Schedule of Authority (SOA)

ATC uses Schedule of Authority (SOA) that outlines the limits of authority delegated to individuals or positions within an organization to make decisions, approve transactions, or commit resources on behalf of the company. It helps in clear accountability and governance. SOA is revisited periodically by the senior management and the last revision was done in March 2025.

Organizational Structures & Standard Operating Procedures (SOP)

Organizational structure is updated on a quarterly basis for better understanding of reporting structure in company. Each department has SOP’s (Standard Operating Procedures) which help ensure consistent and quality output.

HR Policies

All company policies are uploaded in the intranet site of YOHT, made available to all employees for their reference round the clock. To enhance the awareness, E-Learning Modules on Mandatory Policies are developed and compliance of attendance is also ensured.

Whistle blower policy

Company’s Whistle Blower Policy states “The Vigil (Whistle Blower) Mechanism is intended to be implemented, for employees, not only as a safeguard to report unethical practices, but also to provide a mechanism for reporting genuine concerns or grievances and ensure that deviations from the Company’s business principles and practices are dealt with in a fair and unbiased manner as provided in Section 177 (9) and (10) of the Companies Act, 2013 and the Companies Rules, 2014.”

Preventing sexual harassment

We have a policy on Prevention of Sexual Harassment which states that “It is the endeavor of ATC India Pvt. Ltd. to provide a place of work free of sexual harassment, intimidation, or exploitation.
The objective of this policy is to provide protection against sexual harassment for all employees at workplace (as defined in this policy) and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith.
We conduct online training on prevention of Sexual Harassment at workplace for spreading awareness amongst all employees.
The Internal Complaints Committee is responsible for:

• Investigating every formal written complaint of sexual harassment
• Taking appropriate remedial measures to respond to any substantiated allegations of sexual harassment.
• Discouraging and preventing employment related sexual harassment

Our following company values ensure that the company follows the right approach in all of our business activities:

“Integrity”;

be fair to all our stakeholders and act with integrity at all times.

“Accountability”;

in all our actions and all what we are responsible for.
In the Company Code of Conduct policy, we have stated the following regarding prevention of discrimination and harassment.
“One of the Company’s core objectives is to maintain a work environment in which each employee can achieve his or her full potential without being impeded by discrimination or harassment based on race, gender, national origin, age, religion, sexual orientation, genetic information, disability or any other status or characteristic that is protected by law.”

Quality, Environment, Health and Safety （QEHS） Policy

We have Quality, Environment, Occupational Health and Safety Policy which states the following “We at ATC Tires Pvt Ltd. Involved in manufacturing of OTR (OFF THE ROAD TIRES) are responsible to create, implement, maintain and ensure quality of our product, Health, safety and Environment for our people and business. It is an integral part of our planning and decision making.

We will achieve this by:

• Protecting the environment by effective utilization of resources and preventing pollution by Reduce, Reuse and Recycle methods, control of process emission by incorporating new technologies.
• Prevention of injury and ill health due to Occupational Health and Safety hazards by involving all the employees through the adequate systems and processes.
• Promoting dialogue with all the stakeholders on Quality, Health, Safety and Environmental performance through various forums.
• Conserving biological diversity in our business activities.
• Continually improve the integrated management system effectiveness and its performance.
• TN: 53rd National Safety week celebrated from 4th to 11th March
• We shall make this policy available to the stakeholders.
• Dahej: Safety week celebrated from 4th to 10th March 2024
• Vizag: Safety week celebrated from 4th to 10th March 2024

Social Security and Health Insurance

We have social security & medical/accident insurance benefits such as PF, ESIC, Group Term Life Insurance, Medicare Insurance, and Group Personal Accident Insurance, etc.

We have Resource at senior level to oversee safety viz., Vice President Environment Health & Safety.

1. TN

As a senior level resource, we undertake to oversee and ensure occupational health and safety activities.

2. Dahej

We have a five-member specialist safety team that takes the lead and with respect to matters of environmental, health and safety matters.

3. Vizag

We have an eight membered specialist safety team that takes the lead and with respect to matters of environmental, health and safety matters.

Collective bargaining wage agreement

1. TN

Union Election has been completed, Terms and conditions for Labour wages, Efficiency, Output, welfare matters and bonuses are finalized. The Long Term Settlement – Agreement signed between Plant Management and Worker Union, with effect from 1st April 2023 till 31st March 2026.

