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Social Accountability and responsibility |
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1. Purpose
This document defines the requirements for social accountability within Thai Royal Frozen
Food Co.,Ltd (TRF) to comply with the requirements of the local law, and necessary legal
requirements.
2. Scope
Covers all activities relating to the organization, its environment and related responsible
personnel and employees.
3. Responsibility
It is the responsibility of the Human Resource Development Manager (HRD) to ensure the
requirements of this procedure are implemented, maintained and developed.
For health and safety issues the Engineering / Maintenance Manager, Safety Team Leader
and the Safety Officer are the responsible management team and report all health and safety
related issues to the HRD Manager. When any applicable laws, the HRD Manager will
ensure that the most stringent requirement is applied.
4. Social accountability and labour policy
TRF is conscious of its obligations and responsibility for social accountability and labour
conditions relating to its operation, its environment and related responsible personnel and
employees. To this TRF is committed to the conformance to all requirements of the local
law.
In addition, TRF commits to a process of continual social accountability and labour condition
improvement. This is done by means of regularly audit and review and by management
governance for implementation of stated mprovements.
This policy is implemented and maintained by execution of the requirements of this manual.
It is communicated by means of training of all personnel. It is posted throughout the location
to ensure to be accessible and is in a comprehensible form to all personnel (including
directors, management, supervisors and staffs, whether directly employed contracted or
otherwise representing the company). |
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| 5. Procedure |
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| 5.1 Child labour |
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| 5.1.1 TRF must not engage or support the use of child labour. All persons employed
by TRF will be above the required minimum age, as detailes in the Company
Rules and Regulation Handbook. |
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| 5.2 Forced labour |
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| 5.2.1 TRF must not engage or support the used of forced labour, All persons
employed by TRF must supply the documentation and details as defined by
national legal requirements. Identity card or any other personal identity paper
are not deposited or held by TRF, they are retained by each employee. |
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| 5.3 Health, Safety and Environment |
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| 5.3.1 TRF provides a safe and healthy working environment and takes adequate steps
to prevent accidents and injury within the workplace. This is by means of
workplace layout and also training of safety related issues for all personnel. |
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| 5.3 Health, Safety and Environment |
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5.3.1 TRF provides a safe and healthy working environment and takes adequate steps
to prevent accidents and injury within the workplace. This is by means of
workplace layout and also training of safety related issues for all personnel.
5.3.2 TRF has appointed the Engineering / Maintenance Manager as Team Leader
together with the Safety Officer as the management representative responsible
for health and safety of all personnel, and is accountable for the implementation
of the Health and Safety elements of this standard. Where any accident occurs,
the Safety Officer will prepare the Accident Report form and any other
necessary reports and cause finding actions to prevent re-occurrence. Where any
hospital visits are required, the Welfare Office Accident & Sickness reports and
other necessary documentation will be completed by HRD staffs, from
information from Safety Officer Accident Report and where necessary from
discussion with the Safety Officer and Team Leader.
5.3.3 All personnel receive initial health and safety training. Instructions also in place
for all relevant personnel to ensure health and safety practices are known.
Ongoing training also takes place for relevant personnel who required to cover
such items as personnel movement, new processes etc.
5.3.4 TRF has defined the potential threats to health and safety of personnel which
have been included within the Orientation Handbook and the emergency
preparedness and response document.
In addition, annual health checks are performed for all employees having
worked at TRF for at least one year, to ensure that company working methods
and practices are not having a detrimental effect on the health of the employees.
5.3.5 TRF provides adequate amenities for use by all personnel, such as clean
bathrooms, access to potable water, and sanitary facilities for food storage etc.
5.3.6 Dormitory facilities are not provided for personnel. |
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| 5.4 Freedom of association & right to collective bargaining |
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| 5.4.1 All personnel within TRF have the right to form and join trade unions of their
choice to allow for collective bargaining. There are no legal restrictions for this
process and therefore TRF follows the legal requirements, where TRF personnel
require, with no constraints with regards to member access and with no
discriminatory practices in place. |
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| 5.5 Discrimination |
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5.5.1 TRF must not engage in or support discrimination in hiring, remuneration,
access to training, promotion, termination or retirement based on race, caste,
national origin, religion, disability, gender, sexual orientation, union
membership, political affiliation, or age. TRF has employees from different
races, religions and sexes with many different positions within the organization
to support this.
