Efficiently and effectively endeavor to develop a quality management system that ensures customer satisfaction.

Institutionalize all efforts to innovate and improvise the processes, procedures and systems to achieve better business result.

Gain and retain customer confidence by reviewing the set quality objectives and targets by means of feedback system for continuing suitability.

Commit all its efforts to enhance the quality and suitability of the products and service offered, by ensuring total customer and employee participation.


RECON ENGINEERS is anengineers, contractors and manufacturer of polyurethane foam. It undertakes extensive and diverse various manufacturing plant.

The environmental expectations of our customers and the community are to be clearly identified and then met or exceeded, in the delivery of all contracted works and services.

To achieve this RECON ENGINEERS will:

An efficient insulation in place serve our best interests in today’s context.

  • Economy: safety: smoother process control at work level.
  • Substantial reduction of fuel costs & enhanced profitability at the corporate level.
  • Reduction of greenhouse gas emission at the larger global level.
  • Endeavor to achieve continual improvement in environmental performance, through the setting of environmental objectives and targets and other mechanisms.
  • Monitor appropriate technology, management practices and our environmental performance.
  • Comply with environmental legislation.

The procedures and instructions that implement this policy will ensure that RECON ENGINEERS environmental management system can, at all times, assist the organization to meet its statutory obligation of operating in a manner that is consistent with the principles of ecologically sustainable development, and to meet the environmental requirements of our clients.


This Waste Management Policy forms part of the Company’ssustainabilityframework and underpins the Company’s sustainability policy.

The policy aims to reduce the negative environmental impacts of our waste, to reduce landfill waste and to ensure disposal of waste materials is in an environmentally responsible manner. We recognise we need to reduce the unnecessary use of raw materials and will enable waste recycling, composting and energy recovery to assist in reducing landfill waste.
The company is committed to the implementation of an effective waste management programme that meets or exceeds all legislative and regulatory requirements placed upon it.

Policy Aims

The Company’s waste management policy is based on the principle that priority order of action is to:

Reduce waste produced: Through purchasing policy, operational activity and by raising awareness, reduce the waste that will be created for disposal.

Re-use: Before discarding items, take action to re-use in the first instance within the company and if this is not applicable, with external nominated organisations and contractors. Every avenue of re-use of items must be explored before being discarded as wastes.

Recycle: The Company has the facility to recycle significant quantities of general waste and is increasing this provision and its targets as new markets are developed for recycled materials. Where practical and viable the Company’s procurement activities will support these markets for recycled materials.

Minimum waste to landfill: Redundant items that cannot be dealt with other than being disposed of, will in the first instance, be considered for heat recovery before being sent to landfill as a last resort.

Risk Minimisation: Including considering the end of life disposal (costs and environmental impact) when making purchasing decisions and developing activities.
Complying with regulations, legislation and applying best practice in order to minimise risks of immediate and future pollution or harm to health by disposing of waste appropriately.


A commitment to safety, continual improvement and vision for the future.

Show leadership to foster a positive and just safety culture.

Risks are pro-actively managed to minimize incidents.

This policy is supported by the underlying safety principles.

Safety Principles

All injuries are preventable.

Risks are identified and either eliminated or effectively managed.

We are all responsible for safety.

RECON ENGINEERS adopts effective risk-based decision making.

Employees and contractors take ownership of safety by not accepting unsafe behaviour. Plan for continual improvement, strive to proactively make changes to eliminate risk and provide a safe work place.


Recon Engineers is commited to

  • Follow the procedure of handling and operating the machineries (PUF Dispensing Machines, Phneumatic Transfer Pumps, PUF Spray Gun, Electrical Air Compressors, Electrical Drill Machines) strictly as per the procedure laid out in the respective manuals.
  • The necessary training for operating the same has been imparted to our various personal.



We are committed to quality, health safety at workplace, protect environment and total customer satisfaction through,

Timely supply of services meeting pollution control norms by adopting methodology of continual improvement.

