Guidance on Operational Practice & Indicators of Forced Labour Version 2.0, June 2017 This document provides guidance on how to spot the signs of actual, likely or possible cases of forced labour for both auditors and audit readers. It proposes a list of indicators, based on operational practice, which either independently or in various combinations, can increase the risk of forced labour through a worker’s employment cycle. The guide also proposes that protecting possible victims and capturing and documenting evidence should be paramount to any key steps to be taken by auditors when forced labour is suspected or found. The guide can be used as a general reference tool by auditing bodies, ethical sourcing initiatives and brands to help their understanding of forced labour risks and to enhance their existing audit protocols.
Transcript
Guidance on Operational Practice & Indicators of Forced LabourVersion 2.0, June 2017
This document provides guidance on how to spot the signs of actual, likely or possible cases of forced labour for both auditors and audit readers. It proposes a list of indicators, based on operational practice, which either independently or in various combinations, can increase the risk of forced labour through a worker’s employment cycle.
The guide also proposes that protecting possible victims and capturing and documenting evidence should be paramount to any key steps to be taken by auditors when forced labour is suspected or found. The guide can be used as a general reference tool by auditing bodies, ethical sourcing initiatives and brands to help their understanding of forced labour risks and to enhance their existing audit protocols.
This document provides guidance on how to spot the signs of actual, likely or possible cases of forced labour for both auditors and audit readers. It proposes a list of indicators, based on operational practice, which either independently or in various combinations, can increase the risk of forced labour through a worker’s employment cycle.
The guide also proposes that protecting possible victims and
evidence should be paramount to any key steps to be taken by
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Table of Contents
Introduction 3
Why is this Guide necessary? 4
How can this Guide be used? 5
What is forced labour? 6
What are the “alert signs” that may indicate
potential or actual forced labour? 7
Deceptive or Coercive Recruitment 9
Employment under Menace of Penalty 12
Debt/Wage Entrapment & Termination Prevention 16
What are key considerations when forced
labour is found or suspected? 23
Protect Workers 23
Capture and Protect Evidence 24
Resources 26
Useful Terms 27
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IntroductionThe International Labour Organization (ILO) estimates on its website that at least 21 million people worldwide are victims of forced labour. Of these, the ILO fi nds 14.2 million (or 68 per cent) are victims of forced labour exploitation in economic activities, such as agriculture, construction, domestic work or manufacturing. The risks to business are far reaching; the sixth edition of the U.S. Department of Labour’s List of Goods Produced by Child Labour or Forced Labour includes 136 goods produced through these forms of labour abuse in 74 countries across the world.
Recent legislation, such as The UK’s Modern Day Slavery Act, shows a growing recognition of the links between forced labour and the regulation of supply chains and adds to the rising pressure on businesses to address their impacts on human rights in their business and supply chains. Nothing can substitute for the critical role of governments and workers’ organisations in ensuring compliance with labour standards, but in places where these mechanisms are not fully developed, private sector compliance initiatives fi ll an important gap. An eff ective social audit can make an important contribution to the identifi cation, prevention and eradication of forced labour.
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Why is this Guide necessary?
In the briefing on Modern Day Slavery, Sedex highlights research showing forced labour is a common risk in the supply chain but that audit findings rarely raise it.
The briefing provides many reasons why the problem is underreported in audits and why they may not be providing the full story, many of which fall outside the scope of a guide to solve.
Forced labour can be notoriously difficult to stamp out. Supply chains are long and complex and often, companies don’t have enough visibility or influence to address the problem. However, this document seeks to move us one step closer to the identification of forced labour, through guidance on the signs where forced labour is – or may be – an issue.
We seek to help to overcome some of the practical confusions around freedom of choice and freedom to leave in ILO definitions of forced labour. There is an important distinction to be made between forced labour and situations where people may be working in sub-standard employment. However, sometimes the difference may not be immediately clear. Forced labour occurs on a spectrum of exploitation. Where does decent work end and labour exploitation begin, and where does labour exploitation end and forced labour begin?
In between the extremes, there are a variety of employment relationships in which the element of free choice by the worker begins at least to be mitigated or constrained, and can eventually be cast into doubt. The challenge for auditors is to draw the line between substandard working conditions and extreme forms of exploitation such as forced labour. This is because the majority of cases occupy a middle ground and are hard to fit into a straightforward ‘forced labour – yes/no’ category. Sometimes it is the combination of factors which lead to a forced labour situation.
This Guide has been produced for use by social auditors and businesses on how to spot the signs, by proposing a list of operational indicators of actual, likely or possible situations of forced labour. This document proposes a list of pragmatic operational indicators, which either independently or in various combinations, can increase the risk of forced labour through a worker’s employment cycle. The guide also proposes that protecting possible victims and capturing and documenting evidence should be paramount to any key steps to be taken by auditors when forced labour is suspected or found.
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How can this Guide be used?
Social auditors and audit readers can use this guide to collect and communicate data points that will, over time hopefully, facilitate greater comparability and broader reporting of risks across audits associated with this critical issue. Business can also use the guide to better understand the operational practices that increase workers’ vulnerability to forced labour and where the risk of forced labour is more likely.
The guide can be used as a general reference tool by auditing bodies, ethical sourcing initiatives and brands to help their understanding of forced labour risks and to enhance their existing audit protocols. Auditors and companies that hire them are encouraged to engage their employees and business partners to promote broader recording and reporting of forced labour risks in social audits, and to develop an implementation plan on how to incorporate the range of indicators proposed into their existing auditing systems in a manner that ensures victim protection and capturing evidence for follow-up investigation or remediation are paramount. There are some auditors and companies that are doing significantly more today and we expect as they adopt this guide they will naturally innovate and significantly improve on the recommendations.
Please note that while implementing these indicators demonstrates good human rights due diligence practices, this guidance is not intended as a stand-alone document to conduct an audit, but rather as a supplement to audit companies’ own systems as well as to the Sedex Members Ethical Trade Audit (SMETA) materials available from the Sedex web site. Moreover, the indicators are not exhaustive and are not intended to be used as a substitute for legal advice; consequently all liability for any claim or loss is excluded.
This Guidance on Operational Practice & Indicators of Forced Labour is a work in progress. We therefore encourage broad feedback on the document. As we learn from experience, we will review and improve the guidance and expand our tool set for members.
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What is forced labour? According to the ILO’s Article 2.1 of the Forced Labour Convention No. 29, forced labour “shall mean all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself [or herself] voluntarily.” The key elements of the definition are in the figure below.
Figure: Key Elements of the Forced Labour Definition
Source: ILO’s Combating Forced Labour: A Handbook for Employers and Business
The ILO has explained that forced labour is determined by the nature of the relationship between a person and an ‘employer’ and not by the type of work performed or the legality of the work. In its guidance, “Indicators of Forced Labour, the ILO categorises eleven indicators of forced labour:
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What are the “alert signs” that may indicate potential or actual forced labour? There are significant challenges involved in translating the ILO’s concept into a practicable footing in social audits. Aware of the nebulous real-world boundaries between forced labour and more general exploitation, and of the fact that modern forms of forced labour extends beyond the main ILO 11 indicators, we set out to devise a longer list of forced labour indicators. This guidance builds on the ILO list and provides a range of “Operational Practices and Indicators” which auditors may uncover during audits.
The proposed indicators offer a range of “monitoring measures” or “alert flags” that may be used to help identify actual, likely or possible situations of forced labour. In essence they provide common examples of the practices employers engage in that – if severe or numerous enough – or if brought together – can lead to forcedlabour situations. They also identify the negativeoutcomes resulting from workers experiencingforced labour.
To assist auditors in their approach, this guidance groups these practices and indicators into the employment cycle and proposes definitions within that cycle that characterise the elements of forced labour. See the figure below.
Highlights practices and indicators in the recruitment
process which result in someone being misled or coerced into employment.
Details in which vulnerable workers are controlled,
isolated, threatened, intimidated in order to
coerce.