Celebration of festivals

1. TN

The company celebrates events such as Republic Day (January 26th 2024), Safety Week (March 2024) Independence Day (August 15th 2024), and Ayudha Pooja (12th Oct 2024), etc.
On such days, all employees participated in celebrations, and through such events their teamwork is developed, and their motivation heightened.

2. Dahej

The company celebrates Socio & Cultural Events such as Independence Day (August 15), Republic Day (January 26), National Safety Week, World Environment Week, Quality Month, Women Day and Vishwakarma Puja, Ganesh Puja, Navratri, Diwali Celebrations, New Year Celebrations etc. On such national / public holidays, all employees celebrate together. On the auspicious Ganpati Puja, Navratri & Deepawali festival we celebrate by distributing gifts and sweets packets to all employees and third-party associates. As part of our employee’s well-ness & employee connect activities, we organize Sports Day & Health & mental well ness activities like Blood Donation camps (311 No of donor’s participation) in our factory.

3. Mumbai

This year, we took significant steps to enhance employee engagement by identifying key drivers and celebrating festivals and wellness days. Prioritizing employee health, we partnered with Cultfit, a leading gym and fitness franchise, to promote well-being.
For the first time, we hosted Kids Day at Work, welcoming employees' children for a fun-filled day of games, entertainment, and refreshments. During Diwali, we collaborated with an NGO, enabling employees to create handicrafts that helped support a social group by boosting their income.

Additionally, we introduced a nationwide career guidance and counseling program for employees' children, offering valuable insights into their future paths. Another milestone was the launch of the PRIDE initiative (Personal Recognition in Delivering Excellence), a platform that honors employees and their dependents beyond work achievements. For example, an employee's daughter who scored 95% in her board exams was recognized, celebrating personal success alongside professional contributions.

4. Vizag

This year, we defined employee engagement drivers, celebrating key festivals and wellness days.
We celebrated festivals like New Year, Pongal, Ganesh Chaturthi, Dushera, Diwali and Vishwakarma Puja. Organized competitions like rangoli, dance etc. & offering rituals to the god.
We have a female specific employee engagement initiative named “ANANYA Empower Her…” under this umbrella, we organize monthly intervention focusing on women health, well-being & career growth etc.

Training

1.TN

In 2024, we could conduct 67% of the training program as per the Annual Calendar 2024,

• We planned and completed a training calendar (Full day training programs by internal / external faculty members) that involved 4 categories of programs.
• EHS Skill Development – 12 Topics
• Functional Skill Development – 2 Topics
• Improvement Related – 2 Topics
• Behavior related – 4 Topics
• Total of 616 conducted out of 360 programs
• Most of the training programs as per plan were internal training programs to all staff and workmen on various subjects such as Front Line Leader Development program, Stress Management , 7 Quality Control Tools, Change Management, Kaizen training, Steps of Autonomous maintenance (JH) implementation, TPM Facilitator Course, TPM Pillar Courses (all 8 pillars), Various Safety Programs, Shop floor sessions on JH to operators and technicians, Job safety analysis, Management system implementation, Quality Control Circle process, Process SOPs etc., on a regular basis.

The average hours of training conducted in 2024 amounted to 3.11 man-days for staff and 1.41 man days for workmen.

We undertook the following additional measures:

• Visiting employee home for all functions (marriages, etc.)
• Visit of condolence to deceased employees.
• A staff canteen facility is provided for plant employees.
• Transportation (buses) is provided for all employees on all shifts.
• 5S audits are conducted each month. 5S programs are carried out throughout the plant, with the plant itself divided into 31 specific zones.
• To enhance employee engagement in all activities - small group activities were initiated through Quality Control Circle conventions (Internal conventions by TN Plant).
• Employees participated and won different awards at state, national and international competitions through QCFI Chapters, ABK AOTS DOSAKAI etc.
• Every employee is encouraged to submit one kaizen per month per employee and being followed up for implementation.
• All employees doing exceptional jobs are felicitated through SPOT Recognition and Monthly Kaizen programs.

