Our Policies

Southern Optoelectronic Devices Pvt Limited is a professionally managed organization, Manufacturing of LED Lamps Displays, Populated PCB and LED lighting products. The SOEPL management recognizes Health, Safety and Environment as among the highest goals and Objectives. The Management is fully committed to:

• Making environmental, health and safety considerations a priority in business planning and decision-making processes
• Managing all aspects of our business to effectively and efficiently to utilize natural Resources, providing healthy work environment.
• Comply with safe work practices, with the intent of avoiding injury to themselves and others
• Create awareness on Occupational Health, Safety and Environment by team work, training & through this Policy
• Comply with applicable legal and other requirements connected with Occupational Health, Safety and Environmental matters including customer specific requirements.
  
  Meaningful communication of the EHS policy to employees, persons working on behalf of the organization relevant interested parties and Public on demand.

Objective
This policy defines the guidelines for ensuring that the rules are being followed to protect the interest of the individuals and the Organisation.

Applicability
This policy is applicable to all employees (on rolls & on contract), customers, consultants, vendors, suppliers, visitors etc.

Features

• Employees are expected to act in the best interests of the Company and prevent any conflict of interest or even appearance of a conflict of interests.
• Maintain the highest standards of professional conduct

1. Full Time Employment

• All employees should devote themselves exclusively to the business of the Company.
• Employees are prohibited from taking up any other work for remuneration (part-time or otherwise) or work in advisory capacity.

2. Conflict of Interest

• If in the course of employment, an employee has to interact with any business or entity in which the employee or his/her family has an interest, the same must be disclosed to the Head of the Department and Admin to prevent conflict of interest.
• It is the employee's obligation to act in the exclusive interest of the Company and not for personal gain.
• Employees are expected not to allow business dealings on behalf of Southern Optoelectronic Devices Pvt. Ltd and get influenced or even appear to be influenced by personal or family interests.
• Employees are expected not to enter into any business relationships with competitors, own a competing business or offer trading assistance to any person or body outside Southern Optoelectronic Devices Pvt. Ltd, including family or friends
• Employees should not engage in any activity or perform any work outside their scope of activities in Southern Optoelectronic Devices Pvt. Ltd, which would create a conflict of interest
• Employees are required to declare in writing to the Admin whether they, or a family member have a direct or indirect material interest in an undertaking that either competes with Southern Optoelectronic Devices Pvt. Ltd, or renders services or supplies products to Southern Optoelectronic Devices Pvt. Ltd Employees are responsible for declaring, in writing, any changes in circumstances to their Head of the Department and Admin

3. Confidential Information and Non-disclosure

• It is mandatory that employees of Southern Optoelectronic Devices Pvt. Ltd should not disclose or use any of Southern Optoelectronic Devices Pvt. Ltd confidential information, either during or after their employment. All employees are required to sign the “COODE OF CONDUCT AGREEMENT (Confidentiality and Intellectual Property Agreement)”.
• The Company considers its confidential and proprietary information, including the confidential and proprietary information of the customers, to be one of its most valuable assets.  As a result, employees must carefully protect and must not disclose to any third party all confidential and proprietary information belonging to the Company or its customers.  Such protected information includes, but is not limited to, the following: files, documents, records, plans, drawings and other material relating to Southern Optoelectronic Devices Pvt. Ltd and its employees and customers.
• Employees should ensure that any materials containing confidential or proprietary information are filed and / or locked up before leaving their work area each day.  During the workday, employees should not leave any sensitive information lying about or unguarded.
• Inappropriate release of confidential information, either internally or externally is misconduct and disciplinary action may be taken, including possible termination. All questions regarding and requests for confidential information, including reference requests, should be referred to the Head of the Department.

4. Ethical Standards

• The successful business operation and reputation of Southern Optoelectronic Devices Pvt. Ltd is built upon the principles of fair dealing and ethical conduct of the employees. In order to avoid any appearance of a conflict of interest, employees are expected to abide by the following code of ethical conduct.
• Employees of the company should not solicit anything of value from any person or organization with which the company has a current or potential business relationship
• Employees of the company should not accept any item of value from any party in exchange for or in connection with a business transaction between the company and that other party.
• Employees should not accept items any gifts from customers, suppliers or others. Items such as food items may be accepted on any festivals provided it is for the Office consumption.
• If an employee is faced with and is unsure how to handle a situation that he / she believes, has the potential to violate this code of ethical conduct, he / she should notify his / her Head of the Department or Admin / Manager  or MD or Director.
• Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.

5. Language

• Use of profane or abusive language to any individual including employee, superior, co-worker, junior, trainee, visitor, vendor or customers is not acceptable.
• If at any point in time any employee is found to be using unacceptable language, the issue would be treated as an act of misconduct and will warrant appropriate actions.

