Code of Conduct

Objective

The code of conduct is binding upon all the employees in VNR company. It provides guidance to the employees for conducting themselves while executing their official duties.

• The name and reputation of the organization should be maintained by the actions of each member of the organization.
• Accordingly, each employee should uphold the highest standards of ethical personal conduct.
• Whether employees are at work on organization’s property or off-site representing the organization, they may demonstrate proper respect for others and the law in every aspect of conducting their duties on the behalf of the organization.
• Additionally, discretion is important in one’s work, and organization employees should not disclose non-public information such as confidential or other important personal information that becomes known to them in course of their work.
• Misuse of organisational title for getting access to restricted data/ information, for garnering money from vendors/ market for personal use, misusing the data in possession for personal gain or ill treating the subordinates is an act of misconduct.  
• Using company property like camera, projector or computer is prohibited for personal use. The employee shall be responsible for any damage or loss to the company property in their possession. Based upon extent of damage, the dues shall be recovered from the employees.
• VNR Seeds strives for total quality, innovation and achieving results through teamwork.
• The company encourages positive communication and welcomes constructive criticism.
• The company believes in an open door policy.
• The Company encourages openness and freedom to communicate. However, it would not tolerate the same to be abused.
• The company believes in Ethical selling. The sales people are to act rightly, to say the right things; to not over-promise and make sure that buyers and sellers are fully informed.
• Integrity: All employees should keep the promises and agreements; act with sincerity; strive for consistency of thought and action while dealing with internal or external parties.
• The employees shall not accept gift/s in any form, from any vendor with value beyond one thousand. Proper intimation shall be provided to HR. Refer Gift Policy for more details.
• Respect for Intellectual Property. Honor patents, copyrights, and other forms of intellectual property of the organisation. Do not use unpublished data, methods, or results without permission.
• Within the limits of company guidelines and legal parameters, the company may take action at its sole discretion to uphold ethical standards.

DO’s and DONT’s on office premises

• Smoking, chewing tobacco & splitting on walls is strictly prohibited in  the company premises and at all locations.
• Smoking would be allowed in smoking zones or outside premises.
• Spittoons should be used for splitting. This will help in maintaining the cleanliness of the premises.   Keep your work area clean and orderly.
  

MISCONDUCT

Misconduct means any act or omission by an employee which constitutes a material or substantial breach of the employee’s duties or obligations pursuant to the employment or contract of employment or which adversely affects a material or substantial interest of the employer.

The following acts on the part of the workmen/employees shall constitute misconducts whether alone or in combination and shall render the workman / employee liable for disciplinary action and award of appropriate punishments.

