Code of Ethics
ETI Base Code
1 Employment is freely chosen.
1.1 There is no forced, bonded or involuntary (prison) labour.1.2 Workers are not required to leave ‘deposits’ or their identity documents with their employer and are free to leave their employer after reasonable notice.
2 The freedom of association and the right to collective bargaining are respected.
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.2.2 Employers adopt an open attitude towards the activities of trade unions and their organisational activities.2.3 Workers’ representatives are not discriminated against and have access to carry out their representative functions 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 bargaining
3 Working conditions are safe and hygienic.
3.1 A safe and hygienic working environment must be provided, taking into account prevailing industry knowledge and any specific hazards. Appropriate measures are taken to prevent accidents and health injuries arising from, linked to, or occurring in the course of work, minimising, as far as is reasonably practicable, the causes of inherent hazards in the working environment.3.2 Workers will receive regular and recorded health and safety training, and this training will be repeated for new or reassigned workers.3.3 Access to clean toilet facilities and potable water must be provided and, if necessary, hygienic facilities for food storage.3.4 Accommodation, where provided, must be clean, safe and meet the basic needs of workers. 3.5 The company adhering to the code will assign responsibility for health and safety to a senior management representative.
4 Child labour must not be used.
4.1 There will be no (new) recruitment of child labour.4.2 Companies will develop or participate in and contribute to policies and programmes that provide for the transition of any child found to be performing child labour, so that they can attend and remain in quality education until they are no longer a child. “Child” and “child labour” are defined in the appendices.4.3 Children and young people under 18 years of age must not work at night or in hazardous conditions.4.4 These policies and procedures will comply with the provisions of the relevant ILO standards.
5 Living wages are paid.
5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any case, wages should always be sufficient to cover basic needs and to provide some discretionary income. 5.2 All employees shall be provided with written and understandable information regarding their employment conditions concerning wages before commencing employment, and regarding the details of their wages for the relevant pay period each time they are paid. 5.3 Deductions from wages as a disciplinary measure are not permitted, nor are reductions from wages not provided for by national law without the express consent of the employee concerned. All disciplinary measures must be recorded.
6 Working hours are not excessive.
6.1 Working hours must comply with national laws, collective agreements and the provisions of 6.2 to 6.6 below, whichever provides greater protection for workers. Sub-paragraphs 6.2 to 6.6 are based on international labour standards.6.2 Working hours, excluding overtime, will be defined by contract and will not exceed 48 hours per week. 6.3 All overtime will be voluntary. Overtime will be used responsibly, taking into account all of the following: the extent, frequency and working hours of individual workers and the workforce as a whole. It must not be used to replace regular employment. Overtime will always be compensated at a premium rate, which is recommended to be at least 125% of the regular rate of pay.6.4 Total working hours in any seven-day period must not exceed 60 hours, unless covered by clause 6.5 below.6.5 Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:• this is permitted by national law• this is permitted by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce• appropriate safeguards are taken to protect the health and safety of workers• the employer can demonstrate that exceptional circumstances apply, such as unexpected production peaks, accidents or emergencies. 6.6 Workers are provided with at least one day off in every seven-day period or, where permitted by national law, two days off per 14-day period.
* International standards recommend the progressive reduction of normal working hours, where necessary, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.
7 No discrimination is practised.
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
8 Regular employment is provided.
8.1 To every 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 law and social security regulations arising from the regular employment relationship must not be avoided through the use of labour-only contracting, sub-contracting or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor will such obligations be avoided through the excessive use of fixed-term employment contracts.
9 No harsh or inhumane treatment is allowed.
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation will be prohibited.
The provisions of this code constitute minimum and not maximum standards, and this code must not be used to prevent companies from exceeding these standards. Companies implementing this code are expected to comply with national and other applicable legislation and, where the provisions of law and this Base Code address the same subject, to apply the provision that provides the greater protection.
Note: We make every effort to ensure that the translations of the ETI Base Code and the Principles of Implementation are as complete and accurate as possible. However, please note that in both cases, the English language documents should be treated as official versions.