Message from CEO & MD

Tata Power Delhi Distribution Limited (Tata Power-DDL) is a power distribution utility operating in the North and North West parts of Delhi. Incorporated in 2002 as a joint venture of Tata Power (51%) and Government of National Capital Territory of Delhi (49%), Tata Power-DDL has a registered consumer base of 1.6 million, serving a populace of 7 million.

Tata Power Delhi Distribution Limited carries the distinction of being the first success story of Power Sector reforms in India under the Public Private partnership. It has always been a frontrunner in the adoption of latest technologies in the power distribution sector owing to its effective deployment of aggressive, systematic & stakeholder centric IT-OT and Smart Grid technologies. Tata Power-DDL is ISO 9001, ISO 14001, ISO 22301, ISO 27001, ISO 31000, SA 8000 and OHSASA 18001 compliant organization. It has implemented and integrated all these processes into one framework.

Tata Power-DDL has achieved several milestones in its journey so far and is already exploring new opportunities to replicate its rich experience of distribution reforms not only in India but across the Globe. In view of the changing external environment and Policy mandates at the Local and National Level and the aspirations of the organization to grow beyond the existing boundaries, Tata Power-DDL has revised its Mission and Vision which not only imbibes for its employees, a culture comprising of wellness, safety, security, learning and happiness but also focuses on the inclusive development of the society. The organization, in future, plans to focus on “Sustained Power and Service” by meeting world class benchmarks through process and innovation. Tata Power-DDL has recently released the first sustainability report highlighting the initiatives taken and their performance on the Economic, Environmental, Social, Societal, Strategic and Innovative fronts to make the organization and the sector more sustainable.
We are committed to support the UN Global Compact principles through our policies, processes and services. We, at Tata Power-DDL, believe that creating sustainable system is the key to becoming a benchmark and a trendsetter in the industry.

Praveer Sinha
CEO & Managing Director
Tata Power Delhi Distribution Limited

Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights

There are specific provisions for human rights in the company’s policies. The sub-stratum of these policies ensures that its employees enjoy the fundamental human rights. Tata Power-DDL has provisions and comprehensive systems for Safety, Occupational Health, Environment & Disaster Management (SHE & DM), housing and education.
The company follows IMS procedures for Quality, Safety, Health, Environment & Social Accountability complying with the standards of ISO 9001, ISO 14001, OHSAS 18001 & SA 8000 management standards. The company complies with all applicable safety, health, social accountability & environmental laws & legislations.

Principle 2: Business should ensure that they are not complicit in human rights abuses.

Tata Power-DDL is a joint venture of Tata Power and Delhi government and being a part of Tata legacy, it ensures that the dignity of the individuals is preserved and there are no instances of human rights abuse as the organization has in place strong and effective HR rules and practices.
Abiding by the Tata Code of Conduct the company ensures equal opportunity to all its employees & qualified applicants
Employee grievances are captured through the unified platform of experience of employees wherein the data from different sources is collated and analyzed and issues are addressed on timely basis. The grievance redressal procedures are documented and communicated to all employees.
The Ethics Management framework ensures that no case of human right abuse occurs. Any complaint on violation of ethical conduct is promptly acted upon and the guilty are punished.
Joint Interaction Forums exist where employees mutually sort out their issues with the objective of improving employee-management relations.
Tata Power-DDL employees can also register their grievances on HR Connect, an online employee helpdesk that serves as a Redressal Desk for handling all HR related issues/grievances employees. There is also a provision in the system to auto escalate the issues to higher levels in case they are not resolved within a particular timeframe. Chief- HR & Admin examines all the grievances registered on HR Connect on one to one basis on periodic basis.
The company also has in place a Policy on Prevention of Sexual Harassment, supported by a Sexual Harassment Committee. An independent member from a NGO is also a part of the committee.

Following are the various steps taken by the company for IMS commitment and implementation:
All contents of the IMS compiled by various means, identified & defined in Tata Power-DDL.
Environmental & OHS Risk Assessment is regularly updated whenever there is addition of new activity/after completion of IMP (Integrated Management Program) identified for any significant aspect / risk or at least annually.
All applicable legislations identified & quarterly statutory compliances monitored through SRSC (Statutory & Regulatory Score Card) meetings.

