01. SCOPE AND PURPOSE

1.1 APPLICABILITY

The field of application covers all activities undertaken within the organization or by suppliers or sub-suppliers.

1.2 OBJECTIVE

To ensure that child labour is not used. To define the procedures adopted to manage remedial actions in the event that child labour is used within the company or by suppliers or sub-suppliers.

02. REFERENCE DOCUMENTS

For the SA 8000:2014 standard, INTERNATIONAL REFERENCES and NATIONAL REFERENCES (for Italy, Spain and Switzerland) see MOD 4-1.1 External documentation and the complete texts of the documents.

Young Person and children act, No 47 of 1956 Local Law.

03. DEFINITIONS

3.1 Child

Any person under 15 years of age, except In cases where local laws on minimum age establish a higher age for the performance of work or compulsory attendance at school, in which case, the relevant age is that applied in the local area.

3.2 Young Worker

Any worker above the age of a child as defined above and under 18 years old.

3.3 Child Labour

Any work performed by a child aged below the age specified in the definition of child above, with the exception of the provisions of Recommendation ILO 146.

04. PROCEDURE

4.1 Child Labour

Where, following inspections at suppliers’ premises, or through any other source of information, company personnel become aware of the use of child labour within the company or by its suppliers or sub-suppliers, they immediately shall inform the HRM of the same.

The latter will open a Non-Compliance procedure in accordance with the respective procedure and immediately notify the SA8000 Employee Representative and Management/Management Representative. The remedial actions to be implemented in the event that child labour is used are the following:

• Ensure the use of child labour is terminated as soon as possible;

In the event that the financial situation of the family is particularly serious and could worsen as a result of the dismissal of the child, the company must strive, through the involvement, if necessary, of the local administrations, to recruit other family members of the minor;

Ensure that the minor continues to attend school, committing itself or requiring the supplier to commit to bearing all necessary expenses (e.g. fees, purchase of books, other expenses) for the school attendance;

Involve social workers, voluntary association, etc. which might assist in monitoring the situation of the minor and his family background.

The remedial action  to be definitively implemented, from those listed, is decided based upon the specific situation.

Decisions are taken by common accord by Management, SA8000 Social Performance Team and other individuals involved each time, such as representatives of local administrations and/or suppliers, if the Non- Compliance is raised by the latter.

HRM and the Management Representative also decide upon the possibility of commencing corrective action after the Non-Compliance is raised.

The Non-Compliances and Corrective Actions are managed and documented in accordance with the indications in the PRO SA 5.0 relevant procedures. Social ethical complaint Non-Compliance/Corrective Action/Preventive Action. 

The HRM has the duty of overseeing closure of the Non-Compliance and any Corrective Actions opened as a result of the same and providing communication of such to Management/the Management Representative.

4.2 Young Workers

In the case that young workers are used within the company or by a supplier, the HRM must ensure, through appropriate measures, that those workers: are employed only after school hours, where they are subject to compulsory schooling;

do not carry out heavy work;

work in safe conditions and are not exposed to situations that are dangerous, risky or hazardous for their

physical and mental health and for their development;

do not come into contact with dangerous equipment;

do not work for longer than 8 hours per day;

young workers should not be employed during school hours; in addition, the time spent at school, work and travelling should not exceed 10 hours and, in any case, working hours should not exceed 8

hours per day and young workers may not work nights.

do not work during night shifts.

Anyone who is aware of breaches of the above conditions must immediately notify the HRM.

4.3 Responsibility

Direction, in collaboration with the all managers and Social Performance Team is responsible for implementing this procedure.

දත්ත/තොරතුරු ආරක‍ෂා කිරිමේ පටිපාටිය

අප ආයතනය සතු සියලූම ආකාරයේ දත්ත/තොරතුරු එනම්, අප ආයතනය සතු රහස්‍ය තොරතුරු, සේවක හා කර්‍යය මණ්ඩල මහත්ම මහත්මීන්ගේ පුද්ගලික තොරතුරු, පාරිභෝගික/සේවාදායක තොරතුරු හා නිෂ්පාදන කි්‍රයාවලිය සම්බන්ධ සියළුම තොරතුරු විධිමත් අනුමැතියකින් තොරව වෙනත් පාර්ශවයක් වෙත ලබානොදීමට බැඳී සිටි.

සේවක පුද්ගලික තොරතුරු

අප ආයතනයේ සේවය කරන සියලූම මහත්ම මහත්මින්ගේ පුද්ගලික තොරතුරු කිසිවිටෙකත් විධිමත් අනුමැතියකින් තොරව බාහිර පාර්ශවයක් වෙත ලබාදීමට කටයුතු නොකරන අතර, සියලූම අයවළුන්ගේ පුද්ගලික ලිපිගොණු ආරක‍ෂා සහිතව තැන්පත් කොට ඇත. එමෙන්ම පරිඝණකගත කර ඇති සියළුම පුද්ගලික තොරතුරු හා වැටුප් ලේඛණ වෙනත් පාර්ශවයක් වෙත ලබාගැනීමට නොහැකි වන පරිදි පරිඝණක මෘද්‍රකාංග සඳහා මුරපද යොදා ආරක‍ෂා සහිතව තැන්පත් කර ඇත.

