Businesses should respect and promote human rights
We prioritise human rights within our Company and the communities we serve, guided by internationally recognised frameworks such as the Universal Declaration of Human Rights, ILO's Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights. This commitment is integral to our core values and corporate responsibility agenda. Our human rights policy, aligned with global standards like SA8000 and international treaties is aligned with respecting and promoting human rights across our operations and value chain. We ensure that human rights considerations are embedded in all facets of our business practices and interactions.
100%
Employees & workers are paid more than minimum wages
Zero
Complaints reported on human rights related issues
Zero
Complaints reported on sexual harassment & discrimination
Human Rights
Policy approved by Board
Essential Indicators
1. Employees and workers who
have been provided training on human rights issues and policy(ies)
of the
entity, in the following format:
| Category |
FY 2023-24 (Current Financial Year) |
FY January
2022-March 2023* (Previous Financial Year) |
||||
|---|---|---|---|---|---|---|
| Total (A) | No. of employees/workers covered (B) | %(B/A) | Total (C) | No. of employees/workers covered (D) | %(D/C) | |
| Employees | ||||||
| Permanent | 2,171 | 1,907 | 88% | 2,975 | 1 | 0% |
| Other than permanent | 31 | 15 | 48% | 294 | 48 | 16% |
| Total employees | 2,202 | 1,922 | 87% | 3,269 | 49 | 1% |
| Workers | ||||||
| Permanent | 1,681 | 0 | 0% | 2,192 | 0 | 0% |
| Other than permanent | 1 | 0 | 0% | 11 | 0 | 0% |
| Total Workers | 1,682 | 0 | 0% | 2,203 | 0 | 0% |
* The Company had changed its financial year end from December to March in FY 23. Therefore, the figure for FY 23 is for 15 months.
2. Details of minimum wages
paid to employees and workers, in the following format:
| Category |
FY 2023-24 (Current Financial Year) |
FY January
2022-March 2023* (Previous Financial Year) |
||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Total (A) | Equal to minimum wage | More than minimum wage | Total (D) | Equal to minimum wage | More than minimum wage | |||||
| No. (B) | %(B/A) | No. (C) | %(C/A) | No.(E) | %(E/D) | No.(F) | %(F/D) | |||
| Permanent Employees | ||||||||||
| Male | 2,036 | 0 | 0% | 2,036 | 100% | 2,791 | 0 | 0% | 2,791 | 100% |
| Female | 135 | 0 | 0% | 135 | 100.0% | 184 | 0 | 0% | 184 | 100.0% |
| Other than permanent | ||||||||||
| Male | 27 | 0 | 0% | 27 | 100.0% | 257 | 0 | 0% | 257 | 100.0% |
| Female | 4 | 0 | 0% | 4 | 100.0% | 37 | 0 | 0% | 37 | 100.0% |
| Workers Permanent | ||||||||||
| Male | 1,647 | 0 | 0% | 1,647 | 100.0% | 2,151 | 0 | 0% | 2,151 | 100.0% |
| Female | 34 | 0 | 0% | 34 | 100.0% | 41 | 0 | 0% | 41 | 100.0% |
| Other than permanent | ||||||||||
| Male | 0 | 0 | 0% | 0 | 0% | 5 | 0 | 0% | 5 | 100% |
| Female | 1 | 0 | 0% | 1 | 100% | 0 | 0 | 0% | 0 | 100% |
* The Company had changed its financial year end from December to March in FY 23. Therefore, the figure for FY 23 is for 15 months.
3. Details of
remuneration/salary/wages, in the following format:
a. Median remuneration/wages:
| FY 2023-24 | Male | Female | ||
|---|---|---|---|---|
| Number | Median remuneration/ salary/wages of respective category | Number | Median remuneration/ salary/wages of respective category | |
| Board of Directors (BoD) | 7 | 33 lac | 1 | 23.25 lac |
| Key Managerial Personnel | 3 | 6.78 crore | 0 | NA |
| Employees other than BoD and KMP | 2,063 | 15.04 lac | 139 | 7.88 lac |
| Workers | 1,647 | 5.32 lac | 35 | 5.25 lac |
b. Gross wages paid to females as % of total wages paid by the entity, in the following format:
|
FY 2023-24 (Current Financial Year) |
FY 2022-23 (Previous Financial Year) |
|
|---|---|---|
| Gross wages paid to females as % of total wages | 3.59% | 4.47% |
4. Do you have a focal point
(Individual/ Committee) responsible for addressing human rights
impacts or issues caused or contributed to by the business? (Yes/No)
Yes.
Please refer
https://www.acclimited.com/assets/new/pdf/Human%20Rights%20Policy.pdf
5. Describe the internal
mechanisms in place to redress grievances related to human rights
issues.
Yes.
Please refer https://www.acclimited.com/assets/new/pdf/Human%20Rights%20Policy.pdf
(Practicing Open door policy. Grievance are heard by HR Head and
Plant Head and at CMO level)
6. Number of Complaints on
the following made by employees and workers:
| Category |
FY 2023-24 (Current Financial Year) |
FY January
2022-March 2023* (Previous Financial Year) |
||||
|---|---|---|---|---|---|---|
| Filed during the year | Pending resolution at the end of year | Remarks | Filed during the year | Pending resolution at the end of year | Remarks | |
| Sexual Harassment | 0 | 0 | NA | 0 | 0 | NA |
| Discrimination at workplace | 0 | 0 | NA | 0 | 0 | NA |
| Child Labour | 0 | 0 | NA | 0 | 0 | NA |
| Forced Labour/Involuntary Labour | 0 | 0 | NA | 0 | 0 | NA |
| Wages | 0 | 0 | NA | 0 | 0 | NA |
| Other human rights related issues | 0 | 0 | NA | 0 | 0 | NA |
*The Company had changed its financial year end from December to March in FY 23. Therefore, the figure for FY 23 is for 15 months.
7. Complaints filed under
Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act 2013, in the following format:
|
FY 2023-24 (Current Financial Year) |
FY January 2022-March
2023* (Previous Financial Year) |
|
|---|---|---|
| Total complaints reported under Sexual Harassment on of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH) | 0 | 0 |
| Complaints on POSH as a % of female employees/workers | 0 | 0 |
| Complaints on POSH upheld | 0 | 0 |
8. Mechanisms to prevent
adverse consequences to the complainant in discrimination and
harassment cases.
Local plant management have the committee comprising of plant head, HR head and one more person preferably head plant operations. Any complaint regarding discrimination and harassment etc. in specific shall be treated most urgently and will be inquired on priority at the plant level itself.
9. Do human rights
requirements form part of your business agreements and contracts?
Yes
10. Assessments for the
year:
| % of your plants and offices that were assessed (by entity or statutory authorities or third parties) | |
|---|---|
| Child Labour | 100.0% |
| Forced/involuntary labour | 100.0% |
| Sexual Harassment | 100.0% |
| Discrimination at workplace | 100.0% |
| Wages | 100.0% |
| Others – please specify | 100.0% |
11. Provide details of any
corrective actions taken or underway to address significant
risks/concerns
arising from the assessments at Question 10 above.
Proactive measures are taken. At the time of entry of employee or worker, a detailed checklist will be followed to ensure statutory compliance w.r.t. child labour, forced labour and wages without fail. For Sexual harassment, POSH is there in place and for discrimination, local management committee is in place.