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Over the years we have worked together to build and create opportunities, which have evolved in to the Amara Raja Group of Companies. We are all proud of what we have achieved. In the process of building and nurturing this organization, we have laid down guidelines, rules and regulations that have enabled us to run our organization and our business in a fair, just and ethical manner. Some of these rules and guidelines, which I am referring to, are not always set down in writing, but have been established or perpetuated through practice and example.
It is very likely that you have come across situations wherein you were not able to take a decision or react to a particular subject or event. This may be due to the absence of specifically laid down rules and guidelines that govern our day-to-day thoughts and actions. While we have not faced any serious setbacks in the absence of such guidelines, the time has come where I felt it appropriate that these should be enshrined in a formal document, which will be referred to as the Amara Raja Code of Ethics.
All of us at Amara Raja are part of a national and international corporate environment. Other than this, we are also governed and influenced by the proud heritage and culture of our country, our social value systems and our education and upbringing. We have always believed that we should develop our organization in a manner that best suits our value systems, business culture and practices.
In order to provide each one of us with clear-cut and well-defined guidelines I have authorized the Amara Raja Code of Ethics, which will cover a variety of subjects.
Each one of you is expected to read and understand the Amara Raja Code of Ethics and ensure that they are reflected in our actions and transactions within the organization as well as with our business associates across the globe. The Amara Raja Code of Ethics reflects in the true sense, the spirit and conscience of our organization and it is therefore imperative that the Code of Ethics continues to govern and influence all our actions and decisions.
Every member of the Amara Raja family is duty bound personally and professionally to abide by the Amara Raja Code of Ethics and to stand committed to it every moment of our lives.
We are Amara Raja employees round the clock at work and at home.
If at any point of time, you are confronted with a situation or an issue that runs against the spirit and letter of our Code of Ethics you should not hesitate in the slightest to bring it to the notice of a competent executive of the Company, a member of the Code of Ethics Committee or to me directly.
I look forward to your unwavering support and commitment in upholding and practicing the values and principles laid down in our Code of Ethics.
- Dr. Ramachandra N Galla
The Amara Raja Code of Ethics will be governed and administered by a committee appointed by the Chairman. The President (Group HR & New Business Development) will chair the committee consisting of two other members nominated by the Chairman.
This committee will be the custodian of the Amara Raja Code of Ethics.
Every employee in the Amara Raja Group of Companies, associates, customers and business partners of the company are free to bring to the notice of the Code of Ethics committee any act or action which in their opinion constitutes a breach of the Code of Ethics. They may do so by either writing a letter, a message on the e-mail addresses of the committee members or meet / telephone any one of them in person with the details and evidence in support of their complaint or apprehension.
The committee will evaluate and act on any complaint brought to their notice if in their opinion they are convinced that the matter has to be investigated. They will protect and keep confidential the identity of the complainants or aggrieved persons. Similarly, complainants must carefully evaluate the ramifications and the impact their complaint may have and should do so after they have adequate proof or firm reason to believe that a breach of the Code of Ethics has taken place.
The committee will regularly meet once every quarter and as and when required to evaluate and investigate matters reported to the committee. The frequency of meetings will depend on the gravity of the matters reported. In the event a complaint is not found sustainable or baseless, the committee will notify and advise the complainants accordingly. In the event a complainant is required to testify or place evidence before the Code of Ethics Committee, the same shall be acted upon by the committee.
The Chairman of the committee will report the outcome and findings of all investigations directly and only to the Chairman. The committee constituted under the Code of Ethics may recommend suitable action and such action will be executed in keeping with the general policies and rules of the Company and appropriate laws that may govern such action or actions.
The Code of Ethics Committee is empowered to:
The committee will be re-constituted as and when there are changes to the existing committee and the members will be nominated by the Chairman.
This is a document that is dynamic and will therefore undergo changes, amendments and additions depending on the circumstances and the need of the hour. Different subjects, examples and illustrations will be added on from time to time. This is not an exhaustively illustrated document.