Covers practices which result in workers being trapped through debt bondage, withholding
wages and unreasonable deductions so workers are left with little or no pay, as well as other practices that prevent or restrict a workers
ability to quit.
Deceptive or Coercive Recruitment
Employment under menace of Penalty
Debt / Wage Entrapment and Termination
Prevention.
Figure: Forced Labour Risk Factors – The Employment Cycle
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For each indicator proposed, the ILO’s 11 indicators (see page 7 of this document) are linked as well as its applicable ILO definitional element.
Each indicator is also marked to show its strength or significance, as follows:
Definite indicator, which warrants a finding of non-compliance with the “Employment is Freely Chosen” standard.
Strong indicator, which signals an increased risk for forced labour, but further investigation may be needed to determine the context and any interplay with other indicators, in order to establish whether or not it rises to the level of forced labour.
Possible indicator, which if found alongside other possible indicators, may warrant further investigation.
Columns are also added to demonstrate who does it in order to show the different contexts in which forced labour is possible, as follows:
!
Employer-led exploitation isexploitation of job applicants and workers by the employer.
!
Intermediary-led exploitation is by anemployer endorsed labour provider orother formal or informal recruitmentintermediary.
!
Hidden third party labour exploitationoccurs where one person holds aposition of power over another andabuses that position for personal gain.It usually takes place largely in aninformal, unregulated way at a stagebefore the recognised labour supplychain. In other words, these workersare often “introduced” to employers orlabour providers, who are often unawareof the risk that the workers are beingcontrolled by exploitative individuals.It also occurs during employmentby exploitative individuals or gangsacting covertly without the employer’sknowledge.
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De
cep
tive
or
Co
erc
ive
Re
cru
itm
en
t
Ind
icat
or
Str
en
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Mo
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ILO
De
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ich
phy
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du
ctio
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on
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r p
sych
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wo
rke
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g r
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uitm
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pro
cess
De
fi nite
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cru
iter,
Em
plo
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Intim
idat
ion
&
th
reat
s,
rest
rictio
n o
f m
ove
me
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Invo
lunt
arin
ess
De
cep
tion
re
late
s to
th
e f
ailu
re to
de
live
r wh
at
has
be
en
pro
mis
ed
to t
he
wo
rke
r, e
ithe
r ve
rbal
ly
or
in w
ritin
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he
wo
rke
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be
in a
fo
rce
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lab
ou
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tuat
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if t
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hav
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into
a jo
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eg
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typ
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vaila
bili
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d le
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th
of
cont
ract
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sala
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nd
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ne
fi ts,
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ll as
ho
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on
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alse
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ou
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sch
oo
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eq
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ncy
of
par
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vis
its,
etc
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the
n, t
he
wo
rke
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ree
do
m to
leav
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he
em
plo
yme
nt a
t an
y tim
e is
re
stric
ted
in a
ny w
ay,
the
wo
rke
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uld
be
in a
fo
rce
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ur
situ
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ad
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qu
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ut
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plo
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rkin
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on
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plo
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ont
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te
rms,
wag
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ear
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Str
on
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!!
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Em
plo
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Ab
use
of
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era
bili
ty,
De
cep
tion
Invo
lunt
arin
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Wo
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ntra
ct o
r o
ral r
ep
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nts
em
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me
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and
/or w
ork
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ive
Str
on
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cru
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Em
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use
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vuln
era
bili
ty,
De
cep
tion
Invo
lunt
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wo
rk, w
ork
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ost
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wo
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an t
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dic
ate
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ncl
ud
ing
mig
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wo
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po
int
of
job
ap
plic
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nd
/or
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r co
ntra
ct
sig
ne
d
Str
on
g
!!
Re
cru
iter,
Em
plo
yer
Ab
use
of
vuln
era
bili
ty,
De
cep
tion
Invo
lunt
arin
ess
Th
e w
ork
er
cou
ld b
e in
a f
orc
ed
lab
ou
r si
tuat
ion
if th
e o
rigin
al c
ont
ract
pro
visi
on
s ag
ree
d to
at
the
time
of
recr
uitm
ent
are
re
pla
ced
by
pro
visi
on
s
less
fav
ou
rab
le to
th
e w
ork
er,
eith
er
on
e o
r
mo
re t
ime
s ov
er
the
co
urs
e o
f th
e h
irin
g a
nd
de
plo
yme
nt p
roce
ss (e
.g.,
“co
ntra
ct s
ub
stitu
tion
”)
or
on
ce t
he
wo
rke
r ar
rive
s at
th
e w
ork
site
thro
ug
h s
o-c
alle
d “
sup
ple
me
ntal
ag
ree
me
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”
No
co
ntra
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ub
stitu
tion
fo
r m
ate
rially
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rse
con
diti
on
s (e
.g.,
diff
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nt p
rod
uct
fac
ility
,
un
dis
clo
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fe
es
for
ho
usi
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or
foo
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owe
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wag
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etc
.) sh
ou
ld b
e a
llow
ed
fo
r m
igra
nt la
bo
ur
be
twe
en
ho
me
de
par
ture
an
d s
tart
of w
ork
.
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e t
erm
s an
d c
on
diti
on
s o
f e
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loym
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agre
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up
on
at
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tim
e o
f re
cru
itme
nt a
re
no
t th
ose
co
ntai
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d in
th
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mp
loym
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ract
. Ch
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ee
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ade
with
ou
t
the
kn
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dg
e o
r co
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f th
e w
ork
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on
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!!
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cru
iter,
Em
plo
yer
Ab
use
of
vuln
era
bili
ty,
De
cep
tion
Invo
lunt
arin
ess
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De
cep
tive
or
Co
erc
ive
Re
cru
itm
en
t
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Wo
rke
rs a
re b
ein
g f
rau
du
lent
ly c
har
ge
d
fee
s fo
r fo
od
, clo
thin
g, t
ran
spo
rtat
ion
(bu
s
or
airp
lan
e t
icke
ts a
nd
bo
at r
ide
s), h
eal
th
che
cks,
wo
rk d
ocu
me
ntat
ion
an
d/o
r su
pp
lies
as p
art
of
the
ir re
cru
itme
nt
Str
on
g
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
Ab
use
of
vuln
era
bili
ty
Invo
lunt
arin
ess
Wo
rke
rs a
re r
eq
uire
d to
sig
n b
lan
k p
ape
rs,
resi
gn
atio
n le
tte
rs e
tc.,
wh
ich
co
uld
lead
to
wo
rke
rs b
ein
g t
ied
to t
erm
s an
d c
on
diti
on
s o
f
em
plo
yme
nt t
hey
did
no
t co
nse
nt to
Str
on
g
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
Ab
use
of
Vu
lne
rab
ility
, D
ece
ptio
n
Invo
lunt
arin
ess
Th
e w
ork
er
cou
ld b
e in
a f
orc
ed
lab
ou
r si
tuat
ion
if th
ey h
ave
ent
ere
d in
to a
job
th
rou
gh
de
cep
tion
abo
ut
the
typ
e/
term
s fo
r wo
rk, i
nd
icat
ing
a la
ck
of
con
sent
. If
the
n, t
he
wo
rke
r’s f
ree
do
m to
leav
e
the
em
plo
yme
nt a
t an
y tim
e is
re
stric
ted
in a
ny
way
th
e w
ork
er w
ou
ld b
e in
a f
orc
ed
lab
ou
r
situ
atio
n.
Key
em
plo
yme
nt t
erm
s an
d c
on
diti
on
s
are
sys
tem
atic
ally
no
t p
rovi
de
d p
rior
to
em
plo
yme
nt to
wo
rke
rs in
un
de
rsta
nd
able
writ
ing
an
d in
th
eir
own
lan
gu
age
via
lett
er/
agre
em
ent
/co
ntra
ct a
s re
qu
ired
by
law
Po
ssib
le
!!
