sustainbility

Sustainable fishing is at the heart of Hengmao’s ethos. As a result we continue to foster strong working relationships with our suppliers and trade partners to impart knowledge and an understanding of the need to work towards greater sustainability, and to bring their thinking and work practices in line with ours.

To this end we have developed and implemented a series of stringent criteria. Without exception all of our suppliers must adhere to Hengmao’s strict regulations. We regard this as being of the utmost importance and require categorical assurance that no raw materials supplied to us have been illegally caught or misreported. We have implemented a ‘zero tolerance’ policy, whereby any failure to comply will result in immediate de-listing. Our suppliers are fully aware of this policy and are also aware that we regularly conduct random tests to ensure full acceptance and adherence to this.

Commitment to sustainable fishing practices is a core value of Hengmao Aquatic. We endeavour to continue evolving this policy in line with industry guidelines. Our manufacturing practices are approved by the HACCP & ISO9000, which further demonstrates our commitment to the conservation and sustainable use of marine resources.

Sustainable fishing and the long term future of the fishing industry worldwide is a real goal for us. We aim to preserve vital resources and the longevity of our industry for many years and generations to come.

Our suppliers are integral to our value chain and we expect our supply partners to meet specific standards in relation to human rights, environmental impacts and ethical business practices. We therefore choose to only develop relationships with suppliers

Who are aligned with our expectations of ethical and socially responsible behaviour.

Detailed below are the areas that we believe are key for social compliance and the standards that we expect ourselves and our supply chain to meet.
Responsible Manufacturing
Hengmao Aqutic is aware that sound environmental management practices are essential in maintaining a successful, integrated seafood products enterprise. This awareness is accompanied by the recognition that:

§ The environment (land, water, air) is shared by all the people and serves a multitude of uses, from a wildlife habitat, to a source of industrial raw materials.

§ Resources must be used efficiently through the minimisation of waste and the production of high-quality products.

§ We are the stewards of all resources and habitats that we utilise, including the surrounding forests, lands, wildlife, air, water, aquatic and human habitats. These resources must be managed responsibly to protect the interests of all users.

§ We will maintain compliance with environmental regulations by implementation of the following:

1. Hengmao Aqutic, the Directors, Officers and Employees, will carry out all operations of the Company in a manner that complies with all applicable laws and regulations relating to the environment. If or where non-compliance is detected, programmes and procedures will be instituted to bring the company within compliance.

2. Hengmao Aqutic will develop, maintain and implement policies, procedures and management systems to monitor its operations with a view to protecting the environment and ensuring future sustainable development. This policy will be reviewed annually and revised as required.

3. Hengmao Aqutic Operating Management shall review operating practices and procedures at least once a year to ensure compliance with this environmental policy.

4. Hengmao Aqutic, through its operations, will incorporate in its environmental practices the best available technology that is economically achievable.

5. All Senior Operating Management shall be responsible for ensuring compliance with the policy including the establishment of the programmes and reporting requirements throughout their organisation.

6. All new capital projects must be reviewed and approved for policy compliance by Senior Operating Management of Hengmao Aqutic prior to implementation.

§ Hengmao Aqutic recognises responsible stewardship of resources makes possible sustained economic growth and a healthy environment for the benefit of the community (our fellow citizens, our shareholders, employees and customers) in which we operate.

Ethics

Hengmao Aqutic expects and demands that all of its Employees, and its Directors carry out their business and perform their duties to the highest ethical standards and in compliance with all relevant legal principles. This standard of behaviour and performance is maintained in the company’s dealings with employees, customers, suppliers, and all other stakeholders.

1.  Employment is freely chosen

There is no forced, bonded or involuntary prison labour.

Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.

2. Freedom of association and the right to collective bargaining

Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

3. Working conditions are safe and hygienic

A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of the work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
Workers shall receive regular and recorded health and safety training, and such training shall be prepared for new or reassigned workers.
Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
Accommodation, where provided, shall be clean, safe and meet the basic needs of the workers.
The company observing the code shall assign responsibility for health and safety to a senior management representative.

4.  Child labour

There shall be no recruitment of child labour.
Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable him or her to attend and remain in quality education until no longer a child; “child” and “child labour” being defined below.

Children and young persons under 18 shall not be employed at night or in hazardous conditions.

Definitions:

Child: A child is any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply. If, however local minimum age law is set at 14 years of age in accordance with developing country exceptions under ILO Convention No 138, the lower will apply.

Young person: Any worker over the age of a child as defined above or under the age of 18.

Child labour: any work by a child or young person younger than the age(s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child’s or young person’s health or physical, mental, spiritual, moral or social development.

5. Living wages are paid

Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet the basic needs and to provide some discretionary income.

All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

6. Working hours are not excessive

Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

7. No discrimination is practised

There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

8. Regular employment is provided

To every extent possible, work performed must be on the basis of a recognised employment relationship established through national law and practice.
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or home working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

9. No harsh or inhumane treatment

Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

Social Compliance and Ethical Policy Review

This policy is reviewed on an annual basis by the HR Director.

Approval for this Statement

This statement was approved by the Board of Directors on 8th Aug 2021.