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Company Ethical Code

1. EMPLOYMENT IS FREELY CHOSEN

1.1. There is no forced, bonded or involuntary labour.

2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED

2.1 Workers, without any distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organizational activities.

2.3 Workers’ representatives are not discriminated against and have access to carry out their representative duties in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted by law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and collective bargaining.

3. WORKING CONDITIONS ARE SAFE AND ADHERE TO HYGIENE GUIDELINES

3.1 The working environment provided should be safe and adhere to hygiene guidelines, bearing in mind the prevailing knowledge of the industry and any specific hazards. Adequate measures should be taken to prevent accidents and injury to health arising out of, associated to, or occurring in the course of work, by minimizing, so far as reasonably feasible, the causes of hazards inherent in the working environment.

3.2 Workers shall receive regular and recorded health and safety training.

3.3 Access to clean toilet facilities and potable water and, if required, to sanitary facilities for food storage, shall be provided.

3.4 Accommodation, where provided, shall be clean, safe and meet the basic needs of the workers.

3.5 The company, observing the code, shall assign responsibility for health and safety to a senior management representative.

4. CHILD LABOUR IS NOT ALLOWED

           4.1 There shall be no recruitment of child labour.

4.2 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

5. LIVING WAGES ARE PAID

5.1 Wages and benefits paid for a standard week must, at the very least, adhere to national legal standards or industry benchmark standards, whichever is higher. In any case, wages should always be enough to meet basic needs and provide some remaining income.

5.2 All workers shall be provided with written and understandable information about their employment terms in respect to wages before their employment, and about the details of their wages for the period paid for, each time they are paid.

6. WORKING HOURS ARE NOT EXCESSIVE

6.1 Working hours must comply with national legislation and collective agreements, whichever offers the greater protection of workers.

6.2 Working hours, excluding overtime, shall be defined in the agreed upon collective agreement.

6.3 All overtime shall be voluntary. Overtime shall be used responsively, taking into account all of the following: the extent, frequency and hours worked by individual workers, and for the workforce as a whole. It shall not be used to replace regular employment.

7. NO DISCRIMINATION IS PRACTICED

7.1 There shall be no discrimination in hiring, compensation, access to training, promotion, termination of retirement, or pension that is based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political convictions.

8. REGULAR EMPLOYMENT IS PROVIDED

8.1 To every possible extend, work performed must be based on a recognized employment relationship established through national law and practice.

8.2 Obligations to workers under labour law and regulations, or law and regulations of social security arising from regular employment, shall not be avoided through the use of labour-only contracting, sub-contracting, or home-working arrangements, neither through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, neither shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

9. NO HARSH OR INHUMANE TREATMENT

9.1 Physical abuse or discipline, threat of physical abuse, sexual or other harassment, verbal abuse, or other intimidation forms are all prohibited.

Companies adhering to this code are obligated to comply to national and other applicable legislations and, where the provisions of the law and this code overlap, implement the provision offering the greatest protection.

 

If you suspect a possible violation of our Code, you may report it. Visit the Speak Up at Ethics@chandch.com.

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