Effective Date: January 14, 2019
1. Purpose
The purpose of this policy is to ensure that FAP POWER SOLUTIONS complies with international labor standards and national labor regulations regarding working hours, breaks, and rest periods. We are committed to safeguarding the health, well-being, and dignity of all workers across our operations and supply chain.
2. Scope
This policy applies to all employees, contractors, and workers at FAP POWER SOLUTIONS, including those in partner facilities, factories, and any subcontracted operations where work is carried out on our behalf.
3. Policy Commitments
We are committed to the following principles:
• Maximum Working Hours:
Working hours shall not exceed 48 hours per week on a regular basis, and total working hours including overtime shall not exceed 60 hours per week, in accordance with ILO Convention No. 1 and local laws.
• Overtime:
Overtime shall be voluntary, paid at a premium rate, and must not be used as a regular means to meet production goals. All overtime must be pre-approved by management.
• Daily and Weekly Rest Periods:
Employees are entitled to at least one day off (24 consecutive hours) every seven-day period. Rest breaks during work shifts will be provided as required by law, including a minimum uninterrupted meal break and short rest breaks as applicable.
• Breaks During Work Hours:
Workers shall receive sufficient breaks during their shifts. For example, a typical 8-hour shift includes a minimum of 30 minutes for lunch and appropriate short breaks.
4. Work Planning and Target Setting
When assigning workloads or setting production/performance targets, FAP POWER SOLUTIONS ensures:
• Realistic and achievable goals are aligned with regular working hours.
• Work schedules and performance expectations allow workers to complete tasks without resorting to excessive overtime.
• Employee feedback is collected to evaluate whether targets or schedules are reasonable and respectful of work-life balance.
5. Monitoring and Compliance
We regularly monitor work hours and scheduling practices using the following methods:
• Time tracking systems and attendance records
• Routine reviews by supervisors and HR
• Internal audits and spot checks
• Employee surveys and feedback channels
6. Grievance and Reporting Mechanism
Any concerns related to excessive working hours or denied rest periods can be reported confidentially to the HR Department or designated compliance officer. Reports are investigated promptly and without retaliation.
7. Alignment with International Standards
This policy is aligned with:
• ILO Conventions No. 1 (Hours of Work), No. 14 (Weekly Rest), and No. 30 (Hours in Commerce and Offices)
• UN Guiding Principles on Business and Human Rights
• Applicable national employment standards and labor laws
8. Review and Updates
This policy is reviewed annually or as needed to ensure compliance with evolving labor laws and standards.
