The Javerchand
Khimji Rangwala Group
Human Rights/Labour Management and Compliance
Standards Commitment Charter
Local Labour Laws and Regulations
The Javerchand Khimji Rangwala Group & its
Suppliers must fully comply with all applicable
Local Labor Laws and Regulations.
Discrimination
The Javerchand Khimji Rangwala Group respects
cultural differences, and we believe that employees
should not be discriminated in hiring, compensation,
benefits, advancement, discipline, termination or
other employment practices on the basis of age,
race, colour, nationality, gender, religion, marital
status, sexual preference, or political beliefs.
Harassment
The Javerchand Khimji Rangwala Group & its
Suppliers must treat all employees with dignity, and
we believe that no worker will be subject to
corporal punishment, verbal, sexual, physical or
psychological harassment or abuse.
The
discrimination and sexual harassment policy is more
particularly described in Annexure –A enclosed
herewith.
Child
Labor
The Javerchand Khimji Rangwala Group & its
Suppliers must not hire workers under the age of 18
or at an age where the local law allows such
exceptions.
Forced
Labor
The Javerchand Khimji Rangwala Group & its
Suppliers must not use forced labor, bonded/prison.
Wages
and Benefits
The Javerchand Khimji Rangwala Group & its
Suppliers must compensate employees fairly by
complying with the minimum wages and benefits
required by local law/industry standard.
Work
Hours
The Javerchand Khimji Rangwala Group & its
Suppliers must ensure that their employees shall not
be required to work more than 66 hours per week
(including overtime) and are entitled to at least
one day off in every seven-day period.
Freedom
of Association
The Javerchand Khimji Rangwala Group & its
Suppliers must ensure that their workers should be
free to join organizations of their own choice and
must not discriminate against workers as a result of
any such organization affiliation.
Environmental
Standards
The Javerchand Khimji Rangwala Group & its
Suppliers must comply with all applicable local
environmental laws and regulations for commitment to
preserving the environment.
Working
Conditions
The Javerchand Khimji Rangwala Group & its
Suppliers must comply with all applicable local laws
regarding work environment: safe, healthy and clean
workplace.
Sub-Contracting
The Javerchand Khimji Rangwala Group & its
Suppliers must not engage any sub-contractor to
perform any work without prior approval.
POLICY STATEMENT ON DISCRIMINATION AND SEXUAL
HARASSMENT
The Javerchand Khimji
Rangwala Group ( herein to referred as “the company”
for sake of brevity) having its head office at
Rangwala House, 288 Samuel Street, Mumbai – 400 003,
is committed to providing a working and learning
environment free from discrimination and sexual
harassment and to fostering a nurturing and vibrant
community founded upon the fundamental dignity and
worth of all of its employees. Consistent with this
commitment and with applicable local, state &
central laws, it is the policy of the company not to
tolerate discrimination and sexual harassment in any
form and to staff who feel that they are victims of
either with mechanisms for seeking redress.
This policy is applicable
to all units of the group. This policy shall be
prominently displayed at all units/workplaces of
the Group including its head office.
The management and the
employees of the company are expected to adhere to
the policy in this statement and to cooperate with
the procedure it describes for responding to
complaints of discrimination and sexual harassment.
They are also encouraged to report any conduct they
believe to be in violation of this policy.
Management and supervisory personnel in particular
are responsible for taking reasonable and necessary
action to prevent discrimination and sexual
harassment in the workplace and for responding
promptly and thoroughly to any such claims.
After a formal
investigation conducted according to the appropriate
company procedure, individuals found to have engaged
in discrimination or sexual harassment will be
subject to discipline. The sanctions imposed can
range up to and include termination of employment in
the case of officers and staff. Retaliation against
anyone who files a complaint or participates in an
investigation is prohibited and may be addressed as
a separate matter.
Definitions
For purposes of this
policy and not prejudical to the laws of the land,
discrimination and sexual harassment are defined as
follows:
Discrimination
Discrimination
may occur by:
-
treating members of a protected class less
favorably because of their membership in that
class. The protected groups are based upon race,
color, religion, sex, age, national or ethnic
origin, disability, sexual orientation, marital
status, or disabled veteran, the actual or
perceived status of an individual as a victim of
domestic violence; or
-
having
a policy or practice that has a
disproportionately adverse impact on protected
class members.
