1.3. Tools to im plem ent and evaluate the effectiveness o f CSR activities
1.3.2. R ating Tool corporate social responsibility
Businesses implement corporate social responsibility initially bring the benefits to business: To promote compliance with national legislation; ensure that businesses realize the long-term business objectives, sustainable strong and increasing competitiveness in the integration process, building relationships harmonious labor, reduce business risks in international trade disputes, dumping, ... Therefore, enterprises are CSR is not just economic benefits but also benefits society and politics. In addition, the positive side, implementation o f CSR by enterprises o f the Code also encountered difficulties.
Now the world is on the 2000 Code o f Conduct, divided into three groups:
Code o f Conduct o f the international organizations such as ISO, ILO Convention, GC, OECD.
Code o f Conduct o f the m ulti-national corporations, organizations and professional associations', the Code o f Conduct o f Nike (Sports Group), Adidas
(Fashion Group), FTA (Foreign Trade A sso ciatio n ).
Code o f C onduct o f the independent organizations such as SAI (Social Accountability Organizations International), FLA (F ra n ch ise )...
Businesses will need to gather sufficient information to choose the implementation o f the Code o f Conduct which best suits your business. BSCI
ụ u H. J o u r n a l o f philosophy.com. vn. C o m p iled fr o m various sources.
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Code o f Conduct: launched to ensure compliance with social standards and the specific environment. BSCI is the standard compliance review o f social responsibility in business. BSCI was born in 2003 from the initiative o f the Foreign Trade Association ( I T A) with the purpose o f establishing a common forum for the rules o f conduct and monitoring systems in Europe on CSR. The suppliers must ensure that the Code o f Conduct will also be reviewed by subcontractors involved in the production process o f the final stage o f production is dene on behalf o f BSCI members. The following, requirements are particularly important and must be performed by a developmental approach:
1. Legal compliance: Compliance with all laws and regulations are applied, the industry standard minimum, the agreement the International Labor Organization and the United Nations, and other requirements prescribed by law to applv more stringent rules.
2. Freedom o f Association and Collective Bargaining Rights'. The rights o f all individuals to form and join unions o f their discretion and to collective bargaining will be respected. In these situations, or in countries where the rights o f freedom o f association and collective bargaining restricted by law, the equivalent measures o f independent and free as well as the negotiations will be supported for all individuals. The personal representative will be sure to participate in the role o f their members at work.
3. Prohibits discrim ination: Do not allow any form o f discrimination in hiring, remuneration, to participate in training, promotion, termination or retirement based on gender, age, religion, race race, social status, social context, disability, ethnic origin and country, nationality, membership in the organization o f workers, including associations, the political accession, the sexual orientation or any other personal characteristics.
4. C om pensation: Wages paid for regular working hours, overtime hours and :he difference will have more time to reach or exceed the minimum wage and / or industry standards. No deductions are illegal or improper. In the case o f wages as prescribed by law or industry standards are not sufficient to pay Hviftg:expenses
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and provide income for the costs incurred, the suppliers will try to ajve people m em ber an amount sufficient to pay compensation to those needs. Prohibition deductions as disciplinary measures. The suppliers must ensure that the structure o f wages and benefits are exhausted detailed clearly and regularly for workers;
suppliers will also have to ensure that wages and benefits that are implementation and full compliance with relevant laws and compensation payment will be made in a convenient way for employees.
5. Hours: Supply Company must comply with relevant national laws and industry standards on working hours. Working hours maximum per week is prescribed by national laws will not exceed 48 hours and maximum overtime hours allowed per week should not exceed 12 hours. Overtime is only allowed to do based on a voluntary basis and are paid at best. Every worker is allowed to have at least one day off after six days o f continuous service.
6. Health and Safety Workplace: A set o f clear rules and procedures must be established and compliance with health issues and workplace safety, particularly prevention and use personal protective equipment, clean bathrooms, drinking water can be used and if the need to provide safety equipment for food storage.
Prohibition rules and the conditions in the bedroom o f violating basic human rights. Especially do not allow younger workers to work in dangerous situations, n et safe or healthy.
In particular, the need to specify the management representatives responsible for health and safety for all individuals and must be able to blame for the implementation o f the provisions o f the Health and Safety o f BSCI. All individuals must be trained on health and safety and have frequently noted, in addition to such training must be repeated for beginners and those who are assigned to tasks. Need to set up systems to detect, prevent or respond to the potential danger to health and safety o f everyone.
