AHMED OIL INDUSTRIES PVT LTD

Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

1.0 OBJECTIVE: -

To Document Company’s Obligations towards Promoting A Healthy, Motivational, and

Harmonious Work Environment, In Order to Address Social Compliance Requirements as
Conveyed through Different Customers (Buyer’s) And Prepare Ourselves To Meet The Global
Challenges In Future

2.0 SCOPE:-
All Company Employees Irrespective Of Their Salaries Wages, Designation, Cast, Gender
Religions, Political And Social Affiliations, Fall Within The Scope Of This Policy.

THE POLICY
The Ahmed oil industries Of Social Compliance Policy Addressed Under This Policy Include,
But Are Not Limited To:-

 Legal Compliance.

 Health & Safety.

 Child Labour.

 Forced Labour.

 Harassment or Abuse.

 Discrimination.

 Working Hours.

 Compensation (Wages & Benefits).

 Freedom of Association.

 Environmental Compliance.

 Notice and Record Keeping.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

In This Policy, The Above Aspects Are Addressed In Accordance With The Provision Of
Applicable Laws Prevalent In Pakistan. Where The Law Is Silent, Reference Is Made To

Relevant ILO Convention To Address The Issue In Line With Social Compliance Parameters .

3.1 LEGAL COMPLIANCE(S)

The Company Management Keeps Itself Conscious Of The Legal Requirements With Respect
To Its Social Obligations Towards Its Workforce. It Tracks Legal And Regulatory Changes
Specially Relating To Compensation, Working Hours, Holidays, Legally Applicable Benefits,
And Disciplinary Practice. The Management Ensures That The Company Operations Conform
To Legal Frame Work And Are, In No Way Defiant With The Laws In Force.

In Order To Achieve This Objective:-

i. The Legal Requirements Are Identified And Copies Of Material Related To All
Applicable Laws Are Maintained. Moreover, Abstracts Of These Laws Are Also Put On
Display For Workers Awareness.

ii. All Necessary Records And Operational Documents Are Also Maintained At
Appropriate Levels.

iii. The Management Has Designated MANAGEMENT, S REPRESENTATIVE, Who Monitors

And Ensures Company’s Compliance with Legal Requirements.

iv. A Compliance Review Team (Audit Committee) With One Member From Each
Department Has Been Constituted. To Support Process Of Social Compliance (Legal
And General) And Its Maintenance Through Periodical Reviews.

v. Necessary Co-Operation To The Visiting Auditors Is Extended As Per Their

Requirements.

vi. The Management Ensures That The Legal Requirements Are Implemented In Letter
And Spirit.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

Training Orientation Programs Are Carried Out Periodically To Coach Managers And In Charges On All
Aspects Of Social Compliance Within The Company.

vii. The Head Of Departments And In Charges Are Responsible For Creating Awareness
About Social Compliance Among Their Juniors/ Subordinates Etc.

viii. The Managements Is Responsible For Ensuring Consistency In Compliance Of Legal

Requirements Through Prompt Remedial And Disciplinary Actions For Unethical And
Illegal Conduct At Any Level.

ix. The Standing Order: (15) Of West Pakistan Industrial and Commercial Employment
(Standing Orders) Ordinance 1968. Is Also Followed To Deal With Disciplinary
Situations.

3.2 HEALTH & SAFETY

The Purpose Off Addressing This Core Requirement Is To Provide Workers With Safe And
Healthy Work Environment Where Chances Of Accidents Or Injuries Are Adequately
Prevented. Moreover, All Legal Aspects As Per Chapter – III Of Factories Act.1934
Concerning Health And Safety Are Addressed To Ensures Compliances Not Only In The
Operational Units But Also Other Like Canteens. For All Intents And Purpose, We Carry
Out The Following Practices To Ensure Compliance With Health And Safety Parameters
Within PRODUCTION And NON- PRODUCTION Segments Of The Company.

i. HR Department Headed By Manager HR / Administration & Compliance Plans, Supervises

And Control Health And Safety Operations, Factory Wide

ii. A Social Compliance Team Operates Under the Supervise Of Manager Human Resource,
Oversee the Health & Safety Operations and Verifies the Same against A Checklist of
Activities on Routinely Basis.

iii. Employees Are Educated On Health & Safety Issues During Their Initial Orientation.
Further Coaching In This Regard Is Administered By The Departmental Coordinator For
Social Compliance. As An On – Going Process.

iv. Workers Are Coached/ Trained Regarding Safe Operations Of The Plant, Machinery And
Allied Equipment. While on Job by Their Seniors.

v. Fire And Emergency Drills Are Conducted On Regular Basis And Records Thereof
Maintained.

vi. A Sufficient Number Of Workers Are Trained In Administering First Aid And Handling Of
Fire Fighting Equipment. To Combat Emergent Situations.

3.2.1. HEALTH AND SAFETY COMPLIANCES: -

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

A Description of Company Compliances for Health and Safety Is Given Here Below:-

(a) COMPANY’S HEALTH & SAFETY PLAN:

i. Fire and Emergency Evacuation Plan and Diagrams Are Posted In English and Urdu
Company Wide. On Various Location around the Factory. The Plan Illustrates Critical
Information Such As Emergency Evacuation Routes. “You Are Here” Mark, Correct
Layout Direction, Location of Fire Extinguishers and Hydrants, and Instructions in English
and Urdu Describing Action Plan In The Event Of an Emergent Evacuation.

ii. Factory Has A Documented “Health And Safety Plan” That Indicates How To Safety
Manages Safety And Health Issues. The Plan Includes Roles And Responsibilities Of
Personnel And On Going Activities Necessary To Ensure That A Safe And Healthy Worker
Place Is Provide. Besides The Factory Is Taking To Step To Ensure That Health And Safety
Risk Areas Are Being Identified And Addressed.

iii. Factory Has A Documented Plan Regarding “Personal Protective Equipment” (PPE)
Which Describes Workplace Areas, Recommended PPE For Each, And Employees
Responsible For PPE Program. It’s Storage. Distribution. And Training Administration.

iv. Factory Has A Documented Plan On ‘Chemical Usage’ That Includes An Inventory Of
Chemicals Used, Quantities Stored, And Place Of Storage, Handling, And Training Of
Personnel. Material Safety Data Sheets (MSDS) Are Available For All Chemicals Used In
The Factory.

v. The Buildings Have Been Designed To Meet Specific Standards Appropriate To The
Prevailing Environmental Conditions With Minimum Health Risks.

vi. Furnishing / Fittings In Production Area Are Complete Up To Standard Requirements.

