HUMAN RIGHTS POLICY
1. Purpose & Policy Statement
This policy affirms Quicklend's commitment to respecting and upholding human rights as an integral part of our operations, culture, and stakeholder relationships. It outlines our principles and expectations for maintaining dignity, fairness, and equality within the organization and beyond.
2. Scope and Availability
This policy applies to all employees, contractors, vendors, and business partners of Quicklend within the territory of India. It also serves as a guiding framework for our conduct towards customers, communities, and the broader ecosystem in which we operate.
3. Definitions
- Human Rights: Basic rights and freedoms to which all individuals are entitled, including but not limited to dignity, equality, freedom from discrimination, and the right to privacy and safe working conditions.
- Discrimination: Unfair or prejudicial treatment of individuals based on characteristics such as gender, caste, religion, age, disability, sexual orientation, or ethnicity.
- Forced Labour: Any work or service extracted from any person under the threat of penalty and for which the person has not offered themselves voluntarily.
- Child Labour: Employment of persons below the minimum legal working age as defined by Indian law.
- Harassment: Any unwelcome verbal, physical, or visual conduct that creates an intimidating, hostile, or offensive work environment.
- Grievance Mechanism: A structured process through which individuals can raise concerns or complaints and seek resolution.
- Stakeholders: Includes employees, contractors, customers, vendors, business partners, and communities impacted by Quicklend’s operations.
4. Core Principles
4.1 Commitment to Human Dignity and Equality
We affirm the inherent dignity and equal rights of all people, regardless of gender, age, caste, religion, ethnicity, disability, sexual orientation, or background. We are dedicated to fostering a workplace and business environment that is free from discrimination, harassment, or any form of abuse.
4.2 Safe and Respectful Workplace
We strive to maintain a professional environment where every individual is treated with courtesy and respect. We do not tolerate any form of forced, compulsory, or child labour, and we are committed to promoting safe, healthy, and secure working conditions for all employees and stakeholders.
4.3 Respect for Privacy and Freedom of Expression
We recognize the importance of individual privacy and freedom of expression in the digital era. We aim to handle personal data responsibly and in accordance with applicable laws, ensuring that our practices support the rights of our customers, employees, and partners.
4.4 Business Ethics and Responsible Conduct
Quicklend promotes ethical business conduct and responsible lending practices. We expect our employees, vendors, and partners to adhere to similar values, and we seek to work with those who show respect for human rights in their own operations.
5. Grievance Redressal and Engagement
We maintain accessible grievance redressal mechanisms to address concerns from employees, customers, and other stakeholders. Our grievance redressal mechanism is publicly available on our website, and we are committed to resolving issues within stipulated timelines.
5.1. Key Reporting Channels
- Email: hr@quicklend.in
- Direct approach to Head of HR, reporting manager, or any member of the Internal Committee (for PoSH matters).
5.2. Process & Timelines
Stage Action Timeline* Acknowledge HR/Internal PoSH Committee issues written acknowledgement 5 working days Preliminary Review Assess jurisdiction & urgency, propose interim relief 7 working days Investigation Collect statements, evidence, hear parties Within 30 working days of preliminary review Decision Findings & recommended action communicated 7 working days post-investigation Appeal Aggrieved party may appeal to HR Director/CEO Within 15 days of decision *Timelines may be extended in exceptional cases with written reasons.
6.3. Protection Measures
- Absolute confidentiality of proceedings.
- Interim relief (e.g., temporary transfers, paid leave).
- Strict prohibition of retaliation; proven retaliation is a standalone misconduct.
6.4. External Recourse
Complainants may, at any stage, approach statutory authorities such as the State Commissioner for Persons with Disabilities, police, labour office, or civil courts.
6. Governance and Accountability
Quicklend’s leadership is responsible for promoting awareness and compliance with this Human Rights Policy. We encourage all employees and stakeholders to raise concerns without fear of retaliation. Accountability for implementation rests with all functional teams, supported by periodic review and necessary updates to this policy.
7. Continuous Improvement
We view the promotion of human rights as an ongoing responsibility. Quicklend is committed to continuously evolving our practices in line with applicable regulations, societal expectations, and industry standards.