INDIAN INSTITUTE OF MANAGEMENT

SHILLONG

2019-2021

HRM GROUP PROJECT

Non-Tariff Barrier leading to a buyer code in areas of labor practices and

human rights compliance in the global supply chain from Indian
Enterprises

Date:29/11/2019 Group 3E

Arnnava Sharma 2019PGP140

Darsh Doshi 2019PGP150

Kurja Rathore 2019PGP163

Manish Vashishth 2019PGP164

Praveen Pandey 2019PGP173

Sumedha Arya 2019PGP188

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WHAT IS A NON-TARIFF BARRIER?

A nontariff barrier is a sanction to limit exchange using change different form

other than a tariff. Nontariff obstacles include quotas, embargoes, sanctions, and
levies. As a part of their political or financial approach, large developed nations
frequently use nontariff obstacles to govern the amount of trade they conduct with
different countries.

Countries typically use non-tariff limitations in international trade. Non-tariff

limitations have a common basis on the availability of goods and services and
political alliances with buying and selling nations.

Non-tariff obstacles often release countries from paying extra tax on imported
items and create other obstacles that have a significant yet meaningful monetary
impact.

PURPOSE OF CODE OF CONDUCT

The reason for this Code of Conduct (Code) is to guarantee that the suppliers of
our industry work as per globally standard models on human rights including work
rights, the earth, and hostile to debasement. Purchaser subsequently anticipates that
providers should build up frameworks to stay away from and address unfriendly
effects on these base guidelines. Purchaser holds fast to the substance of this Code
and anticipates the equivalent of its providers. Consistence with the necessities of
this Code is in this manner a state of any understanding or agreement among buyer
and its providers.

Purchaser knows that our organization's activities and acquisitions practices can
impact providers' capacity to follow the prerequisites in this Code. Hence BUYER

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will routinely evaluate any antagonistic effects it might cause or add to through its
obtaining, consistence and other production network rehearses. This incorporates
guaranteeing that the accompanying obtaining rehearses don't adversely affect
providers' capacity to meet the necessities set out in this Code: Lead time, request
volume versus generation limit, item advancement process, estimating, request size
change and consistency of requests. Likewise, BUYER will occasionally survey
the sufficiency and proceeding with viability of this Code.

HUMAN RIGHTS COMPLIANCE

GENERAL PRINICIPLES

This Code is not and should not be taken to undermine or circumvent national
labor inspectorates or national rules and laws. Similarly, this Code is not and
should not be taken as a surrogate for free trade unions, nor should it be used as an
alternative for wholesome bargaining.

This Code outlines necessary standards and minimum process. Buyer will not
accept any try to use the requirements to degrade existing standards. When
implementing this Code, providers shall take all necessary requirements to ensure
that they do not leave workers and other beneficiaries in a bad position before this
Code was introduced.

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ABOUT RELIANCE AND ITS GLOBAL SUPPLY CHAIN:

Reliance Group of Companies continuously critiques employer governance first-

rate practices to ensure that they replicate global developments. It takes remarks
under consideration, in its periodic reviews of the suggestions to make sure their
continuing relevance, effectiveness and responsiveness to the desires of local and
global buyers and other stakeholders.

The Code of Conduct(s) and Business Policies adopted by the Reliance Group
Companies are

given here.

1. Values and Commitments

2. Code of Ethics

3. Business Policies

4. Ethics Management

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5. Prevention of Sexual Harassment

6. Policy on Insider Trading

RELIANCE GLOBAL PRESENCE

Reliance strives to conduct business and strength the relationships with

stakeholders in a way that is dignified, exclusive and accountable. Company’s
Code sets out principles and objectives for their stakeholders. The Code displays
its values – Customer Value, Ownership Mindset, Respect, Integrity, One Team,
and Excellence.

The ‘Values and Behaviors’ are the foundation of Code, thereby offering steering
and aid in accomplishing enterprise in compliance with the law. The Code ensures
that everyone including employees, providers, and vendors recognizes human
rights not only amongst themselves but also within groups wherein it functions. It
has instituted a fixed of regulations, codes, and tips to govern each personnel. This
mechanism includes administrators, senior executives, officers, personnel (whether
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everlasting, fixed-time period or temporary), and third-party clients such as
suppliers and enterprise partners. The well-defined policy lists tenets on ethical
enterprise behavior, definitions and the framework for reporting concerns.

• RIL has established a vigil mechanism for employees and directors to report
concerns approximately unethical behavior, actual or suspected fraud or violation
of the Company’s Code of Conduct.

• As stated in the policy, an Ethics and Compliance Task Force (ECTF) has
been installed in the board with a member of the Board as the Chairman. The
ECTF oversees and monitors the implementation of moral commercial enterprise
practices within Reliance. The undertaking force meets every 3 months to study the
proceedings / incidents and reports to the Audit Committee. It comprises the
Reliance Group Head of HR, General Counsel, Group Controller and Group
Company Secretary.

• RIL has various grievance redressal channels to cope with problems

associated with ethics and non-compliance.

• The reportable topics are disclosed to the ECTF, which operates beneath the
supervision of the Independent Audit Committee. Employees may additionally
report to the Chairman of the Audit Committee.

• RIL determines to adhere to ‘Code of Conduct’, which lays down duty and
expectations for all the employees, Directors and Board participants to follow it
and abide by using excessive moral standards to make sure integrity, transparency
and responsibility in dealing with all the stakeholders.

• All RIL operations hold one hundred percent compliance with local and
country wide legal guidelines with appreciate to ethics and human rights.

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CONCLUSION

A voluntary standard on human rights due diligence: The United Nations Guiding
Principles on Business and Human Rights

The UN Guiding Principles characterize shields—including purported human

rights due constancy quantifies—that organizations ought to have set up to
distinguish, alleviate, and react to human rights hazards all through their inventory
chains.

Specifically, the UN Guiding Principles urge companies to:

 Implement a clear policy commitment to respect human rights, embedded in

all relevant business functions.
 Develop a human rights due diligence process that should:
 Identify and assess actual and potential adverse human rights impacts;
 Prevent and mitigate adverse human rights impacts;
 Verify whether adverse human rights impacts are addressed; and
 Communicate externally how adverse human rights impacts are being
addressed.
 Ensure adversely affected people can secure remediation of any adverse
human rights impacts a business has caused or contributed to.

While a few organizations have gained ground to try the UN Guiding Principles,
the standard's willful nature leaves organizations allowed to evade their obligations
without outcome. Indeed, even organizations that have attempted great confidence
endeavors to satisfy their human rights duties have regularly neglected to do as

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such, somewhat because they come up short on the sound direction they need as
solid government guideline. Undeniably more groundwork needs to be done.

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