Machines In The Production Departments Are So Arranged As To Be Compatible With The
Workflow Channels, Saving Unnecessary Physical Efforts For The Employees.
vii. Factory Has A Documented ‘Broken Needle’ Policy Which Focuses On Areas Of Needles
Usages, Management Of Broken Needles And Issuance Of New Needles And Maintaining

Records Thereof.

(b) FIRE EXTINGUISHERS:

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

i. Factory Has the Correct Types of Extinguishers for Various Types of Materials Present :

 Class A for Ordinary Combustibles; Wood: Paper. Textile Fires

 Class B for Flammable Liquid. Gas or Grease: Solvent. Grease, Oils, Petroleum

 Class C For Electrical: Electrical Equipment Fires

 Class D For Combustible Metals Such As Magnesium

ii. Factory Has A Maximum Travel Distance Of 23 Meters Or 75 Feet For Class A. C And D
Fires And 15 Meters Or 50 Feet For Class B Fires. To Fire Extinguishers.

iii. Factory Has Adequate Number Of Extinguishers Comprises With The Requirements Of
Each Department.

iv. All Fire Extinguishers Have Instruction In English And / Or Urdu On Front.

v. Fire Extinguishers Are Placed At Accessible Locations. Mounted On Wal l Or Column. With
Clear / Prominent Indicators. And Operational Guidelines Readable From Reasonable
Distance.

vi. Extinguishers, In General, Are Of Appropriate Weight For Easy Manageability. However,
Heavy Extinguishers Are Trolley Mounted For The Sake Of Easy Mobility And Handling.

vii. Extinguishers Are Inspected Periodically (Once Per Quarter) and Validity Labels Ensured
On Each.

viii. Fire Extinguishers Are Serviced And Refilled On Expiry Of Validity Date, By Qualified
Personnel / Suppliers Of The Equipment.

ix. Fire Hydrants Are Also Subjected To Periodical Checking. Factory Flushes Them At Least
Twice Per Year.

x. Fire Hydrants, Hoses, Standpipe And All Water Sources, Including Fire Pumps, Are
Inspected During Fire Drill.

(C) FIRE TRAINING

i. Factory Personnel (Workers And Supervisors) Are Trained At Regular Intervals In Fire
Safety, Emergency Evacuation And The Use Of Fire Extinguishers. The Training Programs
Are Documented And Records (Certificate And Picture Of Fire Safety And Emergency
Evacuation Training) Thereof Maintained By Fire And Safety Officer Date-Wise. As Per
Documented Training Programs.
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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

ii. The Fire And Safety Officer Also Arranges Fire Emergency Drills Regularly (At Least Twice
Per Year). And Maintains Records Thereof.

iii. The Importance Of Fire – Fighting Know How Is Emphasized On Each New Employee
During The Orientation Session And He Is Invited To Attend The First Fire Drills Program
Falling Immediately After His Joining.

(D) FIRE ALARM

i. Factory Has A Fire Alarm System That Is Audible Throughout The Facility.

ii. Fire Alarm Has A Distinct Sound From Other Sound (Acoustic) System.

iii. Alarm Is Tested Regularly In Coordination With Fire Drills.

iv. Training Of New Employees About Fire Alarm System Is Integrated Into Fire Drills.

(E) EMERGENCY EXITS

i. Factory Has At Least Two Emergency Exits on Production Floor with Less Than 15
Workers.

ii. At Least Three Exits per Floor in Building with More Than 1, 000 Workers.

iii. It Is Ensured That The Maximum Travel Distance To An Emergency Exit Is 200 Feet Or 60
Meters.

iv. Exit Doors Are Provided On Opposite Sides On Each Floor.

v. Exit Doors Are Well Designed And Have Sufficient With So As To Allow Smooth And Swift
Movement Of Adequate Number Of Persons.
Exit Doors Are Not Locked And Nor Do They Have Locks That Require Special Operation.

vi. Emergency Exit Signs Are Distinctly Visible From 30 M With Necessary Operational
Instruction. All Markings, Indication And Narrations Are Essentially Provided In Photo
Luminescent Colors.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

vii. Battery Operated Exit Signs If Any Are Checked Regularly And Batteries Are Replaced,
When Consumed.

viii. Doors Swing in the Direction of Exit and Lead Directly To the Outside.

ix. Doors That Are Not Emergency Exits Are Marked (“ENTRANCE”).

(F) EMERGENCY EXIT ROUTES (EVACUATION PLAN)

i. As Referred Above Inform Health & Safety Post In Diagrams / Maps Of Emergency Exit
Routes At Various Locations Through The Factory.

ii. All Exit Routes Are At Least 112cm Wide.

iii. Exit Routes Are Not Obstructed By Equipment. Materials, Product, Or Any Other Stuff And
Are Regularly Checked.

iv. Two Exit Routes On Opposite Sides on Each Production Floor in the Factory.

v. Pathways Are Also With Marked Photo Luminescent Point Or Any Suitable Material On
Each Production Floors.

(G) EMERGENCY LIGHTING:

i. Factory Has Emergency Lighting For All Stairways And Where Needed On Exit Routes.

ii. Lighting Lasts for a Reasonable Period of Time.

iii. Maintenance Staff Regularly Checks Operational Worthiness Of The Emergency Lighting
System And Rectifies The Problems If Any Detected.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

(H) ELECTRICAL WIRING:

i. Electrical Cords In The Factory And Dormitories Are Properly Encased To Prevent Short
Circuiting And Deterioration From Atmospheric Conditions.

ii. Electrical Equipment Is Earthed To Prevent Injury And / Or Fire Risk.

iii. Electrical Cords No Matter Encased Are Not Passed Through Damp Areas Or Standing
Water.

iv. Electrical Wiring Does Not Obstruct Aisles Unless They Are Securely Taped To The Floor
In A Manner That Does Not Create Additional Hazard.

v. There Are No Loosely Hanging Or Naked Wires.

vi. Electrical Wire Ends Are Terminated In Appropriate (Two Pin Or Three Pin) Plugs or
Sockets.