5.5.2 TRF does not interfere with the exercise of the rights of personnel to observe
tenets or practices, or to meet needs relating to race, caste, national origin,
disability, gender, sexual orientation, union membership, or political affiliation.
TRF only require personnel to follow the regulations defined within the
Company Rules and Regulation Handbook, which does not dispute any of the
above.
5.5.3 TRF does not allow behavior, including gestures, language and physical contact,
that is sexually coercive, threatening, abusive or exploitative in a proper
manner. |
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| 5.6 Disciplinary practices |
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| 5.6.1 Disciplinary actions, together with the reasons why these would be performed,
are described within the Company Rules and Regulations Handbook. In
carrying out disciplinary actions, TRF does not engage in or support the use of
corporal punishment, mental or physical coercion and verbal abuse. |
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| 5.7 Working hours |
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5.7.1 TRF complies with applicable laws and industry standards on working hours.
The normal workweek is as defined by law. Personnel are provided with at least
one day off in every seven-day period. All overtime work is reimbursed at a
premium rate. The above conditions are defined in the Company Rules and
Regulations Handbook. The intention is that employees working times will not
exceed 48 hours on a regular basis and that overtime will not exceed 36 hours
per employee per week.
5.7.2 All overtime work requested of employees is on a voluntary basis.
5.7.3 In urgent cases to meet customer delivery schedules, infrequent instances of
working time / overtime exceeding the above may occur. This excess work time
or overtime has to be performed with the cooperation with majority of the
workforce. Where this has occurred, the manufacturing volumes and activities
will be reviewed to formulate a plan to prevent reoccurrence under the same
circumstances. |
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| 5.8 Remuneration and welfare |
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5.8.1 TRF pays wages for a standard working week which always meets, and in most
cases, exceeds the legal or industry minimum standards and are therefore
sufficient to meet basic needs of personnel and also provide some discretionary
income.
5.8.2 TRF ensures that no deductions from wages are made for disciplinary purposes,
and wage and benefits composition are detailed clearly and regularly for
workers.
5.8.3 TRF provides; for all employees, the convenience and adequate welfare and
facilities as follow:
a) hygienic toilet and bathroom
b) hygienic drinking water
c) first-aid equipments as appropriate
d) sanitary canteen and place for food storage
5.8.4 TRF ensures that labour only contracting arrangement and false apprenticeship
schemes are not undertaken to avoid fulfilling its obligations to personnel under
applicable laws pertaining to labour and social security legislation and
regulations. |
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| 5.9 Management Systems |
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| Policy |
| 5.9.1 TRF has defined a policy for social accountability and labour conditions to meet
the requirements of this standard and other associated legal requirements. This
policy is described in section 4. on this manual. |
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| Management Review |
5.9.2 Twice per year TRF’s top management shall review its systems in order to
ensure the continuing suitability, adequacy and effectiveness against the
requirements of this manual. Persons required to attend the Review will be the
Heads of each Department as well as the Human Resource Development
Manager and TRF’s Managing Director |
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| Company Representative |
5.9.3 TRF has to appoint the Human Resource Development Supervisor (HRD
Supervisor) as the health and safety representative and the Engineering /
Maintenance Manager as Safety Team Leader are responsible for reporting
health and safety issues to the HRD Manager.
5.9.4 TRF has assigned the Human Resource Development Manager (HRD Manager)
as the Senior Management Representative who, inspective of other
responsibilities, shall ensure that the requirements of this standard are met.
5.9.5 TRF has also provided for non management personnel as the Safety Committee
to choose a representative from their own group to facilitate communication
with Safety Team Leader on matters related to this standard such as working
practices and methods. |
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The agenda for the review will include:
a) results from audits;
b) the continuing suitability of the system in relation to changing conditions and
information
c) any report concerning amongst relevant interested parties.
The review will be documented in the Management Review Report which will also
include observations, conclusions and recommendations for any necessary actions
and any systems amendments and improvements. |
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The representatives are as shown in the organization below. |
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