23C Summary of Legislation and Standards Relevant to Labour and Working Conditions
|
|
- Heather Hunter
- 7 years ago
- Views:
Transcription
1 23C Summary of Legislation and Standards Relevant to Labour and Working Conditions Categories Human resource policies and procedures Working conditions and terms of employment Hours of work and leave Working conditions and terms of employment Wages and benefits No specific provision on human resource policies. No specific requirements to provide information to workers in writing. Fixed-term contract and contract with probationary period must be agreed in writing (LC, Art. 14 and Art. 10). Internal rules on disciplinary procedure, rights and health and safety at work are required in all workplaces with 25 or more workers (LC, Art. 118). Normal working time is 40 hours per week with a maximum of 8 OT per week and 100 per year (LC, Art. 139, Art. 145 and Art. 143). Hours worked beyond 40-hour limit are considered overtime unless a modulation agreement has been reached (LC, Art. 144 and Art. 142). Special provisions for drivers and security guards (respectively 48 hours and 55 hours) (Arrêté No. 1391, Art. 2). 24 hours weekly rest period minimum (LC, Art. 152). 30 days paid holiday per year (2.5 per month) and 11 public holidays (LC, Art. 160 and Arrêté No.1389, Art. 1). 14 weeks maternity leave (at 50% of salary) (LC, Art. 59 and Art. 61). Right to a guaranteed hourly wage (never been set) (LC, Art. 211). Overtime normally paid 130% and 160% unless a modulation agreement has been reached (LC, Art. 144). Night work paid at 120% (LC, Art. 147). Wage should be paid every 15 days (LC, Art. 215) or once per month under conditions (LC, Art. 216). Outside taxes and social contributions no deduction can be made without the worker s consent (LC. Art. 231). or or Existence of appropriate HR policies consistent with PS2. Communication to workers in writing of their rights under national law and collective agreement (wages, hours and benefits in particular). Respect applicable collective bargaining agreement. Provide reasonable working conditions and terms of employment (national law minimum). Respect applicable collective bargaining agreement. Provide reasonable working conditions and terms of employment (national law minimum). 23C-1
2 Categories Workers accommodation Workers organisations Non-discrimination and equal opportunities Employer must take reasonable steps to provide workers and their families with accommodation. This applies when workers do not live near the workplace and cannot find, with their own means, adequate accommodation (LC, Art. 212). The right to freedom of association, collective bargaining and strike are protected by the Constitution and the Law (C, Art. 20 and LC, Art. 248, Art. 305 and Art. 328). Election of workers representative is mandatory in organisations with more than 25 workers (LC, Art. 265). Protection against discrimination and dismissal for union officials only (LC, Art. 277+). Consultation duty for the employer on a range of subjects including health and safety, workplace restructuring, modulation of working time (LC, Art. 120, Art. 142 and Art. 169). Ten days notice is required for a strike which can be conducted for professional claims only (LC, Art. 330). The Constitution prohibits discrimination in employment on the grounds of sex, race, ethnicity and opinion (and other discriminatory causes) (C, Art. 20). Stages of employment where discrimination is prohibited are not specified. The law provides equal pay for equal work (LC, Art. 206 and Art. 207). Develop policies on the quality and management of the accommodation and provision of basic services. Respect non-discrimination and equal opportunities. Do not restrict workers freedom of movement and association. Where law recognises the workers rights to form and join workers organisations and to bargain collectively companies should comply with the law. Companies should engage with workers representatives and their organisations and provide them with the information needed for meaningful negotiations, in a timely manner. No discrimination on the basis of personal characteristics (such as gender, race, nationality, ethnic, social and indigenous origin, religion or belief, disability, age or sexual orientation). No discrimination with respect to any aspects of the employment relationship (from recruitment to promotion to termination). Promote equal opportunity and fair treatment. Take measures to prevent harassment or any forms of intimidation or exploitation, in particular against women. 23C-2
3 Categories Non-discrimination and equal opportunities Migrant workers Law No. L/9194/019/CTRN on conditions of entry for foreigners requires foreign workers to obtain a temporary residence permit. The labour code applies to migrant workers. Employers are required to request authorisation from the National Employment Office before recruiting foreign workers (LC, Art. 7 and Art. 9). Discrimination is prohibited on the basis of race and ethnicity (C, Art. 20). Identify migrant workers and ensure they benefit from substantially equivalent terms and conditions to non-migrant workers for a similar job. Do not discriminate on the basis of personal characteristics, including race and nationality. Priority should be given to employment for Guinean workers (CdB, Art. 21) Retrenchment Dismissal must be motivated on personal grounds (health, professional incompetence or fault) or economic grounds (organisation restructuring) (LC, Art. 79 and Art. 80). Dismissal on economic grounds: Strict consultations (two meetings) of workers representatives and communication with the labour inspectorate are required (LC, Art. 87+). Complex calculation to determine workers right to indemnities equivalent to 25% of a monthly wage per year worked in the company (LC, Art. 100 and Arrêté No.1387, Art. 1). Prior to implementing retrenchment seek alternative and develop a plan to reduce the adverse impacts on workers. Retrenchment plans must be based on nondiscrimination and reflect consultation with workers and where appropriate government. 23C-3
