ORGANICA WATER SOLUTIONS INDIA PRIVATE LIMITED
EQUAL OPPORTUNITY POLICY FOR PERSONS WITH DISABILITIES

PREAMBLE AND OVERVIEW

Organica Water Solutions India Private Limited, a company incorporated under the Companies Act
2013 and having its registered office at Regus Business Centre, Tower B 10th Floor, Unitech Cyber
Park, Sector-3, 9, Gurugram, Haryana, India, 122001 (hereinafter referred to as
“Company”/”Our”/”Organica Solutions”) is committed to eliminating all forms of unlawful
discrimination (which includes direct discrimination, indirect discrimination and denial of reasonable
accommodation), bullying and harassment of persons with disabilities. This Equal Opportunity Policy
for persons with disabilities (hereinafter referred to as “Policy”) has been framed in accordance with
the provisions of the Rights of Persons with Disabilities Act, 2016 (hereinafter referred to as “Act”) and
the Rights of Persons with Disabilities Rules, 2017 (hereinafter referred to as “Rules”).

POLICY STATEMENT

Organica Solutions is committed to ensuring that its facilities, technologies, information and privileges
are accessible to persons with disabilities and encourages them to apply for available positions. All
employment related decisions, including recruitment, career progression, training and benefits are based
solely on merit in accordance with applicable Government of India guidelines. The Company provides
reasonable accommodation and necessary flexibility to ensure fair evaluation and performance,
maintains confidentiality of disability and medical information. The Company thrives to support
employees who acquire a disability during employment by retaining them at the same rank or facilitating
re-skilling for a suitable alternative role carrying the same pay scale and service benefits. Where such
adjustment is not immediately feasible, the employee may be retained in a supernumerary position until
a suitable post becomes available or until superannuation, whichever is earlier.
SCOPE
(i) The Policy covers all employees of Organica Solutions with disabilities, whether permanent,
temporary, contractual, interns, trainees, consultants, job applicants, prospective employees,
directors, officers, senior management or any third parties engaged with Organica Solutions.
(ii) This Policy also applies to all aspects of employment, be it recruitment, promotion,
remuneration, employment benefits, salaries, career advancements, transfers, training,
termination and other aspects of employment.

DEFINITIONS

“discrimination” in relation to disability, means any distinction, exclusion, restriction on the basis of
disability which is the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise
on an equal basis with others of all human rights and fundamental freedoms in the political, economic,
social, cultural, civil or any other field and includes all forms of discrimination and denial of reasonable
accommodation;
“person with disability” means a person with long term physical, mental, intellectual or sensory
impairment which, in interaction with barriers, hinders his full and effective participation in society
equally with others;
“reasonable accommodation” means necessary and appropriate modification and adjustments,
without imposing a disproportionate or undue burden in a particular case, to ensure to persons with
disabilities the enjoyment or exercise of rights equally with others.

POLICY DETAILS

1. Facilities and amenities
Organica Solutions is committed to ensuring accessibility to its facilities, technologies, information and
privileges for its employees including persons with disabilities, visitors and others in accordance with
the Act. The Company provides for the following facilities and amenities:
(i) Organica Solutions endeavours to provide barrier-free access to its premises and digital
platforms, including appropriate design, construction, fixtures, fittings, furnishings, equipment,
signage, and assistive devices for persons with disabilities.
(ii) Common facilities such as drinking water, toilets, parking areas, waiting rooms, elevators, and
canteens are provided, wherever applicable, in an accessible manner for persons with
disabilities.
(iii) The Company facilitates accessible workstations, adapted or modified tools and equipment, and
ensures that information required for daily operations is available in accessible formats, as may
be required by persons with disabilities.
(iv) Where available, the Company may provide auxiliary services and support, auxiliary aids,
alternative work methods, including assistive technologies, specialised software, appropriate
hardware, trained staff for assistance, priority handling of matters concerning persons with
disabilities, sign language interpretation and quiet or sensory-friendly spaces.
(v) The facilities and amenities are periodically reviewed to assess the need for introduction,
upgradation, or modification to enhance accessibility for persons with disabilities.

