Equal Opportunity Policy under the Disability Act

EQUAL OPPORTUNITY POLICY

(In compliance with the Rights of Persons with Disabilities Act, 2016)

STACK NUTRACEUTICALS PRIVATE LIMITED


1. Preamble

Stack Nutraceuticals Private Limited (“Company”) is committed to fostering a workplace that promotes equality, dignity, and inclusion for persons with disabilities.

This Equal Opportunity Policy is framed in accordance with the Rights of Persons with Disabilities Act, 2016 (“RPwD Act”) and the Rights of Persons with Disabilities Rules, 2017 (“RPwD Rules”), and sets out the measures adopted by the Company to provide equal opportunities and prevent discrimination on the ground of disability.


2. Objective

The objectives of this Policy are to:

  • Ensure non-discrimination in employment practices.

  • Provide equal employment opportunities to persons with disabilities.

  • Provide reasonable accommodation in the workplace.

  • Ensure accessibility to infrastructure and facilities.

  • Establish a grievance redressal mechanism in compliance with law.


3. Scope

This Policy applies to:

  • All employees (permanent, temporary, contractual, trainees, interns, and probationers).

  • Job applicants.

  • Contract workers and consultants engaged by the Company.


4. Definitions

For the purpose of this Policy:

  • Person with Disability shall have the meaning assigned under the RPwD Act, 2016.

  • Discrimination means any distinction, exclusion, or restriction on the basis of disability which impairs equal participation.

  • Reasonable Accommodation means necessary and appropriate modifications and adjustments, without imposing a disproportionate or undue burden, to ensure equal participation in employment.


5. Non-Discrimination in Employment

Stack Nutraceuticals Private Limited shall not discriminate against any person with disability in matters relating to:

  • Recruitment and hiring

  • Promotions and career progression

  • Training and skill development

  • Compensation and benefits

  • Transfers and postings

  • Performance evaluation

  • Termination or separation

  • Access to workplace facilities

All employment decisions shall be based strictly on merit, qualification, performance, and business needs.


6. Equal Opportunity in Recruitment

The Company shall:

  • Ensure job postings are inclusive and encourage applications from persons with disabilities.

  • Provide reasonable accommodation during the recruitment process (e.g., accessible interview venues, extended time, scribes, assistive devices).

  • Not deny employment solely on the ground of disability unless the disability renders the individual unable to perform essential job functions even after reasonable accommodation.


7. Reasonable Accommodation

The Company shall provide reasonable accommodation as required, including but not limited to:

  • Assistive technologies and devices.

  • Flexible working arrangements.

  • Modification of duties or workstations.

  • Provision of readers, interpreters, or support personnel where necessary.

  • Adjustment of workplace infrastructure.

Accommodation requests shall be addressed promptly and confidentially.


8. Accessibility Measures

The Company shall endeavour to:

  • Make its workplace premises accessible and barrier-free, wherever feasible.

  • Provide accessible restrooms and pathways, subject to structural feasibility.

  • Promote digital accessibility of internal systems and communications, as far as practicable.


9. Maintenance of Records

In accordance with the RPwD Rules, the Company shall:

  • Maintain records relating to employees with disabilities in the prescribed manner.

  • Furnish information to appropriate authorities as required under applicable law.


10. Grievance Redressal Mechanism

In compliance with the RPwD Act and Rules:

  • The Company shall designate a Liaison Officer / Grievance Officer to address issues relating to persons with disabilities.

  • Any aggrieved person may submit a complaint in writing or via email.

  • Complaints shall be acknowledged within 3 working days.

  • The matter shall be investigated and resolved within 15–30 days.

  • Appropriate corrective and disciplinary action shall be taken, where necessary.

Details of Liaison / Grievance Officer:

Name: Kshitij Rihal

Designation: Director

Contact Details: 9987611826

Email id : k@thestack.club


11. Confidentiality

All information relating to a person’s disability, medical records, or accommodation requirements shall be treated as confidential and shall not be disclosed without consent, except where required by law.


12. Sensitisation and Awareness

Stack Nutraceuticals Private Limited shall:

  • Conduct awareness programmes to sensitise employees.

  • Promote respect and inclusivity in the workplace.

  • Ensure management personnel are aware of their responsibilities under the RPwD Act.


13. Publication of Policy

This Policy shall be:

  • Displayed on the Company’s website.

  • Made available to all employees.

  • Displayed conspicuously at the workplace as required under law.


14. Review of Policy

This Policy shall be reviewed periodically and amended as necessary to ensure compliance with applicable laws and best practices.


Approved by:
Board of directors of Stack Nutraceuticals Private Limited


Date: 16.02.2026
Effective From: 16.02.2026