Equal Opportunity and Non-Discriminatory Employer

Equal Opportunity and Non-Discriminatory Employer

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CAB - EEZ INFRA TECH PRIVATE LIMITED (CAB-E) is an equal employment opportunity company and is committed to creating a healthy working environment that enables employees to work without fear of prejudice, gender bias and in a harassment free workplace to all employees without regard to race, caste, religion, color, ancestry, marital status, gender, age, nationality, ethnic origin or disability. The Company also believes that all employees of the Company have the right to be treated with dignity.

All employment decisions are purely based on merit, qualification, and abilities without any biasness towards any gender, race, religion, caste, ethnic origin, nationality, age, disability, birth, HIV status, family status, sexual orientation, union membership, marital status etc. This Equal Opportunity Policy (hereinafter referred as “Policy”) is in accordance with the provisions of ‘The Rights of Persons with Disabilities Act, 2016’ (“hereinafter referred as Act”) and the rules made thereunder. People or persons with disability, are hereinafter referred as “Differently Abled People”.

This Policy extends to all employees of CAB-E and any other company which may be incorporated in future with applicability of CAB-E HR policies - hereinafter referred to as 'Company' / 'Organization' in this policy. It is deemed to be incorporated in the service conditions of all employees of the Company in India. Local country laws will take precedence over this policy, in other geographies, if applicable.


Any words used in this Policy shall have the same meaning ascribed to it under the Act or rules made thereunder. /p>


This Policy is applicable to all differently abled people including board members, employees, contractors, workers, consultants, temporary employees, trainees / apprentice, job applicants of our Company and its subsidiaries (together referred as “CAB-E” or the “Company”). It also covers those employees who acquire disability during their work tenure. This Policy also applies to all aspects of employment, be it recruitment, training, working conditions, remuneration, transfers, employee benefits and career advancement.


With an objective to ensure an inclusive and conducive working environment, CAB-E is committed to ensure that the following opportunities are provided to differently abled people:

  • Appropriate facilities and amenities to enable them to discharge their duties
  • Documents, communication and information technology systems which adhere to accessibility standards
  • Any new facility/building that is built, renovated, leased, or rented will have the necessary infrastructure / facilities / amenities
  • Barrier free accessibility and availability of any assistive devices, as and when it is required
  • Company’s facilities, offices, events and meetings are inclusive and ensure that these are conducted at an accessible venue, with a provision of reasonable accommodation for differently abled people
  • For any official travel, the Company shall provide the necessary facilities to differently abled people, to ensure that their travel is smooth and hassle free
  • There shall be no discrimination of any nature, towards differently abled people, in all aspects of employment, including recruitment, training, working conditions, remuneration, transfers, employee benefits and career advancement
  • No other employee/vendor should harass or discriminate any differently abled person at the workplace, and shall treat them with utmost dignity and respect, at all times
  • All suitable positions are open for differently abled people. The hiring/recruitment/promotion is purely based on merit and evaluation of the skills and competence of the potential candidate. No candidate shall be denied an opportunity on mere grounds of disability
  • Any employee who acquires disability arising out of and during the course of employment, can return to work at the same level as before. In case the employee is not suitable for the post he/ she was holding, then he/she shall be shifted to some other post, with the same pay scale and service benefits. Provided further that if it is not possible to adjust the employee against any post, he/she may be kept on a supernumerary post until a suitable post is available or until the employee attains the age of superannuation, whichever is earlier. For any advice/suggestions, the case may be referred to the certifying surgeon of the local area, whose decision will be final and binding


  • The Company has nominated the Chief Human Resources Officer as the Liaison Officer. The Liaison Officer shall also ensure that there no grounds of discrimination at the time of hiring, recruitment or providing training and there are appropriate facilities/amenities for differently abled people in the Company.
  • The Liaison Officer shall ensure that trainings, working conditions, remuneration, transfers, employee benefits and career advancement opportunities are provided to differently abled people, in a fair and equitable manner


The Company shall maintain records containing the following particulars, namely:

  • the number of differently abled people, who are employed and the date from when they are employed;
  • the name, gender and address of differently abled people;
  • the nature of their disability;
  • the nature of work being rendered by differently abled people; and
  • the kind of facilities being provided to them

The information that an employee shares about his/her disability will be kept confidential and will be maintained in a separate file. Necessary information with respect to disability shall be provided to managers/supervisors /admin personnel etc. for allowing / providing any reasonable accommodation or facilitating necessary support as and when required. Government officials investigating compliance with the Act, shall be provided necessary information, as and when required.


Any aggrieved employee who is differently abled, can raise their concerns/grievance arising out of this Policy directly to the Chief Executive Officer at kuldip.g@cabecars.com. The Company shall ensure that reasonable opportunity is provided to the differently abled person, to effectively participate in the investigation process. The Company shall make best effort to complete the investigation.

On investigation, if the employee against whom the complaint has been made, is found guilty of discriminatory behaviour, he/she will be subjected to necessary disciplinary actions as per the rules of services.

During the investigation and thereafter, the Company shall ensure confidentiality and protect the differently abled person who has raised a concern/grievance under this Policy, in good faith and without any malafide intention.


The Chief Executive Officer is authorised to amend the Policy, to give effect to any changes/amendments as maybe required from time to time.

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