At Empite Pty Ltd, as a software developer, we recognise the responsibility that we share with our clients to develop our products and services in an ethical manner. Our Ethical Trading Policy is a core element of this commitment.
We want our prospective clients and current client base to be confident that the people we employee who develop and support products are treated fairly, with respect for human rights and are not exposed to unsafe working conditions. We believe that when ethical standards are in place, this can only improve worker wellbeing, productivity and quality, which provides a win win situation for us and our clients.
We regularly review and update when and where necessary to ensure the Policy remains responsive to our client’s expectations, and our business strategy.
At Empite Pty Ltd:
Freedom of association and the right to collective bargaining are respected - Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates and does not hinder the development of parallel means for independent and free association and bargaining.
Working conditions are safe and hygienic - A safe and hygienic working environment is provided. 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 environments.
Child labour shall not be used - There shall be no recruitment of child labour.
Remuneration - Wages and benefits paid for a standard working week meet, at a minimum, national legal or industry benchmark standards, whichever is higher. In any event wages shall always be enough to meet basic needs and to provide some discretionary income. All workers shall be provided with written and understandable information about their employment conditions including information with respect to wages before they enter employment, and about the particulars of their wages for the pay period concerned each time they are paid. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
Working hours are not excessive - Working hours must comply with national laws, collective agreements, and the provisions defined in the clauses below, whichever affords the greater protection for workers. Working hours, excluding overtime, shall be defined by contract, and shall not exceed 40 hours per week. All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay, except where a consolidated rate of pay has been negotiated with worker representation. The total hours worked in any 7 day period shall not exceed 44 hours, except where covered by the clause below. Working hours may exceed 44 hours in any 7 day period only in exceptional circumstances where all of the following are met: o this is allowed by national law; o this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce; o appropriate safeguards are taken to protect the workers’ health and safety; and o the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies. Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.
No discrimination is practised - 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, sexualorientation, union membership or political affiliation.
Regular employment is provided – All staff are employed as per their contacted terms, full time, part-time or contact.
To every extent possible work performed must be on the basis of recognised employment relationships 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 and 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.
No harsh or inhumane treatment is allowed - Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidations shall be prohibited.
Entitlement to work - Only workers with a legal right to work in the country should be employed. For both workers and agency workers, original documents should be reviewed and then returned to workers to verify right to work.
Labour Providers - Labour providers should only supply workers registered with them. Relationships with Labour providers should be covered by a Service Level Agreement which meets all national legal requirements. Labour providers should be audited on a regular basis to ensure compliance with all national legal requirements. Labour providers should not charge workers for finding them a job or for services that are integral to the workfinding process.