Document:

STATEMENT OF PARTICULARS OF EMPLOYMENT
               Under the Employment Act As per Govt. Pakistan Law

1.    INTRODUCTION

      This statement sets out particulars of your employment with Pearl
      Consulting as on December 6, 2005 which we are required to be given to you
      Under the Employment Act As per Govt. of Pakistan Law. Your employment
      commences on December 5, 2005 and no employment with a previous employer
      counts as part of a period of continuous employment or forms part of a
      continuous period of employment.

2.    TERMS OF EMPLOYMENT

      2.1   JOB TITLE

      The title of the job, which you are employed to, is Commercial Officer.

      2.2   REMUNERATION

            o     Your remuneration is Rs. 10,000 payable monthly in arrears.

      2.3   PLACE OF WORK

            Your normal place of work will be The Evacuee Trust Complex, Suite
            7, Ground Floor Agha Khan Road, F-5/1, Islamabad.

      2.4   HOURS OF WORK

            Your normal hours of work are from 9:00 am 5:00 pm Monday to
            Saturday.

      2.5   HOLIDAYS

            2.5.1 You are entitled, in addition to the normal public holidays,
                  to take 20 working days as holiday in each holiday year, which
                  runs from 1st January to 31st December, and you will be paid
                  your normal basic remuneration during such holidays.

            2.5.2 If your employment commenced or terminates part way through
                  the holiday year, your entitlement to holidays during that
                  year will be assessed on a pro rata basis. Deductions from the
                  final salary due to you on termination of employment will be
                  made in respect of any holidays taken in excess of
                  entitlement.

            2.5.3 Holidays must be taken at times convenient to Pearl Consulting
                  and sufficient notice of intention to take holidays must be
                  given to the Management.

      2.6   SICKNESS ABSENCE

            2.6.1 If you are absent from work on account of sickness or injury
                  you, or someone on your behalf, should inform Pearl Consulting
                  of the reason for your absence as soon as possible but no
                  later than the end of the working day on which absence first
                  occurs.

                                  Page 1 of 5
<PAGE>

      2.7   PROBATIONARY PERIOD

            The first six months of your employment with Pearl Consulting will
            be treated as a probationary period. Your employment may be
            terminated by you or by Pearl Consulting on one week's notice in
            writing at any time during or at the end of this period.

      2.8   NOTICE OF TERMINATION OF EMPLOYMENT

            2.8.1 The length of notice which you are obliged to give Pearl
                  Consulting to terminate your employment is 4 weeks until you
                  have been employed for 2 years. Thereafter, the notice period
                  increases by one week for each year of continuous employment
                  until you have completed 10 years of continuous employment,
                  after which time you will be obliged to give Pearl
                  Consulting12 weeks' notice.

            2.8.2 The length of notice which you are entitled to receive from
                  Pearl Consulting to terminate your employment is 4 weeks until
                  you have been continuously employed for 2 years. Thereafter,
                  the notice entitlement increases by one week for each year of
                  continuous employment until you have completed 10 years of
                  continuous employment, after which time you will be entitled
                  to 12 weeks' notice.

      2.9   CONFIDENTIALITY AND OTHER EMPLOYMENT

            2.9.1 You may not, during or after the termination of your
                  employment with Pearl Consulting, disclose to anyone any
                  information of a confidential nature relating to Pearl
                  Consulting or its clients.

            2.9.2 You may not, without the prior written consent of Pearl
                  Consulting, engage in any form of business or employment other
                  than your employment with Pearl Consulting whether inside or
                  outside your normal working hours.

            2.9.3 You are not allowed to take any type of source code outside
                  the office premises.

            2.9.4 Your Incoming/out Going emails & activities on computer/LAN
                  /Wan will be audited and monitored by the management. No
                  emails with attachment are allowed to be sent out without
                  prior authorisation from the management.

            2.9.5 Breach of any above mention clause will be considered as
                  criminal offence which will lead to legal proceed.

3.    GRIEVANCES AND DISCIPLINE

      3.1   GRIEVANCE PROCEDURE

            If you have a grievance regarding your employment you should speak
            to the Management.

      3.2   DISCIPLINARY PROCEDURE

            The company's disciplinary procedure is described in Appendix A
            attached and applies to any misconduct or failure to meet standards
            of performance or attendance.

                                  Page 2 of 5
<PAGE>

4.    Customers

      You might be required to sign a confidentiality letter for a few
      customers, company is dealing with.

      Please acknowledge receipt of this statement by signing the copy annexed
      hereto and returning it to the Human Recourses.

                                                             /s/ Syed Husain Ali
                                                             -------------------
                                                                 Syed Husain Ali
                                                       (Manager Human Resources)

I, Mirza Yasser Ahmad acknowledge that I have received a statement of the
particulars of my employment as required by the Employment Act of Govt. Pakistan
Law.

