I) Appointment Letter for Implementation of Force Labor Policy

Omega Power Minds Pvt.Ltd. totally is against forced labor conducted in any way possible. Therefore, we have adopted many policies to prevent them. However if such kind of activities do take place by any chance, we tend to take responsibility.

Here are certain procedures mentioned to deal with forced labor policy:

*Speak with workers individually, and keep in mind the sensitive nature of the issue.

*Take particular care to ensure the confidentiality of these conversations to protect the worker from any possible reprisals.

* If possible, meet workers off-site if the representative of Omega is in the respective country.

* Discuss with employers the company policy on violence, harassment and intimidation in the workplace, and examine copies of such policy.

*Examine legal records for any evidence of outstanding complaints or actions taken against the company, for example in a labor tribunal, to determine whether there have been past allegations of the use or threat of physical or sexual violence, harassment or intimidation against workers and their families.

Representative Responsibilities:

Omega Power Minds Pvt.Ltd. has hired and appointed a different entity to handle such kind of issues more distinctly. We have appointed Ms. Nikki Karki to handle and deal with such kind of problems if it takes place. Here are some of the responsibilities she is to carry out if such kind of issue is created:

* After getting the information or complaint she is to thoroughly go through the complaint and claim made to understand the situation and vulnerability of the incident.

* After that she needs to do the detail contact with the worker making the claim and verify his/her final statement. If possible collect the proof or evidence of the misconduct.

* It is very important to finally do a detail conversation with the party involved in the misconduct and provide them with the detail information of the claim made by the worker.

* She will then hear from both the parties through transparent communication and whoever is found guilty is taken action as per the law, rules and regulations of the ILO (International Labor Organization)

II) No Fee policy

We Omega Power Minds Pvt.Ltd. work under the RBA code of conduct. Hence, we absolutely follow the working guideline of ethical recruitment which is no fee policy. We do not under any circumstance take fees of any kind from workers.

Zero Recruitment Fees

The recruitment and service fees are not to be paid by any migrant worker during, application, recommendation, recruiting, hiring, placement, and processing fees, of any kind or at any stage, including agent, sub - agent, intermediary, or employer operating, administrative and overhead costs associated with the recruitment, selection, hiring, and placement of those workers.

The following recruitment and service related costs are not to be paid by Foreign Migrant Workers:

1. Pre - departure fees and costs including but not limited to:

· Additional Certifications

· Medical exams /screening if required by the employer or law

· Pre - departure training or orientation

· Any other requirements to access the job opportunity

2. Documentation / Permits and associated costs of obtaining such documents and/or permits:

· New passport /identity documents needed for the purposes of obtaining employment, including renewal(s) required for the purposes of retaining employment

· Visas (including renewals)

· Temporary work or residence permits (including renewals)

· Police clearance fee

· Birth Certification fee

· Certificate of good behavior fee

3. Transportation and lodging costs (including all taxes and fees): 

· Transportation and lodging costs after the employment offer has been made and accepted, from their home in their sending country to the port of departure

· Transportation from sending country to receiving country port of entry

· Transportation from receiving country port of entry to supplier’s facility or provided accommodations

· Relocation costs if asked to move once employment has begun

· Return transportation to employee’s home country at the end of employment

· Arrival / On – Boarding

 4 .Other recruitment related cost:

· New - hire training processing fees

· Medical exams/screening

· Deposits and/or bonds

These costs can be paid by worker without any mark ups, which will be noted in the recruitment process form and a receipt will be provided:

· Basic expense item to prepare for the interview such as CV copies, photos, copies of existing documents and certificates, incidentals

· Costs to meet minimum qualifications for the job such as degree or certification

· Passport replacement cost due to employee loss or fault. For replacing visas/permits this also includes photo (s), providing//photocopying any documents, etc.

· Dormitory and meals (must be fair market value and meet international health & safety standards))

· Costs for any legally - allowable levels may be charged but must be deducted in a pro - rata manner. At the end of employment, apart from situations where there is dismissal for gross misconduct, workers shall not be charged any remaining balance due on any level.