The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CHRO – HuR/01/2019/R1
30/08/2019
Tata Power Human Rights Policy – Commitment Framework
Introduction
The Company has drafted and published a policy on ensuring the conformance to Human
Rights. The commitment framework document describes Tata Power’s implementing
procedures on the Human Rights policy. These Implementing Procedures provide
guidance for effectuating the principles expressed in the Policy.
This policy is:
“Tata Power respects and supports the dignity, well being and human rights of all
stakeholders. Tata Power is committed to developing a culture which inculcates
respect and support for Human Rights and seeks to avoid connivance in Human
Rights abuses. This policy is in accordance to the principles of International Labor
Organization and United Nations Global Compact.
Tata Power would ensure conformance to fundamental labor principles including the
prohibition of child labor, forced labour, freedom of association and right to
collective bargaining and protection from discrimination (based on age, gender,
marital status, differently abled, race, national/ regional origin, ancestry, indigenous
status, personal beliefs, religion & spiritual practice, political affiliation, sexual orientation
and HIV/AIDS) in all its operations by imparting relevant training and aligning the
conduct of its employees.”
Background – Human Rights and Sphere of Influence
Our ability to influence and enforce is strongest when dealing directly with our own
employees/contractors and direct business partners such as suppliers and subsidiaries
where we hold a controlling interest. The policy is initially scoped to cover Tata Power
Standalone and companies that are 100% subsidiaries of Tata Power (e.g. CGPL).
The Policy recognizes that Tata Power will endeavour to promote the recognition of basic
human rights as defined in the United Nations Global Compact.
Our ability to influence positively the communities in which our plants and businesses are
located, as well as governments, depends on many factors such as whether the
government is a customer, the substance and enforcement of existing local laws, the
human rights issue in question, and the extent of Tata Power operations within a given
geography. Each business’ process for implementing the policy should take into account
Company’s practical and relative role in the business context in which the issue arises.
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
Commitment framework
1. Dignity of all stakeholders –
a) Community - Company should consult regularly with local communities in a sensitive
and open process. Strive to achieve the free and informed consent of indigenous
people to proceed with developments
b) Employees – Employees need to adhere to Tata Code of Conduct and shall be
treated with dignity and in accordance with the Tata policy of maintaining a work
environment free of all forms of harassment, whether physical, verbal or
psychological.
c) Contractors/ suppliers - Contractors and suppliers are expected to maintain a work
environment free of all forms of harassment, whether physical, verbal or
psychological. Tata Power shall ensure that violations within Tata Power premises
are addressed appropriately.
2. Well being – Company sees following steps as essential:
a) Physical and mental health of stakeholders involved in workplaces of the Company
(employees, contractors, etc):
Making available clean, potable water in the workplace
Supplying protective equipment and training necessary to perform tasks safely
Ensure that company operations do not adversely impact long term health of
individuals’
Not subject pregnant or breastfeeding women to conditions that would be harmful
for them. Company will grant breastfeeding women reasonable breaks and a
designated area where feasible for breastfeeding during work hours
When operating in areas where contagious diseases are endemic, providing
appropriate information and training to mitigate risk
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
b) Maternity related: Company will
Provide women with maternity leave for the period as prescribed under the
Maternity Benefit Act, without risk of losing their employment or responsibilities
(being reviewed to further enhance the maternity leave beyond prescribed period)
Grant women temporary leave in case of illness or complication related to
pregnancy or birth, without risk of losing their employment
c) Injury & illness: This covers an individual with a temporary or permanent disability,
physical or otherwise. Tata Power will:
Provide emergency care as necessary
Give reasonable time to recover from the injury or illness
When the individual returns, Company will ensure that injured/ ill individuals are
given appropriate duties and assistance while they recover from the injury or
illness. This might include making reasonable adjustments to the workplace,
although these should not cause the business unjustifiable hardships.