4 Categories Grievance Procedure No individual grievance procedure in the law. Several provisions for individual and collective dispute resolution through labour court and arbitration procedure (LC, Art. 374, Art. 378 and Art. 342). Worker accommodation Employer must take reasonable steps to provide workers and their families with accommodation. This applies when workers do not live near the workplace and cannot find, with their own means, adequate accommodation (LC, Art. 212). Provide a grievance procedure for workers (and their organisations) to raise workplace concerns. Inform workers of the grievance procedure at the time of recruitment and make it accessible to them. The procedure should involve an appropriate level of management; allow for anonymous complaints; address complaints promptly; use an understandable and transparent process; provide timely feedback without any retribution; do not impede access to legal remedies or substitute for procedures provided through collective agreement. In addition, companies should ensure that contracted workers have access to a grievance procedure or extend their own grievance procedure to serve these workers. Develop policies on the quality and management of the accommodation and provision of basic services. Respect non-discrimination and equal opportunities. Do not restrict workers freedom of movement and association. 23C-4
5 Categories Child labour Minimum age for work is 16 (LC, Art. 5 and CC, Art. 412). There is a list of restricted activities for under 18s (hazardous work) (Arrêté No and CC, Art. 415+). Children can work from 14 as apprentices and children from the age of 12 can do light work/family work (CC, Art. 419). There is no risk-assessment or monitoring provisions in the legislation. However, the labour inspectorate can require the medical examination of any young workers (CC, Art. 423). Forced labour Forced labour and people trafficking are prohibited (LC, Art. 2). No specific provisions on document retention. Prison labour is compulsory for convicted persons (Décret No. 274, Art. 77+). Health and Safety at work General requirement for employer to adopt measures to adapt health and safety standards to the type of workplace (LC, Art. 169). Internal company rules must cover health and safety at matters (LC, Art. 120). PPE must be provided free of charge (LC, Art. 179). Obligation to provide training on health and safety (LC, Art. 172). Depending on their size, companies must have first aid boxes or a doctor and a nurse available on the premises (LC, Art. 199). Union consultation on issues related to health and safety in the workplace is required (LC, Art. 169). Workers right to remove themselves from dangerous situation (indirect). Workers under 18 years should not undertake hazardous work. Identify minors. Conduct risk assessment and regular monitoring of health, working conditions and hours of work. Do not use work or services that are not voluntarily performed or are extracted from individuals under threat of force or penalty. Provide a safe and healthy work environment. Take steps to prevent accident, injury and disease. Identify hazards, provide PPE, train workers, document and report accidents. Conduct emergency prevention and preparedness. 23C-5
6 Categories Workers engaged by third party contracted workers Workers engaged by third party supply chain workers There are no restrictions on the type of work that can be contracted to contractors. There are no requirements on managing and monitoring contractors labour performance. There are provisions on the use of sub-entrepreneurs (LC, Art. 23+) (not directly relevant to Rio Tinto). Sub-entrepreneurs must be registered and advertise their quality of subentrepreneur. When work is performed in the entrepreneur s premises, the entrepreneur is responsible for the payment of the contracted workers wages in case of the subentrepreneur s insolvency (LC, Art. 24).The Basic Convention requires mining companies to prioritise working with Guinean companies for the provision of goods and services (CdB, Art. 20). Possibility for workers on a construction project to claim their wages from the company the infrastructure is built for, within the limit of the money the company owes to their employer (LC, Art. 224). Make commercially reasonable effort to ascertain that contractors are reputable and legitimate enterprises with adequate management systems of their workers allowing them to implement IFC requirements. Develop policies and procedures to manage and monitor subcontractors implementation of IFC labour and working conditions requirements. Where possible incorporate these requirements in contractual agreements with contractors. Ensure that contracted workers have access to a grievance procedure; provide one if necessary. There are no relevant provisions in the legislation. Where there is a high risk of forced and child labour in the primary supply chain, monitor supply chain, identify risks and where child or forced labour are identified, take appropriate steps to remedy them. Where there is a high risk of significant safety issues in the supply chain, introduce procedures and mitigation measures to prevent and correct life-threatening situations. 23C-6
Performance Standard 8:
Overview of Performance Standards on Environmental and Social Sustainability 1. IFC s Sustainability Framework articulates the Corporation s strategic commitment to sustainable development, and is an integral
More informationPerformance Standard 2 V2 Labor and Working Conditions
Introduction 1. Performance Standard 2 recognizes that the pursuit of economic growth through employment creation and income generation should be balanced with the protection for basic rights of workers.