Re
cru
iter,
Em
plo
yer
Ab
use
of
vuln
era
bili
ty,
De
cep
tion
Invo
lunt
arin
ess
Th
e IL
O s
tate
s al
l wo
rke
rs s
ho
uld
hav
e w
ritte
n
cont
ract
s, in
a la
ng
uag
e t
hat
th
ey e
asily
un
de
rsta
nd
, sp
eci
fyin
g r
ight
s w
ith r
eg
ard
to
pay
me
nt o
f wag
es,
ove
rtim
e, r
ete
ntio
n o
f id
ent
ity
do
cum
ent
s an
d o
the
r is
sue
s re
late
d to
pre
vent
ing
forc
ed
lab
ou
r. If
term
s/co
nd
itio
ns
we
re v
erb
ally
giv
en
an
d t
he
act
ual
co
ntra
ct m
irro
rs, t
he
n it
wo
uld
no
t n
ece
ssar
ily b
e a
n in
dic
atio
n.
Bac
k to
bac
k co
ntra
cts
pro
vid
ed
by
diff
ere
nt
acto
rs in
th
e r
ecr
uitm
ent
pro
cess
do
no
t
mat
ch (e
.g.,
on
e w
ith a
ge
ncy
in h
om
e c
ou
ntry
and
an
oth
er
up
on
arr
ival
)
Po
ssib
le
!
Re
cru
iter
Ab
use
of
vuln
era
bili
ty,
De
cep
tion
Invo
lunt
arin
ess
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De
cep
tive
or
Co
erc
ive
Re
cru
itm
en
t
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Th
ere
are
mu
ltip
le la
bo
ur
bro
kers
an
d a
ge
nts
fro
m r
ecr
uitm
ent
to e
mp
loym
ent
Po
ssib
le
!!
Re
cru
iter,
Em
plo
yer
Ab
use
of
vuln
era
bili
ty,
De
cep
tion
Invo
lunt
arin
ess
Job
ad
vert
ise
me
nts
and
/or
app
licat
ion
do
cum
ent
s ar
e c
om
ple
ted
in a
be
tte
r
stan
dar
d o
f –
or
in a
diff
ere
nt la
ng
uag
e t
han
–
the
wo
rke
r p
oss
ess
es
Po
ssib
le
!!
Re
cru
iter,
Em
plo
yer
Ab
use
of
vuln
er a
bili
ty
Invo
lunt
arin
ess
An
ad
diti
on
al d
iffi c
ult
y h
ere
is t
hat
du
e to
fl aw
ed
recr
uitm
ent
pra
ctic
es
som
etim
es
wo
rke
rs d
o n
ot
po
sse
ss t
he
ski
lls o
r ab
ilitie
s to
un
de
rtak
e t
he
role
th
ey w
ere
re
cru
ited
fo
r an
d t
he
refo
re e
nd
up
wo
rkin
g in
a le
sse
r jo
b a
t a
low
er
rate
th
an
they
ant
icip
ate
d. I
f th
en
, th
e w
ork
er’s
fre
ed
om
to
leav
e t
he
em
plo
yme
nt a
t an
y tim
e is
re
stric
ted
in
any
way
th
e w
ork
er w
ou
ld b
e in
a f
orc
ed
lab
ou
r
situ
atio
n
Wo
rke
rs a
re u
nin
form
ed
or
mis
info
rme
d
abo
ut
term
s o
f e
mp
loym
ent
. Te
rms
of
cont
ract
are
sys
tem
atic
ally
no
t ex
pla
ine
d
verb
ally
to w
ork
ers
so
th
ey c
an u
nd
ers
tan
d
em
plo
yme
nt le
tte
r/ag
ree
me
nt/
cont
ract
Po
ssib
le
!!
Re
cru
iter,
Em
plo
yer
Ab
use
of
vuln
er a
bili
ty
Invo
lunt
arin
ess
No
sys
tem
s in
pla
ce to
ide
ntify
an
d p
reve
nt
forc
ed
lab
ou
r in
th
eir
recr
uitm
ent
an
d h
irin
g
pra
ctic
es
and
/or
to e
nsu
re c
om
plia
nce
with
loca
l, n
atio
nal
or
inte
rnat
ion
al la
ws
on
em
plo
yme
nt is
fre
ely
ch
ose
n la
bo
ur,
incl
ud
ing
no
mo
nito
ring
of
age
ncy
wo
rke
rs,
tem
po
rary
/ca
sual
/co
ntra
cto
r la
bo
ur
Po
ssib
le
!
Em
plo
yer
Invo
lunt
arin
ess
Wh
ile it
is o
nly
a p
oss
ible
ind
icat
or
of
forc
ed
lab
ou
r ris
ks, i
t is
like
ly to
be
a n
on
-co
mp
lian
ce
as m
any
sup
plie
r an
d b
uye
r co
de
s re
qu
ire
man
age
me
nt s
yste
ms,
an
d m
anag
em
ent
sys
tem
s
are
crit
ical
to e
nsu
ring
co
mp
lian
ce w
ith t
he
law
.
Wo
rke
r te
stim
ony
an
d la
ck o
f d
ocu
me
ntat
ion
can
oft
en
be
cite
d in
su
pp
ort
.
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Em
plo
yme
nt
un
de
r M
en
ace
of
Pe
nal
ty
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Un
do
cum
ent
ed
mig
rant
wo
rke
rs h
ave
be
en
sub
ject
ed
to t
hre
ats
of
be
ing
re
turn
ed
to
the
ir h
om
e c
ou
ntry
an
d/
or
rep
ort
ed
to t
he
auth
orit
ies
if th
ey le
ave
em
plo
yme
nt
De
fi nite
!!
Em
plo
yer,
Hid
de
n
!x x!?x
Intim
idat
ion
&
Th
reat
s,
Ab
use
of
Vu
lne
rab
ility
Me
nac
e o
f
Pe
nal
ty
Vic
tims
of
forc
ed
lab
ou
r m
ay s
uff
er
intim
idat
ion
and
th
reat
s w
he
n t
hey
co
mp
lain
ab
ou
t th
eir
con
diti
on
s o
r wis
h to
qu
it th
eir
em
plo
yme
nt.
Acc
ord
ing
to t
he
ILO
, th
is c
an c
on
stitu
te a
form
of
psy
cho
log
ical
co
erc
ion
, de
sig
ne
d to
incr
eas
e a
wo
rke
r’s s
en
se o
f vu
lne
rab
ility
. Th
e
ILO
sta
tes
that
th
e c
red
ibili
ty a
nd
imp
act
of
the
thre
ats
mu
st b
e e
valu
ate
d f
rom
th
e w
ork
er’s
pe
rsp
ect
ive
, tak
ing
into
acc
ou
nt h
is o
r h
er
ind
ivid
ual
be
lief,
age
, cu
ltu
ral b
ackg
rou
nd
an
d
soci
al o
r e
con
om
ic s
tatu
s.
Wo
rke
rs a
re le
d to
be
lieve
th
at if
th
ey d
o n
ot
com
ply
with
wh
at is
be
ing
ask
ed
of
the
m t
he
ir
fam
ilie
s w
ill b
e s
ub
ject
to p
hysi
cal,
soci
al o
r
fi nan
cial
re
trib
utio
n in
th
eir
ho
me
co
unt
ry
De
fi nite
!!
Em
plo
yer,
Hid
de
n
!x x!?x
Intim
idat
ion
&
Th
reat
s,
Phy
sica
l V
iole
nce
, A
bu
se o
f V
uln
era
bili
ty
Me
nac
e o
f
Pe
nal
ty
Wo
rke
rs a
re c
ont
rolle
d t
hro
ug
h r
elig
ion
, ju
ju,
witc
hcr
aft
etc
. or
by
vio
len
ce o
r th
reat
s to
se
lf,
fam
ily o
r o
the
rsS
tro
ng
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
!x x!?x
Intim
idat
ion
&
Th
reat
s,
Phy
sica
l V
iole
nce
Invo
lunt
arin
ess
Wo
rke
rs a
re c
oe
rce
d/
forc
ed
to f
rau
du
lent
ly
clai
m f
or
soci
al s
ecu
rity
be
ne
fi ts
and
/or
take
ou
t lo
ans/
cre
dit
agre
em
ent
sS
tro
ng
!
