1. Policy Statement

SPEL recognizes that its commercial and corporate activities have an impact on its stakeholders – those individuals and groups who are affected directly or indirectly by SPEL’s activities and achievements. As a socially responsible company, the stakeholders have a right to:

1. Expect that SPEL products are manufactured under working conditions that are hygienic and safe.
2. Expect that everyone involved in the production of SPEL products, from direct suppliers and subcontractors, to all those involved in the supply chain, are treated with full care, consideration and respect.
3. Expect that SPEL acts in an ethical manner above and beyond the scope of legal requirements. This policy sets out SPEL’s commitment to its stakeholders and the measures it is taking to ensure that it acts in an ethical and proper manner.

2. SPEL Commitment to its Stakeholders

• Shareholders
  SPEL recognizes that its reputation of being an ethical and socially responsible company is the key to profitability and long term sustainability. The company and its employees strive to be on the forefront of ethical business and social responsibility.
• Employees
  SPEL is committed to ensuring that its personnel policy practices and its enforcement of corporate regulations protect of the rights of all stakeholders. In many areas, SPEL aims to operate on or above minimum standards required by law to ensure that its employees are safe, rewarded and valued. Workplace policies are created and fashioned to ensure job enrichment. Employees will be treated with respect and will be given opportunity to be trained and groomed as worthy members of the SPEL family.
• Customers
  SPEL is committed to demonstrate its ethical and socially responsible credentials to its customers. This would be achieved through the publication of the company vision, mission, practices and accreditations on its website or by other means of communication.
• Suppliers
  SPEL is committed to working with suppliers who exhibit social standards in the supply chain, and SPEL encourages its suppliers to operate to the same ethical standards as it does itself.

3. Ethical Code of Practice

1. Employment is freely chosen
   There is no forced or bonded labour. Workers are not required to lodge or “deposit” their original identity papers with us (verified copies would be needed by the company for record) and are free to leave employment after reasonable notice as per company policy.
2. Freedom to express opinions and suggestions is respected
   Workers, without distinction, have the right to express their opinions and suggestions through different forums available. Keeping the decorum in view, they could become part of different committees which contribute to the workplace environment such as Health and Safety, 5 S, Trainings as well as participate in different decision making processes.

3. Working conditions must be safe and hygienic

A safe and hygienic working environment shall be provided, bearing in mind the prevailing compulsions of the industry and its specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the sources of hazards inherent in the processes and working environment. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

EMPLOYEE WELFARE PROGRAM	TRAINING	AWARDS & RECOGNITION
EOBI Provident Fund Medical Group Insurance Financial Emergency Fund Other Welfare Funds	At SPEL, regular in house and    external training are conducted    in order to keep investing on    employee’s resulting in up to    date employees with latest    skills and techniques.	SPEL is always focused in    believing employee recognition.    Awards and recognition    certificates are distributed    among outstanding and most    efficient employees.

1. Child Protection
   SPEL does not engage in, or support the use of child labour.
2. Fair Employment Terms
   Wages and benefits paid for a standard working week or month shall meet, at a minimum, national legal standards or industry benchmarked standards. All workers shall be provided with written and understandable information about their employment conditions and about the particulars of their wages for the pay periods concerned before they enter employment. Deductions from wages as a disciplinary measure shall not be permitted except with the expressed permission of the worker concerned and as per law relating to legal deductions. All disciplinary actions shall be recorded.
3. Working hours are not excessive
   Working hours shall comply with national laws and benchmarked industry standards. Staff shall not be forced to work beyond normal working hours except those who are willing and wish to work beyond those hours.

VII. No discrimination is practiced
There shall be no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, creed, gender or marital status. Option for personal and career development will be equally available to all employees.

VIII. Legal Compliance
SPEL only employs workers with a legal right to work. No corruption, black mailing or bribery will be permitted.

1. No harsh or inhumane treatment is allowed
   Physical or sexual abuse, threat of abuse, or any other form of harassment or intimidation is prohibited.

Employees Code of Conduct