Businesses should respect and promote the well-being of all employees, including those in their value chains
1. a. Details of measures for the well-being of employees:
|
Category
|
Total (A)
|
% of employees covered by
|
|||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
|
Health insurance
|
Accident insurance
|
Maternity benefits
|
Paternity Benefits
|
Day Care facilities
|
|||||||
|
Number (B)
|
% (B / A)
|
Number (C)
|
% (C / A)
|
Number (D)
|
% (D / A)
|
Number (E)
|
% (E / A)
|
Number (F)
|
% (F / A)
|
||
|
Permanent employees
|
|||||||||||
|
Male
|
2,458
|
2,458
|
100.00%
|
2,458
|
100.00%
|
0
|
0.00%
|
2,458
|
100.00%
|
Day care facilities are provided at all plant sites and offices of the company.
|
|
|
Female
|
86
|
86
|
100.00%
|
86
|
100.00%
|
86
|
100.00%
|
0
|
0.00%
|
||
|
Total
|
2,544
|
2,544
|
100.00%
|
2,544
|
100.00%
|
86
|
3.38%
|
2,458
|
96.62%
|
||
|
Other than Permanent employees
|
|||||||||||
|
Male
|
751
|
751
|
100.00%
|
751
|
100.00%
|
0
|
0.00%
|
751
|
100.00%
|
Day care facilities are provided at all plant sites and offices of the company.
|
|
|
Female
|
2
|
2
|
100.00%
|
2
|
100.00%
|
2
|
100.00%
|
|
0.00%
|
||
|
Total
|
753
|
753
|
100.00%
|
753
|
100.00%
|
2
|
0.27%
|
751
|
99.73%
|
||
All employees and workers are covered under Health Insurance and Accident Insurance. Maternity and Paternity benefits are extended to all eligible employees and workers. Day care facilities are provided at all plant sites and offices.
b. Details of measures for the well-being of workers:
|
Category
|
Total (A)
|
% of workers covered by
|
|||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
|
Health insurance
|
Accident insurance
|
Maternity benefits
|
Paternity Benefits
|
Day Care facilities
|
|||||||
|
Number (B)
|
% (B / A)
|
Number (C)
|
% (C / A)
|
Number (D)
|
% (D / A)
|
Number (E)
|
% (E / A)
|
Number (F)
|
% (F / A)
|
||
|
Permanent workers
|
|||||||||||
|
Male
|
1000
|
1000
|
100.00%
|
1000
|
100.00%
|
0
|
0.00%
|
1000
|
100.00%
|
Day care facilities are provided at all plant sites and offices of the company.
|
|
|
Female
|
4
|
4
|
100.00%
|
4
|
100.00%
|
4
|
100.00%
|
0
|
0.00%
|
||
|
Total
|
1004
|
1004
|
100.00%
|
1004
|
100.00%
|
4
|
0.40%
|
1000
|
99.60%
|
||
|
Other than Permanent employees
|
|||||||||||
|
Male
|
29
|
29
|
100.00%
|
29
|
100.00%
|
0
|
0.00%
|
29
|
100.00%
|
Day care facilities are provided at all plant sites and offices of the company.
|
|
|
Female
|
0
|
0
|
0.00%
|
0
|
0.00%
|
0
|
0.00%
|
0
|
0.00%
|
||
|
Total
|
29
|
29
|
100.00%
|
29
|
100.00%
|
0
|
0.00%
|
29
|
100.00%
|
||
c. Spending on measures towards well-being of employees and workers (including permanent and other than permanent) in the following format
|
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
||
|---|---|---|---|---|
|
Cost incurred on well-being measures as a % of total revenue of the company
|
47.68 crore(0.27%)
|
62.75 crore(0.31%)
|
||
2. Spending on measures towards well-being of employees and workers (including permanent and other than permanent) in the following format
|
Benefits
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
No. of employees covered as a % of total employees
|
No. of workers covered as a % of total workers
|
Deducted and deposited with the authority (Y/N/N.A.)
|
No. of employees covered as a % of total employees
|
No. of workers covered as a % of total workers
|
Deducted and deposited with the authority (Y/N/N.A.)
|
|
|
PF
|
100%
|
100%
|
Yes
|
100%
|
100%
|
Yes
|
|
Gratuity
|
100%
|
100%
|
NA
|
100%
|
100%
|
NA
|
|
ESI*
|
0.09%
|
2.81%
|
NA
|
0.17%
|
3.06%
|
NA
|
|
Others – please specify
|
0%
|
0%
|
NA
|
0%
|
0%
|
NA
|
3. Accessibility of workplaces
4. Does the entity have an equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016? If so, provide a web-link to the policy.
