ITC Ltd. is an Indian conglomerate founded in 1910 as Imperial Tobacco Company. It has grown significantly over 100 years and now has a turnover of $6 billion annually. The document outlines ITC's human rights policies which uphold international standards and prohibit discrimination and human rights abuses. Key policies discussed include preventing discrimination in hiring and promotion, ensuring freedom of association for employees, prohibiting child labor and forced labor, and requiring consultation with employees on workplace changes. Compliance with the policies is monitored by HR and business unit heads.

1. ITC Ltd.
HR policies

2. ITC Ltd.
Founded on 24th august 1910.
Head quarters at Kolkata.
Chairman of the company : Yogesh chander deveshwar.
ITC was started as “Imperial tobacco company” (1910) and
later to “Indian tobacco company” (1970) and finally reached
to “ITC limited”.
The company Completed 100 years on 24th august 2010.
ITC featured on the Forbes World's Most reputable
Companies List at position 95.
ITC’s 50 % profit comes from its cigarettes.
The company's turn over is $6 billion (2009)

3. POLICY ON HUMAN RIGHTS
 Policy
ITC upholds international human rights standards,
does not condone human rights abuses, and creates
and nurtures a working environment
 Implementation
ITC is responsible for the Human Rights Policy
design, implementation and updation.
ITC through a set of separate policies and
procedures covering each of the main constituents of
human rights applicable at the workplaces.
 Monitoring & Audit
The assessment procedures for different constituents
of this policy are defined against each specific policy.

4. Policy to Ensure Respect for Human
Rights Policy across the Supply Chain
 ITC's main supply chains can be grouped as follows:
 For all its operations, technology, machinery and
equipment are expected to follow internationally accepted
norms and standards on human rights.
 ITC's major businesses are vertically integrated across
several Divisions.
 Being a major agro-based company, the agriculture
sector is a major supplier of inputs for its operations.
 ITC's business consists of supply chains comprising local
vendors and suppliers.

5. Policy to Prevent Discrimination at
Workplace
 ITC's approach to its human resources is premised on the
fundamental belief.
 ITC does not support direct recruitment, compensation, access
to training, promotion, termination or retirement based on
caste, religion, disability, gender, age, race, color, ancestry, marit
al status or affiliation with a political, religious, or union
organization or minority group.
 The policy is communicated to all employees.
 The custodian of this policy is the head of each operational unit
and Divisional Chief Executives of the respective business.
 The accountability for the application of the non-discrimination
employment policy rests with the Unit Head who reviews anti-
discriminatory complaints annually or on a case-by-case basis.
 The Corporate Human Resources function conducts non-

6. Policy on Freedom of Association
 ITC respects the employee’s right to organize
themselves into interest groups as initiatives of the
workers, independent from supervision by the
management. In keeping with the spirit of this Policy,
employees are not discriminated against for
exercising this right.
 The policy is communicated to all employees through
induction programs, policy manuals and intranet
portals.
 The custodian of this policy is the HR head of each
operational unit who reports directly to Unit Head on
such issues.
 The actualization of this policy is evident from the joint
agreements and minutes that are signed between the

7. Policy Prohibiting Child Labor and Preventing
Forced Labor from Workplace
.
ITC does not employ any person below the age of eighteen
years in the workplace.
ITC prohibits the use of forced or compulsory labor at all its
units
The responsibility for the implementation of the policy rests
with the Units HR Department and the security staff who do not
permit underage persons to enter the factory as workers.
The records are undertaken annually by Corporate Human
Resources function.

8. Policy on Information and Consultation on
Changes
 changes in operations involving work processes,
manning norms and other productivity linked issues
are carried out after discussions with the employees
 Business plans are shared with employees at all units
through a series of formal communication meetings,
and through the intranet portals.
 The employees are given enough time to consider the
implications of change and an opportunity to discuss
their apprehensions, if any, with the management.
 Compliance with the Policy is regularly monitored by
the Unit Head.

9. Than
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