TWSOL - BNP NON IT RESPONSE TO PROPOSAL

CLIENT 1

BNP PARIBAS

INDIA SOLUTIONS

PRIVATE LTD

(BNPP ISPL)

REFERENCE RESPONSE TO PROPOSAL

RFP FOR NON-IT
PREFERRED SUPPLIER

PROGRAM
RELEASE V 1.0

RELEASE DATE (A Division of Quantum Leap Consulting Private Ltd)

15 OCTOBER 2018

CLIENT CONTACT

VANI RAGUNNATH
DEEPIKA KHICHI

FOCAL POINT

SUROOP GOPINATHAN
Executive Director

Teamware Solutions
Email: [email protected]

PROPOSAL ISSUE DATE

28 OCTOBER 2018

THIS PROPOSAL CONTAINS INFORMATION THAT
IS PROPRIETARY TO TEAMWARE SOLUTIONS.. NO PART OF THIS PROPOSAL MAY BE DUPLICATED OR

USED FOR COMMERCIAL PURPOSES WITHOUT THE PRIOR CONSENT OF TEAMWARE SOLUTIONS.
THIS PROPOSAL IS VALID FOR 180 DAYS.

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THIS PROPOSAL CONTAINS INFORMATION THAT IS PROPRIETARY TO
TEAMWARE SOLUTIONS.. NO PART OF THIS PROPOSAL MAY BE DUPLICATED OR USED FOR COMMERCIAL PURPOSES
WITHOUT THE PRIOR CONSENT OF TEAMWARE SOLUTIONS. THIS PROPOSAL IS VALID FOR 180 DAYS.

TABLE OF CONTENTS

Page

4 EXECUTIVE SUMMARY
ABOUT US

3 ORGANIZATION SUMMARY
4 OUR EXPERIENCE WITH BFSI GICs
5 REFERENCES
6 SERVICE DELIVERY
7 PARTNERSHIPS
8 TRANSITION
9 FINANCIAL SUMMARY

ATTACHMENTS
22 COMMERCIAL PROPOSAL
25 DECLARATION OF CONFLICT OF INTEREST

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EXECUTIVE SUMMARY

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EXECUTIVE SUMMARY

Teamware Solutions (a division of Quantum Leap Consulting Private Ltd) is pleased to submit
a RESPONSE TO RFP issued by BNPP ISPL for the selection of NON-IT PREFERRED
SUPPLIER PROGRAM.
Based on our extensive experience in servicing multi-national clients in the Banking Financial
Services Industry who have set up Global Investment Centers in India, our proposal
addresses the following:

• Our Strategic Approach for performing staff augmentation services.
• The unique organization structure we establish to support our client services and

delivery.
• The key differentiators we bring as an organization to obtain and excel in customer

delight.
• Best practices in the staff augmentation services industry that we have imbibed in our

processes.
• Leveraging technology in our business through cloud and mobile based computing

that ensures efficiency and effectiveness.
• Integrity and transparency in our client interactions.
At Teamware Solutions we believe in meeting every customer’s distinct business
requirements. Our growth story is largely based on this premise. We are confident that we
shall comply with all the stringent and unique requirements of BNPP ISPL and ensure
impeccable service delivery in the years to come.

_________________________
Suresh Narayan

Founder Director & CEO
Dated: 27 October 2018
(Authorised Signatory )

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ABOUT US

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1. ABOUT US

Teamware Solutions is a business division of Quantum Leap Consulting Private Ltd focused
on staff augmentation services. Founded in 2003, Teamware commenced with an initial staff
deputation of 25 engineers and has full-fledged operations at Bangalore and Pune with
satellite offices in Hyderabad and New Delhi. Today Teamware has a contingent workforce
of 2000+ engineers catering to the BFSI, IT Products and IT Consulting Services clients. With
offices in the US and in the Middle East (UAE) services are assured across time zones for
every geography.

Whilst we excel in catering to the premium and niche staffing requirements we have
continuously addressed needs of clients at all job positions. Our current strength of 250-300
deputed staff in the Non-IT segment execute work only in the BFSI GIC’s (Captives).
Teamware Solutions is a partner-driven organization – members of the Executive Council,
the highest organizational body of the organization take responsibility for the governance
and management of each client account. It is Teamware Solutions’ mission ‘to be among the
top 3 partners of choice of our customers across service lines’.

