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I.SUMMARY
This Employee Maternity Benefits Policy (India) outlines the requirements for a woman
employee going on maternity leave and describes how they apply to employees of Ocwen
Financial Solutions Private Limited., its subsidiaries and affiliates (collectively referred to as
"Ocwen" or the "Company").

As part of maternity benefit, paid time-off ("PTO") is provided to a woman employee to res
recuperate and nurse the newborn baby.

This Policy also provides an additional leave

reasons that may include a medical exigen

ll. PU RPOSE AND SCOPE "'

The purpose of this Policy is tO outline tlie_ standard (and -guidelines that apply to Ocwen in
connection with providing PTO to women iiipiOyeeSto rest. recuperate, and nurse the newborn
baby. This supersedes any previous policy or practice regarding maternity benefits.

The Policy is effective April 01, 2017 and supersedes any previous policy or practice
regarding this Policy .

Ill. LEGAL / REGULATORY

This Policy is intended to be compliant with all legal, legislative and investOr guidelines
and I or requirements regarding their subject matter and any settlement agreements in
effect, now or in the future. Addltionally , this Policy is intended to be consistent" with all
internal guidelines, ensuring that Ocwen meets or exceeds the established standards for
operational excellence.
The legislations, federal and I or state laws pertaining to this Policy include, but are not
limited to:
• The Maternity Benefit Act, 1961
• The Maternity Benefit (Amendment) Act, 2017
The Risk and Compliance Department, together with the Human Resources Department
and the Legal Department remain responsible for identifying legal and legislative
requirements (and any changes to them) applicable to this Policy.

IV. POLICY
Ocwen understands that the period before and after the delivery date may be stressful tbr
a woman employee and she may need to take adequate measures towards her and the
chd's
health.

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All woman employees , who have worked with Ocwen for a minimum of (80 days), will be eligib/
J for the maternity benefit The date of joining as per the Company records will be used t
calculate the number of days.

Note: This benefit is extended to a woman who legally adopts a child below the age of three
months and to a Commissioning mother (check annexure for definition).

A. MATERNITY BENEFIT
As part of maternity benefit all eligible woman employees would receive paid time off ("PTO") of
twenty-six (26) weeks, of which a maximum of eight (8) weeks can be taken prior to the
expected date of delivery .

Note: The woman would be entitled to only twelve (12) weeks of maternity benefits if the
woman that has had two or more than two surviving children, is legally adopting a child below
the age of three months or is a Commissioning mother.

A written notification should be given to the Human Resources Advisor, preferably sixteen (16)
weeks , but not later than twelve (12) weeks, prior to the start of maternity leave. This notice
needs to be accompanied with Nominee details, declaration of non-employment with any other
establishment during the maternity period. For adoption . an 'Adoption Deed' and tor
commissioning mother, a "Consent Certificate" needs to be submitted along with the notice,
which is to be given to the Human Resources Advisor .

B. ADDITIONAL MATER NITY BEN EFIT

There may be circumstances where , due to medical complications (either to mother or
child) arising out of pregnancy , delivery , premature birth of child or other reasons. a woman
employee may seek extension of her maternity leave period. In such cases, an additional
maternity leave
of thirty (30) calendar days (PTO) may be availed by the woman employee, on fulfillment of
certain conditions . as stated below:

• Written application addressed to Human Resources Advisor , seeking additional

maternity leave due to medical exigency

Satisfactory submission of medical certificates and proof. disclosing illness arising due to
pregnancy, delivery or premature birth of the child
• Approval of Senior Manager, Human Resources
Upon receiving such an approval, the Human Resources Advisor would inform the relevant
Business Unit ("BU") Manager I Reporting Manager of the extension of leave.

C. LEAVE FOR M ISCARRIAGE

In case of miscarriage or medical termination of pregnancy, an employee may take leave for
a period of six (6) weeks from the dale of miscarriage. The employee must ensure that
the immediate supervisor is duly informed. Relevant medical documents should also be
submitted to the Human Resources Depanment or lo the immediate supervisor within ten
(10) to fifteen
(15) days of miscarriage or medical termination of pregnancy.

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This Policy seeks to clarify that the above leaves would be considered as paid leaves.

D. LEAVE FOR TUBECTOMY SURGERY

In case of tubectomy surgery, an employee may take leave for a period of two weeks from the
date of the operation. The employee has to ensure that the supervisor is duly informed.
Relevant medical documents and certificates should also be submitted to the Human Resources
Department or to the immediate supervisor within five (5) to ten (10) days of the operation.

This Policy seeks to clarify that the above leaves would be considered to be paid leaves.

Note: All other benefits as per the statutory requirement will be complied with. Please refer
annexure for other benefits covered.

E. PROHIBITION FROM WORK POST DELIVERY OR MISCARRIAGE

In accordance with the Maternity Benefits Act , 1961 the Company shall not knowingly allow
a woman employee to work for six weeks immediately following the day of her delivery or
her
miscarriage.

V. ROLES AN D RESPONSIBILITIES
The Human Resources Department is responsible for the administration , interpretation and
communication of this Policy. The Vice President, Human Resources, would be respons ible for
interpretation of this Policy in ease of any grievance . Management shall assist in the
implementation of this Policy by disseminating within their departments and creating in their
departments a respect for the seriousness of compliance with this Policy.

VI. GOVERNANCE
This Policy is reviewed and approved annually by the Vice President, Human Resources.
Additional reviews may occur more frequently if there are changes to the business or legal
environment , or if warranted by significant organizational changes that impact the department.
Changes to the Policy can only be made with the approval of the Vice President, Human
Resources.

The Vice President, Human Resources is responsible for overseeing the implementation and
management of this Policy, in conjunction with the Risk and Compliance Department and Legal
Department. When applicable , Risk and Compliance oversees and monitors adherence to the
requirements set in this Policy.

It is the responsibility of all officers, managers , and supervisors to make the content of this
policy known to employees in their respective organizations and to administer the execution of
applicable provisions of Ocwen policy.

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ANNEX URE
The following addional benefrts would be available under this policy:

A woman employee will be eligible to receive a medical bonus of INR 3 ,500 (Rupees Three
Thousand Five Hundred), if the Company provides no pre-natal and post-natal care (for
information on insurance coverage, please refer current Ocwen Group Mediclaim Insurance
Policy (India).

Under unforeseen circumstances , if the employee passes away during the delivery or during
the period of six (6) weeks immediately following the date of delivery, with the child
surviving , Ocwen would pay maternity benefit to her nominee (as declared) within thirty (30)
days of receipt of all documents. In the unfortunate event that the child dies during the said
period , full matemfy benefit will be paid.

Employees who resume services after delivery, on a request being made by them to the
Human Resources Department , shall be allowed four visits a day to the creche for nursing
the child, until the child attains the age of fifteen (15) months.

Creche facilfy would be provided additionally with vendor tie-up

Commissioning mother means a biological mother who uses embryo implanted in any other
woman

1 Please refer to attachment for MPR ID# 0213.01

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