      Signed: /s/ Mirza Yasser Ahmad
              ----------------------

      Dated:

                                  Page 3 of 5
<PAGE>

                                  APPENDIX - A

Disciplinary Procedures

1.    The Company requires good standards of discipline from its employees,
      together with satisfactory standards of work. These disciplinary
      procedures apply to any misconduct or failure to meet standards of
      performance or attendance. The procedure is referred to in your Contract
      of Employment but is not contractual.

2.    The purpose of the procedure is to be corrective rather than punitive and
      it should be recognised that the existence of procedures such as these is
      to help and encourage you to achieve and maintain standards of conduct,
      attendance and job performance and to ensure consistent and fair treatment
      for all employees.

3.    If your standard of work or conduct falls and, after warnings, remains
      below the level which is acceptable, you may be dismissed.

4.    Summary dismissal without notice will take place if an act of gross
      misconduct is committed. Gross misconduct is any deliberate act by an
      employee that is detrimental to the good conduct of the Company's
      business. Examples of misconduct and gross misconduct are listed below.

5.    The following is a non-exhaustive list of examples of offences which
      amount to misconduct falling short of gross misconduct:

      5.1.  Unauthorised absence from work

      5.2.  Lateness

      5.3.  sleeping during working hours

      5.4.  unacceptable performance

      5.5.  time wasting

      5.6.  contravention of minor safety regulations

      5.7.  disruptive behaviour

      5.8.  unauthorised use of the telephone

      5.9.  minor damage to the Company's property

      5.10. minor breach of the Company's rules

6.    The following is a non-exhaustive list of examples of offences which
      amount to gross misconduct:

      6.1.  dishonesty

      6.2.  falsification of Company records or reports

      6.3.  failure to comply with relevant statutory or regulatory requirements

      6.4.  serious insubordination

      6.5.  violent, abusive or intimidating conduct

      6.6.  reckless or misuse of or deliberate damage to the Company's property

      6.7.  sexual, racial or other harassment

      6.8.  unauthorised use or disclosure of confidential information

      6.9.  attending work under the influence of alcohol or non-medicalIy
            prescribed drugs

      6.10. rudeness to clients

      6.11. any action likely to bring the Company into disrepute

      6.12. unauthorised acceptance of a gift

      6.13. breach of Health and Safety rules which endanger the health and
            safety of others

                                  Page 4 of 5
<PAGE>

      6.14. refusing to allow a search to be carried out in accordance with
            Company rules

      6.15. failure to disclose correct information on your application form

      6.16. conviction for any serious criminal offence while an employee of the
            Company

7.    No disciplinary action will be taken until the case has been fully
      investigated. You may be suspended while your case is being investigated.

8.    At all stages, you will be advised of the nature of the complaint and will
      be given the opportunity to state your case before a decision is made and
      you may, if you wish, be accompanied by a working colleague who may not
      make representations on your behalf.

9.    Except for acts of gross misconduct, the following procedure will normally
      be adopted:

      9.1.  For minor breaches of discipline, or failure to achieve satisfactory
            standards, a formal verbal warning will be given, normally by your
            Manager. This will be removed from your personnel file after 6
            months in the absence of further offences.

      9.2.  For more serious offences, or in the event of further minor
            transgressions, a warning will be given in writing. This warning
            will normally be given by your Manager. This will be removed from
            your personnel file after 2 years in the absence of further
            offences.

      9.3.  In the event of further repetition of the misconduct or a failure to
            comply with a requested improvement, or in the case of misconduct or
            failure to comply with standards which do not amount to gross
            misconduct but which warrant a first and final warning, a final
            written warning will be issued by your Manager or by another Manager
            of the Company. This warning will specify that the consequences of a
            failure to comply will normally be dismissal. This will be removed
            from your personnel file after 2 years in the absence of further
            offences.

10.   In cases of gross misconduct, you will normally be dismissed without
      notice or pay in lieu of notice or of accrued holiday pay. In exceptional
      circumstances, or if there are any genuine mitigating circumstances,
      alternative disciplinary action may be taken.

11.   Suspension will be on full pay. You will be informed in writing of this at
      the time and such suspension will not normally be for more than five
      working days.

12.   If you are dissatisfied with any disciplinary decision affecting you, you
      may appeal to the Managing Director within five working days of the
      disciplinary decision.

13.   If the disciplinary action which is the subject of the appeal is your
      dismissal the decision to dismiss will stand unless it is reversed on
      appeal.

14.   Any appeal must be put in writing, stating the grounds for the appeal. The
      appeal will be heard by the directors of the Company who have not been
      involved in the initial proceedings. The appeal will review but cannot
      increase a disciplinary penalty.