Establish and implement quality, health safety and environmental objectives.

Comply with all applicable legal, regulatory and other quality, health safety and environmental requirements.

Aim to eliminate work-related illness and injury resulting from our operations.

Conserve natural recourse and energy by minimizing consumption and wastage and use eco-friendly waste disposal practice.

Ensure personnel and contractors have the necessary information, training and supervision to meet regulatory requirements.

Ensure this policy is periodically reviewed so that it remains relevant and appropriate.

We will demonstrate these commitments by meeting the requirements of Quality, Health Safety & Environment.


We are at Recon Engineers are committed to

Periodical monitoring of health and routine medical checkup of our Employees to enable them remain free from illness.

The good health of our employees is of paramount importance to us.


We are committed to being prepared to provide services in a wide range of emergency situations, including power loss, fire, and earthquake. Our adequate preparation, if the situations
arise, represents our ability to maintain health and safety of the children and adults that we serve as well as our employees and volunteers. This policy applies to every site at which we provide services.


Every site will have an evacuation plan.

All staff will be knowledgeable about the plan and will be able to implement the plan.

Every site, will: Have emergency exits clearly marked, post evacuation routes and safe exits within the site, and assembly area defined.

Every site will:

Keep emergency exits clear of obstructions,

Post emergency telephone numbers noticeable by the telephone.

Site Assembly point are clearly mark and aware to all worker and employee.

Fire Safety Policy

Every site will have a fire safety plan. All staff will be knowledgeable about the plan and will be able to implement the plan.

Every site will contain fire alarms and fire extinguishers. Fire equipment will be checked or tested monthly to ensure that it is functioning properly. The results of these tests will be documented on the Fire Drill Report Form , which will be maintained onsite for a minimum of one year.

Flammable and combustible liquids will be stored in their original containers in a locked area in a shed or garage.

Fire drills will be conducted quarterly or as per schedule. Fire drills will be documented on Fire Drill Report Forms, which will be maintained onsite for a minimum of one year.



Each site will have an Earthquake Preparedness Plan. All staff will be knowledgeable about the plan and will be able to implement the plan.


On detection of shock, remain in place.

Remain calm. Think through the consequences of any action. Try to calm and reassure others.

If indoors, watch for falling plaster, light fixtures, and other objects. Watch out for high storage areas, shelves, and tall equipment that might slide or topple. Stay away from windows and mirrors.

If indoors, watch for falling plaster, light fixtures, and other objects. Watch out for high storage areas, shelves, and tall equipment that might slide or topple. Stay away from windows and mirrors.

After the initial shock has ended and a reasonable interval has passed with no further shock, survey immediate surroundings to determine injuries and damage.

Do not attempt to move seriously injured persons unless they are in immediate danger of further injury.

If telephones are operating, call the reception and the Site In charge or his or her designee to report the condition of Workers and estimated damage in your area.


This policy sets out guidelines and procedures for the reporting and investigation of injuries and incidents involving members of all site staff or visitors. Injuries and incidents must be reported and investigated in order to fulfill legal requirements, ascertain compliance with applicable safety regulations, and assist the company in taking steps to remedy hazardous conditions to prevent recurrence.

Internal Reporting

All injuries, incidents, or occupational diseases involving employees, contract workers or students and visitors shall be reported by the individual(s) involved, before leaving the premises, either to the Supervisor or Department Head, or an authorized representative. In the case of a visitor, injuries should be reported to the Security office. Any member of the community who observes an injury or incident shall report it to the Security office or the client office/ H.O. The Department Head, Supervisor or authorized representative, or the Security Officer shall submit a written report to the Environmental Health and Safety Office on a Head office.
Injury (Accident)/Incident/Occupational Disease Report form within twenty-four hours.

External Reporting

Serious injuries having caused:

  • The Death Of An Employee;
  • Injury Of An Employee With Probable Time Loss Of Ten Or More Consecutive Working Days;
  • Injury To Several Employees With Probable Time Loss Of One Or More Working Days; Or
  • Material Damage Cost;

Shall be reported immediately, by the most rapid means possible, to the Environmental Health department, client and Insurance Department.

