Equal Employment Opportunity Policy

This policy applies to all Employees of “Archetype Entertainment Private Limited” (SoStronk). SoStronk aims to create employment opportunities such that all employees achieve their full potential.

OBJECTIVE

SoStronk is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates.

Our company prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, colour, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, disability or any other characteristic protected by law.

The Company strives to maintain a work environment that is free from any harassment based on above considerations. This Equal Opportunities Policy is subject to applicable regulations, qualifications, and merit of the individual.

This Equal Employment Opportunity Policy is consistently applied throughout the period of employment of the individual right from the recruitment process till superannuation.

SCOPE

The policy of equal employment opportunity (EEO) and anti-discrimination applies to all aspects of the relationship between the company and all employees (including employees who acquire disability during their employment with SoStronk) and job applicants, including :

Recruitment
Employment
Promotion
Training
Working Conditions
Wages and Salary Administration
Employee Benefits and Application of Policies

The policies and principles of EEO also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with the company.

Equal Opportunity for Persons with Disabilities

In accordance with the provisions of the Rights of Persons with Disabilities Act, 2016 and Rules, it is Company’s Policy to ensure that the work environment is free from any discrimination against persons with disabilities. Further, the Company will take all actions to ensure that a conducive environment is provided to persons with disabilities to perform their role and excel in the same.

The Company will build systems and processes to ensure :

The policies and principles of EEO also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with the company.

∙ That no opportunity is denied to persons with disabilities, merely on ground of disability. All recruitment literature and employment advertising will indicate that the Company is an Equal Opportunity Employer

∙ That appropriate facilities and amenities are provided to persons with disabilities to enable them to effectively discharge their duties in the establishment.

∙ That provision is made for an accessible environment and of availability of assistive devices as required.

Currently available facilities are :
∙ Special barrier free accessibility for free entry and exit of employees with disability.
∙ Access to various facilities include special arrangements (in washroom, learning activities in selected places etc)
∙ Special arrangements for parking.
∙ An employee’s request for extra leave, for reason/s related to her/his disability, will be treated as a request for reasonable accommodation and will be evaluated accordingly.

Individuals with disabilities who apply for employees who believe themselves to be covered by the Rights of Persons with Disabilities Act, 2016, should contact the Human Resources Representative in any given location. Any information obtained is voluntary, will be kept confidential, and will be used in accordance with applicable laws. Refusal to provide information will not subject an employee or applicant to any adverse treatment. Employees and applicants will be protected from coercion, intimidation, interference, discrimination, or retaliation for filing a complaint or assisting in an investigation under the Act.

Grievance Procedure

Employees needs to report all incidence of harassment and discrimination in writing to a member of management or to liaison officer.

SoStronk has appointed (Karthik KV), People Manager (people-team@sostronk.com) as a Liaison Officer who will be :

∙ In charge of the recruitment of disabled candidates and shall be responsible for taking the necessary initiatives and providing the requisite support needed to realise the goals of an inclusive and accessible workplace and reasonable accommodation.

∙ Investigating all complaints of harassment promptly and fairly, and, when appropriate, taking immediate corrective action to stop the harassment and prevent it from recurring.

Remedies

Any employee who violates this Policy, or in any manner discriminates with any person with disability or renders any harassment to such person shall be punished.

Violations of this policy, regardless of whether an actual law has been violated, will not be tolerated. SoStronk will promptly, thoroughly, and fairly investigate every issue that is brought to its attention in this area and will take disciplinary action, when appropriate, up to and including termination of employment.

Responsibility

Every member of the company is responsible for giving effect to this policy.

The Liaison officer is accountable to the CEO to oversee and promote this policy.

This Policy will be available to all employees via the SoStronk Intranet sites and normal communication vehicles within the business.

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