Page 70 - Chambal SR_2015-16

welfare. We ensure that requisite laws with regard to
decent work practices and labour welfare, viz. Equal Training & Education
Remuneration Act, Minimum Wages Act, Workmen
Compensation Act, and Maternity Benefit Act are the OutLOOK
complied with, in letter and spirit. In the reporting At Chambal, we believe that our capability to create
year, no case of discrimination was reported. enduring value for stakeholders is dependent on
creating a pool of committed and quality human
Chambal has a well-established mechanism to resource personnel. Therefore, nurturing talent,
prevent sexual harassment at the work place. making significant investments in learning and
An Internal Complaint Committee has been development, retaining top brains within the
formed as per the requirements under The Sexual organisation, and caring for the well-being of
Harassment of Women at Workplace (Prevention, employees are integral parts of the Chambal’s work
Prohibition and Redressal) Act, 2013 and Rules culture.
framed thereunder. In 2015-16, no case of sexual
harassment was reported. Under our continuous learning programme, all
employees and contract labour undergo a rigorous,
Labour Management Relationship yearly assessment. Based on periodic assessments,
The worker situation at Gadepan where our regular training programmes / refresher courses
production facilities are situated remains cordial on health, safety and environment.
due to our proactive approach in reaching out to
and addressing the concerns of workers, staff and OuR APPROACh
officers in the organization. We have an effective A separate Tech Training Cell is in place to focus
system of formal and informal channels/ platforms on enhancing the technical skills and behavioural
like committee meetings, interaction with HR/IR development of the workforce. This cell also takes
department where our employees are able to voice care of mentoring programmes, induction and
their views and concerns. The required welfare
measures are implemented on a continual basis
to ensure a healthy work environment. We fully
subscribe to the Right to Freedom of Association
under the UN Universal Declaration of Human
Rights.

Our comprehensive benefits package, training
and development programmes, salaries as per the
acts and compliances and our proactive approach
of communication helped us in ensuring that
we never faced a demand of formation of union
due to embedded formal and informal channels
of interaction. The Company follows Industrial
Dispute Act 1947, which specifies minimum
notice period(s) of 21 days regarding significant
operational changes. As on March 31, 2015,
we have 15 reinstatement claim cases pending
for adjudication before the Labour Court, Kota.
Of these, 14 cases are related to contract workers
and one case pertains to an ex-employee.

70