(I) PERSONAL PROTECTIVE EQUIPMENT (PPE)

i. Factory Provides Impact- Resistant Goggles Or Other Eyewear To Employees In Areas

Where There Is Persistent Glare, Flying Debris or Dust. Splashing Of Primers or Cleaners.

ii. Factory Provides Gloves To Employees Handling / Applying Chemicals Such As Solvents,
Adhesives, And Varnishes. These Gloves Are Essentially Resistant To Chemicals.

iii. Iron Mash Gloves Are Provided To Employees Working With Sharp Objects Or Cutting
Instruments.

iv. Proper Respirators Are Worn In Areas Where Vapors Are Present And Are Not Sufficiently
Reduced By Other Methods Such As Ventilation.
v. All Employees Are Trained, Coached And Counseled About The Use Of Personnel

Protective Equipment.
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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

vi. Factory Has Markings With The Appropriate International Safety Symbol. Showing The
Personal Protective Equipment To Be Worn With Area And Condition Specifically.

vii. Dust Marks Are Provided To Minimize Exposure To Atmosphere Polluted With Dust Or
Textile Particles.

viii. Appropriate Footwear Is Provided For Employees Working On Wet Surface. Reinforced
Shoes Or Boots Are Provided To Employees Operating Or Moving Heavy Equipment.

(j) NOISE LEVELS / PROTECTION :

i. At Levels above 85 Db (A). Ear Protection (Ear Plugs) Is Provided. Employees Are
Provided Awareness On Potential Acoustic Hazards And Use Of Appropriate PPE.

ii. Factory Uses A Sound Meter To Take Periodic Measurement Of Noise Levels In The
Factory And Keeps A Record Of Sound Levels In Various Work Areas.

iii. Noise Exposure Is Avoided As Far As Possible. The General Standard Applicable Is That
Conversation Is Possible At Normal Volume.

iv. Measures Are Taken At The Source Of The Noise. For Example. Loose Plates on Machines
Be Firmly Attached, Trolleys Be Provided With Rubber Wheels and Doors Be Oiled.

v. The Noise Sources Are Insulated. Thus Motors And Engines Are Fitted With Silencers. Or
With Housing Lined With Sound Absorbent Matting. Compressed Air Generators Or Other
Noise Sources Are Also Located In A Separate Room.

vi. Where The Noise Sources Can Not Be Eliminated, Workers Are Provided With Noise
Protective Means Such As Ear Plugs, Ear Protectors, Noise Protection Helmets, Noise
Proof Room, As Necessitated By The Nature Of Job.
Manager Fire & Safety or a Responsible Person Nominated By Him to Check Implementation of Noise
Protection Measures Regularly. And Results And Improvements Required Are Recorded.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

(K) TEMPERATURE (Section 15, Of Factories Act. 1934)

i. Where Necessary, Employees Are Provided With Effective Protective Clothing Against
Heat Or Cold.

ii. Cooling Equipment Is Provided Where Temperature At The Work Place Is Too High For
Regional Conditions.

iii. Heating Equipment Is Provided Where Temperature At The Workplace Is Too Low For
Regional Conditions.

In General, It Is Ensure That The Daily Average Temperature Inside The Factory Does Not
Exceed A Differential Of 10 Degrees F (5.6 Degrees C) With Ambient Temperature Out Side
The Workplace Building.

(I) LIGHTING (Section 19, Factories Act 1934)

i. Factory Has Minimum Illumination Of 30 Foot – Candles (300 Lux) In Work Areas.

ii. Factory Has A Minimum Illumination Of 5 Foot – Candles (50 Lux) In Corridors Utilized As
Emergency Routes.

iii. Fire & Safety Staff Uses A Light Meter To Take Periodic Measurements Of Light Levels In
The Factory And Keeps A Record Of Light Levels In Various Work Areas.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

iv. As A General Rule, Day Light Should Be Preferred To Artificial Light. This Can Often Be
Achieved By Simple Measure Such As Regular Cleaning Of Windows. Glass Doors and
Ventilation. In Case Of Deficiency, Artificial Light Is Used As A Supplementary Source.

v. All Facilities Are Ensured To Be Adequately Lit And Light Sources Not To Dazzle.
The Lighting Equipment Is Kept Functional. Regularly Maintained And Checked For
(M) VENTILATION (Section 15 Factories Act 1934)

i. Factory Has Adequate Ventilation System In Work Areas Where Chemicals Are Handled
And The Atmosphere Polluted With Significant Quantity Of Dust Or Material Particles.

ii. Sufficient Ventilation Is Provided At Workplaces So That Air And Its Composition Do Not
Endanger The Health Of Employees.

iii. Where Natural Air Circulation Is Used. The Windows Are Placed T a Reasonable Height to
Suit Weather Condition both In Winter and summer.

iv. Special Air Extraction And Filter Systems Are Provided For Easily Flammable Particles.
These Are Separated From The Normal Air Extraction And Filter System.

v. If There Is A Ventilation Or Air - Conditioning System, The Pipe Used Is Made Of Fire –
Proof Material. Adequate Insulation Of The Pipes Is Ensured To Tolerate The Temperature
In Excess Of 80 C.

vi. If Moisture Or Health – Hazardous Chemical Vapors Such As Solvents Or Smoke, Occurs
At Workplace, These Are So Extracted That The Extraction Air Is Not Allowed To Get Into
Any Part Of The Building And Forced Outside.

vii. Where Necessary, Employees Are Provided With Functional At Protective Equipment, To
Facilitate Clean Respiration.

viii. Factory Has Ventilation (Fresh Air Inlets And Heat Exhaust) System Present In Enclosed
Spaces Where Heat – Generating Equipment Is Operated.
(N) MACHINE GUARD:

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

Machines Have Been Provided with Necessary Safety Devices And Guards To Combat
Any Risk Factors Existing In Any Of The Production Units.

i. A Written Maintenance Plan Exists Which Outlines Inspections & Preventive Progress

ii. Record Of Machinery, Equipment And Wiring Inspections And Repairs Is Also Maintained.
Documentary Records for Equipment Such As Elevators and Any Other Types of Equipment
Requiring Special Permits. Are Also Maintained.

IMPORTANT:-

Workers Engaged in the Operation of Machines Involving Rollers, Chains, Belts or Other
Revolving Gadgets, Are Strictly Forbidden from Attiring in Loose Dress, And / Or Any Clothing’s
Such As Scarf, Ties and Mufflers Hanging around Their Necks. Female Workers Are Also
Required Either Not to Put on Dopattas, Scarf’s, Mufflers or Tie Them at Their Back While at
Work. Additionally, Worker And / Or Visitor Wearing Hanging Goggles And Identification Cards
Are Also Prohibited From Going Near Such Machines While In Operation.

