HR Policies

Policy of Non-Discrimination

Commitment: SHRISTI Overseas is committed to providing a workplace free from all forms of discrimination and harassment.

Scope: This policy applies to all aspects of employment, including recruitment, hiring, training, promotion, compensation, benefits, termination, and all terms and conditions of employment.

Prohibited Grounds (Nepalese Laws, ILO, UN Guidelines): Discrimination is prohibited based on, but not limited to:

Race, color, sex (gender), religion, political opinion, national origin, social origin, caste, ethnicity, language, ideology, disability, health status, marital status, economic status, ancestral status, and age (within legal limits).

ILO Convention No. 111 (Discrimination in Employment and Occupation) defines discrimination broadly and requires member states to eliminate it.

Nepal's Labor Act and Constitution (Article 29) prohibit various forms of exploitation and discrimination.

Relevant UN guidelines, such as the UN Guiding Principles on Business and Human Rights (UNGPs), reinforce the responsibility of businesses to respect human rights, including non-discrimination, throughout their operations.

Implementation:

Equal opportunities will be provided based on merit and qualifications.
Promote a respectful and inclusive work environment.
Establish clear procedures for reporting and investigating discrimination complaints, ensuring confidentiality and protection against retaliation.

Policy that Prevents Forced Labour

Commitment: SHRISTI Overseas strictly prohibits forced or compulsory labor in all its forms.

Definition (ILO Convention No. 29 & 105, Nepalese Laws, UN Guidelines): Forced labour includes any work or service exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily. This includes, but is not limited to, debt bondage, trafficking, and any form of coercion (physical, financial, or psychological).

Provisions:

All employment must be voluntary, based on mutual agreement.
Employees have the right to terminate their employment in accordance with contract terms and legal notice periods.
No employee shall be subjected to physical restraint, threats, or abuse.
SHRISTI Overseas will not withhold personal documents (e.g., passports) or wages to compel work.
Nepal's Constitution (Article 29) and the Labor Act of 2017 criminalize forced labour.
UN Guiding Principles on Business and Human Rights (UNGPs) expect businesses to avoid causing or contributing to forced labour.

Remedies: Employees subjected to forced labour can leave without notice and retain their legal rights, including compensation. Mechanisms for reporting and seeking justice (e.g., through the Department of Labor in Nepal, or other relevant national authorities) will be clearly communicated.

Policy Regarding Minimum Age of Labours

Commitment: SHRISTI Overseas adheres to all national and international laws regarding the minimum age for employment.

Minimum Age:

Nepal: The Child Labour (Prohibition and Regulation) Act, 2000, prohibits the engagement of children below 14 years in any kind of employment/labour work. It regulates hours for children aged 14-16 and prohibits hazardous work for those under 16.
ILO Convention No. 138 (Minimum Age Convention): Generally sets the minimum age for employment at 15 years, or higher for hazardous work (18 years).
UN Guidelines: The UN Guiding Principles on Business and Human Rights emphasize respecting child rights and prohibiting child labour.

Verification: Robust age verification processes will be implemented during recruitment.

Guidelines which Prohibits Hazardous Works to People Under the Age of 18

Commitment: SHRISTI Overseas will ensure that no person under the age of 18 is engaged in work that is hazardous to their health, safety, or moral development.

Definition of Hazardous Work: Work that, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety, or morals of young persons. This includes exposure to dangerous machinery, chemicals, extreme temperatures, or work that requires heavy lifting, night work, or is performed in dangerous environments (e.g., mines, construction, certain manufacturing processes).

Legal Basis:

Nepal: The Child Labour (Prohibition and Regulation) Act, 2000, prohibits the employment of children younger than 16 years of age into hazardous work.
ILO Convention No. 138: Explicitly states that the minimum age for hazardous work is 18 years.
UN Guidelines: Relevant UN principles underscore the protection of young workers from hazardous conditions.

Measures: Regular risk assessments will be conducted to identify hazardous tasks, and strict prohibitions will be enforced for workers under 18 in such roles.

Policy Mentioning Employer to Provide Safe Drinking Water, Sanitation & Hygiene

Commitment: SHRISTI is committed to providing a safe and healthy working environment for all employees, including access to safe drinking water, adequate sanitation facilities, and maintaining high standards of workplace hygiene.

Provisions (Nepalese Laws, ILO, UN Guidelines):

Safe Drinking Water: Easily accessible supply of potable water for all employees at all times.
Sanitation Facilities: Sufficient, clean, and well-maintained toilet facilities, separate for men and women, with adequate privacy.
Hygiene:

Regular cleaning and maintenance of all work areas, common spaces, and facilities.
Provision of appropriate waste disposal systems.
Adequate ventilation and lighting.
Access to handwashing facilities with soap and water.
Provision of personal protective equipment (PPE) where necessary.

Legal Basis:

Nepal: The Labor Act of 2017 include provisions for sanitation, ventilation, and accident prevention.
ILO Convention No. 155 (Occupational Safety and Health Convention): Requires member states to formulate, implement, and periodically review a coherent national policy on occupational safety, health, and the working environment, aiming to prevent accidents and injury by minimizing hazards.
UN Guidelines: The UN Guiding Principles on Business and Human Rights articulate the business responsibility to respect human rights, which includes ensuring safe and healthy working conditions.

Emergency Preparedness: Establish procedures for handling health and safety emergencies, including first aid provisions.

Policy that Prohibits Bribery, Corruption & Monitors Competition Law Compliance

Commitment: SHRISTI Overseas maintains a zero-tolerance policy towards bribery and corruption and is committed to conducting its business ethically and in full compliance with all applicable anti-bribery, anti-corruption, and competition laws.

Anti-Bribery & Corruption (Nepalese Laws, UN Convention Against Corruption (UNCAC), UN Guidelines):

Prohibition of offering, giving, soliciting, or accepting any bribe, kickback, or improper payment, directly or indirectly. Prohibition of facilitation payments.
Adherence to all anti-money laundering regulations.
Nepal: The Prevention of Corruption Act, 2059 (2002 A.D.), criminalizes bribery, embezzlement, abuse of authority, and money laundering. Nepal ratified the UNCAC in 2011.
United Nations Convention Against Corruption (UNCAC): As a global instrument, its principles guide national laws and corporate policies.
UN Guidelines: Relevant UN principles and frameworks promote transparency and integrity in business practices.

Competition Law Compliance (Nepalese Laws):

Commitment to fair competition and prohibition of anti-competitive practices such as price-fixing, bid-rigging, market allocation, and abuse of dominant position.
Nepal: The Competition Promotion and Market Protection Act, 2063 (2007), aims to regulate anti-competitive behavior.