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StandardProhibit abuse, violence, sexual harassment, humiliation, threats and misuse of workplace authority. Apply the same standard to work involving employees, suppliers and customers.

CheckOn a report or awareness, distinguish the timing, conduct and available evidence. First assess protection needs and conflicts affecting the reviewer.

ActionInvestigate without delay where required by law and take necessary protective and corrective action. Do not retaliate for reporting or circulate case details unnecessarily.

StandardDo not discriminate in recruitment, assignments, training, appraisal, promotion or pay on grounds unrelated to the role, including sex, age, disability, nationality, religion, marriage or pregnancy.

CheckSet job requirements and assessment criteria in advance. Check that information requested from applicants or employees is relevant to the work.

ActionReassess criteria and decisions when unjustified conditions or bias are identified. Review reasonable accommodation requests against the work and safety requirements.

StandardDo not compel work through violence, threats, debt or deposits, or improperly restrict resignation or movement. Do not require surrender of original identity documents as a condition of recruitment.

CheckFor direct recruitment and labour agencies, check contract terms, fee allocation, document retention and resignation arrangements. Explain terms in a language the person understands.

ActionStop coercive demands or improper charges when identified and arrange remedies such as document return or fee correction. Do not shift responsibility to the affected reporter.

StandardDo not assign work to children who do not meet applicable minimum employment-age and compulsory-education requirements. Require equivalent age checks for outsourced and site personnel.

CheckBefore hiring or deployment, verify age and eligibility using lawful evidence without collecting unnecessary identity information.

ActionStop the assignment if an age violation is found and assess corrective measures that prioritise the child’s safety and education. Record how the hiring occurred and how recurrence will be prevented.

StandardAssign young workers and trainees only to work compatible with their age, educational purpose and applicable law. Do not assign prohibited hazardous work or working hours.

CheckBefore placement, check tasks, supervision, training schedules and required consents or documentation. Separately assess rail, road, electrical and work-at-height settings.

ActionReassign or stop work that fails the protection requirements. Do not use trainee status to impose unrelated hazardous tasks or improper charges.

StandardPlan staffing and site work within applicable working-time, overtime, break and holiday requirements. Delivery pressure or urgent work does not remove required procedures.

CheckSeparate ordinary, overtime, night and holiday work and compare plans with actual records. Assess travel or standby time according to the work and applicable rules.

ActionAdjust staffing, schedules or scope where excessive hours or inadequate rest are expected. Correct omissions against the facts and record differences between authorised and actual work.

StandardPay must meet applicable minimum-wage and statutory allowance requirements and agreed payment dates. Explain employment terms and changes in an understandable form.

CheckCompare contracts, actual hours, calculations, deductions and pay statements. Check for unauthorised deductions or costs passed to workers.

ActionInvestigate and correct unpaid amounts, calculation errors or improper deductions. Do not penalise a person in appraisal or assignments for asking about pay or requesting correction.

StandardRespect lawful union membership, activities and collective bargaining rights. Do not discriminate, threaten or retaliate because of membership or lawful expression.

CheckHear the parties’ views separately from established facts and distinguish matters requiring consultation or bargaining from individual grievances.

ActionReview restrictions on rights or alleged adverse treatment with attention to conflicts of interest and correction. Do not compel participation or non-participation in dialogue.

StandardHandle personnel, health and contact data only to the extent needed for a legitimate purpose. Do not use workplace authority to demand or share unnecessary private information.

CheckCheck the data collected, purpose, permitted readers, retention basis and deletion point. Restrict health information separately from general personnel or site communications.

ActionStop further sharing after misdelivery, excessive collection or unauthorised access and address recovery, permissions and incident response. Observe applicable statutory retention periods.

StandardDesign traffic-safety information and controls for differences in walking speed, vision, hearing, language and comprehension. Review reliance on colour or sound alone for critical states.

CheckCheck display size, contrast, recognition of warnings and error recovery in realistic pedestrian, operator and maintainer scenarios.

ActionImprove presentation, placement or interaction when people miss information or cannot operate a control, and reassess. Do not claim validation for users excluded from the testing.

StandardAvoid unnecessary disruption to residents, pedestrians and facility users during installation or testing. Keep video and sensor collection within the authorised site purpose and scope.

CheckConfirm noise, lighting, restricted access, alternative routes, capture areas and required notices with the customer or operator before work.

ActionRecord complaints and unexpected effects and adjust methods, timing or communication. Do not present another operator’s actions as work completed by CREWAVE.

StandardDo not penalise good-faith reporting, raising a concern or assisting an investigation. Do not automatically forward sensitive concerns to general sales inquiries.

CheckCheck the current intake status on the concern page. Confirm receipt, reply route, protection needs and conflicts affecting the reviewer; recipient addresses are not published.

ActionConnect substantiated concerns with protection, correction, remedy and follow-up. The web form sends concerns to the CEO; no independent internal recipient is represented as appointed for matters involving the CEO.