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Details of Familiarisation Programme Imparted

DETAILS OF FAMILIARISATION PROGRAMMEIMPARTED FOR FY 2017-18.

 

Disclosure under Regulation 25 and 46 of SEBI (LISTING OBLIGATIONS AND DISCLOSURE REQUIREMENTS) REGULATIONS, 2015

 

 

 

1.  Number of Program attended by the Independent Directors during the Year: 2

 

2.   Number of hours spent by Independent Directors in the Programme:

 

On 14.11.2017 –a total of 4 hours and on 14.02.2018– a total of 2 hours. Total 6 hours.

 

3.  Programme Details:

 

The Company arranged for a Factory visit cum Awareness Programme as its plant at Unit:, located at Dombivilito provide an opportunity to the Directors to interact with the Senior leadership and Management team of the Company and help them to understand the Company’s strategy, business model, operations, service, organizational structure, finance, H.R.D., technology, quality of Product, Risk Management and Statutory Compliances etc.

 

All the Directors participated in the factory visit cum awareness programme where technical team under the leadership of Pradeep Roongta- Whole Time Director of the Company made presentation before the Board members on the manufacturing facilities, strategy, business performance, operations and functions of the Company, various Products and its quality issues, Safety, Health, Environment and sustainability issue, risk management with its mitigation plan, Company’s Policies, changes in the regulatory requirements applicable to the industry in which it operates with its area of implementation, and other relevant issues.

 

 

 

HR

Code of Conduct for Directors and Senior Management Executives

CODE OF CONDUCT

 

Abate As Industries (Formerly Known as Trijal Industries Limited)(“theCompany”)considersCorporateGovernanceasanintegralpartofgoodmanagementandthisCodeofConductisanintegralpartoftheCompany’scommitmenttogoodCorporateGovernance.Itispreparedtomaintainthestandardsofbusinessconductandensurecompliancewithlegalrequirements,particularlytherequirementsoftheListingAgreementwithstockexchange(s).ThematterscoveredinthiscodeareofutmostimportancetotheCompany,ourshareholdersandourbusinesspartners.

 

1.  Definition

·  Company: TheCompanyshallmeanAbate As Industries.

·  ComplianceOfficer:ComplianceOfficermeansofficerdulynominatedbythecompanytooverseethecompliancesofthelistingagreemententeredwiththestockexchange.

·  CorporateGovernance:CorporateGovernanceshall meanandinterpretedinaccordancewithReg 27 of SEBI (LODR), 2015.

·  CodeofConduct:ThecodeofconductshallmeanthiscodeofconductforBoardmembersandseniormanagementpersonneloftheCompany.

·  Directors:DirectorsshallmeanalltheDirectorsontheBoard oftheCompany.

·  Board:TheBoardshallmean theBoardofDirectorsoftheCompany.

·  BoardMembers:TheBoardmembershallmeanthemembersontheBoardofDirectorsoftheCompany.

·  Employees:ThetermemployeeforthepurposeofthiscodeofconductshallmeanseniormanagementpersonneloftheCompany.

·  Seniormanagementpersonnel:Seniormanagementpersonnelshallmeanpersonnelof theCompanywhoaremembersof its coremanagementteamexcludingBoardofDirectors.Normally,thiswouldcompriseallmembersofmanagementonelevelbelow theExecutiveDirectorsincludingallfunctionalheads.

·  Relative:Relativeshallhavethesamemeaningasdefinedundersec2(77)oftheCompaniesAct,2013

 

2.  Applicability

 

Thecodeofconduct isapplicabletothefollowing personnelreferred toasOfficers:

1.  The MembersoftheBoard

2.  AllMembersofHeads

AllDirectorsandemployeesmustactwithintheboundsoftheauthorityconferreduponthem and withaduty tomakeand enact informed decisionsand policiesin thebestinterestsoftheCompanyanditsshareholders/stakeholders.Withaviewtomaintainingthehighstandardsthatthecompanyrequires,thefollowingRules/Codeofconductshouldbeobserved inallactivitiesoftheBoard membersand SeniorManagementoftheCompany.


3.  Honesty &Integrity

 

AllDirectorsandemployeesshallconducttheiractivities,onbehalf oftheCompanyandontheirpersonalbehalf,withhonesty,integrityandfairness.AllDirectorsandemployeeswillactingoodfaith,responsibly,withduecare,competenceanddiligence,withoutallowingtheirindependentjudgementtobesubordinated.Directorsandemployeeswillactinthebest interestsoftheCompany andfulfil thefiduciaryobligations.

 

4.  ConflictofInterest

 

(a).TheCompanyexpectsthattheDirectorsorEmployeeoftheCompanyshallnotengageinanybusinessrelationshiporactivitywhichmightconflictwiththeinterestoftheCompany.

 

A“Conflictofinterest”occurswhenaperson’sprivateinterestinterferesinanyway,orevenappearsto interfere, withtheinterest oftheCompany.

Althoughitwouldnotbepossibletodescribeeverysituationinwhichaconflictofinterestmayarise,thefollowingareexamplesofsituation,whichmayconstituteaconflictofinterest.

·  WhenaDirectororanEmployeeengagesinabusinessrelationshiporactivitywhichisorisperceivedtobeinconflictwiththeinterestoftheCompanywithanyonewhoisparty toatransaction withtheCompany.

·  WhenaDirectororEmployeeortheirrelativereceivespersonalbenefitsbymakingorinfluencing decisionrelatingtoanytransaction.

·  WhenDirectorandEmployeeishavinga significantownershipinterestinanysupplier,customer,businessassociateorcompetitoroftheCompany.

 

(b).Incaseitislikelythataconflictofinterestmightexist,theconcernedDirectororEmployeemustattheearliestopportunitymakefulldisclosure ofall factsandcircumstancesthatreasonablycouldbeexpectedtogiverisetoanyviolationsofthisCodeofConduct.ADirectorshallmakesuchdisclosuretotheBoardofDirectorsattheearliestopportunityandtheBoardshallensurethatCompany’sinterestsareprotected.AnEmployeeotherthanaDirectorshallmakesuchdisclosuretotheHeadoftheDepartment.TheHeadoftheDepartmentand/or theUnitHeadshalllookintothemeritsofthetransactionandensure that theCompany’sinterests areprotected.

 

5.  Accounting&FinancialReporting

 

TheManagementshallensurethatallbusinesstransactionsshallberecordedintrue,fairandtimelyfashioninaccordancewiththeaccountingandfinancialreportingstandards,asapplicabletotheCompany.Theywillensurethereliabilityandaccuracyofitsaccounts,recordsandreports.

 

All WorkingDirectors and Employeesshallensure that the Company’sinformation


furnishedtothegovernmentdepartments/authorities,financialinstitutionsandbanksareauthenticandaccurate.

 

6.  Confidentiality

 

TheDirectorsand Employeesshallstrivetoprotectconfidentialinformationacquired,generated orwhichotherwisecomesintotheirpossessionduring thecourseofbusiness. Allsuchinformationshouldbemaintained instrictconfidenceexceptwhendisclosure isexpressly authorizedbytheCompanyorrequiredbythelaw.

 

Confidentialinformationincludesallnon-publicinformation,intellectualpropertyrightssuchastradesecrets,businessresearch,newproducts,newprojectsandplans,businessstrategies,customer,employeeandsupplierslistandanyunpublishedfinancialorpricesensitiveinformation.

 

UnauthorizeduseordistributionofproprietaryandconfidentialinformationthatviolatesanyCompanypolicycouldbeillegal.Anyonefoundtobeguiltyofsuchunauthorizedusemaybeliablefor potentiallegal& disciplinaryaction.

Theobligation to protectthe Company’sproprietaryandconfidentialinformationcontinuesevenafterDirectorsandEmployeesleavetheCompany.

