Human Rights Policy
TSC promises that promoting a work environment with respecting human rights, creates inclusion and dignity. We also align our actions with the Responsible Business Alliance (RBA) code of conduct, treating all persons with dignity and respect. This policy applies to all employees working in offices and factory areas within TSC group, including full-time employees, part-time employees, interns, contract personnel, and extends to suppliers and partners.
The main contents of the human rights policy are revealed below:
- The Right to freely chosen employment and the prohibition of any form of forced labor
- Employees are free to resign or terminate their employment relationship after prior notice abides by laws and labor contracts.
- Any form of forced labor is prohibited and any suppliers or subcontractors that forced labor are not accepted.
- The prohibition of child labor and young workers shall not perform work that is likely to jeopardize their health or safety.
- Prohibition of child labor (under the age of 15, or under the age for completing compulsory education) and any suppliers or subcontractors that use child labor are not accepted. If child labor is identified, assistance/remediation is provided.
- To ensure the young worker’s (under 18 years old) physical and mental safety and health, the company has a protection mechanism.
- Comply with local applicable working hours and wage laws, and provide equal remuneration and reasonable remuneration and working conditions.
- Workers shall be allowed at least one day off every seven days, and a workweek should not be more than 60 hours per week, except in emergency or unusual situations.
- All overtime must be voluntary.
- Compensation paid shall comply with applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits.
- Deductions from wages as a disciplinary measure shall not be permitted.
- Eliminate all forms of discrimination and inhuman treatment.
- Prohibit any discrimination and any behavior that incites discrimination.
- Respect the basic human rights of employees and prohibit any form of degrading behavior which includes any form of sexual harassment, sexual abuse, physical punishment, mental or physical oppression, or verbal abuse as well as intimidating anyone into such behaviors. Relevant policies and preventive measures should be effectively communicated to employees.
- Respect the right to privacy and employees' right to freedom of association.
- Comply with privacy and information security laws and regulatory requirements when personal information is collected, stored, processed, transmitted, and shared.
- Respect employees' rights to freedom of association, bargain collectively and engage in peaceful assembly.
- Commitment to responsible sourcing of minerals.
Avoid using the “Conflict Minerals” which comes from armed conflicts, illegal mining, and poor working environment in the raw material and the process of production.
- Independent grievance/reporting mechanisms.
Allow internal and external stakeholders can provide feedback immediately without fear of retaliation, threats or harassment and shall also be able to anonymously provide feedback.
- Provide comprehensive training programs for employees' career development.
To create a great environment for the career development of employees and establish effective training programs for career development.
- Established communication mechanisms for employees, and informed them of operational changes that may significantly impact employees.
To set up smooth channels of labor-management communication lets employees have the right to receive information and express their opinions on the company's management activities and decisions.
- Regularly review and assess human rights risks, and take effective remedial and mitigation measures.
Regularly review the company's management systems to ensure that deficiencies identified during internal and external inspections are corrected promptly and effective remedies are proposed.