1. EMPLOYMENT IS FREELY CHOSEN
1.1 There is no forced labour, labour under conditions of servitude or involuntary labour.
2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED
2.1 Employees, without any discrimination, have the right to join or form trade unions of their choice and to engage in collective bargaining.
2.2 The employer adopts an open attitude towards trade union activities and their organisational activities.
2.3 Employee representatives are not subject to discrimination and have access to the workplace in order to carry out their representative duties.
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 trade union representation and collective bargaining.
3. WORKING CONDITIONS ARE SAFE AND COMPLY WITH HEALTH AND SAFETY STANDARDS
3.1 A safe and hygienic working environment must be provided, taking into account prevailing industry knowledge and any specific hazards. Adequate measures must be taken to prevent accidents and damage to health arising from, related to or occurring during work, by minimising, as far as reasonably practicable, the causes of hazards inherent in the working environment.
3.2 Employees must receive regular and documented health and safety training.
3.3 Access to clean toilet facilities and drinking water must be provided and where necessary, hygienic facilities for the storage of food.
3.4 Accommodation, where provided, must be clean, safe and meet the basic needs of employees.
3.5 In compliance with the Code, the company assigns responsibility for health and safety to an authorised person.
4. CHILD LABOUR IS NOT PERMITTED
4.1 Children must not be employed.
4.2 Children and young persons under the age of 18 must not be employed during the night or under hazardous conditions.
5. LIVING WAGES ARE PAID
5.1 Wages and benefits paid for a standard working week must meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In all cases, wages must always be sufficient to cover basic needs and provide some discretionary income.
5.2 All employees must be provided with written and understandable information regarding the terms of employment relating to wages before employment begins and details of their pay for the relevant pay period each time they are paid.
6. WORKING HOURS ARE NOT EXCESSIVE
6.1 Working hours must comply with national legislation and collective agreements, whichever provides the greater protection for employees.
6.2 Working hours, excluding overtime, are determined by the agreed collective agreement.
6.3 All overtime must be voluntary. Overtime should be used responsibly, taking into account all of the following: the extent, frequency and hours worked by individual employees and by the workforce as a whole. Overtime must not be used to replace regular employment.
7. NO DISCRIMINATION IS PRACTISED
7.1 There shall be no discrimination in recruitment, compensation, access to training, promotion, termination or retirement on the basis of race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, trade union membership or political beliefs.
8. REGULAR EMPLOYMENT IS PROVIDED
8.1 To the extent possible, work performed must be based on a recognised employment relationship established through national law and practice.
8.2 Obligations to employees under labour laws and regulations or under social security laws and regulations arising from the regular employment relationship, must not be avoided through the use of labour-only contracting, subcontracting or home-working arrangements or through apprenticeship schemes where there is no genuine intention to impart skills or provide regular employment. Nor should such obligations be avoided through the excessive use of fixed-term employment contracts.
9. HARSH OR INHUMANE TREATMENT IS NOT PERMITTED
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other forms of harassment, verbal abuse or any other forms of intimidation are strictly prohibited.
Companies applying this Code must comply with national and other applicable laws. Where the provisions of the law and this Code address the same issue, the provision that offers the greater level of protection shall apply.
If you suspect a possible violation of our Code, you may report it. Please contact Speak Up at Ethics@chandch.com.