(O) MEDICAL CARE: -

i. In-House Medical Clinic Facility For The Treatment Of Basic Health And Injury Needs Is
Also Available In The Factory.

ii. Factory Has A System In Place To Address Serve And Intensive Medical Care For Injuries
And Sickness With The Local Hospital.

iii. Trained And Qualified Medical Personnel (Nursing Aides) Are Available Round The Clock
To Manage The In House Clinical Facility For The Administration Of Medical Aid And
Maintain Records Thereof.

iv. Copies Of Licenses Applicable For All Medical Personnel Are Maintained At Human
Resource Department.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

v. Schedule of Dispensary Service Days/ Hours As well As the Nearest Hospital’s Names and
Full Address Are Posted on the Notice Boards in Each Production Unit.

vi. Description of Medical Care Available and Procedure for Availing the Facility Has Been
Included in the Employee’s Hand Book.

vii. A Record Of Injuries, Sickness And The Treatment Administered Is Maintained By The
Designated Staff For The Review, Of Management And Focus On To Minimize Indicators
Of Injuries.
viii. The Following Are Bare- Minimum First Aid Management Pre-Requisites That We Ensure
In Our Facility.

(P-1) FIRST AID BOX CONTENTS (COMPULSORY):

 Adhesive Tape

 Adhesive Bandages

 Antiseptic Lotions & Ointments.

 Pain Killers And Other Non – Antibiotic And Cortisone Free Treatments.

 Burn Treatment

 Eye Wash

 Medical / Latex Gloves

 Triangle Bandages

 Scissors

 Tweezers

P-2 FIRST AID BOX CONTENTS :( OPTIONAL)

 Cotton Wool
 2 Roller Gauze
 3 Roller Gauze
 CREPE BANDAGE

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

 COTTON BANDAGE 1"

 TAPE FOR BANDAGE
 DETTOL
 POLYFAX/FURACIN CREAM
 CICATRIN POWDER
 GAUZE PAD
 SANIPLAST
 ANALGESIC

(P-3) FIRST AID BOX MAINTENANCE:

i. A Label Inside Showing Contents Is Fixed Inside The Box Lid.

ii. Contents Are Periodically Reviewed For Replenishment By Designated Staff.

iii. Boxes Are Inspected Regularly: And Written Inspection Record Is Also Maintained.

iv. The First Aid Boxes Are Kept Unlocked During Working Hours With The Exception Of
Some Which Are Essentially Locked To Prevent Misuse And Theft By Uneducated
Workers.

v. However, Keys Of The Locked Boxes Are Available With Designated And Easily Accessible
Official In The Respective Departments.

(P-4) FIRST AID TRAINING AND ADMINISTRATION:

i. Depending On The Risk And Size, Each Production Unit Has An Adequate Number Of
Persons Trained In Each Shift To Treat Common Workplace Injuries.

ii. Training Programs Are Organized Periodically To Educate Production Workers,

Supervisors And In Charges In First Aid Procedure. And Proper Record, Thereof, Is
Maintained At Fire & Safety Department.

iii. Fire & Safety Department Keeps Written And Clearly Defined Procedures For Common
Workplace Injuries.

iv. Names of Personnel Trained in First Aid Procedure Are Displayed on Department’s Notice
Board.
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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

v. Factory Has One Properly Stocked First Aid Box Available For Every 100 Employees Or At
Least One Box Per Production Area / Section.

vi. First Aid Station Is Posted With A First Aid Sign And Procedures.

Q. TOILETS (Section 20 Factories Act 1934)

i. Separate Toilet Facilities for Male and Female Workers as Required Vide Section (21) Of
Factories Act 1934.

ii. In Charge House Keeping Maintains A Cleaning And Maintenance Schedule With
Adequate Janitorial Staff To Ensure That The Facilities Are Cleaned, Disinfected With
Phenyl Or Another Disinfect Agent And Kept Use Worthy At All Times.

iii. Ventilation System Exists To Provide Free Circulation Of Fresh Air.

iv. Adequate Arrangements Have Been Put In Place To Ensure Privacy To Facility Users.

v. All Toilets / Wash Rooms Are Provided With Wash Basins. Cleansing Agents or Hand Soap
and Hand Towels or Dryers.

R DRINKING WATER (Section 20 Factories Act 1934)

i. Uninterrupted Supply of Purified/ Potable Drinking Water for Employees at Convenient

Location.

ii. Drinking Water Containers Are Kept Clean Adequately Protected Against Chances Of
Contamination.

iii. Employees Use Separate Drinking Cups As Part Of Good Hygienic Practice.

iv. Drinking Water Is Tested Periodically (I.E. Every 6 Months) To Ensure That Water Is Free
From Contamination And Is Hygienically Safe. The Test Report Is Kept Safe For Ready
Reference.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

S. CANTEEN(S) (Section 24, Factories Act 1934)

i. The Administration Staff Randomly Visit Canteen To Ensure:-

 That Any Spoiled Or Doubtful Food Is Not Served And It Is Properly Disposed.

 Utensils, Dishes And Cookware Are Properly Sanitized After Use.

 High Quality And Nutritious Food And Refreshments Are Made Available To
Workers.

ii. Moreover The Facility Undergoes Necessary Inspections From Government Health
Officials And Records Of These Inspections Are Maintained In The Administration
Department.

iii. Orientation Sessions For Canteen Staff Are Held Periodically On Hygienic And Nutritious
Food Preparation, And Other Aspects Of Canteen Management.

The Canteen Staff Is Subjected To Health Checks Annually By Competent Physician

3.3 CHILD LABOUR (ILO Convention 138, Article 70)

The Company Strictly Follows The Provision Of Section; (50) Of Factories Act 1934 With Regard
To Employment Of Adolescents And Children. The Section Provides That:-

“Any Child Who Has Not Completed His Fourteenth Year Shall Not Be Allowed To Work In A
Factory.

Since The Workers Having Crossed The Period Of Their Adolescence Become Eligible For
National Identity Card Issued By The Government, Are Available In Large Number, We Prefer
To Select The Required Workforce From Amongst Those Having Attained The Age Of Eighteen
(18) Year I, E. Who Are In Possession Of The National Identity Card.?

i. Our Hiring Policies and Procedures Are In Line With the Legal Requirement as For As the
Age of Every Worker Is Concerned.
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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
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Title: Social Policy

ii. The Age of Each And Every Worker Is Verified Prior To His Selection For Employment With
The Company Or Technical And Professional Requirements Are Taken Into Consideration
While Selecting An Employee.

iii. Personal Files Are Update With Informative Material Such As Legible Copies Of Birth
Certificates National Identity Cards. Passport Etc (All Are One) To Verify The Age Of Each
New Hire.

