THE 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 lodge “deposits” or their identity papers with their employer and are free to leave
their employer after reasonable notice.

2. 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 The employer adopts 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 under 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 shall be provided, bearing in mind the prevailing knowledge of the
industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising
out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the
causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for
new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall
be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
3.5 The company observing the code shall assign responsibility for health and safety to a senior management
representative.

4. CHILD LABOUR SHALL NOT BE USED
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies and programs which provide for the
transition of any child found to be performing child labour to enable her or him to attend and remain in quality
education until no longer a child; “child” and “child labour” being defined in the appendices.
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to 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 event wages should always be enough to meet basic needs and to
provide some discretionary income.
5.2 All workers shall be provided with written and understandable Information about their employment conditions in
respect to wages before they enter employment and about the particulars of their wages for the pay period
concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not
provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary
measures should be recorded.

6. WORKING HOURS ARE NOT EXCESSIVE
6.1 Working hours comply with national laws and benchmark industry standards, whichever affords greater
protection.
6.2 In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be
provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12
hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

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 on the basis of recognized employment relationship
established through national law and practice.
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular
employment relationship shall 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 shall any such obligations be avoided through the excessive use
of fixed-term contracts of employment.

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 shall be prohibited.
The provisions of this code constitute minimum and not maximum standards, and this code should not be used to
prevent companies from exceeding these standards. Companies applying this code are expected to comply with
national and other applicable law and, where the provisions of law and this Base Code address the same subject, to
apply that provision which affords the greater protection.