Code of conduct

Company Code of Conduct

Our code of conduct describes the ethical values we require from our employees and our business partners. It sets forth what we stand for and what we prohibit as a company. It also defines procedures and tools to support our employees in achieving these goals Failure to comply with the Code can result in disciplinary action, including dismissal from the Company and referral to law enforcement where necessary.

Adherence to Law

We are committed to complying with all relevant legislation, statutory requirement guidelines covering ethical recruitment. We always maintain an updated business license or permit to operate as a manpower recruitment agency. We have an implementing structure and procedures in place to ensure our policies and procedures are in consonance/compliance at all times with existing legislation required by the government of countries where we operate, including countries where workers are deployed for employment. We take all required measures to facilitates and ensure successful candidates hired are legal and appropriate clearance to entry to work abroad. Our employees must conform to their daily operations to adhere to internal policies and procedures to provide quality and ethical services.

Non-discrimination, Non-harassment and Human Treatment

BJ Overseas (P) Ltd does not discriminate against any employees or workers on the grounds of religion, race, sex, age, political beliefs, union affiliation, physical or mental disability, cultural practices, nationality, ethnic origin, civil status, or pregnancy status, in its recruitment, selection and hiring practices, administration of disciplinary practices, the selection of employee’s promotion etc. We have a mechanism in place for screening all job advertisements and posters, employment contracts, interview guides, selection criteria, and tools, and every effort is taken to avoid discrimination in any form. All employment decisions, including hiring, promotion, compensation, training, and termination are made based on qualifications, performance and merit. >Our employees and suppliers are trained to uphold non-discrimination and employed non-discrimination practices.

There are confidential and safe channels for anyone to report unequal or unfair treatment in any form of discrimination, harassment or abuse, in the recruitment, selection and hiring process. These channels are communicated in the language that they understand, from the point of recruitment.We do not conduct pregnancy screening or testing at any time before or after the workers sign an employment contract, except where laws, statutes and official guidelines require so, and where results of such screens or tests are used solely for such legal or official purposes. There are no harsh or inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, or verbal abuse if job seekers and workers, or of our own employees. Our company provides a safe and respectful work environment where individuals are encouraged to report any incidents of harassment without fear of retaliation.

Fair Competition

We believe in free and open competition. We gain our competitive advantages through the quality of our services, rather than through unethical or illegal business practices. We shall comply with fair competition rules, the competition laws and the anti-corruption law (including the Unfair Competition Prevention Act, Foreign Corrupt Practices Act, Bribery Act) of the countries where our business activities take place that governs relationships with competitors, suppliers, and customers.

While the legal requirements vary, fair competition laws generally share the same objective:

• To promote open and transparent market dynamics that based on quality and services, innovation, customer service and overall value proposition.
• To ensure that markets operate efficiently by providing competitive prices
• Never talk with or signal our competitors about any aspect of our pricing, job order quantity, or customers.
• Do not attend a meeting with a competitor where you are likely to discuss the issue of pricing or other sensitive information.
• Do not agree with a competitor to coordinate bidding to a customer.

Whistleblowing System

All Employees are encouraged to report, verbally or in writing, promptly and in confidence, any evidence of any improper practice or unethical behaviour or if they are in doubt about the best course of action in a particular situation. BJ Overseas (P) Ltd exercise non-retaliation against employees, agents, applicants, and workers Employees for reporting a suspected violation in good faith or participating in an investigation of a suspected violation. All complaints shall be properly investigated. Directors, Employees and any other parties involved are expected to cooperate during the internal investigations of the alleged misconduct.

Business Integrity

BJ Overseas (P) Ltd does not allow any form of bribery, corruption, fraud, and embezzlement. We hold zero-tolerance in dealing with bribes or inappropriate payment. All employees are encouraged to report, verbally or in writing, promptly and in confidence, any evidence of any improper practice or unethical behaviour or if they are in doubt about the best course of action in a particular situation. =Directors and employees are dehorted from accepting or receiving gifts, benefits and/or entertainment from a third party or stakeholder of the company that might create a sense of obligation and compromise their professional judgment or creates the appearance of doing so. Exception applies if it is made for gestures that are construed to be legitimate contribution and provided that the gifts, benefits and/ or entertainment are presented in good faith and below a monetary value of USD 100/-, which may be directly or indirectly offered as a result of or in anticipation of someone’s position or performance of duties with the company or for cultivating good business relationship. Director and Employees shall exercise proper care and judgment in respect of giving or receiving any gifts, benefits and/or entertainment on a case-to-case basis. Director and Employees shall take into consideration the impact of their actions with regards to how their actions are perceived (i.e. influencing their decision) and its impact on the business operations of the company prior to giving or accepting any gifts, benefits and/ or entertainment.

BJ Overseas (P) Ltd exercise non-retaliation against employees, agents, applicants, and workers or employees for reporting a suspected violation in good faith or participating in an investigation of a suspected violation. All complaints shall be properly investigated and handled anonymously. Director, Employees and any other parties involved are expected to cooperate during the internal investigations of the alleged misconduct.

