1. Preamble
Kalinga University is committed to maintaining a safe, respectful, ethical and inclusive environment for all persons engaged in or associated with the University. The University recognizes that every individual has the right to work freely, with dignity, without coercion, exploitation, intimidation or any form of forced labour.
The University does not tolerate modern slavery, forced labour, bonded labour, human trafficking, servitude, debt bondage, child labour or any other practice that unlawfully restricts an individual's freedom or exploits a person for employment or economic benefit.
This Policy establishes an institutional framework for preventing, identifying and addressing modern slavery risks within the University's employment, recruitment, procurement, contracting, campus operations and associated activities. The Policy applies not only to University employees but also, as appropriate, to contractors, outsourced workers, vendors, suppliers, service providers and other persons working on behalf of or associated with the University.
The University is committed to promoting fair recruitment, decent working conditions, respect for human rights, responsible employment practices, awareness, reporting mechanisms and continuous improvement in order to prevent modern slavery in all areas of institutional operation.
2. Principles
The Policy is guided by the following principles:
- Zero Tolerance for Modern Slavery – The University shall not permit forced labour, bonded labour, trafficking, servitude, slavery or other forms of modern slavery in its operations or associated employment arrangements.
- Freedom of Employment – Employment shall be entered into voluntarily, and individuals shall have the freedom to leave employment in accordance with applicable terms and laws.
- No Coercion or Threat – No employee, worker or job applicant shall be subjected to threats, intimidation, violence, coercion or other unlawful pressure in connection with employment.
- Fair and Ethical Recruitment – Recruitment and appointment practices shall be transparent and shall not involve deception, exploitation or unlawful recruitment fees.
- Respect for Human Dignity – All workers shall be treated with dignity, fairness and respect irrespective of their employment status.
- Protection of Vulnerable Workers – Particular attention shall be given to workers who may be vulnerable to exploitation, including temporary, contract, migrant, outsourced and low-skilled workers.
- Responsible Procurement – The University shall encourage contractors, vendors and suppliers to adopt responsible employment practices and prevent modern slavery within their workforce and supply chains.
- Child Protection – The University shall not employ children in violation of applicable law and shall take appropriate measures to prevent child labour in its operations and associated service arrangements.
- Transparency and Accountability – Modern slavery risks, concerns and reported incidents shall be addressed through appropriate institutional mechanisms.
- Continuous Improvement – The University shall periodically review its practices, awareness programmes and risk-management mechanisms to strengthen prevention and response measures.
3. Objectives
The objectives of this Policy are to:
- Prevent all forms of modern slavery and forced labour within the University's operations and employment arrangements.
- Prohibit bonded labour, debt bondage, human trafficking, servitude and other forms of involuntary labour.
- Promote fair, transparent and ethical recruitment and employment practices.
- Ensure that employees and workers understand their employment conditions, rights and responsibilities.
- Prevent the use of threats, coercion, retention of identity documents or other practices that restrict a person's freedom of employment.
- Protect workers from exploitation, discrimination, harassment, intimidation and retaliation.
- Promote responsible employment practices among contractors, vendors, suppliers and outsourced service providers.
- Establish appropriate mechanisms for reporting suspected or actual cases of modern slavery.
- Provide appropriate institutional responses, corrective measures and disciplinary action where violations are identified.
- Promote awareness and training among employees, students, contractors, vendors and other relevant stakeholders.
- Maintain appropriate records and documentation relating to employment practices, complaints, investigations and corrective actions.
- Support the University's commitment to ethical, responsible and sustainable institutional practices.
4. Guidelines
4.1 Prevention of Forced Labour and Modern Slavery
- The University shall not knowingly use or permit forced labour, bonded labour, debt bondage, slavery, servitude or human trafficking in its employment arrangements.
- No person shall be compelled to work through violence, threats, intimidation, coercion or unlawful restrictions.
- Employees and workers shall be engaged on the basis of free and informed consent and in accordance with applicable employment requirements.
- Workers shall not be required to surrender personal freedom or become indebted to the University, contractor or recruiter as a condition of employment.
- Any suspected practice involving forced or involuntary labour shall be reported promptly to the appropriate University authority.
4.2 Ethical Recruitment and Employment
- Recruitment shall be conducted through transparent and lawful processes.
- Job applicants shall be provided with appropriate information regarding the nature of employment, duties, working conditions and relevant terms.
- Recruitment shall not involve deception regarding wages, working conditions, job responsibilities or employment status.
- Recruitment agencies and intermediaries engaged by the University shall be expected to follow applicable legal and ethical recruitment practices.
- Workers shall not be required to pay unlawful recruitment or placement fees as a condition of obtaining employment.
- Employment-related documentation shall be maintained appropriately and transparently.
4.3 Freedom of Movement and Personal Documents
- Employees and workers shall retain control over their personal identity documents and other essential personal belongings, except where temporary handling is specifically permitted by law and with appropriate safeguards.
- No employee, contractor or service provider shall unlawfully restrict a worker's movement or prevent a worker from leaving the workplace.
- Security or access-control measures shall not be used as a means of coercing or controlling workers.
- Any concern regarding unlawful retention of documents or restriction of movement shall be addressed promptly.
4.4 Wages, Working Hours and Employment Conditions
- Employees and workers shall receive wages and benefits in accordance with applicable employment terms and legal requirements.
- Working hours, leave and rest periods shall be managed in accordance with applicable requirements and institutional rules.
- Unauthorized deductions, withholding of wages or other practices intended to create or maintain worker dependency shall not be permitted.
- Workers shall be informed of relevant employment conditions in a manner appropriate to their employment arrangement.
- The University shall encourage fair and transparent employment practices among contractors and outsourced service providers.