Register of accidents, incidents and investigations

The Environmental Health and Safety Office shall keep a register of all reported injuries or incidents, and the investigations of these. This register shall be presented to the Central Advisory Health and Safety Committee for review at least annually, as requested and as otherwise required by legislation.


The RECON ENGINEERS is committed to providing a safe working environment for its employees.

Part of ensuring this is the implementation of a First Aid Policy which covers all aspects of work undertaken by RECON ENGINEERS staff.

In general terms employees have a right to expect the RECON ENGINEERS to provide a safe working environment which includes access to First Aid facilities in the case of injury or illness. Staff have an obligation however, to work within the legal requirements and safety rules with regard to safe working conditions. They must ensure that they do not cause accidents or create hazards which may endanger other employees, client or members of the public.


This policy is intended to provide assistance to those members of staff involved in the recruitment process within the organization and specifies the procedures through from advertising to offer of employment. It is also intended to provide advice on best practice to ensure that the company’s recruitment process is consistent and effective.

Recruitment Aims

Through its recruitment procedures the organization aims to:

  • Attract good candidates
  • Ensure equal treatment of all applicants
  • Identify and appoint the best applicants
  • Maintain an effective and streamlined recruiting process which makes the best use of time and money


Company shall provide, within reasonable resources, employee training necessary to assist the company in achieving its mission and accomplishing its goals.

  1. Company should designate a person to assist in implementing its training and development programs.
  2. Company should develop a training plan to include:
    • A training needs identification of designated person;
    • Mentioned Training Subject, Who Should Be Attain Training Program, Trainer (Internal/External), And Methods By Which The Plan Can Be Achieved; And
    • Scheduled training subject and plan date of training.
  3. Company should send a copy of their training plan to all company employees.

Company should provide, at a minimum, on-the-job training or work-related instruction that prepares employees to perform their current jobs (includes: instruction mandated by , instruction necessary to accommodate technological changes, and new employee orientation).

Agencies should encourage and assist employees to attend conferences, conventions, seminars and workshops that are aimed at enhancing and/or increasing their work skills and/or abilities by:

  1. Advising employees of training opportunities sponsored by other agencies, or from external source;
  2. Establishing a procedure for approving employee training requests to ensure that:
    • The Training Is Work-Related; And
    • The Company Will Benefit From The Employee’s Training; And
  3. Scheduling employees, in accordance with company needs, for a reasonable amount of time away from work with pay for training.

Training records and maintenance

  1. Company are responsible for documenting completed employee training and for maintaining training records for three years following the completion of such training.
  2. Training records should include, at a minimum:
    • Participant’s age, race, and gender;
    • Course identification and dates of training;
    • Participant’s Role title, work title; and materials.
  3. Company should designate a location for maintenance of training records.


In keeping with RECON ENGINEERS responsibility to provide a safe and healthy place of work, all employees and other people working on our sites must be fit and sober to perform their duties.

All personnel have an obligation to ensure that their work performance is always such that their safety, the safety of others and their work efficiency is not impaired.

Non-prescription drugs and/or alcohol must not be consumed before or during working hours. Any workers taking prescription or over the counter medications that may impair performance must advise their supervisor before commencing work. That information will be treated confidentially.

Many prescription drugs carry warnings stating the drug may cause drowsiness, the person taking the drug should not operate or work with heavy machinery and should not drive.
If a worker is taking such medication, the worker must inform their supervisor and must follow the warning on the prescription. It is the responsibility of all workers to ensure that their ability to work safely is not impaired.

RECON ENGINEERS maintains a zero tolerance to alcohol and non prescription drugs at work.


RECON ENGINEERS is committed to operate all activities within the spirit and letter of all laws and regulations affecting its businesses and employees. All employees must exercise the highest level of integrity, ethics and objectivity in their actions and relationships which may affect RECON ENGINEERS or its clients.

