Indicator 3.7.4

Systematic use of home working, labour-only contracting, sub-contracting, and fixed-term contracts is often an indication of attempts to avoid social or labour obligations.
Such employment arrangements can be legitimately used within employment relationships if:
- they are legally permitted
- adequately documented
- not used to avoid social or labour obligations.
Home working carries risks that:
- employees do work that is hidden and not paid for
- employees miss out on benefits that they are entitled to because they are not present at the workplace.
- Ongoing, routine tasks necessary for the UoC to operate should be carried out by contracted employees.
- Temporary employees, such as day labourers, should only be hired for unanticipated peak work or seasonal work. For example, routine feeding is an ongoing task that is carried out by an employee. A day labourer could be hired to support a busy harvest period or to handle an unexpected feed delivery.
- Fixed-term contracts should have a clearly defined or predictable duration.
  - excessive use of these contracts, or when employees are continuously required to reapply for positions lasting less than six months, should be avoided.
Examples of when sub-contracting is used at a UoC are:
- production
- fish transfer
- veterinary treatment
- diving
- maintenance
- harvest
- slaughter
- storage
- transport of fish
- cleaning
- catering.

employees are paid social security according to national legal requirements;
employees understand their right to social security and how that applies to their contracts.