Mitigation & Prevention of Child Labour

Aaditiya Aswin Paper Mills Private Limited will no longer tolerate the use of child labour, nor exploitation of children in any of its operations and facilities. It will give due consideration to the rights and obligations established by national law and fulfils the International Labour Organization(ILO) requirements.

Aaditiya Aswin Paper Mills Private Limited commits to not using child labour and employ workers below the age of 15 (or 14 where local law allows), or below the minimum age. The company bars recruitment of persons under the age of Aaditiya Aswin Paper Mills Private Limited in hazardous or heavy work except for the purpose of training within approved national laws and regulations. All measures to prevent child labour shall be implemented taking into account the best interests of the child.

Aaditiya Aswin Paper Mills Private Limited does not provide employment to children earlier than they have reached the legal age to have finished their compulsory education, as defined by the relevant authorities;

Aaditiya Aswin Paper Mills Private Limited business partners are required to have system in place to ensure that child labor is not employed directly by the business partner or by any partner/sub-contractor. And also, should comply with all other applicable child labour laws, including those related to wages, hours worked, overtime and working conditions;

Aaditiya Aswin Paper Mills Private Limited business partners shall not make use of child labour and take the acceptable measures to confirm that no child labour occurs at their own place of production or operations or at their sub-contractors’ place(s) of production or operations.

The Aaditiya Aswin Paper Mills Private Limited business partners shall obtain documentation to legally prove the date of birth for all their workers. A Labour force register carrying all such records shall be maintained by the Aaditiya Aswin Paper Mills Private Limited business partner.

All Aaditiya Aswin Paper Mills Private Limited business partners are required to keep Aaditiya Aswin Paper Mills Private Limited informed at all times about all places of production or operations, including their sub-contractors where production or operations for Aaditiya Aswin Paper Mills Private Limited takes place.

Aaditiya Aswin Paper Mills Private Limited expects its business partners to apply and maintain similar standards and comply with the national laws in which they operate. Aaditiya Aswin Paper Mills Private Limited reserves the right to seize cooperation with business partners that violate this policy.

Procedure for the Implementation of Policy on Child Labour

The policy document is publicly made available through the Aaditiya Aswin Paper Mills Private Limited website or displayed at appropriate places in the company premises and clearly communicated to all employees of Aaditiya Aswin Paper Mills Private Limited. At the time of employment offer all the policy documents were given to employees and the same will be displayed in the Aaditiya Aswin Paper Mills Private Limited notice board. It is the responsibility of to implement and ensure compliance with this policy at all Aaditiya Aswin Paper Mills Private Limited operations and facilities.

• Any person aspiring for a job in the company will directly or through an agency shall be required to fill up an employment form where in date of birth needs to be mentioned. The responsible person for verification of the documents in the company shall also verify the age by visual observation. No worker is less than 18 years or the legal requirement if this is higher. If age 14 is allowed in accordance with developing country exceptions (ILO convention 138) the lower age may apply. Any person being considered for employment directly or through any agency needs to submit the valid and genuine personnel files contain copies of proof of age for each worker such as:
  • Aadhar Card
• In case of young workers (up to age 18 years) Aaditiya Aswin Paper Mills Private Limited should meet all local legal requirements, which may include (but not be limited to):
  • Registration with local authority
  • Consent of parent or guardian
  • Contract and appropriate documents state limitations on type of work e.g. no hazards or night work
  • Records of medical examinations in personnel files (annual if required by law)
• labour register should be maintained.
• All concerned shall be encouraged and empowered to prevent and prohibit engagement of person below 18 years in the company.
• Employment contracts and documenting all relevant details of the employees, including age, are maintained in the office of and are open to verification by any external auditor or relevant statutory body.
• If child labor is confirmed in a business partner’s operations (directly or via partner/sub-contractor), we request the business partner to ensure that measures are taken in the best interest of the child. In cooperation with the child’s family, employer and other relevant parties, the business partner is required to seek a satisfactory solution, taking into consideration the child’s age, social situation, education etc. The solution should always aim to improve, not worsen, the child’s situation and shall be maintained for the child until the child reaches legal age of working. Any cost related to the solution need to be covered by the business partner and the business partner is also required to compensate the child’s family for lost income – as a minimum the prevailing minimum wage.
• In the case of any violation of rules pertaining to the protection of young workers, will require that the violation be remedied immediately. has taken it upon itself to monitor implementation of these measures. Information that documents implementation will therefore be requested from employers at regular intervals. In the case of difficulties during implementation, business partners may turn to for advice. also reserves the right to verify the implementation of such actions on site. In the event a business partner should refuse to cooperate, Aaditiya Aswin Paper Mills Private Limited reserves the right to terminate the business relationship as a last resort.