Experis is committed to conducting its business operations ethically and profitably while responding beneficially towards society, community, employees, environment and stakeholders. Experis, therefore, believes in a strong social accountability and environmental management system, as an integral and fundamental part of its business strategy and operating methods.
Experis shall promote and encourage social accountability by
Fair employment practices
Maintaining work place health and safety
Ethical business conduct (reference to Experis Business Conduct Guideline)
Experis shall not engage in or support the use of forced or compulsory labor as defined in ILO (International Labor Organization) Convention 29.
Neither Experis nor “any entity supplying labor to Experis“ shall withhold any part of any personnel’s salary, benefits, property, or documents in order to force such personnel to continue working for Experis.
Personnel shall have the right to leave the workplace premises after completing the standard workday, and be free to terminate their employment provided that they give reasonable notice to their employer.
Neither Experis nor “any entity supplying labor to Experis“ shall engage in or support trafficking in human beings.
Experis supports the use of legitimate workplace apprenticeship programs which comply with all laws and regulations applicable to such apprenticeship programs.
Experis shall not engage in or support the use of child labor as defined above.
If applicable, Experis shall Establish, document, maintain, and effectively communicate to personnel and other interested parties, policies and written procedures for remediation of children found to be working in situations which fit the definition of child labor above.
Provide adequate financial and other support to enable such children to attend and remain in school until no longer a child as defined above.
Experis may employ young workers, but where such young workers are subject to compulsory education laws, they may work only outside of school hours. Under no circumstances shall any young worker’s school, work, and transportation time exceed a combined total of 10 hours per day, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours.
Experis shall not expose children or young workers to any situations – in or outside of the workplace – that are hazardous or unsafe to their physical and mental health and development.
Experis shall comply with applicable laws and industry standards on working hours and public holidays. The normal work week, not including overtime, shall be defined by law but shall not exceed 48 hours.
Personnel shall be provided with at least one day off following every six consecutive days of working. Exceptions to this rule apply only where both of the following conditions exist.
National law allows work time exceeding this limit.
A freely negotiated collective bargaining agreement is in force that allows work time averaging, including adequate rest periods.
All overtime work shall be voluntary and shall not exceed 12 hours per week, nor be requested on a regular basis.
In cases where overtime work is needed in order to meet short-term business demand and Experis is party to a collective bargaining agreement freely negotiated with worker organizations (if any) representing a significant portion of its workforce.
Experis shall provide a safe and healthy workplace environment and shall take effective steps, as appropriate, to prevent potential accidents and injury to workers’ health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the workplace environment, and bearing in mind the prevailing knowledge of the industry and of any specific hazards.
For implementing Health and Safety elements of this standard, Experis Head of Human Resource Group shall be responsible for engaging resources (as appropriate) and finally ensuring a safe and healthy workplace environment for all personnel.
If found appropraite, Experis shall provide to personnel “effective health and safety instructions“ (e.g. on-site instruction and job-specific instructions). Such instructions shall be repeated for new / reassigned personnel and in cases where accidents have occurred.
As found necessary, Experis shall establish systems to detect, avoid, or respond to potential threats to the health and safety of personnel. Experis shall maintain written records of accidents (as appropriate) that occur in the workplace and in company-controlled residences / properties.
Experis shall provide at its expense appropriate personal protective equipment to personnel, where such need is solicited. In the event of a work related injury, Experis shall provide first aid and assist the worker in obtaining follow-up medical treatment.
As appropriate, Experis shall undertake to assess the risks to new and expectant mothers arising out of their work activity and to ensure that all reasonable steps are taken to remove or reduce any risks to their health and safety.
Experis shall provide, for use by all personnel, access to clean toilet facilities, access to potable water, and, where applicable, sanitary facilities for food storage.
If provided for personnel, Experis shall ensure that any dormitory facility is clean, safe, and finally meet the basic needs of the personnel.
