Forest Stewardship Council (FSC) Core Labour Requirements Policy

Forest Stewardship Council (FSC)

Core Labour Requirements Policy

As a Forest Stewardship Council (FSC) Chain of Custody (CoC) Certificate Holder, Infa Group Pty Ltd is committed to conforming with all FSC Core Labour Requirements, applicable to Australian Law, in the state of New South Wales. 

• The organisation shall give due consideration to the right & obligations established by national law etc. (7.1)
• The organization shall not use child labour (FSC-STD-40-004 V3-1, 7.2).
• The organization shall eliminate all forms of forced and compulsory labour (7.3).
• The organization shall ensure that there is no discrimination in employment and occupation (7.4).
• The organization shall respect freedom of association and the effective right to collective bargaining (7.5).

7.1 In the application of the FSC core labour requirements, Infa Group Pty Ltd shall give due consideration to the rights and obligations established by national law, while at the same time fulfilling the objectives of the requirements.

7.2 The organization shall not use child labour.

7.2.1 The organization shall not employ workers below the age of 15, or below the minimum age as stated under national, or local laws or regulations, whichever age is higher, except as specified in                

7.2.2 In countries where the national law or regulations permit the employment of persons between the ages of 13 to 15 years in light work, such employment should not interfere with schooling nor be harmful to their health or development. Notably, where children are subject to compulsory education laws, they shall work only outside of school hours during normal daytime working hours.

7.2.3 No person under the age of 18 is employed in hazardous or heavy work except for the purpose of  training within approved national laws and regulation.

7.2.4 The organization shall prohibit the worst forms of child labour.

7.3 The organization shall eliminate all forms of forced and compulsory labour.

 7.3.1 Employment relationships are voluntary and based on mutual consent, without the threat of a penalty.

 7.3.2 There is no evidence of any practice’s indicative of forced or compulsory labour, including, but not  limited to, the following: 

• •  physical and sexual violence
  •  bonded labour
  •  withholding of wages /including payment of employment fees and or payment of deposit to commence employment
  • restriction of mobility/movemen
  •   retention of passport and identity documents threats of denunciation to the authorities.

7.4 The organization shall ensure that there is no discrimination in employment and occupation.

 7.4.1 Employment and occupation practices are non-discriminatory.

7.5 The organization shall respect freedom of association and the effective right to collective bargaining.

7.5.1 Workers can establish or join worker organizations of their own choosing.

7.5.2 The organization respects the full freedom of workers’ organizations to draw up their constitutions and rules.

7.5.3 The organization respects the rights of workers to engage in lawful activities related to forming, joining or assisting a workers’ organization, or to refrain from doing the same, and will not discriminate or punish workers for exercising these rights.

7.5.4 The organization negotiates with lawfully established workers’ organizations and/ or duly selected representatives in good faith and with the best efforts to reach a collective bargaining agreement.

7.5.5 Collective bargaining agreements are implemented where they exist.