15.   The decision of an appeal hearing is final. There is no further right of
      internal appeal.

                                  Page 5 of 5STATEMENT OF PARTICULARS OF EMPLOYMENT
               Under the Employment Act As per Govt. Pakistan Law

1.    INTRODUCTION

      This statement sets out particulars of your employment with Pearl
      Consulting as on October 03, 2006 which we are required to be given to you
      Under the Employment Act As per Govt. of Pakistan Law. Your employment
      commences on September 02, 2006 and no employment with a previous employer
      counts as part of a period of continuous employment or forms part of a
      continuous period of employment.

2.    TERMS OF EMPLOYMENT

      2.1   JOB TITLE

      The title of the job, which you are employed to, is Project Director.

      2.2   REMUNERATION

            o     Your remuneration is Rs. 150,000 payable monthly in arrears.

      2.3   PLACE OF WORK

            Your normal place of work will be The Evacuee Trust Complex, Suite
            7, Ground Floor Agha Khan Road, F-5/1, Islamabad.

      2.4   HOURS OF WORK

            Your normal hours of work are from 9:00 am 5:00 pm Monday to
            Saturday.

      2.5   HOLIDAYS

            2.5.1 You are entitled, in addition to the normal public holidays,
                  to take 20 working days as holiday in each holiday year, which
                  runs from 1st January to 31st December, and you will be paid
                  your normal basic remuneration during such holidays.

            2.5.2 If your employment commenced or terminates part way through
                  the holiday year, your entitlement to holidays during that
                  year will be assessed on a pro rata basis. Deductions from the
                  final salary due to you on termination of employment will be
                  made in respect of any holidays taken in excess of
                  entitlement.

            2.5.3 Holidays must be taken at times convenient to Pearl Consulting
                  and sufficient notice of intention to take holidays must be
                  given to the Management.

      2.6   SICKNESS ABSENCE

            2.6.1 If you are absent from work on account of sickness or injury
                  you, or someone on your behalf, should inform Pearl Consulting
                  of the reason for your absence as soon as possible but no
                  later than the end of the working day on which absence first
                  occurs.

                                  Page 1 of 5
<PAGE>

      2.7   PROBATIONARY PERIOD

            The first six months of your employment with Pearl Consulting will
            be treated as a probationary period. Your employment may be
            terminated by you or by Pearl Consulting on one week's notice in
            writing at any time during or at the end of this period.

      2.8   NOTICE OF TERMINATION OF EMPLOYMENT

            2.8.1 The length of notice which you are obliged to give Pearl
                  Consulting to terminate your employment is 4 weeks until you
                  have been employed for 2 years. Thereafter, the notice period
                  increases by one week for each year of continuous employment
                  until you have completed 10 years of continuous employment,
                  after which time you will be obliged to give Pearl
                  Consulting12 weeks' notice.

            2.8.2 The length of notice which you are entitled to receive from
                  Pearl Consulting to terminate your employment is 4 weeks until
                  you have been continuously employed for 2 years. Thereafter,
                  the notice entitlement increases by one week for each year of
                  continuous employment until you have completed 10 years of
                  continuous employment, after which time you will be entitled
                  to 12 weeks' notice.

      2.9   CONFIDENTIALITY AND OTHER EMPLOYMENT

            2.9.1 You may not, during or after the termination of your
                  employment with Pearl Consulting, disclose to anyone any
                  information of a confidential nature relating to Pearl
                  Consulting or its clients.

            2.9.2 You may not, without the prior written consent of Pearl
                  Consulting, engage in any form of business or employment other
                  than your employment with Pearl Consulting whether inside or
                  outside your normal working hours.

            2.9.3 You are not allowed to take any type of source code outside
                  the office premises.

            2.9.4 Your Incoming/out Going emails & activities on computer/LAN
                  /Wan will be audited and monitored by the management. No
                  emails with attachment are allowed to be sent out without
                  prior authorisation from the management.

            2.9.5 Breach of any above mention clause will be considered as
                  criminal offence which will lead to legal proceed.

3.    GRIEVANCES AND DISCIPLINE

      3.1   GRIEVANCE PROCEDURE

            If you have a grievance regarding your employment you should speak
            to the Management.

      3.2   DISCIPLINARY PROCEDURE

            The company's disciplinary procedure is described in Appendix A
            attached and applies to any misconduct or failure to meet standards
            of performance or attendance.

                                  Page 2 of 5
<PAGE>

4.    Customers

      You might be required to sign a confidentiality letter for a few
      customers, company is dealing with.

      Please acknowledge receipt of this statement by signing the copy annexed
      hereto and returning it to the Human Recourses.

                                                          /s/ Mirza Yasser Ahmad
                                                          ----------------------
                                                              Mirza Yasser Ahmad
                                                       (Manager Human Resources)

I, Faisal Mir acknowledge that I have received a statement of the particulars of
my employment as required by the Employment Act of Govt. Pakistan Law.

