Vision Statement:
Reaching Tomorrow First

Values:

1. Integrity and Candour
2. Good Corporate Governance
3. Speed & Agility
4. Learning & Innovation
5. Value Creation

Policies:

1. IT Policy

   TML will institutionalise a business model whereby its IT system will enable it to meet the emerging requirements of customers/ suppliers/ employees and other stakeholders in an efficient, secure and proactive manner.

2. Environment, Safety, Health & Quality Policy

   Tata Metaliks is committed to meet the critical requirements and expectations of its customers and other stakeholders. In order to accomplish the above, it will focus its efforts to:

   • Comply with all applicable legislation, regulations and other requirements.

   • Enhance employee's knowledge, skill and consequent involvement in Environment, Safety, Health and Quality Management Programmes.

   • Make systematic and progressive reduction of losses in operational areas by deploying Total Productive Maintenance.

   • Eliminate, reduce or control hazards/ risks arising out of our operations and products.

   • Preserve and develop environment by reduction in pollution in all its forms and nurture the eco-system within and outside the organisation.

   • Harmonise its economic progress with social and community considerations.

   • The Company will institutionalise Evaluation and Improvement system in business practices to make rapid progress. This policy will be made available to all the interested parties on demand.

3. HR Policy

   Tata Metaliks is committed to create an exciting workplace based on self-directed teams, engaged in improvement and innovative work in an environment. It shall:

   • Create a work conducive to superior performance, system and practices, which enable employees to realise their full potential through continuous learning and training.

   • Identify and develop potential leaders for future growth and develop their competency through technology absorption and job enrichment.

   • High potential employee working in a congenial work environment would enable TML successfully meet the business challenges.

   TML will be a corporate citizen who will provide leadership with trust to all stakeholders.

4. TPM Policy

   Tata Metaliks is in pursuit of excellence in the production of pig iron in line with the international standards of cost, productivity and quality to maximise customer satisfaction. The Company is committed to:

   • Optimal utilisation of resources through waste elimination.

   • Total involvement through small group activities and Kaizen to ensure continuous improvement and enhancement of individual skills to attain the concept of zero losses.

   • Create a healthy and safe environment through total elimination of accident and pollution.
       

5. Whistle Blower Policy

   The Company has established a mechanism for employees to report to the Management concerned about unethical behaviour, actual or suspected fraud or violation of the Company's Code of Conduct or Ethics Policy. The responsibility of the Management with regard to this shall be as under:

   • The Management shall receive, retain, investigate, and act on complaints and concerns (collectively, the "Reports") of any employee (or, the Whistle Blower) regarding:

   • Any actual event of violation of the Tata Code of Conduct.

   • Any other possible event of violation of the Company's Code.

   • Any event that an employee becomes aware of, that could affect the business and/ or reputation of his/ her own or any other Tata Company.

   • The Management shall seek to establish an atmosphere where no reporting employee or the Whistle Blower has the fear of being harassed, demoted, retaliated or threatened in any way, and thereafter maintain the same.

   • The Management shall take care to handle all such reports/ concerns with as much confidentiality as possible such that there is no retaliation of any form against the Whistle Blower.
       

6. Gift Policy

   (The following policy has been taken from Tata Steel Limited and Tata Metaliks being an associate company of Tata Steel, imbibes this policy in its regulatory functions.)

   Tata Steel recognises that exchange of gifts with people with whom we do business with is not unusual and is considered acceptable. The receipt and giving of gifts is part of normal social exchange. Such exchange is neither irregular nor is it unusual.

   However, the need is recognised for a stated policy setting caps on the value of such gifts and for defining circumstances under which it would be acceptable or not acceptable to retain gifts. The cardinal principle would be that gifts should not be given or received either to obtain favours/ preferential treatment or in return for favours/ preferential treatment.

   The policy will apply to all employees of Tata Steel as well as its subsidiary and associate companies.

