Overview

Employee Health & Safety form an integral part of work environment. Our commitment to the Health and Safety of our employees under our management is an important aspect of our sustainability goals. In addition, achieving high levels of pro-active health and safety standards contributes to customer satisfaction, business results and employee motivation.

Scope

This policy applies to all full-time, part-time and temporary employees of DCIPL.

Policy Statement

■ Promote the health and safety of all employees, at work, and outside

■ Prevent workplace and work related injuries and illnesses

■ Improve the working conditions and well-being at work

Principles

We expect our employees to take reasonable care of their health and safety, and any other persons who may be affected by their acts or omissions at work. Employees are expected to co-operate with their Superiors and other colleagues in fulfilling our objectives and statutory duties in a safe manner, without putting at risk their own health and safety, and / or the health and safety of others.
All employees must adhere to the following Health & Safety Principles:

■ Employees should observe health and safety regulations, and guidelines in their Day-to- day work environment

■ Employees are expected to seek guidance and report concerns to their superiors, Where they believe that the health and safety of any employee is at risk

■ Company provides adequate security to ensure the safety of employees working in the office premises

■ Attend Fire and Safety training whenever they are conducted by the physical security team

■ Carry out their work safely and without undue risk to themselves, colleagues and / or others who may be affected by their actions, and not intentionally interfere, misuse or ignore arrangements, controls and items provided for health and safety purposes

Not to bring any equipment, tools, radios, etc. to the company premises without prior permission from their superior / Manager

■ Conduct themselves in a responsible manner while on company business, be alert about hazards and refrain from any form of horseplay

■ Comply with the arrangements on emergencies and fire as they have been instructed

■ Co-operate with management, colleagues, safety representatives and advisors promoting safe working practices

■ Keep their work areas tidy and clear of hazards

■ Report accidents, incidents and hazards they observe to their Superior / Managers.

Overview

Darwish group sets a high value on the contribution of its people and recognizes that they should be valued as individuals. It recognizes that everyone has a different background and that each one of them can bring fresh ideas and perceptions, making the workplace more sensitive and efficient.
We at DCIPL believe that developing a workforce that reflects the diversity of our customer base and the communities in which we operate helps our business. We are committed to provide opportunity and a respectful environment for everyone who works with us. Our commitment to diversity underpins all our human resources policies and practices and all our dealings with customers, suppliers and stakeholders.
This means that we will be inclusive and we will not discriminate directly or indirectly against any person because of age, gender identity, marital status, pregnancy, race, color, ethnic origin, sexual orientation, disability (both physical and mental), religion or belief.

Scope

This policy applies to all full-time, part-time and temporary employees of DCIPL.

Policy Statement

It is DCIPL’s policy and practice to provide and promote equal employment opportunities for all employees and candidates.

Company will not discriminate on any grounds in hiring, compensation, access to training, promotion or termination. However, relating to the training we are in the process of designing separate ‘Training Need Analysis Document’ and which will be released in due course of time and will be a part of this document.

■ Company is committed to equality of opportunity and dignity at work for all, irrespective of caste, religion, race, color, creed, ethnic or national origins, gender, marital status, sexuality, disability, class or age

■ Company is also committed to an environment that does not tolerate any form of bullying or harassment on any basis

Principles

Diversity in DCIPL specifically covers:

■ Working Environment

■ Discrimination

■ Harassment/Bullying

■ Reasonable Adjustment

Working Environment:

■ Diversity means having a working environment where employees are encouraged to achieve their potential and we will do this by:

■ Ensuring that employment selection decisions are based on objective, non-discriminatory job related criteria and are consistently applied

■ Continuously reviewing and improving our practices and procedures, including recruitment, selection, promotion, grievance, discipline, harassment, and dismissal to ensure equality

■ Working positively to identify barriers to progress and taking action to remove those

■ Training and continuously educating line Managers and all other employees involved in people management processes

■ Communicating the spirit of our diversity policy to everyone within DCIPL and those who are part of it

Overview

At DCIPL, Employees and others are entitled to work in an environment free from sexual harassment and not be part of a hostile or offensive working environment. Conducts violating this principle, may result in disciplinary action up to and including dismissal from the services of DCIPL. Company will not tolerate, condone or allow sexual harassment, whether engaged in by fellow employees, supervisors, employees, clients or other non-employees who conduct business with DCIPL.

Applicability

This Policy applies to all the Employees and others.

■ “Employee” means any person who is on payrolls of Darwish Cybertech India Private Limited at the time of incident.

■ “Others” means personnel working on contract (part time/ full Time) and/or as consultant deputed at Extended Workplace.

Policy Statement

Definition
Sexual harassment includes unwelcome or unwanted conduct of sexual nature when:
■ An Employee’s submission to or rejection of this conduct affects decisions regarding hiring, evaluation, promotion or other aspects of employment, or

■ This conduct substantially interferes with an individual’s employment or creates an intimidating, hostile or offensive work environment.

■ Examples may be considered as violation of this policy and may constitute sexual harassment, including, but not limited to:

■ Physical contact and advances

■ A demand or request for sexual favors

■ Sexually colored remarks

■ Showing pornography

■ Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.