STATUTORY REPORTS
3. Accessibility of workplaces Are the premises / offices of the entity accessible to differently abled employees and workers, as per the requirements of the Rights of Persons with Disabilities Act, 2016? If not, whether any steps are being taken by the entity in this regard
Yes, GNFC ensures that its office and plant facilities are designed to be accessible to differently abled employees and workers, in accordance with the provisions of the Rights of Persons with Disabilities Act, 2016.
4. Does the entity have an equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016? If so, provide a weblink to the policy.
Yes, GNFC is committed to fostering an inclusive workplace by providing equal opportunities to all employees. The Company upholds a zero-tolerance policy, prohibiting bias based on race, caste, religion, colour, ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin, disability, or any other legally protected attribute. Equal opportunity principles are embedded within GNFC’s Business Responsibility Policy, which is accessible on the Company’s website.Policy Link: https://www.gnfc.in/wp-content/uploads/2024/08/1-Business-Responsibility-and-Sustainability-Reporting-Policy.pdf
5. Return to work and Retention rates of permanent employees and workers that took parental leave. Gender
NA NA 6. Is there a mechanism available to receive and redress grievances for the following categories of employees and worker? If yes, give details of the mechanism in brief.
Permanent Workers Other than Permanent Workers Permanent Employees Other than Permanent Employees
Yes/No (If Yes, then give details of the mechanism in brief)
Yes, GNFC has implemented a comprehensive grievance redressal mechanism. In general, routine grievances are addressed by the Heads of the respective Departments (HODs). Cases that cannot be resolved at the departmental level are escalated to the General Manager (HR), who addresses them by initiating a domestic enquiry where necessary. Apart from these the rest general matters are referred to by the Industrial Relations Committee for further review and resolution on a case-by-case basis. A designated HR Single Point of Contact (SPOC) serves as the Grievance Redressal Officer, with grievances accepted via email, verbal communication, or written letters directed to HR or the Managing Director. The HR SPOC is responsible for analyzing the grievance and forwarding it to the relevant department for investigation, resolution, and feedback. An Industrial Relations Committee, comprising 15 members from both management and the staff union, is tasked with addressing employee grievances. Additionally, grievances from non-permanent workers are routed through their respective contractors, who escalate the concerns to the HR Department for resolution.
080 | 50 Annual Report 2025-2026