Starlit Power Systems Ltd. is now listed with BSE on SME platform.   
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Corporate Governance
Click here to download Corporate Governance Report for the F.Y 2015-16
 
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                       Terms of appointment of Non-Executive Independent Directors of Starlit Power Systems Limited

1. Appointment

The term ‘Independent Director’ is construed as defined under The Companies Act, 2013 (‘Act’) and the Listing Agreement of stock exchanges. The appointment as an Independent Director of the Company is subject to the provisions of the Articles of Association of the Company, the Act and other applicable laws, rules and regulations.
In accordance with the provisions of the Act and rules made thereunder; and other applicable laws, an Independent Director will serve on the Board of the Company for a term upto five years.Appointment of Independent Director is also subject to the maximum permissible number of directorships under the Act and the listing agreement, as amended from time to time.

2. Board Committees

The Board constitutes committee of Directors from time to time, and delegates the requisite powers to them. Subject to the applicable laws and as deemed fit by the Board, Independent Director may be required to serve on one or more committees of the Board. Upon nomination of Independent Director to any one or more committee, he will be provided with the appropriate committee charter which would set out its functions.

3. Time Commitment

Time commitment of Independent Directors is anticipated involving attendance at all Board and committee meetings (of which Independent Directors are a member); and the general meetings of the members.
In terms of the Act, the Independent Directors are required to hold atleast one separate meeting, without the attendance of Non-Independent Directors and members of management. The Independent Directors shall strive to be present at such meeting(s).

4. Functions, Duties and Liabilities of Independent Director


Functions and duties, of the Independent Directors, shall be as such outlined in para II and III of Schedule IV of the Act, as amended from time to time.

Liabilities
As per provisions of the Act, Independent Director shall be held liable, only in respect of such acts of omission or commission by the Company which had occurred with his knowledge, attributable through Board processes, and with his consent or connivance or where he had not acted diligently.

5. Professional Conduct

An Independent Director, is expected to:-
(a) uphold ethical standards of integrity and probity;
(b) act objectively and constructively while exercising your duties;
(c) exercise responsibilities in a bona fide manner in the interest of the Company;
(d) devote sufficient time and attention to your professional obligations for informed and balanced decision-making;
(e) not allow any extraneous considerations that will vitiate your exercise of objective independent judgment in the paramount interest of the Company as a whole, while concurring in or dissenting from the collective judgment of the Board in its decision-
making.
(f) not abuse position to the detriment of the Company or its shareholders or for the purpose of gaining direct or indirect personal advantage or advantage for any associated person.
(g) refrain from any action that would lead to loss of your independence;
(h) if circumstances arise under which you may lose your independence, inform the Board accordingly;
(i) assist the Company in implementing the best corporate governance practices.

6. Memberships of other boards

It is expected that Independent Director will not serve on the board of competing companies. Apart from the applicable provisions of law on maximum number of directorships and good corporate governance practices, there are no other additional limitations.

7. Fees/reimbursement of expenses

7.1 Independent Directors are entitled to sitting fee for attending Board and committee
7.2 The Company shall pay or reimburse on actual basis, fair and reasonable incidental meetings, as fixed by the Board from time to time. expenditure, incurred by an Independent Director while performing the role as an Independent Director.

8. Evaluation

The performance of Independent Directors shall be evaluated periodically, in terms of the provisions of the Act.

9. Compliance with various Codes of the Company


Independent Directors shall adhere to Schedule IV of the Act (Code for Independent Directors). He will follow the Company’s policies applicable to Directors including the Code of Conduct and Code for Prevention of Insider Trading.

 

                                                             

                                                                    Whistle Blower Policy & Vigil Mechanism
1. Preface

a. The Company believes in the conduct of the affairs of its constituents in a fair and transparent manner by adopting highest standards of professionalism, honesty, integrity and ethical behaviour. Towards this end, the Company has adopted the
Code of Conduct (“the Code”) as prevalent from time to time, which lays down the principles and standards that should govern the actions of the Company, its Associates and its employees. Any actual or potential violation of the Code, howsoever insignificant or perceived as such, would be a matter of serious concern for the Company. The role of the Directors, Employees in pointing out such
violations of the Code cannot be undermined.

b. Section 177 (9) of the Companies Act, 2013 mandates the following classes of companies to constitute a vigil mechanism –
 Every listed company;
 Every other company which accepts deposits from the public;
 Every company which has borrowed money from banks and public financial institutions in excess of Rs. 50 crores.

Further, Clause 52 of the SME Listing Agreement between SME listed companies and the Stock Exchanges has been recently amended which, inter alia, provides for a mandatory requirement for all listed companies to establish a mechanism called
the „Whistleblower Policy? for directors and employees to report concerns of unethical behaviour, actual or suspected, fraud or violation of the Company?s code of conduct or ethics policy.

c. Accordingly, this Whistleblower Policy (“the Policy”) has been formulated with a view to provide a mechanism for directors and employees of the Company to approach the Chairman of the Audit Committee of the Company.

