months from
the date of joining. After three months on probation, the employee will be eligible for a
salary review based on performance.
2. An employee's probationary period is subject to extension based on performance
requirements and organizational requirements. Such extensions shall be formally
communicated to the concerned employee through written correspondence from the
Human Resources Department.
3. The Human Resources Department at Fantech Labs will conduct the employee's
performance evaluation process. Following this assessment, the employee will be
informed of any salary increases.
3.1. The process may take up to ten (10) working days to complete the assessment and
inform the employee of any salary increase.
3.2. The assessment will be based on the employee's job description, the Company's
performance standards, and the employee's overall performance during the
probationary period.

Salary and Compensation:

1. The employee shall receive a reimbursement of PKR 10000/month.
2. The total monthly compensation shall incorporate all additional allowances as outlined
within this contract.
3. The employee will receive payment on the fifth (5th) day of the following month.
Payment can be made either through electronic funds transfer or in cash, as specified in
this agreement.
4. The Company reserves the right to confer upon you a range of performance incentives,
overtime, and bonuses, predicated upon the achievement of individual, unit, and/or

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 project performance targets. These performance incentives and rewards are distinct from
standard remuneration and shall not be factored into the computation of end-of-service
remuneration or any other claims of entitlement.
4.1. The overtime compensation shall be approved/authorized by the Team lead,
manager, and/or Owner [Or of equal or Higher Level].
5. The employee will receive two increments/reviews every six (6) months, which occur on
July 1st and January 1st of every year.
6. The employee under this agreement will only be eligible for your first review if he/she
has worked at Fantech Labs for six (6) months as a permanent employee.
7. Review confirmation may take 2-3 months or more.
8. The reviews are for the next period and will not accrue to those who have handed in their
notices.

Annual Leaves:
1. The employee under this agreement is permitted to take up to twelve (12) casual leaves
and six (6) sick leaves during the year.
2. Casual leave: is taken by an employee for travel, vacation, rest, family events, or any
personal reasons.
2.1. In the event of casual leaves (including marriage ceremonies, events, and
vacations), the employee is required to provide notification to the HR Department
a minimum of one (1) week before the commencement of said event.
3. Sick leave: is for any kind of sickness or health condition.
4. Unpaid Leaves: Any leaves above eighteen (18) will be unpaid and deducted from the
employee’s salary.
5. Employees can only take one (1) full day and one half-day (0.5) per month. Leaves not
taken in the previous months will be aggregated and can be taken in the next month of
that year.
This policy is binding on all employees working full-time, part-time, or as interns.

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Confidentiality and Non-Disclosure:
During the term of employment and thereafter, the Employee agrees not to disclose, use, or
reproduce any confidential information, trade secrets, proprietary data, or other non-public
information (collectively referred to as "Confidential Information") without the prior written
consent of the Employer. Confidential Information includes but is not limited to, business plans,
financial information, customer lists, technical data, software, designs, and any information
marked or reasonably understood to be confidential.
1. Duty of Confidentiality: The Employee acknowledges and agrees that the Confidential
Information is the exclusive property of the Employer. The Employee shall maintain
strict confidentiality and exercise reasonable care to prevent unauthorized access,
disclosure, or use of Confidential Information.
2. Non-Disclosure Duty: The Employee shall not directly or indirectly disclose,
disseminate, or provide access to Confidential Information to any third party, including
competitors, partners, contractors, or unauthorized personnel, without the explicit written
consent of the Employer.
3. Use of Confidential Information Duty: The Employee shall use Confidential
Information to perform their job duties for the Employer and shall not use it for any
personal, unauthorized, or detrimental purposes during their employment under this
agreement.
4. Return of Confidential Information: Upon the termination of employment, the
Employee shall promptly return all physical and electronic copies of Confidential
Information, as well as any materials containing or derived from such information, to the
Employer.

Remedies for Breach: The Employee acknowledges that any unauthorized use or disclosure of
Confidential Information may result in irreparable harm to the Employer. In the event of a breach
or threatened breach of this confidentiality obligation, the Employer shall be entitled to seek
injunctive relief, in addition to any other remedies available at law or in equity.