• Wilful in- subordination or disobedience, whether alone or in combination with others to any of the lawful and reasonable order or orders of the superiors.
• Theft, fraud or misappropriation of company’s funds dishonesty in connection with the employer’s business or property.
• Theft of property of another workman / employee within the premises of the company.
• Wilful damage to or loss of employer’s goods or property.
• Taking or giving of any illegal gratifications or gifts of high value.
• Violating the company policies laid down for the employees.
• Habitual late attendance or late attendance on more than 3 occasions in a month.
• Habitual breach of any order or rules and regulations or instructions for maintenance and running of any department or the maintenance of cleanliness of any portion of the company. 
• Misbehaviour towards customers and visitors.
• Riotous or disorderly behaviour towards superiors, co-workers during working hours in the premises of business of the company or outside or any act subversive of discipline in connection with work of the factory / work.
• Habitual absence from work without sanction of leave or absence without sanction of leave for more than 10 working days.
• Habitual negligence or neglect of work.
• Tampering with any records, evidence, threatening the witnesses, falsifying or refusing to give testimony when incidents in the undertaking or other matters are being investigated or being considered.
• False statements made or particulars given in his application form for appointment or when called upon by the management to make a true statement of any fact in connection with any matter connected with the work or business of the company.
• Sleeping while on duty.
• Absenting from work without proper authority and/ or permission during duty hours or idling away.
• Adopting, participation, instigating, encouraging abetting go slow tactics.
• Carrying lethal weapons, fighting or attempting bodily injury to other workman.
• Drunkenness or conduct which violates common decency and morality.
• Assaulting, abusing, threatening or intimidating any superior or any other employee of the company, whether inside or outside the factory in connection with the work/business of the company.
• Playing cards and gambling within the premises.
• Smoking and/or spitting within the premises of the company other than at the place where permitted. 
• Refusing to sign a statement or declaration given by himself or to receive or sign notices, warnings, memo etc., issued or given by any superior or the manager.
• Conviction for any offence by a court of law, involving moral turpitude.
• Obtaining leave on being sick and during the same period working elsewhere or attempting to obtain work elsewhere or obtain leave on false pretext.
• Obstructing, preventing or intimidating any person from attending his or their normal work or from seeking employment.
• Engaging in activities or giving false statement before any person or authority with the intention to cheat the company.
• Refusal to submit for search or search on suspicion of theft of company’s property.
• Collection of any money within the premises for purpose not sanctioned by the management.
• Handling any machinery apparatus not entrusted to his charge.
• Refusal to work overtime due to exigencies of work.
• Unauthorized disclosure, to any person, of any information with regard to the process of the company, which may come in the possession of workman in the course of his work.
• Holding meeting or shouting slogans or leading processions or demonstrations inside the premises of the company or distributing or accepting inside the premises hand bills, notices or pasting posters, abusing any superiors in the company.
• Engaging in private work or trade within the premises of the company.
• Refusal to submit for medical examination when directed to do so by the manager.
• Failure to observe safety instructions notified by the employer or interference with any safety device installed within the company.
• While in employment, working for any other employer for any consideration or otherwise.
• Falsify the records in any manner in respect of attendance
• Falsifying and tampering with any official records.
• Failure to report accident / injuries while on duty and / or failure to give evidence in respect of such accidents / injuries.
• Failure to notify the company of change of address.
• Refusal to accept any order of transfer / or to work any shift.
• Interfering in any manner with any of the management functions and / or right, or with the work of the other workmen / employees.
• Unauthorized use of company provided gadgets, vehicles etc. provided for official purpose.
• Doing any act prejudicial to the interest of reputation of the company.
• Not taking proper care of the tools, gauges, jigs, fixtures, or any other company’s property entrusted to him.
• Conduct which endangers the lives and safety of other workmen / employees.
• Money lending or borrowing or engaging any kind of such trade within the premises of the company.
• Deliberate abuse of any concessions or benefits or any leave privilege for the time being in force.
• Any act which may be considered as misconduct in common parlance.
• Irresponsible use of social media for any communication that is objectionable against the company, its business partners, any colleague, or giving strong statements against any political party or religion thus hurting sentiments, or giving any defamatory statements against governing bodies or laws of the land showing disrespect to the company or person related to the company in any way.
• Our policy on ‘Prevention, Prohibition & Redressal of Sexual Harassment at Workplace’ mandates that sexual harassment is an unacceptable form of misconduct, and we are committed to preventing and addressing such behavior promptly and effectively. Our organization is dedicated to maintaining a workplace environment that is free from all forms of harassment, including sexual harassment. Any form of sexual harassment will be considered a serious violation of our Code of Conduct.

Punishment for Misconduct

The following punishments may be imposed for minor misconduct.

• Censure or warning, Fine, subject to the provisions of the Payment of Wages Act.

The following punishments may be imposed for major misconduct:

• Strict warning.
• Stoppage of increment.
• Demotion / reduction to a lower grade of post or lower stage in a scale of Wages.
• Suspension
• Removal from service which does not disqualify for future employment.
• Dismissal from service without notice.

Procedure for disciplinary action for misconduct

• The disciplinary action for misconduct shall be initiated as per the laid procedure in the Standing orders, CG.

Confidentiality & Secrecy of Business Information

• During service, the employees may come into close contacts with many confidential matters and information not generally available to the public. He may be exposed to, or otherwise learn about, various patents, copyrights, trademarks, inventions, manufacturing process and technology, methods or other technical or specialized information which may provide employee with the basis of developing new technology, and it may be part of employee’s connections with the company to assist in developing new technology.
  • In lieu to the exposure to various confidential information, the employees shall agree to maintain the confidential information (briefed below), in the strictest secrecy and confidence, and further agree not to, directly or indirectly, use or disclose any of the confidential information for the benefit of self.
  • For purposes of this agreement “Confidential Information” shall include trade Secrets and  Information pertaining to the following :
    1. Research & Development, Species used
    2. Plant & Machinery, Engineering of the Plant, Designs & Layouts, Material Handling, Raw  Material Specifications , Consumption Norms, Rejection Parameters etc.
    3. Sales, Service, Cost and other Marketing Information including, without limitations; Customer List, Mailing Lists, Pricing Policies, marketing Plans & Strategies; and other Selling Information.
    4. General business information pertaining to the company, including, without limitation;  Financial Information; Sales Volume, Expenses & Margins; Business Strategies; Operational Methods; Consulting Contracts; Supplier Information; Purchasing Information; Product Development; Strategies; Techniques or Plans; Research and Development; Acquisition Transaction and Personal Plans.
    5. Planning, Engineering and Technical Information, including, without limitation Formulae; Product Specifications; Product Formulation; Manufacturing Process; Patterns; Methods; Plans; and know-how.
    6. Any information, which the Company from time to time maintains as confidential information or declares to be confidential information, provided the same is not generally available in the public domain.
    7. Any other information, which is unique to the Company or which, gives the Company an advantage over competitors who do not have such information

• Any violation to the agreement of confidentially binding upon the employees may call upon strict legal action.