Ethical Trade Policy
Goran Pharma Private Limited aims and objectives are to produce safe, legal and quality products to satisfy customer´s requirement and continually improve the effectiveness of QCPFS Management System. In today´s global market, this means sourcing products from a variety of locations nationally and internationally.
In recent years, concerns over poor working conditions and environmental degradation have seen companies implement specific social and environmental criteria for the production facilities from which they source products.
Goran Pharma Private Limited is committed to upholding human rights, fair working conditions and environmental protection. In accordance with the expectations of our customers, the community, and the requirements of the Law, we endeavor to always operate responsibly.
Maintaining a reputation for the highest legal, moral and ethical standards in our dealings with our customers and other key stakeholders is critical for our ongoing success. The Policy has been developed to compliment our core values of integrity, trust and acting responsibly.
We expect our suppliers to support the ethical standards set out in this Policy with regard to workplace safety, environment, and fair pay and employment conditions.
The Policy sets out the standards to comply when producing and supplying products to our customer. We recognize that full compliance with these criteria may take time for some suppliers.
We are committed to complying with the following requirements, many of which are drawn from the Ethical Trading Initiative (ETI) and International Labor Organization (ILO) Conventions.
1. Bribery and Corruption
We and our employees shall not engage in acts of bribery and corruption and shall not falsify documents and records
2. Labor Rights
- Employment is freely chosen.
- There is no forced, bonded or involuntary prison labor.
- Workers are not required to lodge deposits or their identity papers and are free to leave their employment after reasonable notice.
3. Freedom of employees and the right to collective bargaining are respected
- The management of Goran Pharma Pvt. Ltd. is so liberal and positive toward employee´s issue. The worker may solve their grievance directly with management.
- The grievance will be solved with mutual understanding and consents of workers and management.
- There is no bar or restriction on the part of employees to raise their voice for their right.
4. Working Conditions
- A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health in the working environment
- Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers
- Access to clean toilet facilities and to clean and drinkable water and, if appropriate, sanitary facilities for food storage shall be provided
- Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers
- We will ensure that personal protective equipment is available and workers are trained in its use. Safeguards on machinery must meet or exceed local laws
- A responsibility for health and safety shall be on senior management Representative
5. Child Labor
Goran Pharma Private Limited supports ILO Convention 138 with regard to the appropriate age of workers and will not employed any person below the age of 18 year.
6. Living Wages
- Wages and benefits paid for a standard working day meet, at a minimum, legal standards. In any event wages should always be enough to meet basic needs.
- All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid
- Deductions from wages as a disciplinary measure or any deductions from wages not provided for by Law shall not occur without the expressed permission of the worker concerned. All disciplinary measures should be recorded
7. Working Hours
- Working hours comply with the applicable Law i.e. The Factories Act, 1948 (Refer Chapter VI)
- In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not be excessive, shall not be demanded on a regular basis and shall always be compensated at a premium rate.
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, sexual orientation, union membership or political affiliation (Refer "Harassment and Discrimination policy" - ET - 1)
9. Regular Employment
- To every extent possible work performed must be on the basis of recognized employment relationship established through national law and practice
- Obligations to employees under labor or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labor- only contracting, sub-contracting, or home-working arrangements, or through apprenticeship schemes where here 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.
10. Harsh or Inhumane Treatment
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited (Refer "Harassment and Discrimination policy" - ET - 1)
11. Entitlement to Work and Immigration
- Only workers with a legal right to work shall be employed or used.
- All workers must be validated for their legal right to work by reviewing original documentation
12. Sub-Contracting and Home Working
- There shall be no sub-contracting unless previously agreed.
- Suppliers must have adequate processes in place for properly managing sub-contracting and home working to ensure sub-contractors do not abuse, exploit or provide unsafe working conditions for their employees
13. Environment Compliance
- The facility shall comply with national and local environmental laws and regulations
- The facility shall dispose of its production waste in accordance with local environmental laws and regulations
- The facility must have identified and documented its key environmental impacts and implemented controls to minimize its impact on the environment with respect to solid waste disposal, hazardous chemicals storage and management, air and water emissions.