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© 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
6.4.5.1 Description of the issue
1253 Social dialogue includes all types of negotiation, consultation or exchange of information between or among
1254 representatives of governments, employers and workers on subjects of common interest relating to
1255 economic and social issues. Social dialogue is based on the recognition that employers and workers have
1256 both competing and common interests, and plays an important role in the governance of many countries.
1257 Social dialogue requires independent parties. Genuine worker representatives are freely elected, in
1258 accordance with national laws, regulations or collective agreements, by either the members of their trade
1259 union or by the workers within the organization or enterprise concerned. They are not individuals
1260 designated by the government or the employer. Social dialogue takes various forms including enterprise-
1261 level information and consultation mechanisms such as Works Councils and collective bargaining.
1262 Effective social dialogue provides a mechanism for developing policy or finding solutions to problems that
1263 takes into account the priorities and needs of both employer and workers, and thus results in outcomes that
1264 are meaningful and sustainable for both the organization and society. Social dialogue can contribute
1265 to establishing participation and democratic principles in the workplace and to healthy labour-management
1266 relations thus minimizing the resort to costly industrial disputes and encouraging investment. Similarly, it
1267 can be used to design skills development programmes contributing to human development and enhancing
1268 productivity, or to minimize the negative social effects of changes in the operations of organizations.
1269
6.4.5.2 Related actions or expectations 1270
An organization should: 1271
Recognize the importance of social dialogue institutions and participate in relevant employers’
1272 organizations and applicable collective bargaining structures;
1273
Not oppose or discourage in any way the exercise by workers of their right to form or join their own 1274
organizations or to bargain collectively; 1275
© ISO 2007 - all rights reserved
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Not dismiss or otherwise discriminate against workers, threaten to relocate or outsource jobs or take 1276
advantage of unduly lengthy or complicated legal procedures where the purpose is to thwart workers 1277
who seek to form or join their own organizations and to bargain collectively; 1278
Provide duly designated worker representatives with access to authorized decision makers, access to
1279 workplaces and to those they represent, the facilities necessary to perform their role and information
1280 that will allow them to have a true and fair picture of the organizations finances and activities; and
1281
Not encourage governments to restrict the exercise of the internationally recognized rights of freedom 1282
of association and collective bargaining; it should not participate in incentive schemes based on such 1283
restrictions. 1284
6.4.6 Labour practices issue 4: Health and safety at work
