Human Rights Policy

At SourceTech LLC, we recognize that our business operations impact people’s lives, communities, and the environment. As a responsible corporate citizen, we are committed to upholding human rights and promoting fair labor practices. This policy outlines our commitment to respecting human rights across our entire value chain.

Our Commitment

Universal Principles: We adhere to the United Nations Guiding Principles on Business and Human Rights. These principles guide our actions and decisions, ensuring that we respect and protect human rights in all our activities.
Non-Discrimination: We treat all individuals fairly and equally, regardless of their race, color, religion, gender, sexual orientation, disability, or any other protected characteristic. Discrimination has no place in our workplace or business relationships.
Labor Rights: We uphold the rights of workers as defined by international labor standards. This includes fair wages, safe working conditions, freedom of association, and the prohibition of child labor and forced labor.
Supply Chain Responsibility: We extend our commitment to human rights beyond our immediate operations. We work closely with our suppliers, contractors, and partners to ensure they also adhere to ethical labor practices.
Community Engagement: We engage with local communities where we operate, respecting their rights, culture, and traditions. We seek to contribute positively to community development.
Transparency and Accountability: We are transparent about our human rights efforts. Regular reporting and communication ensure accountability to our stakeholders.

Management of business relationships established with Politically Exposed People (PEP), their families and close partners policy

At SourceTech LLC, we recognize the importance of managing business relationships with Politically Exposed Persons (PEPs), their families, and close associates. Our policies aim to mitigate risks associated with such relationships. Here are the key elements of our PEP management policy:

Politically Exposed Persons (PEP) Management Policy

1. Definition of PEPs

A Politically Exposed Person (PEP) is an individual who holds or has held a prominent public position or function.
PEPs include government officials, senior executives in state-owned enterprises, and high-ranking members of political parties.

2. Risk Assessment

We conduct a risk assessment to identify business relationships involving PEPs.
High-risk relationships receive enhanced scrutiny.

3. Enhanced Due Diligence (EDD)

3.1. Customer Identification

We verify the identity of PEPs and their family members.
EDD measures apply during onboarding and throughout the relationship.

3.2. Source of Wealth and Funds

We assess the legitimacy of the PEP’s wealth and the source of funds.
Transparency is crucial to prevent illicit financial flows.

3.3. Ongoing Monitoring

We continuously monitor PEP relationships for any changes in status or risk.
Regular reviews ensure compliance with our policies.

4. Approval and Documentation

Senior management approval is required for establishing or continuing business relationships with PEPs.
Comprehensive documentation of due diligence efforts is maintained.

5. Red Flags and Reporting

We educate employees about red flags associated with PEPs.
Any suspicious activity or deviation triggers immediate reporting.

6. Training and Awareness

All employees receive training on PEP-related risks and compliance.
Training covers recognizing PEPs, conducting EDD, and reporting obligations.

7. Non-Retaliation

Whistleblowers reporting PEP-related concerns are protected from retaliation.

Guidelines to prevent discrimination in recruitment, hiring, training, job growth, career plans, compensation, transfer, discipline, dismissal and/or retirement based on residence, sex, national or ethnic origin, physical appearance, language, religion, marital status, disability, pregnancy and maternity, political affiliation, gender identity, sexual orientation, socioeconomic status, medical or any other condition.

At Sourcetech LLC, we value diversity, respect, and fairness. These guidelines outline our commitment to preventing discrimination in all aspects of employment. We believe that every employee deserves equal opportunities and a supportive work environment.

Scope

These guidelines apply to all employees, contractors, applicants, and stakeholders associated with our company.

Recruitment and Hiring

Equal Opportunity: We provide equal employment opportunities to all candidates, regardless of their residence, sex, national or ethnic origin, physical appearance, language, religion, marital status, disability, pregnancy and maternity, political affiliation, gender identity, sexual orientation, socioeconomic status, medical condition, or any other characteristic protected by law.
Unbiased Selection: Our recruitment process is based on merit, skills, qualifications, and experience. We do not discriminate during candidate evaluation.
Reasonable Accommodations: We offer reasonable accommodations during the recruitment process to ensure equal participation for all applicants.

