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Last Update:
Mar. 10, 2011
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Responsibility for employees – global standards

Labor and social standards

  • National law and International Labor Organization’s core labor standards as minimum standard
  • Adherence to voluntary commitments evaluated with a global monitoring system
  • Working conditions in compliance with ILO conventions and declarations, OECD Guidelines for multinational companies as well as local conditions such as industry standards

For more on labor and social standards, see Our values and global standards

Compliance with national law and the core labor standards of the International Labor Organization (ILO) is the foundation of our social responsibility. Moreover, we aim to harmonize our working conditions with our voluntary commitments and relevant ILO conventions. We evaluate our adherence to our voluntary commitments using a global monitoring system. It contains three central instruments:

  • compliance hotlines,
  • the annual survey in our Group companies to inspect the prevailing working conditions, and
  • close dialogue with our stakeholders, such as employee representatives and international organizations.

In 2010, our compliance hotline received 59 calls relating to labor and social standards, of which 11 related to verifiable grievances. The results of the survey covered 100% of our employees in 2010 (data does not include Cognis). If the survey evaluation indicates that our voluntary commitments are being insufficiently implemented, we investigate this information and introduce remedial measures.

In a pilot project in Europe, we are examining the relationship between competitive factors, internationally recognized standards and cultural conditions.

In Brazil, a complaint was filed against BASF at the OECD contact point containing accusations of violating freedom of association and collective bargaining. Internal investigations did not find a violation of the OECD Guidelines. The contact point has not yet released an assessment of our reply.

We started a “virtual sustainability team” in South America in order to raise awareness about sustainability among young managers at an early stage. Currently, 39 members are investing 10% of their working time for two years to implement our sustainability strategy.

In the “Wittenberg Dialogues” with our German employee representatives, we discuss the code of conduct to strengthen the social market economy and responsible action. BASF was one of the co-initiators and signatories of the “Code of Responsible Conduct for Business.” We are committed to both success-oriented and values-oriented leadership in accordance with the social market economy. Information relevant to the principles of the Global Compact

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Survey of ILO Core Labor Standards 20101

 

 

Process implemented

Effectiveness of the process

1

Data does not include Cognis

2

Fewer than 1% of our employees are working for companies in countries that have legal restrictions with respect to freedom of association and organization as well as collective bargaining.

Prevention of child labor

100%

Verification of age of employee when hired

100%

Employees are over 15 years of age when hired

Prevention of forced labor

100%

Employment contract based on employee’s voluntary agreement

100%

Employees have a right to unilateral termination of employment contract

Prevention of discrimination

100%

Personnel policies based on objective criteria

 

In 2010, we received 43 calls relating to discrimination; there was evidence of misconduct in 11 cases.

Employees’ right to freedom of association

100%2

No company measures to fundamentally restrict freedom of association

92%

Employees are working at a company in which employee representation exists

Employees’ right to collective bargaining

100%2

No company measures to fundamentally restrict freedom of collective bargaining

89%

Employees are working at a company in which working conditions are based on a collective contract and employee representation exists