Pratibha Institute of Business Management, Pune,

Maharashtra 411019.

HUMAN
RESOURCES
HINDUSTAN UNILEVER
HR MANUAL

Name:- Mrunal Sunil Kolte

Subject:- Designing HR Policies I
Roll No.:- 88
Specialization:- HR

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 Index

Sr. no. Containts Page no.

1. About Organization 3
2. The Employment 8
3. Employee Benefit Programs 14
4. Salary & Wages 18
5. Walfare Policies 21
6. Health, Seafty & Environment 26
7. Workplace Injury Management 28
8. Employee Conduct & Discipline 30
9. Grievance Redressal Policy 34
10. Resignation- Retirement and Termination 37
11. Intellectual Property and Security 41
12. Conflict of Interest Privacy 42
13. Bibliography 48

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 About Organization
Hindustan Unilever Limited (HUL) is a consumer goods company headquartered
in Mumbai, India. It is a subsidiary of Unilever, a British company. Its products
include foods, beverages, cleaning agents, personal care products, water purifiers
and other fast-moving consumer goods.

A] Introduction/Histroy
We’re driven by our purpose: to make sustainable living commonplace.
With nearly 90 years of heritage in India, Hindustan Unilever Limited (HUL) is
India’s largest fast-moving consumer goods company. On any given day, nine
out of ten Indian households use one or more of our brands, giving us a unique
opportunity to build a brighter future. We are known for our great brands, the
positive social impact we create and our belief in doing business the right way.
HUL was established in 1931 as Hindustan Vanaspati Manufacturing Co. and
following a merger of constituent groups in 1956, it was renamed Hindustan
Lever Limited. The company was renamed in June 2007 as Hindustan Unilever
Limited.
As of 2019, Hindustan Unilever's portfolio had 44 product brands in 14
categories. The company has 18,000 employees and clocked sales of ₹34,619
crores in FY2017–18.
In December 2018, HUL announced its acquisition of GlaxoSmithkline's India's
consumer business for $3.8 billion in an all equity merger deal with a 1:4.39 ratio.
However the integration of GSK's 3,800 employees remained uncertain as HUL
stated there was no clause for retention of employees in the deal. In April 2020,
HUL completed its merger with GlaxoSmithKline Consumer Healthcare
(GSKCH India) after completing all legal procedures.

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B] Management Philosophy
With nearly 90 years of heritage in India, Hindustan Unilever Limited (HUL) is
India’s largest fast-moving consumer goods company. On any given day, nine
out of ten Indian households use one or more of our brands, giving us a unique
opportunity to build a brighter future. We are known for our great brands, the
positive social impact we create and our belief in doing business the right way.
HUL works to create a better future every day and helps people feel good, look
good and get more out of life with brands and services that are good for them and
the planet.
With 50+ brands spanning 15 distinct categories such as fabric solutions, home
and hygiene, life essentials, skin cleansing, skin care, hair care, colour cosmetics,
oral care, deodorants, tea, coffee, ice cream & frozen desserts, foods and health
food drinks, the company is a part of the everyday life of millions of consumers
across India.
Its portfolio includes leading household brands such as Lux, Lifebuoy, Surf excel,
Rin, Wheel, Glow & Lovely, Pond’s, Vaseline, Lakmé, Dove, Clinic Plus,
Sunsilk, Pepsodent, Closeup, Axe, Brooke Bond, Bru, Knorr, Kissan, Kwality
Wall’s, Horlicks and Pureit. HUL is a subsidiary of Unilever, one of the world’s
leading suppliers of Food, Home Care, Personal Care and Refreshment products
with sales in over 190 countries.
Forbes rated HUL as the most innovative company in India and #8 globally. Aon
Hewitt recognised HUL as one of the best companies to work for and we continue
to be the ‘Employer of Choice’ across industries.

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C] Policy & Procudures Manual

1)Corporate Social Responsibility Policy

HUL is committed to operate and grow its business in a socially responsible way.
Our vision is to grow our business whilst reducing the environmental impact of
our operations and increasing our positive social impact.
2)Environment Policy
The aim of the Policy is to do all that is reasonably practicable to prevent or
minimise, encompassing all available knowledge and information, the risk of an
adverse environmental impact arising from processing of the product, its use or
foreseeable misuse.
3)Quality Policy
Our Quality Policy describes the principles that everyone in Unilever follows,
wherever they are in the world, to ensure that we are recognised and trusted for
our integrity, the quality of our brands and products, and the high standards we
set.
4)Safety & Health Policy
Hindustan Unilever Limited (HUL) supplies high quality goods and services to
meet the daily needs of consumers and customers.
5)Affirmative Action Policy
HUL is a signatory to the CII Code of Conduct on Affirmative Action and affirms
its recognition.
6)Business Partner Code
We formally request our suppliers to respect the principles of our supplier code
and adopt practices that are consistent with it.

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D] Our Vision. Policy & Procedures Manual
The Vision
Our vision is to continue to be an environmentally responsible organisation
making continuous improvements in the management of the environmental
impact of our operations.
We will achieve this through an Integrated Environment Management approach,
which focuses on People, Technology and Facilities, supported by Management
Commitment as the prime driver.
Hindustan Unilever Ltd (HUL) is committed to meeting the needs of customers
and consumers in an environmentally sound manner, through continuous
improvement in environmental performance in all our activities. Management at
all levels, jointly with employees, is responsible and will be held accountable for
company’s environmental performance.
Accordingly, HUL’s aims are to:
Ensure safety of its products and operations for the environment by using
standards of environmental safety, which are scientifically sustainable and
commonly acceptable.
Develop, introduce and maintain environmental management systems across the
company to meet the company standards as well as statutory requirements for
environment.
Verify compliance with these standards through regular auditing.
Assess environmental impact of all its activities and set continual improvement
objectives and targets and review these periodically to ensure that these are being
met at the individual unit and corporate level.
Reduce waste, conserve energy and explore opportunities for reuse and recycle.
Involve all employees in the implementation of this Policy and provide
appropriate training.
Provide for dissemination of information to employees on environmental
objectives and performance through suitable communication networks.
Encourage suppliers and co-packers to develop and employ environmentally
superior processes and ingredients and co-operate with other members of the
supply chain to improve overall environmental performance.

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E] Our Mission
The Unilever mission statement is, “is to add vitality to life. We meet everyday
needs for nutrition, hygiene, and personal care with brands that help people feel
good, look good, and get more out of life.”

Mission Statement Analysis

Unilever promises three key satisfaction aspects in its mission statement:
adding a sense of spiritedness in people’s lives, meeting demand for essential
products to sustain life collaborate with brands that make people feel good, look
good, and get more out of life “Vitality” is an aspect that people expect from
Unilever’s products. Unilever’s key strategy statement is, “…to create long-term
value for our stakeholders.” These values are taken to a position of
trustworthiness through the utmost candor.
Unilever recognizes the bridge between “everyday needs for nutrition, hygiene,
and personal care” with the need to “feel good, look good, and get more out of
life”. Thus, it is able to combine their scientific prowess with the goodness in
products that consumers seek. This helps them contribute to a better lifestyle in
people’s lives and ultimately help them achieve “vitality in life”.
Unilever has built a brand position for themselves where they always incorporate
humanitarian work with all the brands that they work with. For example, attaining
sustainable goals and bringing a positive impact on the world is something it has
set to endeavor since the very beginning. It has done commendable work in
contributing to saving the environment, improving healthcare for the
underprivileged, promoting fishing, agriculture, and water issues, etc.

