• Environmental responsibility results in the protection of environmental resources and in the relevant sustainability in time and space related to any activity linked to production processes.
• Must respect social rights as far as comfortable working conditions and the Bill of Rights of Children laid down by UNO are concerned; all workers and their families must be granted basic rights and same opportunities independently of colour, religion, race and sex.
• Forced and juvenile work is not admitted and all the workers (employees or collaborators) have the right to join in associations and to bargain collectively.
• The need for social safety must be satisfied and in all operations linked to organic production and processing working conditions must be acceptable; workers, shall wear adequate protection garments.

Parties involved must:

• Not use forced or involuntary labour
• Treat your employees equally, provide them with the same possibilities and not discriminate,
• Make it possible for underage employees to take part in basic education,
• Give employees within organic production the right to unionize and negotiate collectively

The management of the farm/unit must provide employees with the following:

• Job description
• Details of wages and mode of payment
• Details of requirements concerning notice
• Reasons for termination of employment, deductions, working hours and holidays,
• Regulations concerning sickness, accident and maternity leave.
• Written contract of employment.
• Housing for employees, as a minimum, conform to customary regional requirements as regards dimensions, amenities (running water, heating, light, and furnishings), sanitary facilities (toilets), accessibility and privacy.
• Special training and protective clothing.
• Access to sanitary facilities and medical care.
• Must cover loss of income due to sickness, accident or maternity at least to the extent prescribed in the relevant legislation.
• Shall be responsible for ensuring the health and safety of people within the unit and making sure that they are not exposed to undue risks in the course of their work.
• Must belong to a sectoral occupational safety organization in accordance with the Federal Coordination Commission for Occupational Safety (FCOS).

An employee’s wages (calculated on the basis of a full-time contract) must:

• At least cover his/her basic needs
• Comply with the local legislation and sectoral norms.
• Informed about the mode, time and place in which they will receive payment.

WORKING HOURS

• Annual working hours or average working hours over a period of up to six weeks may be set by mutual agreement. This provides the necessary flexibility for peak times.
• Overtime must be appropriately remunerated in the form of supplementary wage payments or time off in lieu.
• Every employee has a fundamental right to take at least one day (24 hours) off after six consecutive day’s work.

BINDING CONTRACT

• Must be in place between an employer and any temporary employee.
• Seasonal employees and persons on work placement receive the same employments benefits as long-term employees, and are entitled to the same conditions of employment.
• A documentary record must be kept of hours worked and remuneration paid.
• Employees must be informed of their rights and remunerated appropriately.
• Employees of subcontractors are entitled to the same conditions of employment as long-term employees of the farm/unit. Responsibility for ensuring that this is implemented lies with the management of the farm/unit hiring the subcontractor.

EMPLOYEE BENEFITS 

• All enjoy the same rights regardless of gender, religion, colour, nationality, ethnic origin, political views or sexual orientation.
• All have equal rights to receive professional training and any benefits provided by the employer (eg produce, shared transport, etc).
• All receive equal remuneration, in terms of both pay and benefits, for equal work.
• Employees have the opportunity to assert their rights. They have the right to freedom of assembly, the right to engage in collective bargaining and the right to a fair hearing by the management of the farm/unit without being subject to discrimination as a result. They must be informed about procedures for making a complaint concerning their employment.

• Hired labor shall not be forced labor.
• Operator shall not employ child labour.
• Child may work in the farm or production unit of its own parent or direct relative and under supervision of an adult. The work does not endanger the child's health or jeopardize the child's education, moral, social, and physical development.
• Employees shall have the freedom to associate, the right to organize and the right to bargain collectively.
• Employees shall get equal opportunity and treatment.
• Employees shall receive wages and welfare which are appropriate to their basic living based on the locality and shall have the right of the labour law locality.
• In case there is youth labor, the operators shall give them opportunity to finish compulsory education or opportunity to learn or train for self-improvement.

• You may not represent your product as organic if your production is based on violation of basic human rights and clear cases of social injustice.
• You must not use forced or involuntary labour.
• You must ensure that your employees and contractors have the freedom to associate, the right to organise and the right to bargain collectively.
• You must provide your employees and contractors with equal opportunity and treatment, and you must not act in a discriminatory way.
• You must not hire child labour.

Children are allowed to experience work on their family’s farm or a neighbouring farm provided that:

• Such work is not dangerous or hazardous to their health and safety   
• It does not jeopardise the children’s educational, moral, social, and physical development   
• Children are supervised by adults or have authorisation from a legal guardian