Yes, The Company believes in equal Opportunity for all. The Company is committed to delivering value through equality and to nurture and promote diversity across its operations. We foster an inclusive work environment that encourages a supportive and professional culture, emphasising trust, empathy, and mutual respect. Our commitment to diversity, equality, and inclusion is reflected in the development of our policies. Policy on ‘Diversity, Equity and Inclusion’ available on Company website: https://www.ambujacement.com/ Upload/PDF/ Policy-on-Board-Diversity-Ambuja.pdf
5. Return to work and Retention rates of permanent employees and workers that took parental leave.
|
Gender
|
Permanent employees
|
Permanent workers
|
||
|---|---|---|---|---|
|
Return to work rate
|
Retention rate
|
Return to work rate
|
Retention rate
|
|
|
Male
|
82.26%
|
76.47%
|
00.0%
|
00.0%
|
|
Female
|
00.0%
|
28.57%
|
00.0%
|
00.0%
|
|
Total
|
78.46%
|
62.50%
|
00.0%
|
00.0%
|
6. Is there a mechanism available to receive and redress grievances for the following categories of employees and worker? If yes, give details of the mechanism in brief.
|
|
Yes/No (If Yes, then give details of the mechanism in brief)
|
|
|---|---|---|
|
Permanent Workers
|
Yes (Practicing Open door policy. Grievance are heard by HR Head, Plant Head and at Chief Manufacturing Officer (CMO) level |
|
|
Other than Permanent Workers
|
||
|
Permanent Employees
|
||
|
Other than Permanent Employees
|
||
7. Membership of employees and worker in association(s) or Unions recognised by the listed entity:
|
Category
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
Total employees / workers in respective category (A)
|
No. of employees / workers in respective category, who are part of association(s) or Union (B)
|
% (B/A)
|
Total employees / workers in respective category (C)
|
No. of employees / workers in respective category, who are part of association(s) or Union (D)
|
% (D/C)
|
|
|
Total Permanent Employees
|
-
|
-
|
-
|
-
|
-
|
-
|
|
Male
|
-
|
-
|
-
|
-
|
-
|
-
|
|
Female
|
-
|
-
|
-
|
-
|
-
|
-
|
|
Total Permanent Employees
|
1,004
|
1,004
|
100%
|
1,329
|
1,329
|
100%
|
|
Male
|
1000
|
1000
|
100%
|
1,324
|
1,324
|
100%
|
|
Female
|
4
|
4
|
100%
|
5
|
5
|
100%
|
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months. Association/Union are there at worker level and 100% of workers are members of it.
8. Details of training given to employees and workers:
|
Category
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
||||||||
|---|---|---|---|---|---|---|---|---|---|---|
|
Total (A)
|
On Health and safety measures
|
On Skill upgradation
|
Total (D)
|
On Health and safety measures
|
On Skill upgradation
|
|||||
|
No. (B)
|
% (B/A)
|
No. (C)
|
% (C/A)
|
No. (E)
|
% (E/D)
|
No. (F)
|
% (F/D)
|
|||
|
Employees
|
||||||||||
|
Male
|
3,209
|
1,679
|
52%
|
2,714
|
85%
|
2,885
|
1,527
|
53%
|
2,134
|
73.97%
|
|
Female
|
88
|
38
|
43%
|
58
|
66%
|
104
|
56
|
54%
|
118
|
113.46%
|
|
Total
|
3,297
|
1,717
|
52%
|
2,772
|
84%
|
2,989
|
1,583
|
53%
|
2,252
|
75.34%
|
|
Workers
|
||||||||||
|
Male
|
1029
|
33
|
3%
|
6
|
1%
|
1367
|
499
|
37%
|
24
|
2%
|
|
Female
|
4
|
4
|
100%
|
1
|
25%
|
5
|
0
|
0%
|
0
|
0%
|
|
Total
|
1033
|
37
|
4%
|
7
|
1%
|
1372
|
499
|
36%
|
24
|
2%
|
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months.