TheDirectorsandEmployeesmustreturnallproprietaryinformationintheirpossessionuponleavingtheCompany.TheDirectorsandEmployeeshouldrespecttherightsofothercompetitorsandtheirconfidentialinformation.Theyshouldnotattempttoobtainacompetitor’s confidential information byimpropermeans.

 

7.  Compliancewith Laws, RulesandRegulations

 

TheDirectorsandEmployeesshallkeepthemselvesupdatedinrelationtolaws/statutorycompliancesapplicabletotheirscopeofwork.TheDirectorsandEmployeesoftheCompanyshallcomplywithalllaws,rulesandregulationsasmaybeapplicabletotheirscopeofworkandshallnotcommitanyillegalorunethicalact.Appropriatemeasuresareputinplacetoassistincomplyingwithapplicablelawsandregulationsinthebusiness.Ifanyonegetsto knowofanynon-complianceofanyofthelawsinherorhiscolleague’sareaofoperationintheCompany,thesameshouldbebroughttoher/hisimmediatenoticeaswelltothenoticeofher/hisHead ofDepartment.

 

8.  OtherDirectorships

 

ServingontheBoards ofDirectors ofothercompaniesmayraisesubstantialconcernsaboutpotentialconflictof interest;therefore,alldirectorsmustreport/ disclose suchrelationshipstotheBoardonannualbasis.Itiswellacceptedthatserviceontheboardofdirectcompetitor isnotintheinterest oftheCompany.


9.Fair

 

 

TheCompanyiscommittedtorespecttheprinciplesandrulesoffaircompetitionprohibiting anticompetitivebehavior and abuseofa dominantmarket position.

 

10.  Bribery andCorruption

 

TheDirectorsandEmployeesshallnotbeinvolvedinbriberyandcorruptionwhileconductingtheCompany’sbusiness.Theyareprohibitedfromofferingorprovidinganyunduepecuniaryorotheradvantageforthepurposeofobtaining,retaining,directingorsecuringany improperbusinessadvantageorforpersonalgain.

 

11.  InsiderTrading

 

TheDirectorsandEmployeesshallnotderivebenefitorassistotherstoderivebenefitbygivingpricesensitiveinformationlikelytoresultinmovementsinthepriceof thesharesoranyotherfinancialinstruments.DirectorsandEmployeesshallnotuseorproliferateinformationwhichisnotavailabletothegeneralpublicandwhichthereforeconstituteinsiderinformation.

 

12.  Customers,SuppliersandStakeholders

 

TheCompanyiscommittedtocreatevalueforeachofitsstakeholders.TheDirectorsandEmployeesshalltreattheCompany’scustomers,suppliersandstakeholderswithrespectanddignity.Thereshouldnotbeanycoercivemeasuresusedwhiledealingwithanyofthestakeholders.

 

13.  CorporateOpportunities

 

TheDirectorsandEmployeesareprohibitedfromtakingforthemselvesbusinessopportunitiesthatarisethroughtheuseofcorporateproperty,informationorposition.Theyshallnotusecorporateproperty,informationorpositionforpersonalgain,ortocompetewiththeCompany.CompetingwiththeCompanymayinvolveengaginginthesameorasimilarlineofbusinessastheCompany,oranysituationwheretheemployeeorDirectortakesawayfromtheCompany,theopportunitiesforsaleorpurchaseofproperty,products,servicesorinterests.

 

14.  ExpenseClaims

 

TheDirectorsandEmployeesareprohibitedfromclaimingtheexpensesthatareincurredforpersonalpurpose.Theexpensesincurredinthecourseofemploymentandrelatingtothebusinessaretobeclaimed aspertheauthorization policyofthecompany.


15.Gifts, Hospitality and

 

TheCompanywillnotutilizebriberyandcorruptioninconductingbusiness.TheDirectorsandEmployeesareprohibitedfromreceiving,solicitingorofferinganyillegalorunduepecuniaryorotheradvantage,(e.g.payments,remuneration,gifts,donations,hospitalityofanykindorcomparablebenefits)whichareintendedtoobtainanyimproperbusinessadvantage.DirectorsandEmployees,however,mayhonour,acceptandoffernominalgiftswhicharecustomarilygivenandareofacommemorativenature,forspecialevents.

 

16.  ProtectionandProper use of Company’s Assets

 

TheCompany’sassetsandservicesarefortheconductofCompany’sbusinessonly.Noassetsshallbeusedfor any personalor unauthorizeduse.

TheDirectorsandEmployeesshallendeavourtoprotecttheCompany’sassetsagainstloss,theftorothermisuseandareresponsibleforthecarefuluse.Anysuspectedloss,misuseortheft shouldbereportedtothelinemanager.

TheDirectorsandEmployeesshallreturntheCompany’sassetsentrustedtothemwhileinoffice, whenthey areleaving theserviceor officeoftheCompany.

 

17.  Health andSafety

 

TheCompanyrecognizesitsresponsibilitytoimprovethequalityoflifeofitsworkforce,theirfamiliesand  thecommunitiesaround  its  operations.TheCompanypursuesaclearpolicydealingwithemploymentpractices,occupationalhealthandsafety,communityinvolvementaswellascustomerandsupplierrelations.TheWorkingDirectorsandEmployeesshalladheretothepolicy.

 

18.  EqualOpportunitiesto Employees

 

TheCompanyprovidesequalopportunitiestoallitsemployees,withoutregardtotheircaste,religion, color,maritalstatusand sex.Thepoliciesand practicesshallbeadministeredinamannerthatensuresequalopportunitytotheeligiblecandidatesandthedecisionsaremeritbased.

 

19.  PolicyagainstSexualHarassment

 

TheDirectorsandEmployeesoftheCompanyshallstrivetomaintainaworkenvironmentfreefromsexualharassment,whetherphysical,verbalor psychological.StringentDisciplinaryactionincludingbutnotlimitedtoremoval/suspension/dismissaletc.shallbetakenagainstanypersonfoundin  breachof  suchrule.TheaboveactionbytheCompanyshallnotprecludecivilorcriminalprosecutionbeforethecompetentcourtoflaw.


20.Email

 

 

TheCompany’s emailandInternetfacilities are providedonlyforthe purpose of thebusinessoftheCompany.PostinganddisseminatingCompany’sinformationanddataoninternetorvoicemailorprivatenetworkexceptforbusinessexigenciesareprohibited.TheCompanyprohibitstheuseofinternetfacilitiesforaccessingunauthorized,illegalorimmoralwebsitesfrom thecomputersprovided by theCompanyattheir workplace.

 

21.  Waiver

 

Asageneralpractice,theBoardofDirectorsoftheCompanywillnotgrantwaivertothisCodeofConduct.However,inextraordinarysituationandforreasonsrecordedinwritingtheBoardofDirectorsoftheCompanymaygrantwaivertoanypersonfromanyoneormoreoftheprovisionsofthisCodeofConduct.

 

22.  Review, AmendmentandModification

 

ThisCodeofConductmaybereviewed,amended,modifiedorwaivedbytheCompany’sBoard ofDirectorsasandwhenrequiredordeemednecessary.

 

23.  ResponsibilitytowardsShareholders

 

TheBoardshallbecommittedtoenhanceshareholdersvalueandcomplywithallapplicablelawsthatgovernshareholder'srights.TheBoardofDirectorsshallinformtheshareholdersaboutallrelevantaspectsoftheCompany'sbusiness,anddisclosesuchinformationinaccordancewiththerespectiveregulationsandagreements.

 

24.  Outsider’s Recourse

 

NooutsiderswillhaveanyrightorrecoursetoanyactionorclaimofwhatsoevernatureagainstanyoftheDirectorsoremployeesforthenon-complianceofthisCodeofConduct.

 

25.  ConsequencesofNon-ComplianceofthisCode

 

IncaseofbreachofthisCodethesameshallbeconsideredbytheBoardforinitiatingappropriateaction,asdeemed necessary.