Hid
de
n
!x x!?x
Intim
idat
ion
&
Th
reat
s,
Ab
use
of
Vu
lne
rab
ility
Invo
lunt
arin
ess
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Em
plo
yme
nt
un
de
r M
en
ace
of
Pe
nal
ty
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Wo
rke
rs a
re s
ub
ject
ed
to p
hysi
cally
ab
usi
ve o
r
hu
mili
atin
g f
orm
s o
f d
isci
plin
e
Str
on
g
!!
Em
plo
yer,
Hid
de
n
!x x!?x
Intim
idat
ion
&
Th
reat
s,
Phy
sica
l V
iole
nce
Me
nac
e o
f
Pe
nal
ty
Se
curit
y g
uar
ds
cont
rol w
ork
forc
e, r
est
rictin
g
fre
ed
om
of
mov
em
ent
bey
on
d w
hat
is
con
sid
ere
d r
eas
on
able
S
tro
ng
!
Em
plo
yer
!x x!?x
Re
stric
tion
of
mov
em
ent
, In
timid
atio
n &
T
hre
ats
Invo
lunt
arin
ess
Re
stric
tion
of
fre
ed
om
of
mov
em
ent
co
uld
con
stitu
te a
bar
to le
avin
g t
he
wo
rk r
ela
tion
ship
,
rais
ing
th
e q
ue
stio
n o
f vo
lunt
arin
ess
. Acc
ord
ing
to t
he
ILO
, if w
ork
ers
are
no
t fr
ee
to e
nte
r an
d
exit
the
wo
rk p
rem
ise
s, s
ub
ject
to r
est
rictio
ns
wh
ich
are
co
nsi
de
red
re
aso
nab
le, t
his
rep
rese
nts
a st
ron
g in
dic
ato
r o
f fo
rce
d la
bo
ur.
ILO
pro
vid
es
that
leg
itim
ate
re
stric
tion
s m
ight
incl
ud
e t
ho
se r
ela
ted
to p
rote
ctio
n o
f th
e s
afe
ty
and
se
curit
y o
f wo
rke
rs in
haz
ard
ou
s w
ork
site
s.
Un
reas
on
able
re
stric
tion
s o
n le
avin
g o
r re
-
ent
erin
g p
rem
ise
s (in
clu
din
g a
cco
mm
od
atio
n)
e.g
. re
qu
irin
g p
erm
issi
on
s o
r d
ep
osi
ts, s
uch
as
wh
en
sh
ift e
nd
s o
r o
n d
ays
off
Str
on
g
!
Em
plo
yer
!x x!?x
Re
stric
tion
of
mov
em
ent
, In
timid
atio
n &
T
hre
ats
Invo
lunt
arin
ess
Wo
rke
rs m
ove
me
nts
are
co
ntro
lled
ou
tsid
e
the
wo
rkp
lace
by
age
nts
of
the
ir e
mp
loye
rs
wh
o a
cco
mp
any
the
m w
he
n t
hey
leav
e t
he
site
Str
on
g
!!
Em
plo
yer,
Hid
de
nR
est
rictio
n o
f m
ove
me
nt
Invo
lunt
arin
ess
Em
plo
yer
pu
nis
he
s o
r th
reat
en
s to
re
mov
e
priv
ileg
es
(su
ch a
s p
rom
otio
n p
ote
ntia
l) o
r
extr
a w
ork
fo
r wo
rke
rs w
ho
do
no
t co
op
era
teS
tro
ng
!
Em
plo
yer
!x x!?x
Intim
idat
ion
&
Th
reat
s
Me
nac
e o
f P
en
alty
Wo
rke
rs r
eq
uire
d to
sta
y in
co
mp
any
or
bro
ker
cont
rolle
d h
ou
sin
g a
nd
are
un
able
to e
nte
r o
r
leav
e t
he
pre
mis
es
fre
ely
Str
on
g
!!
Em
plo
yer,
Hid
de
nR
est
rictio
n o
f m
ove
me
nt
Invo
lunt
arin
ess
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Em
plo
yme
nt
un
de
r M
en
ace
of
Pe
nal
ty
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Th
e e
mp
loye
r, e
mp
loym
ent
ag
ent
or
a
third
par
ty in
div
idu
al r
est
ricts
wo
rke
rs
com
mu
nic
atio
n
Str
on
g
!!
!
Em
plo
yer,
Re
cru
iter,
Hid
de
n
Ab
use
of
Vu
lne
r ab
ility
Me
nac
e o
f P
en
alty
Wo
rke
rs’ c
om
mu
nic
atio
n c
an b
e r
est
ricte
d b
y
con
fi sca
ting
mo
bile
ph
on
es,
iso
latin
g w
ork
ers
fro
m o
the
rs, r
est
rictin
g m
ove
me
nt in
th
e
wo
rkp
lace
or
livin
g q
uar
ters
, or
by
con
stan
t
surv
eill
ance
Wo
rke
rs h
ave
to w
ork
mo
re o
vert
ime
fo
r fe
ar
of
som
e d
etr
ime
nt (e
.g.,
dis
mis
sal,
red
uce
d
futu
re w
ork
, pay
cu
ts, d
em
otio
n)
Str
on
g
!
Em
plo
yer
Exc
ess
ive
O
vert
ime
, A
bu
se o
f V
uln
era
bili
ty
Me
nac
e o
f
Pe
nal
ty
The
ILO
sta
tes
that
the
imp
ositi
on o
f ove
rtim
e
doe
s no
t con
stitu
te fo
rced
lab
our w
ithin
the
limits
per
mitt
ed b
y le
gis
latio
n or
col
lect
ive
agre
emen
ts.
Ab
ove
thos
e lim
its, i
t is
app
rop
riate
to e
xam
ine
the
circ
umst
ance
s in
whi
ch a
link
aris
es b
etw
een
oblig
ator
y ov
ertim
e an
d fo
rced
lab
our.
Alth
oug
h
wor
kers
may
in th
eory
be
able
to re
fuse
to w
ork
bey
ond
nor
mal
wor
king
hou
rs, t
heir
vuln
erab
ility
mea
ns th
at in
pra
ctic
e th
ey m
ay h
ave
no c
hoic
e an
d
are
oblig
ed to
do
so in
ord
er to
ear
n th
e m
inim
um
wag
e or
kee
p th
eir j
obs,
or b
oth.
The
ILO
sta
tes
that
in c
ases
in w
hich
wor
k or
ser
vice
is im
pos
ed
by e
xplo
iting
the
wor
ker’s
vul
nera
bili
ty, u
nder
the
men
ace
of a
pen
alty
, dis
mis
sal o
r pay
men
t of
wag
es b
elow
the
min
imum
leve
l, su
ch e
xplo
itatio
n
ceas
es to
be
mer
ely
a m
atte
r of p
oor c
ond
ition
s
of e
mp
loym
ent;
it b
ecom
es o
ne o
f im
pos
ing
wor
k
und
er th
e m
enac
e of
a p
enal
ty w
hich
cal
ls fo
r
pro
tect
ion
of th
e w
orke
rs.
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Em
plo
yme
nt
un
de
r M
en
ace
of
Pe
nal
ty
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Wo
rke
rs a
re r
elu
ctan
t to
leav
e t
he
fac
ility
an
d
see
k h
elp
. Th
ey s
how
sig
ns
of
dis
tre
ss w
he
n
de
alin
g w
ith p
eo
ple
fro
m t
he
ou
tsid
e. T
his
is
com
po
un
de
d b
y la
ng
uag
e /
cu
ltu
ral b
arrie
rs
Po
ssib
le
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
Ab
use
of
Vu
lne
rab
ility
, Is
ola
tion
Invo
lunt
arin
ess
Acc
ord
ing
to t
he
ILO
, any
on
e c
an b
e a
vic
tim
of
forc
ed
lab
ou
r; h
owev
er
pe
op
le w
ho
lack
know
led
ge
of
loca
l law
s, h
ave
few
live
liho
od
op
tion
s, b
elo
ng
to a
min
orit
y, o
r e
thn
ic g
rou
p,
hav
e a
dis
abili
ty o
r h
ave
oth
er
char
acte
ristic
s
that
se
t th
em
ap
art
fro
m t
he
maj
orit
y p
op
ula
tion
are
esp
eci
ally
vu
lne
rab
le. I
t is
wh
en
an
em
plo
yer
take
s ad
vant
age
of
a w
ork
er’s
vu
lne
rab
le
po
sitio
n t
hat
a f
orc
ed
lab
ou
r m
ay a
rise
.
