Overview
This policy sets out DataTools’ position against human trafficking and modern slavery.
Scope
This policy applies to DataTools employees and representatives of DataTools and we expect all contractors, subcontractors and business partners that DataTools engages to apply similar standards when working with us.
Principles
DataTools is committed to acting ethically and with integrity in all business dealings.
DataTools respects ethical labour practices, values and promotes diversity. Consistent with these principles, DataTools has a zero tolerance approach to any form of modern slavery in its operations or supply chain. Modern slavery encompasses servitude, forced labour, debt bondage and human trafficking.
All employees, suppliers, contractors and sub-contractors must not engage in any practices of modern slavery or human trafficking. Below are the Minimum Standards expected by DataTools.
Where a supplier or contractor uses a sub-contractor they must make sure adequate processes are in place to ensure that subcontractors also operate in accordance with this policy.
DataTools Minimum Standards
No forced labour
Employment must be freely chosen. No Worker in any way should be:
forced labour, where work or service is extracted under the menace of any penalty.
bonded labour, work which is not for compensation received by the worker, but to repay a debt, which is often incurred by another person offering the worker’s labour in exchange.
indentured labour, where an employer forbids workers from leaving employment at the worker’s discretion.
Freedom of movement
Workers movement must not be restricted by the controlling of identity papers, holding money deposits or taking any other action to prevent workers from terminating their employment. Workers must be free to leave their employer after reasonable notice.
No child labour
Work must not be performed by children under the minimum legal working age in the country of employment. Where a minimum legal age is absent in the local laws, no work should be carried out by a child under the age of 15.
Wages and compensation
Workers must receive (at a minimum) all wages, overtime compensation and benefits mandated by local laws. Workers must be provided with written and understandable information about their employment conditions before they enter employment and about their wages for each pay period. Deductions from wages for disciplinary measures or any deductions from wages not provided for by law shall not occur without the express permission of the worker concerned. All disciplinary measures should be recorded.
Working hours
Working hours must comply with applicable local laws. Workers should not be required to work more than the maximum hours per week as stipulated by local laws. Overtime shall be agreed and not excessive.
No discrimination
All conditions of employment must be based on an individual’s ability to do the job, not on the basis of personal characteristics, such as gender, ethnic origin, religion, age, disability, personal beliefs, marital status, sexual orientation, union membership or political affiliation. The work environments should be without distress or interference caused by harassment, discrimination or any other inappropriate
workplace behaviour.
No harassment or abuse
Workers shall be treated with dignity and respect. Workplaces must be free from harassment, including physical, sexual, verbal or visual behaviour that creates an offensive, hostile or intimidating environment.
Working conditions
Workplaces must be a safe and hygienic environment that is without risk to health.
Workers shall receive adequate and regular training to perform their jobs in a safe manner.
Personal protective equipment and machinery safeguards shall be supplied, and workers trained in their use. Workers will have access to clean toilet facilities, clean drinking water and, where appropriate, sanitary facilities for food storage and preparation. Workers have the right to refuse work that is unsafe.
Hiring and regular employment
Workers must be provided with a clear, understandable labour contract containing all legally required employment terms, entitlements and conditions. Workers must not be charged any recruitment fees for their employment.
Recruiters must comply with all local labour laws.
Documents of all Workers must be checked before they begin work to confirm their age to ensure that they are allowed to work according to the local laws and DataTools policies.
Prior to any relocation workers must be provided with a detailed and accurate work agreement.
All documents and agreements in relation to a Workers employment must be in a language that is understood by the Worker.