2. Dahej

Trainings in the year 2024 were conduct as per the Annual Calendar 2024. We planned and completed training by internal / external faculty that involved the following categories of programs:

• Functional Training
• Quality Training Program
• EHS Training Programs
• Behavioral Training Program
• Engineering Training Program
• Continual Improvement Training Program

Total of 145 Nos of training conducted out of 180 Classroom training program.

Internal Training Program

We planned training program as per schedule and most of them were internal training program such as TPM, TQM, JH Step- 1 to 4, 5’S Training, Job Safety Analysis, Quality Management System, QCC, NCMR, Planned Maintenance, Tire Manufacturing Process Requirement, Energy Conservation, Quality Accidents, Quality Defects & Preventive Measures, Office TPM, Measurement System Analysis & Control Plan, FMEA, Makagami Analysis, Radiation Safety, 5’ S Ambassador Training, DOJO, SOP Lockout Tag out, Lubrication System. Onside Emergency, 5s-Ambassador Course as regular basis.

Apart from the above we also organized the External training program through External faculty with key objective.

• Improve Communication Skills
• Foster Positive Attitudes and Mindsets
• Boost Leadership and Management Skills
• Improve Workplace Etiquette and Increase Adaptability

We organized training program on the following topics through external faculty like.

• Supervisory Development Program & Gender Diversity – 75 Nos
• Communication & Presentation Skills- 43 Nos
• Advance Excel- 35 Nos
• 7 QC Tools- 33 Nos
• Behavioral Based Safety- 285 Nos
• First Aid Training- 60 Nos
• Problem Solving & Decision Making Training- 26 Nos
• Emotional Intelligence & Interpersonal Relations – 23 Nos
• Stress management- 93 Nos
• Stakeholder Management – 21 Nos
• Supervisors Capability Development Program (Step Up for grade F3 to E1)- 65 Nos
• Management Development Program for (Grade C2 to B3)- 16 Nos

These programs were well-received by the employees, and we have received positive feedback.
Our training program are aligned with our organization objective/ support our TQM & TPM Journey Jishu Hozen Step-4 training given to Operators where all the (7) model covered across the Dahej plant for 890 Operators.

Online Training Modules has been introduced for employees in Success Factors where mandatory courses like POSH, Code of Conduct, Whistle Blower and IT Security courses are mandatory for employees.
The average hours of training conducted in 2024 amounted to 2.04 man-days per employee.

Signature Programs

• SAKSHAM: A structured (6 Days) Induction module has been planned for Operatives. This will cover all Operative team members (464) Nos) on the topics like Company Vision Mission Policy, Values, DOJO, Safety, Production Process, TPM and 5S, Quality etc.
• E-learning course for Plants - Induction for Staff - All new joiners in Staff category undergo a well-designed curriculum, also known as Corporate Induction. This curriculum includes e-learning courses about the organization, tire basics, YOHT products, and Y-ATG Business and Operations across different cities. Training for staff that’s mandatory is facilitated on the Success Factors LMS Platform. This enables employees to become acquainted with the course at their convenience on virtual mode.
  Mandatory courses like POSH, Code of Conduct, Whistle Blower and IT Security courses. During the year 2024- (37 Staff) newly joined employees underwent for these programmes.
• Employees are encouraged to participate in all kinds of Engagement program like Kaizen, QCC & Socio cultural events. 5’S Audit conducted in each month & employees participated in Internal Competition & External program like QCFI, CII & ABK AOTS.

We undertake the following additional measures for employee wellbeing & welfare.

• Canteen facility for all category of employees
• Weekly Employee Connect program is being organized where team member visit shop floor to understand employees issues/ grievance as a proactive HR initiative- HR App Ke Dwar
• Various Employees Participation Forum are formed like (Canteen Committee, Transport Committee, Works Committee) to address employee’s issues in an employee participation in management method.
• Transportation facility is provided for all employees on all shifts.
• Accommodation/ Dormitories for the female employees
• Town hall meeting are organised on monthly basis where reward & recognition are given to employees.
• Female employees engagement / Recreation program at women Hostel, Competition (Songs, Dance & Rangoli- Colours) etc.
• Crèche facility for female associates
• Women Health Awareness & Screening Camp by doctors & medical expert.

