This policy applies to all PayMate India Private Limited (“Company”) employees (“employees”) and operations. PayMate India aims to create employment opportunities such that all employees achieve their full potential.
It is the policy of PayMate to provide equal employment opportunities, without any discrimination on the grounds of age, color, disability, marital status, nationality, race, religion, sex, sexual orientation. 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.
We also want to make sure that equal opportunity applies to other instances. For example, we don’t retaliate against employees and we are committed to prevent and resolve any kind of harassment against our employees, including sexual harassment.
Our HR department is responsible for assessing our company’s processes and ensuring they are biasfree. Whenever we find biases interfering, we will act immediately to refine our processes, train our people to combat their biases and protect possible victims of discrimination. We will give everyone the chance to work in an environment where their rights are respected.
To promote equal opportunity, we first ensure we follow EEOC regulations and EEO laws that apply to each part of our company.
We have taken best efforts to promote fairness and diversity as part of our equal employment opportunity policy. The steps taken by us inter alia include:
• [Use inclusive language in all signs, documents and webpages.]
• [Modify structures and facilities to accommodate people with disabilities.]
• [Provide parental leave and flexible work arrangement policies.]
• [Hire, train and evaluate employees through job-related criteria.]
• [Allow employees to take religious or national holidays that aren’t included in our company’s official schedule.]
• [Train employees on communication and diversity.]
• [Implement open door practices so employees can report discrimination more easily.]
The Company has appointed HR [ reachable at firstname.lastname@example.org] as a liaison officer to guide and provide clarifications to any persons with disabilities who wish to apply or have applied for a position in the Company. Further, employees with disabilities who believe that they might require specific assistance or amenities to help them carry out their job functions may contact the HR at email@example.com
All supervisors and managers are responsible to use equal opportunity practices and make decisions based on objective, non-discriminatory criteria. Everyone should comply with our policy at all times.
If you see or suspect that our EEO policies are being violated, feel free to inform HR immediately. If you suspect that someone is behaving in a wrong way but doesn’t realize it, you could also talk to them directly.
When someone discriminates, they will be subject to disciplinary action depending on the severity of their actions. For example, unintentionally offending a co-worker might warrant a reprimand, but harassing someone systematically might result in demotion or termination.