7. Banning the use o f child labor is forbidden to use child labor specified in the Conventions o f the ILO and the United Nations and/or national legislation.
Among other criteria, the most stringent standards will be followed. Banned any
form of exploitation o f children do. Prohibition o f employment conditions such as s'.averv or harmful to children's health. The rights o f vountz, workers must be protected. In the case found that children working in the right situation with the definition o f child labor in the companies that supply need to set up and store policies and procedures to compensate for the children have to work that way.
M oreover, suppliers that need to be provided appropriate support to enable the c h ild to continue attending school until they are large enough.
8. Prohibition o f forced labor and other D isciplinary action: All forms o f for ced labor, such as to pay a deposit or other records o f individuals identified for hir ing labor is prohibited and as the labor o f prisoners violate basic human rights.
Banning the use o f physical punishment, mental or spiritual force as well as verbal abuse.
9. The safety an d environmental procedures and standards for waste treatm ent and handling o f chemical waste and other harmful substances, the handling o f waste generated or to reach or exceed the requirements minimum prescribed by law.
10. The m anagem ent system-. The company will supply and implement a set pollicy for the resistance o f social responsibility, a management system to ensure thait the requirements o f the BSCI Code o f Conduct has can be set and compliance w ith policies against bribery/corruption in all their business activities.
M anagem ent must take responsibility for the proper implementation and continuous improvement by implementing measures to repair and periodic review o f the Code o f Conduct as well as the exchange o f information on the requirements of the Code conduct for all employees. It should also be pointed out concerns about compliance with this Code o f Conduct o f the employee.
Implementation o f the "social responsibility o f enterprises in V ietnam "14 is an objective necessity o f the integration process, but the problem is a very new and in fact when there is more awareness and use very different. Therefore, according
Nguyen Huu Dunu, "C orporate S o cia l responsibility' in V ie tn a m", Academic and Social labor, h/tp:: l i a i H i i . y n n . v n j J i c i i i a t i c corporate culture m agazine/clbdn/m ore06.asp.
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to research by the Ministry o f Labor experts - Invalids and Social Affairs, to applv the social responsibility in Vietnam enterprises need to be aware o f right and note the following points:
1. First o f all, to affirm that the association o f labor standards with international trade has not been recognized in the WTO and other international fora. Therefore, the CoC is not the international conventions, nor between the g o v ern m en t agreed that government is an agreement between business enterprises (sellers and buyers o f goods and services).
2. The CoC does not replace, not standing on the national law. The im plem entation o f the CoC in any country must be consistent with national law a n d support the implementation o f national laws.
3. Most o f the content o f the CoC is based on conventions and international practices (eg ILO) and national law. However, important issues in the CoC is g iv e n how to manage, monitor, inspect and evaluate the implementation o f these ru le s (the sales company or an independent rating company).
4. The implementation o f the CoC is voluntary and completely non-binding.
Ho wever, can a foreign company o f any regulations implementing a CoC that is required to sign a commercial contract it is the relationship between business enterprises, not is required from the government as well as local government import.
5. Social responsibility o f business is specified in the CoC is understood as the responsibility o f business to society through its products. This is a regular, continuous, mostly at work. It is also the transition from pure interest to the growth o f every business, every economy to an interest in the development o f each ent erprise to contribute to the overall development o f society.
6. The implementation o f existing regulations can show social responsibility o f business in the CoC is a storage fee nature o f the business investment, made beffore and make their products, rather than a contribution o f the business nature o f hum anity and charity have been extracted from the profits o f the business after selling the product.
7. ll'C'SR and CoC is understood properly and correctly, in accordance with national legislation, the implementation o f CSR is a job that is beneficial to both p an ic s : one is the prestige and competitiveness o f enterprises is increasing up;
M onday that the rights and dignity o f workers better secured, and third is the im plementation o f national laws are better, the competitiveness o f the economy is higher, the environment better investment.
8. The implementation o f social responsibility is the concretization o f some k e v provisions o f the Labor Code and some other legal documents not mean that businesses must obtain certain certificates. It went to get a certificate o f a certain sta.ndard o f choice and free decision in relation to enterprise customers.
9. Legal basis, institutional system o f Vietnam can achieve CSR goals o f the COC or to match with Vietnam's laws and harmonize the interests o f the parties.
Thus, making the implementation o f CSR tools make it possible for enterprises to strictly implement and more efficient business operations o f their enterprises.