Chairman of the committee | |
---|---|
Mr. Jaikrishna BPresident (Group HR & New Business Development) |
TERMINAL A Office Telephone: 91-40-2313 9360 Email: jkb@amararaja.co.in |
Members of the committee | |
Mr. Vijayanand SChief Executive Officer, Amara Raja Energy & Mobility Limited |
TERMINAL A
Office Telephone: 91-40-2313 9220 Email: vnand@amararaja.co.in |
Dr. Ramadevi GourineniCo - Founder & Managing Director, Amara Raja Infra Pvt Ltd & |
Karakambadi, Tirupati, Andhra Pradesh, India. Office Telephone: 91–877–2265 000 Email: rg@amararaja.co.in |
It is indeed an honor and our privilege to hold office on the Amara Raja Code of Ethics Committee.
We hereby pledge to uphold the integrity and prestige of the Amara Raja Code of Ethics and in doing so strive to keep our organisation, our relationships and our actions clean and above board at all times.
The Ethics Committee will provide the lead and clarifications as and when they are solicited. The role the committee is expected to play is not reactive in nature. It is a proactive body set up to provide advice, clarity and assistance to those actively involved and entrusted with the responsibility of implementing, practicing and monitoring the Code of Ethics. Every employee, and especially the Heads of Department are directly responsible to ensure that the Code of Ethics is followed in letter and spirit at all times.
The Code of Ethics document is not a rulebook.
The Code of Ethics does not supercede or replace the rules and Laws of the Land constituted by the government of our country. The Code of ethics cannot and has no intention of guiding our actions, which may in any way contravene or contradict the laws of our country and international laws our country chooses to recognize.
It is a reference document which provides the guiding principles and some illustrative examples to amplify or clarify a point. It is therefore a “conscience-keeper” document. It is a very dynamic document that will undergo changes and amendments as required from time to time to keep it tune with the changing times, circumstances and environments in which we live and work.
The Amara Raja employee is an employee of the company twenty-four hours a day. Therefore, the scope of the applicability of the Code of ethics is not confined to all of us only during working hours. It crosses and goes beyond this boundary. Our actions at work or at home and in society in general should be above board. We must adhere to and respect the norms and mores set down by our society irrespective of what caste creed color or religion we choose to follow as individuals. We must assure at all times that our professional and personal values are not on a collision path.
We seek your support and trust in enabling us to dispense our responsibilities under the Code of Ethics.
Please read this document carefully word for word. Thereafter, we would appreciate if you sign and return the undertaking attached herewith on the last page as a token of your acceptance and commitment to the Code of Ethics.
The Amara Raja Group of Companies has invested heavily in the process of developing, inventing, changing and influencing the development of technology and its application to a wide range and variety of products being manufactured and sold. Some of these applications are put to use in critical and important government and private sector projects
This investment also extends to products and technology under development in the Research & Development facilities and Research and Engineering Centers in the Company in India as well as in the facilities of our partners.
Investment in R&D activity and projects involves investments in terms of money and well as training efforts and investments in developing employees. The company provides opportunities and exposure to employees at all levels to various technologies and developments and also exposes them to the business strategies of the company.
Consequently, the terms of employment of all employees, specified in their appointment orders or as clarified in this ethics policy, prohibits and restrains them from exploring, entertaining and obtaining employment with the competition either directly or indirectly with such employers or their agents and representatives.
This chapter on the Ethics Policy clarifies issues related to prospective employment with the competition and other institutions or associates that would result in jeopardizing the business interests of the company by existing and future employees taking up employment with the competition.
All employees in the Amara Raja Group of companies are expected to adhere to this ethics policy governing employment with the competition and such other employers.
In the event any section or portion of this ethics policy requires clarification or amplification employees are requested to forward their queries to the Vice President – Human Resources at the Corporate Operations Office in Hyderabad.
1. 'Competitors' and 'competition' means and includes companies and corporate entities, business ventures set up by corporate entities, a group of entrepreneurs or an individual or group of investors and other research based or business entities etc which are permitted to conduct business under the law of the land and whose business interests and pursuits, whether for commercial or non-profit goals and objectives is likely to adversely affect the Amara Raja group of companies by virtue of the fact that they deal with the same technology applications, product patents and discoveries and products directly or indirectly similar to the technology applications, patents and products and inventions and discoveries developed by the companies in the Amara Raja Group of companies.
2. 'Employment' means and includes the act of searching, obtaining or accepting employment offers or contracts with the competition either by the direct or indirect efforts of the competitors or through employment agencies, agents, contacts and associates appointed by them whether for remuneration, fees, royalty payments, whether for direct or indirect financial gain or not.
Acts and intentions of an individual or a group of employees that would tantamount to a breach of terms of employment and / or a breach of this ethics policy.
