POLICY
♦ (YOUR COMPANY NAME). is an equal opportunity employer and believes in equal opportunity for all based on merit and ability to carry
out the given responsibilities. It
believes in equal pay for similar
jobs and provision of equal opportunity to all employees to enable them to grow
with the Company.
♦ (YOUR
COMPANY NAME). does
not discriminate against anyone when hiring, promoting, pay, selecting people for training,
at the time of termination of employment or retirement on the basis of religion, race, national origin,
disability, gender, any association or political affiliation.
♦ (YOUR COMPANY NAME). does not carry out any mandatory pregnancy test at the time of hiring
of any lady worker.
PROCEDURE
Equal
Opportunity Employer
• Equal employment opportunity applies to all aspects of employment practices
including, recruiting, hiring, placement, promotion, demotion,
transfer, training, compensation, benefits and termination. Company ensures
that all the employees whether
employed directly or indirectly are employed merely on the basis of merit and no discrimination is made on
the basis of race, religion and gender.
• Company
ensures that to the extent possible
any vacant position is advertised either through newspaper or any other
appropriate means.
• In
cases
where
any
female
seeks
employment,
Company
ensures
that
she
is
not
discouraged
for
employment due to fear of maternity leave or any other reason.
• It
is also ensured that female employees are not made to go through pregnancy
testing.
• In cases where the potential
candidate is disable but his/ her disability can not affect the nature of job for which he/she is seeking employment,
the company does not discourages these employees and provide them equal
opportunity to seek employment on merit.
• Company ensures
that in cases,
where for the same type of job, male and female employees both are
employed, they are hired on equal salary structure and company benefits and no
discrimination is done.
Reporting on Discriminatory Behavior
• In
cases
where
an
employee
feels
that he/she is treated
with
discriminatory
behavior,
he/she
is
encouraged to report such events to the Company.
• Employee
can raise the issue either through CR
or through suggestion boxes.
• Company
investigates the event or the
employee complaint.
• Where
it
is
found
that
a
severe
incident of discrimination
has
taken
place, Company records his
observations and forward to Managing Director who decides due action.
• Based on the objective
evidences available and from the feedback of other workers as well as on the past discriminatory behavior, Factory Manager may decide the following.
• Terminate
the worker
• Demote
him / her
• Retain
him / her with last warning
• Results
of investigation and actions decided
will be filed in the personal file
of particular employee.
• Suggestion box is placed in the facility, if any employee wants to report any incident he / she can use the
facility without mentioning his / her
identity, the matter will be investigated and resolved by the Company,
after discussing the complaint with Factory Manager
• A grievance is a complaint,
dispute or employee’s
expressed feeling of dissatisfaction with aspects of the
employee’s working conditions and working relationships that are outside
the employee’s control.
The term grievance covers such matters as working conditions and environment; relationships with in- charges, supervisors, other employees
and/or officials; any disciplinary action; or
termination. Matters excluded from consideration under these procedures are compensation for injury appeals; appeals
from decisions that have been made pursuant to the grievance procedure; and dissatisfaction with reductions in the work force.
• The purpose of the employee
grievance procedure
is to provide a means for employees
to resolve their work place concerns with
management. This procedure represents intent to offer a dispute resolution mechanism to the employees
of (YOUR COMPANY NAME). Any
regular employee of (YOUR
COMPANY NAME). may file a grievance under this section. Temporary
employees or employees
still in their training period do not have the right to appeal a grievance to the executives; otherwise
their grievances follow the same procedure
as regular employees. Failure by (YOUR COMPANY NAME). to exactly follow this procedure
will not subject
(YOUR COMPANY NAME). to a breach of contract claim.
STEP 1: Any employee who is eligible may present
a grievance to the employee’s immediate In-charge
/ supervisor and a copy to Employee Representative for discussion. The In-charge/supervisor will have 10 regular working days in which to respond to the relief requested.
STEP 2: Should the In-charge/supervisor fail to respond within the 10-day time limit or if the employee finds the response unsatisfactory, the employee may present
a written appeal
to the Manager Admin,
clearly specifying the grievance and the relief requested. The Head of Admin should respond in writing within 10 days of receipt.
RESPONSIBLE PERSON
• Factory
Manager & CR are responsible for:
o Proper communication of company’s policy on discrimination.
o Organizing meetings and training
programs to ensure that the policy is properly
communicated and understood, the minutes
of the meeting are then recorded and circulated to all the participants as per distribution
record list.
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