News & Events

Code of Conduct & Ethics

The Code of Conduct shall apply to all employees immediately on their joining the Company and every employee would be deemed to have read and understood the Code of Conduct on joining the Company. Employees found breaching the Code of Conduct would be liable for disciplinary action by the appropriate authority.

Public Representation and Confidentiality of Agreement:

Outside Business: No employee shall engage in outside business activities except with prior written approval of the Competent Authority. An employee must obtain necessary approval from the Competent Authority, prior to engaging in such activities. Such approval, if granted, may be given subject to restrictions or qualifications and is revocable at any time. Examples of activities requiring prior written approval include full or part-time service as an officer, director, partner, consultant or employee of another business organization (including acting as a director of a company whose securities are publicly traded); contributing (whether for payment or not) written articles in newspapers, magazines, journals of professional or trade bodies, etc.; agreements to provide financial advice to a private, educational or charitable trusts, non-governmental organisations etc. and any agreement to be employed by or accept compensation in any form (e.g. salary, fee, commission, bonus etc.) from a person or entity other than the Company or its subsidiaries and affiliates.

No employee shall bring or attempt to bring any political or other outside influence to bear upon any superior authority to further his interests in respect of matters pertaining to his services in the Company. No employee shall take an active part in politics or in any political demonstration, or stand for election as a member of a Municipal council, District Board or any other local Body or any Legislative Body, except with prior written consent of the Competent Authority.

Media Contact: No employee shall, except with the prior sanction of the Competent Authority, own wholly or in part, or conduct or participate in the editing or management of any newspaper or any other periodical/publication. Further, no employee shall, except with the prior sanction of the Competent Authority or except in the bona fide discharge of his duties, participate in any radio broadcast or give any interview to a program telecast on Television, or contribute to any article or write any letter to any newspaper or periodical or make public or publish or cause to be published any documents, papers or information that shall relate to the business of the Company and which may have come into his possession in his official capacity. Any employee in breach of the above shall be held responsible for any loss or damage that may be caused to the Company.

No employee shall, without the prior sanction of the Company, except in the discharge of his official duties, take part in the registration, promotion or management of a Company/business under any relevant law of land.

Confidentiality : Employees should maintain strict confidentiality in subjects related to company and its constituents' affairs, financial matters, any information about the operations, plans, research, know-how, processes, administration or affairs of the Company, shall not divulge, directly or indirectly, any information either to a member of the public or to the Company's staff, unless compelled to do so by a judicial or other regulatory authority or unless instructed to do so by a superior officer in discharge of his duties. Any attendant liability that may arise against the Company due to an employee's breach of secrecy will be entirely to the employee's account.

Compliance: Every employee in discharging his duties, shall fully and promptly comply with all the applicable statutory and regulatory requirements, and if in doubt shall refer the matter to his supervisor and/or the Competent Authority for advice.

Abusive Substances: Employees shall refrain from subjecting themselves to any prohibited abusive substances such as narcotics and shall also refrain from attending work and remaining in office premises while under the influence of any substance that impairs mental faculties (e.g. alcohol). No employee shall be permitted to smoke in the office premises. Employees shall also refrain from appearing in a public place in a state of intoxication.

Third Party Intellectual Rights: In the course of performance of their official duties, an employee will use or have access to Software, Databases and other materials in which third parties have copyright or other proprietary interest. These third party intellectual property rights shall be honoured by the employee and the said materials shall not be copied (includes loading software or other material onto the hard drive of a computer, copying it onto a disk and any other transmission of material e.g., sending via e-mail) without obtaining the permission of the copyright owner.

Internal Ethical Conduct: Honesty & Integrity: Every employee shall serve the Company honestly and faithfully, shall use his utmost endeavours to promote the interests of the Company, shall show courtesy and pay attention in all transactions and dealings with the Company's constituents. All employees are required to maintain high ethical standards on business practices concurrent to the Brand image of the company. High Professional and Personal integrity is expected and valued in our company.

Avoid actions and relationships which cause hindrance in discharging your official responsibilities.

Do not undertake any other employment or engage in any external activities or engage in any external activities of commercial nature, without the prior approval of the competent authority. Business entertainment should be lawful, reasonable as per company's business standards.

Gifts: No gift should be accepted from a supplier, vendor or customer unless the gift has insignificant value.

Bribes: No payment in any form shall be made directly or indirectly to anyone for the purpose of obtaining or retaining business, or to obtain any other favourable action. A violation of this policy may subject the employee to disciplinary action as well as potential criminal prosecution. In carrying out the business of the Company or in any matter involving the Company, no employee shall resort to bribing or offering any monetary benefit or in any way offering any favour other than in the normal course of business, to any official, government, regulatory or otherwise. No employee shall accept, seek, solicit, or accept, for his personal benefit, any gifts or presents in cash or of significant monetary value, for the professional services rendered or business deals done on behalf of the Company, from existing and/or prospective constituents.