3. Mumbai

Training Calendar and Classroom Training Sessions: In 2024, we released an annual training calendar based on a detailed Training Needs Identification (TNI) exercise. The calendar included a rich blend of behavioral and functional/technical trainings for a mixed group of employees. Behavioral trainings included Stress Management, Conflict Management, Emotional Intelligence, People Management, Critical Thinking, and more. Technical sessions focused on tools and technologies such as Microsoft Excel (basic to macros), Power BI, Big Data Analysis, and Finance for Non-Finance, among others. During the year, we successfully conducted 18 classroom training sessions at the corporate level, engaging over 328 employees with a cumulative 2,632 training hours. These programs received enthusiastic participation and consistently positive feedback.

Key Talent & Development Initiatives

Career Path Project: A strategic initiative launched this year following a job banding exercise aligned with the Deloitte 6-level managerial model. The project involved career path mapping for departments including PDC, Sales, Marketing, SCM, CS, Finance, IT, and Product Management. Level 1 discussions were completed across most functions, with Level 2 approvals currently in progress. This aims to provide employees with structured growth trajectories across the organization.

Succession Planning: Focused on Bands D and above, this ongoing project mapped employees against a 9-Box grid using a combination of performance scores (three-year average) and manager-assessed potential (based on Altitude, Velocity, and DRIVE competencies: Agility, Collaboration, Customer Focus, Influence, Ownership, and Innovation). Action plans were created for each 9-Box category to strengthen leadership pipelines and ensure succession readiness for critical roles.

Assessment & Development Centres (ADC)

In collaboration with Think Talent, Assessment Centres were conducted from August to October 2024 for junior to mid-level management (Bands E and below) across three plants – Dahej, Vizag, and Tirunelveli – covering 186 participants. Exercises included BEI, group discussions, role-plays, & 1 on 1 sessions. Phase 2 focused on Development Centres, with detailed debriefing sessions held on-site. Participants, along with their managers, learnt to create personalized Individual Development Plans (IDPs), guided by structured templates and examples. This initiative significantly contributed to capability-building at the plant level.

Strategic Learning & Development Initiatives

Mandatory Compliance E-learning: Regular deployment and tracking of POSH, Code of Conduct, Whistleblower Policy, Quality, and IT Security modules.
Foreign Language Training: Managed in partnership with Cambridge Institute.
Sales Capability Building: Deployed Lumina Sales Portrait and sales-specific assessments across regions.
Corporate Induction: Comprehensive monthly new-joiner on boarding curriculum, including introduction to all major departments, and Y-ATG businesses, products, and operations.
Management Development Program (MDP): Conducted in partnership with SIBM, this cross-functional leadership program continued in 2024 to develop future leaders.
Learning Universe: Continued enhancement of our integrated development framework covering technical, leadership, foreign language, and higher education modules.

4. Vizag

• We have organized 114 training programs in the year 2024 as per the Annual Training Plan.
• Internal trainers conducted 90 programs & 24 were by external trainers.
• The impactful behavioural interventions focussed on People Management Skills, Managerial Effectiveness & Retention Strategies & Effective Communication for Business Success.
• The technical training certifications & interventions were IMS Internal Auditor Training, FMEA & RB31. Robot Operations, Programming & Maintenance course at FANUC India, Chennai on 8-12, Jul. 24.
• The major training themes were on Safety, Technical & Behavioural.
• The average hours of training conducted in 2024 amounted to 1.1 man-days per employee.

Environmental data

ATC Tires Private Ltd. Tirunelveli Plant （ATG-TN）

• FY: January to December
• Greenhouse gas emissions for the overseas site were calculated based on the Greenhouse Gas Protocol Initiative.

In 2024,

Dahej

• Power saving of 3,000 kwh/day through Chilled Water Network interconnection
• Flash Steam Recovery through installation of Deaerator head at boiler make-up water tank saving fuel of 2,500 kg/day
• Process operation with Single Boiler and Boiler Efficiency improvements leading to savings of 9,000 kg/day of fuel

TN

• Power saving of 4,000 units/ day through various energy efficiency improvement projects
• Condensate recovery for boilers and Boiler 5 efficiency improvement project resulted in fuel saving of 1.4 MT/ day
• Commenced wind power supply of 8.38MW capacity

Vizag

• Power saving of 5,800 kwh/ day and fuel saving of 4.5 MT/day through various energy saving projects

ATC Tires Private Ltd. Dahej Plant （Gujarat）

Alliance Tire Company Ltd. Hadera Plant

Vizag, Andhra Pradesh

Code of conduct to regulate fair competition and trade

The tire business is a competitive industry. Nevertheless, at this company we are entirely committed to behaving in a manner that supports fair competition and business dealings.
All our employees are required to act ethically, and to communicate frankly and honestly. We act fairly in all our dealings with colleagues, managers, customers, suppliers, consultants, and government officials (both domestically and overseas).

