We have committed to responsibly undertake principle of human right to preserve human dignity. Include our commercial and trading activities to ensure that the labour standards for processor / supplier comply with relevant international labour standards on the basis of listed.
1. EMPLOYMENT IS FREELY CHOSEN
1.1. There is no forced, bonded or involuntary prison labour.
1.2. Worker are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.
2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED.
2.1. Worker, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
2.2. The employer adopts and open attitude towards the activities of trade unions and their organizational activities.
2.3. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace
2.4. Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and dose not hinder, the development of parallel means for independent and free association and bargaining.
3. WORKING CONDITION ARE SAFE AND HYGIENIC
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 step shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
3.2. Workers hall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
3.3. Access to potable water, toilet facilities, canteen and all containers for food shall be provided.
3.4. First aid facilities, first aid room, medical care, nurse or doctor and car shall be provided or send the worker to hospital (if necessary) as required by law and all workers shall access to all of services for health and safety by no discrimination act.
3.5. Accommodation, where provided, shall be clean, safe and meet the basic needs of the workers.
3.6. The company observing the code shall assign responsibility for health and safety to a senior management representative.
4. CHILD LABOUR SHALL NOT BE USED
4.1. There shall be no new recruitment of labour who shall be child labour, or less than age of 18 years.
4.2. Companies shall develop or participate in and contribute to policies and procedures as ILO standard and the Rights of the Child, which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child: “child”and “child labour”
5. LIVING WAGES ARE PAID
5.1. Wages and benefits paid for a standard working meet, at a minimum, national legal standard. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
5.2. All workers shall be provided with written and understandable information 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 that they are paid.
5.3. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
6. WORKING HOURS ARE NOT EXCESSIVE
6.1. Working hours shall comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards.
6.2. Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.
6.3. All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 150% of the regular rate of pay or complied with national laws.
6.4. The total hours worked in any 7 days period shall not exceed 60 hours, except where covered by clause 6.5 below.
6.5. Working hours may exceed 60 hours in any 7 days period only in exceptional circumstances where all of the following are met:
6.5.1. This is allowed by local law but the company control is not exceed 72 hours/week.
6.5.2. This is allowed by a collective agreement freely negotiated with a workers organization representing a significant portion of the workforce.
6.5.3. Appropriate safeguards are taken to protect the worker’s health and safety.
6.5.4. The work conditions as above are applied in the case of unexpected production peaks, accidents or emergencies.
6.6. Workers shall be provided with at least one day off in every 7 days period or, where allowed by local law, 2 days off in every 14 days period.
7. NO DISCRIMINATION IS PRACTISED
7.1. There is 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 and basic human rights shall be maintained.
8. REGULAR EMPLOYMENT IS PROVIDED
8.1. To every extend possible work performed shall be on the basis of recognized employment relationship established through national law and practice.
8.2. Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be 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
9.1. Physical abuse or discipline, the treat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
10. HUMAN TRAFFICKING AND SLAVERY ARE PROHIBITED
10.1. There is no the recruitment, transportation, transfer, harboring or receipt the workers, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of giving or receiving of payments or benefits to achieve the consent of a worker having control over another person for the purpose of exploitation.
10.2. Forced or slave labour and other forms of slavery, use of coercive behavior to control and organs removal shall not be used.
10.3. Human trafficking and slavery are not promoted.
11.1. Company shall be complied with local and national environment laws and regulations.
11.2. To have license and action plan for waste disposal such as discharge of air pollution, water pollution,water pollution, toxic waste, and hazardous waste management.
11.3. To process for reducing and observing environmental effects in possible sections through saving energy, reducing and recycle.
12. ETHICAL BUSINESS BEHAVIOR
12.1. Company shall be complied with all laws and regulations regarding ethical business behavior.
12.2. Company shall be have ethical business behavior, “No Bribery and corruption”, shall be identified in business policy document and to communicate these policies to related people for knowing and follow.
12.3. CSR (Corporate Social Responsibility) activities should be provided for communities supported to continuous improvement such as behavior, education, environment impact.
13. GRIEVANCE MECHANISM
If found the unethical or business practices violations, please report in your local language and anonymous follow the contact way as below:
13.1. Letter : Human Resource Division Manager (Sea Value Plc.) P.O. Box 42 Mueang, Samut Sakhon 74000 Thailand (letter directly to human resource division manager)
13.2. Phone and message : 089-7972858 (phone directly to human resource division manager)
13.3. E-mail : firstname.lastname@example.org (e-mail directly to human resource division manager)
13.4. Suggestions box : cover all areas in plant. (open by management representative)