2. Definitions

The definitions of some of the key terms used in this Policy are given below. Capitalized terms not defined herein shall have the meaning assigned to them under the Code.

a. “Associates” means and includes vendors, suppliers and others with whom the Company has any financial or commercial dealings.

b. “Audit Committee” means the Audit Committee of Directors constituted by the Board of Directors of the Company in accordance with Section 177 of the Companies Act, 2013 and read with Clause 52 of the SME Listing Agreement with the Stock Exchanges.

c. “Employee” means every employee of the Company (whether working in India or abroad), including the directors in the employment of the Company.

d. “Code” means the Code of Conduct.

e. “Director” means every Director of the Company, past or present.

f. “Investigators” mean those persons authorised, appointed, consulted or approached by the Chairman of the Audit Committee and includes the auditors of the Company and the police.

g. “Protected Disclosure” means any communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity.

h. “Subject” means a person against or in relation to whom a Protected Disclosure has been made or evidence gathered during the course of an investigation.

i. “Whistleblower” means an Employee or director making a Protected Disclosure under this Policy.

3. Scope


a. This Policy is an extension of the Code of Conduct. The Whistleblower?s role is that of a reporting party with reliable information. They are not required or expected to act as investigators or finders of facts, nor would they determine the appropriate corrective or remedial action that may be warranted in a given case.

b. Whistleblowers should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities other than as requested by the Ethics Counsellor or the Chairman of the Audit Committee or the Investigators.

c. Protected Disclosure will be appropriately dealt with by the Ethics Counsellor or the Chairman of the Audit Committee.

4. Eligibility

All Employees and directors of the Company are eligible to make Protected Disclosures under the Policy. The Protected Disclosures may be in relation to matters concerning the Company or any other Company.

5. Disqualifications

a. While it will be ensured that genuine Whistleblowers are accorded complete protection from any kind of unfair treatment as herein set out, any abuse of this protection will warrant disciplinary action.

b. Protection under this Policy would not mean protection from disciplinary action arising out of false or bogus allegations made by a Whistleblower knowing it to be false or bogus or with a mala fide intention.

c. Whistleblowers, who make three or more Protected Disclosures, which have been subsequently found to be mala fide, frivolous, baseless, malicious, or reported otherwise than in good faith, will be disqualified from reporting further Protected Disclosures under this Policy. In respect of such Whistleblowers, the Company/Audit Committee would reserve its right to take/recommend appropriate disciplinary action.

6. Procedure

a. All Protected Disclosures concerning financial/accounting matters should be addressed to the Ethics Counsellor/Chairman of the Audit Committee of the Company for investigation.

b. In respect of all other Protected Disclosures, those concerning the Ethics Counsellor and employees at the levels of Vice Presidents and above should be addressed to the Chairman of the Audit Committee of the Company and those concerning other employees should be addressed to the Ethics Counsellor of the Company.

c. The contact details of the Chairman of the Audit Committee and of the Ethics
Counsellor of the Company are as under:
             Mr. Jitender Singh
             Chairman – Audit Committee of Directors
              Add: Village Bhanjraru Post Office,Bhanjraru Tehsil Churah, Kasbati-Bhunjraru (410),
              Bhanjraru- Chamba 176316 HP IN

            Ms. Archana Mishra
            Company Secretary & Ethics Counsellor
            Add: A-1/20, LGF, Safdarjung Enclave,
            New Delhi-110029

d. If a protected disclosure is received by any executive of the Company other than Ethics Counsellor or the Chairman of Audit Committee, the same should be forwarded to the Chairman of the Audit Committee for further appropriate action. Appropriate care must be taken to keep the identity of the Whistleblower confidential.

e. Protected Disclosures should preferably be reported in writing so as to ensure a clear understanding of the issues raised and should either be typed or written in a legible handwriting in English, Hindi or in the regional language of the place of employmentof the Whistleblower.

f. The Protected Disclosure should be forwarded under a covering letter which shall bear the identity of the Whistleblower. The Ethics Counsellor/Chairman of the Audit Committee as the case may be, shall detach the covering letter and forward only the Protected Disclosure to the Investigators for investigation.

g. Protected Disclosures should be factual and not speculative or in the nature of a conclusion, and should contain as much specific information as possible to allow for proper assessment of the nature and extent of the concern and the urgency of a
preliminary investigative procedure.

h. The Whistleblower must disclose his/her identity in the covering letter forwarding such Protected Disclosure. Anonymous disclosures will not be entertained as it would not be possible to interview the Whistleblowers.