Sexual Harassment
Unwelcome sexual advances, requests for sexual
favours, and other verbal or physical conduct of a
sexual nature constitute sexual harassment when:
-
submission to such conduct is made either
explicitly or implicitly a term or condition of
an individual’s employment or during the course
of training period ; or
-
submission to or rejection of such conduct by an
individual is used as the basis for employment
or other decisions affecting that individual; or
-
such
conduct has the purpose or effect of
unreasonably interfering with an individual’s
work or performance or creating an intimidating,
hostile, demeaning, or offensive working, or
living environment.
Consensual, romantic
relationships between individuals who work together
are generally not considered sexual harassment and
are not prohibited by company policy and are not
covered under this policy.
Responsible Offices and Individuals
The company has assigned responsibility for
implementing its policies on discrimination and
sexual harassment to different offices and groups of
individuals. The following is a list of the
responsible offices and individuals.
For the purpose of this
policy, Management and supervisory personnel
exercise authority on behalf of the company. They
must ensure that their workplace is free of
discrimination and sexual harassment, and must take
each and every complaint seriously. Those
individuals include any officer having formal
supervisory responsibility over employees.
Individuals who believe
that they have been victims of discrimination or
sexual harassment may obtain informal advice and
confidential counseling from the concerned officer,
member of the Labour Commisoner’s office or the
Discrimination and Sexual Harassment Panel at the
Human Rights Office as per applicable local laws.
These officers are not authorized to conduct formal
investigations of complaints.
PROCEDURE FOR HANDLING
ISSUES OF DISCRIMINATION AND SEXUAL HARASSMENT
Any person who believes that he or she has been
discriminated against or sexually harassed may
initially choose to deal with the alleged accused
directly through a face-to-face discussion, a
personal telephone conversation, e-mail
correspondence, or letters. In some cases this may
effectively resolve the situation. However,
individuals should not feel pressured to address the
individual directly. Such an approach may be
ineffective in correcting the problem, or an
individual may be uncomfortable in handling the
situation alone.
Confidential
off-the-record counseling may only be obtained by
speaking to a member of the Panel on Discrimination
and Sexual Harassment( henceforth referred as the
member panel ). To initiate an investigation,
individuals must file a grievance with the nominated
supervisory personnel or, where the circumstances
warrant, with the management.
Preliminary Review
Individuals may contact to discuss issues relating
to discrimination or sexual harassment, with or
without filing a grievance. The concerned panel
member, or a designee, may conduct a preliminary
fact-finding review. At its conclusion, the member
will inform the complainant of the options available
to that person. These include seeking a mediated
solution to the problems the complainant has
encountered or conducting a full investigation.
Based upon the facts of the case, the member may
also advise the complainant that his or her case is
more suitable for adjudication by another entity
within the company. Regardless of the recourse
chosen, the member is not authorized to address
matters outside of the scope of the specific
allegation of discrimination or sexual harassment,
except that he/she will investigate claims of
retaliation arising out of those allegations.
To request any action
under the company’s Discrimination and Sexual
Harassment Complaint Procedure, an individual must
contact the member panel within 180 working days of
the date of the incident. The member panel may
extend that deadline, and any others specified in
this procedure, when he/she determines that
circumstances justify an extension. As the member
panel has the authority and responsibility to gather
information from all sources that he/she deems
necessary for a fair resolution of the complaint,
absolute confidentiality cannot be guaranteed.
However, all parties and witnesses involved in an
investigation will be urged to maintain
confidentiality.
Individuals may also ask
the member panel to take no further action. However,
the company reserves the right to proceed with an
investigation on its own.
A.
Mediation
Individuals who believe
they have been discriminated against or sexually
harassed may choose to resolve their complaints
through mediation by the member panel. Mediation is
an informal and confidential process where parties
can participate in a search for fair and workable
solutions. Mediation requires the consent of both
parties and suspends the complaint procedure for up
to thirty (30) working days, which can be extended,
at the discretion of the member panel, upon consent
of both parties.