Conflict of interest

Conflict of interest situation arises when a personal interest or activity interferes or appears to interfere with the duties of the Director and Employees to the Company. This includes, but not limited to:

• Director or Employee giving preference to his interests or the interests of his family members or persons with whom he has a close personal relationship, rather than to the interests of the Company. This includes being involved in the hiring, supervision, management and/ or career planning of his family members, or any other parties where a close personal relationship exists, in the Company
• Receiving or giving gifts, benefits and/ or entertainment as a result of the position of the Director or Employee within the Group that may lead to a conflict of interest situation;
• Director and Employees are in a position to influence decisions that are made by the Company with respect to dealings with a business, enterprise or entity owned or partially owned by the Director or Employee, the Director’s or Employee’s family members or those with whom he has a close personal relationship
• Directors or Employees competing with or against the Group in a business transaction.
• Director and Employees are expected to make or participate in business decisions and actions during the course of their appointment or employment based on the best interests of the Company as a whole, and not based on :
  • personal interests, considerations or relationships;
  • relationships with prospective or existing suppliers, contractors, customers, financial institutions, government or other stakeholders.
  • Director and Employees are required to declare or disclose to the immediate superior, Human Resources Department on any form of relationship that exists between themselves or their family members with any organisations, contracts or business dealings involving the Company, so as to avoid or mitigate the risk of conflicting interests.

Disclosure of Confidential information

BJ Overseas (P) Ltd compels all employees to protect all confidential information about the company and services, as well as other sensitive data against unauthorized transmission and abuse. The unauthorized release of confidential information can cause us to lose our competitive advantage, embarrass and damage our relationships with our customers and business partners. For these reasons, confidential information must be treated carefully. Confidential information exists in many forms and includes information stored on computers, transmitted over networks, contained in video format, printed or written on paper, sent by fax, stored on USB drives or discussed during telephone conversations. All employees are expected to use and disclose confidential information only for legitimate business purposes. Employees are not to share passwords or allow other people, including friends and family, on using the company’s information technology resources. Disclosure of information to third parties, including business partners and vendors, must be with appropriate authorization. -Confidential information is not to be discussed in public places where others may overhear.

Company Assets and Intellectual Property

We provide our employees with various resources (“Company Assets”) to aid in the performance of their job responsibilities for the Company. Each of the employees is entrusted with the care of Company Assets. We must protect them from loss, damage, theft, waste and improper use at all times. Our Assets include, but are not limited to:

• Supported IT assets, such as computers, phones, peripheral equipment (e.g., printers), software applications (e.g., email) and other associated devices, systems, networks, and their contents;
• Physical property, such as facilities, equipment, tools, vehicles, inventory, scrap or obsolete materials and supplies;
• Other corporate asset types, such as financial resources, intellectual property, confidential information, paper, and electronic files and documents, branding and logos.

Our Assets should be used in a responsible, professional manner and for work-related purposes only. None of the assets, including scrap and obsolete materials, must not be given or disposed to anyone without appropriate approval. The Company reserves the right to monitor, access, review, copy, modify, delete or disclose such contents as deemed necessary and appropriate for a legitimate business purpose.Limited personal use of company phones and email is allowed as long as it does not have a negative impact on your performance, productivity, the work environment, or violate any local regulations.

Environmental, Safety and Health

BJ Overseas (P) Ltd is committed to promoting a safe, healthy and sustainable workplace for our employees, visitors, and the community. We recognize the importance of environmental protection, safety, and health in all aspects of our business operations. We will take all reasonable steps to protect the health and well-being of our employees by promoting a healthy work-life balance without excessive overtime, offering support for physical and mental health initiatives. All overtime is voluntary with employee’s consent. We will prioritize the safety and well-being of our employees, contractors, and visitors by providing a safe work environment and promoting a safety culture throughout the organisation. We will identify and assess workplace safety hazards, implement controls to mitigate risks, and provide necessary training and resources to ensure safe practice are followed. We will continuously seek opportunities to improve our environmental performance, reduce waste, and conserve resources.It is our collective responsibility to uphold these commitments, integrate them into our daily operations, and strive for continuous improvement in environmental, safety, and health performance.

Labour Principles and Rights at Work

We are committed to upholding the fundamental principles and rights at work as outlined by Responsible Business Alliances (RBA), including the Labour Code of Conduct and Principles and Rights at Work. We recognize that our employees are the foundation of our success, and their well-being, rights, and dignity are paramount. We respect our employees' rights to form and join trade unions of their own choosing, without fear of reprisal, and to engage in collective bargaining. The management will negotiate in good faith with employee representatives and to ensuring that our practices do not undermine these rights.

The Management and employees who are working in this company are committed to ensuring that there is no forced, bonded, or involuntary prison labour within our operations. We will not engage in or support the use of forced labour and will take immediate action to remedy any instances where this principle is violated. We will check the minimum age allow before hire any employees by ensuring we do not employ any children who are under the minimum legal age. All employees at BJ Overseas (P) Ltd shall work within the legal working hours and receive at least the minimum salary as per local laws. All employment is valid, voluntary, and the employment terms and conditions are transparently communicated prior to any hiring. The employees can be free to move to the premises and have unrestricted access to essential facilities such as toilets, prayer rooms, canteens and clinics.