1. Labor
1.1. The Company allows its employees the freedom to choose to perform a job that is appropriate for them. The Company is strongly opposed to the use of forced labor, bonded labor, slave labor or human trafficking. Work is to be performed on a voluntary basis.
1.2. The Company shall avoid the use of child labor and apply working hours that are in line with related legal requirements and code of ethics.
1.3. The Company shall not use “irregular”, unregistered or “undocumented labor”
1.4. The Company shall ensure that remuneration and fringe benefits as well as career advancement are considered fairly and in a non-discriminatory manner. Performance evaluation shall not be based on birth, gender or sexual orientation, age, nationality, language, religion, culture, disability and economic status.
1.5. The Company shall treat its employees humanely without using violence in the workplace. This includes sexual violation and harassment, violent punishment, physical and psychological coercion, bullying or physical or verbal abuse.
1.6. The Company allows its employees the freedom to associate or have affiliation with groups whose activities are not in conflict with the Company’s code of ethics and will not have negative consequences on the Company’s image or economic results. However, affiliation or association with a political group of the Company’s employee is regarded as a personal judgement which is a personal right. The Company has no policy to support or associate itself with any political groups or parties at any level.
1.7. The Company shall provide employment security and support its employees to have an equal opportunity in career advancement. The Company’s employees are eligible for job rotation. The Company also provides training to promote capacity building of its employees, such as specialized training, technical training, language training, skill training and internal job fair.
2. Occupational health and safety
2.1. The Company shall comply with occupational health and safety standard for the industrial sector by ensuring safety and health standard of workplace, food, water and overall well-being. A Safety or related committee shall be established and measures implemented for prevention and management of emergencies, work-related accidents, illnesses or injuries as well as for safety procedures for machinery and labor-intensive tasks.
2.2. The Company shall annually assign a representative and communication channel for occupational health and safety matters so that its employees and business counterparts are aware of their rights, roles and responsibilities, procedures and communication channel.
2.3. The Company shall not force any individual to undergo and HIV/AIDS and TB tests and shall not hold undergoing HIV/AIDS and TB tests as an employment condition or a pre-condition to provide health services during employment. However, the Company’s employees are eligible for voluntary HIV/AID and TB testing, along with pre and post test counseling. The test result shall be kept confidential and the Company shall support a mechanism to promote HIV/AIDS and TB awareness.
2.4. The Company shall provide reproductive health protection to its female employees, e.g. assigning an appropriate job to a pregnant employee which does not expose them to hazardous substances, is not labor-intensive, does not require working in an unsafe area and does not affect rest time. This includes provision of relevant reproductive health services in line with physician’s advice and information regarding pregnancy advice, maternity leave, maternity benefits and protection against dismissal during pregnancy.
2.5. The Company shall support and facilitate the process of claiming social welfare benefits to its employees to maintain their excellent health.
3. Environment
3.1. The Company shall ensure good environment and health conditions for its employees, business counterparts and the vulnerable group by taking into consideration pollution control, chemical substances management, waste and waste water management, air pollution control, GHG mitigation and resource efficiency enhancement, e.g. water and energy consumption.(energy system management control).
3.2. The Company shall deliver safe products and services.
3.3. The Company shall set up a committee to prepare a report regarding license applications, criteria, laws and code of ethics in related business operations.
4. Ethics
4.1. The Company shall publish its human rights policy in a public channel so that its employees, business counterparts and interested individuals are able to acknowledge, review and verify.
4.2. The Company shall disclose its human rights-related activities in a public channel so that its employees, business counterparts and interested individuals are able to acknowledge, monitor and update on the progress.
4.3. The Company shall ensure justice and establish measures to protect whistle blowers or those who cooperate in reporting human rights violations by protecting their privacy and preventing retaliation.
4.4. The Company shall place an emphasis on communication and training on human rights policy to its employees on a regular basis.
5. Protection of rights of vulnerable group(Children)
To prevent impacts on children, who are defined as a vulnerable group in the accordance with this policy. The company shall safeguard and respect the right of the child as state in 10 principles of UNICEF and Save the Children as follows:
5.1. The Company shall protect and be committed to promote child rights.
5.2. The Company shall support the eradication of child labor and inappropriate and illegal business dealings.
5.3. The Company shall provide meaningful and appropriate work to its employees who are youth as well as their parents and caregivers.
5.4. The Company shall take into consideration child protection and safety in its premises and business operations.
5.5. The Company shall ensure that its products and services are safe and it takes the role to promote awareness regarding child rights through its products and services.
5.6. The Company shall use advertising and marketing materials in a way that respects and promotes child rights.
5.7. The Company shall respect and promote child rights when conducting business relating to the environment as well as land ownership and use.
5.8. The Company shall take child rights into consideration when developing its security system.
5.9. The Company shall protect children affected by emergencies and disasters.
5.10. The Company shall support the role of the government and communities in child right protection and promotion.
Operational guidelines
Universal Polybag’s employees
1. Universal Polybag’s employees must be aware of their and business counterparts’ rights, roles and responsibilities and scope regarding human rights by complying with this policy during the normal course of business and business dealings with business counterparts, without any exception.
2. Universal Polybag’s employees must take appropriate action if it is found that any of Universal Polybag’s employees or business counterparts ignore or violate this policy.
3. Disciplinary and legal action shall be taken against Universal Polybag’s employees who violate or those engaging in the violation of human rights. However, those accused of human right violations will not be considered guilty unless the allegation has otherwise been proved to be well-founded.
