EQUAL OPPORTUNITY POLICY
of
Neuron Energy Pvt. Ltd.
(Framed under the Rights of Persons with Disabilities Act, 2016 and the Rights of Persons with Disabilities Rules, 2017)
1. Purpose
Neuron Energy Pvt. Ltd. ("the Company") is committed to fostering an inclusive, diverse, and accessible workplace that promotes equal opportunity and prohibits discrimination against people with disabilities. The Company believes that every individual should be provided with equal opportunities in employment, career advancement, training, and professional development based on merit and competence.
This Policy has been formulated in accordance with the provisions of the Rights of Persons with Disabilities Act, 2016 ("RPwD Act") and the Rules framed thereunder.
2. Scope
This Policy applies to:
• Job applicants
• Permanent employees
• Probationers
• Trainees and apprentices
• Contractual employees
• Consultants and other personnel engaged by the Company
3. Policy Objectives
The objectives of this Policy are to:
• Ensure equal opportunity in employment for people with disabilities.
• Eliminate discrimination on the grounds of disability.
• Provide reasonable accommodation to employees with disabilities.
• Promote an accessible and barrier-free workplace.
• Encourage an inclusive work culture based on dignity, respect, and equal participation.
4. Non-Discrimination
The Company shall not discriminate against any employee or applicant on the grounds of disability in relation to:
• Recruitment and selection.
• Appointment.
• Compensation and benefits.
• Training and development.
• Promotion and career progression.
• Transfer.
• Performance evaluation.
• Termination or separation from employment.
Employment decisions shall be based solely on qualifications, competence, experience, and business requirements.
5. Equal Opportunity in Recruitment
The Company shall:
• Encourage qualified persons with disabilities to apply for suitable positions.
• Ensure recruitment processes are fair, transparent, and accessible.
• Provide reasonable accommodation during interviews, assessments, and selection processes where required.
• Select candidates based on merit and the essential requirements of the role.
6. Identified Posts
Persons with disabilities may be considered for all positions where they can perform the essential functions of the job with or without reasonable accommodation.
Suitability shall be assessed based on:
• Nature of work.
• Functional requirements of the role.
• Safety considerations.
• Individual capabilities.
• Operational requirements.
7. Facilities and Amenities
Subject to operational feasibility, the Company shall endeavour to provide:
• Barrier-free access to office premises.
• Accessible workstations.
• Accessible washroom facilities, wherever feasible.
• Reserved parking, where available.
• Appropriate seating arrangements.
• Emergency evacuation support.
• Assistive devices or technologies, where reasonably required.
• Flexible working arrangements, wherever operationally feasible.
8. Reasonable Accommodation
The Company shall provide reasonable accommodation to employees with disabilities unless such accommodation imposes an undue hardship on the Company's operations.
Reasonable accommodation may include:
• Modification of workstations.
• Flexible working hours or work arrangements.
• Assistive technologies.
• Accessible software or equipment.
• Job restructuring, where appropriate.
• Any other support necessary to enable effective performance of duties.
Accommodation requests shall be assessed individually.
9. Accessibility
The Company shall continuously strive to improve accessibility by:
• Removing physical barriers wherever practicable.
• Promoting accessible communication.
• Making digital resources reasonably accessible.
• Reviewing workplace accessibility from time to time.
10. Career Development
Employees with disabilities shall have equal access to:
• Training programmes.
• Skill development initiatives.
• Promotions.
• Internal job opportunities.
• Leadership development programmes.
• Performance management processes.
11. Confidentiality
Information relating to an employee's disability shall be treated as confidential and shall only be disclosed where required by law or with the employee's consent.
12. Liaison Officer / Grievance Officer
In accordance with the Rights of Persons with Disabilities Act, 2016, the Company has appointed a Liaison Officer-cum-Grievance Officer to oversee the implementation of this Policy and address grievances relating to disability.
Liaison Officer / Grievance Officer
Name: Manjula Pant
Designation: Head – Human Resources
Department: Human Resources
Email ID: hr@neuronenergy.com
Contact Number: +91 9819832303
Responsibilities
The Liaison Officer / Grievance Officer shall:
• Ensure effective implementation of the Equal Opportunity Policy.
• Facilitate recruitment and employment of persons with disabilities.
• Coordinate requests for reasonable accommodation.
• Address complaints relating to discrimination or denial of equal opportunity.
• Maintain statutory records required under the RPwD Act.
• Promote awareness regarding disability inclusion within the Company.
• Coordinate with Government authorities whenever required.
• Recommend measures for improving accessibility within the organization.
13. Grievance Redressal
Any employee or applicant who believes that they have experienced discrimination or have been denied reasonable accommodation may submit a written complaint to the Liaison Officer / Grievance Officer.
The Company shall:
• Acknowledge the complaint promptly.
• Conduct an impartial inquiry.
• Maintain confidentiality.
• Take appropriate corrective action wherever necessary.
• Ensure that no complainant is subjected to retaliation.
14. Maintenance of Records
The Company shall maintain the following records as required under applicable law:
• Equal Opportunity Policy.
• Register of employees with disabilities, where applicable.
• Records relating to recruitment of persons with disabilities.
• Records of reasonable accommodation provided.
• Disability-related grievance register.
• Accessibility initiatives undertaken.
• Any other statutory records prescribed under the Rights of Persons with Disabilities Act, 2016 and applicable Rules.
15. Review of Policy
This Policy shall be reviewed periodically and may be amended by the Management to ensure continued compliance with applicable laws and best practices.
16. Effective Date
This Policy shall come into force with effect from 01st July 2026 and shall remain in force until amended or superseded.