All employees in the Amara Raja Group of Companies are entitled to a working environment, which is free of harassment of any nature. The company will endeavor to ensure and provide our employees a working environment in which they can work and perform to the best of their abilities.
The Amara Raja does not and will not tolerate harassment of any employee(s) at the workplace.
Definition and scope of the term 'harassment';
The term "harassment" includes, but is not limited to slurs, jokes, and other verbal, graphic or physical conduct relating to an individual’s race, color, sex, sexual orientation, religion, caste, creed, color, national origin, citizenship, age disability, physical disability, physical abnormality or other protected categories of citizens. Any harassment of this nature violates this policy, and is not consistent with our corporate creed and beliefs.
Sexual harassment is prohibited by this ethics policy. It includes sexual advances, requests for sexual favors, unwelcome or offensive touching and other verbal, graphic, or physical conduct of a sexual nature.
The following are examples of behaviors, which constitute sexual harassment:
All employees are strictly prohibited from sending electronic messages during work hours using the infrastructure and equipment of the Company at any time, which contains offensive material related to sex, race, caste, religion, ethnicity or other protected categories of employees.
Similarly, employees who have access to the Internet (provided by the Company or a personal connection) are strictly prohibited from using the Internet during work time or while using Company equipment to access Internet sites, which contain offensive materials, jokes, pictures and articles related to pervert sex, race, or other protected categories of citizens.
We trust that all employees will continue to act in a responsible and professional manner to establish a harassment-free work environment. Employees found to be making false accusations and allegations will be subject to appropriate disciplinary action including termination.
Employees are requested to seek clarification or interpretation of policy clauses when in doubt. The appropriate authority is the General Manager – Human Resources another committee member or the concerned Head of Department.
Employees should not refrain from bringing matters to the notice of the management because of clarity in understanding the policy. At the same time the grievances or complaints made on the basis of this policy should be carefully evaluated as improper understanding or lack of clarity could harm innocent employees against whom a grievance is registered.
In addition to the above, please refer to the policy on Prevention of Sexual harassment
It is important that every employee in Amara Raja understands what tantamounts to a conflict of interest.
A conflict of interest could arise in the following circumstances;
The following acts would constitute and lead to a conflict of interest:
Any act or acts indulged in or carried out or contemplated in an individual capacity done willfully or under coercion from others persons or parties and which consequently directly or indirectly affect or compromise on the interests of the company and its well being and security would constitute an act(s) tantamounting to a conflict of interest.
The following are some examples (not an exhaustive list) that illustrate what acts constitute and tantamount to a conflict of interest;
Indulging in business practices or deals with friends and relatives which directly or indirectly result in financial gain while in employment with Company.
Lending and borrowing money, accepting or giving gifts of unusually high value stands in the way of healthy professional relationships in the organization and can lead to other undesirable practices in the organization. Similarly, lending money to individuals outside the organization for gain is a practice not encouraged by the company and is a breach of ethics under this chapter.
While receiving or giving gifts from fellow employees on birthdays, weddings and other social and religious ceremonies it would be prudent to restrict the value of these gifts to reasonable amounts. Every effort should be made to ensure that such transactions are kept transparent and free of controversy.
Collection drives for cash funds for buying gifts for birthdays , marriages of employees without the specific approval and permission of the Head of Human Resources of respective businesses is strictly prohibited.
Employees who have relatives and close friends working with the competition must voluntarily / freely divulge this information to the Company.
Appointing friends and relatives as suppliers and vendors is prohibited / strongly discouraged by the company. However, exceptions can be made provided such relationships are discussed with the top management prior to appointing them as vendors, suppliers or business partners.
Accepting remuneration in cash or kind for professional services, consultancy or / and advice rendered, accepting invitations for delivering lectures at seminars and training programs and educational institutions for remuneration / fees or ex-gratis without the prior written approval from the Company is a breach of ethics under this chapter.
Sharing financial information about the Company, shares related information, dealing in large amounts of the shares of the Company without the knowledge of the Company and other such or similar information for personal gain is a breach of ethics.
Attending business meetings and conferences with the competition, trade and other commercial and non – commercial bodies without prior approval or specific knowledge of the management. At such meetings the agenda and key issues to be discussed or agreed to at these forums must have the prior clearance of the management in writing.