Business counterparts
1. The Company shall support its business counterparts by taking into consideration human rights principles, Related Code of conduct, and the Company’s regulations. The Company’s human rights policy is made available on the Company’s website for reference and review.
2. Business counterparts must not neglect any act human rights violations or violate human rights in any of their business processes with the Company.
3. If business counterparts neglect, are negligent or are found to be in violation of human rights in its business processes and have no intention to resolve the situation to be in line with Universal Polybag’s policy, The Company has the right to terminate any previously agreed upon business contracts. Notification of such termination shall be made in writing.
Vulnerable group
1. The vulnerable group has the right to decline the participation in the Company's activities without having to provide a written notification.
2. The vulnerable group has the right to make an inquiry, file a complaint or provide advice regarding their rights affected by the Company's operations or activities through various communication channels indicated under this policy. Consent must be provided by parents or their representatives.
3.The vulnerable group can ask for advice on the rights of vulnerable groups affected by the operation or activities of the company business counterparts through the channels of complaint provided by the Company. This policy requires parental permission. Or a representative appointed by the parent.
Reporting suspected human rights violations or complaints
1. Scope of suspected acts suspected acts or complaints or complaints or complaints
1.1 Violations of human rights under this policy may directly or indirectly involve the Company.
1.2 Violations of human rights under this policy include neglect or negligence in respect of human rights as described under the Company’s policy or any other act that may affect the company’s internal control or business operations to an extent where it could result in human rights violations.
1.3 Any act that is illegal, immoral or unethical.
2.Channels for reporting allegations, complaints and feedback the Company's employees
(1) The Company employee’s Department Manager
(2) Human Resources Manager
(3) Company suggestion box
(4) Via email at hr-upc@universalpolybag.com
3. Channels for reporting allegations, complaints and feedback the Company's business counterparts third parties with no association with the Company or representatives of vulnerable group.
(1) Via email at hr-upc@univeralpolybag.com
(2) Via www.universalpolybag.com
Protection of whistle-blowers and confidentiality
1. Non-retaliation for reporting complaints
Reporting complaints and critical issues in good faith could yield major benefits to both the Company and employees. An individual who reports a complaint, provide information or produce evidence in connection with the complaint and an individual who considers the compliant with full integrity, even though it may result in complications, is to be protected from dismissal, punishment, any act that could jeopardize their performance assessment, benefits, income and any other forms of welfare that they are entitled to.
The Company’s policy is to equally guarantee fairness to its employees and business counterparts as described in the Company’s regulations. The Company shall provide protection to an individual who file a complaint which will be kept confidential. The individual will not be affected by any business decisions. The accused shall not be considered guilty until the complaint is fairly investigated and proven to be well-founded.
2. Protection of personal information and confidentiality
Protection of information and privacy of Universal Polybag’s employees or business counterparts, including third parties shall be guarantee. Their identity, name and personal information will be kept confidential and will not be disclosed in the Company’s report. However, the Company strongly suggests that its employees provide their names and contact information for ease of reference.
If a complaint is filed by a Universal Polybag’s employee or business counterpart, the responsible unit shall carry out appropriate preventive measures to ensure that an investigation can be conducted effectively and to prevent the Company’s employees, business counterparts and third parties from retaliation or unfair treatment. The Company shall treat all concerns seriously, sensitively and without retaliation.
Concerns raised will not negatively affect performance assessment, benefits and compensation to which the Company’s employees or business counterparts are entitled from their service and business dealings with the Company.
Investigation and penalties
1. If a case is reported, the Human Rights Committee, Labor Relations Committee or Audit Committee will verify the information provided and conduct an investigation.
2. During an investigation, the Human Rights Committee, Labor Relations Committee or Audit Committee may assign a representative (management level) to provide a progress update to an individual who reports the case.
3. If information or evidence provided reasonably suggests that the alleged individual is in violation of human rights and/or child rights, the Company shall inform the alleged person of the allegation and allow the alleged to provide supporting information or additional evidence to counter the claim of alleged human rights violations.
4. If an investigation concludes that the alleged person violates human rights as defined in the human rights policy, disciplinary action will be taken against that person. If the accusation is found to be unlawful, the alleged person shall be subject to the following:
4.1 Disciplinary action in accordance with the Company’s regulations. Decisions made by the Company’s Management, the Human Rights Committee, Labor Relation Committee or the Company’s management are final.
4.2 The Company’s employees or the Company shall be liable to legal liability under the civil or commercial law per the decision made by a legal body if an accusation is found to be well-founded.
Remedy guidelines for human right violations
If it is proven true that the Company or its employees is in violation of human rights of an individual filing the complaint, Human Rights Committee is to consider a remedial action on a case by case basis. Preventive measures need to be put in place to avoid repeated intended or unintended human rights violations and to ensure that human rights compliance can be undertaken in a smooth and sustainable manner.
If it is proven by law that the Company is obligated to provide a physical or psychological remedies or financial compensation, head of Legal Department is to work with relevant parties to negotiate terms and conditions to agree on and to appropriately provide reasonable compensation
Communication of human rights policy
To ensure that the Company’s employees are aware of its human rights policy, the Company shall do as follows:
1. The Company shall post its human rights policy to inform its employees.
2. The Company shall disseminate its human rights policy via its communication channels, e.g. email, public/company website, annual reports and related sustainable reports.
3. The Company shall ensure that its human rights policy is reviewed on a regular.