Care for the safety of community at large

Safety of employees, Public and Society as a whole is accorded utmost priority in Tata Power-DDL and is an integral part of the Organizational Mission. All processes & sub processes are abided with Safety guidelines and work instructions. Tata Power-DDL’s safety philosophy is based on two tier approach with well- defined roles and responsibilities at each level. At the organizational level, the Apex Safety Council reviews the progress of various safety initiatives and decides on policy matters. At the operational level, Local Safety Committees have been set up to tackle local issues.

Senior Leaders, District Managers and concerned HoG’s undertake safety visits and inspections of various sites and is part of their mandatory targets set for accomplishment in each year. Closure of safety concerns noted during site visits or through external reports, is monitored.

Unsafe situations noted in network are registered in an online portal called “Suraksha Portal” and are closely monitored for closure. Consumers can also register their observations or complaints related to unsafe situations through Tata Power-DDL website. Observing & reporting of unsafe situation is mandatory part of KRAs of each employee for creating a Safe work environment.

The themes are based on both statutory requirements of CEA like public installation audits and voluntary actions like checking of ATMs, MCD/DDA installed lights in parks, etc. A dedicated theme to cover the DERC’s (Delhi Electricity Regulatory Commission), order in Petition pertaining to unauthorized use of electricity poles of TATA POWER-DDL by cable operators for laying cable TV wires, and further, in consideration of Delhi High Court orders passed in WP(C) Nos. 4731 of 1996 & 2107/95, it has been held that HT Poles shall not be used for laying the cable TV lines and further the use of Central Verge pole by cable operators, even for a limited purpose of crossing from one colony to another colony, is not permissible. The theme based drive is a part of Safety index score card and compliance levels are monitored through the same.

Health care & healthy working condition for employees

• Tata Power-DDL is committed to provide health amenities & healthy work environment to its employees.
• There are six dispensaries operating at different locations providing the primary health care to the employees and their dependents.
• A mobile dispensary has been deployed to provide the health care facility at the work place of the employees.
• Mobile dispensary is made available at every mass gathering program held by Tata Power-DDL such as Bachpan Gully, BA Sports Meet, SPANDAN, Urja Mela, Green Rally, Humrahi, Cycle Rally, Ullas, Blood donation Camp.

Education of employees

Tata Power-DDL trains its employees regularly to update themselves professionally, managerially and technically. Employees are encouraged to improve their educational and professional qualification by giving them suitable incentives, study leaves, etc.

This is achieved by:

i. Capturing prompt reporting of unsafe situation at web based Suraksha Portal and time bound closure of all safety concerns. 110032 of such incidents were reported in the FY 17-18.
ii. Use of retro reflective paint on poles / pillars for avoiding vehicular accidents at night
iii. Replacement of oil filled transformers with dry type
iv. Ensured locking of Feeders Pillars & Service Pillars
v. Putting caution board of “Danger” below the HT lines passing near the truck bay or loading / unloading of goods through trucks.
vi. Staging of street plays (Nukkad Natak) for creating awareness on electrical safety. 69398 community members were sensitized on safety awareness through 120 of such plays.
vii. Awareness talk on electrical safety and screening of safety slides in Resident Welfare Associations / Industrial Welfare Associations/ consumer meets

A lot of efforts are put to generate awareness amongst the public, especially children about electrical safety in particular and safety while kite flying in particular. A theme based Safety drive was conducted for “Safety sessions in schools for kite flying safety & knowledge about the impending dangers of approaching lines and Safety inspection of Bazaars/ weekly bazaars”. 112067 students from 305 schools were sensitized on importance of safety while flying kites through safety sessions. Banners were also put up in the same schools.
Mobile Communication vans were used for special announcement at strategic locations.
Tata Power-DDL carried out Pre Monsoon check of Distribution Network Equipment as well as public installations for any strange leakage current. 64829 (Tata Power-DDL) and 4128 (external) equipment were checked for the same.
Tata Power-DDL carries out Public Installation Safety Inspections /Audits of big consumers, once in a year as a monthly theme based Safety Drive, which include Cinema Halls, Banquet Halls, Hotels, Restaurants, Hospitals / Large Nursing Homes, Schools / Colleges, DDA Community Centers, Shopping Complexes, District Centers, Barat Ghar, Primary Schools. In the FY 16-17, 610 Public Installations were checked.