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 The Employment
Employment is the agreement which is performed between employer and
employee which determines the task, the job role, the way of service and the
contribution the employer must provide to the organization. Based on the job role
and various other aspects a certain amount of remuneration and facilities is
decided by employee which is provided in exchange of his service.
The agreement is done by an official contract which is known as offer letter. The
lawful estimation of business is that the official contract marked between the two
gatherings named and manager and worker can't be ruptured without either's
assent. Breaching of the contract can lead any of the party to legal litigation.

A] Nature of Employment
HUL currently employs around 21000 human resources across its various
locations and subsidiaries across the country.
HUL also boasts an impressive gender parity with a 42:58 female-male ratio in
its management.
HUL has been awarded the Employer of Choice award consecutively for 12 years.
The work culture at HUL is driven by ethics and a code of conduct.
The company values its employees as assets.
Work culture is pretty much hierarchical but also open at the same time where
you are supposed to work according to your supervisor, but at the same time
allowed to express your thoughts and opinions freely.
Talent is recognized by the company in general. Work-life balance differs from
unit to unit. At the management level, the pay is one of the best in the industry
values.

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Integrity: We do the right thing in every decision we make, supporting Unilever's
long-term success.
Respect: We treat people with dignity, honesty, and fairness, and celebrate the
diversity of people.
Responsibility: We take care of the people we serve and the world in which we
operate.
Pioneering: We have a passion for leading our industry, winning in the market,
and intelligent risk-taking.

B] Recruitment Policy
Hindustan Unilever Ltd Recruitment 2022 (HUL Jobs, Careers): Are you looking
for Hindustan Unilever Ltd jobs for freshers.Get the information about the current
and upcoming vacancies and other job related details here. Hindustan Unilever
Ltd is a consumer goods company of India that is based in Mumbai. The most
common areas of recruitment for jobs in Hindustan Unilever are brand and
development, HR, IT, customer service, supply chain and finance. For all
positions in the company, the recruitment process starts with receiving all the
applications from the candidates through the official site. The candidates would
be initially screened with an interview process. Those who fail to meet the
minimum qualifications set by the company would be rejected. The candidates
would be provided an employment written test containing technical and aptitude
questions. Those who are selected would be taken up for comprehensive
interview process. If the candidate has the required technical skills for the job, he
would be shortlisted in the interview process and the candidates would be
subjected to background verification.

C] Employee Relations
The Employers' Federation of India (EFI) Summit on 'Sustainable Business
Competitiveness Through Employee Relations' was held in association with
International Labour Organization (ILO), Council of Indian Employers (CIE) and
Confederation of Indian Industry (CII) on December 6th, 2017.

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At the event, HUL won the National Award for 'Excellence in Employee
Relations' - PAN India category. The award was conferred to us by Mr. Arun
Maira, Honourable Former Member, Planning Commission, Government of
India. Mr Anand Tripathi, General Manager, Employee Relations, HUL received
the award on behalf of HUL.
This award seeks to facilitate organizations, that place people at the core of
business, plan and implemented policies, systems & processes that create and
sustain competitiveness, fairness with inclusivity, human development along with
industrial peace & harmony. Using a scientifically developed robust model of
assessment to measure both inputs & results in the ER/HR Space, EFI's panel of
experts assess leading organizations on the policies, practices & systems that
foster productive employee relations.

D] Selection Procedure
Hindustan Unilever recruits students for two job profiles, management trainee
and executive trainee. Management trainees are hired from premier technical and
management institutes such as IIMs and IITs. Executive trainees are hired from
tier 2 engineering colleges.
For the post of executive trainee, it is a three step procedure. First is a resume
based short list where GPA plays a vital role. A GPA above 9 is elementary.
Second, a group discussion, which will be a practical case study. Next, will be a
personal interview consisting of technical and HR questions.
The above procedure is applicable only for campus recruitment. Tier 2 colleges
are short listed internally by the HR managers of HUL. If your college is present
in the short list, HUL will come for recruitment.
Be an active participant and a good listener in the GD. Prepare well for the
technical interview. The technical interview will test your knowledge on practical
aspects of engineering.
For fresher’s HUL is like a dream company. The placements are mainly done
through campus placements conducted in several colleges. The placement
process mainly consists of an aptitude test which is followed by a technical test
and finally the interview. Candidates who clear the initial aptitude test will be
directed to technical test. And finally after clearing the technical test they will
have to face a group discussion and then finally a personal interview.

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HUL placement test
The placement test will consist of two parts, technical and non technical. Non
technical will include questions from Reasoning and Mental Ability, General
Knowledge, Quantitative Aptitude and Vocabulary. The maximum time allowed
for the test will be 2 hours. There will be no negative marking. The technical part
will be from the subjects of your qualifying degree. http://entrance-
exam.net/hindustan-unilever-limited-placement-preparation-tips-and-
placement-processes

HUL Group Discussion

Candidates who qualify the written test are directed to the second stage of
interview process. Second stage of placement will be group discussion. The topic
for this will be given on the spot only. This round basically tests the
communication skills of candidates and their presentation skills.

HUL placement interview

Final stage of the placement process will be a personal interview. The interview
will be either technical interview or HR interview. This stage is for testing the
candidates overall knowledge in the field. Interview is also to test the personality
of the candidate. Candidates who qualify the interview are selected for the job.
http://entrance-exam.net/hindustan-unilever-limited-placement-preparation-tips-
and-placement-processes

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E] Induction
The induction process is designed to:
a. build an understanding of Hindustan Unilever, its businesses and the markets
and regulatory environment in which it operates;
b. provide an appreciation of the role and responsibilities of the Director;
c. fully equip Directors to perform their role on the Board effectively; and
d. develop understanding of Company’s people and its key stakeholder
relationships.
The Company Secretary shall provide new Directors, both Executive and Non-
Executive, with a briefing on their legal and regulatory responsibilities as
Directors. This includes provision of a Directors’ Induction kit containing general
information on Company’s Structure, Key Policies of the company, Brief profile
of the Board of Directors, Role and Responsibility of the Directors and necessary
disclosure forms. The Chief Executive Officer provides a briefing on Company’s
current structure and performance of business.
The induction briefing for Non-Executive Independent Directors includes
interactive sessions with Management Committee Members, Business and
Functional heads, Auditors and a visit to market or any plant.

F] Training
The Company Secretary keeps the Board briefed on legal and regulatory
development relevant to the Company and the Directors. The Company Secretary
ensures that the programme to familiarise the Non-Executive Directors with the
business is maintained over time and kept relevant to the needs of the individuals
involved and the Board as a whole. Based on the yearly performance evaluation
of the Board and individual Directors, the Chairman shall in consultation with
Senior.
Independent Director agree on the Training and Development needs of the Board
as a whole and decide on action plan for each year. The Company Secretary shall
be responsible for implementation of such plan and Chairman shall regularly
review the same.

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In addition to the extensive induction and training provided as part of the
familiarization programme, the Independent Directors are also taken through
various business and functional sessions in the
Board meetings including the Board meetings to discuss strategy.