However Despite Every Care Taken To Implement the Recruitment Policy, If Child
Labor Is Found In Any Part of the Factory I.E. Production, Canteen, Contractual
Janitorial, He Is Immediately Removed From That Area. In Case, He Is Directly Hired On
Company’s Strength;
The Following Measures Are Immediate Taken.

 The Position Thus Becoming Vacant Is Offered To Relative (Preferably Blood Relation) Of
The Child Or Family Is Paid Compensation For The Time Lost Till The Absorption Of A
Relative Company’s Employment.

 The Company Initiates All Necessary Steps Including Finance For Rehabilitation Of
The Child Worker, And Integrates Him In A Suitable Environment. If Need Be, The
Company Can Seek The Assistance Of An NGO, A Child Welfare Organization, Or Other
Experts Available To Deal With The Situation.

 Company Is Prepared To Finance The Child School Attendance Unto The Completion Of
Compulsory Schooling. If Compulsory Schooling Ends Before The Legal Minimum Age For
Employment, The Financing Countries Until The Child Reach The Minimum Age.

 Upon Completion Of Compulsory Schooling The Young Person Is Offered A Job,

Apprenticeship Or A Training Program.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

3.4 FORCED LABOUR (ILO CONVENTION No=1930 & 1957):-

Forced Labor As Defined By the ILO Convention Is All Work or Service Exacted From Any
Person under the Menace, Threat Of Any Penalty and For Which The
Said Person Has Not Offered Himself, Himself Voluntarily. Force May Be Physical, Mental Or
Material.

The Company Management Strictly Rejects the Use of Forced Labour in Any Form Whether
PRISON LABOUR, INDENTURED and BONDED LABOUR or Any
Other Form, For The Purpose Of This Policy:-

PRISON LABOUR:-

Means Those Prohibited From Employment In A Factory If Forced To Work For State Or Military
As A Requirement Of The Sentence And Without Compensation. However, Some Prison Labour

Is Legal, Voluntary And Paid In Accordance With The Provisions Of Minimum Wages Ordinance .

INDENTURED AND BONDED LABOUR:-

Indentured Labor Refers To Work By An Employer Who Forbids Worker From Leaving
Employment At Discretion. Whereas BONDED, Labor Refers To Work For An Employer Not For
Compensation Received By The Worker But To Pay Off A Debt Which Is Often Incurred By
Another Person Offering The Work Labor In Exchange.

OTHER FORMS OF FORCED LABOUR:-

Include Situation In Which Labor Contract Create Unreasonable Legal Or Practical Limitation
On A Workers Ability To Leave His / Her Employment.
Such Instances Include, Employers Keeping Workers Identification Documents, Payment Of
‘Excessive; Fees Upon Entering Employment, Or The Requirement That Worker Pay A Penalty
Upon Termination Of The Contact.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

If Worker Are Forced To Work Beyond Normal Working Hours, Including Overtime Limits More
Than A Quarter Of The Time, This Could Also Be Considered As Forced Labour.

Therefore In Order To Proactively Objective; The Management Closely Monitors And Check

Following Activity At All Levels In The Company & Company Does Not Retain Original

Document Such As National Identity Cards, Passport Or Birth Certificate Nor Does The

Company Require Any Money Deposits From Its Employees In Any Connection Whatsoever, In

Order To Exert Any Pressure On Them. Company Also Does Not Withhold Any Pay To Make

Future Payment Out Of The Same As ----------- Of Retaining The Employees.

1. Does Not Impose Any Restriction On Freedom Of Movement Of Workers Unless Such
Movement Tantamount To Jeopardizing The Disciplinary Norms.

2. Ensures That Appointment Letters / Contracts Do Not Contain Provision That Violate The
Ban Of Forced Labor, Including Unreasonable Recruitment Fees And Penalties For
Terminating Employment.
3. Ensure That All Workers Are Present Voluntarily. No Workers Are Imprisoned or Locked In
the Factory.

4. Ensures That Any Policy Restricting The Employees’ Right To Leave (End Of Shift On
Termination Of Employment) Simply Does Not Exist.

5. Does Not Allow At Any Level Use Of Physical Or Mental Compulsion For Disciplining
Employees Under Any Circumstances. The Same Applies For Refusal Access To Food,
Toilets And / Or Medical Treatment.

3.5 HARRASSMENT OR ABUSE:

The Management Contemptuously Rejects All Acts Of Corporal Punishment, Any Other From
Harassment, Abuse Or Coercion, Whether Mental Or Physical, At Any Level. As Such , Acts Like
Physical Contact Intended To Hurt Or Harm An Employee, Any Comments Suggesting

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

Threats of Behavior to Harm an Employee’s Physical or Mental Wellbeing, Discipline Resulting

in the Withdrawal of Basic Physical Comforts Provided to Other Workers, Comments
Understood by the Employee to Be

Threatening Or Demeaning Physical Contact By Supervisor Or A Senior To Have Sexual

Implication, Sexual Comments So As To Make A Hostile Work Environment, Or Requiring Any
From Of Favor In Exchange For Beneficial Treatment In Employment, Or As Condition Of
Maintaining Employment, Are Strictly Checked And Forbidden By The Management. The
Management Adopts The Following Modus Operandi To Curb This Menace In Each And Every
Department Of The Company:

I. It Has Established And Implemented A Progressive Disciplinary System That Includes

Verbal Written Warnings And Disciplinary Procedure To Check Violation Of This
Requirement, At Any Level In The Organizational Hierarchy.

II. It Ensures That All Disciplinary Actions Are Fair, Documented And Transparent.

III. It Has Established An Upstream Communication System And Even Placed A Complaint/
Suggestion Box In Each Operation It Unit For Workers To Communication Their Grievances,
Unhesitatingly.

IV. Orientation Of New Employees And Training Of Supervisor On Periodical Basic Is Carried
Out By Human Resource Department To Part Implementation Of Social Compliance
[Link] Concerned Are Forbidden From The Use Of “Harassment Or Abuse “Through
Circulation Of This Policy To Them.