Health care & healthy working condition for employees

We have 118 hospitals ,56 Dental centers, & 39 eye hospitals/ centers with credit /cash facility and two physiotherapy centers with credit facility on our panel to provide OPD and Indoor treatment
We have 32 Diagnostic centers and all centers of Lal Lab on our panel to provide investigation services on credit/cash basis.
We have 156 chemists and all VIVA family and APOLLO pharmacy outlets in Delhi and NCR also on our panel to provide medicines on discounted rates.
2806 BA employees Health checkup was done Health Service Group.
65 canteen boys had annual health checkups complying with SA 8000 norms.
26 sessions was held of CPR First Aid Training & 767 employees attended the training.
Health Service Group (HSG) issued 226 Medical Fitness of new appointees in Tata Power-DDL.
12 Free Health Checkup and health awareness Camps were organized by Empanelled Hospitals of HSG at different locations/district offices of Tata Power-DDL which covered 753 employees.
124 free Investigation camps were organized in dispensaries of Tata Power-DDL and 1623 employees have benefitted.
369 First Aid Boxes are provided at different locations of Tata Power-DDL and refilled the same in every three months or whenever required.
The disposal of medical bio waste at all eight dispensaries is done as per the procedure laid down by DPCC for the purpose.
68333 health consultancies were given during the FY2017-18 at Tata Power-DDL dispensaries.
Three First Aid Centers at following locations :
1) CENPEID
2) CENNET
3) CENCARE
Weekly Health Tips circulated through Sandesh to aware the employees for Healthy life.
3 Homeopathy Doctors are available for employees.

Education of employees

Tata Power-DDL trains its employees regularly to update themselves professionally, managerially and technically. Employees are encouraged to improve their educational and professional qualification by giving them suitable incentives, study leaves, etc. The details of the courses offered are as follows:

• 57 employees enrolled in AIMA for PGDM.
• 13 employees enrolled in MBA – Weekend in Indraprastha University.
• 30 employees enrolled in Delhi University – FMS for MBA – Executive Program.
• 59 employees enrolled in Delhi Technological University for B. Tech – Part Time Program and 14 employees enrolled for Executive MBA Program
• 1 employee enrolled in IMT-Ghaziabad for PGDM Program.
• 3 employees enrolled in Delhi University for LLB
• 86 employees enrolled in UPES for Prof. Dip. in Power Dist., Engg & Mgmt. Program
• 32 employees enrolled in Aryabhatt & G B Pant Poly. For Diploma - Electrical
• 3 employees enrolled in ITI, Dheerpur for ITI
• 1 employee enrolled in Columbia Business School for Executive Program in Management
• 2 employee enrolled in Harvard Business School for Senior Executive Leadership Program
• 4 employees enrolled in Emeritus for PGDM and 3 for Certificate Program
• 2 employees enrolled in ICA of England & Wales for ICAEW Program.
• 3 employee enrolled in American Institute of Certified Public Accountants for CPA
• 4 employee enrolled in Institute of Management Accountants for CMA
• 7 employee enrolled in Great Lakes Institute of Management for PGP-BABI

Principle 3: Business should uphold the freedom of association and the effective recognition of the right to collective bargaining.

Tata Power-DDL has three segments of employees - workmen, supervisors and executives. The interests of the employees are taken care of by the employer and several benefits and social security schemes are introduced each year for the benefit of employees.

Principle 4: Business should support the elimination of all forms of forced and compulsory labor.

No prospective employee is required to deposit any sum of money for employment in Tata Power-DDL.
Any amendment/revision in statutory provisions are immediately implemented and communicated and the same are implemented for employees/ ensured for implementation for Business Associate employees.

Principle 5: Business should support the effective abolition of child labor.