  6. Use of phones, e-mail and internet

• While working on Work station / Machines, no employee should use the Mobile phones. Incase the call is urgent and has to made or received, he/she should move away from the Work station / machine.
• Computers, mobile phones, electronic mail and voice mail should be used only for conducting company business.
• Employees are responsible for using the Internet in a manner that is ethical and lawful. Use of the Internet must solely be for business purposes and must not interfere with employee productivity.
• The company may monitor the usage of Company resources for unusual activity. Disciplinary action may be taken against employees who are found guilty of inappropriately using IT resources.
• While operating the Work stations / machines employees must refrain from using the mobile phones

7. Smoking Restriction

• Use of tobacco products, which includes cigarettes, paan parag, gutka, or chewing of tobacco is not permitted on the Company’s premises.

8. Substance Abuse

• Southern Optoelectronic Devices Pvt. Ltd is committed to provide a substance abuse free work place to its employees and views the problem of drug and alcohol abuse seriously.
• Employees are not allowed to consume, possess, sell or purchase any alcoholic beverage on any property owned by or leased on behalf of Southern Optoelectronic Devices Pvt. Ltd, or in any vehicle owned or leased on behalf of Southern Optoelectronic Devices Pvt. Ltd
• Employee should not use, possess, sell, transfer or purchase any drug or other controlled substance, which may alter an individual’s mental or physical capacity.
• All employees should report evidence of alcohol or drug abuse to a Head of Department or Admin immediately. The use of alcohol or drugs may have an imminent threat to the safety of persons or property, hence, it must be reported. Employee who is aware and fails to report such act will be subject to disciplinary action
• Employees who violate this policy will be subject to disciplinary action, including termination

9. Housekeeping and Workplace Hygiene

• Southern Optoelectronic Devices Pvt. Ltd would like to maintain the highest standards of hygiene and cleanliness in its premises. This is not possible without the active involvement and cooperation of all the employees. The following simple rules will help the Company to achieve this objective.
• All Company property must be handled with care. Work areas should be kept clean and tidy
• Tools, equipment and materials must be kept in their proper places
• Employees’ cooperation is sought in the proper disposal of wastes, garbage and trash and also in maintaining hygiene in the toilets
• Fire exits, fire extinguishers, doors, main electrical panels and aisles must be kept clear at all times
• All employees are expected to work safely avoiding harm to themselves or to others

10. Personal Visitors

• In case any employee has a visitor, the security at the main entrance of the Company premises will inform the concerned employee. No visitors are allowed into the work area without authorization. It is company policy that all visitors enter their details in the Visitors’ Register with Security. They must be escorted into, during their stay and out of the secure areas by the employee they are visiting.  In the interest of confidentiality and security, the work area has been designated out of bounds for personal visitors. The employee should meet his / her personal visitors in the security / office reception area.

11. Personal conduct at workplace

• The employees of Southern Optoelectronic Devices Pvt. Ltd are required to abide by the following to maintain discipline and order in the Organisation:
• Common standards of good citizenship and respect for the rights of others
• Specific standards of conduct and policies of the company
• The laws and regulations of the various jurisdictions in which the business is conducted

However, disciplinary action /legal action/withholding of increment/promotion, termination of services may be taken in the following cases:

• Engaging in any conduct or activity that interferes with work or that of any other employee, with the shop floor operations or with the maintenance of order on company premises
• Giving wrong commitment to the customer/vendor/agencies
• Avoiding phone calls/communication to the customer/vendor/agencies
• Misappropriation of money collected from the market without notice of the company
• Fraud with the company
• Wrong communication about the company to customer/vendor/ agencies/colleague which is/can harm the reputation/dignity/development of the company
• Although effort is made to list every possible kind of undesirable conduct, any conduct or activity, even though not forbidden by any published policy or rule that interferes with the orderly operation of the business, safety of employees or equipment or is against generally accepted standards of human conduct are grounds for disciplinary action. In addition, employees may be subject to discharge if they fail, in the judgment of management, to meet expectations
• This policy, does not, in any way, alter the right of either the employee or the company to terminate employment at any time, with or without cause

The following are typical reasons for disciplinary action up to and including termination of service:

