Labour conditions

labourIn all times people have been working for companies under terrible conditions, lack of freedom to negotiate conditions and lack of equal chances.
Though globally gradual progress is made, still large amounts of people are “exploited” this way for the benifit of others.

The responsible organization can demonstrate an analyses of at least the following:

  1. If and how own and temporary employees may be harmed by incidents, accidents, physical or mental violence.
  2. If the employees are completely free to form unions.
  3. If any employees are forced or tending to work more than 48 hours per week.
  4. How free the employees are in their work and, if applicable, how compulsory the work is.
  5. If there is equal remuneration for equal work.(differences are allowed for age, experience and performance if the reasons and criteria for such differences are clear and communicated throughout the organization).
  6. If nothing of the remuneration is refrained than is permitted by law or by individual or collective contract.
  7. If the work hours of employees give enough room for rest and time for privacy and if sufficient vacation is permitted for this purpose.

Based on this analysis appropriate preventive measures must be taken. The ESCU score depends on this analyses, how well the organization can demonstrate a policy of continuous improvement and how well this is based on a consequent analyses of fundamental causes and preventive and corrective measures based on the analyses.
Actual labour conditions are very hard to concretely measure. Therefore the Oiconomy Standard measures the quality of the labour condition management system and bases the relative sustainability score (ESCU) on the costs of a perfect management system in a labour condition sensitive industry.

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