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HR practices and policies Our total employee strength, as of December 31, 2009, was 15,466. We also had 18,210 variablemanpower including 800 fixed-term and temporary contract employees. We encourageemployment of local residents in our manufacturing operations depending upon availability of skills. Our employee relations policy recognises the freedom of association and collectivebargaining. Our company follows a collective bargaining process while finalizing long-termsettlements in all supply chain units. All the workmen at the supply chain units are organised andare represented by various unions/authorised representatives in their units. In 2009, 10,018employees were covered under collective bargaining agreements across manufacturingoperations and offices.We have witnessed 4.9% voluntary attrition amongst managers and 9% amongst officers in2009. The total rate of employee turnover (total exits due to resignation, retirement, demise,early retirement) in 2009 was 10% for managers and 14% for officers. The rate of turnover forworkmen in our operations was negligible. Child labour Our recruitment policy doesn't permit engagement of child labour directly or indirectly. Regularaudits ensure compliance at our own sites and at third party locations/sites. Forced or compulsory labour The Employee Relations Policy and business principles adopted by the company prohibit suchpractices and this is upheld in letter and spirit. Rights of indigenous people We haven't witnessed any violations of the rights of indigenous people and none of our sites areat risk of violating such rights. Diversity We are committed to maintaining diversity in our working environment. We aggressively pursuethe target of increasing the proportion of women in management cadres. We have a number of gender-friendly policies such as Maternity Benefit, Career Break, Flexi-working, Agile Workingfrom remote location, Sabbaticals, Part-time work and Career Breaks. In 2009, 19% of ourmanagers and 9% of our officers were women. Our eight-member management committee has awoman member.Our formal employment and fitment policy absolutely prohibits gender-based discrimination. Noincidents of discrimination or complaints have been reported in 2009. We are a merit driven organisation and this is reflected in the policies concerning recruitment,training, and promotion which ensure that the best person gets the job, independent of subjectiveconsiderations. Affirmative Action Hindustan Unilever Limited is an inclusive organization which encourages diversity of all forms.HUL considers all applicants without regard to gender, religion or social background. Wecomply with all applicable laws governing employment practices and do not discriminate. Facilities for full-time employees Benefits are provided to full-time employees, such as basic access to above-minimum wages,subsidized canteen facility, safety training and equipment, safe infrastructure and washroomfacilities, irrespective of contractual status. Certain benefits extended as a result of collectivebargaining agreements are available only to those groups of workmen covered by theagreements. Notice for operational changes The minimum notice period for any operational change with respect to terms and conditions of service is 0-3 weeks, while that for any restructuring activity is 3-6 weeks. Employee engagement We maintain good communication channels with employees through company based informationand consultation procedures. We have several processes instituted to ensure a two-waycommunication channel. In 2009, we began an employee engagement programme to ensure thatemployees are involved in Unilever's vision and plans for the future.Communication with employees CEO report back: Quarterly performance updates from the CEO to the employees.Conducted at the Head Office, webcast to all sites Annual Review: All managers are invited to the Annual Review in four major metros Young Managers Lunch with CEO: Every month the CEO meets about 10-15 youngmanagers and has informal chat sessions about the organisation and receives theirfeedback A Global People Survey (GPS) of all Unilever employees is conducted every 2-3 years.'GPS-Pulse', a refined version, is conducted at six-month intervals in the years when aGPS is not scheduled for managers Ur Say: an online portal through which employees can give suggestions addressed to theManagement committee on any aspect of the organisation FM-Connect: All factories have FM-connect meetings that invites participation from allworkmen Hamara: Our in-house magazine provides a platform to employees to connect, bond,inspire and express