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Ownership of intellectual property:
"Intellectual Property" refers to any and all inventions, discoveries, designs, works of
authorship, trade secrets, software, patents, copyrights, trademarks, and other forms of
intellectual property created, developed, or contributed to by the Employee during the course of
their employment with Fantech Labs ("Employer").
1. Work-Related Intellectual Property: Any Intellectual Property created by the
Employee within the scope of their employment, using the resources, facilities, or
confidential information of the Employer, or as a result of tasks assigned by the
Employer, shall be the exclusive property of the Employer.
2. Assignment of Rights: The Employee agrees to promptly and fully disclose all
Intellectual Property created during the course of their employment to the Employer. The
Employee hereby assigns and transfers all rights, title, and interest in and to such
Intellectual Property to the Employer.
Exceptions:

1. Pre-Existing Intellectual Property: The provisions of this clause shall not apply to any
Intellectual Property created by the Employee prior to their employment with the
employer that is fully disclosed in writing to the Employer and is not related to the
Employer's business or anticipated research and development.
2. Non-Specific Use: The Employer acknowledges that certain pre-existing or
future-developed Intellectual Property may have general applicability and shall grant the
Employee a non-exclusive, royalty-free license to use such Intellectual Property for
non-commercial purposes.
This clause shall be governed by and construed in accordance with the laws of Pakistan. Any
disputes arising from the interpretation or enforcement of this clause shall be subject to the
exclusive jurisdiction of the courts of Pakistan.

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Termination of Employment:
Permanent/Full-Time Employee:

1. The provision of services by the Permanent Employee may be terminated by the

Employer upon the issuance of one month's prior written notice or remuneration in lieu
thereof (as prescribed under Section 12 of the Standing Orders Ordinance of 1968).
1.1. However, in the event of any act of misconduct or breach of the code of conduct
delineated within the company's policies and protocols document, Fantech Labs
reserves the right to effect immediate termination of the employment agreement
(referred to herein as "the agreement") without necessitating a notice period (as
prescribed under Section 12 of the Standing Orders Ordinance of 1968).
2. In the event of the permanent Employee's willingness to resign, he shall give a notice
period of one month, which shall be submitted concurrently with the resignation and be
mandatory; alternatively, remuneration instead of said notice shall be accepted (as
prescribed under Section 12 of the Standing Orders Ordinance of 1968).
3. An employee who has completed at least three (3) years of continuous employment with
the Company must provide a written notice of resignation to the Company at least two (2)
or three (3) months before the effective date of the resignation.

Interns/Trainees/Part-Time Employees:

1. The Employer has the right to end your employment without requiring notice during the
probationary or internship period.
2. If the employee wishes to resign during the internship or probation period, he or she
needs to provide at least 30 days' notice beforehand.
Disclosure: The Employee shall notify the Employer in writing of any inventions, designs, or
creations, whether or not patentable, developed during the term of employment and within [the
time frame] after termination of employment.
Cooperation: The Employee agrees to provide reasonable assistance to the Employer to perfect,
protect, and enforce the Employer's rights to such inventions, designs, or creations, including but
not limited to executing necessary documents.

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Work from Home protocols:
1. The employee working remotely must maintain consistent and regular working hours as
communicated by their supervisor or team leader.
2. The employee is required to remain reachable and responsive during their designated
working hours via company-approved communication channels.
3. The employee under this agreement is expected to create a safe and suitable workspace
that supports their job responsibilities.
4. Adequate hardware, software, and internet connectivity are necessary to perform tasks
effectively.
5. Employees must follow the Company's data security policies at all times.
6. All company-provided devices and property must be returned upon termination of
employment.

Code of Conduct:
In the course of fulfilling employment obligations:
1. Employees shall adhere to the Company's established standards and ethics for business
conduct.
2. The employee shall abide by the Company's standards of professional communication,
customer service, dress code, and behavior, as outlined in the company's employee
manual.
3. The employee shall act consistently with the Company's brand guidelines and internal
brand essence.
4. The employee shall exercise due care in the handling of the Company's property and
equipment.
5. The employee shall interact promptly, courteously, and considerately with fellow
employees, the admin department, customers, and partners of the Company.
6. The employee shall avoid any actions that could jeopardize the Company's financial
condition, assets, or reputation.
7. The employee shall not be involved in negligent or unauthorized utilization of the
Company's equipment, materials, or property

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 8. The employee shall not be involved in any kind of dishonesty
9. The employee shall avoid excessive or unauthorized absenteeism
10. The employee shall not show involvement in threats of violence, acts of violence,
engaging in fighting, horseplay, engaging in practical jokes, using vulgar or abusive
language, or any form of disorderly behavior that endangers individuals or damages
property
11. The employee shall not be involved in non-performance of assigned duties or
non-compliance with the Company's health, safety, or other regulations, as well as
insubordination
12. The employee shall not show any kind of participation in illegal acts of harassment
(sexual, verbal, and physical) or any type of discrimination among fellow employees
13. The employee shall not be involved in unauthorized and improper disclosure or
utilization of the Company's confidential information
14. The employee shall not display improper and unprofessional conduct.
15. The employee shall not be exhibiting inadequate teamwork, poor communication, or
unsatisfactory performance.
16. The employee shall not possess or control explosives, illegal drugs, weapons, or any
other dangerous and unauthorized materials
17. The employee shall not take unauthorized possession of or utilize property belonging to
the Company, a colleague, or the general public.
18. The employee shall not violate any Company policy.
Disciplinary Actions:

1. You are designated as an At-Will Employee, and the Company reserves the right to apply
disciplinary measures when deemed necessary or appropriate. These measures may
include, but are not limited to:
1.1. demotion
1.2. reassignment
1.3. suspension
1.4. termination
1.5. transfer

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 1.6. verbal counseling
1.7. issuance of written warnings
2. The choice of discipline will depend on the unique circumstances of each case, and there
is no predetermined sequence for implementing such actions. Furthermore, the Company
retains the authority to effect immediate termination when it is considered appropriate.