7. Investigation

a. All Protected Disclosures reported under this Policy will be thoroughly investigated by the Ethics Counsellor/Chairman of the Audit Committee of the Company who will investigate / oversee the investigations. If any member of the Audit Committee has a
conflict of interest in any given case, then he/she should recuse himself/herself and the other members of the Audit Committee should deal with the matter on hand. In case where a company is not required to constitute an Audit Committee, then the Board of
directors shall nominate a director to play the role of Audit Committee for the purpose of vigil mechanism to whom other directors and employees may report their concerns.

b. The Ethics Counsellor/Chairman of the Audit Committee may at its discretion, consider involving any Investigators for the purpose of investigation.

c. The decision to conduct an investigation taken by the Ethics Counsellor/Chairman of the Audit Committee is by itself not an accusation and is to be treated as a neutral factfinding process. The outcome of the investigation may not support the conclusion of the Whistleblower that an improper or unethical act was committed.

d. The identity of a Subject will be kept confidential to the extent possible given the legitimate needs of law and the investigation.

e. Subjects will normally be informed of the allegations at the outset of a formal investigation and have opportunities for providing their inputs during the investigation.

f. Subjects shall have a duty to co-operate with the Ethics Counsellor/Chairman of the Audit Committee or any of the Investigators during investigation to the extent that such co-operation will not compromise self-incrimination protections available under the
applicable laws.

g. Subjects have a right to consult with a person or persons of their choice, other than the Investigators and/or members of the Audit Committee and Ethics Counsellor/or the Whistleblower. Subjects shall be free at any time to engage counsel at their own cost to represent them in the investigation proceedings.

h. Subjects have a responsibility not to interfere with the investigation. Evidence shall not be withheld, destroyed or tampered with, and witnesses shall not be influenced, coached, threatened or intimidated by the Subjects.

i. Unless there are compelling reasons not to do so, Subjects will be given the opportunity to respond to material findings contained in an investigation report. No allegation of wrongdoing against a Subject shall be considered as maintainable unless there is good evidence in support of the allegation.

j. Subjects have a right to be informed of the outcome of the investigation. If allegations are not sustained, the Subject should be consulted as to whether public disclosure of the investigation results would be in the best interest of the Subject and the Company.

k. The investigation shall be completed normally within 45 days of the receipt of the Protected Disclosure

8. Protection

a. No unfair treatment will be meted out to a Whistleblower by virtue of his/her having reported a Protected Disclosure under this Policy. The Company, as a policy, condemns any kind of discrimination, harassment, victimization or any other unfair employment
practice being adopted against Whistleblowers. Complete protection will, therefore, be given to Whistleblowers against any unfair practice like retaliation, threat or intimidation of termination/suspension of service, disciplinary action, transfer, demotion, refusal of promotion, or the like including any direct or indirect use of authority to obstruct the Whistleblower?s right to continue to perform his/her duties/functions including making further Protected Disclosure. The Company will take steps to minimize difficulties,

which the Whistleblower may experience as a result of making the Protected Disclosure. Thus, if the Whistleblower is required to give evidence in criminal or disciplinary proceedings, the Company will arrange for the Whistleblower to receive advice about the procedure, etc.

b. A Whistleblower may report any violation of the above clause to the Chairman of the Audit Committee, who shall investigate into the same and recommend suitable action to the management.

c. The identity of the Whistleblower shall be kept confidential to the extent possible and permitted under law. Whistleblowers are cautioned that their identity may become known for reasons outside the control of the Ethics Counsellor/Chairman of the Audit Committee (e.g. during investigations carried out by Investigators).

d. Any other Employee or Director assisting in the said investigation shall also be protected to the same extent as the Whistleblower.

9. Investigators

a. Investigators are required to conduct a process towards fact-finding and analysis. Investigators shall derive their authority and access rights from the Audit Committee when acting within the course and scope of their investigation.

b. Technical and other resources may be drawn upon as necessary to augment the investigation. All Investigators shall be independent and unbiased both in fact and as perceived. Investigators have a duty of fairness, objectivity, thoroughness, ethical
behaviour, and observance of legal and professional standards.

c. Investigations will be launched only after a preliminary review which establishes that:
i. the alleged act constitutes an improper or unethical activity or conduct, and
ii. either the allegation is supported by information specific enough to be investigated, or matters that do not meet this standard may be worthy of management review, but investigation itself should not be undertaken as an investigation of an improper or unethical activity.

10. Decision

If an investigation leads the Ethics Counsellor/Chairman of the Audit Committee to conclude that an improper or unethical act has been committed, the Ethics Counsellor/Chairman of the Audit Committee shall recommend to the management of
the Company to take such disciplinary or corrective action as the Ethics Counsellor/Chairman of the Audit Committee deems fit. It is clarified that any disciplinary or corrective action initiated against the Subject as a result of the findings
of an investigation pursuant to this Policy shall adhere to the applicable personnel or staff conduct and disciplinary procedures.

11. Reporting

The Ethics Counsellor shall submit a report to the Audit Committee on a regular basis about all Protected Disclosures referred to him/her since the last report together with the results of investigations, if any.

12. Retention of documents

All Protected Disclosures in writing or documented along with the results of investigation relating thereto shall be retained by the Company for a minimum period of seven years.

13. Amendment

The Company reserves its right to amend or modify this Policy in whole or in part, at any time without assigning any reason whatsoever. However, no such amendment or modification will be binding on the Employees and directors unless the same is notified to the Employees and directors in writing