Labor and Ethics Policy Statements
POLICY STATEMENT
Watson EP Group (WEP) is committed to provide a working environment where the human rights of workers are upheld and employees are treated with dignity and respect. Watson EP is committed to conduct its business in an honest and professional manner and ensure compliance with applicable governmental laws, rules and regulations.
l. WEP shall establish and implement objectives, targets, and programs to improve their working environment and conduct audits and reviews, when appropriate, to ensure adherence to this policy.
II. WEP shall be guided by the following Labor Standards: Freely Chosen Employment
Forced, bonded, or indentured labor, shall not to be used. All work must be voluntary and workers shall be free to terminate their employment.
Freely Chosen Employment
Forced, bonded, or indentured labor, shall not to be used. All work must be voluntary and workers shall be free to terminate their employment.
Child Labor Avoidance
Child labor is not to be used. The term “child” refers to any person under the age for completing compulsory education or under the minimum age for employment in the country.
Working Hours
Continuous overtime causes worker strain that may lead to reduced productivity, increased turnover and increased injury and illnesses. WEP will monitor overtime and rest day utilization and take appropriate action to address instances deemed excessive.
Wages and Benefits
Compensation paid to workers shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits.
Humane Treatment
There is to be no harsh and inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers.
Non-Discrimination
WEP is committed to a workforce free of harassment and unlawful discrimination. Companies shall not engage in discrimination based on race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership or marital status in hiring and in employment practices such as promotions, rewards, and access to training. In addition, workers or potential workers should not be subjected to medical tests that could be used in a discriminatory way.
Freedom of Association
Open communication and direct engagement between workers and management are the most effective ways to resolve workplace and compensation issues. The rights of workers to associate freely, join or not join labor unions, seek representation, and join workers’ councils in accordance with local laws shall be respected. Workers shall be able to openly communicate and share grievances with management regarding working conditions and management practices without fear of reprisal, intimidation or harassment
Intellectual Property
Intellectual property rights are to be respected. The transfer of technology and know-how is to be done in a manner that protects intellectual property rights.
- Fair Business, Advertising and Competition
Standards of fair business, advertising and competition are to be upheld. Appropriate means to safeguard customer information must be available. - Protection of Identity
Programs that ensure the confidentiality and protection of customer, supplier and employee whistleblowers are to be maintained. WEP is committed to protecting the reasonable privacy expectations of personal information of everyone we do business with, including suppliers, customers, consumers and employees. WEP shall comply with privacy and information security laws and regulatory requirements when personal information is collected, stored, processed, transmitted, and shared. - Non-Retaliation
WEP has communicated a process for employees to raise any concerns without fear of retaliation.