Denmark

Finland

Italy

Norway

Sweden

Iceland

Singapore

La Reunion

Tonga

Tuvalu

North Korea

South Sudan

Brunei

Zimbabwe

Djibouti

Somalia

through collective bargaining or

other consultation with employees and their representative worker organisations.

Further guidance on collective bargaining and worker organisations can be found in Criterion 3.6.

In-kind benefits provided by the UoC should not be used as a way to pay less than the legal minimum wage to any employee.

housing

subsidised rations, food, meals

transport

utilities such as water and electricity, etc.

Some of these in-kind benefits can be included in the living wage calculation, as described in Appendix 11: Methodology for Wage Measurement.

they are legally permitted

adequately documented

not used to avoid social or labour obligations.

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.

production

fish transfer

veterinary treatment

diving

maintenance

harvest

slaughter

storage

transport of fish

cleaning

catering.

legally permitted

adequately documented

not used to avoid social or labour obligations.

some sites are small businesses that are run with the support of close family members

where businesses are supported by family members, it is not always possible to contract and pay those family members in the usual practice outlined in the ASC Farm Standard.

payment in money

payment in kind (exchange of goods or other services)

a share of the profits of the business.

The compensation or benefits is proportional to the productivity or profit of the site, implies fair compensation for the work given.

Family members is defined as first or second-degree blood relatives, or those adopted.

a colleague verbally communicates the information.

discuss the changes with the employee

ensure that the employee agrees with the changes

records the agreed upon changes

provides the employee with a copy of the changes.

been given a different role or been promoted

had changes in their working conditions, for example:

are written, agreed to, and signed at the time of hiring in the country of origin of the employee

state that the employer will pay for travel from the employee’s country and repatriation, and what arrangements are made for that (information about fees and costs related to employment are outlined in Criterion 3.2)

do not violate the national laws of the host country, as well as other laws and regulations that apply to migrant employees in their country of origin.

wages

working hours

working conditions

grievance procedures

rights and responsibilities of the worker representatives and management.

gain insights into collective bargaining practices and contact with local trade unions, which will inform the future development of ASC’s collective bargaining and freedom of association requirements, and worker voice programme.

foster open discussions about collective bargaining, and worker voice.

does not disrupt any employees looking to form or join an organisation

does not interfere in the election of representatives

allows representatives access to employees and workplaces during working hours

engages in meaningful negotiations when approached by worker organisations.

coerce or intimidate employees into not participating in workers’ organisations or collective bargaining

compromise the independence and effectiveness of these organisations and bargaining processes.

representatives are not appointed or supervised by management when executing their union or employee committee duties

participation is voluntary

there is no limitation to the number of employee organisations that can be set up.

Management should be willing to enter into dialogue with employee organisations.

Engagement in meaningful negotiations with employee organisations means that the UoC bargains in good faith and does not engage in actions to slow, stop or limit the bargaining process.

Employee organisations are allowed to hold meetings at the UoC, if that is what they choose to do, but management cannot ask them to do so.

how employee representatives were elected, and if any candidates were chosen by the management

whether management interferes with the establishment, functioning and administration of employee organisations

whether employee organisations’ meetings can be held freely and without management interference.

is a voluntary negotiation between employers and workers organisations to establish the terms and conditions of employment by means of written collective agreements

aims to reach a collective agreement, however, if bargaining is undertaken in good faith but an agreement cannot be reached, this may still comply with the requirement

includes mutually agreed conditions that may be beneficial to workers and/or the management, for example, collective bargaining may mean that workers are:

what collective bargaining is

that they have the right to engage in it.

Ensuring employees understand this can form part of training on the human rights policy (Indicator 3.1.4).

The term ‘lawful mechanism’ means a legal process.

In countries where collective bargaining is restricted by law, the management must allow workers to have parallel means to engage in discussion and negotiation between employees and employers.

employee contract

employee handbook

training records

written policy

displayed information on the site

any collective bargaining agreements that are in place

meeting minutes of collective bargaining negotiations.