More informationThe Nordic Alcohol Monopolies Code of Conduct Preamble
The Nordic Alcohol Monopolies Code of Conduct Preamble The Nordic Alcohol Monopolies (NAMs) started a cooperation concerning ethical principles in the supply chain in 2008. The joint objective for the
More informationCode of Conduct. Version 3, November 2009 BSCI 2.3-11/09
Code of Conduct Version 3, November 2009 BSCI 2.3-11/09 All rights reserved. No part of this publication may be reproduced, translated, stored in a retrieval system, or transmitted, in any form or by any
More informationGuidance Note 2 Labor and Working Conditions
Guidance Note 2 corresponds to Performance Standard 2. Please also refer to Performance Standards 1 and 3 8, as well as their corresponding Guidance Notes for additional information. Application of Performance
More informationCODE OF ETHICAL POLICY
CODE OF ETHICAL POLICY POLICY STATEMENT The BBC is committed to ensuring a high standard of ethical and environmental trade practices, including the provision of safe working conditions and the protection
More informationApoteket s Code of Conduct for Sustainable Business Final version, October 2015
1 (6) Apoteket s Code of Conduct for Sustainable Business Final version, October 2015 1 INTRODUCTION 1.1 General Respect for people and the environment is vital to Apoteket's business. We work towards
More informationSupply Chain Sustainability Code of Conduct
Supply Chain Sustainability Code of Conduct Swire Pacific Offshore (SPO) group has worked worldwide for over 40 years and is strongly committed to operating ethically, prudently, responsibly and safely.
More informationEthical Sourcing Policy
Ethical Sourcing Policy Index 1.0 Policy Statement... 2 2.0 Organisational Scope and Compliance... 2 3.0 Policy Purpose... 3 4.0 The ETI Base Code... 3 5.0 Guiding Principles... 4 6.0 Identify suitable
More informationCode of Conduct Sourcing & Supply Chain FAU-F-SPG-2400/EN
Code of Conduct Sourcing & Supply Chain FAU-F-SPG-2400/EN Background Faurecia, a global automotive supplier, is committed to growth founded on socially-responsible actions and behaviors in all countries
More informationIRIS CODE OF CONDUCT PART ONE
IRIS CODE OF CONDUCT The International Organization for Migration (IOM), together with the International Organisation of Employers (IOE) and a coalition of stakeholders committed to ethical recruitment,
More informationCODE OF CONDUCT. - Euro Sko Norge AS -
CODE OF CONDUCT - Euro Sko Norge AS - Introduction At Euro Sko Norge AS we promote decent working and environmental standards in our supply chains. We cooperate closely with our suppliers and business
More informationCederroth Corporate Code of Conduct
Cederroth Corporate Code of Conduct Introduction Cederroth believes that we have an important role to play in the deve lopment of a sustainable society. We therefore work with a strong commitment to environmental
More informationLABOUR & HUMAN RIGHTS POLICY
LABOUR & HUMAN RIGHTS 1 CARLSBERG LABOUR & HUMAN RIGHTS CONTENTS 1.0 Non-discrimination 2.0 Forced labour 3.0 Child labour 4.0 Freedom of association and collective bargaining 5.0 Harassment 6.0 Working
More informationLoyola University of Chicago Licensee Code of Conduct. A. The principles set forth in the Code shall apply to all Licensees.
