Company Policies

A guide to our company policies




1.1 It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to Bribery and Corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate and implementing and enforcing effective systems to counter bribery.

1.2 We will uphold all laws relevant to countering bribery and corruption in all the jurisdictions in which we operate. We remain bound by local and national laws. [Please check Bribery Act apply to your company].

2. DEFINITIONS “Agent”: Any individual acting as an agent, paid by the company, acting on the company’s behalf in negotiating with Third Parties. “Bribery” / “Corruption”: Bribery occurs when one person offers, pays, seeks or accepts a payment, gift, favour, or a financial or other advantage from another to influence a business outcome improperly, to induce or reward improper conduct or to gain any commercial, contractual, regulatory or personal advantage. It can be direct or indirect through Third Parties.

“Company”: All subsidiaries and affiliated companies.

“Conflict of Interest”: Occurs when an individual or organisation is involved in multiple interests, one of which could possibly corrupt, or be perceived to corrupt, the motivation for an act in another.

“Donation”: A Donation is a voluntary contribution in the form of monetary or non-monetary gifts to a fund or cause for which no return service or payment is expected or made. Contributions to industry associations or fees for memberships in organisations that serve business interests are not necessarily considered Donations.

“Employee”: For the purposes of this policy this includes all individuals working at all levels and grades, including senior managers, officers, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, trainees, seconded staff, home-workers, casual workers and agency staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of our subsidiaries or joint ventures or their employees, wherever they are located.

“Facilitation Payments”: A form of Bribery in which small payments are made with the purpose of expediting or facilitating the performance by a Public Official of a routine governmental action and not to obtain or retain business or any other undue advantage. Facilitation payments are typically demanded by low level and low income Public Officials in exchange for providing services to which one is legally entitled without such payments.

“Gifts, Invitations & Hospitality”: Invitations given or received to social functions, sporting events, meals and entertainment, gifts or customary tokens of appreciation.

“Intermediary”: Includes but is not limited to Agents, distributors, consultants, sales representatives, implementation partners, sales partners.

“Kickback”: A bribe to obtain an undue advantage, where a portion of the undue advantage is ‘kicked backed’ to the person who gave, or is supposed to give, the undue advantage.

“Public Official”: Officials or employees of any government or other public body, agency or legal entity, at any level, including officers or employees of state-owned enterprises and officers or employees of enterprises which are mandated by a public body or a state-owned enterprise to administrate public functions.

“Sponsorship”: Sponsorship is about partnering with external organizations to deliver mutual benefits through an exchange of monies, products, services, content or other intellectual property.

“Third Party”: Any individual or organization you come into contact with during the course of your work for us. This includes actual and potential customers, suppliers, business contacts, Intermediaries, government and public bodies, including their advisors, representatives and officials, politicians and political parties.


3.1 This policy applies to all Employees and relevant Third Parties of the Company and shall be communicated to them at the outset of our business relationship and as appropriate thereafter.

3.2 This policy applies in all countries or territories where the Company operates. Where local customs, standards, laws or other local policies apply that are stricter than the provision of this policy, the stricter rules must be complied with. However, if this policy stipulates stricter rules than local customs, standards, laws or other local policies, the stricter provisions of this policy shall apply.


4.1 This policy does not prohibit normal and appropriate hospitality (given and received) to or from Third Parties.

4.2 You are prohibited from accepting a gift or giving a gift to a third party in the following situations:

(a) it is made with the intention of influencing a Third Party to obtain or retain business, to gain a business advantage, or to reward the provision or retention of business or a business advantage, or in explicit or implicit exchange for favours or benefits;
(b) it is given in your name and not in the name of the Company;
(c) it includes cash or a cash equivalent (such as gift certificates or vouchers);
(d) it is of an inappropriate type and value and given at an inappropriate time (e.g. during a tender process); and
(e) it is given secretly and not openly.

4.3 We appreciate that the practice of giving business gifts varies between countries and regions and what may be normal and acceptable in one region may not be in another. The test to be applied is whether in all the circumstances the gift or hospitality is reasonable, justifiable and is proportionate. The intention behind the gift should always be considered.


5.1 In many jurisdictions, making Facilitation Payments is illegal. We do not make, and will not accept, Facilitation Payments or Kickbacks of any kind anywhere in the world.

5.2 Where the facilitation payment is being extorted or you are being coerced to pay it and your safety or liberty is under threat or you feel you have no alternative but to pay for personal or family peace of mind, then pay the Facilitation Payment and report this to your line manager as soon as possible.


6.1 It is not acceptable for you (or someone on your behalf) to:

(a) give, promise to give, or offer, a payment, gift or hospitality with the expectation or hope that a business advantage will be received, or to reward a business advantage already given;
(b) give, promise to give, or offer, a payment, gift or hospitality to a Public Official or Third Party to ‘facilitate’ or expedite a routine procedure;
(c) accept payment from a Third Party that you know or suspect is offered with the expectation that it will obtain a business advantage for them;
(d) accept a gift or hospitality from a Third Party if you know or suspect that it is offered or provided with an expectation that a business advantage will be provided by us in return;
(e) threaten or retaliate against another Employee who has refused to commit a bribery offence or who has raised concerns under this policy; or
(f) engage in any activity that might lead to a breach of this policy or perceived breach of this policy.