G] Equal Employment Opportunity

The Company believes that equal opportunity in employment for all sections of
the society is a component of its growth and competitiveness. It further believes
that inclusive growth is a component of growth and development of the country.
The Company affirms the recognition that diversity to reflect socially
disadvantaged sections of the society in the workplace has a positive impact on
business.

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 Employee Benefit Program
Launched in September 2021, project U CARES is a Health Improvement
Program that encompasses a framework & guidelines on health & well-being for
employees. The main objective of the program is to create a healthy & mentally
engaged workforce which is vital for business growth. The framework will not
only support the physical & psychological wellbeing but will also give agility &
resilience to the employees to emerge out in a better manner.

The four main pillars of the program are wellbeing interventions (physical,
mental & emotional wellbeing), preventive health checks to predict & mitigate
health related risks beyond lamplighter, digitization of occupational health care
(OHC) for digital tracking of health parameters and wellbeing activities &
development of Model OHC for providing the necessary infrastructure and
support system to build medial resilience. The program will be implemented in a
phased manner across sourcing units, offices, branches & depots within HUL.

A] Employee Benefits
Following are the benefits which are provided to employees by Hindustan
Unilever Limited.
Health Insurance, Job Training, Soft Skill Training, Team Outings, Work From
Home, Free Transport, Child care, Cafeteria, Education Assistance, Gymnasium,
Free Food, International Relocation.

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B] Holidays
1.Republic Day - January 26 - Wednesday
2.Doljatra/Holi - March 18 - Friday
3.Mahavir Jayanti/Dr. B R Ambedkar's Birthday - April 14 - Thursday
4.Good Friday - April 15 - Friday
5.Id-ul-Fitr * - May 3 - Tuesday
6.Buddha Purnima - May 16 - Monday
7.Ratha Yatra - July 1 - Friday
8.Id-uz-Zuha (Bakrid) * - July 10 - Sunday
9.Muharram * - August 9 - Tuesday
10.Independence Day - August 15 - Monday
11.Janamashtami (Vaishnavi) - August 19 - Friday
12.Mahatma Gandhi's Birthday - October 2 - Sunday
13.Bijaya Dashami/Dussehra - October 5 - Wednesday
14.Id-e-Milad (Prophet Mohammad's Birth Day) - October 9 - Sunday
15.Kalipuja/Diwali - October 24 - Monday
16.Guru Nanak's Birth Day - November 8 - Tuesday
17.Christmas Day - December 25 - Sunday

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C] Maternity Leave Benefites
The maternity leave is awarded with full pay on completion of at least 80 days in
an establishment in the 12 months prior to her expected date of delivery. The
maternity benefit is awarded at the rate of the average daily wage for the period
of a worker's actual absence from work. Apart from 12 weeks of salary, a female
worker is entitled to a medical bonus of 3,500 Indian rupees.
Under the National Food Security Act 2013, pregnant women and lactating
mothers are entitled to receive maternity benefit of at least Rs. 6,000. The Act
further requires that subject to such schemes as may be framed by the Central
Government, every pregnant woman and lactating mother will be entitled to free
meals during pregnancy and six months after the child birth, through the local
anganwadi, so as to meet their nutritional needs.

D] Paternity Leave
In India, the Central Government in 1999 by notification under Central Civil
Services (Leave) Rule 551 (A) made provisions for paternity leave for a male
Central Government employee (including an apprentice and probationer) with
less than two surviving children for a period of 15 days to take care of his wife
and new born child. He can avail this leave 15 days before or within 6 months
from the date of delivery of child. If such leave is not availed within the period,
it shall be treated as lapsed. For paternity leave, he shall be paid leave salary equal
to the pay last drawn immediately before proceeding on leave. Also, the same
rule applies when a child is adopted.
While paternity leave is sanctioned for government employees, there is not such
law that indoctrinates the private sector to make it obligatory. Hence, paternity
leave is open to interpretation by individual companies.

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E] Educational, Training and Professional Development
Surf Excel believes that every child deserves the chance to get a quality education
and the life opportunity it can bring.
That’s why the brand launched ‘Learning for Tomorrow,’ a global campaign to
support education. Learning for tomorrow is a long-term initiative to help give
children in some of the world’s toughest areas the opportunity of a quality
education. The first step is helping ten million children – because the brand
believes that getting kids learning today prepares them for a better tomorrow.
Surf Excel will be working with the United Nations Children’s Fund (UNICEF),
to help make ‘Learning for Tomorrow.’ Like the brand, UNICEF believes a
proper quality education for all helps set children up for life.
And because they’re the experts in giving young people the best possible start,
they know exactly what kind of help is needed where. The first step could be
training more teachers, kitting out classrooms or tackling the social issues that
lead to pupils dropping out of school.
The BLTs spend 15 months learning the ropes of managing large operations and
interacting with customers. They have a compulsory, four-week rural stint where
they spend time understanding the rural customer. Besides BLTs, the company
also hires 30-40 recruits with three to five years' experience. Since the target age
group of potential young leaders is between 26-32 years, performance and
leadership go hand in hand.
The Leadership Development Tool helps plot employees with the highest
potential (around 10% of the workforce) and they are called 'listers' who have the
capability to grow vertically in the organisation. Next come the sustained high
performers, who account for 15% of the workforce.

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 Salary & Wages
Wage and Salary Administration is alludes to decide and actualize the successful
strategies and practices of worker remuneration working in an association. The
basic purpose and objective of wage and salary administration is to ensure and
maintain an equitable wage and salary structure of the employees and workers.
Wages and salaries are often considered one of the largest components of cost of
production and also have direct implications for growth and profitability of the
organisation / company.
Salary is the fixed amount of remuneration paid at regular interval of each month
after one month’s service. The each month salary or remuneration depends on the
annual sum decided or committed by employer to employee at the time of joining.
Salary or wages is decided based on the pattern of work, the job hours and the job
type.

A]Work Schedule
Since I am in the Sales / Customer Development department. My work-life
balance is compromised but to be honest this would have been the same for each
company. My advice and expectation is to provide a 5 day week for sales
department. Currently we work 6 day.
Work days: Monday to Saturday (Flexible Timings)
Work related travel: This job involves travel within country.
It is a good place to work. Area stenographers help you in every sphere. The
managers conduct monthly meetings and discuss the agenda/ goals / targets. All
problems or hurdles are discussed and planned.
The best thing is good compensation structure and access to continuing learning.
They pay well, salary, incentives, other benefits. They took me to family trips and
office parties. This helped me to give myself a quality time i needed. If you incurr
some expense, they remunerate you and compensate well. Good e-commerce and
digital courses are provided. Also they conduct regular sessions on health and
safety.
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B] Time Keeping Procedure
The Human Resource Information System (HRIS) is a software or online solution
for the data entry, data tracking, and data information for the needs of the Human
Resources, payroll, management, and accounting functions within a business. A
human resource information system is an organized, accurate, relevant and
appropriate method of providing information about human resources.
It is a organized way of storing data and information for each individual employee
in decision making, to help in planning of human resources. It can be used to
maintain details such as, employees absence reports, salary administration ,
employee profiles and other various kinds of reports.
Evolution of Human Resource Information System (HRIS)
In todays world where technology is increasingly developed and touching all
aspects of today’s business, the use of IT and information technologies is
increasing in companys HR department . Now HR managers have realized that
there are vast technological changes, with adoption of IT becoming a necessity
for them. IT is playing a key role in the HR departments of companies nowadays.
Companies are trying to make the finest use of their systems for organizing and
storing information of their employees.
The Human Resource Information System (HRIS) is a software or online solution
for the data entry, data tracking, and data information for the needs of the Human
Resources, payroll, management, and accounting functions within a business. A
human resource information system is an organized, accurate, relevant and
appropriate method of providing information about human resources.
It is a organized way of storing data and information for each individual employee
in decision making, to help in planning of human resources. It can be used to
maintain details such as, employees absence reports, salary administration ,
employee profiles and other various kinds of reports.
Evolution of Human Resource Information System (HRIS)
In todays world where technology is increasingly developed and touching all
aspects of today’s business, the use of IT and information technologies is
increasing in companys HR department . Now HR managers have realized that
there are vast technological changes, with adoption of IT becoming a necessity
for them. IT is playing a key role in the HR departments of companies nowadays.
Companies are trying to make the finest use of their systems for organizing and
storing information of their employees.