   • Gifts could be either solicited or unsolicited, the Company, regardless of the circumstances, does not permit the soliciting of gifts. This policy defines the circumstances under which unsolicited gifts received either in India or abroad and can be accepted and retained.

   • The circumstances under which gifts might be received fall into various categories.

   1. Gifts received on New Year and other festive occasions.

   2. Gifts received only on occasions of wedding of self or children.

   3. Gift vouchers/ gift cheques received in recognition of a professional contribution made by the recipient, such as for making a presentation, conducting a training programme/ workshop for a professional and academic institution etc.

   4. Gifts received on the occasion of a terminal event such as a transfer or on cessation of employment.

   5. Gifts of any value received for any other reason (not stated in [i] to [iv]), approval to be taken from Ethics Counsellor or PEO.

   • Declaration regarding receipt of gift

     In all instances, the recipient of a gift of more than the approved value, will make a declaration stating the description of the gift that has been received, the estimated value of the gift and the circumstances under which the gift was received and particulars of the donor. Such declaration should be submitted in the office of Ethics Counsellor within 15 days of the receipt.

   • Kind of gift

   1. List of the kinds of gifts that might be received is provided below:

   2. Articles of only an edible nature for festive occasions in item 2[i].

   3. Articles of use in an office such as table clocks, stationery, desk accessories on New Year only with company's logo in item 2[i].

   4. Gift worth upto Rs.1,000/- for wedding only in item 2[ii].

   5. Gift vouchers/ Gift cheques only in case of professional contribution in item 2[iii].

   • Circumstances under which gifts can be accepted

   1. Receipt of cash gift: Only in the case of retirement or cessation of employment. Cash gift of Rs.1,000/- and more can be retained by employees.

   2. However, in the case of transfers, collective gift in kind can be received. The value limit is not applicable in such cases.

   • Gifts received in recognition of a professional contribution made by the recipient, such as for making a presentation, conducting a training programme/ workshop for a professional and academic institution etc.

   • Where the receipt of gift is in gift vouchers and gift cheque and more than Rs.1,000/-, the recipient will be permitted to retain the full amount received, if prior permission is taken from the company. However, information to the Ethics Counsellor should be given. No cash to be received.

   • Where the Company has borne expenses, such as travel or lodging, related to the event and such expenses are reimbursed by the organisers, all such reimbursements will be surrendered to the Company.

   • Receipt of gift from parties having business relationship with the Company including gifts from subordinates. Gifts received from a donor where the donor has a business relationship with the Company and could derive benefits from the recipient should only be of a value up to Rs.1,000/-. Illustrative categories of parties with business relationships with the Company would be vendors, dealers, contractors, consultant and customers, etc. However, all such gifts should have donor's Company's logo or business identity.

   • No gifts should be accepted from any person or party who is in default of the company in any manner. By way of illustration, parties in default would be parties from whom monies are overdue or parties with whom the Company is engaged in litigation and parties against whom disciplinary action has been taken.

   • It is desirable that the recipient should check the status of the parties from Chief (Procurement) and Chief Financial Controller (Corporate) to make sure that the provisions of the above clause are not contravened.

   • It is recognised that at times gift exceeding the value caps contained in this policy are to be received as the return of these gifts may cause embarrassment. This situation may occur special during overseas visit of our officers where sometimes expensive gifts are given by our overseas hosts. In this situation the recipient should surrender the gift at the earliest. The company will decide the procedure for utilisation of such gifts.

   • The company considers it good practice to share gifts of a nature, which an employee is permitted to receive, such as gifts of edible nature, with fellow employees. The nature of the gift permitting, it would also be good practice to use gifts in the office.

   • Where an employee received gifts exceeding the value caps contain in the policy, it would be advisable to return the gift to the donor with a covering letter thanking the donor for the same and quoting the relevant provision of this policy. The draft of the letter as and when required may be obtained from the office the Ethics Counsellor.

   • In case of any clarification/ interpretation of this policy the employee should contact the office of Ethics Counsellor, Tata Steel.

   • The policy will become effective with immediate effect.