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Employee
Concerns related to Equal Opportunity
Employer
The
number concerns submitted formally related
to equal opportunity employer are given
below;
-
2001-2002 - 06
-
2002-2003 - 08
-
2003-2004 - 17
-
2004-2005 - 12
-
2005-2006 - 13
Encouraging freedom of association (HR5)
Freedom of Association is enshrined under
the Constitution of India and in the Trade
Union Act. The Tata Code of Conduct on
regulatory compliance requires Tata Steel to
at least comply with all laws of the land
and go beyond compliance wherever possible.
Honouring the spirit of freedom of
association is built into the constitution
and Code of Conduct Tata Steel’s values.
NO CHILD LABOUR (HR6)
As per the Factory Act 1948, the minimum age
required for employment is 18. Tata Steel
engages no child labour. Tata Steel complies
with this Act and hence the Code of Conduct
also requires compliance with all regulatory
requirements. The recruitment process
requires furnishing of appropriate proof of
age to ensure the age bar is complied with.
The Social Accountability 8000 (SA 8000)
clause on Child Labor guides communication
and reinforcement to stakeholders on Tata
Steel’s expectations of their conduct in
this regard. The company’s SA 8000 Manual
(2004) expressly states that no persons
below the age of 18 may be engaged by
contractors, suppliers or vendors at any
point, within or outside the company
premises, and in the event of discovery of
such a case, liabilities for the education
of the child until completion of high school
would accrue to the defaulting party. This
guideline precedes Government of India
rulings restricting the hours of work and
kinds of jobs where child labor may be
engaged. With the strengthening of the Child
Labor Abolition and Control Act of 1986, the
penalties stipulated by the State will
additionally be upheld. To this effect,
information is being disseminated to all our
stakeholders.
The company communicates from time to time
with its employees to not engage Child Labor
domestically and to actively discourage it.
Several programs are supported in the
community to educate the children of
domestic staff residing in company
accommodation so that their children may
seek a better future.
NO FORCED & COMPULSORY LABOUR (HR7)
There is no forced and compulsory labour in Tata Steel. The Grievance Redressal Committee and Ethics Counsellor adequately monitor violations of this requirement. The grievance redressal procedure is furnished in
Annexure-IV.
DISCIPLINARY PRACTICES
Disciplinary practices (HR9)
Order#23 of the Works Standing Orders
delineates the issues, which may be
considered misconduct. Order#24 prescribes
the punishment for misconduct and Order#25
explains the procedures for dealing with
cases of misconduct. These orders are
strictly followed. These orders are in line
with the Works Standing Order applicable to
our Company.
Employee grievance
management (HR10)
There is an established three tier Grievance
Management System in Tata Steel and it
ensures that no retaliation takes place in
the process after the resolution of the
grievance. The process is so effective that
there had been no industrial unrest/strike
in the past 78 years. For details of the
grievance redressal procedure please refer
Annexure-IV.
HUMAN RIGHTS TRAINING FOR SECURITY PERSONNEL
(HR11)
There
is a special Training Center dedicated to
the training of security personnel on issues
such as security practices and human rights.
Trained security and district administration
trainers impart training to the security
personnel. Human rights aspects and various
other important aspects on security
procedures are covered under the following
topics during training:
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