code of conduct
Mangement System
Sort
• Remove unnecessary items and dispose of them properly.
• Make work easier by eliminating obstacles.
• Reduce chance of being disturbed with unnecessary items.
• Prevent accumulation of unnecessary items.
• Evaluate necessary items with regard to cost or other factors.
• Remove all parts not in use.
• Segregate unwanted material from the workplace.
• Fully skilled supervisor for checking on regular basis.
• Don't put unnecessary items at the workplace & define a red-tagged area to keep those unnecessary items.
• Waste removal.
Set
• "Set in order", "Straighten", or “Streamline"
• Arrange all necessary items so they can be easily selected for use
• Prevent loss and waste of time
• Make it easy to find and pick up necessary items
• Ensure first-come-first-served basis
• Make workflow smooth and easy
• All above work should be done on regular basis
Shine
• "Sweep", "Sanitize", or "Scrub"
• Clean your workplace completely
• Use cleaning as inspection
• Prevent machinery and equipment deterioration
• Keep workplace safe and easy to work
• Keep work place clean and pleasing to work in
• When in place anyone not familiar to the environment must be able to detect problems in 5 seconds within 50 feet.
Standardize
• Standardize the best practices in the work area.
• Maintain high standards and workplace organization at all times.
• Maintain orderliness. Maintain everything in order and according to its standard.
• Everything in its right place.
• Every process has a standard.
Sustain
• To keep in working order
• Also translates as "do without being told"
• Perform regular audits
• Training and Discipline
• Training is goal oriented process. Its resulting feedback is necessary monthly
Code of conduct
WORKING CONDITIONS
1.Seedopia provided safe working conditions for all employees and will not subject them to dangerous working practices. Where local industry standards are higher than the legal requirements then these should apply.
2.Seedopia shall not employ forced, bonded or prison labour in their operations. Workers are not required to lodge deposits or their identity papers with Seedopia and are free to leave Seedopia after reasonable notice.
3.Seedopia should recruit, train and promote employees on equal terms on the basis of their ability to do their job.
4.Accommodation, where provided, shall be clean, safe and meet the basic needs of the workers.
5.There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
6.Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
7.Seedopia respect the right of employees to join and organize associations of their own choosing. Seedopia adopt an open attitude towards the activities of trade unions and their organizational activities. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
8.Employees will be paid at least the minimum legal wage or a wage that is consistent with local industry standards, whichever is the greater. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
9.Wages will be paid directly to the employee. Information relating to wages will be available in an understandable form. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
10. Working hours comply with national laws and benchmark industry standards, whichever affords greater protection. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.
11.Children below the age of 16 will not be employed.
12.Children and young persons under 18 shall not be employed at night or in hazardous conditions.
13. There shall be no new recruitment of child labour. Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child
14. Lighting, heating and ventilation systems should be adequate in the working environment, and clean sanitary facilities should be available at all times.
15. Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
ENVIRONMENT PROTECTION
16. The company will comply with all relevant laws and regulations regarding the protection and preservation of the environment.
17. The company will carefully monitor discharges and waste which could pollute the local environment, including the prohibition on the use of chloro-fluro carbons. The release of which could contribute to the depletion of the earth ozone layer.
COMMUNITY INVOLVEMENT
18. Procession and Promotion Co.,Ltd will recognize the economic and social impact of their work and be committed to improving conditions in the wider community.
SUPPLIERS
19. The company will endeavor to ensure that their suppliers follow the standards of the supplier code of conduct.
CONSUMER PROTECTION
20. The companies will comply with any international directives concerning such as but not limiting to Azo Dyes, Nickel etc.
21. The Company guarantees that all the products manufactured will meet customers' specifications and be free from any defect that is likely to cause harm to the consumer such as but not limiting to needles, tacks etc.
COMPLIANCE
22. The Company should take steps to ensure compliance with these standards in their own operations and those who supply them
23. The Company should consider requiring suppliers to provide legally binding contractual assurances of their compliance with these standards and develop mechanisms to monitor their own performance and that of their suppliers.
Management CERTIFICATED