3.6 DISCRIMINATION ( ILO CONVENTION 1958):-

Company Strongly Discourages All Practice Regarding Hiring, Pay, Promotion, Disciplinary,
Termination Or Other Terms And Conditions Of Employment, Based On Personal
Characteristics, Belief, Or Other Legally Prohibited Criteria. Cases Are Decided Purely On Merit
And Ones Ability To Perform. Moreover, Female Employees Are Not Questioned About Their
Pregnancy Status And That Pregnancy Tests Are Not Conduct Before Hiring Or As A

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

Precondition To Employment. The Company Management Being Fully Aware Of the Two Fold
Disadvantages i.e. The Complacency Factor amongst Privileged Employees And The
Demoralizing Effect On The Non-Privileged Ones, Takes Productivity And Harmony Conducive
Measures Through:-

I. Clearly Providing In The RECRUITMENT SELECTION AND PLACEMENT Policy That

Company’s Hiring, Promotion, Training, Termination And Retirement Practice Are Devoid
Of One’s Gender, Race, Nationality, Color, Religion, Age, Maternity, And / Or Marital Status,
Or Cultural Beliefs.

II. Framing Job Description of Employees Focus Only On Occupational Parameters and Not
Personal Characteristics.

III. Ensuring That The Company’s Recruitment, Selection And Placement Policy Has Been So
Structured That The Ill-Maneuvered Or Mollified Selection Practices Can Be Easily Checked
And The Concept Of “ EQUAL EMPLOYEMENT OPPORTUNITY” Is Addressed In Letter And
Spirit.

IV. Fixation Of Wages And Benefits, And Transparent On-Job-Treatment, Un-Influenced By

Employee’s Personal Characteristics And Those Employees With Similar Skills Must Have
Similar / Equal Opportunities For Growth And Earnings.

V. Ensuring That Pregnancy Does Not Form A Barrier In The Career Advancement, And
Receipt Of Benefit And Rewards Of Female Employees And Prevalence Of Complete Parity
With Respect To Growth Opportunities.

VI. Ensuring That The Use Of Contraceptives Is Not Made A Condition For Recruitment Or
Continuity Of Employment With The Company At Any Level For Females.

VII. Strongly Curbing Sexual Harassment And Abuse, Physical Action, Or Deprecatory
Statements And Thoroughly Into The Incidents, If Any, And Initiating Appropriate Counter
Measures.

VIII. Ensuring That The Termination Of Employment Is Not Effected On The Grounds Of Personal
Characteristics Of Employees.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

IX. Ensuring That the Employee’s Complaint of Infringement / Deprivation of Rights to Which
They Are Entitled Is Not a Source of Disadvantages to Them in Any Way. On The Contrary
Such Instances, If Exist At Any Level, Are Investigated And Remedial Actions Initial Rational
Complaints Procedure Has Been Established For This Purpose. The Procedure Relief
Committed To Employees Defines In Total Clarity The Submission Of Complaint By An

Employee, Treatment By The Management For Administration Of Suitable Remedial Action .

3.7 WORKING HOURS (Chapter –IV Factories Act 1934,ILO Convention # 1919)

The Company Management Is Fully Aware Of The Fact That The Excessive Overtime Working
By An Employee Has Its Own Potentially Adverse Effects In The Form Of Employees Below
Standard Performance, Increased Cost Of Production And Decreased Quality And Quantity,
And Accidents Risks Due To Accumulative Fatigue Effects. Therefore It Is Important That The
Employee’s Shall Not Be Subjected To Work Hours (Inclusive Of Overtime) In Excess Of The
Legally Prescribed Limits. It Is Further Ensured That The Leaves, Holidays Inclusive Of Rest
Days Are Also Allowed To Company Employees As Provided For Under The Applicable Local
Laws And Compensated Accordingly, For All Practical Purpose The Company Management
Adheres To The Following Procedure To Affirm Its Commitment Within The Ambit Of Applicable
Laws:

I. Working Hours And Holidays (Inclusive Of Weekly Rest Days) Are Regulated As Provided
For Under Section 34 And 35 Of Factories Act, 1934, Respectively.

II. Workers Are Not Subjected To Overtime Work Unless They Willingly And Voluntarily Agree
To Do So.

III. Prior Approval of the Respective Department Head Is Mandatory For Overtime.
IV. Rational Production Planning On Long Term Basis Is Used As An Effective Tool In Order To
Make Optimum Use Of Employee Capacity During Regular Working Hours.

V. The Workers Are Expected To Put In Extra Hours, Only Under Extreme Emergent Situation
And Not As A Matter Of Routinely Practice.

VI. Workers Are Compensated For Normal Work Hours As Per Rates Prevailing In Similar
Industries In The Area And Such Compensation Is, In No Way, Less Than The Rate Provided
For Under Minimum Wages Ordinance 1969 ( Amended Up – To- Date).

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

VII. For Overtime Work A Worker Is Compensated As Provided For Under Section 47 Of
Factories Act, 1934.

VIII. In Order To Ensure Transparency Of Working Hours For The Satisfaction Of Workers And
Accuracy Of Records, The Company Has Switched Over To Computerized Attendance
Management System, And The Operating Time For Different Units ( General And Shifts
Operation ) Has Been Elaborated In The Following Schedule:-

SCHEDULE OF DUTY HOURS, HOLIDAYS AND OVERTIME CALCULATION

1. GENERAL SHIFT;-

09:00 Hrs To 17:00 Hrs (With Lunch & Prayer Break From 13:00 To 14:00 Hrs)
Second shift 17:00 To ____________.
Friday 09:00 Hrs To 17:00 Hrs ( Namaz Break 1:00am to 2:30 am )

Weekly Rest Day Is Observed On SUNDAY.

 COMPENSATORY HOLIDAYS = Are Allowed To Company Employees As

Provided For Under Section = 35 – A Of Factories Act. 1934.

 MATERNITY LEAVE = Applicable In Case Of Female Workers, For the Period Six
(6) Weeks Prenatal and Six (6) Weeks Postnatal With Pay.

 Weeks Postnatal Subject to Production of Medical Certificate by The Doctor Attending

the Patient.