Employees must not misuse their authority or influence of their positions in these relationships. Moreover, an employee has the duty to act in the best interest of RECON ENGINEERS and its clients at all times.

To ensure the highest level of objectivity in dealing with RECON ENGINEERS vendors, suppliers, contractors and agencies and to avoid the appearance of impropriety, employees and their immediate family are not permitted to accept personal benefits, solicited or unsolicited, of any kind. This includes gifts, free services, discounts, loans, lavish entertainment or other special favors.

RECON ENGINEERS requires that employees not work for, or conduct any outside business with a competitor.

Certain nominal gifts to administrative personnel, who do not exercise discretionary authority may be permitted, any such gifts must be disclosed to senior management in advance to ensure that they are appropriate. Records of any such gifts must also be maintained.


In Keeping with RECON ENGINEERS responsibility to provide a safe and healthy place of work, all employees and other people working on our sites must be fit and ready to perform their duties.

All personnel have an obligation to ensure that their work performance is always such that their safety, the safety of others and their work efficiency is not impaired.

Any worker that has not had the prescribed “break” between working shifts can not undertake any work on site.
Each worker must have minimum 8 hours break between shifts. This includes works outside of his primary employer.
Any worker who does not conform to this requirement shall be removed from site.

Where workers have been assessed and can undertake work on site, each individual worker shall not undertake work for more than twelve hours in that one shift. This one shift shall include meal breaks.

It is the responsibility of each individual worker to confirm that they meet the requirement of our companies fatigue policy.
If during on site works a worker is fatigued, he or she must inform their supervisor/s and must cease work if assessed to be fatigued immediately or be relocated to a job of lesser involvement. Like wise our supervisors should always be alert to fatigue situation.


Injury management and rehabilitation is defined as the restoration of an injured worker to their fullest physical, social, vocational and economic usefulness.

RECON ENGINEERS recognizes the need and benefit of establishing an Injury management and workplace based rehabilitation program and is committed to maximizing such benefits to the mutual advantage of both employer and employees.
Rehabilitation should commence where required as soon as possible after an injury or illness in a manner consistent with competent medical judgment.

Early return to work should be a normal expectation even if only in stages and or on a part time basis as part of a supervised rehabilitation program. In order to facilitate such
programs, RECON ENGINEERS is committed to providing suitable duties for an injured worker as a part of the rehabilitation process wherever reasonably possible.

Rehabilitation programs are to be individually developed for the injured employee by the rehabilitation Co-ordinator in consultation with the employee, supervisor, and where required a consulting rehabilitation provider.
Workers Compensation Insurer for RECON ENGINEERS Is National Insurance & ESIC providing cover for the company.


As a general rule, employees may not obtain outside employment that creates interference with their primary job or that creates a conflict of interest.

Secondary jobs are permissible only if the employee can continue to perform their normal duties and work requirements within the regularly scheduled workweek. Work assignments and schedules will not be modified to allow the employee to perform duties or services that are not related to RECON ENGINEERS.

RECON ENGINEERS has no objection to an employee holding outside employment so long as they can meet the performance standards of their job with RECON ENGINEERS.

Unless otherwise agreed to, employment with RECON ENGINEERS is deemed to be full time. RECON ENGINEERS recognizes that an employee may be justified under certain circumstances to accept casual outside employment to be performed after working hours if no conflict with [Organization Name’s] interest is involved.

Employees shall not engage in or accept any activity, business, or employment during or after working hours that could be considered in conflict with [Organization Name’s] interests or diminish the ability of the employee to render to the company the full, loyal and undivided service which is contemplated in his or her employment by RECON ENGINEERS.

Should an employee wish to obtain outside employment, it should be discussed with the employee’s supervisor/manager prior to accepting the job.


The key to successful alternative work arrangements is the flexibility to tailor the arrangement to the particular needs of the individual and the organization. There are many types of alternative work arrangements. In considering which alternative work arrangements to offer employees, organizations should consider the arrangement’s practicality, fairness, and flexibility within the environment of the organization.

