Social and Labour Standards Policy


Pakuranga Engineering Group Social and Labour Standards Policy emphasizes Pakuranga Engineering’s commitment to basic human rights as a core component of how Pakuranga Engineering conducts business and works with its employees, factories and suppliers. This policy directly supports Pakuranga Engineering’s mission of producing and distributing products in a way that provides social, environmental, and economic benefits to the people and communities in which we do business. This policy applies to all Pakuranga Engineering employees and suppliers. 


Pakuranga Engineering is committed to respecting human rights and supporting their realization throughout our operations and business relationships. Our commitment is based on the International Bill of Human Rights, the UN Guiding Principles on Business and Human Rights, the International Labour Organisation Declaration on Fundamental Principles and Rights at Work and its Follow-up, the International Labour Organisation Occupational Safety and Health Convention, and the International Labour Organisation Multinational Enterprises Declaration. It is also governed by and compliant to the NZ Labour Laws and Occupational Health and Safety Standards it operates within. 

This policy is in effect at all Pakuranga Engineering Group locations and applies to all Pakuranga Engineering employees. Our Board, all managers and employees bear a responsibility to act in a way that respects social and Labour standards as outlined in this policy. The Managing Directors of our legal entities are responsible for ensuring that this policy is adhered to in the frame of local law and practice. 

We aim to respect the principles outlined to the highest extent while ensuring legal compliance, the highest standard will always apply. 

Forced Labour, Modern Slavery and Human Trafficking 

Pakuranga Engineering aims to uphold the following four core Labour standards: 

  1. Freedom of association and the right to collective bargaining are respected. The right to organize and form employers’ and workers’ Organisation’s is the prerequisite for sound collective bargaining and social dialogue. Sound collective bargaining practices ensure that employers and workers have an equal voice in negotiations and that the outcome will be fair and equitable.

    It is our belief that the company and its employees are best served through a favorable, collaborative work environment with direct communication between management, employees, and where employees have chosen to organize, their representatives. We endeavor to establish such favorable employment conditions, to promote positive relationships between employees and managers, to facilitate employee communications, and to support employee development. 

    Pakuranga Engineering will respect the legal rights of all its employees to form and join worker Organisation’s of their own choosing, including Labour Organisation’s or trade unions and will not discriminate based on an employee’s decision to join or not join a Labour Organisation. 

    The right to negotiate collectively is respected. Employees and/or their representatives (if applicable) shall be able to openly communicate and share ideas and concerns with management regarding working conditions and management practices without fear of discrimination, reprisal, intimidation, or harassment. 

    Pakuranga Engineering management should not impose any punitive actions — such as threatening, fining, suspending, or firing — against workers exercising their rights. 

    Pakuranga Engineering management should not: 

    • Use intimidation, unreasonable searches, or police or military force to obstruct workers’ rights to freedom of association. 
    • Interfere with workers’ rights to conduct their activities and elect their representatives. 

  2. No forced Labour is permitted. Pakuranga Engineering does not accept any form of forced or compulsory Labour, modern slavery or human trafficking in any of our global operations or facilities. 

    Forced Labour is defined as “all work or service that is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily.” This includes: 

    • Prison Labour: Work performed by incarcerated individuals as a requirement of their sentence. 
    • Indentured Labour: Work performed by individuals contractually bound to their employer for a designated time period, usually in return for payment of travel and living expenses. 
    • Bonded Labour: Work performed by individuals who are subjected to loans that they are required to pay off through low wages by the lender and employer. 

    Pakuranga Engineering management should not place any restrictions for workers to voluntarily end their employment, such as excessive notice periods or substantial fines for terminating their employment contracts. Labour contracts must also meet legal requirements for each respective country and state. 

    The Factory must not restrict or limit employee access to religious facilities, toilets or drinking water in any way. 

    Management must not require, or allow employment agents to require, any monetary deposits. Management must not keep any original employee identification documents. 

  3. Pakuranga Engineering will not use child Labour. 

    The term “child Labour” refers to work by a person under the age of 18 which is harmful to their physical or mental development or that interferes with schooling. 

    We recognize that children need extra protection in the workplace and thus protect children from working conditions that are harmful to their physical and emotional well-being. We support the use of legitimate workplace apprenticeship, internship and other similar programs for youth (i.e. individuals who are 15 to 17 years of age) that comply with all NZ laws and regulations applicable to such programs and where hazardous work is not involved. 

    Factory and Supplier workers should be no less than 16 years of age. 

