Privacy Policy

Our Privacy and Policy :-

We at CRS are committed to providing a work environment free of discrimination. We prohibit discrimination in the work place. Whether committed by or against managers, co-worker, customers, vendors or visitors. We want you to work and develop in an environment that is respectful and productive. Workplace discrimination based on an employee’s race, color, religion, caste, sex, national origin, citizenship, age status. Sexual orientation, disability, marital status, or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, on company business, or at company sponsored events. If anyone observes or experiences any sort of discrimination, he/she can report his complaint directly to the Owner of company verbally or in writing. The owner will look into the matter personally and resolve the issue.

In order to provide a productive and pleasant environment, it is important that we at CRS endeavor to maintain an organization characterized by mutual respect. Accordingly, sexual harassment in our organization will not be tolerated. Prohibited Activities
Sexual harassment has been defined as a form of sex discrimination, consisting of unwanted sexual advances. Examples of prohibited sexual harassment include:
• Supervisors or managers explicitly or implicitly suggesting sex in return for a hiring, compensation, promotion or retention decision
• Verbal or written sexually suggestive or obscene comments, jokes, or propositions
• Unwanted physical contact, such as touching, grabbing or pinching
• Displaying sexually suggestive objects, pictures or magazines
• Continual expression of sexual or social interest after an indication that such interest is not desired
• Conduct with sexual implications when such conduct interferes with the employee’s work performance or creates an intimidating work environment
• Suggesting or implying that failure to accept a request for a date or sex would adversely affect the employee in respect to a performance evaluation or promotion
Any employee found to have harassed another employee or guest will be subject to appropriate disciplinary procedure action, including reprimands, suspension or termination of employee.
A person committing sexual harassment may also be held legally liable for his or her actions under applicable law

Complaint Procedure
An employee who feels that he or she has been harassed is strongly urged to immediately bring the subject to the attention of member of the Committee. Inquiries and/or complaints will be investigated as quickly as possible. Any investigation will be conducted in as confidential manner as is compatible with a thorough investigation of the complaint

At CRS, management has an open door policy. We welcome suggestions and complaints from our employees, Visitors, Vendors, suppliers etc.
We also have a complaint box system. We have installed complaint box in the unit. That is opened once or twice every month in the presence of workers representative and management representative.
Complaints are numbered and directly conveyed to the Owner, who reads them, takes necessary action and assigns responsibilities. If the complainant wants his name not to be disclosed, It remains in the knowledge of Owner only.

Formulated certain procedures that clearly define disciplinary issues, their consequences and actions to be taken by the management when any such issue arises. The process as below….

The purpose of disciplinary procedures is to establish various types of disciplinary actions that shall be followed in enforcing employee conduct standards.
Reasons for disciplinary action: Disciplinary action may be taken for any of the following:
• Job misconduct, including refusal or failure to perform assigned work, or failure to carry out a direct order from superior.
• Irregular attendance: Excessive tardiness, unreported or unexcused absence, abuse of sick leave, overstaying a leave of absence without written authorization.
• Inefficiency, Incompetence or negligence in the performance of duties, including failure to perform assigned tasks or training, or failure to discharge duties in a prompt, competent and reasonable manner.
• Use of alcohol or illegal drugs on the job; intoxication or incapacity on duty due to the use of alcohol or drugs.
• Any act or conduct that is discriminatory in nature toward another person’s race, creed, color, national origin, sex, age, religious beliefs or political affiliation.
• Violation of leave policy.
• Loafing, wasting time or sleep on duty.
• Violation or neglect of safety rules or the performance of unsafe work practice; or contributing to hazardous condition.
• Disloyalty to the organization, making malicious, false or derogatory statements that may damage the integrity or reputation of the organization.
• Embezzlement, theft or unauthorized possession of, use of, removal of, loss of or damage to company’s property. The employee may be subject to reimbursing.
• Conviction of a crime or on charges brought during the time of employment.
• Conversion of company’s fund or property for personal use.
• Disorderly conduct, fighting, threatening or attempting to inflict bodily injury to another, or engaging in dangerous activity, or making terroristic statements.
• Failure or inability to perform duties of the position in which employed.
• Willful or negligent violation of any personnel policies and procedures, administrative policies or relative directives.
• Violation of terms & conditions of appointment letter and company’s other policies.
Notice: Any employee involved in any type of disciplinary action shall be notified in writing that such action has been taken or is pending.
Disciplinary Action: The following disciplinary actions shall be taken as necessary to enforce work rules and standards of conduct.
Formal Verbal Notice: When an employee has violated a rule or regulation or for some reason requires supervisory attention, the first step involves approaching the employee and informing him/her of the problem. The HRD will document the fact that the discussion was held, being certain to highlight the specific deficiencies mentioned. The HRD will offer to the employee some specific suggestions for corrective action. A copy of the completed record will be kept by HR and an additional copy will be filed in the employee’s personnel file. Documentation of this first level of discipline will allow the organization to proceed with more progressive disciplinary actions as a later tile, if necessary.
Written Warning Notice: When the management feel that the point has been reached where the formal verbal notice(s) are not producing the desired results or when the severity of the offence, the management will inform the employee that progress toward correcting or resolving these specific areas of concern will be reviewed within a designated period of time and if there is no change or improvement within the specific time frame then further disciplinary action will be taken. The Owner or designee will review this form prior to holding the discussion with the employee. The management must be aware of the following points regarding the employee written warning notice:
a) A clearly worded statement of performance/attendance/behavior deficiencies must be included. It should be specific and use measuring criteria whenever possible, referring to actual result.
b) Corrective action or expectation statements must be listed. The management should be specific and list measurable requirements whenever possible, giving suggestions in areas needing improvement in order to help the employee obtain these expectations.
c) The employee Warning Notice should state clearly the possible outcomes, for example, being removed from warning status or further disciplinary action up to end including termination.
d) The management must be certain to include beginning and ending dates of the Warning Notice.
e) Both the employee and the management will sign the Employee Warning Notice and send the original copy to HRD for retention in the employee’s personnel file. The management will keep a copy and ensure that the employee receives one, as well.
Suspension with pay: A HOD may suspend an employee with pay for proper cause. In such an instance the HOD shall issue a written warning notice and furnish the employee with a copy. The warning notice shall contain all facts and reasons which are incident to the suspension and a copy of the warning notice shall be placed in the employee’s personnel file. If a HOD is concerned about the safety of, any or all, AI employees then he/she may suspend an employee with pay while conduction an investigation into the allegations of misconduct or inappropriate behavior. In such an instance the HOD shall issue a letter of suspension and furnish the employee with a copy, the suspension will be in effect until all allegations have been investigated.

Suspension without pay: The procedure to be followed for suspension without pay is identical to the procedure to be followed for suspension with pay, with the exception that should an employee upon whom this disciplinary action is imposed file a grievance under the AI grievance procedures set out in this Personnel Manual. The maximum period of time allowed for such a suspension without pay shall be thirty working days.

One time warning: There certain types of behavior, considered misconduct, that are inappropriate and will not be tolerated. The HRD or designee must be directly involved before any action is taken The HRD will document disciplinary action with employee Warning Notice to include:

a. A statement of violation and the reason for the one-time warning.
b. A corrective action statement that such behavior must not be repeated.
c. A statement of possible outcome.
If immediate termination is recommended, the HOD should contact HR to review the guidelines regarding termination memoranda. Once again, the HRD or designee must be directly involved before any action is taken.

The use of tobacco (include smokeless tobacco, gutkha, pan masala etc), consumption of alcohol, smoking is strictly prohibited in the CRS premises. Violation of this policy, is subject to the disciplinary action.

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