Code for Independent Directors

SCHEDULE IV [Section 149(8)]

 

CODE FOR INDEPENDENT DIRECTORS

 

TheCodeis a guide to professional conduct for independent directors. Adherenceto thesestandards by independent directors andfulfilment of their responsibilitiesin a professional andfaithful manner will promoteconfidence of theinvestmentcommunity, particularly minority shareholders,regulators and companiesin theinstitution of independent directors.

 

I. Guidelinesof professional conduct:

 

Anindependent director shall:

 

(1)   Uphold ethical standards of integrity and probity;

 

(2)   act objectively andconstructively while exercising his duties;

(3)   exercise his responsibilitiesin a bona fide manner intheinterest of thecompany; (4)   Devotesufficienttime and attentionto his professional obligations forinformed and

balanced decisionmaking;

 

(5)  not allow any extraneousconsiderationsthat willvitiate his exercise of objective independent judgment inthe paramountinterest of the company as a whole, while concurringin or dissenting fromthe collectivejudgment of theBoardin its decision making;

 

(6)  not abuse his position to the detriment of the company or itsshareholders or forthe purpose of gaining direct orindirect personal advantage or advantage for any associated person;

 

(7)   refrain from any actionthat wouldleadto loss of his independence;

 

(8)  where  circumstances  arise  which  make  an  independent  director  lose  his independence,theindependent director must immediately informtheBoard accordingly;

 

(9)   assist thecompanyin implementing the bestcorporate governance practices.

 

II.Role and functions:

 

Theindependent directors shall:


(1)  helpin bringing anindependentjudgment to bear on theBoard’s deliberations especially onissues of strategy, performance,risk management, resources,key appointments andstandards ofconduct;

 

(2)  bring  an  objective  view  in  the  evaluation  of  the  performance  of  board  and management;

 

(3)  scrutinizethe performance of managementin meeting agreed goals and objectives and monitor thereporting of performance;

 

(4)  satisfythemselves on theintegrity of financialinformation andthat financialcontrols andthesystems ofrisk management are robust and defensible;

 

(5)   safeguardtheinterests of allstakeholders, particularly the minorityshareholders; (6)   balance theconflictinginterest of thestakeholders;

(7)  determine appropriate levels ofremuneration of executive directors,key managerial personnel andsenior management and havea primerole in appointing and where necessary recommendremoval of executive directors, key managerial personnel and senior management;

 

(8)   moderate and arbitratein theinterest ofthecompany asa whole,in situations of

conflict between management andshareholder’s interest.

 

III.Duties:

 

Theindependent directors shall—

 

(1)  undertake  appropriate  induction  and  regularly  update  and  refresh  their  skills, knowledge andfamiliarity with thecompany;

 

(2)  seek appropriateclarification or amplification ofinformation and, where necessary, take and follow appropriate professional advice and opinion of outside experts at the expense of thecompany;

 

(3)  striveto attend all meetings of theBoard of Directors and of theBoardcommittees of which heis a member;

 

(4)  participateconstructively and activelyin thecommittees of theBoardin whichthey are chairpersons or members;

 

(5)   strive to attend the general meetings ofthecompany;


(6)  wherethey have concerns about therunning ofthecompany ora proposed action, ensurethat these are addressed by the Board and, tothe extent that they are not resolved,insist thattheirconcerns arerecordedin the minutes oftheBoard meeting;

 

(7)  keepthemselves well informed about the company and the external environmentin whichit operates;

 

(8)  notto unfairly obstructthe functioning of an otherwise properBoard orcommittee of the Board;

 

(9)  paysufficient attention and ensure that adequate deliberations are held before approvingrelated partytransactions and assurethemselvesthatthe same arein the interest of the company;

 

(10) ascertain  and  ensure  that  the  company  has  an  adequate  and  functional  vigil mechanism and to ensure that theinterests ofa person who usessuchmechanism are not prejudicially affected on account of such use;

 

(11)report concerns about unethical behavior, actual orsuspected fraud or violation of

the company’s code ofconduct or ethics policy;

 

(12) acting  within  his  authority,  assist  in  protecting  the  legitimate  interests  of  the company,shareholders andits employees;

 

(13) not discloseconfidentialinformation,includingcommercialsecrets,technologies, advertising and sales promotion plans, unpublished pricesensitiveinformation, unless such disclosureis expressly approved by the Board or required bylaw.

 

IV. Manner of appointment:

 

(1)  Appointment process ofindependent directorsshall beindependent of thecompany management; while selectingindependent directorstheBoard shall ensurethat there is appropriate balance ofskills, experience andknowledgein the Boardso as to enable the Board to dischargeits functions and duties effectively.

 

(2)  The appointment ofindependent director(s) ofthe companyshall be approved at the meeting of the shareholders.

 

(3)  The explanatorystatement attached tothe notice ofthe meetingfor approvingthe appointment ofindependent directorshallincludea statementthatin the opinion of the Board, theindependent director proposedto be appointed fulfilsthe conditions specifiedin theAct andtherules madethereunder andthatthe proposed directoris independent ofthemanagement.

 

(4)  The appointment of independent directors shall beformalizedthrougha letter of appointment, whichshallset out:


 

a.  the term of appointment;

 

b.  the expectation of theBoard from the appointed director;the Board-level committee(s)in whichthe director is expected toserve andits tasks;

 

c.the fiduciary duties that come withsuch an appointment along with accompanyingliabilities;

 

d.  provision for Directors and Officers (D and O)insurance, if any;

 

e.  theCode ofBusinessEthicsthat thecompany expectsits directors and employees tofollow;

 

f.  thelist of actions thata director should not do while functioning assuchin the company; and

 

g.  theremuneration, mentioning periodic fees,reimbursement of expensesfor participation inthe Boards and other meetings and profitrelated commission, if any.

 

(5)  Theterms andconditions of appointment ofindependent directors shall be openfor inspection at theregistered office ofthecompany by any member during normal business hours.

 

(6)   Theterms andconditions of appointment ofindependent directorsshall also be

posted on thecompany’s website.

 

V.Re-appointment:

 

There-appointment of independent directorshall be onthe basis ofreport of performance evaluation.

 

VI.Resignation or removal:

 

(1)  Theresignation or removal of anindependent director shall bein thesame manner as is providedin sections 168 and 169 oftheAct.

 

(2)  Anindependent director whoresigns oris removed fromtheBoard ofthe company shall bereplaced bya new independent director withina period of not more than one hundred and eighty days fromthe date of suchresignation or removal, as the case may be.

 

(3)  Where thecompany fulfilstherequirement of independent directors inits Board even without fillingthe vacancy created by suchresignation or removal, as the case may be, therequirement ofreplacement bya newindependent director shall not apply.


 

VII. Separate meetings:

 

 

 

(1)  Theindependent directors ofthecompanyshall hold atleast one meetingin a year, withoutthe attendance of non-independent directors and members of management;

 

(2)  Alltheindependent directors ofthecompanyshallstriveto be present at such meeting;

 

(3)   The meetingshall:

 

a.  review the performance of non-independent directors andthe Board as a whole;

 

b.  reviewthe performance of theChairperson ofthecompany,takinginto account the views of executive directors and non-executive directors;

 

c.  Assessthe quality, quantity andtimeliness of flow ofinformation between the company management and theBoardthatis necessaryfortheBoardto effectively andreasonably performtheir duties.

 

VIII.Evaluation mechanism:

 

(1)   The performance evaluation ofindependent directorsshall be done bythe entire

Board ofDirectors, excluding the director being evaluated.

 

(2)  Onthe basis ofthereport of performance evaluation,it shall be determined whether to extend or continue the term of appointment of the independent director.

