i9to5 Employee Rights Charter focusses on the problems faced by the Working class in India.We strive to resolves all such issues by btaining your digital signatures and helping out our colleagues that face similar discrimination at Workplace. Kindly share this Charter with as many people as possible.

1. i9to5 Employee Rights Charter
Your RIGHTS, Your CHARTER
Recognising that improved workplace culture requires
employers to recognise,respect and reward their
employee workforce
1 Status : EMPLOYEE
The first step to claim our employee
rights is to achieve the status of an
employee.Not labor.Not Workmen.But
simply an EMPLOYEE.This must
include all white collared corporate
employees without any discrimination.
2 Workplace Dignity
Recognising that employees are not a
mere commodity and have the right to
be accorded dignity at work and to
experience the dignity of work. This
includes being:
treated with respect at work
recognised and valued for the work,
experience and qualification
recognised and remunerated for
any managerial or business
functions they perform
protected from bullying, harassment
and unwarranted surveillance.
provided with proper means to quit
and resume their career elsewhere
fair, just and transparent about all
performance review ,increment &
appraisal process
3 Zero Tolerance for
discrimination and
harassment
Employees must have the right to enjoy
a workplace that is free of discrimination
or harassment based on:
sex, gender identity or sexual
orientation
religion,caste,creed, community
or association with any group
age, physical or mental disability
irrelevant background verification
marital status
4 Fair renumeration and
working time standards
Each employee must be paid according
to work hours dedicated including
overtime and shift schedules.
These must be standard rules
applied across
industries
and
business functions
5 Ban against employee
blacklisting
Each employee must have the right
to protect
himself
from
corporate blacklisting.
The latest trend of background
verification by a third party must not be
a ground for rejection of employment.
6 Right to file a report
against employers/superior
if :
use of abusive and demeaning
language by any superior
salary is put on hold without proper
reasons
threatening or forcing the employee with
termination, legal or police action
unreasonable salary cuts and drastic
policy changes to create panic
amongst employees
the employer or superior indulges in
malpractices
collective harassment or discrimination by
a group of colleagues or management or
any department during the course of
employment
Reporting of any such malpractices with
proper evidence must be protected
under the law with the assurance that
no action whatsoever will be taken
against the whistleblower .
Repeat offenders must be barred from
conducting any business to safeguard
employee rights.
Employee rights violation reports and
their status must be maintained and
made public for each of the registered
businesses in the country
7 Safeguard employees
from unfair termination
Every employee must be protected against
unfair or arbitrary termination without a valid
reason related to the employee’s
performance or conduct.
An employee must also have the right to
upheld his job security as a top priority.
Standard procedure for termination and
quitting the job must be followed across
industries and businesses without any
exceptions
8 Fair & standard termination
process
The employee must have the right to quit
his job through a standarized procedure.
Similarly during termination , the employer
must specify exact logical reasons to
terminate the services of the employee.
Both employees and the employers must
have a fair chance to be vocal about each
of the party after the termination process.
These feedbacks must be private and
confidential and must not be used as
means to implicate any kind of action
against the other party.
Third party background checks, if
required, must be limited to the tenure of
employment and Job description/Role of
the employee.
If any other recruitment / employment
details are shared, procured or
investigated then it must be considered
as a violation of Article 39a , 41 and 21
of the Indian constitution.
9 Corporate gender equality
In order to shatter the glass ceiling
effect and ensure equal employee
rights for women employees, a
minimum of 40% of Board of directors
in larger firms must be women with
relevant experience,qualification.
Also steps must be taken to generate
employment oppurtunities for the third
sex so that they become a part of the
mainstream and can also contribute to
the nation's progress.
Education,Training and job placements
for the people from third sex must be
actively taken as a CSR activity.
To give your feedback or to support us
email us at speakup@i9to5.com
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