HR POLICY

RECRUITMENT

The recruitment and selection shall be done to create the competitive strength and the strategic advantage for the organizations. Recruitment process shall involve systematic procedure from sourcing the candidates, arranging and conducting the interviews, selection and issuing orders.

The training and the probationary period of an employee shall depend on the experience of the candidate

NO DISCRIMINATION POLICY

All employees in the organization shall be treated equally regardless of race, colour, sex, age, religion, political opinion, social status, disability, or any other status of an individual unrelated to the employee’s ability to perform his or her work. Management actions shall be free of discrimination; these actions typically include recruitment, hiring, discipline, discharge, pay, promotion, placement, work assignment, scheduling of working hours and training.

TRAINING AND DEVELOPMENT

Induction Level

  There shall be a standard training module for each level of induction depending upon the functional needs. After the completion of training programme written test shall be conducted. The trainee has to pass the examination before confirmation as regular employee.

Employee Development Programme

Training needs shall be identified for all staffs on yearly basis by the functional directors of all the functions. HR will be responsible for organizing the training either in-house or externally. The effectiveness of the training imparted shall be evaluated & recorded. Standard topics of in-house training programme & identified training faculties.

Training after change of cadre:

After promotion of every cadre change i.e. from supervisor level to executive level and from executive to manager level a training programme shall be organized as per the training calendar.

Workers Training program:

All workers in the organization shall be trained as knowledge workers and shall be imparted training in their respective field of operation for skill and multi skill development. HR shall maintain the records of knowledge base & potentials of all workers and based on annual appraisal reports & organizational need training programme for skill and potential development shall be planned.

GRIEVENCE REDRESSAL PROCEDURE

All grievances/complaints arising out of the employment including those relating to unfair treatment or wrongful execution on the part of the management team including managers or supervisors shall be dealt as per the grievance redressal system of the company.

Any kind of harassments like bullying, intimidation, degradation or sexual harassment of employees will not be tolerated. The company shall have an objective process for handling complaints & grievances that is outside the direct supervisory chain of an employee that might have a concern.

Health and Safety Policy

Health:

Yearly medical check up shall be done for all the employees.

Health record of every employee shall be maintained by the HR department.

Cases of abnormal health condition shall be referred to specialized doctors.

We ensure all personal employed in OLG shall be provided health and safety training on regular basis.

The company shall nominate a representative of senior level for Health and Safety, he/she will be responsible for organizing and implementing all health and safety related plans.

Safety

  • The management is committed to provide responsible care for the health and safety of employees of OLG who may be affected by the company’s operations and also for the protection of the environment.
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  • Every individual of OLG is expected to wholeheartedly co-operate with the safety rules of the Company. All the employees should strictly follow the safety rules, regulations and procedures laid down by the Company from time to time.
  • OLG shall provide necessary safety equipment to each employee based on the nature of training being given in the respective department.