Typical alternative work arrangements include:

Flexible time

Flexible time is an arrangement where employees work the standard number of hours in a workday or week, but vary the time of their work hours. Most organizations establish core working hours, meaning there are certain hours during the day in which it is mandatory for the employee to be at the workplace. For example an employee on flex time may start her day between 7 and 9 a.m. and finish between 3 and 5 p.m., but is required to be at work during core working hours which are 9 a.m. to 3 p.m.

Compressed work week

A compressed work week is an arrangement where an employee works the standard number of hours in a one or two week period, but compresses those hours into fewer work days (thus working longer hours on the days the employee is at work). For example in a 40 hour work week an employee on a compressed work week may work four 10-hour days in a week with one day off, or nine 9-hour days with one day off every two weeks.


Telecommuting is an arrangement where an employee works either part or all of their workweek from a location other than the standard place of work (office). Typically employees in such an arrangement work from their homes. For example, an employee may work three days a week at the office and two days a week from home.

Job sharing

Job sharing is an arrangement where two employees share one position. There are many combinations of work hours that are used for job sharing. For example one employee might work Monday to Wednesday and the other employee Thursday and Friday, or one employee might work mornings and the other afternoons.

Part-time/reduced hours

Part-time or reduced hours are arrangements where an employee works less than the standard work week hours.


Employees shall perform their assignments within the specifics of the position description.
Employees who consistently fail to conform to the specifics of their position description or exhibit inappropriate behavior or poor performance shall be required to meet with their supervisor and one other impartial supervisor. This meeting will attempt to identify the problems, find ways to improve the situation and suggest adequate solutions, concluding with a recommended course of action and an appropriate time frame in which the employee will be expected to improve to the satisfaction of Company. Details of the meeting will be documented, signed by all parties as a correct representation of points discussed and placed in the employee’s personal file.

If the situation persists, a verbal warning will be given to the employee by the supervisor and will be supported by written documentation distributed to both the employee and the Management of Company, with a copy signed by both parties put in the employee’s file.
If the employee’s inappropriate behavior or performance continues, the employee shall be
dismissed. Dismissal shall only occur when all other efforts to correct the problem have failed.
Dismissal shall take place only after consultation with Management

Termination for cause

Employment may be terminated for just cause and without notice after consultation between the supervisor and the Management of Company for the following breaches in Company’s Code of Ethics and/or Guiding Principles.


Human rights legislation is put in place to protect people from discrimination. It seeks to guarantee people equal treatment regardless of certain identified characteristics (called “prohibited grounds of discrimination”) that have attracted historical stereotyping or bias in relation to employment.

Recon Engineers are committed to providing facility for operational and admin staff including:

  • Weekly day of rest
  • Hours of work
  • Meal break
  • Prevention of dehydration (Providing glucose)
  • Personal protective equipment
  • Insurance policy
  • Package drinking water facility
  • First aid treatment facility
  • Health monitoring
  • And also Recon Engineers is not to encourage recruit child labour.

We strive to create a better world through our missions, it is important that we also work at creating inclusive workplaces that are respectful and welcoming of diversity.


Policy is following that manner

Therefore, records are to be:

    • Managed in a consistent and structured manner;
    • Managed in accordance with guidelines and procedures;
    • Stored in a secure manner, in accordance with the Records and Document Management Guideline – Access and Security;
    • Disposed of, or permanently archived, in accordance with the Records and Document Management Guideline – Archiving and Disposal;
    • Captured and registered using the authorised recordkeeping system (dataworks) provided for this purpose, in accordance with the Records and Document Control Procedure – Create, Classify, Capture.

And documents are to be:

  • Created by authorized person and managed in the central and controlled repository of the Electronic Records and Document Management System (currently Data Works), in accordance with the Records and Document Control Procedure – Create, Classify, Capture;
  • Version controlled by authorized person in accordance with the Records and Document Management Guideline – Access and Security.