Soliciting or providing vital information on manufacturing practices, R&D related information, pricing of products, sharing of drawings and patents and other such sensitive information from competition or any other organization or individuals without the consent or permission of the management.
Inviting members of the competition, trade and other institutions, equipment manufacturers and existing and / or prospective vendors and suppliers and taking them round our premises either at the head Office, COO and Field Offices without prior and specific approval constitutes a serious breach of ethics under this chapter.
Unfair distribution of business opportunities, favoritism, and clearly biased personal preferences in doing business with acquaintances, friends and relatives.
Formation of employee associations, groups, clubs, collecting funds from employees for whatever purpose, participating in demonstrating for public and social causes without prior specific knowledge and approvalfrom the management.
As part of business protocols, practices or transactions it is likely that we are required to entertain or be entertained for a business dinner or meal or meet in a public restaurant, hotel room, hotel or public place of entertainment.
However, great care must be exercised before extending or accepting an invitation of this nature.
Corporate entertainment is defined as entertainment, which is clearly part of business protocols and or practices. Hosting dinners or being part of such entertainment that is linked to corporate functions, part of business meetings etc will be deemed to be corporate entertainment.
Indulging in business entertainment that is unwarranted or not crucial / intrinsic to a business transaction will be viewed as an unethical practice for personal self-fulfillment.
It is our Corporate as well as our social responsibility to protect our environment.
Our Corporate philosophy goes much beyond this thinking.
As a Company we will not adopt manufacturing and post manufacturing processes and waste disposal practices that are;
In addition to the above, we will;
We as a company believe that we are an equal opportunity employer.
We will offer employment to people who are sound of body and mind and qualify as per our Human Resources recruitment policies and selection processes. We will respect the laws of the land pertaining to the employment of disabled persons.
As an equal opportunity employer we believe in offering employment without bias or preferences based on age, caste, sex, race, color, religion or creed within the framework of the constitution of India and the laws of the land governing recruitment and terms and conditions of employment.
However the company will exercise every care to see that we do not make a breach of any national or international law(s) pertaining to making offers of employment to Indian nationals or foreign nationals.
We at Amara Raja are committed to providing our employees with a healthy and safe working environment.
The responsibility of ensuring this healthy and safe working environment rests equally with the employees and those entrusted to mange them and their work environments.
Health and safety other than being a matter of technology and plant layouts and processes is more a result of a positive mindset and attitude. Every industry is fraught with unsafe and unhealthy processes and work practices inherent to the manufacturing processes.
Therefore, it is imperative that we follow some simple rules in making our workplaces healthy and safe;
Some of them are;
The following acts would constitute a breach of ethics under this chapter;
In every functional area we are expected to maintain records and data. This data, records and information have to be captured and stored in a manner that they can be put to use and / or retrieved for future use. Some of this data has immediate implications on day-to-day transactions. Such records and data may pertain to financial transactions, manufacturing data, quality and R&D data, electricity meter readings, government related and statutory data etc.
It is therefore important that every employee who is entrusted with the responsibility to either capture, record or retrieve data is trained in the processes involved and is competent to understand the importance of maintaining the integrity of the data and records. They must fully appreciate how and why the data and records being maintained by them get dovetailed and integrated with other data.
In the ERP environment introduced in the organization this aspect of record keeping and data entry and retrieval is critical and important.
The following actions will severely affect and compromise on the integrity of data and record keeping in the company and would also constitute a breach of ethics in this chapter.
All employees in the Amara Raja Group of Companies are expected to respect, abide and practice the common Laws of the Land in force and as amended from time to time.
Remember Law of the Land is a complicated subject. Take ample care and effort to understand it fully.
It is difficult for the common man to fully understand the full extent and implications of every law of the land. However, ignorance of the law does not absolve you if you make a breach of a law of the land. Neither does a partial understanding or compliance mean that you have understood and abided by the law of the land.
In our businesses we are covered under the provisions of a wide plethora of laws and rules under various Acts and legislations. These are dynamic and keep changing. Every year with the financial budgets declared by the government laws pertaining to Income Tax, Goods and Services Tax, Central Excise and Export / Import duties etc. are impacted or changed. It is our legal obligation to understand these changes as and when they occur and implement them accordingly.
It is a well-known fact that law is also a matter of case law. Different High Courts are known to have taken contrary views in a matter of interpreting the laws of our country. It is therefore imperative that laws and changes in law that may have a financial bearing on the company or impact employee related service rules, terms of employment and benefits should not be left to chance interpretation.
