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Employment and Industrial Relations

Enterprises should, within the framework of applicable law, regulations
and prevailing labour relations and employment practices:

1. a) Respect the right of their employees to be represented by trade unions and
other bona fide representatives of employees, and engage in constructive
negotiations, either individually or through employers’ associations, with
such representatives with a view to reaching agreements on employment
conditions.
b) Contribute to the effective abolition of child labour.
c) Contribute to the elimination of all forms of forced or compulsory labour.
d) Not discriminate against their employees with respect to employment or
occupation on such grounds as race, colour, sex, religion, political opinion,
national extraction or social origin, unless selectivity concerning
employee characteristics furthers established governmental policies
which specifically promote greater equality of employment opportunity or
relates to the inherent requirements of a job.

2. a) Provide facilities to employee representatives as may be necessary to
assist in the development of effective collective agreements.
b) Provide information to employee representatives which is needed for
meaningful negotiations on conditions of employment.
c) Promote consultation and co-operation between employers and employees
and their representatives on matters of mutual concern.

3. Provide information to employees and their representatives which enables
them to obtain a true and fair view of the performance of the entity or,
where appropriate, the enterprise as a whole.

4. a) Observe standards of employment and industrial relations not less
favourable than those observed by comparable employers in the host
country.
b) Take adequate steps to ensure occupational health and safety in their
operations.

5. In their operations, to the greatest extent practicable, employ local
personnel and provide training with a view to improving skill levels, in
co-operation with employee representatives and, where appropriate,
relevant governmental authorities.

6. In considering changes in their operations which would have major effects
upon the livelihood of their employees, in particular in the case of the closure
of an entity involving collective lay-offs or dismissals, provide reasonable
notice of such changes to representatives of their employees, and, where
appropriate, to the relevant governmental authorities, and co-operate with
the employee representatives and appropriate governmental authorities so
as to mitigate to the maximum extent practicable adverse effects. In light of
the specific circumstances of each case, it would be appropriate if
management were able to give such notice prior to the final decision being
taken. Other means may also be employed to provide meaningful cooperation
to mitigate the effects of such decisions.

7. In the context of bona fide negotiations with representatives of employees
on conditions of employment, or while employees are exercising a right to
organise, not threaten to transfer the whole or part of an operating unit
from the country concerned nor transfer employees from the enterprises’
component entities in other countries in order to influence unfairly those
negotiations or to hinder the exercise of a right to organise.

8. Enable authorised representatives of their employees to negotiate on
collective bargaining or labour-management relations issues and allow the
parties to consult on matters of mutual concern with representatives of
management who are authorised to take decisions on these matters.