Use of this site is subject to the policies, terms and conditions set out below (the “Terms of Use”). Please read carefully. Use of this page indicates your acceptance of these Terms of Use. Any specific information for The Leather Zone indicates acceptance of these phrases and usage problems. These terms and conditions of use shall replace the following phrases or conditions used on this website, regardless of whether the specified term or conditions are signed in The Leather Zone. The Leather Zone reserves the right to make improvements to this website and the use of these Terms at any time.
The Child Labor Act of 1991 defines a "child" as a person under the age of 14, and an "adolescent" as a person under the age of 18 (definitions of children and adolescents in this law take precedence over these definitions in other labor laws). As mentioned above, the Constitution of Pakistan also establishes a minimum age of 14 years. However, amendment 18 raised the minimum age to 16 years without changing the labor law, so the contradiction persists. Article 25 (A) of the Constitution establishes that at present the state must provide compulsory education to all children between the ages of five and sixteen, which means that a child should not be allowed to work until he is 16 years old.
The law also provides for certain exceptions. It establishes that no child should participate in any profession, institution or process considered dangerous to children, except when this process is carried out by the family as a business or in any school (of education), established, supported and recognized by government.
The leather industry is the most dynamic sector of export revenues and takes the 2nd place in the economy of Pakistan.
1.We comply with all applicable laws, rules and standards, including the terms of the IPPC permits and improvement plans. We work with authorities and other companies in this sector to develop standards and practical guidelines aimed at protecting natural resources and the environment.
2.We minimize, when possible, exposure to the local external and internal environment, reducing waste and pollution of land, air and water. We also make sure that the inevitable waste is disposed of in an environmentally friendly way.
3. Direct operations in the direction of rational use of resources, packaging and energy, we as well as the use of recycling and disposal technologies aimed at reducing waste.
4. Adopt new technologies, when possible, allowing us to perform these tasks.
5. We invest in training and develop the highest standards for all employees to promote environmental concerns.
Our team will continually reevaluate the progress to ensure the continuity of this policy and minimize, when possible, the environmental impact of the company's operations
Policy summary and purpose of Our Employer Equal Opportunity Policy reflects our commitment to equality, respect for all and promoting diversity in the workplace. Scope of This Equal Opportunity Policy for Employers applies to all employees, job applicants, contractors and visitors. Policy elements Being an equal opportunity employer means that we provide equal opportunities for hiring, promotion and benefits for all without any discrimination due to protected characteristics such as age, gender, sexual orientation, ethnicity/ nationality, religion disability, medical history
To promote equal opportunities, we:
Use inclusive language in all signs, documents and web pages.
Change structures and facilities to accommodate people with disabilities.
Provide parental leave and flexible labor organization policies.
Hire, train, and evaluate employees for job-related criteria.
Allow employees to take religious or national holidays that are not included in the official schedule of our company.
Teach staff communication and diversity.
Implement an open door practice so that employees can more easily report discrimination.