I9to5 employee rights charter.

1. Australian Institute of Employment Rights
214 Graham Street
Port Melbourne Vic 3207
tel: 61 3 9647 9102
email: lisaheap@bigpond.net.au
Your RIGHTS, Your CHARTER
Our i9to5 team makes sure that your employee rights are not
violated. We want to pursue the idea of strong employee
laws not just labor laws. Understanding the fact that one of the
major force to draw strong investors in the country is the
Indian Employee force which excels in talent , experience and
hard work. Yet not much is done in terms of upholding the
rights of this Employee workforce.
We aim to draw a charter that gives equal Employee rights and
clear understanding of these rights. We want to give you a
service that is even-handed , accurate and based on mutual
trust and respect. We also want to make it as easy as we can for
you to get things right - Workplace wise.
i9to5 Employee Rights Charter
The Current Indian labor laws are specifically designed to
protect the blue collared workers who were exploited in the past
decades and it comfortably excludes new age educated
corporate employees on a lot of factors such as designation, Job
description,etc. Each employee rights violation case has to be
viewed separately and can be rejected even when there is
evidence of basic human rights violation. Its a shame that in a
country which thrives as a major service sector hub no attention
is given to basic employee rights.

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protected from bullying, harassment
and unwarranted surveillance.
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:
Employees must have the right to enjoy
a workplace that is free of discrimination
or harassment based on:
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.
age, physical or mental disability
treated with respect at work
provided with proper means to quit
and resume their career elsewhere
recognised and valued for the work,
experience and qualification
religion,caste,creed, community
or association with any group
irrelevant background verification
marital status
recognised and remunerated for
any managerial or business
functions they perform
amongst employees
salary is put on hold without proper
reasons
threatening or forcing the employee with
termination, legal or police action
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
Repeat offenders must be barred from
conducting any business to safeguard
employee rights.
use of abusive and demeaning
language by any superior
appraisal process
Reporting of any such malpractices with
Employee rights violation reports and
their status must be maintained and
made public for each of the registered
businesses in the country
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
2 Workplace Dignity
3 Zero Tolerance for
discrimination and
harassment
4 Fair renumeration and
working time standards
1 Status : EMPLOYEE 5 Ban against employee
blacklisting
6 Right to file a report
against employers/superior
if :
7 Safeguard employees
from unfair termination
8 Fair & standard termination
process
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.
The employee must have the right to quit
his job through a standarized procedure.
These feedbacks must be private and
confidential and must not be used as
means to implicate any kind of action
against the other party.
unreasonable salary cuts and drastic
policy changes to create panic
i9to5 Employee Rights Charter
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.
sex, gender identity or sexual
orientation
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.
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
employeeswithout any discrimination.
fair, just and transparent about all
performance review ,increment &
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
Third party background checks, if
required, must be limited to the tenure of
employment and Job description/Role of
the employee.
proper evidence must be protected
under the law with the assurance that
no action whatsoever will be taken
against the whistleblower .
To give your feedback or to support us
email us at speakup@i9to5.com
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.
Your RIGHTS, Your CHARTER
Recognising that improved workplace culture requires
employers to recognise,respect and reward their
employee workforce