CODE OF CONDUCT

• Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
• 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, free association and bargaining.

• A safe and hygienic environment shall be provided, bearing in mind the prevailing knowledge of the industry and 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 practical, the causes of hazards inherent in the working environment.
• Workers shall receive regular recorded health and safety training, and such training shall be repeated for new or reassigned workers.
• Access to clean toilet facilities and to safe drinking 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 workers.
• The company observing the code shall assign responsibility for health and safety to a senior management representative.
• The company must have a waste management policy and procedure, so that waste is minimised, correctly and safely handled, stored and disposed of, is not a hazard to the environment, or is used and recycled where possible.

• There shall be no recruitment of child labour.
• Companies should develop, participate and contribute to policies and programmes, which provide remediation of any child found to be performing labour, to enable them to attend and remain in quality education until no longer a child.
• Children and young persons under 18 shall not be employed at night or in hazardous conditions.
• These policies and procedures shall conform to the provisions of the relevant ILO (International Labour Organisation) standards.

• Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards – whichever is higher. In any event, wages should always be 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 to wages before they enter employment, and include particulars of their wages for the pay period concerned each time 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 expressed permission of the worker concerned. All disciplinary measures should be recorded.

• Working hours need to comply with national laws and benchmark industry standards – whichever affords greater protection.
• In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7-day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

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.

• To every extent possible work performed must be on the basis of recognised employment relationships 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.
• All workers must be validated for their legal right to work by reviewing original documentation and auditing agencies. The company should implement procedures to demonstrate compliance. This Code Of Conduct also applies to agency staff and immigrant workers.