• Removing company property, including records belonging to the company’s another employee or any other person or organization without authorization
• Falsifying of any records, reports, lists, communications or any information pertaining to company employment or benefits
• Fighting or striking another employee, customer, visitor, supplier, vendor etc.
• Using or having in possession, explosives or weapons on company premises at any time
• Using, having in possession, transporting, selling or promoting the use of alcohol or any other intoxicant, narcotic, barbiturate, amphetamine, hallucinogen or other stimulating or depressing drug on company premise at any time
• Threatening, intimidating, or harassing another employee or supervisor, visitor, supplier, vendor committing any act of violence or improper, unethical or immoral conduct
• Refusing to follow instructions or orders of his/her reporting Manager, insubordination, willful neglect of duty or refusal to report for work as directed
• Entering or leaving the premises without authorization
• Distributing literature of any kind in work areas at any time.  Employees cannot solicit for any purpose or collect money for any purpose whatsoever or distribute literature of any kind on working time
• Gambling, participating in any way in a lottery or any other game of chance on company premises at any time
• Reporting for work or entering the shop floor or office under the influence of or when suffering from a hangover from alcohol or any other intoxicant, narcotic, barbiturate, amphetamine, hallucinogen or other stimulating or depressing drug
• Posting or removing notices or signs without specific approval of the Admin / Manager or its designated representative
• Parking of motor vehicles on company property improperly or in an unauthorized area
• Using abusive, profane or improper language to another employee, supervisor, vendor, supplier, contractor, visitor etc.
• Using or having in possession without authorization, cameras, cellular phones, radios, tape recorders, electronic devices or electrical appliances on company premises at any time
• Violating good housekeeping practices, safe practices or, disregard for using safety equipment provided or other work rules and regulations.
• Willful, carelessness or negligent use of company property
• Harassment including Sexual harassment to any individual
• Loafing, wasting work time, failing to stay on job or persuading or causing other employees to perform improperly their jobs or engage in low production
• Performing personal work during working time on company premises
• Using company property or services without authorization
• Having unauthorized or repeated or excessive tardiness or absenteeism
• Failing to notify the company when absent or late, or refusing to explain the reasons for absence.If an employee resigns\absconds from the company without proper handover, he will have to give 3 months’ salary failing which, he will not be given relieving letter and legal action will be initiated against him.
• Unauthorized Entry of Restricted Places

12. Non-Compliance of Standards of Conduct Compliance with the Standards of Conduct is a condition to receive any performance bonus/or recognition to which the employee may be eligible. Violation of the provisions of the Standards of Conduct, Southern Optoelectronic Devices Pvt. Ltd retains the right

• To reduce or eliminate any bonus otherwise payables
• To alter, suspend or terminate the employee’s employment, or any of the terms of the employment or the compensation

READ COMPLETE CODE of CONDUCT POLICY

This Code of Conduct defines the basic requirements placed on Southern Opto Electronic Devices Pvt Ltd suppliers of good & services concerning towards their stakeholders & the environment. Southern Opto Electronic Devices Pvt Ltd reserves the right to reasonably change the requirements of this Code of Conduct due to changes of the Southern Opto Electronic Devices Pvt Ltd Compliance Program. In such event Southern Opto Electronic Devices Pvt Ltd expects the supplier to accept such reasonable changes. The Supplier declares herewith:

Legal Compliance

• • To comply with the laws of the applicable legal systems(s).

Prohibition of corruption and bribery

• • To tolerate no form of and not to engage in any form of corruption or bribery, including any payment or other form of benefit conferred on any government official for the purpose of influencing decision making in violation of law.

Respect for the basic human rights of employees

• • To promote equal opportunities for & treatment of its employees irrespective of skin color, race, nationality, social background, disabilities, Sexual orientation, political or religious conviction, sex or age;
  • To respect the personal dignity, privacy & rights of each individual;
  • To refuge to employ or make anyone work against his will;
  • To refuge to tolerate any unacceptable treatment of employees, such as  mental cruelty, sexual harassment or discrimination;
  • To prohibit behavior including gestures, language & physical contact, that is sexual, coercive, threatening abusive or exploitative;
  • To provide fair remuneration & to guarantee the applicable national statutory minimum wage;
  • To comply with the minimum number of working hours laid down in the applicable laws;
  • To recognize, a far as legally possible, the rights of free association of employees & to neither favor nor discriminate against members of employee organizations or trade unions.

 Prohibition of child labor

• • To employ no workers under the age of 15 or, in those countries subject to the developing country exception of the ILO Convention 138, to employ no workwise under the age of 14.

Health and Safety of employees

• • To take responsibility for the health and safety of its employees;
  • To control hazards and take the best reasonably possible precautionary measures against accidents and occupational diseases;
  • To provide training and ensure that employees are educated in health and safety issues;
  • To set up or use a reasonable occupational health & safety management system.

Environmental protection

• • • To act in accordance with the applicable statutory and international standards regarding environmental protection;
    • To minimize environmental pollution and make continuous improvements in environmental protection;
    • To set up or use a reasonable environmental management system.

Supply chain

• • To use reasonable efforts to promote among its suppliers compliance with this code of Conduct;
  • To comply with the principles of non-discrimination with regard to supplier selection and treatment.

READ COMPLETE CODE of CONDUCT POLICY