Policy statement - Non discrimination

Policy statement - Non discrimination

HR-PO-03 Policy Statement - Non Discrimination in Employment and Occupation OF FSC CORE LABOR REQUIREMENTS – SECTION 7.4

 


Purpose

This equal employment opportunity policy is the pillar of a healthy and productive workplace. This policy reflects our commitment to ensure equality and promote diversity in the workplace.

RAK provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type.

 

Scope

This policy applies to all employees, job candidates, contractors, stakeholders, partners and visitors.

 

Policy Statement

RAK is an equal opportunity employer and will provide equality in employment for all people employed or seeking employment.

 

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

 

What is considered discrimination?

Discrimination is prejudicial treatment in the workplace, which may affect hiring, firing, promotions, salary, job assignments, training, benefits and/or layoffs, based on a person’s age, gender, sexual orientation, race, religion, national origins or disabilities.A few examples of discrimination include:

  • when an employee or job applicant is treated unfavorably because of his or her race, skin color, national origin, gender, disability, religion, or age.

At RAK, we recruit, promote, train, develop and pay in a way that is fair and based solely on objectives factors, including merit, qualifications, performance and business considerations.

Consistent with this, RAK does not condone any form of unlawful discrimination or vilification, including that which relates to:

 

  • gender;
  • nationality;
  • pregnancy;
  • potential pregnancy;
  • marital status;
  • family status;
  • disability;
  • race, color, social origin;
  • age;
  • sexuality;
  • religious belief or activity;
  • political belief or activity;
  • union membership; and
  • physical features.

 

 

In all cases no factors other than performance and competence are to be used as the basis for performance assessment, training and development opportunities and promotions.

 

Raising a Concern

If you see or suspect that our EEO policies are violated, feel free to inform the Human Resources Department immediately using the “Grievance Form”. Employees can voice concerns and submit reports without fear of retaliation.

 

 

Dissemination and Implementation of Policy

The Human Resources Department

  • Disseminate this policy;
  • Ensure compliance; and
  • Assess RAK ‘processes and ensure they are bias-free. Whenever HR find biases interfering, HR will act immediately to refine processes, train the people to combat their biases and protect possible victims of discrimination.

 

Directors, managers and supervisors

  • Implement equal employment practices within each department; and
  • Use equal opportunity practices and make decisions based on objective, non-discriminatory criteria.

 

HR will give everyone the chance to work in an environment where their rights are respected.

 

Breaches of this Policy

Violation of this policy will not be tolerated. HR will promptly, thoroughly and fairly investigate every issue that is brought to its attention in this area. Any RAK employee found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

 

 

Valid for

RAK PAPER & BOARD SAL

Status

Released, Valid

Approved by

Chairman & General Manager

RAK  Policies are to be reviewed annually by the HR Manager

Internal control systems and procedures will be subject to audit under the internal audit process

 

 

 

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