ITC Ltd.Founded on 24th august 1910.Head quarters at Kolkata.Chairman of the company : Yogesh chander deveshwar.ITC was started as “Imperial tobacco company” (1910) andlater to “Indian tobacco company” (1970) and finally reachedto “ITC limited”.The company Completed 100 years on 24th august 2010.ITC featured on the Forbes Worlds Most reputableCompanies List at position 95.ITC’s 50 % profit comes from its cigarettes.The companys turn over is $6 billion (2009)
POLICY ON HUMAN RIGHTS PolicyITC upholds international human rights standards,does not condone human rights abuses, and createsand nurtures a working environment ImplementationITC is responsible for the Human Rights Policydesign, implementation and updation.ITC through a set of separate policies andprocedures covering each of the main constituents ofhuman rights applicable at the workplaces. Monitoring & AuditThe assessment procedures for different constituentsof this policy are defined against each specific policy.
Policy to Ensure Respect for HumanRights Policy across the Supply Chain ITCs main supply chains can be grouped as follows: For all its operations, technology, machinery andequipment are expected to follow internationally acceptednorms and standards on human rights. ITCs major businesses are vertically integrated acrossseveral Divisions. Being a major agro-based company, the agriculturesector is a major supplier of inputs for its operations. ITCs business consists of supply chains comprising localvendors and suppliers.
Policy to Prevent Discrimination atWorkplace ITCs approach to its human resources is premised on thefundamental belief. ITC does not support direct recruitment, compensation, accessto training, promotion, termination or retirement based oncaste, religion, disability, gender, age, race, color, ancestry, marital status or affiliation with a political, religious, or unionorganization or minority group. The policy is communicated to all employees. The custodian of this policy is the head of each operational unitand Divisional Chief Executives of the respective business. The accountability for the application of the non-discriminationemployment policy rests with the Unit Head who reviews anti-discriminatory complaints annually or on a case-by-case basis. The Corporate Human Resources function conducts non-
Policy on Freedom of Association ITC respects the employee’s right to organizethemselves into interest groups as initiatives of theworkers, independent from supervision by themanagement. In keeping with the spirit of this Policy,employees are not discriminated against forexercising this right. The policy is communicated to all employees throughinduction programs, policy manuals and intranetportals. The custodian of this policy is the HR head of eachoperational unit who reports directly to Unit Head onsuch issues. The actualization of this policy is evident from the jointagreements and minutes that are signed between the
Policy Prohibiting Child Labor and PreventingForced Labor from Workplace.ITC does not employ any person below the age of eighteenyears in the workplace.ITC prohibits the use of forced or compulsory labor at all itsunitsThe responsibility for the implementation of the policy restswith the Units HR Department and the security staff who do notpermit underage persons to enter the factory as workers.The records are undertaken annually by Corporate HumanResources function.
Policy on Information and Consultation onChanges changes in operations involving work processes,manning norms and other productivity linked issuesare carried out after discussions with the employees Business plans are shared with employees at all unitsthrough a series of formal communication meetings,and through the intranet portals. The employees are given enough time to consider theimplications of change and an opportunity to discusstheir apprehensions, if any, with the management. Compliance with the Policy is regularly monitored bythe Unit Head.