Altur SA is committed to respecting the human rights of workers and treating them with dignity and respect, as understood by the international community. This applies to all workers, including temporary, migrant, student, contract, directly employed and all other types of workers. Recognised standards, as presented in the References section, have been used in the preparation of this code and may be a useful source of additional information.
Reference documents :
Human Resources Management, code AQ-PM-07 revision 9/12.10.2017
The work standards are:
1) Free choice of a job
Forced, bonded (including debt bondage) or apprenticeship labour, forced or exploitative prison labour, slavery or human trafficking is not allowed. This includes transporting, harbouring, recruiting, transferring or receiving persons by means of threat, force, coercion, abduction or fraud for labour or services. There shall be no unreasonable restrictions on the freedom of movement of workers within the establishment, in addition to unreasonable restrictions on entry to or exit from the establishments provided by the company, including, where applicable, workers’ sleeping or living quarters. As part of the employment process, workers must receive an employment contract written in their mother tongue, including a description of the terms and conditions of employment. Foreign migrant workers must receive the employment contract before the worker leaves his/her country of origin and no replacements or changes in the employment contract will be allowed on arrival in the country of destination, unless such changes are made to comply with local law and provide equal or better conditions. All work must be performed voluntarily and workers are free to leave the workplace at any time or request termination of their employment without penalty if notice is provided in accordance with the worker’s contract. The employer, do not have the right to withhold or destroy, conceal or confiscate identity or immigration documents, such as government-issued ID documents, passports, work permits. Employers can only withhold documents if these actions are required by law. In this case, at no time should employees be denied access to their documents. Workers will not be required to pay recruitment fees to employers’ agencies or sub-agencies, or other fees in connection with employment. If such fees are found to have been paid, they are refunded to the workers.
2) Young workers
The work performed by children will not be used at any stage of production. The term “child” refers to any person up to the age of 15 years or up to the age of completion of compulsory education or up to the minimum age for employment in the country, whichever is older. The employer will implement an appropriate mechanism to verify the age of workers. The use of justified work-based learning programmes that comply with all applicable laws and regulations is supported. Workers under the age of 18 (young workers) do not perform any work that may endanger their health or safety, including night shifts and overtime. The employer will ensure proper management of student workers through proper maintenance of student records, rigorous pre-screening of educational partners and protection of student rights in accordance with applicable laws and regulations. The employer will provide appropriate support and training for all student workers. In the absence of local laws, the wage rate for student workers, trainees and apprentices is at least the same as the wage rate for other entry-level workers performing the same or similar operations. Where child labour is identified, assistance/remediation is provided. Reporting in Annual Management Review code AQ-PM-05-01
3) Working hours
Studies of business practices clearly demonstrate the link between overwork and reduced productivity, increased resignation rates and increased accidents and illness. Working time must not exceed the maximum limit set by local legislation. In addition, a work week should not exceed 48 hours, including overtime, except in emergencies or unusual situations. All overtime must be voluntary. Workers get at least one day off every seven days. Reporting in Annual Management Review code AQ-PM-05-01
4) Salaries and benefits
Workers’ wages are paid in accordance with all applicable wage laws, including minimum wages, overtime and benefits mandated by law and the collective bargaining agreement with the company’s representative trade unions. In accordance with local legislation, workers are paid for overtime work at a rate of pay agreed in the collective labour agreement with the company’s representative trade union organisations. Reduction of salary as a disciplinary measure is not allowed. For each pay period, workers receive an intelligible pay slip in good time, which includes sufficient information to verify the accuracy of the compensation for work performed. All cases where temporary labour, labour placement services or outsourced activities are used will be within the limits of local law.
5) Human treatment
There will be no harsh or inhumane treatment of any kind, including violence, gender-based violence, sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, intimidation, public humiliation, or verbal abuse of workers; and no threats of such treatment will be made. Disciplinary policies and procedures supporting these obligations will be clearly defined and communicated to workers.
6) Non-discrimination/prohibition of harassment
The employer is committed to providing a workplace free of harassment and unlawful discrimination. The Company will not engage in discrimination on the basis of race, color, age, sex, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, veteran status, protected genetic information, or marital status in employment and employment practices, such as wages, promotions, rewards, and access to training. Workers are provided within reasonable limits with adequate space for religious practices. In addition, workers or potential workers must not be subjected to medical tests, including pregnancy or virginity tests, or medical examinations that could be used in a discriminatory manner. This provision was developed on the basis of the ILO Discrimination (Employment and Occupation) Convention (No. 111).
7) Freedom of association
In accordance with local law, Altur SA respects the right of all workers to form and join trade unions at their own free choice, to bargain collectively and to participate in peaceful assembly, and also respects the right of workers not to participate in such activities. Employees and/or their representatives can communicate openly and convey ideas and concerns about working conditions and management practices to management without fear of discrimination, retaliation, intimidation or harassment.
B. Health and Safety
Altur SA recognizes that, in addition to reducing the incidence of accidents and illness in the workplace, a safe and healthy working environment improves product and service quality, consistent production levels and worker retention, as well as worker morale. Altur SA also recognizes that constantly listening to workers’ opinions and providing them with continuous training are essential in identifying and solving health and safety problems in the workplace.
Recognised management systems such as ISO 45001 and the ILO guidelines on occupational safety and health have been used as reference material in the preparation of this code and can be a useful source of additional information.