3. Culture of respect & support for Human Rights – Tata Power acknowledges human
rights of its Stakeholders and it forms the central part of our community relations:
a) Understanding the perspectives of local/indigenous people through consultation &
respecting their rights:
Company need to understand the impact that operations can have – and it is often
unintended consequences that cause problems for local people, including
minorities or indigenous people
Company should create awareness among our employees of the perspectives of
local people’s attitudes, beliefs and values which need to be protected
Employees should draw attention to any gaps or inadequacies, and share insights
b) Conditions of work & wages: Being trained to work and then working in safe,
healthy and environmentally responsible ways comes first and foremost. Factory
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
Act 1948 form the basis for recording and notification of occupational accidents
and diseases in the organization:
Ensure that wages are in accordance with the Minimum Wage Act & law of the
land. Ensure that employees are fairly remunerated, and that wages are regularly
reviewed in a fair process
Company will over time harmonize health and safety standards and aim to make
them uniform across the countries it operates in. Joint health & safety committee
involving management and worker representatives can be formed to identify
improvement areas
c) Privacy: Company will
Ensure that, upon request, individuals will be made aware of personal information
that the business maintains on them, where it is held and how it can be updated
Not ask workers about their health or pregnancy status except when the status is
directly relevant to the performance of job duties, and seeking to keep such
information confidential
Ensure adequate protection of personal information held by the company
Only provide an individual’s personal or other information to government authorities
to the extent required by law and upon request, or with the individual’s permission
Seek to minimise the use of monitoring, surveillance and security measures that
may invade the privacy of individuals to the extent practicable, and using such
measures solely for the legitimate business purpose of protecting its assets and
the safety of its workers or others.
4. Avoiding connivance in Human Right abuses: Company will ensure its non-
involvement in human right abuses related to:
a) Child Labour
We need to make our contractors, suppliers and others with whom we have a
substantial involvement strongly aware of the standards, which we expect from
them
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
We shall ask for undertaking on non involvement in child labour from our suppliers/
contractors. If in doubt/ as required, Company will monitor their employment
practices through surveys, site visits and audits
Company may opt for a strategy of constructive engagement with offending
suppliers, rather than simply terminating contracts with them. However, if there is
no positive impact observed in the employment practices of contractors/ suppliers
and others; Company must terminate the business dealings.
b) Forced Labour
Company will not make use of slave, forced or compulsory labour in any form
The company will ensure that employees are free to resign
Ensure that all feasible measures are taken to prevent workers from falling into
debt bondage through company loans
Company will refrain from retaining the personal papers of its employees (for eg -
passport, Aadhar card, educational certificates etc)
We need to make our contractors, suppliers and others with whom we have a
substantial involvement strongly aware of the standards, which we expect from
them
We shall ask for undertaking on non involvement in forced labour from our
suppliers/ contractors. If in doubt/ as required, Company will monitor their
employment practices through surveys, site visits and audits
Company may opt for a strategy of constructive engagement with offending
suppliers, rather than simply terminating contracts with them. However, if there is
no positive impact observed in the employment practices of contractors/ suppliers
and others; Company must terminate the business dealings.
5. Adherence to principles of ILO
a) Company will ensure consistency with the principles of ILO, as well as laws of the
countries in which we operate
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
b) The rights and freedoms may in no case, be exercised contrary to the purposes
and principles of the ILO.
6. Adherence to principles of UNGC
a) Company will ensure consistency with the principles of UNGC, as well as laws of
the countries in which we operate
b) The rights and freedoms may in no case, be exercised contrary to the purposes
and principles of the UNGC
7. Freedom of association and Right to collective bargaining
a) It is the choice of each employee as to whether or not they wish to join a trade union,
and company respect those choices
b) Freedom of Association is enshrined under Constitution of India in the Trade Union
Act. Tata Code of Conduct on regulatory compliance requires Company to comply
with all laws of land and go beyond compliance wherever possible. In this spirit,
freedom of association is engrained in Company’s Values
c) Employees doing the same work to the same standards of flexibility and productivity
will receive comparative remuneration and employment conditions, whether
employed under individual or collective agreements
d) Company does not interfere with the rights of workers to express themselves freely,
nor their right to access information, which enable them to perform their work
properly
8. Protection from discrimination - Company employs on the basis of job requirements
and does not discriminate on grounds of age, ethnic or social origin, gender, sexual
orientation, politics or religion. Company may make exceptions to favour local
employment where local laws provide.
a) Age
Company will not discriminate, directly or indirectly, based on the age of the person.