Wo
rke
rs a
re fi
ne
d f
or,
oft
en
arb
itrar
y, r
ule
bre
akin
g; U
nre
aso
nab
le p
olic
y &
pra
ctic
e o
f
fi nin
g w
ork
ers
fo
r ru
le b
reak
ing
Po
ssib
le
!!
Em
plo
yer,
Hid
de
nW
ithh
old
ing
o
f wag
es
Me
nac
e o
f
Pe
nal
ty
Wo
rke
rs lo
ok
to o
r al
low
so
me
on
e e
lse
to s
pe
ak o
n t
he
ir b
eh
alf
and
/or
act
as if
inst
ruct
ed
by
som
eo
ne
els
eP
oss
ible
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
Ab
use
of
Vu
lne
rab
ility
, Is
ola
tion
Invo
lunt
arin
ess
Wo
rke
rs s
how
sig
ns
of
eith
er
psy
cho
log
ical
or
phy
sica
l ab
use
. Th
ey m
ay a
pp
ear
frig
hte
ne
d,
with
dra
wn
an
d c
on
fuse
d. T
hey
may
hav
e
inju
ries
that
se
em
to b
e t
he
re
sult
of
an
assa
ult
, old
or
unt
reat
ed
wo
un
ds,
an
d/o
r
app
ear
dirt
y an
d m
aln
ou
rish
ed
Po
ssib
le
!!
Em
plo
yer,
Hid
de
n
!x x!?x
Intim
idat
ion
&
Th
reat
s,
Phy
sica
l o
r S
exu
al
Vio
len
ce
Invo
lunt
arin
ess
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Em
plo
yme
nt
un
de
r M
en
ace
of
Pe
nal
ty
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Wo
rke
rs d
o n
ot
know
or
pro
vid
e f
alse
info
rmat
ion
: acc
om
mo
dat
ion
ad
dre
sse
s, a
nd
/
or
nam
e o
r ad
dre
ss o
f th
eir
em
plo
yer
and
/or
nam
e o
r ad
dre
ss o
f th
e lo
catio
n w
he
re t
hey
are
wo
rkin
g
Po
ssib
le
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
Iso
latio
n
Invo
lunt
arin
ess
Ge
og
rap
hic
, so
cial
, cu
ltu
ral,
or
eve
n la
ng
uag
e
iso
latio
n a
re p
rese
nt t
hat
tra
p m
igra
nt w
ork
ers
at a
wo
rk s
iteP
oss
ible
!
Em
plo
yer
Iso
latio
n
Invo
lunt
arin
ess
No
sys
tem
s in
pla
ce to
ide
ntify
an
d p
reve
nt
forc
ed
lab
ou
r in
th
eir
em
plo
yme
nt p
ract
ice
s
and
/or
to e
nsu
re c
om
plia
nce
with
loca
l,
nat
ion
al o
r in
tern
atio
nal
law
s o
n e
mp
loym
ent
is f
ree
ly c
ho
sen
lab
ou
r
Po
ssib
le
!
Em
plo
yer
Invo
lunt
arin
ess
and
/or
Me
nac
e
of
Pe
nal
ty
Wh
ile it
is o
nly
a p
oss
ible
ind
icat
or
of
forc
ed
lab
ou
r ris
ks, i
t is
like
ly to
be
a n
on
-co
mp
lian
ce
as m
any
sup
plie
r an
d b
uye
r co
de
s re
qu
ire
man
age
me
nt s
yste
ms,
an
d m
anag
em
ent
syst
em
s ar
e c
ritic
al to
en
surin
g c
om
plia
nce
with
th
e la
w. W
ork
er
test
imo
ny a
nd
lack
of
do
cum
ent
atio
n c
an o
fte
n b
e c
ited
in s
up
po
rt.
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De
bt/
Wag
e E
ntr
apm
en
t &
Te
rmin
atio
n P
reve
nti
on
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Wo
rke
rs c
ann
ot
leav
e e
mp
loym
ent
unt
il th
ey
hav
e w
ork
ed
to p
ay o
ff d
eb
ts o
we
d to
th
e
em
plo
yer.
De
fi nite
!
Em
plo
yer
De
bt
Bo
nd
age
, W
ithh
ol d
ing
o
f wag
es
Invo
lunt
arin
ess
Forc
ed
lab
ou
rers
are
oft
en
wo
rkin
g in
an
att
em
pt
to p
ay o
ff a
n in
curr
ed
(or
som
etim
es
inh
erit
ed
)
de
bt
du
ring
re
cru
itme
nt o
r e
mp
loym
ent
. Th
e d
eb
t
can
aris
e f
rom
wag
e a
dva
nce
s o
r lo
ans
to c
ove
r
recr
uitm
ent
or
tran
spo
rt c
ost
s o
r fr
om
dai
ly li
vin
g o
r
em
erg
en
cy e
xpe
nse
s, s
uch
as
me
dic
al c
ost
s.
Acc
ord
ing
to t
he
ILO
, de
bt
bo
nd
age
, or
bo
nd
ed
lab
ou
r, re
fl e
cts
an im
bal
ance
in p
owe
r b
etw
ee
n
the
wo
rke
r an
d e
mp
loye
r o
r its
lab
ou
r p
rovi
de
r
or
exte
rnal
ag
ent
. It
has
th
e e
ff e
ct o
f b
ind
ing
the
wo
rke
r to
th
e e
mp
loye
r fo
r an
un
spe
cifi e
d
or
exce
ssiv
e p
erio
d o
f tim
e a
nd
oft
en
be
ars
no
rese
mb
lan
ce to
th
e “
no
rmal
” lo
an f
rom
a b
ank
or
oth
er
ind
ep
en
de
nt le
nd
er
for
rep
aym
ent
.
Wo
rke
rs c
ann
ot
leav
e e
mp
loym
ent
unt
il
they
hav
e w
ork
ed
to p
ay o
ff d
eb
ts o
we
d
to t
he
lab
ou
r b
roke
r o
r o
the
r in
term
ed
iary
wh
o h
as f
acili
tate
d t
he
wo
rk, f
or
tran
spo
rt,
acco
mm
od
atio
n o
r o
the
r se
rvic
es
De
fi nite
!!
Re
cru
iter,
Em
plo
yer
De
bt
Bo
nd
age
, W
ithh
old
ing
o
f wag
es
Invo
lunt
arin
ess
Wo
rke
rs c
ann
ot
leav
e e
mp
loym
ent
unt
il th
ey
hav
e w
ork
ed
to p
ay o
ff d
eb
ts o
we
d to
a t
hird
par
ty in
div
idu
al u
nco
nn
ect
ed
with
th
e w
ork
wh
o c
ont
rols
th
em
or w
ho
has
man
age
d t
he
m
into
de
bt
De
fi nite
!
Hid
de
nD
eb
t B
on
dag
e,
With
ho
l din
g
of w
age
s
Invo
lunt
arin
ess
Em
plo
yer
infl
ate
s w
ork
ers
’ in
de
bte
dn
ess
or
en
sure
s th
ey h
ave
min
imal
or
no
inco
me
D
efi n
ite
!
Em
plo
yer
De
bt
Bo
nd
age
, W
ithh
old
ing
o
f wag
es
Invo
lunt
arin
ess
Em
plo
yers
– o
r re
cru
iters
– c
an a
lso
mak
e
it d
iffi c
ult
fo
r wo
rke
rs to
esc
ape
fro
m t
he
de
bt.