Nomination & Remuneration Policy

 

 

INTRODUCTION

 

In pursuance ofthe Company’spolicyto considerhuman resources as its invaluableassets, topay equitable remuneration toallDirectors, key managerialpersonnel andemployeesof the company, to harmonizetheaspirationsof human resources consistent withthe goalsof the company and intermsof the provisionsof theCompanies Act, 2013 andthe Listing Agreementwith the stockexchanges (as amended fromtimeto time),thispolicyon nomination and remuneration of Directors, KeyManagerial Personnel (KMP) and Senior Management hasbeen formulated bythe Nomination and Remuneration/Compensation Committee  (“NRC”)  and  approved  by  the  Board  of  Directors  of  the Company

 

 

1.   DEFINITIONS

 

Act”meansthe Companies Act, 2013andRules framed thereunder,as amended from time to time.

 

Board”means Board of Directorsof the Company.

 

Directors”meanDirectorsof theCompany.

 

Remuneration” meansany moneyor itsequivalentgivenor passedto anyperson for services rendered byhimand includesperquisitesas definedunderthe Income-tax Act, 1961;

 

Key Managerial Personnel”means

.Chief ExecutiveOfficeror the Managing Directoror the Manager;

.Whole-time director;

.ChiefFinancial Officer;

Company Secretary;and

.such otherofficeras maybe prescribed.

 

Senior Management”means Senior Management meanspersonnelof the company whoare members of its core managementteamexcluding the Boardof Directors including FunctionalHeads.

 

 

2.   OBJECTIVE

 

TheNominationandRemunerationCommitteeandthis Policy shall be in compliance with Section178of the Companies Act, 2013 readalongwiththeapplicable rulestheretoandClause 49underthe Listing Agreement. The Key Objectivesof the Committeewould be:

 

   To  guide  the  Board  in  relation  to  appointment  and  removal  of  Directors,  Key  Managerial

Personneland SeniorManagement.

 

   Toevaluatethe performanceof the membersof the Boardandprovidenecessary reportto the

Board for furtherevaluationof the Board.

 

   To  recommend  to  the  Board  on  Remuneration  payable  to  the  Directors,  Key  Managerial

Personneland SeniorManagement.

 

   Toprovide to KeyManagerial Personnel and SeniorManagement reward linkeddirectlyto their

effort,performance,dedicationandachievementrelating to the Company’soperations.


  To  retain,  motivate  and  promote  talent  and  to  ensure  long  term  sustainabilityof  talented managerialpersons and create competitive advantage.

 

   To devisea policyon Board diversity

 

   To developa successionplan forthe Board and toregularlyreview the plan;

 

3.   ROLE OFCOMMITTEE

 

Mattersto bedealtwith, perusedand recommendedto the Board bytheNominationandRemuneration

Committee

TheCommitteeshall:

  Formulate the criteria fordeterminingqualifications,positiveattributesand independenceof a director.

  Identify persons whoare qualifiedto becomeDirector andpersonswho maybe appointed in Key Managerialand SeniorManagement positions inaccordance with the criteria laiddown inthis policy.

   Recommendto the Board,appointmentand removalof Director, KMP and SeniorManagement

Personnel.

 

4.   POLICYFOR APPOINTMENT ANDREMOVAL OFDIRECTOR,KMP AND SENIOR MANAGEMENT APPOINTMENTCRITERIA AND QUALIFICATIONS

a)TheCommittee shall identifyandascertainthe integrity,qualification, expertiseandexperienceof the person forappointmentas Director, KMPor at SeniorManagement level and recommendto the Board his/ herappointment.

 

b)A person should possessadequate qualification, expertise andexperience forthe position he/ she is considered forappointment. TheCommitteehasdiscretion todecide whetherqualification,expertiseand experience possessed bya person is sufficient/ satisfactory forthe concerned position.

 

c)TheCompany shallnotappointor continuethe employmentof any personas Whole-timeDirector who hasattainedthe ageof seventy years. Provided thatthe termof thepersonholding this position maybe extendedbeyond theageof seventy years with the approvalof shareholders bypassinga special resolutionbasedon the explanatory statementannexedto thenotice for such motion indicatingthe justification forextension of appointment beyond seventy years.

 

 

5. TERM/ TENURE

 

a)ManagingDirector/Whole-timeDirector:

 

TheCompany shall appointor re-appointanypersonas its Executive Chairman, ManagingDirectoror Executive Director fora termnotexceeding five yearsat atime.No re-appointment shallbe madeearlier thanone year beforethe expiryof term.

 

 

b)Independent Director:

- AnIndependent Director shallholdoffice fora termup to five consecutive yearson the Boardof the Companyand willbe eligible for re-appointment on passingof a special resolution bythe Company and disclosureof such appointment in the Board'sreport.

 

NoIndependent Director shallholdoffice for morethan two consecutiveterms,but suchIndependent

Director shall beeligible forappointmentafterexpiryof three yearsof ceasingto becomean Independent


Director. Provided thatan Independent Director shallnot,during the saidperiodof three years,be appointed inor beassociated withthe Company inanyother capacity, eitherdirectlyor indirectly. Atthe timeof appointment of Independent Director it shouldbe ensuredthat numberof Boardson which such Independent Director serves is restrictedto seven listed companiesas anIndependent Directorandthree listed companiesas anIndependentDirector in case suchperson is servingas a Whole-timeDirectorof a listedcompanyor suchothernumberas maybe prescribedunderthe Act

 

 

6.   EVALUATION

TheCommitteeshall carryoutevaluationof performance of everyDirector, KMP and SeniorManagement

Personnelat regular interval (yearly).

 

 

7.   REMOVAL

Due to reasons foranydisqualification mentioned in the Actor underanyotherapplicable Act, rulesand regulationsthereunder, theCommittee may recommend,to the Boardwith reasons recorded in writing, removalof aDirector, KMPor SeniorManagement Personnel subjectto theprovisionsand complianceof the said Act,rulesandregulations

 

8.   RETIREMENT

TheDirector, KMPand SeniorManagement Personnel shall retireas perthe applicable provisionsof the Actandtheprevailingpolicyof the Company. The Boardwill havethe discretionto retaintheDirector, KMP, Senior Management Personnel inthe sameposition/ remunerationor otherwise evenafterattaining theretirement age, forthe benefitof the Company.

 

 

9.   POLICYRELATING TO THEREMUNERATION FOR THE WHOLE-TIMEDIRECTOR,KMP AND SENIOR MANAGEMENT PERSONNEL

 

.

a)   REMUNERATION TO WHOLE-TIME/ EXECUTIVE/ MANAGINGDIRECTOR:

 

a)  TheRemuneration/Commissionetc. tobe paidto ManagingDirector/ Whole-timeDirectors,etc. shallbe governedas per provisionsof theCompanies Act, 2013and rules madethereunderor any otherenactment forthe timebeing in forceandtheapprovalsobtained fromthe Membersof the Company.

 

b)  TheNominationandRemunerationCommittee shall make such recommendations tothe Boardof Directors,as it may considerappropriate with regardto remuneration to ManagingDirector/ Whole- timeDirectors

 

b)  REMUNERATION TONON- EXECUTIVE/ INDEPENDENTDIRECTOR:

 

   Remuneration/ Commission:

 

The remuneration/ commission shallbe fixedas perthe slabsand conditions mentioned inthe

Articlesof Associationof theCompanyandthe Act.

 

   SittingFees

 

TheNon- Executive/ IndependentDirector may receive remuneration byway of fees forattending meetings of Boardor Committeethereof. Provided thatthe amountof such fees shallnotexceed Rs. OneLac per meetingof the Boardor Committeeor suchamountas may be prescribed by theCentral Government from time to time.


 

   Commission:

 

Commission may bepaidwithin the monetary limitapproved by shareholders, subjectto the limitnot exceeding 1%of theprofitsof theCompany computedas perthe applicableprovisionsof the Act.

 

   Stock Options:

 

An IndependentDirector shallnotbe entitled to any stockoption of theCompany.

 

 

C)REMUNERATION TOKEY MANAGERIAL PERSONNEL AND SENIOR MANAGEMENT:

 

a) The remunerationto Key Managerial Personneland Senior Management shall consistof fixed pay and incentivepay, in compliance with theprovisions oftheCompanies Act, 2013 and inaccordance with the Company’s Policy.