2. WHY WE ARE UNIQUE – OUR DIFFERENTIATORS

2.1 Resources are our Employees
Our entire portfolio of consultants deployed at client sites are employees of Teamware
Solutions under company’s payroll. We do not use contractors for our resources.
(Therefore non-compliance of Section 12 of the RFP does not arise). Our employee
relationship does not end with an engagement. We continuously seek opportunities for
our employees to further their career and professional aspirations across our clients.

2.2 Industry Standard Compensation
We recruit top professional talent with comparable best industry compensation
packages. Besides annual increments, we offer medical insurance and professional
indemnity. To facilitate learning and development initiatives our employees are entitled

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to an allowance for furthering their professional certifications in accordance to
company defined policies.

2.3 Workforce Diversity
70% of our workforce engaged as core business activities as Customer Engagement,
Delivery Management, Talent Acquisition & Sourcing and support business functions as
Human Resources, Finance, Administration & IT are women.

2.4 Low Attrition
Teamware takes pride in our low attrition (5%) as bulk of our staff exits occur due to
client absorption of our staff in permanent roles.

2.5 Learning & Development
Our Learning & Development program is mandatory for all our core staff that covers
talent acquisition process, technology and behavioral skills. Our leadership team
constantly conduct specific project, technology and management training for our
deputed staff and resources.

2.6 Hire-Train-Deploy Resourcing
Teamware has deployed ‘Hire-Train-Deploy (HTD)’ models for onboarding both fresh
and lateral (experienced) personnel at some large global IT Service Multinationals. This
model is deployed in conjunction and active participation with the client.

2.7 Contract-To-Hire Models
Teamware offers flexible ‘Contract-To-Hire (CTH)’ models to facilitate client absorption
of our deputed resources after a mutually agreed period of engagement. This forms a
major motivational attribute for candidates to seek employment with Teamware
Solutions.

2.8 Engagement Models – Client & Candidates
Teamware’s organizational structure is client dependent to enhance customer
engagement. Besides talent acquisition teams, Teamware have specific Candidate On-
boarding teams that focuses on timely mobilization of candidates. Employee
Engagement Teams engage with deputed staff during their tenure at client site to
address their concerns, take care of their welfare and motivation besides obtaining
client feedback on work performance. Compliance Teams take care of time-sheeting,
payroll and legal/regulatory compliance.

At Teamware, our employees come first, our customers second. The very purpose and existence
of Teamware is for the welfare and well being of its employees. We believe that by ensuring this,
customer satisfaction and delight will naturally happen. Teamware prides itself in being honest,
fair and reliable in our dealings with external relationships. While pursuing our professional goals,
we shall do so by creating a work environment that brings out our best in enthusiasm, creativity,
comradeship and above all, fun.

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OR GANISATION SUMMARY

(AS REQUIRED UNDER SECTION 10 OF THE RFP DOCUMENT)

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ORGANIZATION SUMMARY

(As required under Section 10 of the RFP Document)

S.No Category Responses
1 Name of Company Teamware Solutions
(a business division of Quantum Leap
2 Parent Company Consulting Private Limited)
3 Quantum Leap Consulting
4 Location of Headquarters Private Limited
5 CEO Chennai, Tamilnadu, India
6 Financial Services Global Delivery Head Mr. Suresh Narayan
7 IT Development Tower Lead – Mr. Suroop Gopinathan
8 (Technology Specific) Not Applicable
9 BNPP ISPL Global Account Head (if you
10 have an existing relationship with us) Not Applicable
11 Engagement Manager (if you have an
existing relationship with us) Not Applicable
12 Current Company Annualized Attrition
Rate (%) 5% (excluding contract-to-hire
Current Main Point of Contacts within absorptions)
BNPP ISPL Not Applicable
Is your organisation currently delivering
services against any on-going contract to No
BNPP ISPL? If yes, please quote the MSA
reference

Is organisation a banking client of BNP No
Paribas India? If yes, who is your
corporate banking contact?

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OUR EXPERIENCE
WITH

BANKING & FINANCIAL SERVICES INDUSTRY

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OUR BFSI EXPERIENCE

40% of Teamware Solutions business emanates from clients in the Banking Financial
Services Industry. All of them come under the Global Investment Centers (GICs) or Captive
Industry rendering Information Technology and Business Support Services to their parent
organizations and group companies.

Our spread of staff augmentation services cover information technology supporting core
banking functions and business support functions with the skill sets deployed are explained
in the above diagram.
Teamware Solutions staff augmentation are provided in three distinct models:

• Project Based Staffing: Niche or Premium Skilled engineers deputed for a specific
time period that can range between 18-24 months.