Ind
uce
d o
r in
fl at
ed
ind
eb
ted
ne
ss, o
r
com
po
un
de
d d
eb
ts c
an r
esu
lt o
f m
any
fact
ors
such
as
by
fals
ifi ca
tion
or
man
ipu
latio
n o
f
acco
unt
s, in
fl at
ed
pric
es
for
go
od
s/se
rvic
es
pu
rch
ase
d, r
ed
uce
d v
alu
e o
f g
oo
ds/
serv
ice
s
pro
du
ced
, ch
arg
ing
exc
ess
ive
inte
rest
on
loan
s
or
adva
nce
s to
wo
rke
rs, e
tc.
Su
bst
antia
l lo
ans
he
ld b
y w
ork
ers
, with
exce
ssiv
e in
tere
st r
ate
s an
d/o
r o
ne
rou
s
fi nan
cin
g s
che
me
s an
d/o
r u
nre
aso
nab
le a
nd
/
or
un
law
ful t
erm
s an
d c
on
diti
on
s o
f re
pay
me
nt
De
fi nite
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
De
bt
Bo
nd
age
, W
ithh
old
ing
o
f wag
es
Invo
lunt
arin
ess
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De
bt/
Wag
e E
ntr
apm
en
t &
Te
rmin
atio
n P
reve
nti
on
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Pay
, in
clu
din
g e
arn
ed
ho
liday
pay
, is
cont
ing
ent
on
th
e w
ork
er
no
t le
avin
g
em
plo
yme
nt b
efo
re w
ork
ing
a m
inim
um
or
set
pe
riod
of
time
; With
ho
ldin
g o
f wag
es
for
ear
ly
cont
ract
te
rmin
atio
n
De
fi nite
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
Th
e IL
O p
rinci
ple
, th
at s
tate
s al
l wo
rk
rela
tion
ship
s sh
ou
ld b
e f
ou
nd
ed
on
th
e m
utu
al
con
sent
of
the
co
ntra
ctin
g p
artie
s, im
plie
s th
at
bo
th m
ay le
ave
th
e w
ork
re
latio
nsh
ip a
t an
y
mo
me
nt, s
ub
ject
to g
ivin
g r
eas
on
able
no
tice
in a
cco
rdan
ce w
ith n
atio
nal
law
or
a co
llect
ive
agre
em
ent
. If
the
wo
rke
r ca
nn
ot w
ithd
raw
his
/
he
r co
nse
nt, w
itho
ut
fear
of
suff
erin
g a
pe
nal
ty,
the
wo
rk m
ay b
e c
on
sid
ere
d to
be
fo
rce
d la
bo
ur,
star
ting
fro
m t
he
mo
me
nt h
e o
r sh
e h
as b
ee
n
de
nie
d t
he
rig
ht to
sto
p w
ork
ing
.
Mo
ne
tary
fi n
es
or
de
du
ctio
ns
are
levi
ed
if a
wo
rke
r d
oe
s n
ot w
ork
a m
inim
um
or
set
pe
riod
of
time
De
fi nite
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
Th
e e
mp
loye
r, e
mp
loym
ent
ag
ent
or
a th
ird
par
ty in
div
idu
al, i
s in
co
ntro
l of w
ork
er’s
orig
inal
ide
ntifi
catio
n p
ape
rs, a
nd
/or
trav
el d
ocu
me
nts
and
/or
or
oth
er
pe
rso
nal
po
sse
ssio
ns;
wo
rke
rs
are
un
able
to a
cce
ss t
he
se it
em
s o
n d
em
and
and
/or
they
fe
el t
hat
th
ey c
ann
ot
leav
e t
he
job
with
ou
t ris
kin
g t
he
ir lo
ss
De
fi nite
!!
!
Em
plo
yer,
Re
cru
iter,
Hid
de
n
Re
tent
ion
o
f id
ent
ity
do
cum
ent
s
Me
nac
e o
f
Pe
nal
ty
Re
tain
ing
th
e id
ent
ity d
ocu
me
nts
of
mig
rant
wo
rke
rs d
oe
s n
ot,
of
itse
lf, c
on
stitu
te f
orc
ed
lab
ou
r. E
mp
loye
rs o
fte
n r
atio
nal
ize
th
at t
hey
are
ho
ldin
g p
assp
ort
s o
r o
the
r o
ffi ci
al d
ocu
me
nts
for
safe
kee
pin
g, b
ut
in f
act w
ork
ers
oft
en
do
no
t fe
el c
om
fort
able
re
qu
est
ing
acc
ess
to t
he
ir
do
cum
ent
s, a
nd
/or
the
pro
cess
fo
r g
ain
ing
acce
ss to
th
eir
do
cum
ent
s is
on
ero
us
and
intim
idat
ing
. With
ou
t p
ape
rs, a
mig
rant
wo
rke
r
can
no
t fr
ee
ly a
nd
saf
ely
mov
e a
bo
ut
or
leav
e
a h
ost
co
unt
ry, a
nd
is a
t ris
k o
f im
pris
on
me
nt
if st
op
pe
d a
nd
qu
est
ion
ed
by
po
lice
. If
it is
a
leg
al r
eq
uire
me
nt to
re
tain
orig
inal
do
cum
ent
s,
wo
rke
rs s
ho
uld
giv
e t
he
ir w
ritte
n c
on
sent
an
d
the
re s
ho
uld
be
sys
tem
s in
pla
ce to
en
sure
th
ey
can
re
trie
ve t
he
ir d
ocu
me
nts
at a
ny t
ime
.
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bt/
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e E
ntr
apm
en
t &
Te
rmin
atio
n P
reve
nti
on
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Ou
tsta
nd
ing
pay
me
nts
du
e to
wo
rke
rs o
n
term
inat
ion
are
no
t p
aid
(or
pai
d la
ter
than
th
e
nex
t p
ayro
ll ru
n)
Str
on
g
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
Wo
rke
rs m
ay b
e o
blig
ed
to r
em
ain
with
an
em
plo
yer
lon
ge
r th
an a
gre
ed
wh
ile w
aitin
g f
or
the
wag
es
that
are
ow
ed
to t
he
m. A
cco
rdin
g to
the
ILO
, irr
eg
ula
r o
r d
ela
yed
pay
me
nt o
f wag
es
do
no
t au
tom
atic
ally
imp
ly a
fo
rce
d la
bo
ur
situ
atio
n. B
ut w
he
n w
age
s ar
e s
yste
mat
ical
ly
and
de
libe
rate
ly w
ithh
eld
, an
d d
eny
a w
ork
er
the
op
po
rtu
nity
to c
han
ge
em
plo
yer,
this
po
ints
to
forc
ed
lab
ou
r.
Pay
pe
riod
inte
rval
s ar
e lo
ng
er
than
on
e m
ont
h
or w
age
s ar
e p
aid
mo
re t
han
on
e p
ay p
erio
d in
arre
ars;
de
laye
d/
with
he
ld w
age
sS
tro
ng
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
No
tice
pe
riod
re
qu
ired
fro
m t
he
wo
rke
r is
in
exce
ss o
f th
e p
ay p
erio
d a
nd
co
ntra
ry to
law
Str
on
g
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
Wo
rke
rs h
ave
to p
ay t
he
ir ow
n c
ost
s to
re
turn
to c
ou
ntry
of
orig
in if
th
ey d
o n
ot
com
ple
te
cont
ract
te
rmS
tro
ng
!!
!
Em
plo
yer,
Re
cru
iter,
Hid
de
n
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
Wo
rke
rs c
ann
ot
term
inat
e t
he
ir la
bo
ur
cont
ract
unt
il af
ter
a sp
eci
fi ed
pe
riod
of
time
has
pas
sed
aft
er
trai
nin
g o
r o
the
r b
en
efi t
has
be
en
pai
d b
y e
mp
loye
r
Str
on
g
!