Company will ensure not to treat anyone less favorably because of their actual or
perceived age.
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
b) Gender
Company will not discriminate on the basis of gender on any aspect of employment
(hiring, pay, job assignments, promotions, layoff, training, fringe benefits, and any
other term or condition of employment) and will establish employment targets to
maintain gender balance
c) Marital Status
Company will not discriminate because of marital status (i.e. single, married, in
a de facto relationship, separated, divorced or widowed)
Company will treat fairly and not ask discriminatory questions that point to
marital status or family issues
Men & women, without any limitation, have the right to marry as per the local
laws
d) Differently abled
All differently abled will be treated with dignity and respect.
Company will provide necessary facilities that should be available to disabled
people that include blind, partially blind and handicapped (whether physically
or mentally)
Company will not do such things, which expose differently abled to undue
hardships (for eg: asking them to lift heavy objects etc.)
e) Race
Company will not tolerate any racial harassment like racial slurs, offensive or
derogatory remarks about a person's race or color, or the display of racially-
offensive symbols
While defining and implementing policies, the sensitivity to traditions/ cultural
aspects needs to be ensured.
f) National/ Regional origin and ancestry
Company will not discriminate on the basis of origin/ancestry on any aspect of
employment (hiring, pay, job assignments, promotions, layoff, training, fringe
benefits, and any other term or condition of employment).
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
Company will allow workers to speak their own language in the workplace when this
does not interfere with their ability to fulfil their job responsibilities or adversely
impact workplace health, safety or security
g) Indigenous/regional status
Company will respect language, culture and values of indigenous people
Company may engage in positive discrimination towards indigenous people for
vocational training, employment and education
Company will strive to achieve the free and informed consent of indigenous
people to proceed with developments
Special arrangements may need to be made to accommodate and protect the
prevalent traditional systems and beliefs
h) Personal beliefs
Company respects the practice of faith by its stakeholders
Company does not prevent employees from wearing clothing or other symbols
that are an expression of their faith, provided that such clothing or symbols do
not increase the risk of accidents in the workplace and do not interfere with
their ability to perform their job responsibilities
i) Religion & Spiritual practice– In respecting this right, Company will ensure:
To reasonably accommodate an employee’s religious beliefs or practices,
unless doing so would cause more than a minimal burden on the operations of
the business. (examples of some common religious accommodations include
flexible scheduling, voluntary shift substitutions or swaps, job reassignments,
and modifications to workplace policies or practices)
No offensive remarks about a person’s religious beliefs or practices
j) Political affiliation:
As per TCoC (clause # 7), Company shall not support any specific political party or
candidate for political office. While Company respects individual’s political affiliation
or beliefs, any such activity should be done outside the Company premises and
Company’s resources should not be used (e.g. Working hours, infrastructure, etc)
The Tata Power Company Ltd Human Rights Policy
Date of Issue:
CSO – HuR/01/2019/R1
30/08/2019
k) Sexual orientation:
Company will not collect data on sexual orientation
No discrimination will be made based on the sexual orientation of the person
l) HIV/AIDS:
Compliance:
The Company's policies on HIV/AIDS with regard to its employees will, at a
minimum, comply with all relevant Central and State legislation and the
Company will implement all policies and directions of the Government
regarding HIV/AIDS whenever issued
Safe and Healthy Workplace:
It is the Company's objective that employees will have access to health
services to prevent and manage HIV/AIDS
Non-discrimination:
The Company will not discriminate against any employee infected by HIV/AIDS
with regard to promotions, training and other privileges and benefits as
applicable to all employees. A HIV positive employee will be allowed to
continue to work in his/her job unless medical conditions interfere with the
specific job being done, in which case reasonable alternative working
arrangements will be made; or the employee is incapacitated to perform his/her
duties and is declared medically unfit by a medical doctor, in which case the
employee will be assisted to rehabilitate himself/herself outside the Company
9. Alignment of conduct of employees
a) Formal HuR training will be imparted to the employees in a phased manner. Using
this training, employees need to understand the context of policy in a particular role
b) Formally defined measures will be undertaken to align conduct of all employees on
Human Rights related aspects
c) Company will appoint a ambassador to drive this policy across the organization and
ensure that any complaints/ feedback are acted on suitably
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