Ethical Trading Statement
INTRODUCTION : The purpose of this statement is to ascertain that Sanex, in adopting a code of labour practice in respect to its total operations, know for themselves and are able to demonstrate to others what they have actually achieved with their system, and to show their approach to be both effective and credible.
The statement is set out according to the ETI (Ethical Trading Initiative) 'Base Code' in conjunction with the Policy on Ethical Trading, which reflects the most relevant standards with respect to labour practices which will be used as the basis of this work.
Here with we declare and undertake the full implementation of what is declared within the text:
1.EMPLOYMENT IS FREELY CHOSEN
1.1 In any of our operations, there is no forced, bonded or involuntary prison labour. Neither in growing, nor in processing.
The workers are not required to lodge "deposits" or their identity
papers with the company and they are
free to leave after a reasonable notice?
2.FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED
2.1 All the workers, without distinction, have the right to join or form trade unions of their own choosing
and to bargain collectively.
2.2 We as an employer adopt an open attitude towards the activities of trade unions / works councils and their organisational activities
2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
2.4 In case of the right to freedom of association and collective
bargaining is restricted under law in sometime in
the future, the employer facilitates, and does not hinder, the development of parallel means for
independent and free association and bargaining.
3.WORKING CONDITIONS ARE SAFE & HYGENIC :
3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards.
Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
The workers receive regular and recorded health & safety training, and such training is given to all new or reassigned workers.
The workers have access to clean toilet facilities, potable water and sanitary facilities for food storage.In cases where company provides accommodation, it is clean, safe, and it meets the needs of the workers.
We as a company, assign responsibility for health & safety to senior management representative?
4.CHILD LABOUR SHALL NOT BE USED
4.1 We did not, do not and shall not recruit any child labour.
4.2 We as a company, develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable him her to attend and remain in quality education until no longer a child.
We do not employ any children, or young persons under the age of 18, at night or in hazardous conditions.
5.LIVING WAGES ARE PAID
5.1The wages and benefits paid for a standard working week met at a minimum, at any national legal standard or the industry benchmark standard in such a manner whichever is higher.
In any event wages should always be enough to meet basic needs and to provide some discretionary income.
All workers are provided with written and understandable details about
their employment conditions & in respect to wages before they enter employment,
and about the particulars of their wages for the pay period concerned each time
they are paid.
We as a company do not take deductions from wages as a disciplinary measure, or any deductions from wages not provided for by national law, without the express permission of the worker concerned. All disciplinary measures are recorded accordingly.
WORKING HOURS ARE NOT EXCESSIVE
The company working hours comply with both national laws and benchmark industry standards We as a company operate a system that workers must not on a regular basis, be required to work in excess of 48 hours per week and be provided with at least one day off for every 7 day period on average.
The overtime is always voluntary and, not demanded on a regular basis, and always compensated at a premium rate.
7.NO DISCRIMINATION IS PRACTISED
There are principles and procedures in place to ensure no discrimination in hiring, compensation,Access to training, promotion, termination or retirement based on race, caste,national origin,religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
The maternity rights are upheld within the company in compliance with national laws.
8.REGULAR EMLOYMENT IS PROVIDED
We as a company have work performed on the basis of recognised employment relationship established through national law and practice.
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship are not avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
9.NO HARSH OR INHUMANE TREATMENT IS ALLOWED
9. 1Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation are strictly prohibited.
10.IMMIGRATION LAW COMPLIANCE
10.1 We as a company operate procedures where only workers with a legal right to work are employed and any worker from abroad penetrating into country through illegal ways are not employed.
APPENDIX A: DEFINITIONS
:Any person less than 15 years of age unless local
minimum age law stipulates a higher age for work or mandatory schooling, in
which case the higher age shall apply. If however, local minimum age law is set
at 14 years of age in accordance with developing country exceptions under
ILO Convention No. 138, the lower will apply.
YOUNG PERSON :Any worker over the age of a child as defined above and under the age of 18.
CHILD LABOUR :Any work by a child or young person younger than the age (s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child's or young persons education, or to be harmful to the child's or young person's health or physical, mental, spiritual, moral or social development.
International Labour Organisation
ities of trade unions / works councils and their organisational activities