Company Policy:
The company does not support the use of forced labour nor does it require employees to submit originals of documents such as National Identity Cards, Qualification Certificates or do business with Vendors found to be using forced labour.
The company’s stated policy is that it does not support the use of forced labour, nor carry on business with a supplier who does so. The company does not ask any one being hired to deposit any documents except photocopies of educational certificates, Identity Card and experience certificates or documents of that nature, however no original documents are retained by the company. This applies to all Management, staff and workers.
General:
When hiring personnel, the company will not ask for originals of documents like Computerized National Identity Card’s, passports, B-Form, Birth Certificate, educational certificates to be deposited with it. Only photocopies of CNIC’s and educational certificates will be kept in the personal file.
Before buying any material/goods/supplies/services, the concerned departmental head in consultation with MR will carry out an evaluation of the Supplier of the goods/services and records his findings on the “Suppliers Evaluation Form”.
Based on the findings of the survey the MR will recommend / reject the supplier for the goods/services for which the supplier was being considered.
PROCEDURE:
As per general policy of Company, all departments / sections discourage all work / service that is extracted from any employee under the menace of any penalty for which the same employee has not offered himself voluntarily. All kinds of forced or compulsory labour, such as bonded, etc. is strictly prohibited. A full description of all job requirements and other related terms and conditions associated with the job is making clear to the worker.
MR ensures the following points at a minimum:
- All employees are working voluntarily.
- Employees are free to leave at the end of a shift and are not forced to perform over timeworn.
- During employment commencement, personnel are not required to lodge deposits or original identity papers (such as CNIC or Passport).
- Employees are free to quit when they want and understand the rules regarding due notice in order to receive their last salary. The Security Guard’s contact watch services rendered.
- Worker’s family members are allowed to visit freely.
- Workers do not have a large or long – running debt with the organization, which they have no other way to pay except to keep working.
Freedom Of Association & Right To Collective Bargaining
Company Policy:
JAMALY ENTERPRISES respects the right of all personnel to form and join trade unions of their choice and to bargain collectively.
The organization in those situations, in which the right to freedom of association and collective bargaining are restricted under law, facilitates parallel means of independent and free association and bargaining for all such personnel.
The organization ensures that representatives of such personnel are discriminated and that such representatives have access to their members in the workplace.
General:
JAMALY ENTERPRISES deal with union on an equal basis. No longer can union legally force JAMALY ENTERPRISESto stop doing business to win its demands. Union no longer threaten employees with high initiation fees if they do not actively support the union’s organizing efforts.
JAMALY ENTERPRISES permits, without any direct or indirect impediment or negative consequences for any workers, all efforts towards union membership and collective bargaining. JAMALY ENTERPRISESdoes not promote competing workers’ organizations seek to control the activities of workers’ organizations.
Representative and members of unions are not discriminated against in the workplace and JAMALY ENTERPRISESdoes not interface with the realization of their union activities.
PROCEDURE:
Company deal with union on equal basis. No longer can union legally force Company to stop doing business to win its demands. Union no longer threaten employees with high initiation fees if they do not actively support the union’s organizing efforts.
Company permits, without any direct or indirect impediment or negative consequences for any workers, all efforts towards union membership and collective bargaining. Does not promote competing workers’ organizations seek to control the activities of workers’ organizations.
In Company, Employees have the right to form and join trade unions of their choice and the company recognizes labour unions as a party to collective bargaining. Representative and members of unions are not discriminated against in the workplace and Company does not interface with the realization of their union activities.
In the absence of union, workers representative on the behalf of company’s management solve workers problems identified. In parallel company take feedback on “WORKERS FEEDBACK FORM” from workers to identify their problems in time so that company can take appropriate to solve that problem.
Election Procedure:
Elections of the labour union are held after every two years and the selection of the one representative is elected from management, manager supervisors and three representatives are elected from the labour.
Election campaign starts fifteen days before the elections and the nominees are advised to give their names ten days before the elections.
Common Provision in Union Management Agreements:
- Union Recognition: Normally near the beginning of a contract, this clause states management’s acceptance of the unions as the sole representative of designated employees.
- Union Security: To ensure that the union maintains members as new employees are hired and present employees quit, a union security clause commonly is demanded by the union.
- Wage Rate: The amount of wages to be paid to workers (or classes of workers) is specified in the wage clause.
- Insurance Benefits: This clause specifies which insurance benefits the employer provides and how much the employer contributes toward these benefits. Frequently included benefits are life, hospitalization insurance, etc.
- Income Maintenance: To provide workers with economic security, some contracts give guarantees of minimum income or minimum work. Other income maintenance provisions include severance pay and supplements to state unemployment insurance.
- Time off benefits: Vacations holidays, rest breaks, wash up periods and leave for absence provisions typically are specified in this clause.
- Strikes/Lockouts: It is common to find clauses in which the union promises not to strike for the duration of the contract in return for management’s promises not to lock employees out of work during a labour dispute.
- Seniority Clause: Unions seek contract terms that cause personnel decisions to be made on the basis of seniority Often senior workers are given preferential treatment in job assignments, promotions, layoffs, vacation scheduling, overtime, and shift preferences.
- Management Rights: Management must retain certain rights to do an effective job. These may include the ability to require overtime work, decide on promotions into management, design jobs, and select employees. This clause reserves to management the right to make decisions that management thinks are necessary for the organization’s success.
- Discipline: Prohibited employee actions, penalties, and disciplinary procedures are either stated in the contract or included in the agreement by reference to those documents that contain the information.
- Dispute Resolution: Disagreements between the union and management are resolved through procedures specified in the contract.