HFI adopted the Below Policy Statement which includes Labor Requirements :-
At Hevea Furniture and Interiors Private Limited, we carry out our activities with due attention towards environmental protection, occupational health & safety and endeavor for continual improvement in environmental, health and safety performance of all employees and interested parties by pursuing following goals & objectives.
CHILD LABOUR POLICY
Company does not encourage and does not support the use of any child labour that is under age of 18 years. Also, the engagement of your workers under the age 18 years is not supported. Hence, it is company policy not to recruit worker below 18 years.
At the time of appointment, the age proof in the form of birth certified Aadhar card and Pan Card etc., the certificate issued by education institute age proof issued government and the age proof certified by any certified surgeon or qualified surgeon is acceptable.
FORCED LABOUR POLICY
At the time of engagement of employee, the proof of Age, Qualification, Work Experience, Identity paper and other relevant data is asked in the form of photocopies of supporting documents showing such information are verified with original, if required
by the designated authority. By no way such original is retained with the company. If required legally verified copies are used for records.
Personal can decide to leave the employment at their will, depending on the terms of employment set under the legislative of the workers.
Whenever, overtime is required it is done with the mutual consent of the workers.
Salary is never hold of any employee in any condition. Salary is distribution at every month 7th date.
ANTI DISCRIMINATION POLICY
Company does not discriminate or support this in hiring, remuneration, access to training, promotion, termination or retirement based on race, religion, castes, origin, gender, sexual orientation, any political or trade union affiliation or age.
All employees respective of gender are given the same opportunity to work overtime within the legally defined limits, provided they have similar skills.
Work of equal value is remunerated without discrimination based on personal characteristics of the employees.
Company has a complaint system against any type of harassment and sexual exploitation people found involved in such act may face legal proceedings against them and can include penalties and dismissal, policy against sexual harassment is also available.
FREEDOM OF ASSOCIATION OR COLLECTIVES BARGAINING POLICY
Employees are free to do collective bargaining and can join Trade Union of their Choice. As such there is not trade union existing in the organization.
Employees are free communicate their problem or issues to their supervisors or any management personal directly or through suggestion box. These issued are handled as per the situation, Issues are resolved in case employees are still not satisfied, he is free to move the issue with high-ups.
The company promotes Internal Communication among employees to discuss and reach sound decisions.
POLICY AGAINST SEXUAL HARASSMENT
Company is committed to prevent, prohibit, deter and redress the acts of sexual harassment at workplace thereby creating, developing and maintaining a work culture and environment where employees are confident and comfortable to work.
This policy is designed to evolve a permanent mechanism to address such issues at workplace keeping view the provisions under “The Sexual Harassment of women at workplace (prevention, prohibition and redressal) Act 2013” and rules made there under.
ENVIRONMENTAL, OCCUPATIONAL HEALTH & SAFETY POLICY
At Hevea Furniture and Interiors Private Limited, we carry out our activities with due attention towards environmental protection, occupational health and safety and endeavour for continual improvement in environmental, health and safety performance of employee and interested parties by pursuing following goals & objectives:
- Prevention strategies for incidents leading to ill health, accidents and pollution.
- Compliance to all currently applicable Environmental, Occupational Health and safety Legislations / regulations and other requirements to which the organization subscribes.
- Conserving natural resources by optimizing usage, minimizing waste generation, opting for recycling wherever feasible and eco-friendly disposal of waste.
- Enhancing communication and awareness towards Environment, Occupational health and Safety for all employees.
(Policy for the Association of Organizations with FSC)
The signing Organization (Licensee) is associated with the Forest Stewardship Council A.C., Oaxaca, Mexico, or one of its subsidiaries or affiliates (hereinafter: FSC) by being either a member of or having a contractual relationship
with FSC. Hereby the signing Organization explicitly states that it has read and understood the “Policy for the Association of Organizations with FSC” as published under www.fsc.org. This policy stipulates FSC's position
with regards to unacceptable activities by organizations and individuals, which already are or would like to be associated with FSC, as well as the mechanism for disassociation.
In light of the above, the Organization explicitly agrees now and, in the future, as long as the relationship with FSC exists, not to be directly or indirectly involved in the following unacceptable activities:
- a)Illegal logging or the trade in illegal wood or forest products;
- b)Violation of traditional and human rights in forestry operations;
- c)Destruction of high conservation values in forestry operations;
- d)Significant conversion of forests to plantations or non-forest use;
- e)Introduction of genetically modified organisms in forestry operations;
- f)Violation of any of the ILO Core Conventions as defined in the ILO Declaration on Fundamental Principles and Rights at Work.
Will comply with all the requirements as outlined by National and other applicable Laws including the International instruments & their Interpretation with regard to
- a)Health & Safety
- b)Working Hours
Note:1. Policy is communicated in various places in the Organization through Business Promotion Materials wherever possible as appropriate and made available to relevant interested parties as appropriate.