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C] Pay
Average salary of an employee at Hindustan Unilever is ₹20.8lakhs.
Employees at Hindustan Unilever earn an average of ₹20.8lakhs, mostly ranging
from ₹15.9lakhs to ₹50.0lakhs based on 556 profiles.
The top 10% of employees earn more than ₹35lakhs per year.

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 Welfare Policy
Welfare policy is to ensure the benefits, facilities given to the employees to work
in a better environment. These policies are maintained so that employees may
maintain proper productivity. It helps to develop and implement proper working
environment and other facilities as per approval provided by employer for
employees. These policies include dress code, facilities for personal
communication, gifts, vouchers, and access to equipment and many more.

A] Dress Code
The choice of attire is of personal discretion. But every employee of any
organization bears the responsibility of representing it and, therefore, positive
well done clothing and a professional look is needed here at Organization. A
positive and professional look sheds heavy weight on the organization’s image as
well as the colleagues. As a minimum standard, dress should be clean, neat and
professionally appropriate.
Some company have their proper dress attire which you can consider as uniform,
various graded people have separate uniform. Especially for factories some
uniforms are supplied as safety measures, which are mandatory to wear.
The following are examples of items that are not acceptable:
Ripped or torn clothing.
Flip-flops or sports sandals.
Sportswear or beachwear.
Organization reserves the right to request a staff member to dress to an
appropriate standard as a condition of employment. If one is found in
inappropriate clothing he/she may be sent back to change as per the professionally
accepted way before commencing the day’s work.

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B] Personal Communication

Phone Calls
The making and receiving of personal phone calls must be limited to a maximum
of five minutes in duration, unless otherwise approved by your manager.

Email
Email has legal status as a document and is accepted as evidence in a court of
law. Even when it is used for private purposes, Organization can be held
responsible for the contents of email messages, including any attachments.
Access to emails can be demanded as part of legal action in some circumstances.

It is therefore important that email is used within the following guidelines:

Email should mainly be used for formal business correspondence and care should
be taken to maintain the confidentiality of sensitive information.
Formal memos, documents and letters for which signatures are important, should
be issued on factory letterhead regardless of whether a physical or electronic
delivery method is used
If electronic messages need to be preserved, they should be printed out and filed.
Limited private use of email is permitted, provided that such does not interfere
with or distract from an employee’s work. However, management has the right
to access incoming and outgoing email messages to determine whether staff usage
or involvement is excessive or inappropriate
Non-essential email, including personal messages, should be deleted regularly
from the ‘Sent Items’, ‘Inbox’ and ‘Deleted Items’ folders to avoid congestion
ll emails sent should include the approved organization disclaimer.
In order to protect Organization from the potential effects of the misuse and abuse
of email, the following instructions are to be observed by all users.
No material is to be sent as email that is defamatory, in breach of copyright or
business confidentiality, or prejudicial to the good standing of Organization in
the community or to its relationship with staff, customers, suppliers and any other
person or business.

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Email is not to contain material that amounts to gossip about colleagues or that
could be offensive, demeaning, persistently irritating, threatening, and
discriminatory, involves the harassment of others or concerns personal
relationships.
The email records of other persons are not to be accessed except by management
(or persons authorized by management) engaged in ensuring compliance with this
policy, or by authorized staff who have been requested to attend to a fault,
upgrade or similar situation. Access in each case will be limited to the minimum
required to complete the task.
When using email a person must not pretend to be another person or use another
person’s computer without permission.
Excessive private use, including mass mailing, “reply to all” etc. that are not part
of the person’s duties, is not permitted.
Failure to comply with these instructions is an offence and will be subjected to
appropriate investigation. In serious cases, the penalty for an offence or repetition
of an offence may include dismissal.

Internet
The internet facility provided by Organization is for business use. Access is
authorized by managers on the basis of business needs. Limited private use is
permitted provided the private use does not interfere with or distract a person’s
work. Management has the right to access the system to determine whether
private use is excessive or inappropriate.

The following activities, using organization internet accesses are not permitted:
Attending to personal activities of a business nature.
Viewing, other than by accident, sites or emails displaying obscene, violent,
defamatory and unlawful materials and materials that could cause Organization
Name to be in breach of equal opportunity or anti-discrimination legislation,
verbally or non- verbally.
Downloading or printing material as described above.
Showing others or allowing to be seen by others, items as described above.
Repeated or prolonged use that is not directly relevant to the user’s work.

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Introducing computer viruses by failing to follow organization’s IT procedures.
Downloading software from the internet or from unauthorized disks and CD
ROMs on to the internal network.
Failure to comply with these instructions is a disciplinary offence and will be
subjected to appropriate investigation. In serious cases, the penalty for an offence,
or repetition of an offence, may include dismissal.

C] Gifts & Gratuities

Organization is committed to ensure that all business relationships with suppliers
and clients are legal and based on professional integrity.
Managers should be notified when a gratuity has been received. If the gratuity
has been received as a thank you for work performed then it should be noted in
the employee’s personal file to ensure that it is included in the employee’s next
appraisal.
No employee can give a gratuity to a client without prior approval from
management. Such gratuities must always be part of an approved program of
customer relationship management and specific gifts will be purchased centrally
in appropriate quantities with management approval.

D] Meal Period
All employees and associated members are provided with one meal period of 60
minutes in length on each work day. Timing for meal period is 1.00 p.m. - 2.00
p.m.
Food and drinks consumption is not permitted in the following areas:
Corridors, Stairways, Meeting Rooms, Toilets, Reception Areas, Entrances,
Parking, Other than lunch / canteen area.

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E] Work Areas
Food/Drink consumption is not permitted in any work area. This applies to all
offices and work areas, whether occupied by one or shared.
Implementation and enforcement of the policy:
Managers will be responsible for the promotion and maintenance of the policy by
their staff.
Employees should inform the appropriate manager of anyone who fails to comply
with the policy.
Visitors not adhering to the policy will be asked to comply or leave the premises.
Breaches of this policy are subjected to the normal disciplinary procedures.