It is therefore important to ensure that we carefully evaluate our contracts and agreements and have the legally cleared by a firm of advocates approved by the company. At times seeking legal advise and counsel from incompetent individuals / firms could lead the company into serious legal problems and implications in the log run. Short cuts and convenient interpretations should be avoided.
It is the duty of every Indian to protect the interests of the country.
With the business and trade doors opening wider the businesses we enter into and the relationships we develop nationally and internationally should be carefully evaluated and matters involving national security carefully evaluated. Whenever in doubt seek a legal opinion.
We as a corporate entity we must carefully evaluate that the businesses we are engaged in and the products we manufacture and sell are in no way compromising on the security of our nation.
Employees of Amara Raja are not expected to indulge in acts that would tantamount to an act of Anti-Trust. It is therefore imperative that employees understand the laws of the land applicable to our businesses and act in accordance with them and in a manner that would not compromise on the interests of the company.
Each one of us is entrusted with the responsibility of protecting the property and funds of the company within our control. This responsibility also extends to property and funds not in our direct control.
It is the duty of every employee to do whatever it takes to protect and safe keep the classified information of the company.
In the context of this chapter any information that is related to the financials, pricing and commercial information, Manufacturing Process and R&D related information etc is covered under the definition of “classified information”.
In this competitive age, information is the key to success. Persons with vested interests, vendors and suppliers, and the competition will always be keen to access such classified information. It is a part of corporate life we have to deal with. It is therefore imperative that we are alert at all times, how and when and with whom we share classified information.
The following actions would compromise on the use and security of classified information.
It is imperative that we maintain a clean and professional relationship with our business partners, suppliers and vendors. These relationships should be strongly governed and influenced by our code of ethics and the general policies and rules of the Company.
Considering the complexities of the general law of the land, our internal value systems and the business environment in which we operate and conduct our business it is important to ensure that our relationships with our business associates do not attract scrutiny or investigation which could result in harming the reputation of our Company as well as individuals.
Our business practices and policies are governed and influenced by a variety of factors. Some of these are legal and statutory in nature and some are not within the control of the company and are largely environmental in nature. Our operations are also influenced by the way we use and deploy technology and science. Some aspects of our business are influenced and affected by financial and political events that may be national or international in nature.
It is the duty of every employee to be alert to such occurrences and events that may adversely affect our company and report such risk factors as early as possible. This will enable the company to take timely corrective or preventive action to protect the interests of the company its employees and business associates.
In our country and in many countries abroad, it is an established and accepted business practice to present and receive corporate gifts and mementoes. Our Group also endorses this practice by making and presenting corporate mementoes and gifts to its corporate business partners and associates.
This is done with the intention of thanking our business partners and associates for their patronage and / or association with our business and/or to mark special occasions
However, accepting gifts that are blatantly and obviously expensive is not at all acceptable. Presenting gifts should also be within reasonable limits, discussed and agreed with respective LOF/GROCOM member and not decided individually.
Every employee of Amara Raja is expected to understand and appreciate his role and responsibility as a corporate communicator.
Each one of us is a spokesperson for the company. Our public and corporate imagery is linked with the quality of our communication.
We all communicate all the time with internal customers as well as external. It is therefore important that we understand and improve our communication constantly and take this responsibility seriously.
We are employees of the company twenty four hours a day and therefore we must be careful about what and how we communicate about the company and handle the communication related to our areas of work.
The Company has made and will continue to make investments in IT infrastructure to further electronic commerce mail and other related activities. In the process of migrating to an electronic environment it is important that all employees who use the electronic infrastructure like e-mails, Internet and other computing resources fully understand the use and responsibilities related to this medium of doing business.
The electronic revolution has not only changed the way we work but has also permeated into our homes and our personal lives. Therefore, employees must ensure that this infrastructure provided by the company is used purely for business purposes.
All information on the company’s computer systems including electronic mail is a property of Amara Raja. The company will therefore inspect and disclose information available on the computer systems at any point of time to ensure that such information is being used as expected for the sole purpose of the company’s business.
The following acts would constitute a serious breach of ethics and company’s policy on this subject covered in the chapter.
The Laws of the Land govern employees of our Company.
Therefore, such laws also govern the terms of appointment and service conditions of every employee.
Any employee who is involved in any court proceedings or any similar proceedings is expected to abide by the decisions of that court or forum.
