Each question below includes its SLCP/FSLM key and the related recommendation. In some cases, the same guidance applies to multiple IDs.
Table of Contents
- Is the facility failing to comply with any legal requirements not covered elsewhere regarding Termination Practices?
- Is the facility failing to comply with any legal requirements for Termination pertaining to non-production workers and/or onsite sub-contracted workers?
- Legal (or contractual agreement) requirements
Is the facility failing to comply with any legal requirements not covered elsewhere regarding Termination Practices?
ter-ter-1
Recommendations
The facility must ensure full compliance with all legal requirements regarding non-discriminatory termination practices. HR policies should be revised, and termination procedures must be monitored regularly to prevent discrimination. Comprehensive training for managers and HR staff on non-discrimination in termination is essential.
Is the facility failing to comply with any legal requirements for Termination pertaining to non-production workers and/or onsite sub-contracted workers?
ter-ter-2
Recommendations
The facility must ensure that termination practices for non-production and onsite sub-contracted workers fully comply with legal requirements. This includes providing proper notice, fair termination procedures, and all legally mandated benefits. Regular audits and targeted training for supervisors managing these workers are recommended.
Legal (or contractual agreement) requirements
wb-10--2-1x
Recommendations
- Basic wages should be based on a combination of legal requirements, skills, experience, job responsibilities, and industry standards.
- Establish clear wage grids that outline pay scales based on objective factors.
- Compare wages across similar job roles to identify and correct inconsistencies.
- Ensure compliance with wage-related regulations and ILO standards Workers should have a confidential process for raising concerns about wage fairness.
- Ensure that disputes related to wage determination are addressed fairly and in a timely manner.
- Corrective actions should focus on wage transparency, structured pay scales, and consideration of living wages as a long-term sustainability goal.