Social contribution activities

School Adoption Project

The project continues to bring significant academic and non-academic development among students through a series of targeted interventions in two schools benefitting 1,302 students. The program has successfully integrated academics, sports, STEM, psychosocial support, and community engagement, fostering the holistic growth of students and setting a strong foundation for their future. Remedial coaching played a transformative role, helping 27 students clear their 9th standard exams who previously struggled with basic reading and calculation. Career counselling reached 116 students through a three-stage process—psychometric assessments, one-on-one counselling, and group sessions—helping them explore various career paths. In the area of STEM education, students from 6-9th grades were introduced to automation and coding. The program also saw an increase in girl students enrolling in science for higher education, encouraging gender inclusivity in STEM.
On the sports front, 135 students were professionally trained in kabaddi, volleyball, and athletics, resulting in major achievements: the U17 kabaddi team secured 3rd place at the zonal and district levels with a ₹6 lakh cash prize, and U19 boys reached 4th place. Notably, K. Muhil Arasan won a silver medal and ₹6 lakh cash prize in the CM Trophy at the state level. These achievements not only reflect sporting excellence but also boosted students' confidence and teamwork.

Rainwater Harvesting Project

The project's objective is to enhance groundwater recharge and guarantee consistent water availability throughout the year for both agricultural and domestic purposes. The initiative has successfully conserved over 25.28 crore liters (2023-24) of water by implementing rainwater harvesting techniques across seven villages benefitting 7,438 villagers. A total of 22 recharge shafts were constructed at strategic locations to accelerate groundwater recharge, reduce water evaporation, and ensure availability during dry months. Additionally, seven water bodies were desilted and cleared of vegetation, including the invasive Prosopis bushes, which consume 500–1,000 liters of water annually per bush. Around these ponds, 22 baby ponds (each approx. 20x20x0.5m) were also created to enhance percolation and water storage. These efforts were supported by the active participation of 135 community members, including farmers, women, and SHGs, ensuring long-term sustainability and community ownership.

We have restored and improved 20 MI (Minor Irrigation) tanks and associated catchments. With activities like compartmental bunding on 130 acres, desilting and uprooting invasive species, the project boosts water availability and agricultural productivity. It also strengthens local governance through training 130 Village Natural Resources Management Committee members in land and water conservation, fostering community ownership and ecological sustainability. A total of 140 farmers received training in Integrated Crop Management (ICM) technologies for crops such as paddy, cotton, and pulses, with hands-on demonstrations directly in farmers' fields.

Community Healthcare Centre Project, Tamil Nadu

The Community Health Centre (CHC) delivers exceptional primary and specialized healthcare services across more than 40 villages. With over 25,000 consultations annually, benefiting more than 95,000 individuals, the CHC provides comprehensive OPD care, specialist interventions in diabetology, and regular health camps addressing cancer, diabetes, and vision health. Additionally, health awareness programs empower local communities with essential preventive care knowledge, significantly enhancing healthcare access and outcomes in rural areas.

TN

Village Adoption Project

As part of the Village Adoption initiative, the Women Entrepreneurship Program was launched in 2023. Following its remarkable success, a second cohort was planned for 2024. In collaboration with the District Women Cell of Tirunelveli, Nanjakulam village was selected for the program, providing training to 125 women from economically vulnerable backgrounds.
The participants received comprehensive training in traditional millet-based sweets and snacks, healthy millet-based confectionery, and commercial-grade idli and dosa batter production. They will also be certified under the FSSAI program for basic manufacturing. To further enhance their knowledge and business acumen, the women completed an industrial visit to a food processing facility, gaining valuable exposure and inspiration for new ventures. As a result, seven women have already embarked on their own small-scale businesses, marking a significant step toward financial independence and entrepreneurship.