Em
plo
yer
De
bt
Bo
nd
age
, W
ithh
old
ing
o
f wag
es
Invo
lunt
arin
ess
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bt/
Wag
e E
ntr
apm
en
t &
Te
rmin
atio
n P
reve
nti
on
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Wo
rke
rs b
elie
ve t
hey
are
ob
lige
d to
wo
rk
with
ou
t p
ay o
r fo
r lo
w p
ay to
re
pay
a f
avo
ur
or
serv
ice
or
for
som
e o
the
r re
aso
nS
tro
ng
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
De
bt
Bo
nd
age
, W
ithh
old
ing
o
f wag
es
Invo
lunt
arin
ess
Wo
rke
rs h
ave
to w
ork
to p
ay o
ff
(un
reas
on
able
) de
bts
ow
ed
to a
n
em
plo
yme
nt/
wo
rk fi
nd
ing
ag
ent
fo
r wo
rk
fi nd
ing
, tra
nsp
ort
or
oth
er
fee
s
Str
on
g
!!
Re
cru
iter,
Em
plo
yer
De
bt
Bo
nd
age
, W
ithh
old
ing
o
f wag
es
Invo
lunt
arin
ess
Em
plo
yers
can
als
o m
ake
it d
iffi c
ult
fo
r wo
rke
rs
to le
ave
em
plo
yme
nt d
ue
to in
du
ced
or
infl
ate
d
ind
eb
ted
ne
ss
Wo
rke
rs a
re r
eq
uire
d to
sig
n u
p to
an
exce
ssiv
ely
lon
g p
erio
d o
f ac
com
mo
dat
ion
rent
al o
r lo
dg
e e
xce
ssiv
e d
ep
osi
ts w
ith
fi nan
cial
pe
nal
ties
for
ear
ly le
avin
g o
f
em
plo
yme
nt o
r ac
com
mo
dat
ion
Str
on
g
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Me
nac
e o
f
Pe
nal
ty
Wo
rke
rs r
ece
ive
pay
me
nt in
kin
d
(acc
om
mo
dat
ion
, to
ken
s, v
ou
che
rs, e
tc.)
wh
ich
exce
ed
s an
un
reas
on
able
% o
f wag
eS
tro
ng
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Invo
lunt
arin
ess
Wo
rke
rs h
ave
wag
es
pai
d in
to s
om
eo
ne
els
e’s
ban
k ac
cou
nts;
or w
ork
ers
are
no
t in
co
ntro
l of
the
ir ow
n b
ank
acco
unt
sS
tro
ng
!!
!
Re
cru
iter,
Em
plo
yer,
Hid
de
n
Ab
use
of
vuln
era
bili
ty;
With
ho
ldin
g
of w
age
s
Invo
lunt
arin
ess
Em
plo
yer
or
recr
uite
r ac
cess
to w
ork
ers
’ ban
k
acco
unt
s cr
eat
es
pow
erf
ul l
eve
rag
e f
or
the
em
plo
yer
or
recr
uite
r ov
er
the
wo
rke
r. A
wo
rke
r
may
fe
el t
rap
pe
d in
his
job
be
cau
se s
he
/h
e
fear
s th
at h
er/
his
ear
nin
gs
will
be
tak
en
aw
ay if
she
/h
e c
om
pla
ins
or
atte
mp
ts to
leav
e.
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De
bt/
Wag
e E
ntr
apm
en
t &
Te
rmin
atio
n P
reve
nti
on
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
De
du
ctio
ns
are
mad
e f
rom
wo
rke
rs’ p
ay b
y
the
em
plo
yer w
itho
ut w
ork
er’s
co
nse
nt/
know
led
ge
an
d w
hic
h a
re n
ot
pro
vid
ed
fo
r b
y
nat
ion
al la
w
Str
on
g
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Invo
lunt
arin
ess
Th
ese
sch
em
es
oft
en
sig
nifi
cant
ly d
ep
lete
a
wo
rke
r’s t
ake
-ho
me
pay
an
d a
bili
ty to
pay
off
de
bt
Forc
ed
sav
ing
s p
rog
ram
s in
pla
ce –
wh
ere
a
po
rtio
n o
f th
e w
ork
er’s
sal
ary
is w
ithh
eld
an
d
de
po
site
d in
to a
sav
ing
s ac
cou
nt to
wh
ich
th
e
wo
rke
r d
oe
s n
ot
hav
e a
cce
ss u
ntil
he
r te
rm o
f
wo
rk is
co
mp
lete
Str
on
g
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Invo
lunt
arin
ess
Mig
rant
wo
rke
rs v
isa
and
wo
rk p
erm
it is
tie
d to
a si
ng
le e
mp
loye
rP
oss
ible
!
Em
plo
yer
Ab
use
V
uln
era
bili
ty
Invo
lunt
arin
ess
Th
is is
leg
al p
ract
ice
in m
any
cou
ntrie
s –
and
an
aud
itor
may
like
ly n
ee
d to
lin
k th
is r
isk
with
oth
er
ind
icat
ors
.
Mig
rant
wo
rke
rs a
re f
orc
ed
to p
ay f
or
retu
rn
trav
el t
o t
he
ir h
om
e c
ou
ntrie
sP
oss
ible
!
Em
plo
yer
With
ho
ldin
g
of w
age
s
Invo
lunt
arin
ess
Pro
po
rtio
n o
f wag
es
are
with
he
ld a
nd
pai
d a
t
the
en
d o
f th
e y
ear
Po
ssib
le
!
Em
plo
yer
With
ho
ldin
g
of w
age
s,
De
cep
tion
Me
nac
e o
f
Pe
nal
ty
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De
bt/
Wag
e E
ntr
apm
en
t &
Te
rmin
atio
n P
reve
nti
on
Ind
icat
or
Str
en
gth
Mo
de
lA
pp
licab
le
ILO
Ind
icat
or
ILO
De
fi nit
ion
E
lem
en
tC
om
me
nts
Evi
de
nce
of
de
libe
rate
inco
mp
lete
or
fals
ifi ca
tion
of w
age
an
d/o
r wo
rkin
g h
ou
rs
reco
rds
(e.g
., d
ou
ble
bo
oks
); W
age
s an
d/o
r
ho
urs
wo
rke
d c
ou
ld n
ot
be
ve
rifi e
d o
r wo
rke
rs
pai
d in
su
ch a
way
th
at w
age
s ca
nn
ot
be
verifi
ed
Po
ssib
le
!
Em
plo
yer
With
ho
ldin
g
of w
age
s,
De
cep
tion
Invo
lunt
arin
ess
Mo
ne
tary
de
po
sits
re
qu
ired
an
d/o
r wag
e
de
du
ctio
ns
mad
e f
or
ess
ent
ial w
ork
-re
late
d
item
s th
at s
ho
uld
be
me
t b
y th
e e
mp
loye
rP
oss
ible
!
Em
plo
yer
With
ho
ldin
g
of w
age
s,
De
cep
tion
Invo
lunt
arin
ess
If d
ed
uct
ion
s ar
e a
llow
ed
un
de
r la
w a
nd
/or
cust
om
er
req
uire
me
nts
de
du
ctio
ns
sho
uld
no
t
take
wo
rke
r wag
es
be
low
min
imu
m w
age
.
Wo
rke
rs h
ave
no
t b
ee
n g
ive
n a
fre
e
cho
ice
in w
he
re t
hey
live
an
d w
ill lo
se
the
ir ac
com
mo
dat
ion
if t
hey
leav
e t
he
ir
em
plo
yme
nt
Po
ssib
le
!!
Em
plo
yer,
Hid
de
nA
bu
se o
f vu
lne
rab
ility
Invo
lunt
arin
ess
Ris
ks o
f fo
rce
d la
bo
ur
incr
eas
e in
cas
es
of
a
pre
-exi
stin
g d
ep
en
de
ncy
re
latio
nsh
ip w
ith t
he
em
plo
yer
or
in c
ase
s o
f m
ult
iple
de
pe
nd
en
cy
on
th
e e
mp
loye
r th
at g
o b
eyo
nd
th
e jo
b, e
.g. t
he
wo
rke
r d
ep
en
ds
on
th
e e
mp
loye
r n
ot
on
ly f
or
his
/h
er
job
bu
t al
so f
or
ho
usi
ng
, fo
od
an
d h
ow
wo
rk f
or
his
/h
er
rela
tive
s.W
ork
er
has
mu
ltip
le d
ep
en
de
nci
es
on
th
e
em
plo
yer
that
go
bey
on
d t
he
job
Po
ssib
le
!
