Environmental Management Systems Overview

To improve environmental performance

Systematically managing environmental aspects

An outcome of managing environmental aspects effectively

The most important goal

A structured set of procedures

Activities like HR Connect, HI Talent Hypercare, Workforce 4.O, TCS Maitree, and Fit for Life aim to enhance employee engagement.

It includes managing grievances, complaints, and ensuring a safe and fair work environment for all.

Policies covering areas like separation, leave without pay, background checks, and timesheets.

It includes providing health insurance schemes, TATA Welfare programs, TCS Cares initiatives, and handling emergency situations.

It outlines the handling of misconduct, ethics, investigations, and corrective actions.

These include HR leadership, unit-specific HR heads, and regional HR teams.

These are TCS leaders, regional/cluster leadership, and Project Management Offices (PMOs).

These are teams like ISM, Admin, and Finance that interact with HR for various tasks.

26 weeks of paid leave for eligible women employees.

12 weeks of paid leave for both parents collectively, if TCS employees, under legal adoption/surrogacy.

Unpaid leave for various reasons, including education, medical, joining a TCSer spouse overseas, and childcare.

Comprehensive health insurance covering TCS employees and their families (spouse, children, parents, parents-in-law). Coverage is reviewed periodically and subject to revisions.

Employees above 40 years are eligible for a health checkup every 2 years. Employees 50 years or older and those in SP grades receive annual checkups.

Special provisions for COVID-related emergencies.

Support for families in case of the employee's demise.

Provides financial assistance to TCS and Tata Sons employees and their immediate families.

Automatic after one year of service in any Tata Group company.

Annual deduction of ₹250 from your salary.

Covers non-HIS healthcare expenses or additional expenses after exhausting HIS limits, up to 90% for employees and 60% for family members.

Up to ₹1,00,000 for employees with 5+ years of service, partial grants or loans are available for those with less.

Grants or interest-free loans for postgraduate education (domestic/international) covering tuition, travel, boarding, lodging, and books.

Total assistance: ₹36,00,000 per employee, up to ₹18,00,000 per child.

Monthly deductions from your salary, except during assignments abroad with frozen payroll.

Remaining loan amount is recovered during final settlement when you leave the company.

A platform for HRBPs to engage with employees and resolve challenges.

A program for proactive HR engagement to solve key concerns.

An onboarding program for lateral hires, fostering connections and promoting quick startup.

A program focused on empowering employees with a culture of leadership, agility, and pride.

A program promoting associate engagement and corporate sustainability through skill development, events, and initiatives.

A program promoting fitness, team spirit, and social causes through workplace initiatives.

HRBPs connect with employees, analyze data, and craft resolutions for associate and business challenges.

HRBPs strengthen pre-joining engagement, facilitate induction, monitor progress, resolve concerns, and ensure compliance.

To foster a positive work environment aligned with Tata Code of Conduct, protect TCS, clients, intellectual property, confidentiality, and employees.

All TCS employees (full-time, part-time, and deputed employees globally).

Behavioral (unauthorized absence, late arrival, unprofessional conduct), Fraud (misuse of company benefits, forged documents), Others (alcohol/smoking on premises, dual employment, project refusals)

Fines, suspension, withholding increments.

Oversee all low-severity cases, coordinate with the central DA team for high-severity cases, guide HRBPs on processes and ensure adherence to guidelines.

Resignation emails, leave records, fitness certificates.

Misconduct reported, preliminary investigation, case review, actions taken, closure.

HRBP (Human Resources Business Partner).

A CIR is a formal process used to address cases where unethical behavior is reported.

A security policy violation happens when an employee breaks the rules set for protecting information and assets, such as using personal devices to take pictures at work.

A voluntary decision to leave the company. It requires following the company's notice period.

This type of separation refers to when an employee suddenly disappears from work without explanation.

This is when an employee is let go from the company due to disciplinary reasons, following a set process.

The initial stage of the separation process, involving validation of the resignation letter and initiating the process in iTalent.

A conversation with the employee to try and convince them to stay with the company.

The HR Business Partner (HRBP) plays a key role by ensuring the resignation is valid and coordinating the entire separation process.