© ISO 2007 - all rights reserved
25
Not engage in arbitrary or discriminatory dismissal practices; 1188
Contract out work only to organizations that are legally recognized or are otherwise able and willing to
1189 assume the responsibilities of an employer. This excludes labour intermediaries who are not legally
1190 recognized and other arrangements for the performance of work that do not confer legal rights on
1191 those performing the work;
1192
Accept some measure of responsibility for work done on its behalf by other organizations. In this 1193
regard, it should take steps to confirm that the organizations with which it deals, for instance suppliers 1194
and sub-contractors, are legitimate enterprises whose labour practices require that all work be 1195
performed within the appropriate legal and institutional framework; and 1196
Be aware of circumstances where socially responsible behaviour will involve requiring its suppliers and
1197 sub-contractors to respect a code of labour practice. Any code should be based on internationally
1198 recognized labour standards and respect for the rule of law. In these situations, the organization should
1199 follow good practice with respect to the implementation of such codes.
1200 1201
Box 2 The International Labour Organization
1202 The International Labour Organization is a United Nations agency with a tripartite structure governments,
1203 workers and employers that was established for the purpose of setting international labour standards.
1204 These minimum standards are applicable to workers everywhere, and are intended to prevent unfair
1205 competition based on exploitation and abuse. ILO standards are technically well informed and have the
1206 support of employers, workers and governments, whose tripartite negotiation at the global level leads to
1207 their adoption. The meaning and proper application of ILO standards have been elaborated through the ILO
1208 supervisory mechanisms, and this jurisprudence can be a source of guidance and good practice. ILO
1209 Conventions and Recommendations, together with the ILO Declaration on fundamental principles and
1210 rights at work 1998 and the ILO’s Tripartite Declaration of principles concerning multinational enterprises
1211 and social policy 1977 last revised 2006, constitute the most authoritative guidance with respect to labour
1212 practices and some other important social issues.
1213 1214
6.4.4 Labour practices issue 2: Conditions of work and social protection
1215
6.4.4.1 Description of issue
1216 Conditions of work include wages and other forms of compensation, working time, rest periods, holidays,
1217 disciplinary and dismissal practices, work-life balance and many other subjects. Many of the conditions of
1218 work are determined by national laws and regulations or by legally binding agreements between those for
1219 whom work is performed and those who perform work. The employer can determine many of the conditions
1220 of work.
1221 Social protection refers to all guarantees against the reduction or loss of income in case of employment
1222 injury, illness, maternity, parenthood, old age, unemployment, physical disability or any other financial
1223 hardship.
1224
6.4.4.2 Related actions or expectations 1225
An organization should: 1226
Confirm that the conditions of work comply with national laws and regulations and are consistent with
1227 relevant international labour standards;
1228
Respect higher levels of provision established through other applicable legally binding agreements; 1229
and 1230
Consider at least those minimum provisions defined in international labour standards, where national
1231 legislation is silent.
1232
26
© ISO 2007 - all rights reserved
Based on principles established in international labour standards, an organization should: 1233
Provide decent conditions of work in respect of wages, hours of work, weekly rest and holidays, and
1234 they should not be less favourable to the workers than those offered by other comparable employers in
1235 the country and locality concerned;
1236
Provide the best possible wages and other conditions of work in accordance with national law and 1237
practice. These should be related to the economic position of the organization, but should at least 1238
satisfy the basic needs of the workers and their families; 1239
Pay wages directly to the workers concerned, subject only to any restrictions or deductions permitted
1240 by law or collective agreement;
1241
[Recognize that, within the context of the country in which it is operating, it has obligations concerning 1242
the provision of social protection for workers and should not seek to evade these obligations;] 1243
Respect the right of workers to adhere to normal or agreed working hours. Workers should be given
1244 compensation for overtime in accordance with national law and practice. When requesting workers to
1245 work overtime, an organization should be aware of the particular vulnerabilities of the workers
1246 concerned and any hazards inherent in the work. An organization should respect laws and regulations
1247 prohibiting mandatory and non-compensated overtime, and always respect the basic human rights of
1248 workers concerning forced labour; and
1249
Wherever possible allow observance of national or religious traditions and customs with respect to 1250
weekly rest. 1251
6.4.5 Labour practices issue 3: Social dialogue 1252