All personnel shall have the right to remove themselves from imminent serious danger without seeking permission from Experis.
Experis shall respect the right of personnel to a living wage and ensure that wages paid for a normal work week shall.
Always meet at least legal or industry minimum standards.
Be sufficient to meet the basic needs of personnel and to provide some discretionary income.
Experis shall ensure that deductions from wages are not made for disciplinary purposes. Exceptions to this rule apply only when both of the following conditions exist.
Deductions from wages for disciplinary purposes are permitted by national law.
A freely negotiated collective bargaining agreement is in force.
Experis shall ensure that personnel’s wages and benefits composition are detailed clearly and regularly in writing for them for each pay period. Experis shall also ensure that wages and benefits are rendered in full compliance with all applicable laws and that remuneration is rendered either in cheque form or Bank transfer, in a manner convenient to workers.
All overtime shall be reimbursed at a premium rate as defined by national law. In countries where a premium rate for overtime is not regulated by law or a collective bargaining agreement, personnel shall be compensated for overtime at a premium rate or equal to prevailing industry standards, whichever is more favorable to workers’ interests.
Experis shall not use labor-only contracting arrangements, consecutive short term contracts, and/or false apprenticeship schemes to avoid fulfilling its obligations to personnel under applicable laws pertaining to labor and social security legislation and regulations.
Experis shall operate in a manner that is protective of the environment. At a minimum, Experis will comply with all applicable environmental laws, regulations and standards, such as requirements regarding
Waste management and its disposal
Industrial waste-water treatment and its discharge
Air emissions control mechanism
Environmental permits and reporting
Note: This has reference to Experis Environmental Management System EMS). As appropriate, Experis will comply with any environmental guidelines as laid down by the laws and regulations in the country (refer to Experis environmental policy, part of Environmental Management System EMS).
Experis will comply with all applicable laws and regulations in all locations where they conduct business.
Experis shall conduct their business in accordance with the highest ethical standards.
Experis shall strictly comply with all laws and regulations on bribery, corruption and prohibited business practices (refer to Experis Business Conduct Guideline).
Experis shall not engage in or support discrimination in hiring, remuneration, access to training, promotion, termination, or retirement based on race, national or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, age, or any other condition that could give rise to discrimination.
Experis shall not interfere with the exercise of personnel’s rights to observe tenets or practices, or to meet needs relating to race, national or social origin, religion, disability, gender, sexual orientation, family responsibilities, union membership, political opinions, or any other condition that could give rise to discrimination.
Experis shall not allow any behavior that is threatening, abusive, exploitative, or sexually coercive, including gestures, language, and physical contact, in the workplace and, where applicable, in residences and other facilities provided by the company for use by personnel.
Experis shall not subject personnel to pregnancy or virginity tests under any circumstances.
Experis shall treat all personnel with dignity and respect.
Experis shall not engage in or tolerate the use of corporal punishment, mental or physical coercion, or verbal abuse of personnel.
No harsh or inhumane treatment is allowed.
All personnel shall have the right to form, join, and organize trade unions of their choice and to bargain collectively on their behalf with Experis.
Experis shall respect this right, and shall effectively inform personnel that they are free to join an organization of their choosing and that their doing so will not result in any negative consequences to them, or retaliation, from Experis.
The company shall not in any way interfere with the establishment, functioning, or administration of such workers’ organizations or collective bargaining.
In situations where the right to freedom of association and collective bargaining are restricted under law, Experis shall allow workers to freely elect their own representatives.
Experis shall ensure that representatives of workers and any personnel engaged in organizing workers are not subjected to discrimination, harassment, intimidation, or retaliation for reason of their being members of a union or participating in trade union activities, and that such representatives have access to their members in the workplace.
Experis shall maintain equality of treatment to all temporary and contractor staff (e.g. security personnel and other supplier engaged personnel) as working in the organizational premises, in connection with Experis business.