4.5 Child Labour Prevention
- The University shall not knowingly employ children in violation of applicable law.
- Contractors, vendors and service providers shall be expected to comply with applicable requirements relating to minimum age and child labour.
- Where a concern regarding child labour is identified in a University-associated activity, the matter shall be reported and addressed through appropriate institutional and legal mechanisms.
- Appropriate safeguards shall be maintained for students, trainees and young persons participating in legitimate educational or training activities.
4.6 Contractors, Vendors and Outsourced Workers
- Contractors, vendors and service providers engaged by the University shall be expected to comply with applicable labour and employment requirements.
- Where appropriate, contractual arrangements may include requirements relating to the prevention of forced labour, human trafficking, child labour and other forms of modern slavery.
- Departments engaging outsourced or contract workers shall maintain appropriate oversight of employment arrangements within their areas of responsibility.
- Concerns regarding exploitation or modern slavery involving contractors or service providers shall be reported to the appropriate University authority.
- The University may review or take appropriate contractual action where serious or repeated violations are identified, in accordance with applicable rules and contractual provisions.
4.7 Workplace Dignity and Non-Retaliation
- All employees and workers shall be treated with dignity, fairness and respect.
- No person shall be subjected to intimidation, threats, harassment or discrimination for raising a genuine concern regarding modern slavery or employment practices.
- Retaliation against a person who reports a concern in good faith or participates in an investigation shall not be permitted.
- Complaints and concerns shall be handled with appropriate confidentiality and sensitivity, subject to applicable requirements.
4.8 Reporting and Grievance Mechanism
- Employees, workers, students, contractors, vendors and other stakeholders may report suspected cases of modern slavery or forced labour through appropriate University grievance or reporting mechanisms.
- Reports may relate to forced labour, trafficking, bonded labour, unlawful recruitment fees, withholding of wages, child labour, retention of personal documents or other forms of exploitation.
- The University shall take reasonable steps to assess reported concerns and initiate appropriate action.
- Serious concerns may be referred to competent authorities where required by applicable law.
- Records of significant complaints, investigations and corrective actions shall be maintained appropriately.
4.9 Awareness and Training
- The University shall promote awareness of modern slavery risks among employees, faculty members, staff, contractors, vendors and other relevant stakeholders.
- Training and awareness programmes may cover forced labour, human trafficking, ethical recruitment, child labour, worker rights, reporting procedures and responsible procurement.
- Relevant departments shall be encouraged to incorporate modern slavery prevention into staff orientation and contractor/vendor awareness programmes where appropriate.
- Awareness materials may be made available through institutional communication channels.
4.10 Responsible Procurement and Supply Chain Practices
- Procurement processes shall, where feasible, consider responsible employment and labour practices among contractors, suppliers and service providers.
- Vendors and contractors shall be encouraged to maintain appropriate policies and procedures to prevent modern slavery.
- Higher-risk employment arrangements or service categories may receive additional scrutiny where appropriate.
- Procurement and administrative departments shall maintain relevant records of contractual requirements and compliance measures.
4.11 Risk Identification and Monitoring
- The University shall periodically identify areas where modern slavery risks may arise within employment, procurement, contracting and campus operations.
- Where appropriate, risk assessments may consider the nature of work, use of contractors, recruitment practices, workforce vulnerability and supply-chain arrangements.
- Significant concerns and corrective actions shall be documented for institutional review.
- The University may conduct reviews, audits or assessments of relevant employment and contractor practices where considered necessary.
5. Monitoring and Review
- Conduct periodic reviews of employment and contractor practices relevant to modern slavery prevention.
- Review recruitment and employment procedures to identify potential risks of coercion, exploitation or unfair practices.
- Monitor relevant contractor, vendor and outsourced service arrangements where appropriate.
- Review complaints, reports and corrective actions relating to modern slavery and labour exploitation.
- Assess awareness and training activities periodically.
- Maintain appropriate records of significant incidents, investigations and remedial measures.
- Incorporate relevant findings into institutional compliance, governance or sustainability documentation where appropriate.
- Review this Policy every three years or earlier if required by changes in legislation, institutional priorities or identified risks.
6. Accountability and Transparency
- The Human Resources Department, Administration, Procurement Department and other relevant University authorities shall jointly support implementation of this Policy.
- Departments engaging contractors, vendors or outsourced workers shall support compliance with applicable employment and labour requirements.
- Contractors, vendors and service providers shall be expected to comply with applicable laws, contractual requirements and University policies.
- Records relating to relevant employment practices, complaints, investigations, training and corrective actions shall be maintained in appropriate institutional form.
- Serious violations may result in corrective, contractual or disciplinary action in accordance with applicable University rules and legal requirements.
- Where required, matters involving potential criminal conduct or serious exploitation may be referred to competent authorities.
- The University shall promote transparency by making appropriate policy information and awareness resources available to relevant stakeholders wherever feasible.
7. Approval and Implementation
- This Policy Against Modern Slavery in Employment shall come into effect from the date of approval by the competent authority of Kalinga University, Naya Raipur, Chhattisgarh.
- The Policy shall apply to all faculty members, employees, researchers, staff, contract workers, outsourced workers, contractors, vendors, suppliers, service providers and other stakeholders associated with the University, as applicable.
- The Policy shall be implemented through existing University human-resource, administrative, procurement, grievance-redressal, compliance and institutional governance mechanisms.
- The University shall periodically review the implementation of this Policy and may undertake appropriate corrective measures to strengthen the prevention and management of modern slavery risks.
- The implementation of this Policy shall be aligned, as applicable, with relevant national and state legislation, labour and employment requirements, institutional rules and the University's commitment to ethical and responsible employment practices.