• Hire-Train-Deploy: Largely fresher hires, where Teamware hires upfront and trains
employees for skills that meet client requirements until the candidate is considered
deployable by the client.

• Re-badging: Where an existing pool of resources working with another vendor is
taken over by Teamware Solutions seamlessly.

Specifically in the business support functions of the BFSI GIC, Teamware solutions renders
staff augmentation from Governance/Risk/Financial & Business Analysis at the high end, and
Credit Analysis/KYC Assessment in the lower end of job positions.

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OUR BFSI EXPERIENCE (contd.)

About 470 engineers currently work across BFSI core business functions in a wide range of
technologies as explained in the diagram below.

About 250 staff analysts currently work across BFSI business support functions as Risk
Management, Financial Management, Credit & KYC Assessment, MIS & Data Analysis and
include both professionally qualified (MBAs/Chartered Accountants) and experienced
banking professionals.

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REFERENCES

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REFERENCES

(As required under Section 17 of the RFP Document)

Ref No Name of Person Name of Company Contact Information Country
1
2

3

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SERVICE DELIVERY

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1. SCOPE OF SERVICES

Section 4.1 of the RFP document outlines the scope of services for Non-IT Staffing
Augmentation that include:

• Sourcing of suitable candidates (i.e. candidate screening, interview co-ordination and
selection assistance)

• Worker Payment
• Invoicing
• Reporting
• Rate card Allowance
• Compliance Management
• Issue Management
• Payment reconciliation
• Management of ‘temp to perm’ situations
• Process and Technology Training
• Provision of Market Information
Candidate screening must be undertaken for all candidates and must include, as a minimum
the following:
• Interview
• Verification of Compensation
• Written references, if requested
• Verification of relevant visas
• Verification of relevant professional/technical qualifications (actual certificates must

be seen by the Supplier/third party agency)
• Standardized skills testing (when applicable)
• BNPP BGV Policy as referred in Section 23
• BNPP shall inform the Supplier of any additional screening requirements required for

specific vacancies at the time of the order. If additional screening not ordinarily
performed is required, the Supplier will provide BNPP with information regarding cost
prior to the screening-taking place. If a Contractor is introduced to BNPP without
having completed the relevant screening listed above, the Supplier will explicitly
communicate to BNPP which aspects of the screening were omitted and provide
BNPP with the opportunity to accept or refuse such candidate, In the future, it is
envisioned that No Contractor shall be allowed to commence work for BNPP until
their staff vetting checks has been successfully completed.

2. CLIENT REQUIREMENTS FOR SERVICE DELIVERY

Service Delivery

Section 6 of the BNPP-ISPL highlights the requirements of BNPP ISPL in terms of service delivery
proposal from vendors, as under:

• Breadth and depth of strategy put forward by the Supplier regarding their intended
development and implementation model

• Capability to provide services defined, including business continuity situations, within the
scope of this RFP

• Maturity and adoption of processes and alignment to standards

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• Ability to demonstrate innovative solutions and best approaches to structuring and operating
the development and implementation.

Staffing
Besides in terms of staffing, the quality of people, staff recruitment criteria and staff retention.

2. TEAMWARE SOLUTIONS - SERVICE DELIVERY APPROACH &
IMPLEMENTATION

2.1 KEY STRATEGIC DRIVERS FOR SERVICE DELIVERY

Teamware Solutions believes that staff augmentation services for every client is driven
by strategic needs that occur at any point of time in the tenure of the contractual
arrangement.

• SPEED
Our ability to address unique staffing requirements of client meeting stringent
service-level agreements (SLA’s) with very short Turn-Around-Time (TAT)

• SCALE
Our ability to scale-up (build) and scale-down (optimize) for client driven
requirements or changing business scenarios of the client.

• QUALITY
Our ability to address CRITICAL – SUPER NICHE – SENIOR POSITIONS to
client expected levels and consistent in providing quality staff at all times.

Teamware Solutions service delivery structure and processes revolves in meeting these
key strategic drivers.

2.2 INDUSTRY TRENDS FACILITATING STAFFING SERVICES

Teamware through its constant connect with the supply market (candidates) endeavors
to leverage some of the key industry trends that will facilitate our service delivery.
These include:

• ACCEPTANCE OF CONTRACT EMPLOYMENT
The acceptance level of niche/premium skilled candidates to undertake a
contract employment for defined tenures is increasing. Teamware Solutions shall
leverage this ‘change’ in motivational levels of candidates, whilst sourcing talent
from target companies that our clients so desire.