For appointment in the company, the minimum age prescribed and scrupulously followed is 18 years.

Principle 6: Business should support the elimination of discrimination in respect of employment and occupation.

Tata Power-DDL Code of Conduct & Tata Power-DDL Ethics policy equipped with the recruitment & promotion rules takes proper care of eliminating such discrimination.

Employees have their unions/associations. Regular meetings are held between these unions / associations and the Tata Power-DDL management to address mutual interests in a fair and transparent manner.
The appointment letters issued by the company to new joinees clearly state the various terms and conditions of employment and Tata Power-DDL Code of Conduct which they need to adhere to.
All policies related to the employees are posted on the intranet for employees.
Tata Power-DDL also ensures safety and welfare of its employees. It also ensures that all employees working under business associates are extended full protection through various statutory compliances.
Tata Power-DDL strictly adheres to all the provisions of labor laws and statutory compliances and there is no instance of any forced or compulsory labor practices.
All contractors are forbidden to engage in child labor. Contractors are signing Tata Power-DDL’s General Conditions of Contract, clause 16 of which forbids them to engage in child labor in compliance to the CHILD LABOUR (PROHIBITION AND REGULATION) Act 1986.
Government enforcement agencies like Inspectors from labor department are free to inspect the sites to check for employment of child labor. Those found guilty are liable for disciplinary action by the Government.
Records of the laborers engaged by the contractors are kept at worksites, which indicate the age of labor hired.
Tata Power-DDL has an SLA (Service Level Agreement) with business associates to uphold the principles enshrined in the Global Compact, compliance to all applicable Labor laws etc.
Tata Power-DDL has a Child Remediation Policy in place with a process defined for discouraging child labor and steps to be taken after the detection of child labor. Under this process if young workers are found at the site than the employer will take care of his/ her education/vocational training till the worker attain the age of 18. For proper monitoring, a child remediation team is constituted having representation from corporate social responsibility, finance, HR, BA & Legal, corporate strategy & planning and partner NGOs.
Employees have their unions/associations. Regular meetings are held between these unions / associations and the Tata Power-DDL management to address mutual interests in a fair and transparent manner.

• The appointment letters issued by the company to new joinees clearly state the various terms and conditions of employment and Tata Power-DDL Code of Conduct which they need to adhere to.
• All policies related to the employees are posted on the intranet for employees.
• Tata Power-DDL also ensures safety and welfare of its employees. It also ensures that all employees working under business associates are extended full protection through various statutory compliances.
• Tata Power-DDL strictly adheres to all the provisions of labor laws and statutory compliances and there is no instance of any forced or compulsory labor practices.
• All contractors are forbidden to engage in child labor. Contractors are signing Tata Power-DDL’s General Conditions of Contract, clause 16 of which forbids them to engage in child labor in compliance to the CHILD LABOUR (PROHIBITION AND REGULATION) Act 1986.
• Government enforcement agencies like Inspectors from labor department are free to inspect the sites to check for employment of child labor. Those found guilty are liable for disciplinary action by the Government.
• Records of the laborers engaged by the contractors are kept at worksites, which indicate the age of labor hired.
• Tata Power-DDL has an SLA (Service Level Agreement) with business associates to uphold the principles enshrined in the Global Compact, compliance to all applicable Labor laws etc.
• Job specifications have been laid down to recruiting the right person for the right job.
• In Tata Power-DDL, an aggrieved employee may raise their grievances through the following forums:
o through HR Connect Portal
o through Voice of Employee
o through direct responsibility centers as & when it occurs
o through JIF (Joint Interaction Forum)
o through Open House dialogues with Sr. Management
o PPDS (People Potential Development System) Grievance Handling System

• Unions and associations representing the various levels of employees have easy access to the management to discuss and resolve discriminations, if any, quickly and effectively.
• The company provides equal opportunity to females to be a part of the Tata Power-DDL family and as a result, the male female ratio and the percentage of female employees in the company is improving every year.
• Quality and cost being equal, Tata Power-DDL gives preference to enterprise of SC/ST promoters for inclusion in its supply chain, provided such companies transparently and voluntarily share this information prior to bidding for participation. Complete waiver of tender fee, 50 % relaxation in security deposit, relaxation in bank guarantee and 25% relaxation in company turnover under qualifying requirement criteria in General Conditions of Contract.

