ETI Basic Principles

Basic Principles

1. Freely chosen employment relationship

1.1 Forced, bonded or involuntary prison labour shall not be used.

1.2 Workers should not be required to pay a deposit or hand over their identity documents to their employers, and should not be required to do so after giving reasonable prior notice.

Are free to leave their employer.

2. Respect the right to freedom of association and collective bargaining

2.1 All workers, without exception, have the right to join or form trade unions of their own choice and to bargain collectively.

2.2 Employers should adopt an open attitude towards the actions of trade unions and their organizing activities.

2.3 Workers’ representatives are not discriminated against and have access to the means to perform their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted by law, employers should promote, rather than hinder, the establishment of independent and free associations.

Similar forms of communication and negotiation.

3. Safe and hygienic working conditions

3.1 A safe and hygienic working environment should be provided, taking into account general knowledge of the industry and any special hazards. Appropriate

Measures should be taken to prevent accidents and health hazards caused by, related to or occurring at work. Various inherent risk factors in the work environment should be reduced as much as possible and practically.

3.2 Workers should receive regular and recorded health and safety training, which should be repeated for new or changing workers.

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3.3 Workers should be provided with clean toilet facilities, drinking water and, where possible, sanitary facilities for storing food.

3.4 The accommodation provided must be clean, safe and meet the basic needs of workers.

3.5 Companies complying with this Code should designate a senior management representative to be responsible for health and safety.

4. No child labor

4.1 No new child labor shall be recruited

4.2 The Company shall develop or participate in and promote policies that ensure that any child found to be engaged in child labour receives a quality education until he or she is no longer a child.

policies and projects.

4.3. Children and young persons under the age of 18 shall not be employed to work at night or under hazardous conditions.

4.4 These policies and procedures must be consistent with relevant International Labour Organization (ILO) standards.

5. Pay a living wage

5.1 The wages and allowances paid for each standard work week must at least meet the national statutory standards or the standards set by the industry, whichever is higher.

In any case, the wages paid should always be sufficient to meet basic needs and provide some discretionary income.

5.2 All workers should be provided with written, understandable information on their employment conditions, including wages, before they start work.

information and, each time wages are paid, provide them with details of their wages for the period covered by that payroll.

5.3 Deductions from wages as a disciplinary measure or any changes in wages beyond the limits prescribed by national law shall not be permitted without the explicit consent of the worker.

All disciplinary measures must be documented.

6. Working hours should not be too long

6.1. Working hours must comply with national laws, collective agreements and the provisions of clauses 6.2 to 6.6 below, in order to provide a strong guarantee for workers.

Articles 6.2 to 6.6 are based on international labor standards.

6.2. Working hours (excluding overtime) are determined by the contract and shall not exceed 48 hours per week. *

6.3. All overtime must be voluntary. Overtime must be used responsibly, taking into account all aspects: its extent, frequency and the

The hours worked by individuals and workers as a whole. Overtime work must not be substituted for regular employment. Overtime work must always be compensated at a premium, the recommended standard being

Less than 125% of normal wages.

6.4. The total working time in any 7-day period shall not exceed 60 hours, except as provided in Article 6.5.

6. 5. Working hours in any 7-day period may exceed 60 hours only in exceptional circumstances where all of the following conditions are met:

· domestic law permits this;

· a collective agreement freely concluded with workers’ organizations representing a significant proportion of the workers allows this; · appropriate measures are in place to protect the health and safety of workers; and

The employer can demonstrate that the overtime is required under exceptional circumstances, such as an unexpected peak in production, an accident or an emergency.

6. 6. Workers must be guaranteed at least one day off every seven days, or, where permitted by national law, two days off every 14 days.

*International standards recommend a gradual reduction in normal working hours to 40 hours per week, under appropriate conditions and without reducing workers' wages.

7. Prohibition of Discrimination

7.1 No one shall be discriminated against in hiring, compensation, training, promotion, dismissal or retirement because of his or her race, social status, nationality, religion or ethnicity.

discrimination based on religion, age, disability, sex, marital status, sexual orientation, trade union membership or political party affiliation.

8Formal employment relationship

8.1 To the extent possible, work must be performed under a formally recognized employment relationship established in accordance with national law and practice.

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8.2 Obligations to employees based on a regular employment relationship under labour or social security laws and regulations cannot be violated by the use of labour

contract, subcontract or home-based work arrangements, or through apprenticeship schemes that do not seek to impart skills or provide formal employment.

Avoid, nor can any similar liability be avoided through excessive use of fixed-term employment contracts.

9 Harsh and inhumane treatment of workers is not permitted

9.1 Physical abuse or corporal punishment, threats of physical abuse, sexual or other harassment, verbal abuse or other forms of intimidation are prohibited.

The provisions of this Code constitute minimum, not maximum, standards and should not be used to prevent companies from pursuing higher standards. Companies that apply this Code must comply with national and other applicable laws and, when legal provisions and provisions of this Code address the same matter, apply the provisions that provide greater protection for workers.