Any employee who is involved in a criminal proceeding initiated against him other than and in connection with his employment with the company is expected to report the details of such criminal proceedings initiated or pending against him in writing within forty-eight hours of such an event occurring. This matter should be reported irrespective of whether he is convicted or not convicted of the criminal charges leveled against him. Any employee who is convicted of a serious criminal act is likely to lose his lien on employment with the company.
The Management reserves the right to withdraw, amend, alter or modify the policy at any point of time.
Amara Raja is committed to the prevention, deterrence and detection of fraud, bribery and all other corrupt business practices. It is ARG’s policy to conduct all of its business activities with honesty, integrity and the highest possible ethical standards and vigorously enforce its business practice, wherever it operates throughout the world, by not engaging in bribery or corruption.
This Anti-bribery and Anti-corruption Policy (this “Policy”) applies to all employees (defined as per Standing Orders under Clause 3.0), including Directors and all stake holders associated with ARG.
In this Policy, “stake holders” means any individual or organization, who / which come into contact with ARG or transact with ARG and also includes actual and potential employees, trainees, contract staff, potential clients, suppliers, business contacts, consultants, intermediaries, representatives, subcontractors, agents, advisers, joint ventures and government & public bodies.
A bribe is an inducement, payment, reward or advantage offered, promised or provided to any person in order to gain any commercial, contractual, regulatory or personal advantage. It is illegal to directly or indirectly offer a bribe or receive a bribe. It is also an offence as per Prevention of Corruption Act, 1988 to bribe a government/ public official. “Government/ public official” includes officials, whether elected or appointed, who hold a legislative, administrative or judicial position of any kind in a country or territory.
Presents, gifts, mementoes etc., which are permitted under the Corporate Gifts policy will not be deemed as bribe or corrupt practice.
A bribe may be anything of value and not just money i.e., inside information, sexual or other favors, corporate hospitality or entertainment, offering employment to a relative, payment or reimbursement of travel expenses, charitable donation or social contribution, abuse of function and can pass directly or through a third party. Corruption includes wrongdoing on the part of an authority or those in power through means that are illegitimate, immoral or incompatible with ethical standards. Corruption often results from patronage and is associated with bribery.
It is not acceptable for any employee of ARG (or someone on his / her behalf) to:
Business relationships
ARG expects all stake holders doing business with ARG to approach issues of bribery and corruption in a manner that is consistent with the principles set out in this Policy. ARG requires all Stake holders doing business with ARG to cooperate and ensure compliance with these standards, to continue the business relationship.
In order to maintain the highest standards of integrity, with respect to any dealings with the stake holders doing business with us we must ensure that:
The Head of Business / CEO / Branch Admin Manager has overall responsibility for ensuring that all employees should comply with the policy.
Managers at all levels are responsible for ensuring that those reporting to them are made aware of and understand this Policy.
The Compliance/ HR team is responsible for this Policy and for monitoring its use and effectiveness (and dealing with any queries on its interpretation). Management at all levels is responsible for ensuring that those reporting to them are made aware of and understand this Policy and adhere to it.
Every person to whom this policy applies is responsible for the success of this Policy and should ensure that he / she should use it to disclose any suspected activity or wrong-doing.
Misconduct in relation to bribery or corruption will be dealt with in relation to disciplinary policy and Certified Standing orders. (Ref: sec: 18.05 and 19.0)
Amara Raja Group is committed to ensure that a culture of openness, honesty and integrity is encouraged and maintained. This will lead to zero tolerance towards fraud, bribery and corruption.
Amara Raja Group employees are committed to take on stand on fraud, corruption and they are positively encouraged to raise any concerns that they may have on these issues. Such concerns will be treated in confidence, properly investigated and fairly dealt with.
In case of any question that arises to the interpretation of the policy any clauses thereof or as to any rights or obligations arising from the policy, the decision of the Group HR Head shall be final and binding.
The Management reserves the right to withdraw, amend, alter or modify the policy at any point of time without giving any notice.
The Amara Raja Group strongly believes Safety, health and Environment as one of its highest priority. It is well communicated that no one shall be under the influence of alcohol or drugs at work and that can seriously impair an individual’s judgment and reactions leading to occurrence of accident and injuries.