By mutual agreement, the
two parties may elect to have their concerns
mediated by the Mediation Panel at the Labour
commisioner’s office or the concerned local human
rights panel with the approval of the company.
Complaints that are
addressed through mediation are not required to be
made in writing. The parties may agree upon a
variety of resolutions such as modification of work
assignment, training for a department, or an
apology. Parties may agree to a resolution that is
oral or embodied in a written agreement. The final
resolution is confidential; however, the parties may
elect to file a written agreement with the member
panel of the company if its enforcement is required.
The member or either party
may at any time, prior to the expiration of thirty
(30) working days, declare that attempts at
mediation have failed. Upon such notice, the member
panel may proceed to an investigation.
B.
Investigation
The procedure described
below is applicable only to those individuals who
have elected to pursue their remedies by
investigation through the office of the company
management or its designated officers.
Filing
a Complaint
Any individual who is
employed by the company may file a complaint with
the member panel to request an investigation of an
incident of alleged discrimination or sexual
harassment by an employee of company with respect to
an allegation arising out of the scope of their
employment. Complaints filed by individuals who are
not employees of the company will be accepted if the
accused is a employee. All complaints shall be
accepted if the incident has occurred within 180days
of the complaint.
The complaint must be
signed by the complainant and include the following
information:
-
the
identity and status of the complainant and
accused;
-
details concerning the incident(s) or conduct
that gave rise to the complaint, date(s) of the
incident(s), and location(s) of the incident(s);
-
the
identity and status of any witness(es) to the
incident(s) with telephone numbers, e-mail
addresses, and street addresses if known; and
-
the
action(s) requested to resolve the complaint.
Assignment of Investigator
Within fifteen (15) days
working days following the filing of the complaint,
or following failed attempts at mediation, the
member panel will designate himself/herself, a staff
person, or a committee to investigate and hear the
case (the “investigator”). The decision as to who
shall be designated as the investigator shall be
within the sole discretion of the member panel and
shall be based upon his/her assessment of the facts,
nature, and complexity of the case.
In the event of an alleged
conflict of interest with the assigned investigator,
either the complainant or the accused may make a
written request to the member panel within five (5)
working days of learning the identity of the
investigator to appoint an alternate. The panel
member’s decision on whether to grant such a request
is final. If an alternate investigator is appointed,
the timelines associated with this policy and
procedure will be suspended pending the appointment.
Withdrawal of Complaint
Individuals may seek to
withdraw requests for investigations or, where
appropriate, ask to have their case transferred to
another forum by writing to the member panel within
seven (7) working days of filing their complaints.
However, the company reserves the right to continue
with an investigation on its own initiative.
Notifying the Accused and Supervisor
The investigator will
provide a copy of the formal complaint to the
accused and, at the same time, notify the accused
individual’s supervisor about the complaint. The
supervisor may take temporary actions pending the
completion of the investigation (such as
reassignment or paid leave of absence for either the
complainant or accused) in consultation with the
member panel. The goal of such temporary actions
would be to alleviate conflict pending a final
resolution of the claims and all efforts would be
made to create an environment where both parties can
continue their work or education, if possible. The
investigator will not consider any such action as
evidence regarding the merits of the complaint.
Responding to the Complaint
The accused is not
required to participate in the investigation of the
complaint. Non-participation will not be taken as an
indication of guilt, but it will also not prevent
the investigation from proceeding. The investigator
will continue to evaluate the complaint and reach a
decision on the basis of the available information.
An accused who decides to
participate in the investigation should send the
investigator a written response to the complaint
within seven (7) working days of receiving a copy of
the complaint. A copy of the response shall be
provided to the complainant.
The
Investigative Process
Within ten (10) working
days after being designated, the investigator will
begin to interview the complainant, the accused, and
any other persons with relevant information about
the alleged incident. The investigator may also
review personnel records and other documents deemed
relevant to the complaint. The complainant and the
accused may suggest witnesses the investigator
should interview and written information the
investigator should consider. However, the
investigator has complete discretion as to the
witnesses and the documents reviewed. During the
investigation process no party is permitted to be
represented by legal counsel.