This content serves as a part of your contract and is directly applicable to you as an employee.

Harassment and Bullying:

Fantech Labs (the employer) defines harassment as unwanted and harmful behavior, actions, or
communication that creates an intimidating, hostile, or offensive environment for an individual
or a group. This behavior can be verbal, physical, or written, and it often targets personal
characteristics such as race, gender, religion, sexual orientation, or other protected attributes.
Harassment is characterized by its repetitive nature and the intention to demean, belittle, or
distress the subject. It can occur in various settings, including workplaces.
1. Fantech Labs has a zero-tolerance policy against harassment.
2. Prohibited Behaviors: The employee shall not tolerate or get involved in the following
prohibited behaviors, including but not limited to:
2.1. Verbal or written insults, slurs, or derogatory comments related to protected
characteristics
2.2. Displaying offensive images, cartoons, or materials
2.3. Unwanted advances or other unwelcome verbal or physical conduct
2.4. Bullying, intimidation, or aggressive behavior
2.5. Online harassment or cyberbullying
3. Reporting procedures: An employee under this agreement who believes they have
experienced or witnessed harassment is strongly encouraged to report the incident
promptly. Reports should be made to the HR Department/supervisor immediately.
4. Fantech Labs will conduct thorough and impartial investigations into all reported
incidents of harassment. Investigations will be treated confidentially to the extent
possible. Both the complainant and the accused will be treated fairly and respectfully
throughout the process.

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 5. Retaliation: Sexual harassment will not be tolerated. Any employee or individual
covered by this policy who engages in sexual harassment or retaliation will be subject to
remedial and/or disciplinary action (e.g., counseling, suspension, or termination).
6. Individuals found to have engaged in harassment will face appropriate disciplinary
actions, including but not limited to immediate termination.
6.1. Sexual harassment is not only prohibited by Fantech Labs but is also prohibited
by state, federal, and, where applicable, local laws. Aside from the internal
process at Fantech Labs, Fantech Labs may also choose to pursue legal remedies
with the following governmental entities.
7. Any employee may be required to cooperate as needed in an investigation into suspected
sexual harassment.
8. Fantech Labs will periodically review and update this policy to ensure its effectiveness
and alignment with legal requirements and best practices.
9. Fantech Lab's zero-tolerance policy applies to all employees, applicants for
employment, interns, whether paid or unpaid, contractors, and persons conducting
business with Fantech Labs, regardless of status.

Non-Compete and Non-Solicitation:

1. The employee under this agreement accepts that he /she will not accept any other
employment, whether part-time, contract, or otherwise, with any other person or
company, nor engage in any business activity, directly or indirectly, during your period of
service with the Employer.
2. The employee under this agreement agrees that he/she will not accept or solicit
employment (in any form) from any of the clients/customers or business partners of the
Company.
3. This clause specifically includes both current and past clients/customers, or prospective
customers engaged in the sales cycle.
4. The employee under this agreement accepts that he/she will also agree to a
non-solicitation period after the completion of your employment at the Company.
5. You agree that for six (6) years after the completion of your employment, you will not
contact or solicit in any way the customers of the Company.

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 6. You agree that, for three (3) years after the completion of your employment, you will not
contact or solicit in any way the employees of the company or any affiliated companies.

Taxation:
The employee shall be responsible for the payment of Income Tax under the Income Tax
Ordinance, 2001, and other dues/taxes payable by you under the laws of the Provincial or
Federal Government for the time being in force.

Severability:
If any provision of this contract is found to be unenforceable or invalid under applicable law, such
provision shall be modified to the extent necessary to make it valid and enforceable while preserving its
intent, or if that is not possible, the offending provision shall be deemed excluded from this contract, and
the remainder of the contract shall remain in full force and effect. The invalidity or unenforceability of
any provision shall not affect the validity or enforceability of any other provision of this contract.

Acceptance:
I hereby acknowledge that I have read, understood, and accepted the terms and conditions
outlined in the Employment Agreement. I am fully aware of my rights, responsibilities, and
obligations as set forth in the document, and I commit to abide by them throughout the duration
of our engagement.

Faheem Hassan Tahi

Name:___________________ r
Signature:________________

12/sep/2023
Date:____________________

Date: September 11, 2023

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