• USE OF SOCIAL MEDIA FOR TALENT HUNT
Teamware Solutions has already embarked on sourcing channels as Linked-In
and other social media platforms for talent acquisition. A specific business
function within the talent acquisition teams for social media recruiting is in place
at Teamware Solutions.

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• MOBILE PLATFORMS FOR SOURCING
Mobile applications using Android and IOS are the way forward to connect with
the supply market of candidates that drastically decreases acquisition
turnaround times with improved communication. Teamware Solutions has built a
mobile application custom built for this purpose.
• REFERRAL BASED HIRING
Teamware Solutions is currently in a position to tap our past-deputed candidates
over a 15 year period for referral hiring with similar skills, experience and domain
expertise. Our internal database has been fine-tuned to achieve this end.
• GROWTH IN NEW AGE TECHNOLOGY SKILLS
Clients of Teamware are increasingly venturing into new age skills as data
science and analytics, Fin-tech, predictive analytics, stream analytics, data
virtualization that calls which proffers increasing opportunity for candidate’s
careers.

2.3 TEAMWARE SOLUTIONS – ACCOUNT MANAGEMENT STRUCTURE

Teamware Solutions has adapted a ‘Client Based’ structure across the organization to
ensure customer service and delight as presented below. The roles and responsibilities
of each level in the structure is also explained.

• Level 1 – Leadership Team:
TEAMWARE offers a PARTNER-DRIVEN CLIENT SERVICE MODEL for our major
clients. A member of our Executive Management Council – the highest stakeholder of
the organization shall take responsibility for the governance of the Account. The
Member will attend periodic client review meetings as proposed in Section 5.13 of the
RFP.

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• Level 2 – Customer Engagement Manager:
A dedicated Client Engagement Manager will be the key focal point for the customer and
shall work with client’s personnel as SPOCs, Vendor Management, HR and Delivery
Heads to ensure requirements are serviced on time and quality. Where the span of
customer contact is larger, Customer Engagement Executives shall support the Customer
Engagement Manager. The roles and responsibilities of the Client Engagement Manager
shall, inter alia, include:
• Single-point responsibility for Client Account Management and service delivery.
• Understand requirements of the client in terms of the position, roles &
responsibilities of the position, qualifications, skills and experience required
including specific traits or characterstics the client expects for ‘best candidate
fitment for the job’.
• Interact with BNPP focal point on a continuous basis for deployment fulfillment
and achievement of planned staffing pipeline.
• Compliance to agreed Service Level Agreements and agreed plans to overcome
shortfalls that arise.
• Compliance to agreed contract terms and conditions.
• Attendance in all client meetings, agree on course of action, monitor, follow up
and ensuring closure of all outstanding matters.
• Continuous and consistent communication with client SPOCs on the status of
service delivery.
• Maintaining high standards of ethics, integrity and governance in the manner of
dealing with the client personnel.

• Level 3 – DELIVERY MANAGER with TALENT ACQUISITION TEAM & SMEs:
A Client-dedicated Delivery Manager who shall have single point responsibility for
fulfillment of client requirements. The Delivery Manager will be supported by a Talent
Acquisition team and shall be responsible for talent acquisition, sourcing, candidate
interviews, profile submission, interview scheduling, document collection, background
verification co-ordination, compensation negotiation. The Delivery Manager shall have
the responsibility to strictly adhere to client hiring criteria. Subject Matter Experts (SME)
as applicable to the functional area shall perform the technical screening of the
candidates.

• Level 4 – ONBOARDING – EMPLOYEE ENGAGEMENT – COMPLIANCE TEAMS:
o Onboarding Team:
On selection of a candidate by the client, Teamware Solutions has a dedicated
ONBOARDING TEAM that is responsible for timely onboarding of the candidate at
client premises. The onboarding team shall be responsible for meeting documentation
requirements (in addition to those submitted at the time of selection), for
performing/coordinating background verification, and seamless logistics for candidate
mobilization and their induction at client site.

o Employee Engagement Team:
A dedicated Employee Engagement Team shall be responsible for the welfare of the
candidate during the tenure of the engagement. The Employee Engagement Team will
constantly interact with the deputed candidate to resolve issues arising, interact with

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client management for performance related feedback, besides identifying additional
learning and development requirements of the candidate. The purpose of the
Employee Engagement Team shall focus on ensuring that the candidate onboard at
the client is motivated at all times.
o Compliance Team:
A Client Dedicated Compliance Team shall be responsible for closure of time-sheets
at the agreed cut-off dates, resolving time-sheet issues, billing and compliance with
the client processes for invoicing and payments. The Compliance Team shall also be
responsible for compliance with all local, legal and regulatory laws, resolution of all
payroll related matters of the candidate, co-ordinate all audit matters of the client and
bring closure to outstanding issues, if any.
In addition Teamware Solutions Human Resources & Administration as well as
Finance functions render back end support for compliance and fulfillment of specific
client requirements.