 

b)  The  Fixed  pay  shall  include  monthly  remuneration,  employer’s  contribution  to  Provident  Fund,

contribution to pension fund,pensionschemes, etc. asdecided from totime.

 

c) TheIncentive pay shallbe decidedbasedon the balance betweenperformanceof theCompany and performanceof the Key Managerial Personneland Senior Management,to bedecidedannuallyor at such intervalsas maybe consideredappropriate.

 

 

10.MEMBERSHIP

  TheCommittee shallthree or morenon-executivedirectorsoutof which not lessthanone-half are independentdirectors.

   Minimumthree(3) members shall constitutea quorum forthe Committee meeting.

   Membership of theCommittee shallbe disclosed in the Annual Report.

   Term of theCommitteeshallbe continuedunlessterminated bythe Boardof Directors.

 

11.CHAIRPERSON

   Chairpersonof theCommitteeshallbe an IndependentDirector.

   Chairpersonof theCompany maybe appointedas a memberof theCommitteebut shallnotbe a

Chairmanof the Committee.

  Inthe absenceof theChairperson, the membersof the Committeepresentat the meeting shall choose oneamongstthemto act as Chairperson.

  Chairmanof theNominationandRemunerationCommittee meeting could bepresentat the Annual GeneralMeetingor maynominate someother memberto answerthe shareholders’ queries..

.

12.NOMINATION DUTIES

Thedutiesof the Committee in relation to nomination matters include:

   Ensuringthatthere is an appropriate induction in place fornewDirectors and members of Senior

Management andreviewing itseffectiveness;

  Ensuring thaton appointment to the Board,Non-Executive Directors receivea formal letterof appointment in accordancewiththe Guidelinesprovided under the Act;

   Identifying andrecommendingDirectors who areto beput forward for retirement by rotation

   Determiningthe appropriatesize, diversity and composition of the Board;

  Developinga succession plan forthe Boardand SeniorManagementand regularly reviewingthe plan;

   Evaluatingtheperformanceof the Board members and SeniorManagement inthe contextof the

Company’s performance from businessandcompliance perspective


  Making recommendationsto the Board concerning any matters relating tothe continuation in officeof any Directorat anytime includingthe suspensionor  termination of serviceof an ExecutiveDirectoras an employeeof the Company subjectto theprovisionof the lawandtheir servicecontract.

   Delegatinganyof itspowersto one or moreof its membersof theCommittee

   Recommend any necessary changes to the Board;and

   Considering anyother matters, as may berequested bythe Board.

 

 

13.  REMUNERATIONDUTIES

  Consideringand determiningthe Remuneration Policy, basedon the  performanceand also bearing in mindthatthe remuneration is reasonableand sufficientto attract retainand motivate membersof the Board and suchother factorsas theCommittee shalldeemappropriate all elementsof the remunerationof the members of the Board.

  Approvingthe remunerationof the SeniorManagement including key managerialpersonnelof the Company maintaininga balance between fixedand incentivepay reflecting shortand longterm performance objectivesappropriate to the workingof theCompany.

   Delegatinganyof itspowersto one or moreof its membersof theCommittee.

   Considering anyother mattersas maybe requested bythe Board

 

14.IMPLEMENTATION

 

•  TheCommittee may issueguidelines,procedures, formats, reporting mechanismand manuals in supplement and forbetter implementation of this policyas considered appropriate.

 

• TheCommittee mayDelegateanyof its powersto one or moreof its members.

Related Party Transaction Policy

RELATED PARTYTRANSACTIONPOLICY

 

1.  Preamble

 

TheBoardofDirectors(the“Board”)ofAbate As Industries Limited (Formerly Known as Trijal Industries Limited)(the“Company”),hasadoptedthefollowingpolicy and procedureswithregardtoRelatedPartyTransactionsas definedbelow.TheAuditCommitteewillreviewand mayamend this policy fromtime to time.

 

ThispolicywillbeapplicabletotheCompany.ThispolicyistoregulatetransactionsbetweentheCompanyanditsRelatedPartiesbasedontheapplicablelawsandregulationsapplicableontheCompany.

 

2.  Purpose

 

ThispolicyisframedasperrequirementofSection 188 of Companies Act, 2013andintendedtoensuretheproperapprovalandreportingoftransactionsbetweentheCompanyanditsRelatedParties.SuchtransactionsareappropriateonlyiftheyareinthebestinterestoftheCompanyanditsshareholders.TheCompanyisrequiredtodiscloseeachyear intheFinancialStatementscertaintransactionsbetweenthe Company andRelated Parties aswell as policiesconcerningtransactionswithRelatedParties.

 

3.  Definitions

 

AuditCommitteeorCommittee”meansCommitteeof Board of Directors of theCompanyconstituted underprovisionsof Listingagreement and CompaniesAct,2013.

 

“Board”means Board of Directors of theCompany

 

“Control”shallhave thesamemeaning asdefinedinSEBI(SubstantialAcquisition of SharesandTakeovers)Regulations,2011

 

“KeyManagerialPersonnel”means keymanagerialpersonnelas definedundertheCompaniesAct,2013 andincludes

 

(i)  ManagingDirector, orChiefExecutiveOfficerormanagerandintheirabsence,a wholetime director;

(ii)  (ii)Company Secretary; and

(iii)  (iii)ChiefFinancialOfficer

 

“MaterialRelatedPartyTransaction”means atransactionwitharelatedpartyif the transaction /transactionsto beenteredintoindividuallyortakentogetherwithprevioustransactionsduring afinancialyear,exceeds ten percentof theannualconsolidatedturnoverof the company as perthelastaudited financialstatements of the Company.

 

“Policy”means Related Party TransactionPolicy.

 

 

“RelatedParty”means related party as defined in Clause49 of theListingAgreementwhichis asfollows:An entity shallbeconsidered asrelated to theCompanyif:

(i)  Such entityis arelatedpartyunderSection2(76)of theCompaniesAct,2013;or

(ii)  (ii)Such entityisa relatedpartyundertheapplicableaccountingstandards."


 

“RelatedPartyTransaction”means any transaction directly orindirectlyinvolving any Related Partywhichis atransferofresources,servicesorobligationsbetween acompany and arelatedparty,regardless of whetherapriceischarged.

 

Explanation: A"transaction"withaRelatedPartyshallbe construed toincludesingletransactionoragroup oftransactionsina contract.

 

4.  Policy

 

All Related PartyTransactionsmust be reported to theAuditCommittee and referred forapprovalbythe CommitteeinaccordancewiththisPolicy.

 

5.  Identificationof PotentialRelatedPartyTransactions

 

EachdirectorandKeyManagerialPersonnelisresponsibleforprovidingnoticetotheBoardorAuditCommitteeofanypotentialRelatedPartyTransactioninvolvinghimorherorhisorherRelative,includinganyadditionalinformationaboutthetransactionthattheBoard/AuditCommitteemayreasonablyrequest.Board/AuditCommitteewilldeterminewhetherthetransactiondoes,infact,constituteaRelatedPartyTransactionrequiringcompliancewiththispolicy.TheCompanystronglypreferstoreceivesuchnoticeofanypotentialRelatedPartyTransactionwellinadvancesothattheAuditCommittee/Boardhasadequatetimetoobtainandreviewinformationabouttheproposedtransaction

 

6.  ProhibitionsrelatedtoRelatedPartyTransactions

 

AllRelatedPartyTransactionsshallrequirepriorapprovaloftheAuditCommittee.However,theAuditCommitteemay grant omnibusapprovalforRelated Party Transactionsproposed to be enteredintobythe companysubject tothe followingconditions:

a)  TheAuditCommitteeshalllaydownthecriteriaforgrantingtheomnibusapprovalinlinewiththepolicy onRelatedPartyTransactions oftheCompanyandsuchapprovalshallbe applicableinrespectof transactionswhicharerepetitiveinnature.