Compensation and Benefits

Pay Equity: Compensation is determined by job responsibilities, performance, and market standards. We do not differentiate based on protected characteristics.
Benefits: All employees receive equal access to benefits, including health insurance, retirement plans, and other perks.

Transfer and Promotion

Merit-Based: Transfers and promotions are based on skills, performance, and qualifications.
No Discrimination: We do not consider protected characteristics when making transfer or promotion decisions.

Discipline and Dismissal

Fair Process: Disciplinary actions are taken based on objective criteria. We do not discriminate during disciplinary proceedings.
Consistent Application: We apply disciplinary measures consistently across all employees.

Retirement and Exit

Equal Treatment: Retirement and exit processes are fair and transparent. We do not discriminate during these transitions.
Respectful Farewell: We honor the contributions of all departing employees, regardless of their background.

Reporting and Complaints

Open Door Policy: Employees are encouraged to report any discrimination concerns without fear of retaliation.
Prompt Response: We promptly investigate complaints and take appropriate action.
Confidentiality: We protect the confidentiality of those reporting discrimination.

Guidelines to prevent and punish labor and sexual harassment in the work environment

Commitment to a Safe and Respectful Workplace

At SourceTech LLC, we are committed to maintaining a work environment that is free from harassment, discrimination, and retaliation. Our guidelines ensure that all employees, contractors, and stakeholders are treated with dignity and respect.

Definitions

Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that explicitly or implicitly affects an individual’s employment, unreasonably interferes with work performance, or creates an intimidating, hostile, or offensive work environment.
Labor Harassment: Any form of mistreatment, bullying, or discriminatory behavior related to an employee’s job, including unfair treatment, humiliation, or intimidation.

Prevention Measures

Clear Communication

Anti-Harassment Policy: We explicitly prohibits sexual and labor harassment.
Reporting Procedures: Employees are informed about how to report incidents of harassment. We maintain an open-door policy and encourage prompt reporting.

Bystander Intervention

Empowering Employees: We encourage employees to intervene if they witness harassment. Bystanders play a crucial role in preventing and addressing inappropriate behavior.

Addressing Harassment

Reporting Process

Confidentiality: Reports are treated confidentially to the extent possible. We respect the privacy of victims and witnesses.
No Retaliation: Retaliation against anyone who reports harassment is strictly prohibited.

Investigation and Action

Prompt Investigation: All complaints are thoroughly investigated. We take immediate action to address any substantiated claims.
Appropriate Disciplinary Measures: Perpetrators of harassment face disciplinary action, which may include counseling, warnings, suspension, or termination.

Regular Review and Improvement

Policy Review: We periodically review our anti-harassment policy to ensure it remains effective and up-to-date.
Feedback Mechanism: Employees are encouraged to provide feedback on the policy and its implementation.

Guidelines to protect our workers from any condition in the work environment that could be detrimental to their safety, as well as to their physical and mental well-being.

Workplace Safety and Well-being Guidelines

General Principles

Safety First: We prioritize the safety and well-being of our employees above all else.
Compliance: We adhere to all relevant local, state, and federal regulations regarding workplace safety.
Continuous Improvement: We regularly review and enhance our safety protocols.

Mental and Emotional Well-being

Work-Life Balance

Flexible Schedules: Encourage work-life balance by offering flexible hours or remote work options.
Vacation Days: Encourage employees to take their allotted vacation days.

Stress Management

Stress Reduction Programs: Offer stress management counseling services.
Open Communication: Encourage employees to discuss stressors with managers.

Anti-Harassment and Respectful Behavior

Zero Tolerance: We have a strict anti-harassment policy (as mentioned earlier) to prevent any form of mistreatment.
Promote Respect: Foster a respectful and inclusive workplace culture.

Health and Wellness

Health Screenings

Regular Check-ups: Encourage employees to undergo regular health check-ups.
Flu Shots: Provide annual flu shots.

Physical Activity and Nutrition

Healthy Snacks: Stock the office kitchen with nutritious snacks.

Reporting and Feedback

Incident Reporting: Employees can report safety concerns or incidents without fear of retaliation.
Feedback Channels: Regularly seek feedback on safety and well-being initiatives.

