40 Conflict management and redressal We have a Grievance Redressal Mechanism that ensures to provide equitable solutions to the problems which may arise from time to time affecting the employees. A grievance may be a complaint or a dispute regarding any condition of employment, including the application, meaning, or interpretation of personal policies or procedures registered anonymously. It can also be related to alleged discrimination based on race, color, age, sex, gender, religion, nation origin, marital status or disability. It also includes addressing of improper administration of employee benefits or conditions of employment, such as work scheduling, leave, promotions, performance review, or salary. The Grievance Redressal Committee of the respective location is responsible for dealing with the grievances fairly and promptly and provide resolution within 20 working days. Anti-retaliation policy is in place to maintaining a work environment that is free of harassment, intimidation, discrimination, and retaliation for engaging in protected activity such as reporting violations or participating in an investigation pertaining to alleged violations of laws, the code, policies, or procedures. Vigil Mechanism Policy provides a channel to the employees to report concerns about violation of the Code of conduct or policy. Prevention of Sexual Harassment Policy has been formed to prohibit, prevent or deter the commission of acts of sexual harassment at workplace and to provide the procedure for the redressal of complaints pertaining to sexual harassment. All employees were provided training on human rights policies, labour policy, Prevention of Sexual Harassment (POSH) Policy, Anti retaliation policy and 100% completion of training on all these policies in our digital Learning Management System (LMS) were ensured in the reporting year. Labour policy Our Labour policy reinforces our commitment to continually improve work place conditions and quality of work life of our associates to promote harmonious relationship between labour and management, prevent industrial disputes and ensure workplace health and safety. We have a Work Committee to facilitate employee voice regarding working conditions and serve as a two-way communication between the employer and employee. It primarily addresses issues related to Health, Safety, Welfare and Employee well-being, resolve grievances, promote productivity, and provides a platform for conflict prevention and resolution. We also have safety and canteen committee for addressing employeematters related to personal safetyfood and well being. All employees are covered under Human Rights Training as part of our online Learning Management System. Training on Labour policy, Prevention of Sexual Harassment (POSH) Policy, Anti retaliation policy were also imparted in our digital learning platform to all employees in the reporting year.
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