I9to5 employee rights charter
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The document outlines an "i9to5 Employee Rights Charter" proposed by the Australian Institute of Employment Rights. The charter aims to establish stronger protections for employee rights in India. It proposes 9 core rights for employees, including the right to workplace dignity and protection from discrimination, unfair termination, and employee blacklisting. It also advocates for fair remuneration, including equal treatment of women employees and protections for third-gender individuals. The overall goal is to establish all corporate employees in India as having "employee" status with equal and robust rights.
I9to5 employee rights charter
- 1. Australian Institute of Employment Rights 214 Graham Street Port Melbourne Vic 3207 tel: 61 3 9647 9102 email: lisaheap@bigpond.net.au Your RIGHTS, Your CHARTER Our i9to5 team makes sure that your employee rights are not violated. We want to pursue the idea of strong employee laws not just labor laws. Understanding the fact that one of the major force to draw strong investors in the country is the Indian Employee force which excels in talent , experience and hard work. Yet not much is done in terms of upholding the rights of this Employee workforce. We aim to draw a charter that gives equal Employee rights and clear understanding of these rights. We want to give you a service that is even-handed , accurate and based on mutual trust and respect. We also want to make it as easy as we can for you to get things right - Workplace wise. i9to5 Employee Rights Charter The Current Indian labor laws are specifically designed to protect the blue collared workers who were exploited in the past decades and it comfortably excludes new age educated corporate employees on a lot of factors such as designation, Job description,etc. Each employee rights violation case has to be viewed separately and can be rejected even when there is evidence of basic human rights violation. Its a shame that in a country which thrives as a major service sector hub no attention is given to basic employee rights.
- 2. 2 protected from bullying, harassment and unwarranted surveillance. Recognising that employees are not a mere commodity and have the right to be accorded dignity at work and to experience the dignity of work. This includes being: Employees must have the right to enjoy a workplace that is free of discrimination or harassment based on: Each employee must have the right to protect himself from corporate blacklisting. The latest trend of background verification by a third party must not be a ground for rejection of employment. age, physical or mental disability treated with respect at work provided with proper means to quit and resume their career elsewhere recognised and valued for the work, experience and qualification religion,caste,creed, community or association with any group irrelevant background verification marital status recognised and remunerated for any managerial or business functions they perform amongst employees salary is put on hold without proper reasons threatening or forcing the employee with termination, legal or police action the employer or superior indulges in malpractices collective harassment or discrimination by a group of colleagues or management or any department during the course of employment Repeat offenders must be barred from conducting any business to safeguard employee rights. use of abusive and demeaning language by any superior appraisal process Reporting of any such malpractices with Employee rights violation reports and their status must be maintained and made public for each of the registered businesses in the country Every employee must be protected against unfair or arbitrary termination without a valid reason related to the employees performance or conduct. An employee must also have the right to upheld his job security as a top priority. Standard procedure for termination and quitting the job must be followed across industries and businesses without any exceptions 2 Workplace Dignity 3 Zero Tolerance for discrimination and harassment 4 Fair renumeration and working time standards 1 Status : EMPLOYEE 5 Ban against employee blacklisting 6 Right to file a report against employers/superior if : 7 Safeguard employees from unfair termination 8 Fair & standard termination process Similarly during termination , the employer must specify exact logical reasons to terminate the services of the employee. Both employees and the employers must have a fair chance to be vocal about each of the party after the termination process. The employee must have the right to quit his job through a standarized procedure. These feedbacks must be private and confidential and must not be used as means to implicate any kind of action against the other party. unreasonable salary cuts and drastic policy changes to create panic i9to5 Employee Rights Charter 9 Corporate gender equality In order to shatter the glass ceiling effect and ensure equal employee rights for women employees, a minimum of 40% of Board of directors in larger firms must be women with relevant experience,qualification. sex, gender identity or sexual orientation Also steps must be taken to generate employment oppurtunities for the third sex so that they become a part of the mainstream and can also contribute to the nation's progress. Education,Training and job placements for the people from third sex must be actively taken as a CSR activity. The first step to claim our employee rights is to achieve the status of an employee.Not labor.Not Workmen.But simply an EMPLOYEE.This must include all white collared corporate employeeswithout any discrimination. fair, just and transparent about all performance review ,increment & Each employee must be paid according to work hours dedicated including overtime and shift schedules. These must be standard rules applied across industries and business functions Third party background checks, if required, must be limited to the tenure of employment and Job description/Role of the employee. proper evidence must be protected under the law with the assurance that no action whatsoever will be taken against the whistleblower . To give your feedback or to support us email us at speakup@i9to5.com If any other recruitment / employment details are shared, procured or investigated then it must be considered as a violation of Article 39a , 41 and 21 of the Indian constitution. Your RIGHTS, Your CHARTER Recognising that improved workplace culture requires employers to recognise,respect and reward their employee workforce