The document outlines basic social policy principles for employers, including respecting freedom of association and collective bargaining. It discusses principles related to working conditions like providing adequate pay and benefits, training, job stability, and social security. Additional principles cover health and safety at work, eliminating forced labor and child labor, and prohibiting discrimination in recruitment and employment. The principles are derived from international standards from the UN, ILO, and OECD.

1. CITIZEN ACT - season 2011-2012 The Basic Social Policy Principles CITIZEN ACT – SEASON 2011-2012

2. The Basic Social Policy Principles | P.2 THE BASIC SOCIAL POLICY PRINCIPLES

3. _ What are social policy principles? Social policy principles and the right to work have been widely adopted by the international community. The United Nations, through the Universal Declaration of Human Rights, and the ILO (International Labour Organisation) have identified basic workers’ rights that are notably incorporated into the OECD’s guidelines for multinational enterprises. THE BASIC SOCIAL POLICY PRINCIPLES

4. _ The various principles THE BASIC SOCIAL POLICY PRINCIPLES

5. _ Respect the principles of freedom of association and collective bargaining (UN/Human Rights, UN/Global Compact, OECD, ILO) Respect the right of employees to be represented by trade unions and engage in constructive negotiations with such representatives with a view to reaching agreements on employment conditions. Provide information to employees and their representatives enabling them to precisely grasp the entity or company’s activity and results. During negotiations with employees’ representatives, not threaten to transfer all 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 exercising of a right to organise. THE VARIOUS PRINCIPLES

6. _ Working conditions (UN/Human Rights, ILO, OECD) Provide wages, services and working conditions that are no less favourable than those provided by employers of similar size and resources Ensure that wages, services and working conditions meet the basic needs of workers and their families. Intensify training to promote employability Ensure active HR planning, job stability Provide social security coverage Not engage in arbitrary layoffs. THE VARIOUS PRINCIPLES

7. _ Guarantee hygiene, health and safety at work (UN/Human Rights, OECD, ILO) In terms of employment and work relations, implement standards that are no less favourable than those applied by similar employers in the host country Take the necessary measures to ensure employees’ health and safety in the workplace Keep them fully informed of any specific risks and related protection measures associated with new products or procedures Incorporate such issues within the conventions signed with employee organisations. THE VARIOUS PRINCIPLES

8. _ Eliminate any form of forced or compulsory labour (UN/Human Rights, UN/Global Compact, ILO) It is forbidden to demand work from someone under threat of a penalty involving use of force or withheld wages or ID papers. A place of work must have a decent level of hygiene with access to food and water. A worker may not be held against their will and stopped from leaving their place of work at the end of the day l eaving their job changing their job a worker may not be subjugated through debt … THE VARIOUS PRINCIPLES

9. _ Contribute to the effective abolition of child labour (UN Human Rights, UN/Global Compact, ILO) No child under the age of 15 (for industrialised countries) / 14 (for developing countries) may be hired No child under the legal age for leaving school (if there is one in that country) may be hired No child under the age of 18 can be required to carry out work that could jeopardise them mentally, physically, socially or morally, or that could jeopardise their development and education. THE VARIOUS PRINCIPLES

10. _ Eliminate discrimination in terms of recruitment and work (UN Human Rights, UN/Global Compact, ILO, OECD, Diversity Charter) All international reference texts incorporate this essential issue and include at least the following criteria: origin, gender, religion, sexual orientation, disability, political opinions… These texts have inspired legislation in many countries, although actual laws vary by country. For example, since 2001, French law incorporates 18 non-discrimination criteria: gender, age, origin (including social origin), sexual orientation, state of health, physical appearance, being pregnant, race, ethnic group, country, religion, disability, political opinions, union activities, family situation, name, morals, genetic characteristics. Developing a Diversity policy means adhering to local laws and, beyond that, displaying one’s belief that differences are a strength for companies and are a source of performance. Ensure that everyone has equal opportunities and is dealt with equally when it comes to access to employment, working conditions, training and promotion Increase staff and management awareness of, and train them in, these issues Ensure gender parity in terms of pay (equal pay for equal work). THE VARIOUS PRINCIPLES