F] Use of Equipment
Organization will provide employees with the equipment needed to do their job.
Equipment essential in accomplishing job duties is often expensive and may be
difficult to replace. While using equipment, employees are expected to exercise
care, perform required maintenance, and follow all operating instructions, safety
standards, and guidelines. Equipment should not be used for any personal use,
nor removed from the Organization unless it is approved for a job that
specifically that requires use of organization equipment outside the facility.
Please notify your reporting officer if any equipment, machines, or tools appear
to be damaged, defective, or in need for repair. The destructive or unsafe use or
operation of equipment can result in disciplinary action including termination of
employment.

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 Health, Seafty and Environment
Our company is committed to ensuring a safe and healthful workplace and
protecting the environment.
We believe that safety and protecting the environment is good business and that
all work-related injuries, illnesses, property losses and adverse environmental
impacts are preventable.

To fulfill this commitment, our Company will:

1 Ensure that management accepts full responsibility for protecting workers and
the environment.
2 Give health, safety and environmental considerations equal status with the
Company’s other business objectives and integrate them into all aspects of our
work.
3 Work actively to continuously improve health, safety and environmental
performance.
4 Only start work after confirming that essential health, safety and environmental
protection systems are in place, and willingly suspend activities if safety, health
or the protection of the environment would be compromised.
5 Encourage supervisors and workers (employees and contractors) to be
individually responsible for identifying and eliminating hazards, preventing
injury to themselves and others, and preventing adverse environmental impacts.
6 Provide personnel with sufficient training, resources and systems.

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7 Provide and maintain properly engineered facilities, plants and equipment.
8 Minimize waste generation, air emissions and other discharges from our
activities to the environment.
9 Actively monitor, audit and review to improve systems, processes, health,
safety and environmental performance.
10 As a minimum, ensure regulatory compliance at all times.
11 Hold contractors and third parties accountable for adhering to the Company’s
health, safety and environmental policy and audit contractor systems and
procedures to ensure satisfactory health, safety and environmental performance.

12 Hold supervisors accountable for ensuring and promoting a safe and healthful
workplace and the protection of the environment within their areas of
responsibility by ensuring that workers are knowledgeable and have access to:

o publications of the latest applicable laws and regulations

o health, safety and environment rules and safe work standards
o operating and critical task procedures
o emergency response procedures
o environmental protection requirements
13 Hold workers at all levels accountable for being fit for work at the beginning
and throughout their shifts and when on call.
14 Develop, implement and manage a system of accountability for health, safety
and environment roles and responsibilities at all levels of the company. Inform
employees and contractors of this policy, and make it available at all Company
worksites.
We firmly believe responsibility for application of this policy rests with
management, employees and contractors associated with our Company.

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 Workplace Injury Management
The Act requires employers to compensate an employee who has suffered an
accident while performing his/her duties during work hours, resulting into
Permanent total disability, Permanent partial disability, Temporary disability, or
Death.

Permanent Total Disability

Permanent total disability is relevant when a worker can no longer perform any
of their previous duties due to an on-the-job injury. This injury must be assessed
to permanently affect the employee's ability to perform their duties.
In this case, the worker is entitled to a minimum compensation of INR 140,000
(US$2,004) or 60 percent of his/her monthly wage multiplied by a factor based
on the employee's potential future earnings. The total payment can be
significantly larger based on the age of the injured employee.

Permanent Partial Disability

When an employee has sustained an injury that renders them unable to perform
their role at the same capacity for the rest of their career, the employee is entitled
to permanent partial disablement compensation.
For partial permanent disability, compensation is dependent upon the nature of
the injury and the employee's loss of earning capacity. The Act includes a
schedule of possible permanent disability injuries and lists the loss of earning
capacity. For example, an arm amputated at the shoulder is assessed as a 90
percent loss of earning capacity, while the loss of an entire index finger is
considered a 14 percent loss of earning capacity.
In cases that the worker's injury is not included in the given schedule, employers
must provide a medical doctor to perform an evaluation of the injured employee
and calculate the loss of earning capacity. The compensation for the injured
worker is then established based on the percent of lost earning capacity multiplied
by the monthly wage multiplied by a factor based on the employee's potential
future earnings.

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Temporary Disability
Employees that sustain injuries that render them disabled, permanently or
partially, for a temporary period are compensated through temporary disability.
In cases of temporary disability, an injured worker will be paid 25 percent of their
salary every two weeks, making monthly compensation fifty percent of total
earned wages. In cases of temporary injury, a medical doctor is required to
examine the injured employee and determine necessary leave. A worker on
temporary disability leave must undergo a physical examination twice in the
month following the injury and once during the following months if they are still
claiming disability.

Death
In the unfortunate case of a death, the worker's immediate dependents are entitled
to compensation. The compensation payable on death is INR 120,000
(US$1,717), or half the worker's monthly wage multiplied by a factor based on
the employee's potential future earnings.
In all cases, it is the employer's duty to ensure that the workers receive these
medical evaluations without incurring personal expenses.

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 Employee Conduct & Discipline
Employee conduct and discipline is extremely necessary for the organization as
that binds the employee in proper rules and regulations.
Employee conduct and rule involves certain terms, conditions, rules and
regulations which helps to keep the decorum of the organization.
This rules and regulations varies from organization to organization. Any
discrepancies arise due to any mis-conduct is evaluated as per rules and
regulations by senior authority and proper steps accordingly.

A] Employee Conduct and Work Rule

Objective
Hindustan Unilever Limited adopts this Employee Conduct and Work Rules
Policy to ensure orderly operations and provide the best possible work
environment. Hindustan Unilever Limited expects employees and others who are
engaged to provide services, such as temporary personnel, consultants and
independent contractors, to follow these rules of conduct while on company
premises, attending company functions or otherwise performing work-related
activity.
In addition to maintaining and enforcing this policy to protect the interests and
safety of all employees and the organization, Hindustan Unilever Limited
complies with all applicable federal, state and local laws and regulations
concerning employer/employee rights and obligations.
Procedures
Hindustan Unilever Limited is responsible for providing a safe and secure
workplace and strives to ensure that all individuals associated with the company
are treated in a respectful and fair manner. Though it is not possible to list all
forms of behavior that are unacceptable in the workplace, the following are
examples of behavior that would be considered infractions of Hindustan Unilever
Limited rules of conduct. Such behavior may result in disciplinary action, up to
and including termination of employment. This list is not intended to be
exhaustive:
Theft or inappropriate removal or possession of company property or the property
of a fellow employee.
Willful destruction of company property or the property of a fellow employee.

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Working under the influence of alcohol or illegal drugs.
Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the
workplace, while on duty or while operating employer-owned vehicles or
equipment.
Fighting or threatening violence in the workplace.
Sexual or other harassment.
Using excessively abusive, threatening or obscene language.
Using intimidation tactics and making threats.
Sabotaging another's work.
Making malicious, false and harmful statements about others.
Publicly disclosing another's private information.
Possession of dangerous or unauthorized materials, such as explosives or
firearms, in the workplace.
Unauthorized disclosure of business "secrets" or confidential information.
Falsifying company records or reports, including one's time records or the time
records of another employee.

B] Problem resolution
Step 1: Define the Problem
What is the problem?
How did you discover the problem?
When did the problem start and how long has this problem been going on?
Is there enough data available to contain the problem and prevent it from getting
passed to the next process step? If yes, contain the problem.
Step 2: Clarify the Problem
What data is available or needed to help clarify, or fully understand the problem?
Is it a top priority to resolve the problem at this point in time?

