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Policy

Equal Opportunity Policy Under the Rights of Persons with Disabilities Act, 2016

Effective Date: 18 May 2026

  1. PREAMBLE

This Equal Opportunity Policy (“Policy”) is adopted, implemented, and published by PRASA Infocom and Power Solutions Private Limited, a company incorporated under the provisions of the Companies Act, 2013 and having its registered office at [Insert Registered Office Address] (hereinafter referred to as the “Company”, “PRASA”, “We”, “Us”, or “Our”), in compliance with the provisions of the Rights of Persons with Disabilities Act, 2016 (“RPwD Act”), the Rights of Persons with Disabilities Rules, 2017, and other Applicable Laws for the purpose of ensuring equal opportunity, non-discrimination, accessibility, inclusion, dignity, and participation of persons with disabilities in employment and workplace-related activities. The Company recognizes and affirms the rights of persons with disabilities to equality, dignity, respect, accessibility, and non-discriminatory treatment and is committed to creating and maintaining an inclusive workplace environment in accordance with the principles embodied under the RPwD Act and related legal framework. This Policy is intended to define the Company’s framework concerning equal employment opportunity, workplace accessibility, reasonable accommodation, non-discrimination, grievance redressal, and inclusion practices for persons with disabilities.

  1. OBJECTIVE

The objective of this Policy is to establish a legally compliant, fair, accessible, inclusive, and non-discriminatory employment framework for persons with disabilities and to ensure compliance with statutory obligations prescribed under the Rights of Persons with Disabilities Act, 2016 and related Applicable Laws. The Company endeavors to promote equal participation and equal opportunity for persons with disabilities in recruitment, hiring, training, employment, career advancement, compensation, transfer, workplace engagement, and related employment practices without discrimination on the basis of disability. The Company further endeavors to provide reasonable accommodation and accessible workplace practices to eligible persons with disabilities subject to operational feasibility, technological capability, safety requirements, and business considerations.

  1. APPLICABILITY

This Policy shall apply to all employees, applicants, trainees, interns, consultants, contractual personnel, temporary personnel, and other individuals associated with the Company irrespective of designation, role, grade, employment category, or work location. This Policy shall further apply to all recruitment procedures, hiring decisions, workplace interactions, communication systems, accessibility practices, infrastructure arrangements, employment-related activities, training programs, career development initiatives, and organizational processes undertaken by or on behalf of the Company.

  1. DEFINITIONS

For the purposes of this Policy, unless repugnant to the context or meaning thereof, the expression “Person with Disability” shall have the same meaning as assigned under Section 2(s) of the Rights of Persons with Disabilities Act, 2016 and shall include any person with long-term physical, mental, intellectual, or sensory impairment which, in interaction with barriers, hinders full and effective participation in society equally with others.

The expression “Reasonable Accommodation” shall have the meaning assigned under Section 2(y) of the Rights of Persons with Disabilities Act, 2016 and shall mean necessary and appropriate modification and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure persons with disabilities enjoy or exercise rights equally with others.

The expression “Discrimination” shall mean any distinction, exclusion, restriction, denial, or differential treatment on the basis of disability which impairs or nullifies recognition, enjoyment, or exercise of equal rights and opportunities.

The expression “Barrier” shall include communicational, cultural, economic, environmental, institutional, physical, attitudinal, technological, or structural barriers that hinder full participation of persons with disabilities.

The expression “Applicable Laws” shall mean all applicable statutes, enactments, regulations, rules, notifications, governmental directives, judicial precedents, and compliance obligations enforceable in India.

  1. EQUAL EMPLOYMENT OPPORTUNITY

The Company shall provide equal employment opportunity to all eligible persons including persons with disabilities without discrimination on the basis of disability, gender, religion, caste, race, nationality, marital status, age, or any other legally protected characteristic.

Recruitment, hiring, promotion, training, transfer, compensation, performance evaluation, career advancement, and other employment-related decisions shall be based upon merit, competence, qualifications, experience, job suitability, business requirements, and operational considerations.

No eligible person with disability shall be discriminated against solely on the ground of disability unless the nature of work is such that the individual is unable to perform the essential functions of the role even after reasonable accommodation or where exclusion is permissible under Applicable Laws.

  1. REASONABLE ACCOMMODATION

The Company shall endeavor to provide reasonable accommodation to eligible persons with disabilities to facilitate equal participation, accessibility, workplace integration, and effective performance of duties subject to operational feasibility, safety considerations, technological capability, and business requirements. Reasonable accommodation may include modifications to infrastructure, workplace facilities, assistive technologies, communication methods, seating arrangements, accessibility measures, flexible work arrangements, modified equipment, or other support systems as may be reasonably necessary and practicable. Requests for reasonable accommodation shall be assessed on a case-to-case basis considering the nature of disability, role requirements, operational feasibility, workplace limitations, safety obligations, and proportionality of accommodation. The Company reserves the right to determine the extent, manner, and nature of accommodation that may reasonably be provided in accordance with Applicable Laws.

  1. ACCESSIBILITY

The Company shall endeavor to progressively maintain accessible workplace practices and barrier-free access to workplace infrastructure, communication systems, digital systems, information channels, technological platforms, and organizational facilities to the extent reasonably practicable and feasible. The Company may undertake accessibility improvements, infrastructural modifications, technological enhancements, and communication accessibility measures in a phased manner depending upon operational, financial, technical, and practical considerations.