      Signed: /s/ Faisal Mir
              --------------

      Dated:

                                  Page 3 of 5
<PAGE>

                                  APPENDIX - A

Disciplinary Procedures

1.    The Company requires good standards of discipline from its employees,
      together with satisfactory standards of work. These disciplinary
      procedures apply to any misconduct or failure to meet standards of
      performance or attendance. The procedure is referred to in your Contract
      of Employment but is not contractual.

2.    The purpose of the procedure is to be corrective rather than punitive and
      it should be recognised that the existence of procedures such as these is
      to help and encourage you to achieve and maintain standards of conduct,
      attendance and job performance and to ensure consistent and fair treatment
      for all employees.

3.    If your standard of work or conduct falls and, after warnings, remains
      below the level which is acceptable, you may be dismissed.

4.    Summary dismissal without notice will take place if an act of gross
      misconduct is committed. Gross misconduct is any deliberate act by an
      employee that is detrimental to the good conduct of the Company's
      business. Examples of misconduct and gross misconduct are listed below.

5.    The following is a non-exhaustive list of examples of offences which
      amount to misconduct falling short of gross misconduct:

      5.1.  Unauthorised absence from work

      5.2.  Lateness

      5.3.  sleeping during working hours

      5.4.  unacceptable performance

      5.5.  time wasting

      5.6.  contravention of minor safety regulations

      5.7.  disruptive behaviour

      5.8.  unauthorised use of the telephone

      5.9.  minor damage to the Company's property

      5.10. minor breach of the Company's rules

6.    The following is a non-exhaustive list of examples of offences which
      amount to gross misconduct:

      6.1.  dishonesty

      6.2.  falsification of Company records or reports

      6.3.  failure to comply with relevant statutory or regulatory requirements

      6.4.  serious insubordination

      6.5.  violent, abusive or intimidating conduct

      6.6.  reckless or misuse of or deliberate damage to the Company's property

      6.7.  sexual, racial or other harassment

      6.8.  unauthorised use or disclosure of confidential information

      6.9.  attending work under the influence of alcohol or non-medicalIy
            prescribed drugs

      6.10. rudeness to clients

      6.11. any action likely to bring the Company into disrepute

      6.12. unauthorised acceptance of a gift

      6.13. breach of Health and Safety rules which endanger the health and
            safety of others

                                  Page 4 of 5
<PAGE>

      6.14. refusing to allow a search to be carried out in accordance with
            Company rules

      6.15. failure to disclose correct information on your application form

      6.16. conviction for any serious criminal offence while an employee of the
            Company

7.    No disciplinary action will be taken until the case has been fully
      investigated. You may be suspended while your case is being investigated.

8.    At all stages, you will be advised of the nature of the complaint and will
      be given the opportunity to state your case before a decision is made and
      you may, if you wish, be accompanied by a working colleague who may not
      make representations on your behalf.

9.    Except for acts of gross misconduct, the following procedure will normally
      be adopted:

      9.1.  For minor breaches of discipline, or failure to achieve satisfactory
            standards, a formal verbal warning will be given, normally by your
            Manager. This will be removed from your personnel file after 6
            months in the absence of further offences.

      9.2.  For more serious offences, or in the event of further minor
            transgressions, a warning will be given in writing. This warning
            will normally be given by your Manager. This will be removed from
            your personnel file after 2 years in the absence of further
            offences.

      9.3.  In the event of further repetition of the misconduct or a failure to
            comply with a requested improvement, or in the case of misconduct or
            failure to comply with standards which do not amount to gross
            misconduct but which warrant a first and final warning, a final
            written warning will be issued by your Manager or by another Manager
            of the Company. This warning will specify that the consequences of a
            failure to comply will normally be dismissal. This will be removed
            from your personnel file after 2 years in the absence of further
            offences.

10.   In cases of gross misconduct, you will normally be dismissed without
      notice or pay in lieu of notice or of accrued holiday pay. In exceptional
      circumstances, or if there are any genuine mitigating circumstances,
      alternative disciplinary action may be taken.

11.   Suspension will be on full pay. You will be informed in writing of this at
      the time and such suspension will not normally be for more than five
      working days.

12.   If you are dissatisfied with any disciplinary decision affecting you, you
      may appeal to the Managing Director within five working days of the
      disciplinary decision.

13.   If the disciplinary action which is the subject of the appeal is your
      dismissal the decision to dismiss will stand unless it is reversed on
      appeal.

14.   Any appeal must be put in writing, stating the grounds for the appeal. The
      appeal will be heard by the directors of the Company who have not been
      involved in the initial proceedings. The appeal will review but cannot
      increase a disciplinary penalty.

15.   The decision of an appeal hearing is final. There is no further right of
      internal appeal.

                                  Page 5 of 5

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