 FESTIVAL HOLIDAYS = Declared By The Federal Government And Others

Announced By The Local Administration And Applicable To Similar Industries, Are
Allowed To.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

5. OVERTIME CALCULATION.

A. Monthly Rated = Fixed Per Month Salary * Total O.T Hours * 2

26 * 8
B. Daily Rated = Fixed Per Day Wage * Total O.T Hours * 2
8

Ix. Ordinarily The Company Does Not Allow A Worker To Do Overtime More Than Two Hours
Per Day So That The Total Work Hours Do Not Exceed Sixty (60) Hour Pr Week.
COMPENSATION ( WAGES AND BENEFITS)

Wages Are A Motivation Factor. But, Under Payment De- Motivates Employees To Deliver
Up To Their Abilities And Capacity In Terms Of Quality And Quantity. In Order To Build –
Up Sustainable Reputation Amongst The Existing Buyers And Attract Even More, The
Optimum Productivity Level Has To Be Attained. De-Motivated Employees,
Obviously, Can Not Contribute To Achieving This Objective Therefore, In Its True Intent,
The Management Always Ensures That The Workers Are Not Paid Less Salaries And
Wages Than The Provisions Of Minimum Wage Ordinance 1969 (Amended Up To Date ).
Besides, the Overtime Hours and Compensation, Thereof, Under No Circumstance Be
Defiant With the Applicable Laws. It Is Also Ensured That the Weekly Rest Day I.E. One
Full Paid Rest Day after Every Six Work Days, Is Allowed To Workers In Addition To Paid
Public Holidays Announced By the Federal Government For The Purpose Of This Segment
of Social Compliance Policy,
Regular Working Time Means The Specific Hours Of Work Wages Have Been Pre-decided
For, And Does Not Include Overtime Within A Reference Period (I.E. Day Or Week, Or
Month). Overtime Refers To Work Beyond Regular Daily Or Weekly Working Time.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

i. Workers Are Compensated For All Hours Worked In Accordance With The Applicable Law.
Whether Monthly Rated, Daily Rated, Or Piece Rated All Overtime Hours Are Also
Compensated At The Premium Wage- Rate And Procedure Established By Law.

ii. Payment Of Minimum Wage As Per Latest Legal Application Is Ensured Irrespective Of
The Class, And Category Of Workers, And Transparent Payment Records Are Maintained
By Respective Accounts Personnel.

iii. Workers Are Oriented On The Computation Procedure For Overtime And Also Allowed
Access To Respective Payment Records For Their Satisfaction, Besides Issuance Of
Comprehensible Pay Slips By Respective Accounts Department.

iv. The Company Has Installed Computerized Time Recording System To Ensure Accuracy In
Time Calculation And Computation Of Payment For Normal Work And Overtime Hours.

v. Besides Issuing The Appointment Letters, The Company Has Posted Abstracts (Urdu

Version) Of Labor Laws (Amended Up-To-Date) In Force I.E. West Pakistan Industrial And
Commercial Employment (Standing Orders) Ordinance 1968. Factories Act 1934,
Payment Of Wages Act – 1936, West Pakistan Minimum Wages (For Un- Skilled Workers)
Ordinance 1969 Industrial Relation Ordinance 2002, For Free Access Of Workers Besides
Orientating Them On All Important Aspects Of Their Employment (Including Salaries And
Benefits) At The Tome Of Hiring.
vi. Except For Income Tax, Retrieval Of Company’s Loan Installment, Or Advance Against
Salary, If Applicable, No Other Deduction Are Made From The Salary / Wages Of Company
Employees. While Making Deductions, It Is Carefully Understood That Provision Of Wages
Act 1936 Are Not Infringed.

vii. All Legally Applicable Benefits Are Administered And Records. Thereof, Maintained At
Accounts And Human Resource Departments.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

3.9 FREEDOM OF ASSOCIATION:-

The Company Management Allows Its Employees The Right To Establish And Join Legal
Organizations (Registered Trade Unions Or Associations) Of Their Own Choice, Provided
In Doing So They Do Not Subvert The Decorum And Discipline Of The Company. The
Management Is Fully Conscious Of The Motivational Element Of Such Freedom Which
Positively Impacts The Productivity Of The Employees.

The Management Refrains from Any Kind of Counter Measure, Punitive Actions to Prevent
the Employees from Exercising This Right, The Code Of Ethics To Be Signed By The
Employees At The Time Of Selection For Employment Is Also Devoid Of Any Description
Which Aims At Depriving The Employees Of This Right Before Or After Their

Selection Provided The Applicable Laws In This Regard Are Not Infringed By Them. The
Management’s Liberal Stance and Open Mindedness Is Amply Manifested in Its Following
Actions:-

i. Posting Of the Abstracts of Industrial Relations Ordinance- 2002 within the Easy
Access of Workers.

ii. The Company Does Not Discriminate, Panelize, Threaten, Restrict or Interfere with
Employee’s Willingness to Lawfully Form or Join Trade Unions or Associations.

iii. Providing A Formal Communication Channel I.E. Suggestion Box Enabling The Workers To
Have The Opportunity To Freely Raise Their Issues Or Concerns To Have Them
Addressed
By The Management, Should Their Efforts Be Obstructed In Any Manner And At Any
Manner And At Any Level?

iv. Promotion Of Healthy And Harmonious ‘Employer – Employee’ Relationship Through

Informal Coaching, Orientation, Training And Guidance Within The Horizontal And Vertical
Levels In The Organizational Hierarchy, And Management’s ‘OPEN – DOOR’ Policy,
Provided Sound Evidence Of Its Liberal Stance For Company Employees.

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

3.10 ENVIROMENTAL COMPLIANCE:

The Company Management Is Conscious Of Its Responsibilities Towards Issue Related To

Environmental Compliance. This Being A National Issue, It Participates In All Meetings,
Conference, and Seminars, Organized By The Concerned Ministries Of Federal
Government. The Effluent Treatment and Recycling, Plant Being A Proposition Involving

Capital Expenditure, Its Feasibility Is Being Studied On Collective Basis I.E. Different
Plants For Different Industrial Zones By The Appropriate Government Authorities,
However, Pending Accomplishment Of This Project, The Company Management Has
Ensured To:-

i. Identify The Requirements Of National Environmental Quality Standards (NEQS) And

Retain The Same In Documented Form.

ii. Maintain On Site The Required Permits And Necessary Records Including Waste Water
Permits. Water Testing Records, Waste Disposal Records, Factory Inspections, And Any
Other Records Related To Environmental Concerns.

iii. Appoint A Designated Employee With Responsibility For Overseeing Compliance With
NEQS.

iv. To Have A Documented Environmental Management Plan That Details How These Issues
Are Addressed. The Plan Includes Items Such As Description Of Employee Responsible
For Implementing, A Description Of The Environmental Impact Of The Production
Process, Governmental Permits And Records, And Government Agencies Responsible.
3.11 NOTICE AND RECORD KEEPING:-