2.4 TEAMWARE SOLUTIONS – DELIVERY PROCESSES

Teamware continuously strives to improve upon its established processes based on
learning, experience and best industry practices. Accordingly we highlight some of the
key steps taken in ‘Requirements-To-Onboarding’ process cycle below:

SOURCING STRATEGY
& PROCESS

How do we ensure a steady flow of
profiles to the client?

Head Hunt
A team of headhunters target resources required for client from specific target
companies that client may want to hire from.

Sub Vendors for Capacity
A panel of pre-selected vendors are used to source for additional capacity
requirements under our direct supervision and control.

Virtual Bench
Teamware provides information on resources available in the next 0-90 days
that may be suitable for the client environment.

(contd.)

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Mobile Application
Teamware’s in-house mobile application enables broadcasting of requirements
across TWSOL Employees (both present and past) for employee referrals. The
application also enables the recipient employee to broadcast the job information
across social media connects.

CV Quality Assurance Process

How do we meet stringent client
requirements & expectations?

Incorporating Client Feedback
Teamware’s client engagement team interacts with the delivery team at all times
providing insight into the unique client requirements for each profile. This is
further enhanced as feedback from client interviews are further incorporated
into the screening and quality assurance process.

BPM on Cloud
Teamware’s deploys a cloud based end-to-end process application from receipt
of client requirements to onboarding. The application is structured to embed
client based checklists that ensures first level quality check of the candidate
profile.

Technical Panel
A technical panel of subject matter experts performs the technical interviews of
all candidates prior to submission of the profiles to the client.

Independent Tests
Teamware enables candidate skill assessment through independent online
testing websites that are pre-approved by the client for specific requirements.

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Minimize Candidate Dropouts

How do we minimize candidate back-out
and no-shows?

Back-up Candidates
Subject to client approval, Teamware ensures sufficient back-up candidates are
offered employment fulfilling all the criteria for the job position.

Follow Up & Status Reporting
Teamware’s Delivery Team and Onboarding Team continuously follow up on the
status of the selected candidate and provide timely reports to the client to gain
visibility on mobilization dates.

Timely Candidate Onboarding

How do we ensure timely onboarding of
candidate at client location?

Background Verification
Teamware’s Onboarding Team focuses on ensuring the required Background
Verification in terms of education, past employment history, address, criminal
records with independent agencies that also offer fast-tracked process.
Employee Induction
Teamware’s Onboarding Team ensures timely induction for candidates with
client specific local work policies and processes, Teamware’s organization
policies for contract employment and behavioral training.

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Enable Employee Retention & Quality

How do we enable employee retention?

Continuous Employee Engagement
Teamware’s dedicated Employee Engagement Team supports deputed
employees well-being on site, resolve their issues, motivates through feel-good
initiatives, obtain client feedback on performance and facilitate learning and
development process.
Employee Learning & Development
Teamware has a well laid out L&D plan that enables resources to enhance their
professional and career objectives. Besides conducting training sessions on
project management, specific technology areas and behavioral skills, resources
are also provided a training allowance every year to the deputed resources.

2.5 BACKGROUND VERIFICATION (BGV)

Teamware deploys a BGV process that can be fine-tuned for each client with regard to
types and levels of verification necessary, as presented below.

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2.6 SERVICE LEVEL AGREEMENT (SLA’S)

Teamware’s current internal applications deployed provide on-line real time
information that facilitates monitoring of agreed SLA’s with every client. Reports and
MIS emanating from these applications provide current information that facilitates our
SLA monitoring and control for clients. These includes information and ratios on:

• Business Addressed (Requirements to Profiles Submitted)
• Success Ratios (Profiles submitted to Shortlisted; Shortlisted to Interviewed;

Interviewed to Selected; Selected to Offer Acceptance; Offer Acceptance to
Joinees; Onboard Status)
• Time Trackers for each of the Process Steps (Requirements to CV Submissions;
Selection to Offer Acceptance; Offer Acceptance to Onboarding)
• Cost Parameters of Each Resource (Complying with Rate Card; Exceptions to
Rate Card)
• Cost Comparison Data across similar skills and/or job positions.
Besides the above basic information, our applications can be fine-tuned to meet any
other client information requirements needed to monitor our service level agreements
or performance matrices.

