PA04: No Discrimination, Violence or Harassment
Discrimination, violence and harassment in the workplace can take different forms such as:
- restricting verbal and/or physical freedom (e.g., going to the toilet)
- providing poor living conditions and denying water and food
- intimidating or ignoring a worker
- abusing a worker verbally and/or threatening workers with violence
- treating a worker unequally on purpose
- preventing a worker from benefits (e.g., promotion)
- management practices with elements of structural violence
- harassment a worker in the basis of gender
PA04: No Discrimination, Violence or Harassment
4.1 CRUCIAL QUESTION: The Auditee takes the necessary Measures to avoid or eradicate Discrimination, Violence and Harassment in the Workplace
- give equal opportunities: hiring, doing daily activities, firing, promotion or offering training opportunities (e.g., ...), paying social benefits
- pay careful attention to avoiding discrimination, to prevent violence and harassment ...
- discourage discriminatory behaviours, violent/harassing actions...
- follow up on improvement
- guarantee equal pay for work of equal value regardless of ...
- ensure that workers with family responsibilities are treated in the same way as others ...
- build effective grievance mechanisms and reporting channels ...
* Virginity tests and the use of contraception, or equivalent practices, are forbidden as requirements or preconditions for workers' hiring, promotion, access to training, or any other social benefits.
PA04: No Discrimination, Violence or Harassment
4.2. Is there satisfactory Evidence that the Auditee takes the necessary preventative and/or remedial Measures to ensure Workers are not disciplined, dismissed, harassed or otherwise discriminated against because of their Complaints against Infringements of their Rights?
... free to use grievance mechanism without fear of reprisal.
- lessons learned
- informing workers on improvement made thanks to some or all grievance
- grievance satisfactory surveys
- training managers and workers
All these activities shall be recorded so they can be verified during an amfori BSCI audit.
PA04: No Discrimination, Violence or Harassment
4.3 The Auditee takes the necessary preventative and/or remedial Measures so Workers are not harassed or disciplined on Grounds of Discrimination as listed in the amfori BSCI Code of Conduct
... the procedure ensures:
- not use disciplinary measures against the law or infringe on the rights of workers or employees
- workers and their representatives are consulted on disciplinary actions and ...
- regular training to managers and workers on the disciplinary actions ...
- training to managers and workers on the risk of discrimination ...
- disciplinary procedures in writing and explain them verbally to workers in terms and language ...
- well-informed regarding the national legislation ...
- understanding disciplinary measures cannot be against the law
- maintaining gender-disaggregated records on disciplinary incidents, including the type of incidents
PA04: No Discrimination, Violence or Harassment
Required Documents
- Documented evidence of disciplinary procedures
- Documented evidence of disciplinary cases and the measured taken
- Documented evidence of workers' performance assessments and procedures
- Documented evidence of grievances filed/ investigated
- Work contracts or agreements, including with recruitment agencies
- Documentary evidence on hiring and promotion processes
- Letters of dismissal
- Pre-signed resignation letters (If available)
