All employees must be informed in a comprehensible manner about their rights and conditions, such as remuneration, working time regulations and holiday entitlements, and have written employment contracts insofar as national regulations and laws provide for this.
Freedom of association and collective bargaining
The supplier shall respect the rights of his employees to form and join trade unions in a free and democratic manner and to engage in collective bargaining. In principle, the supplier may not deny employee representatives access to the employees or interaction with them.
Suppliers operating in countries where union activity is unlawful or where free and democratic union activity is not permitted respect the right to freedom of association and collective bargaining by allowing employees to represent their own representatives with whom the company works in are free to engage in dialogue about workplace issues.
Prohibition of discrimination
The supplier refrains from and prevents any form of discrimination against employees. In particular, no one is discriminated against on the basis of skin color, gender, age, religion or belief, social background, disability, ethnic origin, nationality, membership in employee organizations, political membership or beliefs or sexual identity. This applies in particular to the hiring of employees, their further training, promotion and remuneration.
Compensation and benefits
The supplier is obliged to pay his employees in accordance with the statutory minimum wage or, if higher, on the basis of industry standards approved in collective bargaining. The supplier respects the right of his employees to appropriate remuneration that is sufficient to enable them and their families to lead a decent life and protect the statutory social benefits. Remuneration is to be paid on time, regularly and in full in legal tender. Deductions are only permitted under the conditions prescribed by law or stipulated by collective agreements. Deductions from wages as a disciplinary measure are not permitted.
Working time
The supplier undertakes to comply with the statutory working time regulations, including overtime, breaks, rest and vacation times, as well as paid sick days and parental leave. The use of overtime must be voluntary or regulated by contract or collective agreement and be remunerated at a higher rate than regular working hours.
Prohibition of child labor
The supplier will not directly or indirectly employ children under the age of 15 or children who have not yet reached the legal minimum age for completing compulsory schooling, unless the exceptions recognized by the ILO apply.
As part of his recruitment process, the supplier shall set up reliable mechanisms for determining age, which under no circumstances may lead to degrading or unworthy treatment of employees.
If the supplier becomes aware of child labor, it must immediately take initiatives to identify and implement measures to ensure the protection of the children involved.
Prohibition of forced labor
The supplier does not use any form of forced labor, in particular of a physical, psychological or financial nature. The supplier grants his employees the right to terminate their employment relationship in compliance with the contractually agreed or statutory notice period. It is forbidden to retain identification documents from employees.
The supplier ensures that employees, especially migrant workers and migrants, are not required to make improper payments or deposits in order to get their jobs. If legal payments are made for the placement, these shall be borne by the supplier.
The supplier takes special care when making direct or indirect use of employment agencies. Only legal and responsibly working employment agencies may be commissioned. As far as possible, the supplier should use certified employment agencies.
Treating employees with respect
The supplier shall ensure that employees are not exposed to inhuman or degrading treatment, physical punishment, sexual harassment, psychological or physical coercion, abuse and/or verbal abuse at the workplace. Permitted disciplinary measures under labor law must always be set out in writing and, as far as possible, must be explained to the employees orally in clear and understandable terms.
Labor Protection
The supplier ensures safety in the workplace. To this end, he creates, where necessary, systems for identifying, evaluating, avoiding and combating potential hazards to the health and safety of employees. He takes effective measures to prevent potential accidents, injuries and illnesses of employees that are related to or occur in the course of work.
The supplier is also obliged to provide his employees with a healthy working environment. The minimum requirements include the provision of drinking water, appropriate lighting, temperature control and ventilation, adequate sanitary facilities and personal protective equipment as well as appropriately equipped workplaces and occupational health care and the associated facilities. In addition, the business premises must be built and maintained in accordance with the legally applicable standards.
Where accommodation is provided, it must be clean, safe and meet the basic needs of employees. The supplier respects the right of employees to leave the company premises in dangerous situations without having to ask for permission. All employees shall receive regular training in the areas of health, safety and workplace emergencies. The training must be documented.
Local community rights
The supplier respects applicable local, national, international and traditional land, water and resource rights, in particular those of indigenous communities. If legally permitted land use changes are implemented or water or resources of local communities are used or affected, the supplier must obtain the free, prior and informed consent of the affected communities and document this process. Illegal evictions are not permitted.