9. Details of performance and career development reviews of employees and worker:
|
Category
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
||||||||
|---|---|---|---|---|---|---|---|---|---|---|
|
Total (A)
|
No. (B)
|
% (B/A)
|
Total (C)
|
No. (D)
|
% (D/C)
|
|||||
|
Employees
|
||||||||||
|
Male
|
3,209
|
2,538
|
79%
|
2,885
|
2,885
|
100%
|
||||
|
Female
|
88
|
73
|
83
|
104
|
104
|
100%
|
||||
|
Total
|
3,297
|
2,611
|
79%
|
2,989
|
2,989
|
100%
|
||||
|
Workers
|
||||||||||
|
Male
|
1029
|
1029
|
100%
|
1367
|
1367
|
100%
|
||||
|
Female
|
4
|
4
|
100%
|
5
|
5
|
100%
|
||||
|
Total
|
1033
|
1033
|
100%
|
1372
|
1372
|
100%
|
||||
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months.
10. Health and safety management system:
- Whether an occupational health and safety management system has been implemented by the entity? (Yes/ No). If yes, the coverage such system?
Yes, we have Health and Safety Management standards defined for our processes. The standards are applicable to all our sites
- What are the processes used to identify work-related hazards and assess risks on a routine and non-routine basis by the entity?
We have well defined Hazard identification and risk assessment procedure. All the personnel at sites are trained to assess the risk before start of the activity.
- Whether you have processes for workers to report the work related hazards and to remove themselves from such risks. (Y/N)
Yes
- Do the employees/ worker of the entity have access to non-occupational medical and healthcare services? (Yes/ No)
Yes
11. Details of safety related incidents, in the following format:
|
Safety Incident/Number
|
Category
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
|---|---|---|---|
|
Lost Time Injury Frequency Rate (LTIFR) (per one million-person hours worked)
|
Employees
|
0.23
|
0.33
|
|
Workers
|
0.42
|
0.62
|
|
|
Lost Time Injury Frequency Rate (LTIFR) (per one million-person hours worked)
|
Employees
|
3
|
13
|
|
Workers
|
21
|
38
|
|
|
Lost Time Injury Frequency Rate (LTIFR) (per one million-person hours worked)
|
Employees
|
0
|
0
|
|
Workers
|
2
|
0
|
|
|
Lost Time Injury Frequency Rate (LTIFR) (per one million-person hours worked)
|
Employees
|
0
|
0
|
|
Workers
|
0
|
0
|
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months.
12. Describe the measures taken by the entity to ensure a safe and healthy work place.
A well defined Health and Safety Management System is designed consisting of planning our strategic action plan for the year, reviewing the standards, procedures, processes etc. The plan is developed at the Corporate level and flows down to the manufacturing units and is tracked month on month basis for its effectiveness. A robust digital platform is established to enhance competency and capability building for both employees and workers. Various campaigns, events and initiatives to build the awareness and culture on ground are held. Other measures include Trainings, monitoring, effective process safety management controls at site, well established vehicle and traffic safety management system which are key pillars for driving our H&S System. With all these in place Senior Leadership engagement and involvement ensures a safe and healthy workplace
13. Number of Complaints on the following made by employees and workers:
|
|
FY 2023-24 (Current Financial Year)
|
FY Jan 2022 Mar 2023* (Previous Financial Year)
|
||||
|---|---|---|---|---|---|---|
|
Filed during the year
|
Pending resolution at the end of year
|
Remarks
|
Filed during the year
|
Pending resolution at the end of year
|
Remarks
|
|
|
Working Conditions
|
0
|
0
|
NA
|
0
|
0
|
NA
|
|
Health & Safety
|
0
|
0
|
NA
|
0
|
0
|
NA
|
* The Company had changed its financial year end from December to March in FY23. Therefore, the figure for FY23 is for 15 months.
14. Assessments for the year:
|
|
% of your plants and offices that were assessed (by entity or statutory authorities or third parties)
|
|---|---|
|
Health and safety practices
|
90% (Plants are certified for ISO 45001)
|
|
Working Conditions
|
15. Provide details of any corrective action taken or underway to address safety-related incidents (if any) and on significant risks / concerns arising from assessments of health & safety practices and working conditions.
All the actions pertaining to lead and lag indicators are being monitored for all locations. These are presented to Corporate Responsibility Committee, consisting of independent Board members. The meetings are held quarterly. Committee overseas the performance and guides for improvement wherever needed.