Usage of Electronic / Internet facilities: The Company makes available various electronic facilities such as computer, printing, internet, etc. The use of these facilities by employees should be restricted solely to official purpose and for conducting the business of the Company. Users of personal computers / Laptops should not load, download or distribute pirated software or pirated data from any source, nor any inappropriate images. Users should only load or download approved software with direct business use and must take all necessary actions to have such software properly licensed and registered as required. Downloaded software must be used only under the terms of its license. Users should not load or download entertainment software and games or play games from any source on the company owned or leased personal computers. Web based trading, gambling, betting etc. ARE ALSO STRICTLY PROHIBITED. Detailed Information Technology (IT) Usage Policy has been drafted separately to ensure that the e-mail system is used in accordance with the accepted norms associated with usage of any e-mail system in a corporate environment. Any deviations of this in a manner other than described herein would require the approval of the Competent Authority.

E-Mail Usage Policy: The e-mail system of the Company is a part of the business equipment and technology platform and employee should use it for Company purposes only. The Company prohibits the use of the E-Mail System in ways that are disruptive, offensive to others, or harmful to morale. For example, the display or transmission of sexually explicit images, messages and cartoons is strictly prohibited. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, indecent jokes, or anything that may be construed as harassment or showing disrespect for others. For details please refer E-mail usage policy. Chain mails are a strict NO. Addressing mails to recipients as "ALL PFS" is also to be used with due caution, only very important and relevant mails to all employees of the company may be sent to recipients marked as "ALL PFS", in case of any doubt an employee should check with his supervisor.

Official phones/Mobile Phone: It is emphatically made clear that the employees should use the phone facility only for official purpose. One is expected to be short on the phone and not keep it engaged for long durations. Personal calls received also need to be kept brief.

Delegation of Authority: Only employees who are specifically authorized by the Company's Board of Directors or Bylaws may commit the company to others. A "commitment" includes the execution of any written agreement, the making of any oral agreement, or any other undertaking that obligates or binds the company in any respect, whether or not it involves the payment of money. Employees must never execute a document or otherwise commit the company unless they have clear authority to do so. They should check with their superiors to determine what authority limits have been delegated to them. Failure to follow this policy would subject the employee to disciplinary action.

Every employee shall conform to and abide by the Rules contained in the HR Policy Manual and shall observe, obey and fully comply with all orders and directions which may be given from time to time by the Company.

In view of the specific responsibilities handled by the employees, which entail fiduciary responsibilities for the Company, all employees shall stay accountable for the actions, activities and decisions taken by them during their period of service with the Company even after their separation from the services of the Company, and the Company shall be entitled to take any action necessary to protect its interests in this connection.

Employee Grievance Redressal: While we take legitimate pride in our organization for the fine work culture, excellent inter-personal relations and an atmosphere of camaraderie, it will not be uncommon when occasions arise where employees may have genuine grievances, both work-related and non-work-related. It is desirable and generally expected that those issues/grievances are sorted out by the concerned employees through dialogue and mutual understanding. Further it is expected that cohesiveness is maintained within the department and co-ordination between different departments, as these are essential prerequisites to the success of any organization.

However in the interest of good order and role clarity, employees are advised to adhere to the following procedure in cases of grievances:

Work-related grievances:

  • Intra-department grievances/issues should be referred to and discussed with the departmental head as the case may be and resolutions obtained with the reasoned judgment of the departmental head.
  • Inter-department grievances should be referred and discussed with their respective Departmental Head who will interface with his counterpart in the other department for a resolution. However, each employee should first endeavour to resolve the issue directly with the concerned employee in the other department. Wherever necessary, details of resolutions/decisions arrived at could be recorded by a memorandum.

Non-work related grievances:

  • Employees should ensure that their non-work related grievances/issues are genuine and significant and are kept to the minimum, they may discuss them with their superiors/departmental heads for guidance and counselling, and if required with the HR Department Head.
  • If any grievance remains unresolved at the departmental level, it should be referred to the HR Department, which will review and facilitate a process for resolution.
  • If a satisfactory resolution is not obtained at this stage the matter may be referred to the MD for his review and decision, which will be final and binding.
  • All employees are also free to approach HR Department in case of any personal grievances.

Without prejudice to the provisions of the other Rules, an employee who commits a breach of the Rules of the Company, or who displays negligence, inefficiency or indolence, or who knowingly does anything detrimental to the interests of the Company or in conflict with its instructions, or who commits a breach of discipline or is guilty of any act of misconduct, shall be liable to the following penalties:

  • Reprimand
  • Postponement or stoppage of increment or promotion
  • Demotion to a lower post or grade
  • Recovery of the whole or part of any pecuniary loss caused to the Company
  • Discharge
  • Dismissal

An employee may be placed under suspension by the officer empowered to pass such orders. During such suspension, he shall receive a subsistence allowance as per the applicable laws, to be adjusted against salary and benefits at the final disposal of the case.

Notwithstanding the conduct in the work place, all employees are also expected to conduct themselves in the society complying with the applicable civil laws. Any employee violating the same and having been convicted of such violation or having been taken into police custody for having violated would also invite summary disciplinary proceedings.