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PARTNERSHIPS

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1 ABILITY TO ADDRESS GLOBAL BUSINESS

As presented earlier, Teamware Solutions currently operates in India, US and the
Middle East geographies. All Teamware offices are housed with sufficient roles in
Customer Engagement, Delivery and Employee Engagement. Serving clients across
their local time zones is achieved through our shift operations. Given our client based
organization structures, we believe we can service customers across different
geographies and time zones seamlessly.

2 ADAPTIVE ORGANIZATION

Teamware service delivery strategy, structure and processes fully aligns with customer
needs that ramp-up(build) in customer’s business growth phases and ramp-
down(optimize) can be done with minimal roadblocks.

• This is achieved by constant engagement of the Customer Engagement Manager
with the client who gains visibility on the future plans of client resource
requirements at all times.

• Our Delivery Management focuses on talent acquisition staff based on the
projected requirements. Our talent acquisition workforce is directly dependent
on client resource visibility that enables advance planning of our own
recruitment and onboarding.

• Teamware also seeks opportunities for deputed resources across our client base
at the time of their tenure expiry with a client.

3 EXTERNAL EXPERTS & PARTNERSHIPS

Teamware currently has arrangements with the following expertise:
! In-house Experts
A dedicated full time trainer is responsible for a L&D plan and program for our
talent acquisition and other core staff on technology training. Besides our
Leadership Team comes with thirty years of accounting, finance, technology,
project management and human resources experience in multinational global
organizations enabling us to mentor and train our resources.
! External Experts
Teamware has business partnerships with Training Organizations that facilitate
our Hire-Train-Deploy models, for advanced training in technologies as Big Data
and Hadoop and in various areas of Human Resources Management. Currently
Teamware has embarked on a program of training in new digital age
technologies.

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FINANCIAL SUMMARY

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FINANCIAL SUMMARY:

(Information required under Section 11 of the RFP)

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ATTACHMENTS

1. COMMERCIAL PROPOSAL –RATE CARD
2. DECLARATION OF CONFLICT OF INTEREST

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1. COMMERCIAL PROPOSAL – RATE CARD

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2. DECLARATION OF CONFLICT OF INTEREST

27 October 2018
To,
BNP Paribas India Solutions Pvt. Ltd. (“BNPPISPL”)
Unit No 601, 6th Floor,
Infinity Building Number 04,
Off Film City Road,
Malad East, Mumbai 400 097

Subject: DECLARATION OF CONFLICT OF INTEREST

1. With this letter we wish to declare (Kindly Tick One):

! Following conflict of interest
(NONE)

! None of the Directors/Affiliates/Employees/Stakeholders of TEAMWARE SOLUTIONS have
any conflict to Declare

2. Further TEAMWARE SOLUTIONS agrees that:
a) It shall not place itself in a position where its own interests could conflict with those of
BNPPISPL or any of its customers.
b) If such conflict arises, TEAMWARE SOLUTIONS should ensure fair treatment through disclosure,
internal rules of confidentiality, declining to act, or otherwise. Such conflict of interest must be
reported immediately to the Head of Vendor Management, BNPPISPL or other authorized
representative of BNPPISPL who will then decide on the next course of action;
c) Gifts and entertainment should not be accepted by the TEAMWARE SOLUTIONS / its staff
including subcontractors, agents which should avoid the appearance of impropriety or conflict of
interest;
d) TEAMWARE SOLUTIONS shall as and when required by BNPPISPL report to BNPPISPL that it is
in compliant with the declaration and there is no conflict of interest arisen from the time of
signing this letter;
e) TEAMWARE SOLUTIONS shall procure from its employees, any third party vendor, adviser,
consultant and agent (“Third Party”) appointed by it that such Third Party shall comply with the
above principles and any deviation shall be reported to TEAMWARE SOLUTIONS which shall
immediately notify that to Head of Vendor Management, BNPPISPL or other authorized
representative of BNPPISPL.

3. This Letter shall be governed by and construed in accordance with Indian laws.

I understand and agree that if it is concluded that the declaration is false then BNPPISPL has the right to take
such legal or other action as it deems appropriate.

For and on behalf of TEAMWARE SOLUTIONS
Signature;
Name: SURESH NARAYAN
Designation: Founder Director & CEO
Date: 27 October 2018

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Teamware Solutions Response to BNPP ISPL RFP