It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any Employee or applicant for employment because of, sexual orientation, age, disability, or any other protected status. This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all other details and conditions of employment. Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity. The requirements we impose in filling a position will be those that validly relate to the job performance required. All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training, education, tuition assistance and recreation programs will be administered without regard to sexual orientation, age, disability, or any other protected status, in accordance with appropriate law.
The Human Resources team of the Company will ensure that:
(a) facilities and amenities are provided to the persons with disabilities or transgender persons to enable them to effectively discharge their duties
(b) a list of posts is identified which are suitable for persons with disabilities or transgender persons in the Company and are published on the career site [https://ardemastech.com/careers], social media and job portals. The job postings would list out the job specifications and the specific skills, knowledge and abilities regarded as essential for performing the functions of the job. So long as a candidate has the requisite skills, knowledge and abilities, the candidate is free to apply for any such role, irrespective of any disability.
(c) assistive devices are installed, and provisions are made for providing barrier-free accessibility to persons with disabilities; and
(d) a liaison officer is designated to oversee the provision of required facilities/amenities including the process of recruitment for persons with disabilities. Such liaison officer will be part of the human resources team and can be contacted at pkumar@ardemastech.com.
(e) A complaints officer is designated to redress any grievances that may be faced by transgender persons. Such complaints officer will be part of the human resources team and can be contacted at pkumar@ardemastech.com.
The Company also endeavors to make reasonable accommodations (i.e., necessary and appropriate modifications and adjustments) for Persons with Disabilities unless the accommodation would impose an undue hardship on the operation of our business. Such reasonable accommodation may include but not be limited to acquiring or modifying equipment or devices, modifying assessment and training materials, modifying work schedules and re-assignment to a vacant position.
Employees who need reasonable accommodation should contact HR Department. On receipt of an accommodation request, the HR Department team will engage in an interactive process with the employee to view possible reasonable accommodation options. Once the application is submitted, the HR Department team may also ask the employee to have the employee’s medical provider fill out a form verifying the need for accommodation. All accommodation requests will be handled on a case-by-case basis and promptly. Every situation is unique and requires a case-by-case analysis of the individual’s limitations, restrictions, specific accommodation needs, and the impact the accommodation will have on the job performance and business operations.
Eligible persons may be provided with short-term or long-term accommodations depending on what may be required. Any accommodation, regardless of the length of time it has been provided, may be re-visited, for example, if the eligible person or the Company believes that the accommodation is no longer effective or safe.
The Company strives to ensure that disabled persons and transgender persons are also provided with the necessary infrastructural facilities, safety and security measures and other amenities so as to be able to effectively discharge their employment duties. In this respect, the Company will:
(a) provide the necessary post-recruitment and pre-promotion training to Persons with Disabilities in order to enable them to effectively carry out their job duties and responsibilities;
(b) ensure that all workshops, orientations and course materials provided for post-recruitment and pre-promotion training of its employees are in accessible formats.
(c) to the extent possible, consider transfer requests or preferred place of posting of employees with disabilities so as to optimally utilize their services;
(d) allow special leave to such persons, if such leave is required in connection with the employee’s disability.
(e) ensure that its physical infrastructure (buildings, furniture, facilities and services in the building/ campus and transportation) adheres to the applicable accessibility standards. Wherever possible, any new facility that is built or renovated or leased or rented will be evaluated for compliance with accessibility standards as per applicable requirements.
(f) ensure that the Company's documents, communication and information technology systems also adhere to the applicable accessibility standards.
(g) provide barrier free & accessible work-stations to disabled employees, access from building entrance to their concerned departments and access to common utility areas such as toilets & canteens.
Any employee with questions or concerns about this policy or any practices adopted by the Company is encouraged to bring the issues to the attention of Prashant Kumar (pkumar@ardemastech.com).
The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. To ensure our workplace is free of artificial barriers, violation of this policy will lead to discipline, up to and including termination of employment.