The aim of this policy is to ensure the safety of all the employees (employees defined as per Standing Orders under Clause 3.0) by having clear rules in place regarding use and possession of alcohol and drugs. This policy is also to help those who have reported having a problem with alcohol or drug dependence
For the purpose of the policy, alcohol dependence is defined as:
The Management reserves the right to withdraw, amend, alter or modify the policy at any point of time.
This Non-Discrimination and Equal Opportunities Policy ("Policy"), is an internal policy of Amara Raja Group (ARG), to ensure and adhere to non-discrimination and equal opportunities at the workplace.
This policy and procedure are applicable to employees (defined as per clause 3.01 of standing orders i.e., Permanent, Probationers, Badli, Temporary, Casual, Trainee and Apprentice), Contract workers, Interns, Temporary staff, Fixed Term Employees of the company.
ARG will not discriminate, and prohibits discrimination at the workplace, on the basis of disability, gender, caste, sex, race, colour, religion, creed or sexual orientation.
ARG will condone any discrimination against any person on its premises
Any person who believes himself or herself to have been subjected to discrimination as mentioned in clause 2.1 should bring it to the notice of the immediate supervisor and the Leader of function (LOF) at the earliest opportunity.
No person will be punished, retaliated against, or limited in employment or other opportunity for filing a complaint, furnishing information for, or participating in an investigation, or any other activity related to the administration of this Policy.
We as a company believe that we are employer who administers equal opportunity to all.
We will offer employment to people who are sound of body and mind and qualify as per our Human Resources recruitment policies and selection processes.
As an equal opportunity employer we believe in offering employment without bias or preferences based on disability, caste, sex, race, colour, religion or creed within the framework of the laws of the land.
However, the company will exercise every care to see that we do not make a breach of any national or international law(s) pertaining to making offers of employment to Indian nationals or foreign nationals.
The following would constitute a breach of ethics under this chapter;
The Policy aims at facilitating non-discrimination at the workplace and equal opportunities
The Management is expected to resolve the grievances if any and also advice so that it does not get repeated again.
In case of any question that arises to the interpretation of the policy any clauses thereof or as to any rights or obligations arising from the policy, the decision of the Group HR Head shall be final and binding.
The Management reserves the right to withdraw, amend, alter or modify the policy at any point of time.
The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:-
(As per policy clause 4.1)
Internal Complaints Committee Members and their Addresses
Mrs. Sridevi. G,
Deputy Manager - Talent Acquisition, Amara Raja Energy & Mobility Limited, Karakambadi – 517 520, Tirupati, Chittoor Dist, A.P Ph: 0877 – 2265000 Extn:7392 |
Dr.Ramadevi Gourineni
Managing Director - Amara Hospitals Amara Raja Infra Private Limited Karakambadi – 517 520, Tirupati Chittoor Dist A.P |
Mrs. Roopa. G,
Asst. Manager - Maintenance Amara Raja Energy & Mobility Limited, Nunegundlapalli (V) Bangarupalyam(M) Chittoor District, AP - 517 416 PH No: 08572-280100, Ext : 8141 |
Mrs.Bhuvaneswari. G,
Asst. Officer - Finance & Accounts Mangal Industries Limitedbr> Petamitta(V), Thalapulapalli(P)br> Puthalapattu (M) Chittoor (Dt) , AP – 517 124 Ph: 08572-271172- 1031 |
Mrs. Indumathi. C
Deputy Manager – Tendering Amara Raja Power Systems Limited 1-18/1/AMR/NR, Nanakramguda Gachibowli, Hyderabad – 500 032 Ph: 40 -23139000 Extn: 9233 |
Mrs. Vanitha. R
Deputy Manager - Items Procurement Amara Raja Electronics Limited Diguvamagham (Village & Post) Thavanampalli (Mandal) Chittoor District, AP - 517 129 Ph: 08573- 244000 Ext : 6035 |
Mr. Andrew Jayakumar,
Head – Shared Services (HR &A) Amara Raja Energy & Mobility Limited, Karakambadi – 517 520, Tirupati Chittoor Dist A.P Ph: 0877 – 2265000 Extn: 7272 |
Mrs. Sasi Bindu
Director - RAVANDS Vajjireddy Palle Puthalapattu(M) Chittoor Dist. A.P Ph : 9948598555 |
(As per policy clause 5.1)
COMPLAINT LETTERLocation Support Representative (LSR) under policy on Prevention of Sexual Harassment (PPSH) reconstituted on 14-Feb-2017