පාරිභෝගික/සේවාදායක තොරතුරු

අප ආයතනය කිසිවිටකත් අප වෙත සේවා සපයනු ලබන ආයතන හෝ අප වෙතින් සේවය ලබාගන්නා ආයතන හා එම නිළධාරින් සම්බන්ධ තොරතුරු කිසිවටකත් විධිමත් අනුමැතියකින් තොරව වෙනත් පාර්ශවයක් වෙත ලබා නොදීමට බැඳී සිටි.

නිෂ්පාදන කි්‍රයාවලිය සම්බන්ධ තොරතුරු/දත්ත
අප ආයතනයේ නිෂ්පාදන කි්‍රයාවලිය සම්බන්ධ කිසිදු තොරතුරක් විධිමත් අනුමැතියකින් තොරව වෙනත් පාර්ශවයක් වෙත ලබා නොදීමට බැඳී සිටින අතර, ඒ සම්බන්ධයෙන් ආයතනයේ සියලූම සාමාජික මහත්ම මහත්මීන් දැනුවත් කර ඇත. 

ENVIRONMENT POLICY

Ceylon Royal Teas (Pvt) Ltd are committed to providing a quality service in a manner that ensures a safe and healthy workplace for our employees and minimizes our potential impact on the environment. We will operate in compliance with all relevant environmental legislation and we will strive to use pollution prevention and environmental best practices in all we do.

Our Policy therefore, is to :

• Integrate the consideration of environmental concerns and impacts into our decision making and activities,
• Minimize our waste and then reuse or recycle as much of it as is possible.
• Minimize energy and water use within our buildings and processes in order to conserve supplies and minimize the consumption of natural resources.
• As far as is possible, purchase products and services that do the least damage to the environment.
• Train, educate and inform our employees about environmental issues that may affect their work,
• Promote environmental awareness among our employees and encourage them to work in an environmentally responsible manner,
• Communicate our environmental commitment to clients, customers and the public and encourage them to support it
• Where required by legislation or where significant health, safety or environmental hazards exist, develop and maintain appropriate emergency and spill response programs.

HEALTH & SAFETY POLICY

Ceylon Royal Teas ( Pvt) Ltd is committed to providing and maintaining a safe and healthy workplace for all workers (including contractors and volunteers) as well as clients, visitors and members of the public. Hazards and risks to health and safety will be eliminated or minimised, as far as is reasonably practicable.
The responsibility for managing health and safety ultimately rests with the person in control of the business or undertaking, directors and management. Workers also have important responsibilities for health and safety in the workplace.

Management will:

Ensure the business complies with all legislation relating to health and safety
Eliminate or minimise all workplace hazards and risks as far as is reasonably practicable
Provide information, instruction and training to enable all workers to work safely
Supervise workers to ensure work activities are performed safely
Consult with and involve workers on matters relating to health, safety and wellbeing
Provide appropriate safety equipment and personal protective equipment
Provide a suitable injury management and return to work program

Workers will:

Take reasonable care for their own health and safety
Follow safe work procedures, instructions and rules
Participate in safety training
Report health and safety hazards
Report all injuries and incidents
Use safety equipment and personal protective equipment as instructed
Our goal is to provide a safe and healthy work environment that is free from workplace injury and illness. This will only be achieved through the participation, co-operation and commitment of everyone in the workplace.

