There is a formal process of coaching and mentoring for all managers joining the organisation. ITC perceives this as an essential first step in nurturing leaders of tomorrow. The mentor acts as a friend, philosopher and guide for the new recruit and helps her or him align with the values and goals of the organisation. This also facilitates faster integration. By respecting the right to freedom of association and inspiring a spirit of collaboration and partnership in the passionate pursuit of a shared purpose, the Company has achieved improved productivity at all levels. At the same time, it has successfully fulfilled the aspirations of its employees. The Company, at each of its locations, has elaborate Standing Orders, Standing Instructions and Code of Professional Conduct governing the conduct of all employees during the course of work and employment.

As a matter of best practice, ITC follows an open-door policy in every location. The Head of a Unit and other Departmental Heads are always accessible to employees to attend to any issue she/he may wish to discuss or share. There are formal suggestion schemes to improve or modify existing systems. If an employee’s conduct needs to be investigated, it is done by a competent officer following the principles of natural justice. One of the fundamental values cherished by the organisation is its responsibility to generate economic value for the nation. In the pursuit of this goal, ITC strictly adheres to the laws of the land. ITC respects the individual’s right to choose employment and is strongly opposed to the use of force or compulsory labour.

ITC believes that the quality of its people is the key factor that enables the Company offer a unique, distinctive and superior value proposition in the competitive marketplace. The Company’s endeavour, therefore, is to nurture an empowering organisational culture that inspires people to consistently outperform. It also provides them with the opportunity to learn and value-add and offers competitive remuneration. The Company has appropriate systems and processes in place to attract, develop and retain talent and to continuously invest in building capabilities.

The Company regularly reviews managerial compensation and makes appropriate corrections in terms of performance measures and market realities. The Company signs productivity-linked Long Term Agreements periodically with unionised employees to ensure increased benefits and better work practices. The lowest paid employee on the shop floor earns significantly higher than the minimum wages stipulated by statutory authorities.

Freedom of Association Policy
The Company’s recruitment process provides an opportunity for meaningful association with the organisation and its people. All new recruits from campuses undergo a one-year training. A whole new batch of recruits thereby spends substantial time together. The human bonds that are built when you are earning your spurs in the initial stages of your career last a lifetime. The organisation provides adequate opportunities to its employees to explore their potential in extra curricular activities like sports, dramatics, literary pursuits and other creative endeavours.

ITC ensures that its employees enjoy work and the work environment. Employees develop strong personal bonds with colleagues that go well beyond the office and official work. Other forms of association within the organisation are ensured through shared involvement in special projects and task forces that brings out the best in intellect and talent.

ITC’s Employee Relations philosophy is based on certain principles that the Company has steadfastly adhered to over the years. These have helped build, sustain and strengthen harmonious industrial relations in the organisation:

• Recognition of one registered Trade Union in each Unit
• Recognition of the Union as the sole bargaining agent
• Non-interference in the internal matters of the Union
• Encouraging formation of a strong and enlightened Union