Hearing
At the sole discretion of
the member panel, at any time a committee of three
individuals may be convened to conduct a hearing on
the merits of a complaint. When selecting members of
the committee, the member panel will take into
consideration the particulars of the complainant and
the nature of the claims. A hearing may take place
over one or more sessions and at more than one place
as needed. During a hearing, both parties have the
right to be present during the testimony of the
opposing party or other witnesses but not the right
to cross-examine them. However, either party may
suggest questions to the committee and request that
the questions be asked of the committee or
witnesses, and will be provided with explanations if
the questions are not posed. Both parties also have
the right to review any documents or other evidence
considered by the committee and to rebut any
evidence presented as part of his or her defense.
The member panel may assist the committee in the
hearing process, but will not take part in the
deliberations.
Investigative or Hearing Findings and Disciplinary
Recommendations
The investigator is
expected to complete the investigation and submit a
decision to the member panel within forty-five (45)
working days from the filing of the complaint. The
member panel may authorize an extension of that
deadline. The investigator’s determination will be
made on the basis of the preponderance of the
evidence, taken in its totality, and considering any
attendant circumstances.
If the investigator finds
that the accused has violated the company’s
Discrimination and Sexual Harassment Policy, the
decision will be accompanied by a recommendation of
the discipline that should be imposed. In making
such a recommendation, the investigator shall
consider properly established records of previous
conduct and the seriousness of the violation, the
totality of the information available, including the
investigative records, and any extenuating or
aggravating circumstances the investigator deems
relevant.
If the investigator finds
that there has been discrimination, harassment, or
retaliation, the member panel shall forward the
determination and disciplinary recommendations to
the complainant, the accused, and the supervisor of
the accused.
Appeal
of Determination and Disciplinary Recommendations
The accused or the
complainant may file an appeal of the investigator’s
determination and/or disciplinary recommendations.
The appeal must be in writing, should identify the
specific portions of the determination appealed, and
must be delivered to the member panel within fifteen
(15) working days of receiving notice by mail of the
investigator’s determination and/or disciplinary
recommendations. Issues not appealed in this time
frame shall be deemed to be conceded. The member
panel will forward the appeal to the designated
Appeal Officer for a final decision.
The Appeal Officer may
conduct such proceedings as he or she deems
appropriate, but will not normally hear the
testimony of witnesses. The role of the Appeal
Officer is to determine if the investigation and/or
hearing was conducted in a fair manner, if the
determination is consistent with the evidence, and
if the disciplinary recommendations are commensurate
with the charges.
The Appeal Officer will
render a written decision within thirty (30) working
days following receipt of the appeal, or as soon
thereafter as practicable, and he or she will
forward a recommendation to the member panel for
approval. Once approved, the decision will be sent
to the Office of the management committee which will
provide notice to the parties of the final
disposition of the complaint. Such notification
shall be in writing and provided to the parties
within fifteen (15) working days following receipt
of the Appeal Officer’s decision.
Once approved by the
member panel, the decision of the Appeal Officer is
not subject to further review other than the
reserved right of the management of the company to
review any decision affecting matters of overall
company policy.
Disciplinary Action
Within thirty (30)
working days of receiving the investigator’s report
(or as soon thereafter as is practicable), the
supervisor and the member panel shall meet to
discuss the recommendations and disciplinary and/or
corrective action. Following the deadline for filing
an appeal or the determination on an appeal, the
disciplinary recommendations will be imposed
according to the appropriate company disciplinary
procedure. Discipline may range from periodic
monitoring of the accused by his/her supervisor to
termination, where warranted, and may include
required attendance at counseling or training.
Independent Investigation
The company, at the discretion of the management
members, may conduct an investigation independent of
or in addition to the procedure provided herein at
any time. The investigation may involve complaints
or allegations concerning discrimination or sexual
harassment against the any of its employees.
|