6.2 It is your responsibility to ensure that all accounts, invoices, memoranda and other documents and records relating to dealings with Third Parties, such as clients, suppliers and business contacts, should be prepared and maintained with strict accuracy and completeness. No accounts must be kept ‘off-book’.

6.3 You must declare and keep a written record of all Gifts, Invitations & Hospitality according to Company practice accepted or offered, which will be subject to managerial review.

6.4 You must ensure all expense claims relating to Gifts, Invitations & Hospitality or expenses incurred to Third Parties are submitted in accordance with the Company’s expenses policy and specifically record the reason for the expenditure.

6.5 The prevention, detection and reporting of any form of Bribery & Corruption are the responsibility of all Employees. You must notify [X – E.G. LINE MANAGER, HEAD OF LEGAL] as soon as possible if you are offered a bribe, are asked to make one, suspect that this may happen in the future, or believe that you are a victim of another form of unlawful activity.

6.6 All Employees have the responsibility to read, understand and comply with this policy. You should at all times, avoid any activity that might lead to, or suggest, a breach of this policy.

6.7 Any Employee who breaches this policy will face disciplinary action, which could result in dismissal for gross misconduct.

6.8 This policy should be read in conjunction with the Company’s Gifts, Invitations & Hospitality policy, Conflicts of Interest policy and Code of Ethics.

6.9 Employees are encouraged to raise concerns about any instance, or suspicion, of malpractice at the earliest possible stage through their line manager or other available reporting mechanisms [ADD DETAIL ABOUT YOUR COMPANY’S SPEAK UP LINE/POLICY].


7.1 Employees who refuse to take part in bribery or corruption, or report in good faith under this policy their suspicion that an actual or potential bribery or other corruption offence has taken place or may take place in the future will be protected from detrimental treatment/retaliation. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavorable treatment connected with raising a concern.


8.1 The board of directors has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.

8.2 [X – E.G. HEAD OF ETHICS, HEAD OF LEGAL] has primary and day-to-day responsibility for implementing this policy and for monitoring its use and effectiveness. Management at all levels are responsible for ensuring those reporting to them are made aware of and understand this policy and are given adequate and regular training on it. This training shall also be given to Intermediaries.


9.1 The Company will establish and put in place appropriate performance measures and reporting systems to monitor performance against metrics and compliance with the relevant policies, procedures and controls.

9.2 [X – E.G. HEAD OF ETHICS, HEAD OF LEGAL] will monitor the effectiveness and review the implementation of this policy, regularly considering its suitability, adequacy and effectiveness. Any improvements identified will be made as soon as possible.

9.3 Internal control systems and procedures will be subject to regular audits to provide assurance that they are effective. [X – E.G. HEAD OF ETHICS, HEAD OF LEGAL] will report to the CEO at least annually on the application of this policy.



The following is a list of possible red flags that may arise during the course of your work for us and which may raise concerns under various anti-bribery and anti-corruption laws. The list is not intended to be exhaustive and is for illustrative purposes only.

If you encounter any of these red flags while working for us, you must report them promptly to [X E.G. LINE MANAGER, HEAD OF LEGAL]

(a) you become aware that a Third Party engages in, or has been accused of engaging in, improper business practices;
(b) if the Third Party refuses to divulge adequate information during due diligence procedure;
(c) you learn that a Third Party has a reputation for paying bribes, or requiring that bribes are paid to them, or has a reputation for having a ‘special relationship’ with foreign Public Officials;
(d) a Third Party insists on receiving a commission or fee payment before committing to sign up to a contract with us, or carrying out a government function or process for us;
(e) a Third Party requests payment in cash and/or refuses to sign a formal commission or fee agreement, or to provide an invoice or receipt for a payment made;
(f) a Third Party requests that payment is made to a country or geographic location different from where the Third Party resides or conducts business;
(g) a Third Party requests an unexpected additional fee or commission to ‘facilitate’ a service;
(h) a Third Party demands lavish Gifts, Invitations or Hospitality before commencing or continuing contractual negotiations or provision of services;
(i) a Third Party requests that a payment is made to ‘overlook’ potential legal violations;
(j) a Third Party requests that you provide employment or some other advantage to a friend or relative;
(k) a Third Party requests that you make a political contribution or donation to the party or charity of their choice before agreeing to undertake a business relationship with the Company
(l) you receive an invoice from a Third Party that appears to be non-standard or customised; a Third Party refuses to put terms agreed in writing;
(m) you notice that we have been invoiced for a commission or fee payment that appears large given the service stated to have been provided;
(n) a Third Party requests or requires the use of an Agent, intermediary, consultant, distributor or supplier that is not typically used by or known to us; or you are offered an unusually generous gift;




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


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.



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.



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.



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. 


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.


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.

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.
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.
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.
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.
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.
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.
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.
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.
The Company prohibits the hiring of individuals that are under 18 years of age for positions in which hazardous work is required.


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.
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 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.
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.


“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.


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.


Ceylon Royal Teas (Pvt) Ltd

Ceylon Royal Teas Suppliers (Pvt) Ltd

Issue No: 03

Issue Date:


 Document No.


Food Safety & Quality Policy

Revision No:


Revision Date


FSM-MN-01-Section 3.0

Prepared by: Manager QA

Approved by: Chief Executive Officer

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



  • 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