GOVERNANCE

Human Rights Policy

The international principles we work to, how we apply them to employment and supply chains, and how anyone can raise a concern.

Our commitment

Jafri Corporation Pty Ltd, ABN 43 614 703 294, trading as Owl Watch Security Services (“Owl Watch”) is firmly committed to international principles underpinning human rights, particularly in employment, industrial relations, anti-corruption and environment.

The policy development considered human rights principles from:

The United Nations Declaration of Human Rights
The United Nations Guiding Principles on Business and Human Rights
The International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work
The OECD Guidelines for Multinational Enterprises

Guiding principles

Owl Watch recognises that every person has the right to live a life free from fear, harassment and discrimination, and is entitled to universal human rights, including:

Protection of internationally proclaimed human rights including the right to life and dignity
Right to liberty and security of person
Right to physical and mental health
Right to privacy
Right to freedom of thought, conscience and religion
Right to freedom of opinion and expression
Right to participate in cultural life
Right to freedom from discrimination and harassment
Right to work
Right to just and favourable working conditions
Right to freedom from forced or compulsory labour and child labour
Right to freedom of movement
Right to freedom of association and collective bargaining
Right to rest and leisure
Freedom from torture and degrading treatment

Objectives

Owl Watch aims to develop business and people management practices based on these principles through:

Developing and continuously improving approaches to protecting human rights
Monitoring practices to ensure no human rights impacts occur
Ensuring business partners share organisational commitments
Maintaining legal compliance with local, national and international laws
Guarding against corruption in all forms
Providing healthy and safe work environments
Supporting freedom of association and collective bargaining
Ensuring no forced labour or child labour in operations
Maintaining zero tolerance for harassment and discrimination
Promoting gender equity, diversity and inclusion
Encouraging dialogue on human rights with stakeholders
Transparently disclosing policies and processes

How we work

Owl Watch employs a three-step approach: setting and communicating expectations through policies and training; providing a respectful and considerate workplace; and encouraging a reporting culture and transparency with prompt remediation.

Maintaining a human rights focus

Owl Watch recognises that organisational structures evolve, and maintains commitment through formal, consistent, risk-based approaches to identify and manage human rights impacts. We will act to escalate human rights impacts if and as they arise.

Accountabilities

Directors. Approve this policy and are accountable for it.

Supervisors and team leaders. Apply it on site, raise concerns, and make sure their crews understand what is expected.

All Owl Watch people. Work within the company values and code of conduct, and report human rights concerns.

Reporting internally

Employees and contractors are encouraged to report concerns. You can speak to your supervisor, or to a director of the company, in person or by phone. If you would rather report in writing or confidentially, email info@owlwatchservices.com with “Confidential” in the subject line. Reports are handled under our Whistleblower Policy.

Reporting externally

External parties including contractors, suppliers, customers and the public can report through a secure confidential framework. All suspected occurrences of improper conduct will be taken seriously and thoroughly investigated under the our Whistleblower Policy.

Complaints are treated confidentially. An informant’s identity is protected unless disclosure is absolutely necessary to investigate serious allegations or is legally required.

Document review

This policy is approved by the directors and will be reviewed at least every two years.