1.Introduction
Perceptyne Technologies Private Limited (“Company”) is committed to providing equal employment opportunities thereby creating an inclusive workplace and work culture in which all employees are treated with respect and dignity.
The Company adopts a zero-tolerance policy towards unlawful discrimination and harassment at the workplace. The Company continuously endeavors to ensure that all their facilities, technologies, information and privileges are accessible to people with disabilities. In order to give effect to its commitment of providing equal employment opportunities and to protect the rights of Persons with disabilities employed or otherwise hired by the Company, the Company has framed this policy (“Policy”) in accordance with the provisions of the Rights of Persons with Disabilities Act, 2016 and rules made thereunder as may be amended from time to time (“Act”).
Through this Policy the Company shall proactively work towards equal opportunity in all aspects of employment of Persons with Disabilities including the hiring/selection process, promotions, transfers, provision of training opportunities, compensation and employee benefits
2.Scope and Applicability
- This Policy aims at ensuring that none of the employees with disability is discriminated against on the ground of disability, unless it is shown that the impugned act or omission is a proportionate means of achieving a legitimate aim
- The Policy shall be applicable to all the employees whether permanent, temporary, consultants, apprentices, trainees, contractual staff, and any other person acting for and on behalf of the Company
3.Definitions
For the purpose of this Policy the following terms shall have the meanings ascribed to them herein below.
- “Discrimination” in relation to disability, means any distinction, exclusion, restriction on the basis of disability which is the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field and includes all forms of discrimination and denial of reasonable accommodation.
- “Person with Disability” means a person with long term physical, mental, intellectual or sensory impairment which, in interaction with barriers, hinders his full and effective participation in society equally with others.
- “Reasonable Accommodation” means necessary and appropriate modification and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure to persons with disabilities the enjoyment or exercise of rights equally with others.
4.Facilities and Amenities
- The Company shall, as far as possible, endeavor to provide such facilities and amenities to Persons with Disabilities to enable them to effectively discharge their duties in the Company. The Company shall take into account the specific and special needs of Person with Disabilities employed by it and ensure that its facilities (including physical/ digital infrastructure, information and communication technology, safety and security and transportation system, if any, provided by the Company) are easily accessible.
- The Company shall endeavor to ensure that it provides barrier-free accessibility to Persons with Disabilities and that its physical infrastructure is disabled-friendly. On a case to case basis, the Company may also opt to provide assistive devices, special chairs, wheel chairs, software, etc. in accordance with their requirement for the convenience of Persons with Disabilities and will improve their efficiency. Employees facing accessibility issues in relation to the physical infrastructure of the Company or with regard to any other issue, are requested to report the same to his/ her supervisor.
- The Company ensures that all our documents, communication and information technology systems adhere to the accessibility standards
- The Company will make Reasonable Accommodations, whenever necessary, for qualified employees or job applicants who have disabilities. What constitutes Reasonable Accommodation may differ from case to case and shall be up to the discretion of the Company. Such accommodation will be provided:
- to ensure equal opportunity in the application and selection process.
- to enable an employee with a disability to perform the essential functions of a job; and to enable an employee with a disability to enjoy the same benefits and privileges of employment as that of non-disabled employees.
5.Policy awareness
Details of the Policy shall be communicated through formal training sessions at regular intervals by the Company who will be responsible for the implementation and monitoring of the Policy.
6.Reporting of Disability & Confidentiality of Information
- Employees are requested to report the existence of a disability to the Company at the time of joining/ acquired after joining the Company or in case of ceasing of a disability, in order to ensure protection of their rights under this Policy.
- Any employee suffering from disability faces any Discrimination and/ or harassment, it shall be addressed by the Company in accordance with its Grievance Management Policy.
- The Company respects the privacy of every individual and ensures utmost confidentiality of information/ concerns in relation to disability or any other personal information shared with it by its employees. However, if the disclosure is mandated under law, then any such disclosure will be handled with utmost confidentiality and in accordance with applicable laws
7.Communication of the Policy
This Policy will be available to all employees of the Company via website of the Company, e-Mail and by hand
8.Compliance
All employees are expected to comply with this Policy. Non-compliance may result in disciplinary action.
9.Grievance Redressal
If there are any grievances with respect to this policy, you can contact the Grievance Officer whose details are provided hereunder:
Name: Jagga Raju N
Designation: Director
Email Address: grievance@perceptyne.com
We encourage you to report any incidents of violation of this policy in writing to the Grievance Officer, providing all details known to you, without fear of retaliation. A complaint can be raised by an aggrieved person, by a by-stander or observer as well.
