Code of Conduct
A traditional business with the roots of professionalism, D’Decor has a well laid out code of conduct that it abides by. These are not just rules that bind the organisation but have become a way or working at D’Decor.
D’Decor is committed to the health and safety of its employees and has stringent standards and safety norms for safeguarding the health of its workforce. In lieu of the same, we commit to:
While D’Decor takes pride that it's furnishing fabric reaches homes across the world to give them an aesthetic look, it recognizes the fact that it is the employees indeed who make this happen. As a responsible corporate entity, D’Decor has ensured that its Human Resources, who are at the core of the process that brings these wonderful products to the customers, always find D’Decor as a workplace that provides them safety, security, and opportunity to participate in all facets of operations.
The D’Decor Code of Conduct, an elaborate document that is at the heart of the employee relations and engagement at D’Decor has its roots in the UN Universal Declaration on Human Rights and various Conventions and Recommendations by the International Labour Organization that have been introduced to be instrumental in ensuring industrialization and development do not come at cost of the well-being of the workforce.
India, a founder member of the ILO has already ratified 47 major conventions of the ILO. Labour and employment laws in India are framed in accordance with these conventions as well as UN Universal Declaration on Human Rights. D’Decor continually strives to comply with these laws in letter and in spirit.
The D’Decor Code of Conduct, not only clearly provides for expected conduct from employees in form of ‘Responsibilities under the Code’ and ‘Code of personal Conduct ’ but also management commitment in form of ‘Code of conduct towards employees ’.
Be it Article 1 of UN – UDHR on equal dignity and rights for all; Article 2 on freedom from all kinds of discrimination; Article 4 on the prohibition of slavery; Article 23 on right to work, free choice of employment, equal pay for equal work, just and favorable remuneration, right to form an association and collective bargaining; or Article 24 – right to rest, leisure through the reasonable limitation of working hours and periodic holidays with pay, the D’Decor Code of conduct have them covered and properly addressed.
Very fundamental provisions of some of the leading conventions of the ILO that deal with hours of work, minimum age, weekly rest, minimum wages, abolition of forced labor, prohibition of child labor, social security, prevention of industrial accidents, prevention of any form of harassment including sexual harassment have been addressed both by complying with local labor & employment laws as well as incorporation in these Code of Conduct. Mere compliance of local laws is not the objective here, but an ongoing endeavor for continual improvement and setting benchmark as well.
The D’Decor Code of Conduct further addresses other stakeholders like customers, suppliers and shareholders and society at large as well, making it comprehensive.
All employees are trained on the D’Decor Code of Conduct at the time of commencement of employment as well as at regular periodicity, and they all have access to these throughout employment tenure. Also, it forms and integral and inseparable part of employment terms for employees of D’Decor.