b)  TheAuditCommitteeshallsatisfy itselftheneedforsuchomnibusapprovalandthatsuchapprovalisintheinterest of theCompany;

c)  Such omnibus approvalshallspecify (i) thename/s of the related party, nature of transaction,periodoftransaction,maximumamountoftransactionthatcanbeenteredinto,(ii)theindicativebaseprice/currentcontractedpriceandtheformulaforvariationinthepriceifanyand(iii)suchotherconditionsas the AuditCommitteemaydeemfit;

 

ProvidedthatwheretheneedforRelatedPartyTransactioncannotbeforeseenandaforesaiddetailsarenotavailable,AuditCommitteemaygrantomnibusapprovalforsuchtransactionssubjecttotheirvaluenot exceedingRs.1crorepertransaction.Suchomnibusapprovalsshallbevalidforaperiodnotexceedingoneyearandshallrequirefreshapprovalsaftertheexpiryof oneyear.Further,allMaterialRelatedPartyTransactionsshallrequireapprovaloftheshareholdersthroughspecialresolutionandallentitiesfallingunderthedefinitionofRelatedPartiesshallabstainfromvotingirrespectiveofwhetherthe entityisa party totheparticulartransactionornot.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

7.  ReviewandofRelatedPartyTransactionsbyAuditCommittee


Related Party Transactions will be referred to the next regularly scheduledmeetingofAuditCommitteeforreviewandapproval.AnymemberoftheCommitteewhohasapotentialinterestinanyRelatedPartyTransactionwillrecusehimself orherself and abstainfromdiscussion and voting on the approval of the Related Party Transaction.

 

ToreviewaRelatedPartyTransaction,theCommitteewillbeprovidedwithallrelevantmaterialinformationoftheRelatedPartyTransaction,includingthetermsofthetransaction,thebusinesspurposeofthetransaction,thebenefitstotheCompanyandtotheRelatedParty,andanyotherrelevantmatters.IndeterminingwhethertoapproveaRelatedPartyTransaction,theCommitteewillconsiderthefollowingfactors,among others, to the extentrelevant tothe Related PartyTransaction:

 

·  WhetherthetermsoftheRelatedPartyTransactionarefairandonarmslengthbasistotheCompanyandwouldapplyonthesamebasisifthetransactiondidnotinvolveaRelatedParty;

 

·  Whetherthere are any compelling businessreasons forthe Company to enterintothe RelatedPartyTransactionand thenature ofalternativetransactions,ifany;

 

·  WhethertheRelatedPartyTransactionwouldaffecttheindependenceofanindependentdirector;

 

·  Whethertheproposedtransactionincludesanypotentialreputationalriskissuesthatmayarise as aresult oforinconnectionwiththeproposedtransaction;

 

·  WhethertheCompanywasnotifiedabouttheRelatedPartyTransactionbeforeitscommencementandifnot,whypre-approvalwasnotsoughtandwhethersubsequentratificationisallowed and would bedetrimentaltothe Company; and

 

·  WhethertheRelatedPartyTransactionwouldpresentanimproperconflictofinterestforanydirectororKeyManagerialPersonneloftheCompany,takingintoaccountthesizeofthetransaction,theoverallfinancialpositionofthedirector,ExecutiveOfficerorotherRelatedParty,thedirectorindirectnatureofthedirector’s,KeyManagerialPersonnel’sorotherRelatedParty’s interestinthetransactionandtheongoingnatureof anyproposedrelationshipand any otherfactorstheBoard/Committeedeems relevant.

AuditCommitteeshallreview,atleastonaquarterlybasis,thedetailsofRelatedPartyTransactionsenteredintoby thecompanypursuant toeachof the omnibusapprovalgiven

 

8.  PriorApproval ofBoardofDirectorsUnder CompaniesAct, 2013

 

RelatedPartyTransactionwhichareeithernotintheordinarycourseofBusinessornotatArm’sLengthPrice shallrequirepriorapproval of the Board of Directors.

 

9.  Approval ofShareholders

 

a)Approval ofShareholders as pertherequirement of CompaniesAct,2013

 

RelatedPartyTransactionwithareeithernotinthe‘OrdinaryCourseofBusiness’orarenotat‘arm’slengthprice’andexceedsthethresholdundersection188oftheCompaniesAct,2013,shallalsorequirepriorapprovalof theshareholdersthroughspecial resolution.


Nomembers oftheCompany shallvoteinaspecialresolutionwhererelatedpartycontractorarrangementisbeingconsideredifsuchamemberisaRelatedPartyinContractorArrangementwhichisbeingconsidered.

 

b)  Approval ofShareholders as pertheReg 23 of SEBI (LODR), 2015.

 

AllmaterialRelatedPartyTransactionwithexceedsthethresholdlimitasprescribedunderclause49of ListingAgreement shallrequireapproval ofShareholdersthroughspecialresolution.

 

AlltheRelatedpartiesinterestedinthesubjectmatteroftheresolutionshallabstainfromvotingonsuch resolution.

 

Notwithstandingtheforegoing,thefollowingRelatedPartyTransactionsshallnotrequirepriorapproval of AuditCommittee orShareholders:

 

 

i.  TransactionsenteredintobetweentheCompanyanditswhollyownedsubsidiarywhoseaccountsareconsolidatedwiththeCompanyandplacedbeforetheshareholdersatthegeneralmeetingforapproval.

ii.  AnytransactionthatinvolvestheprovidingofcompensationtoadirectororKeyManagerialPersonnelinconnectionwithhisorherdutiestotheCompanyoranyofitssubsidiariesorassociates,includingthereimbursementofreasonablebusinessandtravelexpenses incurredin theordinarycourse of business.

iii.  AnytransactioninwhichtheRelatedParty’sinterestarisessolelyfromownershipofsecuritiesissuedbytheCompanyandallholdersofsuchsecuritiesreceivethesamebenefitsprorata as the Related Part

 

10.  RelatedPartyTransactions notapprovedunderthisPolicy

 

IntheeventtheCompanybecomesawareofaRelatedPartyTransactionwithaRelatedPartythathas not been approvedunderthis Policy priorto itsconsummation, the mattershallbereviewed by theCommittee.TheCommitteeshallconsideralloftherelevantfactsandcircumstancesregardingtheRelatedPartyTransaction,andshallevaluatealloptionsavailabletotheCompany,includingratification,revisionorterminationoftheRelatedPartyTransaction.TheCommitteeshallalsoexaminethefactsandcircumstancespertainingtothefailureofreportingsuchRelatedPartyTransactiontotheCommitteeunderthisPolicy,andshalltakeanysuchactionitdeemsappropriate.Inanycase,wheretheCommitteedeterminesnottoratifyaRelatedPartyTransactionthathasbeencommencedwithoutapproval,theCommittee,asappropriate,maydirectadditionalactionsincluding,butnotlimitedto,immediatediscontinuationorrescissionofthetransaction.InconnectionwithanyreviewofaRelatedPartyTransaction,theCommitteehasauthoritytomodifyorwaiveany proceduralrequirements of this Policy.

 

ThisPolicywillbecommunicatedtoalloperationalemployeesandotherconcernedpersonsoftheCompany.

Policy for Preservation of Documents

 

 

PURPOSE OF POLICY

 

The corporate records of the Company are the important assets for the Company and hence the Company seeks to access and manage its records effectively, and is obliged to create, maintain, preserve and dispose of records as per this Policy.

 

This policy categorizes the records that will be preserved indefinitely without any time limit and the records that will be preserved for specified period of time and outlines responsibilities to create, maintain and lawfully dispose of the records.