Effective Date: January 16, 2015 Loyola University of Chicago Licensee Code of Conduct PREAMBLE Loyola University of Chicago (the University ) has established the following policy 1 to guide University
More informationVODAFONE CODE OF ETHICAL PURCHASING
VODAFONE CODE OF ETHICAL PURCHASING As one of the world's largest telecommunications companies, Vodafone has a significant role to play in enriching people s lives. We also understand that we have a significant
More information1. LEGAL REQUIREMENTS
Code of Conduct INTRODUCTION This Code of Conduct is applicable to all suppliers, their subcontractors and other business partners that do business with H&M Hennes & Mauritz AB (publ.), registered in Sweden,
More informationGLOBALG.A.P. Risk-Assessment on Social Practice (GRASP)
GLOBALG.A.P. Risk-Assessment on Social Practice (GRASP) GRASP Module Interpretation for Czech Republic V 1.3 Valid from: 01.07.2015 Mandatory from: 01.10.2015 English Version Developed by Czech Society
More informationCommittee on Migrant Workers General Discussion Day. Workplace exploitation of migrants
Committee on Migrant Workers General Discussion Day Workplace exploitation of migrants François Crépeau, Special Rapporteur on the human rights of migrants A major pull factor for migration is the need
More informationRoche Supplier. Code of Conduct
Roche Supplier Code of Conduct Roche Supplier Code of Conduct Roche is committed to sustainability in all business activities and aims to apply highest ethical standards. Our suppliers (suppliers of materials,
More information(g) the Employment Equality (Sexual Orientation) Regulations 2003,
Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the
More informationGUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
More informationExternal Sustainability Audits Program Manual Version 1.0, April 2013
Sustainability in the Supply Chain External Sustainability Audits Program Manual Version 1.0, April 2013 Siemens AG 2013 All rights reserved. siemens.com/sustainability Table of content 1 Program Background
More informationEmployment law solicitors
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
More informationASOS Ethical Code of Conduct
ASOS Ethical Code of Conduct The ASOS Ethical Code of Conduct below sets out the minimum standards that ASOS requires from all suppliers who manufacture or procure goods for ASOS. They are based on the
More informationSAINSBURY S SUPERMARKETS LTD. Code of Conduct For Ethical Trade. Sainsbury s Supermarkets Ltd. 2013 1
SAINSBURY S SUPERMARKETS LTD Code of Conduct For Ethical Trade Sainsbury s Supermarkets Ltd. 2013 1 CONTENTS Sainsbury s Code of Conduct for Ethical Trade... 3 1.1. Introduction... 3 1.2. Scope... 3 1.3.
More informationBSCI Code of Conduct 1
BSCI Code of Conduct 1 The present BSCI Code of Conduct version 1/2014 aims at setting up the values and principles that the BSCI Participants strive to implement in their supply chains. It was approved
More informationVattenfall s Code of Conduct for Suppliers
Vattenfall s Code of Conduct for Suppliers Introduction Vattenfall provides energy for today s society and contributes to the energy system of tomorrow. We are committed to conducting our business activities
More informationBusiness Administration SAMPLE. NCFE Level 2 Certificate in Business Administration Knowledge. Part A
NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level
More informationThe A.P. Moller - Maersk Group s Third Party Code of Conduct
A.P. Moller - Maersk Group August 2013 1/11 The A.P. Moller - Maersk Group s Third Party Code of Conduct Introduction At A.P. Moller - Maersk, being a good corporate citizen has always been an integral
More informationCode of Corporate Social Responsibility
Code of Corporate Social Responsibility It is Maxim s policy to conduct its business in accordance with all applicable laws, rules and regulations of the jurisdictions in which it does business. In addition,
More informationEQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will
More informationAND REDUNDANCY. Summary of the law on
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline
More informationGUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
More informationPOLICY. Code of Conduct for Suppliers DUSTIN GROUP
POLICY Code of Conduct for Suppliers DUSTIN GROUP Page 1 of 6 Code of Conduct for Suppliers Introduction Dustin Group has adopted the principles stated in this Code of Conduct for Suppliers. Dustin is
More informationLE COQ SPORTIF CODE OF CONDUCT
LE COQ SPORTIF CODE OF CONDUCT MAY 2011 Le Coq Sportif (LCS) is a French origin sport brand company, born in 1882; its mission is to provide stylish and quality sporting goods worldwide. For us, as a sourcing
More informationEqual Pay Statement and Information 2015
Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay
More informationEmployment Law Glossary of key terms and abbreviations
Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to
More informationSupplier Code of Conduct Holcim (Switzerland) AG Procurement and Sustainable Development
