To maximise our contribution to Sustainable Development, Consultivo is committed to conducting responsible business and is guided by Consultivo Responsible Business Framework. Our HR policy is part of our 'Responsible Business - Framework'. Our HR policies are linked with the business growth and strategy. We identify the business needs and define the business goals and objectives of the year. Our HR policies and functions are decided as per that. These are periodically evaluated and moderated and per business scenario. Fundamentally, our HR policies are aligned with our organisational values.
Code of Conduct
This Code of Conduct applies to ensure integrity and consistency in corporate values and behaviour. At the same time, it respects the local customs and traditions.
Consultivo is committed to the highest standards of honesty and integrity in all its activities. This includes, among other concerns, the following:
- Avoiding conflicts of interest and commitment
- Dealing with others honestly and in good faith
- Preserving confidentiality
- Compliance with applicable laws, rules and regulations
Conflict of Interest
We will avoid or declare conflicts of interest that may lead, or be seen to lead, to divided personal loyalties.
Employees are expected to protect and nurture the Company’s interests all the time. A conflict of interest also includes conflicts between the Company’s interest and employees’ interests outside the Company. Employees must avoid any form of activity that would result in a conflict of interest situation or a potential conflict of interest situation, such that the ability of the employee to perform objectively or impartially could get impaired.
We will refrain from engaging with any person or firm where we have reasons to believe that such engagement is likely to create a conflict of interest for such person or firm opposite his pre-existing obligations with others.
Note: In the event of any doubt pertaining to conflict, discuss with your line manager to agree on the way forward.
Maintaining Confidentiality of Information
We will protect the confidentiality of company, employee and customer information. Revealing confidential company information could undermine the company’s competitive advantage. Employees are expected to be aware of the company’s security classification system. Employees are also expected to be very careful when discussing confidential company business in public places. It is expected that employees are sure to whom they are speaking, before disclosing information that might be commercially sensitive.
Disclosure of information should only be made to the extent necessary to achieve our commercial goals. Employees are expected to treat e-mail with the same professionalism and confidentiality as other more ‘traditional’ forms of communication as E-mails can have legal consequences too.
The nature of our business means that we hold a lot of information about people. This is vital for the relationship between the company and our customers and employees – for providing a service to our customers and paying our people. To ensure that we continue to have this privilege we must respect the trust placed in us, and only use the information for the purpose for which it was entrusted.
Additionally, there is an increasing amount of data protection legislation throughout the world, driven by people’s concern that information might be used for the wrong purposes. If we breach this legislation for any reason, it would be not only breaking the law but also damage the company’s reputation and the trust that people have placed in the company.
Directive on workplace safety
The objective of Safety Directive is to promote safety and better working culture & conditions and to make “Safety a way of life in the organisation”.
Consultivo will endeavour at all times to achieve at least minimum standards in providing a healthy and safe work environment. This includes the development of appropriate emergency evacuation procedures; maintenance of fire extinguishers; sufficient workspace and appropriate furnishings for each employee; and regular safety checks to ensure unencumbered exit points from the place of work is well maintained.
Access and Equity
Consultivo aims to ensure that all employees, members and stakeholders have equitable access to Consultivo employment, processes, services, facilities and programs.
Consultivo aims to provide a work environment for people that foster fairness, equity, and respect for social and cultural diversity, and that is free from unlawful discrimination, harassment and vilification.
This Directive applies to Consultivo employees and members, and where appropriate other stakeholders.
Access – implies fair and equitable access to employment, process, services, facilities and programs.
Equity – implies distribution of financial and other Consultivo resources in ways that are not restricted by age, gender, sexuality, race, ethnicity, disability or income, and are consistent with Consultivo values and strategic objectives.
Access and Equity is concerned with the removal of barriers in employment, in the design and delivery of projects and services and endeavouring to ensure that all members and stakeholders have the opportunities to participate in Consultivo processes.
