Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
To every extent possible work performed must be on the basis of a recognised employment relationship established through national law and practice.
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
Working hours comply with national laws , collective agreements, and the provisions of the below, whichever affords the greatest protection for workers. The below are based on international labour standards.
Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.
All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
The total hours worked in any seven-day period shall not exceed 60 hours, except where covered by the below.
Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:
- This is allowed by national law;
- This is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
- Appropriate safeguards are taken to protect the workers’ health and safety;
- The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
Workers shall be provided with at least one day off in every seven-day period or, where allowed by national law, two days off in every 14-day period.
Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmarks, whichever is higher. In any event wages should always be high enough to meet basic needs and to provide some discretionary income.
All workers shall be provided with written and understandable information about their employment conditions in respect of wages before they enter employment, and about the particulars of their wages for the pay period concerned each time that they are paid.
Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the express and informed permission of the worker concerned. All disciplinary measures should be recorded.
There shall be no recruitment of child labour (under 16).
Young people aged 16 and 17 should not be employed on a regular basis.
On the rare occasions that young people aged 16 and 17 are employed then they shall not be employed at night or in hazardous conditions.
A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards.
Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
Access to clean toilet facilities and potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
The company observing the standards shall assign responsibility for health and safety to a senior management representative.
Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
The employer adopts an open attitude towards the legitimate activities of trade unions and their organisational activities.
Workers’ representatives are not discriminated against and have access to carry out their representative functions in the workplace.
Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
There is no forced, bonded or involuntary prison labour.
Workers are not required to lodge ‘deposits’ or their identity papers with the employer and are free to leave their employer after reasonable notice.