Strength. Performance. Passion. Supplier Code of Conduct Holcim (Switzerland) AG Procurement and Sustainable Development Table of Content 1. Introduction to Sustainable Procurement at Holcim 3 2. Our Commitment
More informationPOLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection
More informationYour Rights at Work in Australia Prepared by Labor Council of NSW For more information call our hotline1800 688 919
Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation
More informationEQUAL OPPORTUNITIES & DIVERSITY POLICY
1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects
More informationComparison of Codes: ETI Base Code; SA8000; GSCP
Comparison of Codes: ETI Base Code; SA8000; GSCP SEDEX CODE COMPARISON Introduction to the Codes ETI Ethical Trade Initiative: The Ethical Trading Initiative (ETI) is a ground-breaking alliance of companies,
More informationACCELL GROUP N.V. CODE OF CONDUCT FOR SUPPLIERS
ACCELL GROUP N.V. CODE OF CONDUCT FOR SUPPLIERS This Code of Conduct for Suppliers (the "Code of Conduct") was drawn up by the Board of Directors of Accell Group NV on 11 February 2013. This Code of Conduct
More informationHow To Protect Your Personal Information At A College
Data Protection Policy Policy Details Produced by Assistant Principal Information Systems Date produced Approved by Senior Leadership Team (SLT) Date approved July 2011 Linked Policies and Freedom of Information
More informationStena Metall Group Code of Conduct
Adopted by the Stena Metall Group Board 2012-02-22 Stena Metall Group Code of Conduct Background The family owned Stena Metall Group creates jobs and provides value by offering competitive sustainable
More informationINFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION
INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION REPORTING RELATIONSHIPS Responsible to: Learner Information Team Manager JOB PURPOSE You will be responsible for ensuring that the
More informationResponsible Procurement Policy
The Tata Steel vision & sustainability principles The Tata Steel vision is to be the world steel benchmark for value creation and corporate citizenship. In order to achieve this vision, we have implemented
More informationEQUALITY AND DIVERSITY POLICY AND PROCEDURE
EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment
More informationBELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY
BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of
More informationEmployment Rights and Responsibilities
Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which
More informationAegon sustainable procurement policy
Aegon sustainable procurement policy aegon.com The Hague, April 2013 Introduction Aegon N.V., through its operating subsidiaries, is a leading provider of life insurance, pensions and asset management.
More informationSouth Downs National Park Authority
Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date
More informationSustainable Supplier Charter. UNIT4 Business Procedures
UNIT4 Business Procedures Table of Contents OUR VISION... 3 IMPLEMENTATION... 3 2. ETHICS: POLICY AND PRINCIPLES... 3 2.1 LOYALTY... 3 2.2 CODE OF CONDUCT... 4 2.3 INDEPENDENCE, BRIBERY AND CORRUPTION...
More informationSummary of the Equality Act 2010
Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality
More informationThis Constitution establishes the principles and values of the NHS in England.
NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This
More informationBUSINESS ETHICS POLICY
2.1 Background a. Established in 2008, MMTC-PAMP India is among the world s most advanced gold and silver refining and minting facilities. The company is set up as a joint venture between India s MMTC
More informationEmployment Law in Bermuda
Employment Law in Bermuda Foreword This memorandum has been prepared for the assistance of those who are considering issues pertaining to employment law in Bermuda. It deals in broad terms with the requirements
More informationEU Employment Law Euro Info Centre December 2006
EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including
More informationIntroduction to UK Employment Laws for U.S. Employers
Ogletree Deakins International LLP Fourth Floor, Thavies Inn House 3-4 Holborn Circus London EC1N 2HA United Kingdom Tel: +44 (0)20 7822 7620 www.ogletreedeakins.co.uk www.ogletreedeakins.com Introduction
More informationA GUIDE TO THE LAW IN ALBERTA REGARDING EMPLOYMENT LAW
A GUIDE TO THE LAW IN ALBERTA REGARDING version: 2014 COPYRIGHT & DISCLAIMER GENERAL All information is provided for general knowledge purposes only and is not meant as a replacement for professional legal
More informationSummary of the law on UNFAIR DISMISSAL AND REDUNDANCY
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. All employees can bring a claim of
More informationCompliance by Parties with Statement of Labor Values
Compliance by Parties with Statement of Labor Values As part of the compliance audit conducted for the Report, Paul Hastings examined whether the Parties complied with the standards set forth in the Statement
More information3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.
Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)
More informationUNIVERSITY OF CALIFORNIA CODE OF CONDUCT FOR TRADEMARK LICENSEES (Revised January 5, 2000)
UNIVERSITY OF CALIFORNIA CODE OF CONDUCT FOR TRADEMARK LICENSEES (Revised January 5, 2000) It is the policy of the University of California that trademark licensees for goods produced with UC logos agree
More informationCode. of Conduct for Suppliers
Code of Conduct for Suppliers Code of Conduct for Odebrecht Oil & Gas Suppliers 1 INTRODUCTION The operation in domestic and foreign markets and in different business units, geographical regions and cultural
More informationAPUC Supply Chain Sustainability Policy
APUC Supply Chain Sustainability Policy Vision APUC aims to be a leader, on behalf of client institutions, in driving forward the sustainable procurement agenda (please see Appendix 1 for the commonly
More informationMinimum employment rights and obligations
Minimum employment rights and obligations This booklet provides an overview of the minimum rights and obligations that apply by law to employers and employees. Employees can t be asked to agree to less
More informationRestructure, Redeployment and Redundancy
Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future
More informationGood Practice Guide: Global Migration
Good Practice Guide: Global Migration BSR September 2010 www.bsr.org Contents 3 Purpose and Scope 3 Legal Status 3 Workers Rights Nondiscrimination Freedom of Cultural and Religious Identity Right to Join
More informationGLOBALGAP Risk Assessment on Social Practices (GRASP)
GLOBALGAP Risk Assessment on Social Practices (GRASP) Checklist GRASP Assessment Result from the GRASP Project Document for public review until 26 March 2010 V 2.0 Feb 2010 English Version Producer: Signature:
More informationExit Questionnaire and Exit Interview Procedure
Exit Questionnaire and Exit Interview Procedure Procedure Reference Number: 2009.51 Approved: Name Date Author: Susan Poole 12/02/13 HR Advisor, Policy and Development Produced: 12/02/13 Review due: 3
More informationDiversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
More informationRegulations of Florida A&M University. 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures.
Regulations of Florida A&M University 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. (1) It is the policy of Florida A & M University that each member of the University
More informationS P E M Y THE CODE OF BUSINESS CONDUCT J E P N S S I. HEINEKEN Policy on
T R P O J M Y TH COD OF BUI CODUCT C T P A I O HIK Policy on Table of Contents Page mployees & human rights management A. Implementation B. Grievance procedures C. Issues of context 4 Our standards related
More informationApple Supplier Code of Conduct
Apple Supplier Code of Conduct Apple is committed to ensuring that working conditions in Apple s supply chain are safe, that workers are treated with respect and dignity, and that manufacturing processes
More informationAPSO CODES OF PROFESSIONAL PRACTICE INDEX
APSO CODES OF PROFESSIONAL PRACTICE APSO has an important role to play in continuously improving standards and providing guidance to stakeholders on developments and trends in the staffing industry. The
More informationLabour Law in Denmark
Labour Law in Denmark 2 Labour Law in Denmark Labour Law in Denmark The Danish labour market is in many ways significantly different from what you may have experienced in other jurisdictions. If you have
More informationMERCK BUSINESS PARTNER CODE OF CONDUCT
MERCK BUSINESS PARTNER CODE OF CONDUCT Our Values and Standards for Business Partners Merck Business Partner Code of Conduct [Edition I] Merck is committed to sustainability in all business activities
More informationTUPE. Due. Diligence. suitable. This Due. levels of NCVO. it should
TUPE Due Diligence Checklist August 2012, NCVO http://www.ncvo-vol.org.uk/psd/commissioning/tupe This Due Diligence checklist is for use by voluntary, community and social enterprise organisations conducting
More informationA summary of the law on: Unfair Dismissal and Redundancy
A summary of the law on: Unfair Dismissal and Redundancy Employees are protected under the Employment Rights (Northern Ireland) Order 1996 from being unfairly dismissed or chosen unfairly for redundancy.
