ate the use of corporal punishment, psychological or physical compulsion, or verbal abuse of staff. In accordance with the European Convention on Human Rights of 4 November 1950, the UN Convention on Civil and Political Rights of 16 December 1966, ILO Convention no. 29 of 28 June 1930 on Forced Labour, ILO Convention no. 105 of 25 June 1957 on the Abolition of Forced Labour. 3. Child labour •Child labour is prohibited as defined by the ILO and UN conventions and/or through national legisla- tion, where the most far-reaching standard is to be followed. •The exploitation of children in any form is prohib- ited. •Working conditions that can be equated with slav- ery or which are damaging to children’s health are prohibited. Children’s rights are to be protected. •Suppliers to ID® Identity that employ children to perform work are to operate in compliance with the above-mentioned conventions. Likewise, there are to be written policies detailing the procedures and assignments children may perform. Children are under no circumstances allowed to work under dangerous conditions. •Suppliers are to pay appropriate wages and ensure that these children attend and can remain in school for as long as they are of school age as stipulated in national legislation. •ID® Identity may employ youth workers, but in cases where these youth workers are subject to compulsory education legislation, they may only work outside school hours. •Under no circumstances may a youth worker’s total schooling, work and transport time exceed ten hours per day, and under no circumstances may youth workers work for more than eight hours per day. Youth workers are not permitted to work at night. In accordance with ILO Conventions 10, 79, 138, 142 and 182 and recommendation 146. 4. Working hours and rest •Suppliers to ID® Identity shall abide by applicable national laws and sector standards concerning working hours and public holidays. The maximum permitted working hours in a week is as defined in national legislation, but may not regularly exceed 48 hours. The maximum permitted overtime per week must not exceed 12 hours. •Overtime may only be worked on voluntary basis and remuneration for same shall be paid at the applicable rates. In cases where overtime is neces- sary to meet short-term demand, and where ID® Identity or the supplier to ID® Identity is party to a collective bargaining agreement that has been freely negotiated with the employees’ organisa- tions – and represents an appreciable part of the workforce – ID® Identity may request such overtime in accordance with such agreements. Any such agreement shall comply with the above- mentioned requirements. • Employees are entitled to at least one day off following six consecutive working days. Alterna- tively, two days off following twelve consecutive working days. • Exceptions to this rule shall only apply if both the following conditions have been met: a.National legislation concerning working hours exceeds this limit, and b.A freely negotiated collective bargaining agreement has come into effect and contains an average working hours provision with associated appropriate periods of rest. In accordance with ILO Conventions 1 and 14 and ILO recommendation 116. 5.Freedom of association and the right to collective bargaining •All employees at ID® Identity’s suppliers and sub- suppliers have the right to form, join and organise trades union of their choice, and to negotiate col- lectively on their behalf with ID® Identity’s suppli- ers and subsuppliers. •ID® Identity’s suppliers and subsuppliers shall respect this right and shall efficiently inform staff that they are free to participate in an organisation of their choice without this resulting in negative consequences for them nor in reprisals from ID® Identity’s suppliers and subsuppliers. 5
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