The company shall be committed to providing and maintaining an open, positive work environment, which is free from any discrimination. All employees must be treated with respect, dignity, and courtesy. There shall be no discrimination against any person on the grounds of race, colour, religion, national origin, disability, age, sex, marital status, sexual orientation or citizenship. Any discriminatory action against full-time employees, contractual employees, clients, or vendors shall be met with disciplinary action.
Every complaint shall be promptly and thoroughly investigated and confidentiality is maintained as far as the situation would permits. Furthermore, Consultivo does not retaliate against any employee for bringing questionable circumstances to attention. Along with the preceding points in the Directive, the foregoing paragraphs under this Directive shall be covered.
Workplace Harassment and Violence
1.1 Consultivo is an equal employment opportunity company and is committed to creating a healthy working environment that enables employees to work without fear of prejudice, gender bias and sexual harassment. The Company also believes that al lof its employees have the right to be treated with dignity. Sexual harassment at the workplace or other than workplace if involving employees is a grave offence and is, therefore, punishable. The workplace is defined as any place related to work that includes business travel.
1.2 Applicability: This Directive applies to all the employees, workers and trainees (whether in the office premises or outside) while on assignment. Employee means a person employed in the workplace for any regular, temporary, ad hoc, daily wage.
2.0 Scope And Effective Date
Sexual harassment would mean and include any of the following:
2.1 Physical contact or advances
2.2 A demand or request for sexual advance, unwelcome sexual advances, requests or demand for sexual favours, either explicitly or implicitly, in return for employment, promotion, examination or evaluation of a person towards any company activity;
2.3 Making sexually coloured remarks, unwelcome sexual advances involving verbal, non-verbal, or physical conduct such as sexually coloured remarks, jokes, letters, phone calls, e-mail, gestures, showing of pornography, lurid stares, physical contact or molestation, stalking, sounds, display of pictures, signs, verbal or non-verbal communication which offends the individuals sensibilities and affect her/his performance;
2.4 Eve teasing, innuendos and taunts, physical confinement against one’s will and likely to intrude upon one’s privacy;
2.5 Act or conduct by a person in authority which creates the environment at workplace hostile or intimidating to a person belonging to the other sex;
2.6 Conduct of such an act at workplace or outside in relation to an employee of Consultivo, or vice versa during the course of employment; and
2.7 Any unwelcome gesture by an employee having sexual overtones
3.0 Sexual Harassment Committee
A Committee has been constituted by the Management to consider and redress complaints of Sexual Harassment.
The presiding officer and every member of the internal committee shall hold office for such period not exceeding three years from the date of the nomination.
Where the presiding officer or any of the members of the committee has been found guilty for any disciplinary proceedings such presiding officer or the member shall be removed from the committee and the vacancy so created or any casual vacancy shall be filled by fresh nomination.
4.0 Redressal Process
4.1 Any employee who feels and is being sexually harassed directly or indirectly may submit a complaint of the alleged incident to any member of the committee in writing with his/her signature within three months of occurrence of incident.
4.2 The Committee will maintain a register to endorse the complaint received by it and keep the contents confidential, if it is so desired, except to use the same for discreet investigation.
4.3 The Committee will hold a meeting with the Complainant within five days of the receipt of the complaint, but no later than a week in any case.
4.4 At the first meeting, the Committee members shall hear the complainant and record her/his allegations. The Complainant can also submit any corroborative material with a documentary proof, oral or written material, etc., to substantiate his / her complaint. If the Complainant does not wish to depose personally due to an embarrassment of narration of the event, a lady officer for lady employees involved and a male officer for male employees, involved shall meet and record the statement.
4.5 Thereafter, the person against whom the complaint is made may be called for a deposition before the committee and an opportunity will be given to him / her to give an explanation, where after, an “Enquiry” shall be conducted and concluded.
4.6 In the event, the complaint does not fall under the purview of Sexual Harassment or the complaint does not mean an offence of Sexual Harassment, the same would be dropped after recording the reasons thereof.
