Page 83 - InterloopLimitedSR2020

HEALTH AND SAFETY

Talent Scholarship INTERLOOP
for Employees’ WAY

Children Interloop was introduced to Lean the company started designing
by one of our customers, NIKE, and ‘Interloop-Way’, comprising Lean &
Interloop encourages its employees since 2009, we have been applying People components. Interloop-Way
to motivate their children acquire Lean for improving our manufacturing will improve our people practices,
undergraduate degrees and flourish processes and becoming robust systems & processes and will help
into promising careers. The company in our operations. A centralized in achieving full engagement, for
offers 5 Talent Scholarships every Lean Resource Group was created sustainable growth and development.
year to meritorious children of its in 2010 for creating awareness
employees, for Bachelor Degree about Lean Philosophy across the
Programs. company, and by 2011 the Lean Uniform Behaviors
implementation teams started working In 2019, under the emblem of
Respecting Human towards developing the Lean Culture Interloop-Way, we Launched Uniform
at the plant level. Over the years,
Rights multiple training workshops have Behaviors; a complete Manual
also been organized for Interloop’s about expected behaviors at the Health and safety are areas of line manager and plant head levels and identify any gaps. Reports of
Interloop places great emphasis on senior & middle management, by workplace. It defines the set of utmost importance to Interloop. Our to manage the health and safety findings against KPIs are shared
respecting human rights not only world-renowned consultancies particular behaviors that need to be approach towards health and safety requirements, in line with their with top management for their review
within its operations but also in its including American Links and Toyota demonstrated by every employee, is preventive in nature and focused authorized limits. All major spending and further necessary actions as
sphere of influence. Our well-defined Engineering Corporation in Japan. unanimously throughout the company, on enhancing the occupational the including additional workers, and where required. Based on the
policies on different aspects of human and acts as a sustainable roadmap, health and safety culture across material and monitory resources are audit findings and urgency of action,
rights coupled with our commitment Interloop fully understands the for closing development gaps and the company, including offices, forecasted and submitted to the Board regular adjustment is done. Also, the
and practice to abide by laws and significance of our ‘people practices’ providing employees with a clear operational sites & manufacturing of Directors for consideration and adjustments in the company’s central
international charters ensure that supporting deployment of Lean so direction for how to work for success facilities. This health and safety approvals. EHS policies and procedures are
human rights are well respected in all that this develops as part of our in their personal and professional framework is designed for minimizing carried out, subject to any changes
of our activities. Our Code of Conduct culture. Consequently, in 2017, lives. occupational incidents, illnesses, The safety scoreboards are in national & international laws and
and core values ‘I-CARE’ require all and major adverse happenings. A established at Plant 2 and Plant 3 customers’ Codes of Conduct.
team members including workers to dedicated central EHS department along with public address systems at
act empathetically and uphold the commands the teams at all plants. All all facilities. Safety related days and Operations at Interloop are automated
rights of co-workers, communities policy-making and communications weeks are celebrated for awareness to a large extent, however, workers
and other related parties. We believe are done by the central department of the workforce. Moreover, workers in the boiler section and production
in fair treatment to labor and do not while their execution and related are regularly trained on health and areas have interaction with machines
have any kind of forced, compulsory day to day operational matters are safety related topics to update their and cotton dust where there are
or child labor practices at our plants. dealt with by teams at the plants. knowledge and ensure a safer and chances of occupational diseases.
Our top priority is to comply with The operating procedures based productive work environment. The At Interloop, we are fully aware
applicable employment and human on national & international laws health and safety management of these risks and have defined
rights related laws and honor our and customers’ Code of Conduct system is practiced through health safety rules in place which require
commitment to international charters covering occupational environment, and safety committees active at the workers in these areas to use safety
on human rights. As a policy, we try to safety & health are implemented plants and cover all workers. equipment and follow the instructions
make sure that similar labor practices and monitored. All workforce from to avoid the risk of such illnesses.
prevail at our supplier organizations. top to bottom is responsible for the The performance of the EHS The EHS system is flexible for the
The compliance is ensured through implementation of the health and framework is monitored through KPIs employees. They can highlight issues
third-party audits and non- safety measures and accountable which are assessed regularly in the through different platforms like EHS
compliances identified are discussed for any non-compliance. Interloop form of internal and external audits, Committee Meetings, Focus Groups,
with suppliers to rectify these and to has a dedicated budget at floor to ensure compliance with the policy etc. Additionally, grievances can also
avoid such instances in future.

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