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Are additional resources required to clarify the problem? If yes, elevate the
problem to your leader to help locate the right resources and form a team.
Consider a Lean Event (Do-it, Burst, RPI, Project).
∙Ensure the problem is contained and does not get passed to the next process step.
Step 3: Define the Goals
What is your end goal or desired future state?
What will you accomplish if you fix this problem?
What is the desired timeline for solving this problem?
Step 4: Identify Root Cause of the Problem
Identify possible causes of the problem.
Prioritize possible root causes of the problem.
What information or data is there to validate the root cause?
Step 5: Develop Action Plan
Generate a list of actions required to address the root cause and prevent problem
from getting to others.
Assign an owner and timeline to each action.
Status actions to ensure completion.
Step 6: Execute Action Plan
Implement action plan to address the root cause.
Verify actions are completed.
Step 7: Evaluate the Results
Monitor and Collect Data.
Did you meet your goals defined in step 3? If not, repeate th 8-Step Process.
Were there any unforeseen consequences?
If problem is resolved, remove activities that were added previously to contain
the problem.

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Step 8: Continuously Improve
Look for additional opportunities to implement solution.
Ensure problem will not come back and communicate lessons learned.
If needed, repeat the 8-Step Problem Solving Process to drive further
improvements.

C] Suggestion Program
India is a country with multi-cultural, multi-lingual, and multi-regional ethos. The
Indian consumers are also increasingly becoming more diverse. At one end we
see the emergence of the more digitally connected, higher socio-economic class,
metro consumers; we have the middle-class consumers trickling from semi-urban
cities; and then, the consumers in rural hinterlands.
India’s Digital Ecosystem is also fast changing. At 761 million, the current base
of internet users in India is as much as the population of European countries. Our
data cost at US$ 10c is amongst the lowest in the world and we have seen the
average monthly data consumption go up significantly to 13 GB a day from 0.8
GB in 2015.
Added to this is a score of digital initiatives by the government and a vibrant start-
up ecosystem, all these have a profound impact in the way consumers engage
with brands and in the way they shop, hence giving us an immense opportunity
to create new capabilities across our business.
The vision of Reimagine HUL is to create an Intelligent Enterprise that is data
led, machine-augmented and is fit for the heterogenous nature of the country so
that we can power growth for the next decade.
With this vision in mind, we are moving our business from a linear FMCG value
chain of yester years to an Intelligent Enterprise built on a connected ecosystem
of Consumer, Customer, and Operations with Data, Tech and Analytics at the
centre.

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 Grievance redressal policy of Organisation
Grievance redressal policy is the procedure provided by employer to employee
so that they can vent out the issue or complication they face and to get a proper
solution to this. Employees can lodge the complaint as per the procedure and
solution is provided to this by senior authority as per policy so that a healthy
working environment is followed out.

In the present scenario of competition, employees are the assets of the

Organization. For efficient working and smooth functioning of an organization it
is important to see to the problems of the employees and also create a healthy
environment with good working culture. Organization believes not only to recruit
more and more staffs but also to retain them for longer duration towards the
success of the organization. We have come up with lots of initiatives that are
oriented to provide a better complaint redressal mechanism whenever any sort of
grievances arises against the organization or against any staff.

A] Poilicy
Corporate Social Responsibility Policy
HUL is committed to operate and grow its business in a socially responsible way.
Our vision is to grow our business whilst reducing the environmental impact of
our operations and increasing our positive social impact.

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Environment Policy
The aim of the Policy is to do all that is reasonably practicable to prevent or
minimise, encompassing all available knowledge and information, the risk of an
adverse environmental impact arising from processing of the product, its use or
foreseeable misuse.

Quality Policy
Our Quality Policy describes the principles that everyone in Unilever follows,
wherever they are in the world, to ensure that we are recognised and trusted for
our integrity, the quality of our brands and products, and the high standards we
set.

Safety & Health Policy

Hindustan Unilever Limited (HUL) supplies high quality goods and services to
meet the daily needs of consumers and customers.

Business Partner Code

We formally request our suppliers to respect the principles of our supplier code
and adopt practices that are consistent with it.

B] Complaint Procedure
The step-by-step guide below to filing a complaint with a grievance mechanism
provides general advice for complainants to follow.

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Given the wide variety of grievance mechanisms, it is strongly advised you check
the rules and procedures for each mechanism you are considering. This guidance
aims to familiarise you with the types of issues you may need to consider,
decisions you may need to make, activities you may need to carry out, and
information you may need to document in order to file a complaint with a
grievance mechanism.
Step 1: Consider filing a complaint
Step 2: Identify the entities causing or contributing to the harm
Step 3: Map the grievance mechanisms that may apply
Step 4: Identify your desired outcomes
Step 5: Choose the appropriate grievance mechanism
Step 6: Prepare for the complaint
Step 7: Write the complaint
Step 8: File the complaint
Step 9: Engage in the process
Step 10: Follow-up

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 Resignation/Retirement/Termination in Organization
Resignation, retirement and termination are different terms of detachment of
employees from the organization in different situations.

Resignation is the term used when employee is leaving the organization for any
reasons which may include better opportunity or any other personal reasons.
Retirement is the bereavement of employee as per industrial standards which
happen at the age of 55-60 years of the employee.
Termination is done by employer for employee which occurs due to any unethical
behavior or non-performance. Each of this processes includes various formalities
which are described below.
After the application of disciplinary steps, if it is determined by management that
an employee’s performance does not improve, or if the employee is again in
violation of Organization Name practices, rules, or standards of conduct,
following a Decision-Making Leave, Employment with Organization will be
terminated.

A] Separation Procedure
Employee Separation is the process of ensuring that an employee who quits the
company is exited in a structured and orderly manner. The process of employee
separation is taken quite seriously by many firms and there is a dedicated
department to handle employee exits from the company. In this article we discuss
the process of employee separation and the differences between voluntary and
involuntary exits.

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Voluntary and Involuntary Separation
Employee separation can be voluntary as well as involuntary. The former is when
the employee quits the company on his or her own accord. This is the most
common form of employee separation though in these recessionary times,
involuntary separation or the act of asking the employee to leave by management
is quite common. This form of employee separation where an employee is asked
to quit is called involuntary separation. The difference in these two forms of
separation is that for voluntary exits, the employee stands to get most of the
benefits and perks due to him or her whereas when an employee is asked to leave,
he or she might get a separation package or in instances where disciplinary or
performance related exits take place, the employee might not get anything at all.

Components of the Employee Separation Process

The employee separation process starts from the time the employee gives notice
to his or her employer about the intention to quit. This is usually called “putting
in one’s papers” because in earlier times, an employee was required to submit a
formal resignation letter, though in recent times, this is being done by email. Once
the employee gives notice, all the financial transactions and records of the
employee are “frozen” by the HR department and the employee’s manager is
tasked with the process of ensuring proper handover and closure of work tasks
allotted to the employee. Usually, the notice period ranges from a month to two
to three months depending on the level at which the employee is working. Further,
there has to be a well defined handover plan drawn up by the employee’s manager
that covers all aspects of closing out on the work that the employee is performing.