 

DEFINITIONS

 

i. “Company” means “ABATE AS INDUSTRIES LIMITED”;

 

ii. “Board” means the board of directors of the Company;

 

iii. “Listing Regulations” means the Securities and Exchange Board of India, (Listing Obligations and Disclosure Requirements) Regulations, 2015;

 

iv. “Policy” means this Policy of Preservation of Documents of the Company;

 

v. “Records” in relation to this policy includes accounting records, “book and paper” and “book and paper” as defined in sub-section 12 of section 2, books of account as defined in sub-section

 

 

13 of section 2 of the Companies Act, 2013 and statutory and other documents of material significance.

 

Any other term not defined herein shall have the same meaning as ascribed to it under the Companies Act, 2013, Listing Agreement, Listing Regulations framed by the Securities Exchange Board of India or any other relevant regulation/legislation applicable to the Company.

 

OBJECTIVE OF POLICY

 

This Policy mechanism provides the comprehensive framework for preservation of documents for a specified period of time to achieve the following objectives:

 

a) Effective corporate governance and risk management;

b) Effective information management to support the work of the administrations and provision of continued access to it at times when needed;

c) Systematic disposal/destruction of Company’s non-current records that have outlived their administrative usefulness.

d) Identification of the Company’s records that are of continuing administrative and historical value to warrant their transfer to and preservation in the Company’s Archives.

 

SCOPE OF THE POLICY

 

For the purpose of achieving the above objectives, the documents covered as per this Policy have been divided into two sections, i.e. the records or the documents that will be preserved permanently by the Company and the records or the documents that will be preserved for the period of atleast 8 years and not permanently. This Policy applies to the records maintained by the Company in any format or medium. The records which are not required to be retained permanently shall be disposed off according to this Policy.

 

AUTHORITY AND RESPONSIBILITY

The Chief Financial Officer of the Company, shall be responsible to deal with the records according to the time frame prescribed in the Policy for their preservation.

All staff and management of the Company shall assist in implementing this Preservation Policy as appropriate to their respective roles and responsibilities.

CLASSIFICATION OF RECORDS

Based on the requirement and for the purpose of effective management, the period for which the records of the Company shall be maintained have been classified into two categories:

 

I. Documents whose preservation shall be permanent in nature; (Annexure A)

II. Documents whose preservation shall be at least for 8 years. (Annexure B)

 

The classification of the documents has been made in the Annexure which forms part of this Policy.

While prescribing different time periods for preservation of records, the following aspects have been taken into account:

Compliance with statutory and regulatory requirements.

(b) Requirements of SEBI/RBI/MCA officials to have access to certain records.

(c) Requirements of internal and external auditors to have access to certain records

The documents or records not covered by this Policy shall be maintained by the Company for the time period specified for their preservation under any statute or regulation, for the time being in force.

 

LOCATION OF RECORDS

 

As mandated by the Companies Act, 2013 or under any other statute, certain records shall be located at the registered office of the Company. The records for which no specific place has been specified under any statute may be maintained at the Corporate office of the Company or at any other place as may be, decided by the officers of the Company considering their utilization and usefulness.

RECORD RETENTION SCHEDULE

 

The records referred to in Annexure A of this Policy shall be maintained permanently and the records which are required to be preserved permanently on the website of the Company shall be preserved in line with the Archival Policy of the Company.

 

Records should not be kept longer than is necessary and should be disposed of at the right time as unnecessary retention of records consumes time, space and equipment use. The records referred to in Annexure B shall be preserved for at least 8 years or may be disposed of after the expiry of the periods of their preservation, after the approval of the Chief Financial Officer of the Company.

 

The Company shall maintain a register of disposal of records in the custody of the Compliance Officer of the Company, wherein the brief particulars of the records disposed off shall be entered. The register of disposal of records shall contain the following columns:

 

a) Item Number;

b) Brief Particulars of the records disposed of;

 

c)Mode of destruction

 

This register of disposal of records shall be maintained permanently by the Company with the assistance of the Compliance Officer either in physical or electronic form.

RECORD APPRAISAL

 

The Company shall at regular intervals carry out the appraisal of the records preserved as per this Policy. The purpose of the appraisal process shall be to ensure that the records are examined at the appropriate time to determine (i) whether or not they are worthy of archival preservation; (ii) whether they need to be retained for a longer period as they are still in use; or (iii) whether they should be destroyed. The appraisal of records shall be undertaken only after the approval of the Chief Financial Officer of the Company.

REVIEW OF THE POLICY

 

This policy shall be subject to review by the Board as may be deemed necessary and in accordance with any regulatory amendments.


 

Annexure A

Documents to be preserved permanently:

 

A)  Companies Act, 2013:

 

-  Certificate of Incorporation

-  Memorandum and Articles of Association as amended from time to time.

 

-  Register of Contracts.

-  Share Certificates

-  Register of duplicate & renewed share certificates

-  Register of Charges

 

-  Register of Directors and KMPs and the securities held by them.

 

-  Register of Loans and Investments made by the Company.

 

-  Register and Index of Members.

 

-  Minutes of the Board, Committees of the Board and General Body meetings including meeting conducted through Postal Ballots.

 

-  Resolutions passed by Circulation.

 

-  Various Forms and returns filed with the Authorities.

 

-  Audited Financial Statements.

-  Files relating to premises viz. Title Deeds/Lease Deeds of owned premises/land and building, etc. and related Ledger / Register

-  Authorization / licenses obtained from any statutory authority

 

 

B)  Others:

 

-  Register of Records and Documents destroyed.

-  Such other records as may be required under any law from time to time

 

 

Annexure B

 

Following documents shall be preserved and maintained for a period of 8 years from the date of its event, unless specified under any other any Act or rules, for a longer duration:

 

A)  Companies Act 1956 / Companies Act, 2013:

 

-  Register of Buy-back of Securities from the date of completion of buy-back

 

-  Notices and Notes to agenda of the Board, Committees of the Board, General Meetings and Postal Ballots.

 

-  Register of Charges from the date of satisfaction of respective charge.

 

-  Register of Debentures and Debenture Trust Deed from the date of its redemption.

 

-  Books of Accounts including vouchers and bills.

 

-  Annual Returns together with the Annexures.

 

-  Register of Transfer and Transmission of shares / Debentures and other securities.

 

-  Scrutinizer’s Report on Postal Ballot and AGM.

 

-  Documents relating to appointment of Managerial Personnel.

 

-  Dividend reconciliation statement till the time the dividend is transferred to IEPF.

 

B)  SEBI Merchant Banking Regulations:

 

-  Half-yearly reports.

 

-  Orders, if any, passed by SEBI.

 

 

C)  SEBI (Listing Obligations and Disclosure Requirements) Regulations, 2015:

 

 

-  Listing Agreement executed with the Exchanges.

 

-  Trading approval relating to listing of securities.

 

-  Offer documents for Public Issues and Private placement of securities filed with Securities and Exchange Board of India.

 

-  All reports filed with the stock exchanges from time to time.

 

-  All disclosure of various events and Press Releases.

 

-  Intimations of Board Meetings.

 

 

D)  Depositories Act:

 

-  Confirmation of all Corporate Actions in respect of allotment of

 

securities.

 

-  Intimation  on  allotment  of  International  Securities

 

Identification Numbers (ISIN) for securities issued.

 

 

E)  Documents filed with Stock Exchanges under SEBI Regulations

 

-  All disclosures and intimations filed under:

 

i)  SEBI (Substantial Acquisition of Shares and Takeover) Regulations, 2011.

 

ii)  SEBI (Prohibition of Insider Trading) Regulations, 2015.

 

-  iii)  All disclosures and intimations filed under SEBI (Share Based Employee Benefit) Regulation, 2014 and SEBI (Employee Stock Option Scheme and Stock Purchase Scheme) Guidelines 1999.