  1. NON-DISCRIMINATION AND DIGNITY

The Company is committed to maintaining a work environment founded upon dignity, respect, equality, inclusivity, and non-discrimination. Any act of discrimination, exclusion, harassment, victimization, bullying, ridicule, humiliation, hostile conduct, or unfair treatment directed against a person with disability shall be viewed seriously and may attract disciplinary action in accordance with Company policies and Applicable Laws. All employees and representatives of the Company are expected to maintain professional conduct, sensitivity, inclusiveness, and respectful workplace behaviour in all interactions involving persons with disabilities.

  1. RECRUITMENT, SELECTION, AND EMPLOYMENT PRACTICES

The Company shall endeavor to conduct recruitment and selection procedures in a fair, transparent, and non-discriminatory manner. Employment advertisements, interview processes, assessments, evaluations, and selection criteria shall, to the extent reasonably practicable, be accessible and inclusive for persons with disabilities. Eligible candidates with disabilities shall be assessed based on merit, competence, qualifications, suitability, and operational requirements. The Company may provide reasonable assistance or accommodation during recruitment procedures wherever reasonably feasible and operationally practicable.

  1. TRAINING, DEVELOPMENT, AND CAREER ADVANCEMENT

The Company shall endeavor to provide equal access to training programs, learning initiatives, skill development opportunities, professional growth, performance evaluation processes, and career advancement opportunities to persons with disabilities. No eligible employee shall be denied participation in organizational programs, training opportunities, or professional development initiatives solely on the basis of disability.

  1. CONFIDENTIALITY

Any medical information, disability-related information, accommodation requests, medical records, or related disclosures furnished by employees or applicants shall be treated as confidential and shall only be accessed, processed, or disclosed by authorized personnel on a need-to-know basis in accordance with Applicable Laws and legitimate organizational requirements. The Company shall adopt commercially reasonable safeguards to maintain confidentiality and prevent unauthorized disclosure of such information.

  1. GRIEVANCE REDRESSAL MECHANISM

Any employee, applicant, consultant, trainee, or associated person who believes that they have been subjected to discrimination, denial of reasonable accommodation, harassment, exclusion, or unequal treatment on the basis of disability may submit a grievance or complaint to the Human Resources Department or designated authority of the Company. The Company shall endeavor to review and address such grievances in a fair, confidential, impartial, and reasonable manner in accordance with Applicable Laws and internal procedures. The Company reserves the right to determine the manner and scope of inquiry or review relating to any grievance submitted under this Policy.

  1. RESPONSIBILITIES OF EMPLOYEES

All employees, managers, supervisors, consultants, representatives, and associated personnel of the Company are expected to comply with this Policy and contribute toward maintaining an inclusive, respectful, accessible, and non-discriminatory work environment. Employees shall refrain from discriminatory conduct, harassment, exclusionary practices, insensitive behaviour, retaliation, or any conduct contrary to the principles of equality, dignity, and inclusion embodied under this Policy and Applicable Laws.

  1. LIMITATION OF LIABILITY

Nothing contained in this Policy shall be construed as creating any contractual, statutory, fiduciary, guaranteed employment, or permanent employment obligation upon the Company beyond obligations expressly required under Applicable Laws. Implementation of accessibility initiatives, accommodations, infrastructural changes, technological systems, or support mechanisms shall remain subject to operational feasibility, financial considerations, technological capability, safety obligations, business requirements, and proportionality standards recognized under Applicable Laws. The Company reserves the right to determine the extent and nature of accommodations or accessibility measures reasonably practicable under the circumstances.

  1. SEVERABILITY

If any provision of this Policy is determined by any competent judicial, governmental, or regulatory authority to be invalid, unlawful, or unenforceable, such provision shall stand severed and the remaining provisions shall continue in full force and effect.

  1. WAIVER

Failure or delay by the Company in exercising any right, remedy, power, or provision under this Policy shall not constitute waiver thereof nor preclude future enforcement of such rights or remedies.

  1. AMENDMENT AND MODIFICATION

The Company reserves the unrestricted, unconditional, and absolute right to amend, revise, modify, vary, substitute, replace, or update this Policy or any part thereof at any time in accordance with Applicable Laws, regulatory requirements, organizational practices, operational considerations, or business requirements. Any amendment or modification shall become effective from the date specified by the Company.

  1. GOVERNING LAW AND JURISDICTION

This Policy shall be governed by and construed in accordance with the laws of India including the Rights of Persons with Disabilities Act, 2016, the Rights of Persons with Disabilities Rules, 2017, and related Applicable Laws. All disputes arising out of or relating to this Policy shall be subject to the exclusive jurisdiction of the competent courts situated at Pune, Maharashtra.

For any questions, clarifications, accessibility assistance requests, grievances, or concerns relating to this Equal Opportunity Policy, persons may contact:

PRASA INFOCOM AND POWER SOLUTIONS PRIVATE LIMITED

Website: https://prasa-pl.com/

Email: enquiry@prasa-pl.com

Registered Office Address: 501, 502, Teerth Exchange, Sr No.45 1A/1, Pune Bangalore Highway, Baner, Pune, Maharashtra, 411045 IN

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