The Company Management Emphasizes On Education Of Workers About The Social

Compliance And Rights They Enjoy Under Social Social Compliance Policy. The Salient
Features Of This Policy Are Displayed Prominently On Company’s Main Notice Board In
Local Language – URDU. All Necessary Records Are Maintained To Support Company’s
Compliance with This Policy, Company Management Allows Free

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

Access to Customer’s Nominated Auditors Both to Workers and the Records Maintained
to Support Social Compliance, As Part Of Its Rational Practices, The Management Ensures
That:-

i. All Supportive Records Are Complete In All Respects And Accurately Maintained.

ii. Customers Nominated Auditors Or Third Party Agents Are Granted Free
Access To Employees And Payroll Records And To Interview Workers And Management.

iii. The Auditors Are Provided With A Separate / Private Office To Conduct
Worker’s Interviews In An Environment That Encourages Them (Workers)To Speak Freely
And Fearlessly.

iv. No Managers, Supervisors And Workers Pose Any Hindrance To Auditors Speaking To
Anyone. Auditors Are Provided A Truly Conducive Environment Suitable For Smoothly
Carrying Out Their Tasks.

3.11.1 SUPPLEMENTAL GUIDELINES (RECORDED KEEPING)

The Items Mentioned Here- Below Is Minimum Requirements. Additionally, We Also Have
To Comply With The Specific Legal Requirements Governing Notices Record Keeping.
Some Important Practices Are Described Here Below For Follow- Up And Ready
Reference.

(a) PERSONAL FILE(S):

i. Personal Files For Each Employee Are Maintained.

ii. Personal Files Include:

 A Copy Of The Authentic Age Verification Documents (e.g. CNIC, National Identity Card,
Passport, School Certificate, Birth Certificate Or Any Other Valid Document Issued By The

Government).

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

 Proof of the Date of Hiring With Signature of the Worker. (I.E. JOINING REPORT) Is
Available.

 Employment Contracts, Appointment Letter Signed By The HR Manager Or Any Other

Competent Authority And The Worker In Token Of His Acknowledgement, Are Also
Maintained In Personnel File.

 Application For Employment (Employment Form) With Basic Information Of The Worker
Such As Address. Contact Information, Reference, Experience And Education Details Etc
Are An Essential Component Of The Personnel File.

 Recent Photograph Of The Worker.(Compulsory)

 Interviewer’s Assessment (Assessment Sheet) Of The Employee Duly Approved By The

Competent Authority.(Optional)

 Code Of Ethics Duly Answered And Signed By The Employee.

 Written Disciplinary Actions Taken Against The Worker, Where Applicable, Including The
Signature From The Worker Acknowledging Receipt Of The Documents Pertaining To

Disciplinary Proceedings.

(b) TIME CARDS / SWIPING

i. Computerized Attendance System Is Inplaced To Record Actual & Accurate Working

Hours For Company Employee.

ii. Attendance Information Includes Check- in and Check- Out, Times at the Start and End of
One’s Duty.

iii. Attendance Records Are Retained For At Least One (1) Year. If Not Otherwise Required.

(C) PAYROLL RECORDS:

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

i. Proper Record For Payment Of Wages To Each Worker Is Maintained.

ii. Payment Record Includes Regular Working Hours, Overtime Working Hours, Production
Bonuses, Allowances, Applicable Deduction, And Net Wages.

iii. Piece Rate And Other Supporting Documentation For The Payroll Register Is Also
Maintained As Proof.

iv. Payroll Records Are Maintained For At Least One Year, If Not Otherwise Required.

v. Payment Records For Holidays, Work Days And Hours, Any Bonuses, Overtime Payment,
Loans, Any Deductions, Etc, Are Also Maintained.

vi. Signature On The Payroll Record From Employees Acknowledging The Salary/ Wage
Break Up And Receipt Of Net Wages Is Also Ensured.

(D) PAY SLIPS:

i. Pay Slips Are Provided To Workers For Each Pay Period Showing Details Of Items Such As
Regular Working Hours/ Days. Overtime Hours, Piece Rate Wages (If Applicable), Gross
Wages, Deduction, And Net Wages.

ii. Employees’ Signature On The Office Copy Of The Pay Slip Is Also Encouraged To Prove
That Employees Have Acknowledged The Items (Break - Up) And Have Received The Net
Payment. Retention Of The Office Copy Of Pay – Slip Is Mandatory. If These Are
Maintained In Appropriate Software, Hard Copies Are Not Necessarily Required.
Moreover, If Acknowledgement Is Received On Pay – Sheets, It May Not Be Obtained On
Hard – Copies Of Pay – Slips.

iii. Pay Slips Are Issued In URDU For The Convenience Of Workers In Non-Management
Cadre And In English For All Management Cadre Employees.

3.12 SUBCONTRACTORS / SUPPLIERS / VENDORS:-

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 AHMED OIL INDUSTRIES PVT LTD
Policy#01 Issue # 01
Issue Date: 07-07-2024

Title: Social Policy

The Company Outsourcers war material of resin for product Jobs in Processing The Sub-
Contractors Operating Within the Company Are Always Under Close Check for Social
Compliance, the Management Also Accepts Local And Or Foreign Suppliers and Vendors
To Ensure Social Compliance Within Their Areas of Operations, The Management,
Therefore, Ensures That: -
3.12.1Appropriate Procedure Are Established and Maintained To Hire, Sub-Contractors/ Suppliers/ And
Vendors With Demonstrated Capability For Social Compliance In Their Setups.
3.12.2Appropriate Records To Ensure Social Compliance By Sub- Contractors / Suppliers/ And Vendors
Are Maintained To Support Their Express Commitment to:
i. Social Compliance Parameters.

ii. Cooperate in the Company’s Monitoring Activities as Desired.

iii. Promptly Implement Remedial and Corrective Actions To Address Non-

Conformance, If Any Identified During The Monitoring Process.

iv. Promptly and Completely Inform of Any and All Relevant Business
Relationship(S) With Their Own Sub- Contractors / Suppliers / and Vendors.

3.12.3The Company Has a System In Place To Monitor The Sub-Contractors / Suppliers / And Vendors,
And Maintain Reasonable Evidence That Sub – Contractors / Suppliers/ And Vendors
Continuously Improve Conditions To Exhibit Their Aptitude And Sustained Efforts For
Social Compliance.

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