Forced labour

LA.2.a. Forced and compulsory labour

Does the company take all necessary measures to ensure that it does not participate in any form of forced or bonded labour? (Principle 4)

ABOUT THIS QUESTION

Where there is a risk of forced or bonded labour practices, the company should ensure that it does not use or contribute to the use of such practices. Forced or bonded labour is work performed involuntarily under threat of penalty. Certain employment practices may lead to a situation of bonded labour. This includes for example compelled overtime, human trafficking, lack of free movement, debt bondage or retention of personal documents. The company should make sure that such practices are prevented and that fair and transparent employment contracts are issued for all employees. When using third party staff agencies, the company should ensure that such agencies are not engaged in bonded labour practices. Particular care should also be taken when employing migrant workers.

 

This question relates to the right to freedom from forced labour and servitude and right to an adequate standard of living. The question is based on general principles contained in the following: Universal Declaration of Human Rights (1948), Article 4; International Covenant on Civil and Political Rights (1966), Article 8; International Covenant on Economic, Social and Cultural Rights (1966), Article 7 (b); Convention on the Protection of the Rights of All Migrant Worker and Members of Their Families (1990), Article 11 (2); ILO Forced Labour and Servitude Convention (C29, 1930), Articles 2.2.C, 12 and 13; ILO Abolition of Forced Labour Convention (C105, 1957); ILO Declaration on Fundamental Principles and Rights at Work (1998), Article 2(b), Convention on the Elimination of All Forms of Discrimination Against Women (1979), Article 6]

ANSWER THIS QUESTION

First answer the following indicators (step 1) and then the main question (step 2).

Step 1. Answer the following indicators:

The company ensures that all employees receive employment contracts prior to starting work for the company, and that contracts are understood by the employees.

Notice periods are of reasonable length and clearly communicated to workers prior to starting employment.

If letters of release or other documents are needed for the employee to leave employment, the company issues such letters without delay.

Within normal working hours employees are able to earn a living wage sufficient to meet the basic needs of themselves and their closest dependents.

Overtime work is paid, voluntary and not compelled through threat of pay deductions, termination or other sanctions.

All workers are allowed to leave company premises during breaks and at the end of their shifts, and workers in company housing may freely enter and exit their accommodation at any time.

The company (or its recruiting agencies) does not require workers to pay recruitment fees or lodge money deposits, and do not retain identity cards, passports, travel documents or other personal items without which employees cannot leave employment.

Loans or salary advancements to employees are based on fair terms that are clearly explained to the employee, are not granted to cover basic living expenses, are limited in size, and do not require the employee to remain with the company until repayment is completed.

If the company uses prison labour it ensures that all prison workers have been convicted by a court of law, and that the work is voluntary and supervised by a public authority.

The company ensures that it does not use labour from agencies or firms involved in human trafficking or other forms of bonded labour.

Step 2. Answer the main question:

Does the company take all necessary measures to ensure that it does not participate in any form of forced or bonded labour?

 
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    TO ANSWER THE QUESTIONS

     

    1. Select a question

    2. Click "Answer this question"

    3. Answer the indicators

    4. Answer the main question

     

     

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