1. Policy Statement
Emtel Energy is committed to upholding, protecting, and promoting fundamental human rights across all operations, supply chains, and stakeholder relationships. We ensure our products and services contribute positively to society and the environment.
This policy is publicly available and communicated to all employees, suppliers, contractors, and stakeholders via the company website and internal communication platforms.
2. Guiding International Frameworks
This policy is aligned with the following global principles and conventions:
- Universal Declaration of Human Rights (UDHR)
- International Labour Organization (ILO) Core Conventions
- UN Guiding Principles on Business and Human Rights (UNGPs)
- OECD Guidelines for Multinational Enterprises
- UN Global Compact Principles
- Convention on the Rights of the Child (CRC)
- Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)
3. Scope and Application
This policy applies to:
- All Emtel Energy employees, consultants, contractors, and subsidiaries.
- All suppliers, service providers, and business partners.
- All geographic locations and operational sites in which we operate.
4. Oversight & Governance
A. Board Oversight: The Board of Directors (via the ESG and Risk Committee) provides strategic oversight of this policy.
B. Accountability: The Chief Executive Officer and Human Resources Department share responsibility for implementation, monitoring, and compliance.
C. Performance Link: Leadership performance reviews include human rights and ethical compliance metrics.
D. Human Rights Officer: A designated compliance officer monitors adherence, training, and reporting.
5. Risk Analysis & Due Diligence
Emtel Energy conducts periodic human rights risk assessments across operations and supply chains to identify, prevent, and mitigate potential adverse impacts. Risk analysis includes:
- Mapping Tier-1 and Tier-2 suppliers for compliance with labor, human rights, and environmental standards.
- Vulnerable populations.
- Evaluating risks related to child labor, forced labor, discrimination, excessive working hours, and unsafe working conditions.
- Frequency: Annually or whenever significant operational changes occur.
6. Preventive Measures
- Regular employee training on human rights, ethics, and occupational safety.
- Inclusion of human rights clauses in supplier contracts.
- Zero tolerance for child labor, forced labor, and workplace harassment.
- Commitment to pay all employees a living wage.
- Equal opportunity employment without discrimination based on gender, religion, nationality, disability, or social background.
7. Environmental & Social Responsibility
- Compliance with Basel, Stockholm, and Minamata Conventions.
- Responsible waste management, e-waste recycling, and hazardous material control.
- Sustainable sourcing emphasizing environmental and social due diligence.
8. Grievance & Whistleblowing Mechanism
A. A formal grievance mechanism is available to:
• Employees
• Supply chain workers
• Local communities and external stakeholders
• Covers: labor rights, discrimination, safety, harassment, and environmental concerns.
B. Complaints can be submitted confidentially via:
• HR and Compliance emails
• Anonymous submission channels
• Complaints are acknowledged, investigated, and resolved through corrective actions within defined timelines.
9. Reporting & Transparency
- Annual Reporting: Progress shared through the Sustainability & CSR Report (publicly available).
- Data Retention: Records on human rights, risk analysis, and actions maintained for at least seven years.
- Supply Chain Visibility: Monitoring of Tier-1 and Tier-2 suppliers with gradual expansion downstream.
- Public Disclosure: Summary of key findings and improvements published annually.
10. Continuous Improvement
- Regular engagement with employees, suppliers, and affected communities.
- Periodic audits, supplier assessments, and external CSR evaluations.
- Annual review of this policy or earlier if new risks arise.
- Next Review Date: 15/10/2026
11. Approval & Ownership
Approved by: Board of Directors, Emtel Energy.
Effective Date: 15/10/2025
Responsible Department: Human Resources & ESG Compliance
Contact: compliance@emtel.group
Signed by: Nasir Farooq, CEO