(vi) The Company endeavours to comply with applicable sectoral accessibility standards prescribed
under Rule 15(1) of the Rules, and the status of such compliance may be reviewed and updated
periodically.

2. Identification of Posts
The identification of posts suitable for persons with disabilities shall be completed within six (6) months
from the date of adoption of this Policy and shall be reviewed periodically thereafter.

3. Reasonable Accommodation
Organica Solutions endeavours to provide reasonable accommodation, wherever necessary, to qualified
job applicants and employees with disabilities, in accordance with the Act and Rules. Reasonable
accommodation shall be provided:
(i) to ensure equal opportunity during the application and selection process without any
discrimination;
(ii) to enable an employee with a disability to perform the essential functions of the job; and
(iii) to enable an employee with a disability to enjoy the same benefits, facilities, technologies,
information and privileges of employment as employees without disabilities.

The nature of reasonable accommodation may vary depending on individual requirements and may
include, but is not limited to, accessible job advertisements on the Company’s website or otherwise,
provision of scribes, interpreters, screen readers or assistive technologies, modification of assessment
or training materials, modification of work schedules, adapted or modified equipment, reassignment to
a vacant position, or inclusion of a person with disability as an expert member of the selection
committee, where appropriate.
Any inquiry relating to disability will be conducted with due sensitivity and confidentiality, without
violating the privacy of the individual, and solely for the legitimate purpose of enabling reasonable
accommodation. The Company also adopts fair and inclusive recruitment practices to prevent
underrepresentation of persons with disabilities in the workforce. Qualification standards, selection
criteria, and employment tests are framed to accurately assess the applicant’s aptitude, skills, and jobrelated
competencies, without creating barriers for persons with disabilities. The Company maintains
the documents and information relating to requests for reasonable accommodation in a confidential
manner.

4. Manner of Selection
(i) Vacancies shall, wherever feasible, be advertised both internally and externally.

(ii) Where practicable, vacancy notifications shall also be shared with organizations working with
persons with disabilities.
(iii) All vacancy advertisements shall carry a brief statement affirming the Company’s commitment
to equal opportunities for persons with disabilities.
(iv) Job descriptions and selection criteria shall be reviewed periodically to ensure they are nondiscriminatory
and strictly aligned with the skills and competencies required for the role.
(v) Application forms shall be made available in alternative and accessible formats upon request.
(vi) The selection process shall be conducted in compliance with the provisions of the Act and
Rules.

5. Promotion
Organica Solutions ensures that no employee shall be denied promotion solely on the ground of
disability. All decisions relating to promotion are based on merit, performance, experience, and rolerelated
requirements, without discrimination against persons with disabilities.
Any inquiry or disclosure regarding an employee’s disability after recruitment shall be made only for
the limited purpose of facilitating reasonable accommodation and ensuring a supportive work
environment. Such inquiry shall be undertaken with due sensitivity and respect for the employee’s
privacy and shall not be used to the prejudice of the employee in the course of employment or in the
promotion process.

6. Preference in transfer and postings
Organica Solutions gives preference to its employees who are person with disabilities in matters relating
to transfer and postings, subject to administrative requirements and availability of vacancies. While all
employees remain eligible for transfer, requests made by employees with disabilities shall be considered
on a priority basis wherever feasible.

