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Charters & Rules related to CSR and OSR

Hermes-OSR Charter

Article Index

Background documents and values
In complement to the governance defined by the Hermes-OSR Charter, to an accredited Hermes-OSR training offer, the training organization should also follow and support general principles which are illustrated by:

The ILO’s terms of reference and fundamental principles

ILO stands for the “International Labour Organization”, which is devoted to advancing opportunities for women and men to obtain decent and productive work in conditions of freedom, equity, security and human dignity. Its main aims are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue in handling work-related issues.
The ILO was founded in 1919 and became the first specialized agency of the UN in 1946.
The ILO is the only 'tripartite' United Nations agency in that it brings together representatives of governments, employers and workers to jointly shape policies and programmes.
The ILO is the global body responsible for drawing up and overseeing international labour standards. Working with its Member States, the ILO seeks to ensure that labour standards are respected in practice as well as principle.
Some of the key background documents in relation to the Hermes-OSR context:

  1.  International Labour Standards
  2. ILO Declaration on fundamental principles and rights at work, (CIT/1998/PR20A)
  3. Governance, International Law & Corporate Social Responsibility - International Institute for Labour Studies and International Labour Organization (2008)

Example of documents by ILO on some specific principles:

  1. Convention 29 - Forced Labour
  2. Convention 87 - Freedom of Association and Protection of the Right to Organise
  3. Convention 98 - Right to Organise and Collective Bargaining
  4. Convention 100 - Equal Remuneration
  5. Convention 105 - Abolition of Forced Labour
  6. Convention 111 - Discrimination (Employment and Occupation)
  7. Convention 138 - Minimum Age
  8. Convention 182 - the Prohibition and Immediate Elimination of the Worst Forms of Child Labour

 

OSR principles, such as the Code of Conduct designed by FLA.

The FLA is the Fair Labor Association. Incorporated in 1999, the Fair Labor Association is a collaborative effort of socially responsible companies, colleges and universities, and civil society organizations to improve working conditions in factories around the world.
The FLA is a brand accountability system that places the onus on companies to voluntarily achieve the FLA’s labour standards in the factories manufacturing their products. Universities affiliated with the FLA ensure that the licensees supplying their licensed products manufacture or source those products from factories in which workers’ rights are protected.

FLA’s Workplace Code of Conduct
(Please check on the FLA’s website for any update and for further details)
The FLA developed its Workplace Code of Conduct based on International Labour Organization (ILO) standards, and created a practical monitoring, remediation and verification process to achieve those standards. The Code, presented below, delineates the specific code elements that FLA-affiliated companies are required to enforce in factories that supply their products. The FLA Code is supplemented by FLA Compliance Benchmarks , which identify specific benchmarks for each code element.

  • Forced Labour
    There shall not be any use of forced labour, whether in the form of prison labour, indentured labour, bonded labour or otherwise.
  • Child Labour
    No person shall be employed at an age younger than 15 (or 14 where the law of the country of manufacture allows ) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.
  • Harassment or Abuse
    Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
  • Non-discrimination
    No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.
  • Health and Safety
    Employers shall provide a safe and healthy working environment to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities.
  • Freedom of Association and Collective Bargaining
    Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
  • Wages and Benefits
    Employers recognize that wages are essential to meeting employees’ basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
  • Hours of Work
    Except in extraordinary business circumstances, employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.
  • Overtime Compensation
    In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.

Any Company that determines to adopt the Workplace Code of Conduct shall, in addition to complying with all applicable laws of the country of manufacture, comply with and support the Workplace Code of Conduct in accordance with the Principles of Monitoring and shall apply the higher standard in cases of differences or conflicts. Any Company that determines to adopt the Workplace Code of Conduct also shall require its licensees and contractors and, in the case of a retailer, its suppliers to comply with applicable local laws and with this Code in accordance with the Principles of Monitoring  and to apply the higher standard in cases of differences or conflicts.
Translations of the FLA Code in 23 languages are available on the FLA’s website

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