•ID® Identity’s suppliers and subsuppliers shall in no way intervene in the establishment, operation or administration of such employee organisations or collective bargaining agreements. •In situations where the right to free association and collective bargaining negotiations is limited by legislation, ID® Identity’s suppliers and subsuppli- ers shall allow employees freely to elect their own representatives. •ID® Identity’s suppliers and subsuppliers shall ensure that representatives of employees and other staff who are involved in the organisation of workers are not subjected to discrimination, har- assment, intimidation or retribution on account of their membership of a trade union or participation in trade union activities, and shall ensure that these representatives have access to their members at the workplace. In accordance with ILO Conventions 11, 87, 98, 135 and 154. 6. Discrimination • ID® Identity’s suppliers and subsuppliers shall ensure that the company does not practise dis- crimination on the basis of gender, race, skin col- our, religion or belief, political affiliation, sexual orientation, national, social or ethnic origin, marital status, age or disability, or any other circumstance that may give rise to discrimination. • ID® Identity’s suppliers and subsuppliers shall ensure that no discrimination takes place at the company in connection with appointment, dis- missal, transfer, training, promotion, remunera- tion, pensioning, definition of working conditions or skills development. All decisions concerning appointment, promotion, dismissal, remuneration and other working conditions are based on rel- evant and objective criteria. In accordance with ILO Conventions 100, 111, 143, 158, 159, 169 and 183. 7. Pay and employment conditions •ID® Identity’s suppliers and subsuppliers shall ensure that all employees are paid at least a mini- mum wage that complies with or exceeds the legal minimum or sector standards. •The company is not to apply unlawful, unau- 6 thorised or disciplinary deductions from wages º In situations where the legally stipulated minimum wage and/or the sector standard is insufficient to cover living expenses, suppli- ers to ID® Identity are encouraged to pay the employee(s) in question compensation for same. •Deductions from wages as a disciplinary measure are prohibited unless such are permitted under national legislation and a freely negotiated agree- ment has come into effect. •Suppliers to ID® Identity shall ensure that wages and other benefits are clearly described to the individual employee. In addition, wages and social contributions are to comply with applicable laws and regulations. •Remuneration for all overtime is to be paid accord- ing to the applicable rates as defined under national law. In countries where overtime rates are regulated by law or a collective bargaining agree- ment, employees are, as a minimum, to be remu- nerated for overtime at the rate that applies for the industry standard. In accordance with ILO Conventions 12, 26, 101, 102 and 131. 8. Working environment Health and Safety •ID® Identity’s suppliers and subsuppliers shall pro- vide a safe and healthy workplace, and shall take effective steps to prevent potential accidents and injury to employees’ health in connection with the work. •ID® Identity’s suppliers and subsuppliers shall minimise, as far as possible, the causes of dangers linked to the working environment, while taking into account prevalent industry knowledge and any specific risks. •A clear set of regulations and procedures with regard to health and safety is to be set up and followed, specifically the provision and use of personal protection equipment, access to toilet facilities, access to clean drinking water and, where necessary, to sanitary facilities for the storage of foods. •ID® Identity’s suppliers and subsuppliers shall
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