CHILD LABOUR:

DABBAGH is not engaging in or supporting the use of child labour for any of their activities and has a standardized local legal minimum age for employment as 15 (Fifteen only) for young workers and 18 for adult workers.

To ensure the same, a person joining DABBAGH has to submit one valid age proof issued by Govt Authorities at the time of joining or within 3 days from the date of joining along with two photos.

Where necessary original age-proof documents are insisted on to ensure their legality and returned back after verification.

DABBAGH has established documented procedures for remediation of child labour if found to be working in situations that fit the definition of child labour. Also established and documented policy for “Child labour”. This policy & procedure is communicated to all personnel through notice board display as well interested parties through the mail where necessary.

DABBAGH does not employ or plan to employ any young workers.

FORCED & BONDED LABOUR :

DABBAGH has established, documented, and implemented the Prevention of Forced or Bonded Labour policy” and has never practiced any forced or compulsory labour-related activities.

In the job application form and appointment letter, the terms & conditions mentioned are clearly ensured and complied with applicable labour practices. No written agreement or any other form of bond agreement and deposits is being obtained from any personnel during the commencement of employment.

DABBAGH has no practice of obtaining and holding original certificates or any form of the original document of employees to join employment.

Also not practiced withholding any part of any employee’s salary, benefits, property, or documents to force such personnel to continue working for the Organization.

Presently the organization has not engaged any labour-supplying entity or is not tied up with any recruitment agencies.

In Dabbagh Deri, all employees have the right to leave the workplace premises after completing the standard workday and are free to terminate their employment by giving reasonable notice (normally 30 days) to the Organization.

The appointment letter is being given in the regional language for all employees to understand/acknowledge the terms & conditions of employment.

The Organization is strongly against the trafficking of human beings and also ensures the same practice with any entity supplying labour to the Organization.