Participants in the Employee Separation Process

Typically, the employee separation process proceeds along two parallel tracks.
One involves the employee and the manager and is concerned with the handover
of work and other tasks. The other track is by the separations team and deals with
the employee benefits accruing as a result of separation as well as other benefits
like PF (Provident Fund), Gratuity (If applicable) etc. The HR manager is needed
at all steps of this process and in the final exit interview that is conducted to assess
the reasons for the employee leaving the company and taking the employee’s
views on work and the company in general as well as any “de-motivating” factors
that might have caused the employee to resign.

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Conclusion
In recent years, with the high levels of attrition in the service sector, it has become
imperative for firms to have a structured separation plan for orderly exits of
employees. Of course, the concept of “pink slips” or involuntary exits are another
matter altogether and involve some bitterness that results because of the employee
losing his or her job. In conclusion, it is our view that employee separations must
be handled in a professional and mature manner and though attrition is a fact that
concerns everyone in the industry, once an employee decides to leave, the
separation must be as smooth as possible.

B] Retirement
These five steps will help you toward a safe, secure, and fun retirement
1. Understand Your Time Horizon
Your current age and expected retirement age create the initial groundwork of an
effective retirement strategy. The longer the time from today to retirement, the
higher the level of risk that your portfolio can withstand. If you’re young and
have 30-plus years until retirement, you should have the majority of your assets
in riskier investments, such as stocks. There will be volatility, but stocks have
historically outperformed other securities, such as bonds, over long time periods.
The main word here is “long,” meaning at least more than 10 years.
2. Determine Retirement Spending Needs
Having realistic expectations about post-retirement spending habits will help you
define the required size of a retirement portfolio. Most people believe that after
retirement, their annual spending will amount to only 70% to 80% of what they
spent previously.1 Such an assumption is often proven unrealistic, especially if
the mortgage has not been paid off or if unforeseen medical expenses occur.
Retirees also sometimes spend their first years splurging on travel or other
bucket-list goals.

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3. Calculate After-Tax Rate of Investment Returns
Once the expected time horizons and spending requirements are determined, the
after-tax real rate of return must be calculated to assess the feasibility of the
portfolio producing the needed income. A required rate of return in excess of 10%
(before taxes) is normally an unrealistic expectation, even for long-term
investing. As you age, this return threshold goes down, as low-risk retirement
portfolios are largely composed of low-yielding fixed-income securities.
4. Assess Risk Tolerance vs. Investment Goals
Whether it’s you or a professional money manager who is in charge of the
investment decisions, a proper portfolio allocation that balances the concerns of
risk aversion and return objectives is arguably the most important step in
retirement planning. How much risk are you willing to take to meet your
objectives? Should some income be set aside in risk-free Treasury bonds for
required expenditures?
5. Stay on Top of Estate Planning
Estate planning is another key step in a well-rounded retirement plan, and each
aspect requires the expertise of different professionals, such as lawyers and
accountants, in that specific field. Life insurance is also an important part of an
estate plan and the retirement planning process. Having both a proper estate plan
and life insurance coverage ensures that your assets are distributed in a manner
of your choosing and that your loved ones will not experience financial hardship
following your death. A carefully outlined plan also aids in avoiding an expensive
and often lengthy probate process.

C] Exit Interview
An exit interview is a survey conducted with an individual who is separating from
an organization or relationship. Most commonly, this occurs between an
employee and an organization, a student and an educational institution, or a
member and an association. An organization can use the information gained from
an exit interview to assess what should be improved, changed, or remain intact.
More so, an organization can use the results from exit interviews to reduce
employee, student, or member turnover and increase productivity and
engagement, thus reducing the high costs associated with turnover.

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 Intellectual Property And Security of Organisation
Intellectual property is referred to the softcopy of data, new inventions, formulas,
confidential information, data, and business policies of the company or
organization. Leaking these information or using them for self interest is
considered as unethical. Abiding these terms and conditions for employees are
considered as a heinous crime and can go up to termination of employees.

All intellectual property developed by employees during their employment with

Organization, including discoveries or inventions made in the performance of
their duties related in any way to the business of Organization, will remain the
property of Organization.
Employees may be given access to confidential information, data, business
property, keys to premises or any other business related property/information in
the performance of their duties. This must be protected and used only in the
interests of Organization.
Employees must not disclose or use any part of any confidential information
outside of the performance of their duties and in the interests of Organization.
Confidential information’ includes any information in any form relating to
Organization and related bodies, clients or businesses, which is not in the public
domain.
Employees must act in good faith towards Organization and must prevent (or if
impractical, report) the unauthorized disclosure of any confidential information.
Failure to comply with this policy may result in performance improvement
proceedings including dismissal, and Organization may also pursue monetary
damages or other remedies.

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 Conflict of interest privacy of organization
Conflict of interest come up whenever the personal and professional or business
interests of an employee are potentially at odds with interests of Organization.
Now-a-days organization looks into the potential interest into the employees and
try to involve them into the particular field so that they can give the best output
of it.
All employees are required to act in good faith towards Organization. Employees
need to be aware of the potential conflict of interest to arise, and should always
act in the best interests of Organization.
As individuals, employees may have private interests that from time to time
conflict, or appear to conflict, with their employment with Organization.
Employees should aim to avoid being put in a situation where there may be a
conflict between the interests of Organization and their own personal or
professional interests, or those of relatives or friends. Where such a conflict
occurs, the interests of Organization will be balanced against the interests of the
staff member and, unless exceptional circumstances exist, resolved in favor of
Organization.
It is impossible to define all potential areas of conflict of interest. If an employee
is in doubt as to whether a conflict exists, they should raise the matter with their
manager.

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A] Procedure
Scope of Procedure and Definition of Conflicts of Interest
Conflicts of interest may arise when an employee participates in the business of,
or has a financial interest in, a company that conducts business with a component
institution in the area of the faculty members' responsibilities. This may happen
in corporate sponsorship for research and in technology transfer. This procedure
addresses both of these circumstances through examination of possible conflicts
between what may be best for the University and what may be best for the
employee and the company, where a company desires to sponsor research or
license intellectual property belonging to the Board.
Conflicts of interest in the conduct of scientific research manifest themselves in
two different, but related, ways: conflicts of interest and conflicts of commitment.
Conflicts of interest occur if the employee's significant financial interest in a
sponsor or licensee causes bias in the design, conduct, or reporting of research or
educational activities.
Conflicts of commitment arise when an employee's activities on behalf of such a
sponsor or licensee company detract from the employee's teaching, research,
clinical, or administrative duties.
Procedure
Read the Procedure for Obtaining Approval of Plan to Manage Conflict of
Interest.
Develop a plan for managing the conflict of interest, which should include the
following information:
-- A brief outline of the terms of sponsorship or the "deal" in the license
agreement.
-- Name of the employee(s) (including department and title), the facts that raise
the conflict of interest issues, whether the employee currently holds equity in the
company or will be holding equity in the future, and whether the employee
currently serves or will serve on the company Board of Directors, Scientific
Advisory Board, etc.
-- A description of the institution's plan to manage the potential conflict of interest
to reduce or eliminate the likelihood that actual conflicts will arise--address each
point outlined in Managing Potential Conflicts of Interest above.