The health and safety standards are as follows:
1) Safety at work
Workers’ potential for exposure to health and safety hazards (hazards, chemical, electrical and other energy sources, fires, vehicle and fall hazards, etc.) should be identified, assessed and mitigated using the hierarchy of means of control, which includes elimination of the hazard, replacement of processes or materials, control by appropriate design, implementation of technical and administrative means of control, preventive maintenance and safe work procedures (including lockout/tagout), and provision of ongoing occupational health and safety training. Where hazards cannot be adequately controlled by these means, workers must be provided with appropriate, well-maintained protective equipment and must receive educational materials on the risks associated with these hazards. Reasonable steps must also be taken to move pregnant women and nursing mothers from premises with hazardous working conditions, to eliminate or reduce any risk to the health and safety at work of pregnant women and nursing mothers, including those risks associated with their work-related pregnancies, and to create suitable accommodation within reasonable limits for nursing mothers.
2) Emergency preparedness
Potential emergency situations and events must be identified and assessed, and their impact mitigated through the implementation of emergency plans and response procedures, which include emergency reporting, employee notification and evacuation procedures, worker training and emergency drills. Emergency drills must be performed at least annually or as required by local law, whichever is more stringent. Emergency plans should also include adequate fire detection and suppression equipment, clear and unobstructed escape routes, adequate evacuation possibilities, contact information for emergency services and recovery plans. These plans and procedures focus on reducing harm to life, the environment and owned assets. The Emergency Simulation Chart will be produced annually – code AQ-PSM-04-F10. The results of the simulations and the Action Plans will be presented in the Annual Management Review code AQ-PM-05-01.
Associated documents :
1.Programme of measures for the prevention of situations in 2023, code AQ-PSM-04-F4
2.List of emergency intervention framework plans in ALTUR SA, code AQ-PSM-04-F12 revision 10/24.10.2017
3.Emergency Response Plan, code AQ-PSM-04-F2 revision 10/24.10.2017
4. Evacuation plan for personnel and materials from the site, code AQ-PSM-04-F8
3) Accidents at work and occupational diseases
Procedures and systems must be put in place for the prevention, management, follow-up and reporting of occupational accidents and diseases, including provisions for:
Encouraging workers to report, classifying and recording cases of injury and illness, providing necessary medical treatment, investigating cases and implementing corrective measures to remove their causes and facilitating workers’ return to work… The Work Accident Review Commission will identify the causes of accidents and corrective measures. Work accidents will be reported to the Territorial Labour Inspectorate (ITM), as well as the causes of their occurrence and the measures taken.
4) Industrial hygiene
Exposure of workers to chemical, biological and physical agents shall be identified, assessed and controlled according to the hierarchy of controls. If any potential hazards have been identified, the employer will look for opportunities to eliminate and/or reduce them. If elimination or reduction of hazards is not feasible, potential hazards must be controlled by appropriate structural, technical and administrative means of control. Where hazards cannot be adequately controlled by such means, workers must be provided with appropriate, well-maintained and free personal protective equipment for use. Protection programmes will be conducted on an ongoing basis and will include educational materials on the risks associated with these hazards.
5) Demanding physical work
Exposure of workers to the risks posed by physically demanding activities, including manual handling of materials and repetitive or heavy lifting, prolonged standing and highly repetitive operations or assembly operations requiring force, must be identified, assessed and controlled.
6) Protective systems provided on machinery
Production and other machinery is assessed for safety hazards. Physical guards, interlocks and barriers must be provided and properly maintained where machinery poses an injury hazard to workers.
7) Sanitation, food and housing
Workers must have free access to clean toilet facilities, clean drinking water and clean food preparation and storage facilities, as well as for serving meals. Dormitories for workers provided by the employer shall be maintained to be clean and safe and shall be provided with adequate emergency escape routes, hot water for bathing and showering, adequate heating and ventilation facilities and reasonable personal space for the storage of personal use or valuables, together with reasonable entry and exit privileges.
8) Health and safety communication
Altur SA shall provide workers with access to information and training on health and safety at work in the worker’s mother tongue or in a language the worker can understand in order to be aware of all identified workplace hazards to which workers are exposed, including but not limited to mechanical, electrical, chemical, physical and fire hazards. Health and safety information will be displayed prominently in the establishment or placed in an easily identifiable place accessible to workers. Training courses are offered to all workers before they start work and regularly thereafter. Employees will be encouraged to report any health and safety concerns without retaliation.
The following standards have been used in the development of this code and may be a useful source of additional information.
- Dodd-Frank Wall Reform and Consumer Protection Act http://www.sec.gov/about/laws/wallstreetreform – cpa.pdf Environmental Management and Audit Scheme http://ec.europa.eu/environment/emas/index_en.htm Ethical Trade Initiative www.ethicaltrade.org/
- ILO Code of Practice on Safety and Health www.ilo.org/public/english/protection/safework/cops/english/download/e000013.pdf
- ILO International Labour Standards www.ilo.org/public/english/standards/norm/whatare/fundam/index.htm
- ISO 14001 www.iso.org
- National Fire Protection Association www.nfpa.org
- OECD Guidance on Due Diligence for Responsible Supply Chains of Minerals from Conflict Affected and High Risk Areas https://www.oecd.org/daf/inv/mne/OECD -Due-Diligence-Guidance- Minerals – Edition3.pdf
- OECD guidelines for multinational companies http://www.oecd.org/investment/mne/1903291.pdf
- Universal Declaration of Human Rights https://www.un.org/en/universal -declaration- humanrights/
- United Nations Convention against Corruption https://www.unodc.org/unodc/en/treaties/CAC/ United Nations Convention on the Rights of the Child https://www.ohchr.org/en/profesionalinterest/pagesx
- United Nations Convention on the Elimination of All Forms of Discrimination against Women https://www.ohchr.org/EN/ProfessionalInterest/Pages/CEDAW.aspx
- United Nations Global Compact www.unglobalcompact.org
- US Federal Acquisition Regulation www.acquisition.gov/far/
- SA 8000 https://sa – intl.org/programs/sa8000/
- Social Accountability International (SAI) www.sa -intl.org