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ETI (Ethical Trading Initiative) is the abbreviation of the British Ethical Trading Organization. It is a proposal drafted by the UK to improve the working conditions of global workers by establishing a forum for corporate social responsibility in purchasing in developing countries.
ETI factory inspection is the inspection and acceptance of the factory that the client or the notary office entrusted by the client approves to produce or is ready to establish a partnership, to ensure that their partners comply with their "code of conduct". The inspection content mainly includes company certificate data, management model, employee human rights, product quality, anti-terrorism safety measures, and workplaces, production facilities, fire equipment, living facilities, environmental sanitation, factory construction, food and entertainment, etc.
ETI is made up of three parties: companies, trade unions and non-governmental organizations. ETI's basic code is similar to SA8000, both of which are based on the UN ILO's basic agreement. ETI was funded by the UK Department for International Development and the private sector, and several first audits are being carried out to promote the formation of best practices. Companies and organizations participating in ETI include: C&A, Sainsbury's, the Co-operative Wholesale Society and non-governmental organizations such as Save the Children and Fair Trade Association.
The difference between ETI and SA8000 is that SA8000 is a global standard, while ETI is mainly composed of British companies; ETI aims to improve the system by comparing different solutions to improve workers' rights, while SA8000 is an operational certification system. Both SA8000 and ETI were formed after extensive consultation. ETI certification content
1. Selective employment 2. Respect for freedom of association and collective bargaining 3. Safe and hygienic working conditions 4. No child labor 5. Living wage 6. No excessive working hours 7. No discrimination 8. Regular employment relationship 9. No harsh or inhumane treatment of employees
ETI Certification Basics/Rules
Free choice of career
1.1 Forced, slave or involuntary prisoner labour shall not be employed.
1.2 Workers should not be required to pay a "deposit" or hand over their identity documents to the employer for safekeeping. Employees are free to resign after giving the employer a reasonable notice period.
Respect freedom of association and the right to collective bargaining
2.1 Employees have the right to join or form trade unions and to engage in collective bargaining at their own will. At the same time, they shall not be treated differently as a result of doing so.
2.2 Employers must be open to the activities of trade unions and the organizing activities within them.
2.3 Worker representatives shall not be subject to discrimination and may perform representative duties at the workplace.
2.4 Where freedom of association and the right to collective bargaining are restricted by law, employers must facilitate and help develop mutually reinforcing channels rather than adopt an obstructive attitude.
Safe and hygienic working environment
3.1 Employers must provide a safe and hygienic working environment and pay attention to the industrial safety knowledge and hazards of the relevant industries. Employers must take adequate measures to minimize potential hazards in the workplace by reasonable and practicable means to prevent employees from suffering health damage due to accidents caused by the performance of their duties, in relevant circumstances or during the performance of their duties.
3.2 Employers must provide regular health and safety training and keep records of the training. Such training should be repeated for newly hired workers or workers who are transferred to new positions.
3.3 Employers must provide employees with clean toilet facilities and drinking water and, where necessary, sanitary facilities for the storage of food.
3.4 If an employer provides accommodation for employees, the accommodation must be clean and safe and meet the basic needs of the employees.
3.5 Companies that adhere to the Code must appoint a senior executive as representative to be responsible for worker health and safety.
No child labor
4.1 Child labor is not allowed.
4.2 The Company shall formulate, participate in and assist in the formulation of policies and plans to provide transitional services for children found to be child labourers so that they can receive a good education until they grow up.
4.3 Children and young people under the age of 18 shall not be employed to work at night or in dangerous places.
4.4 The above policies and procedures must be consistent with the relevant provisions of the International Labour Organization standards.
Living Wage
5.1 The wages and benefits for a normal working week must at least meet the local statutory standards or the industry reference standards, whichever is higher. In any case, employees’ wages should be sufficient to meet their basic needs and have a surplus for pocket money.
5.2 All employees should be given written notice of their employment conditions and wages before they start work and receive a written statement of their wages for each pay period at the time of each pay payment.
5.3 Deductions from wages as a disciplinary measure are strictly prohibited and may not be made without local legal basis and without the employee’s consent. All disciplinary measures should be recorded and kept on file.
Working hours should not be too long
6.1 Working hours must comply with local laws and industry reference standards, whichever provides the greater protection.
6.2 Under no circumstances shall an employer regularly require an employee to work more than 48 hours per week, and an employee shall be entitled to at least one day off for every seven consecutive working days. Overtime work shall be voluntary, shall not exceed 12 hours per week, and shall not be considered a regular arrangement. At the same time, it shall be compensated with a higher overtime pay.
No discrimination against employees
7.1 Employees shall not be discriminated against in hiring, compensation, training, promotion, termination or retirement on the basis of race, class, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
Normal labor relations
8.1 In all cases, employees must work on the basis of an employer-employee relationship recognised by local law or custom.
8.2 Employers may not evade their responsibilities to employees arising from normal employment relationships under labour or social welfare laws by using labour-only contracts, subcontracting, home-based work, apprenticeship training programmes that do not impart skills or provide normal employment relationships, or by using expired fixed-term employment contracts.
Be aware of ETI obligations
1. The company must clearly and conscientiously demonstrate its recognition of its ETI membership, regulations and implementation process.
2. This obligation must be communicated to the entire company and its suppliers and subcontractors (including employees of self-employed persons with close business relationships).
3. A senior manager should be designated to be responsible for the implementation of the regulations.
4. Regulations and their implementation must be embedded in key business relationships and cultures.
5. The company will ensure that it has the human and financial resources to fulfill its promised obligations. |