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-- A description of the steps taken and an explanation of the basis for any
conclusion that management appears unlikely to succeed--see Failure to Manage
Potential Conflicts of Interest above.
-- A request for approval. Prepare a letter to your President requesting that your
attached plan to manage a conflict of interest be reviewed and approved.
The Chief Administrative Officer will notify you when your management plan
has been approved.
Privacy
Privacy is the last part of the HR Manual, which is to be mentioned as a
mandatory field as HR manual of each company has its own unique style and
their own rules, regulations, commitments, facilities which are extremely
confidential. So reuse of these policies for any other company without permission
is not allowed and is considered as unethical.
You are required to observe and uphold all of the factory’s privacy policies and
procedures as implemented or varied from time to time.
Collection, storage, access to and dissemination of employee personal
information will be in accordance with the principles of the Indian Law.

Who Is Collecting It?

Any personal data provided to or collected by Unilever is controlled by Hindustan
Unilever Limited, the data controller.
This Privacy Notice applies to personal data collected by Unilever in connection
with the services and products we offer. References to “Unilever” in this Notice
means Hindustan Unilever Limited and any company directly or indirectly owned
and/or controlled by Hindustan Unilever Limited that you are interacting with or
have a business relationship with.
This Privacy Notice also applies to Unilever’s marketing content, including offers
and advertisements for Unilever products and services, which we (or a service
provider acting on our behalf) send to you on third-party websites, platforms and
applications based on your site usage information. These third-party websites
generally have their own Privacy Notice and Terms and Conditions. We
encourage you to read them before using those websites.
Personal data means any information that can be used to identify directly or
indirectly a specific individual.

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You are not required to provide Unilever the personal data that we request, but if
you choose not to do so, we may not be able to provide you with our products or
services, or with a high quality of service or respond to any queries you may have.
We may collect personal data from a variety of sources. This includes:
Personal data you give us directly,
Personal data we collect automatically, and
Personal data we collect from other sources.
Personal data means any information that can be used to identify directly or
indirectly a specific individual. This definition includes personal data collected
offline through our Consumer Engagement Centres, direct marketing campaigns,
sweepstakes and competitions and online through our websites, applications and
branded pages on third-party platforms and applications accessed or used through
third-party platforms.
You may be asked to provide your personal data when you are in contact with us.
Hindustan Unilever Limited companies may share your personal data with each
other and other Unilever Group companies and use it in a manner consistent with
this Privacy Notice. We may also combine it with other information to improve
our products, services, content, and advertising.
You are not required to provide Unilever the personal data that we request, but if
you choose not to do so, we may not be able to provide you with our products or
services, or with a high quality of service or respond to any queries you may have.

What Are Your Rights?

Your rights in relation to your personal data how it is processed. You can exercise
these rights at any point. We have provided an overview of these rights below
together with what this entails for you. You can exercise your rights by sending
an email or submitting a request through the “Contact Us” form on our websites.
Where we process your personal data, you have a number of rights over how the
data is processed and can exercise these rights at any point. We have provided an
overview of these rights below together with what this entails for you. You can
exercise your rights by sending an email or submitting a request through the
“Contact Us” form on our websites.

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The right to be informed. You have the right to be provided with clear, transparent
and easily understandable information about how we use your personal data and
your rights. Therefore, we’re providing you with the information in this Notice.
The right to access and rectification. You have the right to access, correct or
update your personal data at any time. We understand the importance of this and
should you want to exercise your rights, please contact us.
The right to data portability. The personal data you have provided us with may
be portable. This means it can be moved, copied or transmitted electronically
under certain circumstances.
The right to be forgotten. Under certain circumstances, you have right to request
that we delete your data. If you wish to delete the personal data we hold about
you, please let us know and we will take reasonable steps to respond to your
request in accordance with legal requirements. If the personal data we collect is
no longer needed for any purposes and we are not required by law to retain it, we
will do what we can to delete, destroy or permanently de-identify it.
The right to restrict processing. Under certain circumstances, you have the right
to restrict the processing of your personal data.
The right to object. Under certain circumstances, you have the right to object to
certain types of processing, including processing for direct marketing (i.e.,
receiving emails from us notifying you or being contacted with varying potential
opportunities).
The right to lodge a complaint with a Supervisory Authority. You have the right
to lodge a complaint directly with any local Supervisory Authority about how we
process your personal data.
The right to withdraw consent. If you have given your consent to anything we do
with your personal data (i.e., we rely on consent as a legal basis for processing
your personal data), you have the right to withdraw your consent at any time
(although if you do so, it does not mean that anything we have done with your
personal data with your consent up to that point is unlawful). You can withdraw
your consent to the processing of your personal data at any time by contacting us
with the details provided below.

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How Do You Contact Unilever?
Unilever nominated the Chief Privacy Officer who can be contacted at Unilever
N.V., Weena 455, PO Box 760 3000 DK Rotterdam The Netherlands or by email.
In India, in case of any grievance, you may contact the Privacy Grievance Officer
– Hindustan Unilever Limited at: Grievance.Officer-Privacy@unilever.com
If you have any questions or concerns about Unilever’s Privacy Notice or data
processing or if you would like to make a complaint about a possible breach of
local privacy laws, please do so by sending an email or submitting a request
through the “Contact Us” form on our websites.
When a privacy question or access request is received we have a dedicated team
which triages the contacts and seeks to address the specific concern or query
which you are seeking to raise.
Where your issue may be more substantive in nature, more information may be
sought from you. All such substantive contacts receive a response. If you are
unsatisfied with the reply received, you may refer your complaint to the relevant
Supervisory Authority in your Country. If you ask us, we will endeavour to
provide you with information about relevant complaint avenues which may be
applicable to your circumstances.

How Do We Keep This Notice Up To Date?

We will update this Privacy Notice when necessary to reflect customer feedback
and changes in our products and services. When we post changes to this
statement, we will revise the “last updated” date at the top of this Notice. If the
changes are significant, we will provide a more prominent notice (including, for
certain services, email notification of Privacy Notice changes). We will also keep
prior versions of this Privacy Notice in an archive for your review.
We will not reduce your rights under this Privacy Notice without your consent.
Additional Privacy Terms or Notices
In addition to this Privacy Notice, there may be specific campaigns or promotions
which will be governed by additional privacy terms or notices. We encourage you
to read these additional terms or notices before participating in any such
campaigns or promotions as you will be required to comply with them if you
participate. Any additional privacy terms or notices will be made prominently
available to you.

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Bibliography

 https://www.quora.com/What-is-the-selection-procedure-for-placement-
in-Hindustan-Unilever-Limited
 https://www.hrhelpboard.com/hr-manual/the-employment.htm
 https://www.hul.co.in/investor-relations/corporate-governance/hul-
policies/business-partner-code/
 https://www.slideshare.net/swamyalasandala/presentation-on-hindustan-
uniliver-limited
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 http://iacs.res.in/iacs-holidaylist.html
 https://www.helplinelaw.com/
 https://6figr.com/
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working-options-for-employees-gig-workers-report-
121121000445_1.html
 https://www.shrm.org/resourcesandtools/tools-and-
samples/policies/pages/cms_006651.aspx
 https://www.somo.nl/hrgm/10-step-guide-filling-complaint/
 https://www.personalfn.com/guide/retirement-planning-steps
 https://www.managementstudyguide.com/employee-seperation-
process.htm
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view%20is%20a,a%20member%20and%20an%20association.
 https://www.investopedia.com/articles/retirement/11/5-steps-to-
retirement-plan.asp
 https://www.utsystem.edu/offices/general-counsel/intellectual-
property/procedure-managing-conflicts-interest

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