Dahej, Gujarat

Skill Development Centre Project

Empowering young women from underserved communities by equipping them with vital skills for thriving careers in the rubber and tire industry is the project aim. The Skill Development Centre in Dahej, is focused on skilling female from across India for the tire manufacturing industry. The program ensures industry-aligned training with Rubber, Chemical, and Petrochemical Skill Development Council (RCPSDC) assessments, stipends, health check-ups, and placement support, serving as a robust model for women-centric workforce development. 527 student trained in the tire manufacturing industry.
Most of the beneficiaries come from marginalized communities, and the financial support provided during training has made a significant impact on their lives. A stipend of ₹9,000/month was given during the training period, helping trainees cover basic expenses and stay focused on skill development.
With an approximate monthly salary of ₹17,000, many have experienced a significant improvement in their financial stability and quality of life.

Village Adoption Project

The Village Adoption Program in Dahej, focuses on upgrading rural infrastructure and promoting education and sanitation across Akhod, Galenda and Samatpor villages benefitting 197 children. Key contributions include construction and renovation of school buildings and toilets, computer lab setup, smart kits distribution, mural painting for visual learning, and skill development for women. These multifaceted efforts are creating cleaner, more inclusive, and better-equipped learning environments while empowering local women through vocational training.
Additionally, a community toilet has been constructed in Gelanda village to improve sanitation facilities for the local population.

Vizag, Andhra Pradesh

Skill Development Centre Project

The project seeks to empower young women from economically disadvantaged communities by equipping them with vital skills for employment in the rubber industry, with a focus on the tire sector. The Skill Development Centre in Vizag has trained 234 women. Trainees are paid a stipend of ₹7,000 during the training period. The initiative provides residential training, assessment, and assured employment for marginalized women across India, promoting economic independence, gender inclusion, and long-term livelihoods in a traditionally male-dominated industry.

Rainwater Harvesting Project

This project aimed to provide safe drinking water to five village communities and build their capacities to sustainably manage their water needs. The project involves rejuvenating three village ponds in Akhod, Galenda, and Samantpor, creating a rainwater storage capacity of 690 million liters in 2023. Additionally, 1,600 saplings were planted along an 800-meter walkway supported by a drip-irrigation system, with 25 solar streetlights and seating benches installed for recreational purposes around the ponds. Water-Sanitation-Hygiene (WaSH) awareness sessions were conducted, reaching 588 school children and 212 women and girls, with 25 ATC employees serving as ’WaSH Trainers’ to address hygiene and sanitation issues. We continue to maintain the project in 2024.

Community has been involved in the below plant sites under the respective CSR programs undertaken there:

1. Tirunelveli, Tamil Nadu

• As part of the School Adoption project, strong partnerships were cultivated among the school administration, parents, and local community members. These collaborations were reinforced through Parent-Teacher meetings and school management committee sessions, fostering collective engagement in the school’s development and student welfare.
• Under the rainwater harvesting project, rural community was engaged through formation and training of the Village Watershed Committees (VWCs), Self-Help Groups (SHGs), and Water-User Groups (WUGs). Farmers were provided integrated farm practices that promote sustainable farming and suitable cropping pattern.
• In the Community Health Centre project, Health Education & Information awareness activities are undertaken on important health-days marked by the WHO to promote preventive & curative healthcare measures.
• As part of the Village Adoption project, women entrepreneurs were systematically organized and trained in key entrepreneurial disciplines, including product processing, branding, marketing, digital proficiency, and financial literacy. This comprehensive training equipped them with the skills necessary to effectively scale their ventures within the local market.

2. Dahej, Gujarat

• Local community members and officials actively participated in plantation drives and sanitation-hygiene awareness sessions as a part of the School adoption and Rainwater Harvesting projects. These initiatives reached 588 schoolchildren and 212 women and girls, fostering environmental stewardship and promoting better health practices. The activities were conducted within school premises and around public ponds in the villages, ensuring widespread community engagement and impact.

3. Vizag, Andhra Pradesh

• The rainwater harvesting project actively involved the community by educating and empowering village residents on essential hygiene and sanitation practices. These awareness initiatives fostered a deeper understanding and instilled a strong sense of responsibility among the community members, ensuring the sustainable upkeep of newly introduced amenities.