More informationLabour Laws in Botswana
Labour Laws in Botswana Sources of Labour Law include: 1. Legislation Employment Act CAP 47:01 Workers Compensation Act No. 23 of 1998 Trade Unions and Employers Organisations Act, 2003 Employment of Non-Citizens
More informationLiverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)
Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives
More informationZebra A/S Supplier Code of Conduct
Zebra A/S Supplier Code of Conduct Zebra A/S Zebra A/S is a Danish company selling products under the brand name Tiger. Tiger products are sold through our own Tiger retail stores in more than 20 countries
More informationBRAZIL: LABOR RELATIONS
BRAZIL: LABOR RELATIONS Brazil: Labor Relations Last update: July, 2007 The basic principles concerning labor relations in Brazil are contained in the Labor Code enacted on May 1, 1943. Since then, however,
More informationCode of Business Conduct and Ethics. Strike Energy Limited ACN 078 012 745
Code of Business Conduct and Ethics Strike Energy Limited ACN 078 012 745 Approved: 2 December 2014 Contents 1. General... 1 2. Responsibilities to shareholders and the financial community generally...
More information1. Understanding and application of Moelven's Code of Conduct
Code of Conduct 1. Understanding and application of Moelven's Code of Conduct Purpose Moelven must act in a sustainable, ethical and socially responsible manner. Our Code of Conduct provides the basic
More informationTable of GRI indicators
2013 Sustainability Report > Table of GRI indicators Table of GRI indicators The following table of GRI-G3.1 indicators includes a brief description of each, reference to the page in the 2013 Sustainability
More informationWhy do we need a Responsible Purchasing Charter?.. 3. Groupe SEB's commitments in terms of sustainable development... 4
Why do we need a Responsible Purchasing Charter?.. 3 Groupe SEB's commitments in terms of sustainable development... 4 Groupe SEB's commitments to our suppliers..... 6 Commitments required by Groupe SEB
More informationGroup Policy 1. INTRODUCTION 2. BUSINESS INTEGRITY. 2.1. Honesty, Integrity & Fairness
Corporate Code of Conduct and Ethics Policy Approver: CEO Valid from: 26-11-13 1. INTRODUCTION CRI recognizes its responsibilities as a global services provider, and is committed to being a responsible
More informationGermany. Introduction
Germany Germany Introduction The labor law of the Federal Republic of Germany covers all legal rules concerning the relationship between employers and employees and their respective organizations. Traditionally,
More informationCouncil meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations
Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based
More informationIntroduction to Social Compliance & Its Business Benefits
Proposal for Conducting Seminar on Introduction to Social Compliance & Its Business Benefits Submitted to: Environment Agency, Abu Dhabi Table of Contents Summary..02 Seminar Objectives 02 Content Outline..02
More informationEmployment Laws in South Africa
Employment Laws in South Africa South African labour legislation: Influenced internationally through the ILO (International Labour Organisation), division of United Nations. South Africa is a member state
More informationCode of practice for employers Avoiding unlawful discrimination while preventing illegal working
Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality
More informationMacarthur Minerals Limited CODE OF CONDUCT. February 2012
Macarthur Minerals Limited CODE OF CONDUCT February 2012 MACARTHUR MINERALS LIMITED AND ITS SUBSIDIARIES (THE COMPANY OR MACARTHUR ) CODE OF CONDUCT 1. INTRODUCTION 1.1 The Macarthur Mineral Limited (including
More informationTemporary/Part-Time Employment Agreements
PRE-EMPLOYMENT ISSUES EMPLOYEE OR INDEPENDENT CONTRACTOR? The purpose of this article is to provide advice to employees - not to provide advice to independent contractors. It is wise for you to be aware
More informationAN OVERVIEW OF VIETNAM LABOR LAW
Left Thomas J. Treutler thomas.t@tillekeandgibbins.com Right Trinh Trung Kien kien.tt@tillekeandgibbins.com AN OVERVIEW OF VIETNAM LABOR LAW This article provides a comprehensive introduction to Vietnam
More informationTO GAS TRANSMISSION OPERATOR GAZ-SYSTEM S.A.
TO GAS TRANSMISSION OPERATOR GAZ-SYSTEM S.A. CONTENTS INTRODUCTION 2 Our commitments and values 2 Objectives 3 Scope 3 Application 4 Compliance 4 Cooperation with Suppliers 5 TO GAS TRANSMISSION OPERATOR
More informationOur Vendor Code of Conduct
Our Vendor Code of Conduct Jones Lang LaSalle and LaSalle Investment Management Vendor Code of Conduct Copyright Jones Lang LaSalle IP, Inc. Ethics Everywhere Where we stand Jones Lang LaSalle stands for
More information