Code of Conduct

At SourceTech LLC, we are committed to maintaining a positive and respectful work environment. Our Code of Conduct outlines the standards of behavior expected from all employees, contractors, and stakeholders. By adhering to these principles, we create a workplace that fosters collaboration, integrity, and mutual respect.

1. Respect and Professionalism

Treat colleagues, clients, and partners with respect, regardless of their position or background.
Communicate professionally, avoiding offensive language or behavior.
Uphold the highest ethical standards in all interactions.

2. Non-Discrimination and Inclusion

Embrace diversity and inclusion. We do not tolerate discrimination based on race, gender, religion, age, disability, or any other protected characteristic.
Create an environment where everyone feels valued and heard.

3. Privacy and Confidentiality

Safeguard sensitive information, including client data and proprietary company details.
Respect the privacy of colleagues and clients.

4. Workplace Safety

Follow safety protocols to ensure a secure work environment.
Report any safety concerns promptly.

5. Conflict Resolution

Address conflicts professionally and constructively.
Seek resolution through open communication and collaboration.

6. Anti-Harassment

Zero tolerance for any form of harassment, including sexual, verbal, or physical.
Report incidents promptly, and retaliation will not be tolerated.

7. Use of Company Resources

Use company resources (computers, equipment, etc.) responsibly and for work-related purposes.
Avoid personal use that interferes with productivity.

8. Compliance with Laws and Regulations

Adhere to all applicable laws, regulations, and industry standards.
Report any violations promptly.

9. Social Responsibility

Contribute positively to the community and environment.
Support charitable initiatives when possible.

10. Reporting Violations

If someone witness or experience any violation of this Code of Conduct, he will report it to his supervisor or HR immediately.
Retaliation against whistleblowers is strictly prohibited.

Employees are trained in compliance themes such as prevention of the following: money-laundering, financing terrorism, fraud, bribery, corruption, conflict of interest, modern slavery and child labor

AT SourceTech LLC, we prioritize compliance with legal and ethical standards. Our employees train and have access to material on various critical themes to ensure a responsible and transparent business environment.

Anti-Bribery and Corruption policy

Our objective is to conduct business with integrity, transparency, and compliance with all applicable anti-corruption laws and regulations. We are committed to preventing bribery and corruption in all our operations.

Applicability

This policy applies to all employees, contractors, partners, and stakeholders associated with SourceTech LLC.

Key Principles

Zero Tolerance

We have a zero-tolerance approach to bribery and corruption.
Any violation of this policy will result in disciplinary action, including termination.

Compliance with Laws

We comply with all relevant anti-bribery and anti-corruption laws, including the Foreign Corrupt Practices Act (FCPA) and the UK Bribery Act.
Employees must be aware of and adhere to these laws.

Prohibited Activities

Offering, giving, receiving, or soliciting bribes or improper payments is strictly prohibited.
Facilitating payments are also unacceptable.

Gifts, Hospitality, and Entertainment

Gifts, hospitality, and entertainment must be reasonable, transparent, and not intended to influence business decisions.
Approval processes are in place for such interactions.

Reporting and Whistleblowing

Employees must report any suspected bribery or corruption promptly.
Whistleblowers are protected from retaliation.

Monitoring and Review

We periodically review and update this policy to ensure its effectiveness.
Internal audits assess compliance with the policy.

Mechanism for remediation in case activities cause any serious impact on the human rights of our stakeholders

Company-Based Grievance Mechanisms:
- We have internal channels for stakeholders (employees, customers, communities) to report concerns related to human rights violations.
- We promptly investigate and address grievances, ensuring confidentiality and non-retaliation.
State-Based Judicial Mechanisms:
- We can collaborate with legal authorities to address human rights violations through court proceedings.
- We cooperate with investigations and legal processes to ensure justice for victims.
State-Based Non-Judicial Grievance Mechanisms:
- We engage with national human rights institutions, ombudsperson offices, or other relevant bodies.
- We can seek their assistance in resolving disputes and providing remedies.
Non-State-Based Grievance Mechanisms:
- We can collaborate with independent organizations, NGOs, or industry-specific bodies.
- These mechanisms can mediate disputes, facilitate dialogue, and provide recommendations for redress.