The company has 3104 male employees and 498 female employees in FY 18 compared to 3080 and 467 in FY17. Preference is given to SC/ST candidates in campus recruitments transparently lowering qualifying marks by 5% in written exam, without diluting the merit.

Principle 7: Business should support a pre-cautionary approach to environmental challenges.

Tata Power-DDL Climate Change Policy:
‘Tata Power-DDL will play a leadership role in climate change by being knowledgeable, responsive and trustworthy and by adopting environment friendly technologies, business practices & innovation, while pursuing our growth aspirations and enhancing shareholder value.
Tata Power-DDL will measure its carbon footprint and will strive to:
Be the benchmark in the segment of industry on the carbon footprint of our operations.
Engage actively in combating climate change advocacy and the shaping of regulations of business.
Incorporate ‘green’ perspective in all key organizational processes.

Principle 8: Business should undertake initiatives to promote greater environmental responsibility.

Principle 9: Business should encourage the development and diffusion of environment friendly technologies.

Tata Power-DDL IMS Policy:
‘We ensure a safe & healthy environment and workplace conditions with due regards to environmental protection, compliances, applicable laws and regulations’.

Sustainability initiatives are aligned with the Vision–Mission of Tata Power-DDL, Tata Group and Tata Power-DDL’s Climate Change Policy. Tata Power-DDL has taken the lead role through proactive policy advocacy with BEE, FOR, ERC, Smart Grid/Utilities Forum etc. to assist in shaping the “Carbon Policy” for the distribution sector in the country. Tata Power-DDL has mapped its carbon footprint and is working on various abatement levers through its Climate Change (CC) dashboard. Tata Power-DDL is committed to introduce energy efficient and greener technologies and identification of the mitigation & offset opportunities in a cost effective manner.
The waste generated in Tata Power-DDL is disposed of as per applicable DPCC (Delhi Pollution Control Committee) Guidelines.
• Storage of waste - Transformer oil is stored in Sealed Drums. The oil is sold to authorized recyclers approved by DPCC (Delhi Pollution Control Committee).
• Office waste of domestic nature is collected and disposed in MCD (Municipal Corporation of Delhi) bins, bio medical waste generated at various dispensaries of Tata Power-DDL is sealed in a puncture proof plastic bag and sent to registered Bio-Medical waste treatment centers approved by DPCC.
• Old Lead Acid Batteries are stored in concrete floor and sent to suppliers under “Buy Back Scheme” or to approved recyclers.
• Ozone depleting substances (Chloro Floro Carbon): TPDDL does not use any Ozone Depleting substance (CFC). All ACs used by the company have R-22 & R-134 gas & star rated by BEE.
• The E waste is sold to authorized recyclers/ refurbishers approved by DPCC (Delhi Pollution Control Committee). TPDDL follows the principle of 3 R’s (Reduce, Reuse & Recycle)

• Tata Power-DDL has proactively taken up solar power generation through 15 nos. of grid-connected solar plants.
• Promoting energy conservation through Demand Side Management & promotion of star rated appliances, LED bulbs & tube lights.
• Awareness sessions on climate change for external consumers – IWA/RWA/HRB/KCG.
• Promoting Car Pooling for employees.
• Ensuring continual improvement in our Environmental, Occupational Health and Safety Management Systems to protect natural resources and eliminate/reduce occupational health hazards and safety risks.
• Complying with all applicable Environmental, Occupational Health & Safety laws and legislations.
• Institutionalizing effective resource management with specific focus on energy saving, land utilization, tree plantations and strengthening pollution prevention & waste minimization practices.
• Purchase of environment-friendly Transformers.
• Organizing Pollution checking drive for vehicles used in Tata Power-DDL in which 152 Nos. of 4 wheelers and 145 Nos. of 2 wheelers were inspected for issuing pollution under control certificate.
• Being an ISO 14001:2004 and OHSAS 18001:2007 certified company; Tata Power-DDL has established an environmental management system that helps them to demonstrate environmental responsibility.
• Operations related wastes are disposed of in the most appropriately suited manner e. g.
o Waste oil is collected by an authorized collection agency and disposed in an appropriate manner.
o Lead Acid batteries which are hazardous are also disposed to agencies which deal specifically with the disposal of these.
o Biomedical wastes which are hazardous in nature are also appropriately disposed of with approved agency.
o Nonferrous scrap is sold off through authorized recyclers only.

