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Child Labour Policy

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CHARLES OMINO OKUDO
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60 views4 pages

Child Labour Policy

Uploaded by

CHARLES OMINO OKUDO
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Purpose

Our child labor policy is our position on employing minors and aims to
ensure that our company its subsidiaries and everyone we are
connected with follows the law and care for the children’s interest.
International local and federal child labor laws are strict today than
they were years ago, but millions of children are still forced to work in
bad conditions all around the world, even in the developed countries.
As an organization, we want to do business in a legal and ethical
manner, adding value to the society and the environment, instead of doing
harm, and helping to stop child labor which is fundamental to us. We
want to make sure that our organization does not take part in children
exploitation and also help end it to the best of our ability, to prohibit the
employment of any children and to ensure that the working conditions of young workers are compliant
with national legislative requirements

Scope
The policy applies to our entire organization and those we do business
or partner with including supplier’s vendors and contractors.
The ILO and the UN Convention on the rights of a child guide and policy
on child labor, we always:
a) Follow the strict law if more than one law apply(local law,
international laws, ILO, UN Convention)
b) Require suppliers and partners and vendors to follow the strict
applicable laws and recognize children’s rights, they must also
require their own suppliers, subcontractors, stakeholders to do
the same.
Child labour policy
In this policy, we refer to the “children” as people who are younger
than 14years of age.
“Young children/juvenile” as people who are younger than 18 years of
age.

Definition
A Child labor means any work involving a child that is mentally,
physically, socially or morally dangerous and harmful to a child,
prevents him or her from attending school or concentrating at school,
or negatively impacts his/her wellbeing including health, social,
cultural, psychological, moral, religious and other related dimensions of
a child’s upbringing.

See examples of important definitions:

 Child: The UNCRC defines a child as: ‘Every human being below the age of 18 years
unless under the law applicable to the child, majority is attained earlier’.
 Minimum working age: According to the ILO, no person shall work at an age younger than
15, unless exceptions recognised by the ILO apply, or national laws apply, whichever is
most stringent.
 Juvenile worker: According to the ILO, a ‘juvenile worker’ is defined as a worker who has
reached the minimum working age but is not yet 18 years old.
 Child labour: According to the ILO, ‘child labour’ is defined as work that ‘deprives children
of their childhood, their potential and their dignity, and that is harmful to physical and
mental development’.

This includes:

 Any child below the minimum working age engaged in non-light work, and
 Juvenile workers engaged in hazardous work.
 Hazardous work: According to the ILO, ‘hazardous work’ is defined as any kind of work that
might be prejudicial to a person’s health, safety, morals, and development including, but
not limited to, night shifts, overtime, moving heavy objects, exposure to extreme
temperature and noise, and handling dangerous machinery.

Policy Statements
Ashton Apparel (EPZ) Limited will not employ any children (aged under 15yrs) and will manage
young workers (aged 15-18 yrs.) within the legislative requirements.

Ashton Apparel (EPZ) Limited commits to:


 having a robust system that effetely monitors the age of workers during recruitment
 not employ any children aged younger than 15
 if any children are found to be in need of work that correct procedures will be followed
through welfare channels to ensure a solution is found
 only employ young workers whose terms of employment are compliant with legislative
requirements
 pay young workers as a minimum according to the national legislative guidance

Procedures
Ashton Apparel (EPZ) Limited will ensure that:
 There is a recruitment procedure in place
 management systems are regularly controlled to ensure no children are employed
 good records of young workers will be kept
 a procedure for the recruitment of young workers is in place clearly stipulating their terms
of employment
 permission will always be sought from a young worker's parent or legal guardian

Procedures
ASHTON APPAREL (EPZ) LIMITED and all its manufacturing facilities
located, whether wholly owned, partly owned, any affiliates,
subcontract facilities are committed to “not to use Child Labor as
defined by the law, nor shall employ a Young Worker or
Juvenile worker”. Any person, who is below the age of 18 years, is
defined as Juvenile or Young Worker.

ASHTON APPAREL (EPZ) LIMITED and all its manufacturing facilities,


whether wholly owned, partly owned, any affiliates, subcontract
facilities will verify the age of their workers and record/ maintain copies
of their workers’ proof of age during the process of recruitment.
Our procedures have strict guidelines of cross checking age proof
documents of a candidate before we confirm employment
HR team will scrutinize all the confirmation of candidate’s age before
he/she is confirmed for employment with us.
Also refer to recruitment policy for more details.

Principles
We strongly believe that we have the responsibility to engage
employment practices that meet the higher legal and ethical
standards. Nowhere is this responsibility more important than in the
company policies governing the minimum age and working conditions
of its employees, and the employees of its suppliers, vendors,
stakeholders etc.
We have developed this statement of principles on child labour as an
expression of its own commitment and the expectation we have for
suppliers worldwide. In addition we strongly encourage our suppliers to
adhere to this principle as well.
We continuously seek to make this principle as relevant and as
effective at the highest possible manner to that end we may amend
this principle from time to time.
Responsibility
HR and the selection committee team are responsible to ensure that
there are “NO CHILD/JUVENILE” workers appointed in any of our
facilities.
We are committed to appoint any one in our facilities directly or
indirectly through our suppliers, vendors, stake holders who must at
least fulfill 18 years of age terms of age in turn to ensure we avoid
effects of child labour.
Commitment
Under this policy, we commit to the following:
a) To ensure this policy is communicated throughout the company
suppliers and stakeholders must be aware of this policy.
b) To assess and follow ups on the child labour prevention
procedures of our suppliers vendors and stakeholders if required.
c) To ensure any intervention will be carried out to the best interest
of the child.
In case of child labour found in any of our facilities
/vendors/stakeholders, the following actions will be taken:
a) The child must be removed from the workplace and given viable
alternative
b) In communication with the child as well as his /her family
/caretaker an appropriate option for education should be found
for the child until he/she is no longer of compulsory school age
c) The facility is responsible to continue to pay wages to the child
from when the child has been removed from the workplace until
he/she reaches the age that he/she is no longer of compulsory
school age/education.
d) The facility is required to immediately offer the position to a
member of his/her family member or caretaker who is of adult
age.
e) The child should have an option to work in the factory once
he/she reaches the legal working age.

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