7. Training and Career development
(i) Pre-recruitment and post-recruitment training
Organica Solutions endeavours to provide induction and post-recruitment training programmes
and materials in accessible formats upon request. Requests for reasonable accommodation,
including assistive devices, accessible training venues, interpreters, scribes, or accessible
materials, should be submitted at least five days prior to the scheduled commencement of the
induction or training programme. The Company follows an accessible and inclusive performance appraisal process. Employees
requiring any accommodation for the appraisal process are required to submit a request to the
Liaison Officer at least two days in advance.
(ii) Special disability leave
The employees’ requests for additional leave arising due to their disability shall be treated as
requests for reasonable accommodation and shall be assessed accordingly. The Company also
provides an option of unpaid special leave for a maximum period of one month to employees
with disabilities undergoing medical treatment, in accordance with the procedure set out in the
leave policy maintained by the Company.
(iii) Travel, stay and transport
For official travel, whether local, outstation, or international, employees with disabilities shall
be provided accessible modes of transportation. Where required, air travel may be arranged in
cases where road or rail travel is inaccessible. Accessible accommodation and the option of a
personal attendant accompanying the employee may also be provided, in line with the
Company’s reasonable accommodation guidelines.
(iv) Employee engagement and social inclusion
The Company endeavours to ensure that all workplace events, meetings, and engagement
activities are inclusive and conducted at accessible venues, with reasonable accommodation
made available to employees with disabilities wherever required.

8. Sensitization, Awareness and Inclusive Workplace Practices
Organica Solutions endeavours to undertake sensitization and awareness initiatives to promote
understanding of disability-related issues and to foster an inclusive and non-discriminatory workplace
culture. The Company conducts sensitization programmes and awareness trainings for employees,
including managers and supervisors, with a focus on preventing discrimination, addressing unconscious
bias, and ensuring effective implementation of the rights and reasonable accommodations available to
employees with disabilities, including those with invisible disabilities such as autism or psychosocial
disabilities. Such programmes shall be scheduled on a periodic basis, with at least one such programme
being conducted every year, and shall, wherever practicable, form part of the Company’s annual training
calendar.
Organica Solutions may, where feasible, collaborate with Disabled People’s Organisations (DPOs),
subject-matter experts, or other relevant stakeholders to incorporate practical perspectives and lived
experiences of persons with disabilities in its sensitization efforts and policy implementation.

MAINTAINANCE OF RECORDS

Organica Solutions maintains records and produces for inspection whenever required the following
particulars:
(a) the number of persons with disabilities who are employed and the date when they are employed;
(b) the name, gender and address of persons with disabilities;
(c) the nature of disability of such persons;
(d) the nature of work being rendered by such employed person with disability; and
(e) the kind of facilities being provided to such persons with disabilities.

GRIEVANCE REDRESSAL

The Company has appointed the following individual as Liaison Officer to look after the recruitment of
persons with disabilities and provision of facilities and amenities for them:
Name: Parakh Oswal (Liaison Officer)
Designation: Director
Email Address: parakh.oswal@organicawater.com
A person who is aggrieved by discrimination on the ground of disability may submit a complaint to the
board of directors of the Company. Upon receipt of such complaint, the board of directors will either
take appropriate steps as required under the Act to address the complaint which may include initiating
disciplinary action, including warning, suspension, termination, or other actions as deemed appropriate,
or explain to the aggrieved person in writing the reasons why the action or decision complained of was
necessary and reasonable.

ACCESSIBILITY AND DISSEMINATION

The Company ensures accessibility of this Policy for persons with disabilities by providing it, wherever
required, in multiple languages and accessible formats.

ADOPTION, COMMUNICATION AND IMPLEMENTATION

The Company shall communicate this Policy to all employees, workers, consultants, and other persons
engaged with the Company. This Policy shall be prominently displayed in English and in a language
understood by the majority of persons working in or accessing the services of the Company at a
conspicuous place in the premises of the Company. This Policy shall be made available on the
Company’s website and hard copies of the Policy shall be made available.

PUBLICATION, REVIEW AND AMENDMENT

The Policy shall be displayed on the website or conspicuous place in the premises of the Company. It
shall be reviewed periodically and may be amended by the Company to ensure continued compliance
with applicable laws and best practices.