OUR CODE OF CONDUCT FOR ETHICAL RECRUITMENT
LABOUR AND HUMAN RIGHTS
Uphold the human rights of workers and treat them with dignity and respect.
CHILD LABOUR AVOIDANCE
Not permitted to employ or use child labour for any purpose. “Child” is person under the age for completing compulsory education, under the minimum age for employment in the country under the age of 18, whichever is greater. We are committed to discourage use of child labor for any purpose. Child is person under the age for completing compulsory education. Workers shall be hired only after showing proof of age which meets local age qualification laws.
WAGES AND BENEFITS
Compensation and benefits (including those relating to minimum wages, overtime hours and mandated benefits) shall comply with all applicable laws. Any wage deductions are to conform to local law. The basis on which workers are paid is to be clearly conveyed to them in a timely manner by means of a pay slip.
Not engage in harsh or inhumane treatment of workers (e.g. sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, verbal abuse, threats or acts of violence). Disciplinary actions shall be in compliance with local laws and shall be free from unlawful financial deductions.
FREEDOM OF ASSOCIATION
Respect the right of workers to associate freely, to join/not join labour unions, to seek representation, to join worker councils, in accordance with local laws. Workers shall be free to communicate with management regarding workplace issues without fear of reprisal, intimidation or harassment.
To be committed to the highest standards of ethical business conduct in all business dealings.
GIFTS AND ENTERTAINMENT
Gifts to or from suppliers and customers is not excessive in cost and frequency. Bribes or other methods of obtaining undue or improper advantage are not being promised offered authorized, given or accepted. SHR prohibits any entertainment or services that would be illegal or result in violation of the law.
DISCLOSURE OF INFORMATION, PROTECTION OF IDENTITY AND PRIVACY
Suppliers are expected to safeguard the company’s confidential information by keeping it secure, limiting access to those who have a need to know in order to do their job, and avoiding discussion of confidential information in public areas (on planes, in elevators). Confidential information include intellectual property, financial information, business plans and processes, contracts, customer information, employment and personnel records, identities of whistleblowers and related investigations, 10 and any other information generally regarded as confidential. The obligation to preserve company’s confidential information is ongoing, even after the business relationship ends Likewise, company will respect and safeguard the confidential information of its Suppliers.
OTHER LEGAL REQUIREMENTS
Suppliers are expected to comply with all applicable laws not otherwise set forth in companies of Conduct for Suppliers.
MONITORING AND COMPLIANCE
Suppliers are expected to notify company immediately if they become aware of any non-compliant practices by themselves, their employees or their own Suppliers under the Code. Suppliers should develop programs to correct any such malpractices. Company will monitor compliance by conducting its own or third party inspections and audits.
Suppliers shall adopt a management system to ensure conformance with the Code and compliance with applicable laws and mitigate related operational risks, and facilitate continual improvement.
FREELY CHOSEN EMPLOYMENT
We don’t use forced, bonded, indentured, involuntary prison labor. Slavery or human trafficking is strictly prohibited. This includes transporting harboring, recruiting, transferring or receiving vulnerable persons by means of threat, force, coercion, abduction or fraud for the purpose of exploitation. All work will be voluntary and all workers will be free to leave upon reasonable notice. Workers will not be required to hand over government-issued identification, passports or work permits as a condition of employment except when document is required in order to comply with applicable laws.
We ensure that employment contracts clearly convey the conditions of employment in the language understood by the worker. For recruitment placement with according to Ethical Recruitment code of conduct, workers shall not be required to pay Recruitment Fees. If any such fees are found to have been paid by workers, such fees shall be repaid to workers.
Workweeks should not exceed the maximum set by local law. Per ethical recruitment Standards, a workweek should not exceed 60 hours per week, including overtime, except in emergency or unusual situations. Workers shall be given at least one day off per seven-day week. We follow the ethical recruitment code of conduct, so such overtime work shall not exceed two hours in a day and 12 hours in a week. If any worker or employee is engaged to work for more than 8 hours in a day, or for more than 48 hours in a week, he/she shall be paid remuneration or other benefit for such overtime work. It is prohibited that no worker or employee shall be compelled to work overtime.
Maintain a workforce free of harassment and discrimination. Ethical Recruitment Companies prohibit discrimination based on race, color, age, gender, marital status sexual orientation, ethnicity, disability, religion or political affiliation. Female workers are not to be subjected to pregnancy tests for the purpose of discriminating against such worker. Workers and potential workers will not be subjected to any medical tests or exams that could be used in a discriminatory way.
CONFLICT OF INTEREST
Business decisions to be made in the best interest of the company. Any Situation that creates/appears to create conflict between personal interest and interest of company must be avoided. Conflict of interest may arise when doing business with a company that employs or is partially or fully owned by an company employee or an company employee’s family member or close friend. Suppliers should disclose all conflicts of interest to the company.
NO IMPROPER ADVANTAGE
Company strictly abides by all anti-bribery and corruption laws and expects Suppliers to act in similar manner. Suppliers may not pay bribes or engage in unfair business practices. This includes, directly or indirectly, offering or authorizing the payment of anything of value to foreign government officials or offering or receiving a bribe from a non-foreign official in a commercial setting in an effort to influence business decision in obtaining or retaining business, or securing business advantage.
FAIR BUSINESS, ADVERTISING AND COMPETITION
Company believes in free and open competition, and strictly abides by all applicable fair competition and antitrust laws in the many countries where company conducts business. Similarly, company Suppliers are expected to comply with all applicable laws and regulations regarding Fair competition, advertising and antitrust.
ACCURATE BUSINESS RECORDS
Suppliers are expected to record and report information accurately and honestly. Suppliers are expected not to hide, fail to record, or make false entries in connection with any business records. All records, including financial and operational records, are expected to accurately reflect transactions, payments and events.
Suppliers shall certify conformance to this Code by signing and returning a copy of the Code. As part of its supplier audit program, Company may request to inspect Supplier facilities. In the event that major non-compliance to this Code are discovered and are not rectified within specified time frames company reserves the right to remove the Supplier from its Approved Vendor List.