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Child Labour Policy

Our Commitment

We, TVS Mobility Private Limited, the Company recognizes its responsibility to prohibit the engagement of child labour and committed to ensure the non-engagement of child labour in any of its business operations.

It is TVS Mobility policy

  • To prohibit the engagement of child labour in its office premises / Outlets.
  • Not to engage / employ any person below the age of eighteen years at its office premises / Outlets.
  • To ensure our contractors who engage their employees in TVS Mobility premises will also uphold the same policy / standards and in case of any deviation, we shall not hesitate to discontinue their business relationship.
  • To protect the rights of the children and will not tolerate exploitation.
  • For zero tolerance in case of breach of policy by any of its employee / Contractor

Implementation & Responsibility

  • This policy to be disseminated in TVS Mobility World / across all the Offices / Outlets notice boards and also widely communicated to all employees through induction / training programs. For statutory purpose, a separate display contains the following statement should be displayed in all notice boards of the office premises / Outlets both in English and local vernacular language.
    “No Child Labour is engaged in our premises”
  • The implementation of policy is the responsibility of the recruitment team / Outlet HR & Operations executives who normally induct the employees or engage the contract employees.
  • It is the responsibility of the HR & Operations executives to verify the candidates DOB with the original SSLC mark sheet / birth certificate and ensure that they have completed 18 years of age before inducting them for employment.
  • It is also the responsibility of the Outlet HR & Operations executives who normally permit the contract labour for work, should verify their age before engagement.
  • In case of any forged document proof produced by regular / contract employee at the time of joining, they are liable for disciplinary action including cessation of service in case of regular employee and discontinuation of engagement in case of contract employee.
  • It is the responsibility of the OHR & Ops executive to keep the age-related verification documents in the personal docket and to be made available / open for verification by the personnel authorized by the Company at all times. In case of contract employees, copy of the certificates duly certified by the respective contractor to be filed in a separate file.

Monitoring & Audit

  • It is being monitored periodically by internal auditors who verify it while checking personal dockets of the employees / contractor details file at the Outlets when they use to conduct their routine audit.