Responsible business for decent work conditions

Corporate responsibility is about the impact that responsible business practices have on the society. One of the key aspects of corporate responsibility is the creation of decent working conditions

Sopho Khuchua labour rights consultant, global compact network Georgia

On September 29th, 2020, Georgian Parliament approved changes to the Labor Code, which aims to improve the rights of employers and employees, comply with international standards, and consider the recommendations and obligations of the partners. In the updated Labor Code there are some significantly positive changes that are worth mentioning: Discrimination – The types and scope of discrimination has been expanded. The definition of direct and indirect discrimination has also been added. Violation of the prohibition of discrimination will result in a warning or a fine. (L.C. II Chapter – Prohibition of Labor Discrimination) In 2019, the Public Defender’s Office reviewed 155 cases of discrimination, and initiated proceedings on 13 of them. Such a statistic highlights the fact that businesses need to pay careful attention to the challenge of discrimination and create decent work conditions. Meaning, they need to ensure that their workplace is free of discrimination and harassment, and where each employee is given equal rights and opportunities.

Equal Pay – The principle of providing men and women equal pay for equal work has been established (Article 4.) According to the first quarterly report of GeoStat, an average monthly salary for a woman in Georgia is 960 GEL, while for a man it is 1,423 GEL.

Consultations at Workplace – The process of holding consultations has been regulated. The employer is obligated to encourage consultations with employees. The dates and procedures of workplace consultations have been determined. Before the dismissal, an employer is required to organize consultations with employees and give them an opportunity to submit their constructive proposals (Chapter 15.) The mentioned update, more specifically the collaboration between the employer and the employee, and employees’ involvement in the management of the company, is a guarantee for the success of the organization.

Overtime Compensation – The employer is required to register working time. Overtime work is only allowed with an employee’s consent and prior agreement. Overtime work will be compensated with an increased amount of the hourly rate of remuneration (Article 72.) It’s crucial that overtime work is decreased at companies and is performed only in exceptional cases.

Internship – An intern is doing a specific job, with or without compensation, in order to increase qualifications and professional knowledge, as well as acquire professional and practical skills. The employer is not allowed to use an intern’s work to avoid concluding an employment contract. It’s also important to note that an intern does not replace an employee. The employer is not allowed to hire an intern in the place of a dismissed employee. Non-compensated internships should not exceed 6 months, while compensated internships should not last more than a year (Article 18.) The changes mentioned above will contribute to the advancement of corporate culture in labor rights and the formation of more responsible employers. But still, what does a responsible employer mean?! A responsible employer tries to increase the positive impact and reduce the negative influence on employees. In the context of employee rights, this means that a responsible business respects the labor rights of workers, participates in constructive dialogs, and implements a response system to address employee problems. A responsible business also uses every tool to encourage similar behaviors among partner companies. According to the International Labor Organization (ILO) standards, there are several steps that businesses can take to become responsible employers. This may include the following key aspects:

Occupational Safety and Healthcare – We should be able to provide a safe and healthy work environment for all employees. Compensation – We should determine that the compensation of our employees guarantees a dignified life.

The Duration of Work Time – In this case, it is crucial to determine the maximum time of work, so that employees can do their job, while staying healthy and productive. Forced Labor – Labor should be free will and employees should be able to leave their job easily.

Discrimination – It is important to implement and introduce a Code of Ethics, which prohibits discrimination of employees based on their age, sex, religion, race, political affiliation or any other personal characteristics.

Harassment – We should guarantee that employees do not experience any type of harassment at the workplace, including sexual harassment.

Complaint – It’s crucial to create a compliance mechanism, so that workers can make complaints and get a fast and fair response to them. The topics mentioned above are those minimal labor standards that businesses should implement if they are responsible employers. There are a number of international reports suggesting that companies that take care of their workers are more reliable, sustainable, and have a better reputation in society. Therefore, the development and success of businesses starts with the protection of labor rights, because by implementing responsible business strategies in their everyday work, companies establish the highest quality of labor standards that will later contribute to their reputation