A few of the processes initiated to promote greater environment responsibility are given below:

Plantation of over 29,711 saplings across the zones, public places, district offices & training center of Tata Power-DDL against the target of 23000 saplings given by Delhi Govt. Company signed a MoU with Govt. of Delhi, becoming its Greening Agent for plantation across North & North West of Delhi. Approximately 1,39,811 saplings have been planted by company till date.
Consumer groups are made aware for climate change & other environmental concerns through RWA meetings, distribution of pamphlets & booklets in consumer meets, message on bills and through banners & posters at various locations.
Consumer outreach programs are being organized at various Forums- RWAs, Consumer meets. The presentations were given by well-established energy sector professionals from EE & REM, BEE, TERI, OEMs, etc. All consumer meets have climate change/ energy conservation as a part of agenda. Energy conservation tips are circulated & shared with consumers in the RWA meets every month.
Monthly meets are organized for the women working as brand ambassadors of Tata Power-DDL. In these meets, these women, belonging to the JJ clusters of North and North-West Delhi, are sensitized about energy conservation, electrical safety and educated about the importance of using energy efficient appliances at home. This message is further spread by them in their communities.
Replacement of Non Star Rated Air Conditioner (AC) with BEE 5 Star Rated/Inverter AC Scheme - The scheme was launched in 2015 and till now 17,123 ACs have been replaced resulting in an annual energy savings of 10.5MUs and an annual CO2 reduction of 3496 MT. The scheme’s success led to DERC approving the scheme to be re-launched in 2018
UJALA scheme (Distribution of LED light and ceiling Fan) : Over 7,26,403 products (LED bulb, tube lights, Fans) have been distributed under the scheme; It has resulted in the deemed load reduction of 20 MW ,annual energy savings of 21MUs which is turn lead to CO2 emission reduction of 16926 MT.
Energy Audits for consumers were conducted for a connected load of 55.6 MW. Implementation of Energy Efficiency Project of 22.81 MW connected load.

Principle 10: Business should work against corruption in all its forms, including extortion and bribery.

The company focuses on extensive counseling of the employees for promotion of ethical behavior in the organization. Tata Power-DDL is driven by its strong value system which has its roots in the TATA Code of Conduct. Tata Power-DDL Code of Conduct is signed by every employee while joining, pledging to abide by the code of conduct. It states that “Tata Power-DDL and its employees shall neither receive nor offer or make, directly or indirectly, any illegal payments, remuneration, gifts, donations or comparable benefits which are intended to or perceived to obtain business or uncompetitive favors for the conduct of business. The company shall cooperate with governmental authorities in efforts to eliminate all forms of bribery, fraud and corruption.”

• The organization’s ethics and value system has been assimilated and institutionalized in the form of an ethics policy. A full-fledged Ethics Management Apex Team is in place, which is chaired by CEO& MD, Tata Power-DDL. The committee comprises of an apex team of 12 senior management members at its top followed by 14-member team of Location Ethics Counselors coming from middle management. The Ethics Officers are supported by 5 to 6 Ethics Champions to reinforce and create awareness.
• A Vigilance Department is in place. The head of group is responsible for ascertaining a fair and an unbiased investigation process as well as ensuring the execution of the penalty if awarded. Vigilance cases are regularly monitored by this group and reports are put up on a regular basis to the competent authority. The disciplinary actions taken are as per the service rules.
• Pro Active Vigilance group came into existence for carrying out surprise raids, spot-checking of Field staff executives & BA staff at consumer’s premises, checking of materials at stores and receiving & resolving IVRS complains.