International Federation of Building and Wood Workers (IFBWW) Code of Conduct Regarding the Rights of Workers
Forced labour must not be used. (ILO Conventions nos. 29 and 105). Workers will not be required to lodge "deposits" or their identity papers with their employers.
Equal opportunities and equal treatment regardless of race, colour, gender, creed, political views, nationality, social background or any other special characteristics shall be provided. (ILO Conventions nos. 100 and 111).
Child labour must not be used. Only workers aged 15 and over, or over the age of compulsory education if higher, may be employed (ILO Convention no. 138).
The right of all workers to form and join trade unions shall be recognised (ILO Conventions nos. 87 and 98). Workers' representatives must not be discriminated against and must have access to all the work-places necessary to exercise their duties as trade unions representatives (ILO Convention no. 135 and Recommendation no. 143). Employers shall adopt positive views of the activities of trade unions and an open attitude to their organising activities.
Wages and benefits for a standard working week shall meet at least legal and industry minimum standards.
Unless wage deductions are permitted by national legislation they may not be made without expressed permission of the workers concerned. All workers must be given written, understandable information in their own language about wages before taking up their work, and the details of their wages in writing on each occasion that wages are paid.
Working time should follow the appropriate legislation or national agreements for each trade.
A safe and hygienic working environment shall be provided and best occupational health and safety work practices shall be promoted, bearing in mind the prevailing knowledge of the trade and of any specific hazards.
Physical abuse, the threat of physical abuse, unusual penalties or punishments, sexual or other forms of harassment and threats by the employer shall be strictly forbidden.
Employers' obligations to workers according to national labour legislation and regulations on social protection based on permanent employment must be respected.
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