    The Factory and Suppliers cannot employ children to the extent that employment would interfere with the child’s schooling. Moreover, children should not conduct hazardous work. 

    The Factory and Suppliers must have age-verification procedures that are effectively implemented, so that every personnel file contains copies of the identification documents (such as birth certificates, national ID cards or school certificates) submitted by applicants. 

  4. No discrimination is practiced. Freedom from discrimination is a fundamental human right. Workers should not be discriminated against based on their gender, age, race, religion, or any other characteristics that do not pertain directly to their work performance. 

    Hiring, compensation, promotion, termination, and retirement practices, and access to training, should be based on a person’s ability to perform the job effectively, not on a person’s individual characteristics. 

Fairness and Respect 

We believe a diverse workforce is essential to a thriving, innovative business and strive to attract and retain employees from a wide range of backgrounds. 

Pakuranga Engineering does not tolerate discrimination based on race, color, age, gender, gender identity or expression, sexual orientation, language, religion, political affiliation, union membership, disability, nationality, social or ethnic origin, or on any other basis prohibited by law including but not limited to protected classes. 

We proactively fight intolerance and promote equal employment opportunity and workplace diversity. We will not retaliate or permit retaliation against employees exercising a protected right. 

We promote a workplace that is free from any form of physical and verbal harassment and abuse. We do not tolerate any conduct that creates, encourages or permits an offensive, humiliating or intimidating work environment. Harassment includes any offensive verbal, physical or visual behavior or action that fails to respect the dignity and feelings of the individual to whom it is directed. Abuse includes any harsh or inhumane treatment of employees, including corporal punishment, mental or physical coercion, verbal abuse or the threat of any such treatment. 

Pakuranga Engineering has no tolerance for sexual harassment. We consider any unwelcome sexual advance, request for sexual favors, display of sexually explicit images or other conduct of a sexual nature to be sexual harassment when it is made a condition of employment, when the response to such conduct is used as a basis for employment decisions or when it has the 

purpose or effect of interfering with work performance or creating a hostile or offensive work environment. 

Occupational Health and Safety 

We take responsibility for the health and safety of our employees, doing our utmost to safeguard them against work-related illnesses and accidents. 

Working Time and Remuneration 

We respect the right to rest and leisure and the right to family life. Where possible we offer our employees various flexible working models to enable them to balance personal with company demands. 

Working weeks are not to exceed the maximum set by NZ Law. A typical working week should not exceed 48 hours. In any given week, working time should not exceed 60 hours, including overtime, except in emergency or exceptional circumstances with the employee’s consent if such consent is locally required. 

Overtime work shall in principle be voluntary and shall not be requested on a regular basis. Where overtime work is required to meet short-term business demand and is permitted by national law, it may be required as described above. 

All employees are granted at least one day off per seven-day period. We provide our employees with fair and competitive compensation and benefits. Remuneration meets or exceeds local compensation conditions and guidelines and thus ensures an adequate standard of living for our employees and their families. At Pakuranga Engineering, compensation is based on the requirements of each position and employee performance. We are committed to the principle of equal pay for equal work. 

Parental Leave 

Pakuranga Engineering provides parental leave in accordance with NZ Law to support expectant employees and allow enough time to recover from childbirth and care for their child. 


We strive to create workplaces in which open dialogue and collaboration are valued and respected. Any employee who has questions about this policy or would like to confidentially 

report a potential violation of this policy, should raise those questions and concerns with local management. 

Pakuranga Engineering will not tolerate any form of retaliation against an employee who, in good faith, seeks advice or reports misconduct. 

Pakuranga Engineering recognizes the challenges involved in detecting and correcting violations of applicable laws and Labour standards where the company does not have direct control, especially with a Supplier or 3rd party factory setting. With this said, Pakuranga Engineering has an obligation to address any issues that may arise. 

Management also recognizes that steps can be taken to promote lawful and ethical Labour conditions. To this end, Pakuranga Engineering Group will clearly communicate Pakuranga Engineering’s policy and procedures to all Pakuranga Engineering employees, contractors, and suppliers. This communication should include adequate description of decent work standards, Labour laws, and the process to report confirmed or suspected violations. 

Any confirmed or suspected violations of these procedures should be reported as soon as practical. 

Pakuranga Engineering will investigate, address and respond to the concerns, will take appropriate corrective action and provide for equitable remediation in response to any violation. 


Maintain a copy of training documents and any reports of violations (with corrective actions as appropriate) in files for three years. 

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