Our Policies

To provide a system of compensatory practices to the employees in the organization to ensure that employee get compensation as per local law or COC guidelines.

To avoid engaging in or supporting the use of child labour, providing the child with appropriate resources to attend aschool, if found working.

To avoid engaging in or supporting the use of corporal punishment, psychological, sexual or physical coercion and verbal abuse. There should not be any abuse between employee and employee, employees & employer or any other party of the company. All the employees should bound to follow the zero abuse policy at the facility and any type of harassment is not accepted at the company.

To recruit and retain capable and qualified employees placing right person on the right job who are willing to contribute their best efforts to accomplish objectives of organization and enhancement of productivity level.

To recognizes and respect the right of employees to exercise their lawful rights of association and collective bargaining in accordance to the following legislations. Moreover, it also describes a channel for workers to communicate with the management.

To develop methods to avoid engaging in or supporting the use of forced, prison, indentured or bonded labour and trafficked labour within the premises ensuring that personnels are not required to lodge deposits or original identity papers upon commencing employment with the company.

Texlan is not to engage in, or support discrimination in hiring, remuneration / compensation, access to training, promotion, disciplinary action, termination or retirement based on age, race, national or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, or any other condition that could give rise to discrimination.

To promote better relation between the employees and the management and to provide a working environment to its workers, that is pleasant, professional and free to intimidation, hostility, sexual harassment, abuse or any other physical/verbal, psychological threats/offences.

To ensure continuos comptency development of employees through on the job training, outbound training, workshops and professional development programs.

To provide guidance on limitations in hiring of young employees and to ensure zero young worker employment inside the facility

To eliminate and control Occupationnal Health and Safety (OH&S) risks that employees, visitors, contractors and stakeholders could be exposed to Occupational Health and Safety (OH&S) hazards associated with organizational activities while maintaintaining and continually improving an OH&S management system conformed with its stated OH&S policy.