B. HUMAN RIGHTS Grundfos suppliers shall be in compliance with applicable laws and regulations in regards to human rights. Grundfos suppliers are expected to respect human rights and not to be directly or indirectly involved in any human rights violations at any stage of their business activities. To achieve this, the supplier is expected to conduct its own due diligence. In addition to that, we have certain requirements on specific human rights, as defined below. Working Hours The supplier shall ensure that working hours—including regular working hours, overtime, days of rest and breaks—are in compliance with applicable laws and regulations in the relevant country. Where legislation does not specify a limit for regular working hours, that limit shall be set to 48 hours per week. minimum age and below the age of 18, may only be employed for non-hazardous work and shall not be employed during night hours. The facility may employ persons between 13 and 15 years of age only if the conditions are in accordance with all applicable elements of ILO Convention 138 and other relevant ILO conventions. Overtime hours shall be within the limits of applicable laws and regulations, or a total of 60 hours per week including both regular and overtime hours, whichever is the lesser. All persons shall be entitled to an uninterrupted weekly rest period of no less than 24 hours in the course of each period of seven days. Child Labour and Employment of Minors Suppliers shall not recruit or employ child labour. The minimum age of workers shall be 15 years or the minimum age set by the national laws in the country of manufacturing, whichever is higher. Young workers, meaning those above the Forced Labour Any form of forced labour is strictly prohibited. The supplier shall not use or benefit from any form of forced labour and/or human trafficking, including but not limited to: • Any form of bonded, indentured and/or prison labour; • restriction on freedom of movement; • retaining of important original personal identification documentation; and • any other excessive means to prevent employees from terminating employment at will.
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