HUMAN RIGHTS AND REMEDIATION POLICY
Respect for human rights is fundamental to the sustainability of Ceylon Royal Teas (Pvt) Ltd (CRT) and the communities in which we control. In our Company and across our system, we are committed to ensuring that people are treated with dignity and respect.
Our company’s Human Rights Policy is guided by international human rights principles encompassed in the Universal Declaration of Human Rights, the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work, the United Nations Global Compact and the United Nations Guiding Principles on Business and Human Rights.
RESPECT FOR HUMAN RIGHTS
CRT respects human rights. It is committed to identify, prevent, and mitigate adverse human rights impacts resulting from or caused by our business activities before or if they occur through human rights due diligence and mitigation processes.
COMMUNITY AND STAKEHOLDER ENGAGEMENT
The Company recognizes its impact on the communities in which it operates. We are committed to engaging with stakeholders in those communities to ensure that we are listening to, learning from and taking into account their views as we conduct our business. Where appropriate, we are committed to engaging in dialogue with stakeholders on human rights issues related to our business. We believe that local issues are most appropriately addressed at the local level. We are also committed to creating economic opportunity and fostering goodwill in the communities in which we operate through locally relevant initiatives.
VALUING DIVERSITY
The Company values the diversity of the people with whom we work and the contributions they make. We have a long-standing commitment to equal opportunity and intolerance of discrimination and harassment. We are dedicated to maintaining workplaces that are free from discrimination or harassment on the basis of race, sex, color, national or social origin, religion, age, disability, sexual orientation, political opinion or any other status protected by applicable law. The basis for recruitment, hiring, placement, training, compensation and advancement at the Company is qualifications, performance, skills and experience. Regardless of personal characteristics or status, the Company does not tolerate disrespectful or inappropriate behavior, unfair treatment or retaliation of any kind. Harassment is unacceptable in the workplace and in any work-related circumstance outside the workplace. These principles apply not only to Company employees but also to the business partners with whom we work.
FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING
The Company respects our employees’ right to join, form or not to join a labor union without fear of reprisal, intimidation or harassment. Where employees are represented by a legally recognized union, we are committed to establishing a constructive dialogue with their freely chosen representatives. The Company is committed to bargaining in good faith with such representatives.
SAFE AND HEALTHY WORKPLACE
The Company provides a safe and healthy workplace and complies with applicable safety and health laws, regulations and internal requirements. We are dedicated to maintaining a productive workplace by minimizing the risk of accidents, injury and exposure to health risks. We are committed to engaging with our employees to continually improve health and safety in our workplaces, including the identification of hazards and remediation of health and safety issues.
WORKPLACE SECURITY
The Company is committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions due to internal and external threats. Security safeguards for employees are provided as needed and will be maintained with respect for employee privacy and dignity.
FORCED LABOR
The Company prohibits the use of all forms of forced labor, including prison labor, indentured labor, bonded labor, military labor, slave labor and any form of human trafficking.
CHILD LABOR
The Company prohibits the hiring of individuals that are under 18 years of age for positions in which hazardous work is required.

WORK HOURS, WAGES AND BENEFITS
The Company compensates employees competitively relative to the industry and local labor market. We operate in full compliance with applicable wage, work hours, overtime and benefits laws.
GUIDANCE AND REPORTING FOR EMPLOYEES
Our company creates workplaces in which open and honest communications among all employees are valued and respected. The Company is committed to following all applicable labor and employment laws wherever we operate.
If you believe that a conflict arises between the language of the policy and the laws, customs and practices of the place where you work, if you have questions about this policy or if you would like to report a potential violation of this policy, you should raise those questions and concerns through existing processes, which make every effort to maintain confidentiality.
Human resource manager is responsible for implementing this policy in this facility. All kind of human rights issues / violations will handle by the HR Manager and report accordingly.
HUMAN RIGHT VIOLATION REPORTING SOURCE IN COMPANY
Human resource manager is responsible for implementing this policy in this facility. All kind of human rights issues / violations will handle by the HR Manager and report accordingly.
It is not important whether you know that something is, or is not, a human rights violation. It is important that you consider the potential conduct at issue in determining whether there is a need to report information.
Whatever factual information you have gathered should be reported. In particular, it is important to note the identities of relevant individuals, whether they are witnesses, victims, or perpetrators. It also is important to include details about any incidents, including relevant times and locations, to permit further investigation. We do not expect you to identify rights that you think may have been violated, but only what you may have perceived – that is, what you may have seen, heard, or read.
HUMAN RIGHT VIOLATION INVESTIGATION
The company has overall responsibility for the investigation and the decision to bring such an incident to the attention of staff, if considered appropriate; for matters not requiring reporting through a Formal Reporting Channel, the Head company, in coordination with the Chief Operating Officer and the relevant Head of departments, will have responsibility for direct oversight of the investigation; The investigation may be conducted by internal or external resources, depending on the facts and circumstances. Reports from investigations will be submitted to the top management, and other applicable personnel, as appropriate and necessary.

LAND RIGHTS AND LAND ACQUISITION POLICY

“We Crystal Apparels (Pvt) Ltd, fully respect for the following mandatory documents and procedures when a land expansion and or new land Acquisition”.

This will be totally based on an Environment Impact Assessment Report (EIA) to evaluate environmental, political, cultural and historical effect of the project.

Http://www.cea.lk/web/index.php/en/environmental-impact-assesment-ela-procedure-in-sri-lanka

The company will never go for land expansion or new land Acquisition if the EIA report not recommended to do us. The top management always keep contact with legal authorities whenever the facility goes for a new land acquisition.

FOOD SAFETY & QUALITY POLICY

Ceylon Royal Teas shall continuously delight customers & supply hygienic and clean teas in value added and gift packaging that are safe for human consumption as a beverage.

Our Food Safety & Quality Management Systems shall be driven

by:

• Compliance to FDA, other Food Safety Regulations, Respective Standard Requirements and Mutually Agreed Customer Requirements
• Produce Safe & Authentic Products Free from Physical, Chemical & Biological Hazards Implementation of Good Hygienic Practices.
• Develop Partnerships with Interested Parties
• Market Focus & Product Innovation
• Modern Infrastructure & Automated Machinery
• Internal & External Companion
• Developing Awareness among Employees
• Top Management Commitment to continual improvement