- (+91) 84-2294 1734/35/36/37/38
- contact.permacel@saint-gobain.com
- Leela Business Park, Andheri, Mumbai, Maharastra
Business Philosophy, Policies & Ethics
Business Philosophy
Our Group aims to be the premier organization in its niche areas & markets. With India as a base, the organization will increasingly find markets abroad. High-quality products and services will provide attractive price: performance equations for customers while providing the profits necessary for continuing our business. The Group will unabashedly pursue profit growth through customer acquisition & retention, continuous efficiency improvements, and cost reduction. The Group chooses to pursue these goals along with those of excellent corporate governance, the highest standards of ethics, and following strictly all laws at all times.
We recognize that this necessarily depends on our people. We strive to be a model employer. Our success will need entrepreneurial leadership, excellent management, and openness that encourage innovative and profit-motivated people to achieve results business Policies & Ethics
Lawful & Ethical Behaviour
Lawful and ethical behavior is required at all times. Policies laid down here are indicative and should be seen as part of a larger framework that includes compliance with all corporate policies, an open relationship between all levels of employees conducive to good business conduct, and above all the integrity & good judgment of all our employees.
We will obey all laws of the land wherever we operate, whether we agree with them or not. We will also promote high ethical standards, whether required by law or not.
It is our policy to prevent the occurrence of unethical or unlawful behavior, to halt such behavior immediately after its discovery, and to discipline those who engage in such behavior as well as those who fail to provide the needed supervision and hence allow such behavior to go undetected.
Each Group entity will have a designated Corporate Compliance Officer with responsibility for overseeing compliance with all laws and policies and also ensuring ethical behavior at all levels. It is the responsibility of all employees not only to ensure that their personal behavior conforms to the highest standards as laid down here but also to ensure that the behavior of all other employees equally conforms to such standards. If you know of or have reason to believe there is a violation of laws or corporate policies, you must report the same immediately to your superior or to the Corporate Compliance Officer. This could be by telephone, e-mail or letter. If you believe appropriate action has not been taken, you must contact the Corporate Compliance Officer and thereafter the Managing Director or Chief Executive of the entity. All investigations must be conducted under the specific authority of the Corporate Compliance Officer. It is imperative that no other employees conduct their own investigations.
As a good corporate citizen, we are committed to constructive interaction with society and the host communities where we operate. We will conduct our business, whenever possible, so as to contribute to the overall economic vitality of the community and with minimum impact on the environment. We will also support public policies that enhance business activity while taking into account legitimate employee and community interests.
People-related Policies
We strive to be a model employer, providing avenues to achieve the growth objectives of both the Group and the individual. Recruitment, development, and promotions will reflect this philosophy and our genuine belief that people are the organization.
We will provide equal opportunities to all and build a genuine meritocracy where employees are treated the same regardless of age, sex, religion, race, color, origin, etc. The work environment will be free of all kinds of harassment, verbal or physical, regarding age, sex, religion, race, ethnicity, sexual or physical characteristics, or sexual preference of an employee. The Group is committed to ensuring open communication throughout the organization to resolve questions and concerns involving discrimination or harassment. Employees who engage in acts of harassment and/or discrimination will be subject to action that may include termination of employment.
We wish to create a culture that:
- Demands and facilitates striving for high goals and high standards;
- Emphasizes developing people and ideas
- Encourages collaboration amongst peers and unifies the organization while de-emphasizing rivalries and divisive forces.
In short, we wish to be a HIGH-PERFORMING TEAM. We will have to ensure that the following statements are true if we are to achieve the above:
- “Where the mind is without fear ”
- “Each individual always behaves as if they were owners, not employees.”
- “Every individual has FUN.”
Lack of fear is essential to have a culture where it is okay to disagree and challenge openly. Openness, trust, and confidence in colleagues are critical.
With the participative & open culture, and the authority to act will come to the responsibility for end results. We will measure and reward employees on end results. We would like people to want to be measured on results and take pride in their contribution to the organization. We would like to see a result-oriented culture.
We believe in helping people to achieve their full potential. In pursuance of this goal, we will emphasize the training and development of individuals as well as leadership at different levels.
The Group is committed to a work environment that protects and promotes employee health and safety. All employees must learn and follow the necessary safety procedures. Substance abuse is a serious safety hazard to self and other employees, apart from risking the health of the abuser. The Group will not permit those under the influence of illegal drugs or alcohol at work and will actively discourage abuse of such substances.
All senior managers will have an “open-door policy” that will permit any employee to freely raise concerns or complaints of any kind.
Ethical Issues
While the Group does not wish to interfere in the personal lives of its employees and recognizes their need to manage their investments, any situation that could cause a conflict of interest between the employee and the employer should be avoided or brought to the attention of the employer formally. Such situations could include a substantial financial interest in a supplier, competitor, or customer by an employee or family member; interest in a transaction in which the employer is, or could be interested; profiting from corporate opportunities or information or receiving payments from suppliers, customers or competitors of the employer or the Group. While there is no bar on the employment of relatives of existing employees, they should never be in a position where a potential exists for a conflict of interest.
Receipt of gifts and entertainment by an employee, member of the family, or anyone designated by the employee is a source of the difficulty. The same applies to giving gifts. While it may be embarrassing or even bad for a business relationship to refuse entirely, the Group strictly prohibits the acceptance or giving of gifts, money, or entertainment greater than a nominal value from suppliers, customers, or competitors. Each entity will define “nominal”, in this regard. Further, these should not be regular or frequent and should not reasonably be deemed to affect the employee’s actions or judgment.
The Group prohibits bribery in the conduct of its business. We also require that, apart from our own employees, no middleman, consultant, dealer, or distributor pay bribes at the behest of the Group or for the direct benefit of the Group’s business.
“Inside” information should never be used for personal profit. Such information should also not be divulged to those who may profit from it, knowingly or inadvertently, during business hours or at informal, after-hours discussions.
Only authorized personnel may respond to inquiries from the media for Group information. Any inquiries should be referred to the Managing Director or the Chief Executive.
Any employment outside the Group by an employee or a family member could result in a conflict of interest if it is with a competitor, supplier or customer, or a potential competitor, supplier or customer, or an associate of a competitor, supplier, or customer. All such instances must be disclosed to the Group.
All employees must help protect the Group’s intellectual property and all confidential information. Such matters should not be intentionally or inadvertently disclosed to outsiders. For instance, papers or scribbles should be shredded before disposal; discussions should not take place in open halls, elevators, public places like taxis, airports, planes, etc.
In dealing with competitors, industry, and trade associations, employees should take particular care not to violate any Restrictive Trade Practice Laws.