4.7 In case the complaint is found to be false, the complainant shall, if deemed fit, be liable for appropriate disciplinary action by the management.
5.0 Enquiry Process
5.1 The Committee shall immediately proceed with the enquiry and communicate the same to the complainant and person against whom the complaint is made.
5.2 The Committee shall prepare and hand over the Statement of Allegation to the person against whom the complaint is made and give him / her an opportunity to submit a written explanation if she / he so desires within 7 days of receipt of the same.
5.3 The complainant shall be provided with a copy of the written explanation submitted by the person against whom the complaint is made.
5.4 If the complainant or the person against whom the complaint is made desires any witness/es to be called, they shall communicate in writing to the Committee the names of witness/es that they propose to call.
5.5 If the Complainant desires to tender any documents by way of evidence before the Committee, she / he shall supply original copies of such documents. Similarly, if the person against whom the complaint is made desires to tender any documents in evidence before the Committee he / she shall supply original copies of such documents. Both shall affix his / her signature on the respective documents to certify these to be original copies.
5.7 The Committee shall provide every reasonable opportunity to the Complainant and to the person against whom complaint is made, for putting forward and defending their respective case.
5.8 The Committee shall complete the “Enquiry” within a reasonable period but not beyond three months and communicate its findings and its recommendations for action to the management. The report of the committee shall be treated as an enquiry report on the basis of which an erring employee can be awarded appropriate punishment straightaway.
5.9 The management will direct appropriate action in accordance with the recommendation proposed by the Committee.
5.10 The Committee shall be governed by such rules as may be framed by the Supreme Court orders and Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
All information received shall be kept confidential. Any person (including witnesses) who breaches confidentiality shall be subject to disciplinary action.
7.0 Other Points To Be Considered
7.1 The Committee may recommend to the management action which may include salary deduction or cessation of employment or any of the other appropriate disciplinary action.
7.2 The management shall provide all necessary assistance for the purpose of ensuring full, effective and speedy implementation of this Directive.
7.3 The Committee shall analyse and put up a report on all complaints of this nature at the end of the year for submission to the management.
7.4 In case the Committee finds the degree of offence coverable under the Indian Penal Code, then this fact shall be mentioned in its report and appropriate action shall be initiated by the Management, for making a Police Complaint.
7.5 Above all committee will perform all its activities in line with Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
A grievance procedure should be available to all employees. While informal means of conflict resolution are always preferred, it is recognised that these are not always successful or appropriate. The objective of the grievance procedure is:
- To ensure that all employees are treated justly and fairly.
- To provide a formal process for the resolution of conflict where informal means are not successful or appropriate.
- To provide a mechanism to address problems which result in confusion or conflict
Where an employee raises a grievance or dispute in accordance with this Directive it will be taken seriously investigated, and dealt with the principles of natural justice and procedural fairness. Both complainants and respondents to grievances, disputes and complaints have rights which must be respected. Complaints, grievances and disputes may be raised verbally or in writing.
Child labour can limit or damage the physical, mental, social or psychological development of children and undermine a child’s right to childhood, development and education. Organization is firmly committed to creating strong business growth, which is not achieved at the expense of the environment, quality of life or social equity. The aim of this Directive is to ensure that organization is taking appropriate steps with regards child labour issues, enriching the communities in which we operate, thus contributing to the well being of our stakeholders and enhancing the organisations relations and protecting reputation.
The objective of the Directive is to set out the ways in which organization will:
- Prevent child labour within its operations and supply chain
- Approach incidences where child labour is identified
- Support education and vocational work for children
This Directive encourages the development and implementation of responsible business practice.
- Comply with national law on child labour and minimum age
- Not use or support the use of child labour as defined in ILO convention 138
- Prohibit and seek to eliminate the worst forms of child labour in accordance with ILO Convention 182
- Not work with those who use child labour – unless an elimination plan is in place
- Base decisions about child labour on expert advice about the options available to children in the local context, and the best interests of the children affected