Laser Technik Ltd

Ethical Trading Initiative (ETI)

1. Introduction
The Company follows the Ethical Trading Initiative (ETI) Base Code. In doing so, the Company has a mandate to ensure appropriate and fair practices are defined and in place spanning areas such as employment, safe working and staff remuneration.

2. Employment
The Company does not engage in any forced, bonded or involuntary prison labour.
Workers are not required to provide the Company with any deposits to obtain employment with the Company, nor are they required to leave their Identity Papers with the Company.
Staff members are free to leave the Company’s employment after reasonable notice, as defined in the contract of employment or as agreed with a Company Director.

3. Freedom of Association
Staff members have the right to join or form trade unions of their own choosing and to bargain collectively. The Company adopts an open attitude towards the activities of trade unions and their organisational activities.
Workers’ representatives are not discriminated against and have access to carry out their representative functions in the workplace.

4. Working Conditions
The Company provides a safe and hygienic working environment, with reference to industry standards, specific hazards and associated guidelines mandated by the Government.
Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. Access to clean toilet facilities and sanitary facilities for food storage shall be provided.

5. Child Labour
The Company has Safeguarding Young Workers and Child Labour policies in place to outline to the requirements on both topics. This includes ensuring that young workers shall not be employed at night or in hazardous conditions.

6. Minimum / Living Wage
Wages and benefits paid for a standard working week will meet, at a minimum, the required national legal standards.
All workers shall be provided with written and understandable Information about their employment conditions in respect to wages when they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
Deductions from wages will only be permitted whereby such deductions are:
A. Clearly identifiable to employee misconduct, employee negligence or a previous overpayment.
B.Are appropriately investigated, where cause/fault need to be determined
C.Are communicatedto the Employee
D.Are compliant with national minimum wage requirements for the referenced pay period(s)

7. Working Hours
Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
Workers have the option to choose whether they wish to work more than 48 hours per week, as directed by the Working Time Directive (WTD).
Overtime in Operations is voluntary, though encouraged from time to time to ensure service levels are not compromised. Overtime will be paid in such instances in line with the defined pay rate for the employee.

8. Discrimination and Inhuman treatment
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.
The Company will not tolerate any physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation. The Company has clear procedures in place to tackle any such reports from staff members, including the Company’s grievance process.

9. Regular employment
The Company strives to ensure that work performed must be on the basis of recognised employment relationship established through national law and practice.
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.
The Company acknowledges that in some instances it outsources certain services where there is a genuine business need for outside advice, though this is usually restricted to a few support services.
Occasionally casual workers are employed by the Company to support seasonal demand, where staff overtime cannot reasonably cover the Company’s needs. In such instances, casual workers are recruited through an approved 3rd party labour provider that will undergo periodic audits by the Company to ensure compliance.