 

 

 

Sexual Harassment Policy

Abate As Industries Limited (Formerly know as Trijal Industries Limited)

Policy of the Company under the Sexual Harassment of Women atWorkplace(Prevention, Prohibition and Redressal) Act,2013

 

1.0Objective

 

(‘theCompany’)iscommittedtoprovidingaworkenvironmentfreefromharassment of any kind and in particular, a work environment that does not toleratesexual harassment.Werespectdignityofeveryoneinvolvedinourworkplace,whethertheyare employees,suppliersorourcustomers.Werequireallemployeestomakesurethattheymaintain mutual respect and positive regard towards oneanother.

 

2.0 Definition of sexualharassment

 

a)  Sexualharassmentisunwantedconductofasexualnature.Theunwantednatureofsexual harassmentdistinguishesitfrombehaviourthatiswelcomeandmutual.Physicalconductofa sexual nature includes all unwanted physicalcontact.

b)  Verbal forms of sexual harassment include unwelcome innuendoes, suggestions andhints,sexual advances, comments with sexual overtones, objectionable sex-related jokes or insultsorunwelcome graphic comments about a person’s body made in their presence or directedtoward them.

c)  Anyotherunwelcomephysical,verbalornon-verbalconductofsexualnatureorinappropriate inquiries,andunwelcomewhistlingdirectedatapersonorgroupofpersons.

d)  Non-verbalformsofsexualharassmentincludeunwelcomegestures,indecentexposure,and theunwelcomedisplayofsexuallyexplicitpicturesandobjectsinanymedia.

e)  The following circumstances, among other circumstances, if it occurs or is present in relationto orconnectedwithanyactorbehaviourofsexualharassment,asdefinedin(a)above,may amount to sexualharassment:—

 

(i)  Implied or explicit promise of preferential treatment at work;or

(ii)  Implied or explicit threat of detrimental treatment at work;or

(iii)  Impliedorexplicitthreataboutpresentorfutureemploymentstatus;or

(iv)  Interferencewithworkorcreationofanintimidatingoroffensiveworkenvironment;or

(v)  Humiliatingtreatmentlikelytoaffecthealth,safetyorself-esteem.

 

  3.0 Policystatement

 

a)  Allemployeeswillmaintainhighstandardsofdignity,respectandpositiveregardforone another in all theirdealings.

b)  All employees will understand and appreciate the rights of the individual to betreated withdignity.

c)  Allemployeesarerequiredtomaintainaworkenvironment,whichisfreefromany kind ofharassment.

d)  Allemployeeswillrefrainfromcommittinganyactsofsexualharassmentatworkplace.

e)  Allegationsofsexualharassmentwillbedealtseriously,expeditiously,sensitivelyandwith confidentiality.

f)  Allemployeeswillbeprotectedagainstvictimization,retaliationforfilingorreportinga complaintonsexualharassmentandwillalsobeprotectedfromfalseaccusations.


 

  4.0Procedurefordealingwithcomplaintsofsexualharassment

 

a)  If the person believes that she has been subjected to sexual harassment, thenthe complaint/grievanceshouldbepromptlyreportedtotheInternalComplaintsCommittee (ICC)throughtherespectiveHRManager.

 

b)  Ideally, the complaint should be lodged immediately or within a reasonable period 3months from the date of incident/lastincident.

 

c)  All complaints / grievances of sexual harassment will be taken seriously, will be held instrict confidenceandwillbeinvestigatedpromptlyinanimpartialmanner.Theremaybeaneed to nominate a senior person to head the investigation especially in the distributed offices ofCompany India outside NCRlocation.

 

d)  An “Internal Complaint Committee” will be set up to deal with the complaint. A femaleemployee will head the committee and not less than half of its members will bewomen, furthertopreventanyundueinfluence,thecommitteewillalsoconsistofathirdparty, eitheranNGOoranyotherbodyfamiliarwiththeissueofsexualharassment.

 

e)  The complaint committee will thoroughly investigate the complaint / grievance and willtakethe necessary appropriate course ofaction.

 

f)  Any victimization of, or retaliation against, the complainant or any employee whogives evidence regarding sexual harassment or bullying will be subject to disciplinary action upto and including termination ofemployment.

 

g)  In case, the complaint lodged is found to be false, malicious or forged andmisleading documentshavebeenproduced,theICCpostinvestigationsmayrecommenddisciplinary action against thecomplainant.

 

5.0 DisciplinaryAction

 

IncaseanysuchconductamountstoaspecificoffenceundertheIndianPenalCodeorunderany otherlaw,thecompanyshallinitiateappropriateactioninaccordancewiththelawbylodginga complaint with the appropriateauthority.

 

SexualharassmentwillnotbetoleratedatCompany.Iftheoutcomeofaninvestigationbythe Internal Complaints Committee shows that harassing behaviour has taken place, the harasser willbe subjecttodisciplinaryactionuptoandincludingterminationofemployment.

 

 

6.0 Internal Complaint Committee(ICC)

 

ThecommitteewillbechairedbyaseniorfemaleBusinessHead.Inaddition,thememberswould includetwoseniorBusinessHeads,seniorfemaleManagers,aseniorHRpersonandanexternal executive from any NGO or association committed to the cause of women or a person familiarwith theissuesrelatingtosexualharassment.Themembersofthecommitteewillberotatedevery3 years.The Internal Complaint Committee may constitute sub-committees for places where Company

factories and regional offices are located. The ICC would examine each case and take a decision from

time to time, for conducting the enquiry proceedings.


7.0 Confidentiality

 

The contents of the complaint, the identity and addresses of the aggrieved staff member, respondent and witnesses, any information relating to conciliation and inquiry proceedings, recommendations of the Internal Committee and the action taken by company shall not be published, communicated or made known to the public, press and media in any manner. All complaints / grievances of sexual harassment will be taken seriously, will be held in strict confidence and will be investigated promptly in an impartial manner. For the purpose of completing the investigation, key witnesses or other stakeholders may be required to be taken into confidence at

the strict discretion of the Internal Committee.

8.0 Members of Internal Complaint Committee (ICC)

The Internal Complaint Committee shall comprise of as many members as the Board of Directors

may nominate from time to time, provided that at least one-half of the total number of Members

shall be women.

 

The present Members of the ICC shall comprise of the following:

 

(i) One Presiding Officer who shall be a senior level woman employee of the Company;

(ii) Two employee members preferably committed to the cause of women or who have experience in social work or have legal knowledge;

(iii) One member from amongst Non-Government Organization or Association committed to the cause of women or a person familiar with the issues relating to sexual harassment.

The ICC shall have the power to sub-delegate their authority to a sub-committee of ICC for monitoring the local issues at Manufacturing Units/ Functional Departments of the Company. The Board of Directors may re-constitute the ICC as may be required from time to time, within the stipulated requirements under the Act.

 

9.0 Applicability

The Policy shall become operational from the date as may be decided by the Board of Directors of the Company.

Web Archival Policy

 

 

ARCHIVAL POLICY

 

Introduction

 

 

 The Securities and Exchange Board of India (Listing Obligations and Disclosure Requirements) Regulations, 2015 (“LODR Regulations”) requires listed companies to frame an archival policy for disclosure of events or information which has been disclosed to stock exchange, on its website.

 

This Policy is framed in accordance with the above requirements of the LODR Regulations, notified on 2nd September 2015 and other SEBI Circulars as may be specified in this regard. This policy shall be effective from 1st December 2015 being the date when the LODR Regulations become effective.

 

 

Objective

 

 

 The policy is formulated to retain events or information which has been disclosed to Stock Exchange(s), on the website of the Company, for such period so as to satisfy statutory or regulatory requirements

 

Scope

 

 

 This policy covers all events or information which has been disclosed to Stock Exchange(s) under Regulation 30 of the LODR Regulations.

 

Policy

 

 

 The events or information which has been disclosed by the Company to the Stock Exchange(s) under Regulation 30 of the LODR Regulations will be hosted on the website of the Company for a period of five years. These disclosures may be removed / deleted from the website after expiry of five years from date of its initial posting/ hosting.

 

 

 Dissemination Of Policy

 

 This Policy shall be hosted on the intra-net and website of the Company.

 

 

 

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