A human rights policy formalises the business’s vision and commitment to respect human rights, both in the business itself and long the entirety of the supply chain.
The policy should outline the business’s expectation from its staff, contractors and suppliers. It should be signed by an executive or senior manager, and include the date when it became effective.
The company should communicate the policy to internal and external stakeholders. This can be done in many ways including posting the human rights policy on the company website, posting the policy prominently in the business premises, for example in hallways and notice boards, adding the commitment statement in the supplier contracts and invoices.
One approach of communicating the policy to internal stakeholders is to train workers. The training can be done in many ways, possibly through instructor-led classroom trainings or webinars. In this respect it is important to keep and maintain records. The training record should include information such as the date and time of training, what the workers were trained on, the name of the training instructor, names of the workers who attended the training and their signatures. The training records should be maintained for at least five years or as prescribed by the law. Training of employees should be done regularly; at minimum, upon hiring, and annually as a refresher.
At least one person within a business should be responsible for ensuring the company keeps up with all applicable human rights law (for example, labour rights law), and ensuring that the business is compliant. The person will be responsible for monitoring all applicable human rights laws and regulations and for reviewing relevant policies and procedures, to ensure that the company continues to comply with changing laws.