Em
plo
yer
Ab
use
of
vuln
era
bili
ty
Invo
lunt
arin
ess
No
sys
tem
s in
pla
ce to
ide
ntify
an
d p
reve
nt
forc
ed
lab
ou
r in
th
eir
wag
e a
nd
te
rmin
atio
n
pra
ctic
es
and
/or
to e
nsu
re c
om
plia
nce
with
loca
l, n
atio
nal
or
inte
rnat
ion
al la
ws
on
em
plo
yme
nt is
fre
ely
ch
ose
n la
bo
ur
Po
ssib
le
!
Em
plo
yer
Invo
lunt
arin
ess
and
/or
Me
nac
e
of
Pe
nal
ty
Wh
ile it
is o
nly
a p
oss
ible
ind
icat
or
of
forc
ed
lab
ou
r ris
ks, i
t is
like
ly to
be
a n
on
-co
mp
lian
ce
as m
any
sup
plie
r an
d b
uye
r co
de
s re
qu
ire
man
age
me
nt s
yste
ms,
an
d m
anag
em
ent
syst
em
s ar
e c
ritic
al to
en
surin
g c
om
plia
nce
with
th
e la
w. W
ork
er
test
imo
ny a
nd
lack
of
do
cum
ent
atio
n c
an o
fte
n b
e c
ited
in s
up
po
rt.
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What are key considerations when forced labour is found or suspected?The specifics surrounding the nature of the exploitation discovered in the audit process will necessarily dictate what action to take.
However, good business practice in dealing with forced labour – or with suspicions of forced labour – requires at a minimum actions by auditors to (1) capture and protect evidence in the audit report, and (2) protect at risk individuals. Protecting possible victims and capturing and documenting evidence for follow-up should be paramount to any key steps to be taken when forced labour is suspected or found.
1. Protect Workers
As a guiding principle, auditors’ immediate actions, and the ongoing corrective actions taken by facility management and/or the brands that buy from them, should focus on what is best for any possible victims in question. The primary responsibility when dealing with a potential victim is to ensure their safety and welfare. This is at the core of most legislation and is fundamental to the approach taken by law enforcement agencies, the voluntary sector and any other organisation involved in the support of potential victims.
Running through all of this is the risk to the victim, anyone associated with them, and the auditor who is investigating and reporting these issues. For that reason authorities (such as investigating and enforcement authorities) may need to be engaged in order to provide the auditor and victim with the necessary guidance, support, assistance and protection. It is recommended that audit companies, and companies that hire them, develop and have in place clear communication guidelines that guide auditors on whether, how and when to refer matters to the appropriate governmental authorities. Guidelines should consider the effects of the involvement, or lack thereof, on the facility, possible victim, any other affected employees, and/ or auditing body. The protection of these at risk individuals must take precedence over all other considerations. Not doing so runs the risk that any necessary criminal investigation will be undermined, and the possible victim are left unprotected. In environments where law enforcement officials may not be fully trained in handling severe cases of abuse, auditors might need to also be aware of local resources and
1 2Protect Workers Capture and Protect Evidence
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organisations that provide victim services, which can act not only as a support to the victim, but the auditor. Organisations include those that support the worker’s rehabilitation (including physical and mental health), repatriation (if desired by the worker), and/or their reintegration into the labour market and community.
Auditors may feel the need to share the report with any known brands purchasing from the facility in order to protect workers, particularly when reporting any suspicions to a facility that is complicit in exploitation can place either the auditor or the worker at risk. This will present issues with audits that are owned by the facility; legal (and perhaps ethical) concerns may arise regarding disclosure to a third party who has not paid for and is therefore not the owner of the report. It is recommended that auditors (and companies who hire them) review all contractual terms for commissioned audits to identify and remove any limits to sharing in these limited cases where the auditor, in his/her experience and judgment, believes that there is an actual or a strong indication of a likely forced labour exploitation case.
Auditors can also visit the Sedex Members Ethical Trade Audit (SMETA)’s Supplementary Guidance for Dealing with Sensitive issues Raised at Audit for additional guidance on possible communication vehicle options.
2. Capture and Protect Evidence
Any of the risks listed in this Guide, if identified, should be documented in the audit report to allow for corrective action planning by buyers and suppliers, or more importantly victim protection, where warranted. It is also important to make a record of any concerns and information which may be useful at a later stage should an investigation be appropriate.
Many issues raised by workers (related to some of the indicators in the Guide) will not have any supporting documentation or written evidence and so auditors traditionally have been reluctant to include the issues in the audit report. Auditors are encouraged, in order to capture evidence of risks for follow-up, to use their judgement on the type of non-compliance raised, such as citing management systems as a basis, whereby other items (such as lack of documentation) in addition to worker testimony can also be cited in support. Auditors can visit SMETA’s Supplementary Guidance for Dealing with Sensitive issues Raised at Audit for a ‘good practice approach’ on how these issues could be handled.
Moreover, not all the indicators proposed are definite signs of non-compliance and warrant a finding of forced labour exploitation. Forced labour are very difficult to identify in a definitive manner, especially based off of the ILO definitions, as multiple factors need to be in place to definitively identify a situation as forced labour. In fact, many of the indicators in the Guide are suggested as they may – only in various combinations – increase the risk of forced labour through the employment cycle. Current practice is to cite the non-compliance (if there is one) under other content areas (e.g. wages, working hours, accommodation, harassment, etc.) but not as a forced labour risk. Auditors are encouraged to, in order to ensure the proper follow-up (investigation, remediation, victim protection, etc.) can be taken, also record the risks in the audit report under ‘Employment is Freely Chosen.’ Some sites are not aware that some non-compliances have knock on effects onto forced labour (e.g. non-payment of wages means workers do not feel they can leave employment). Therefore it is useful also for the facility (through raising observations) to understand their own risk.
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The following table suggests how to record evidence in the audit report:
Strength Documentation
Definite A finding of any of the indicators listed as “definite” in this Guide during the audit should be recorded in the audit report as a non-compliance under ‘Employment is Freely Chosen’ issue titles. (This is the current state of play for forced labour findings during audits)
Strong If one or more strong indicators appear (e.g., workers have to work more overtime for fear of some detriment) and
Either
●● workers have a dependency relationship with the employer that go beyondthe job (e.g. dependency on the employer for family member’s employment;dependency for basic accommodation and food needs),
Or ●● practices prevent them from leaving (e.g. ‘delayed or withheld wage
payments’)
Then auditors should raise the issues as non-compliance by making greater use of existing Employment is Freely Chosen issue titles.
Auditors will also use their experience and judgement to make a determination whether an aggregation of findings of strong and/or possible indicators warrants a finding of non-compliance.
Possible Possible indicators are not strong enough to suggest forced labour in themselves, but an aggregation of findings of possible indicators could warrant further investigation.
In cases where there is insufficient evidence to raise a forced labour non-compliance, either through a lack of definitive signs or the combination of findings of strong and/or possible indicators are inconclusive, then auditors should raise them as observations under Employment is Freely Chosen by making greater use of existing Employment is Freely Chosen issue titles.
Evidence should always be documented for follow-up. It should be remembered that forced labour flourishes in an environment when reporting is unlikely. Non-reporting allows it to continue unabated and allows actual, likely or possible exploitation to flourish or to be hidden, thereby preventing future identification and increasing the control of and threats to workers. Non-reporting also prevents a whole picture of forced labour to be seen and understood, preventing facilities to understand their own risk. Auditors are encouraged to, in order to ensure the proper follow-up (investigation, remediation, victim protection, etc.) can be taken, to record all non-compliances and all risks in the audit report under ‘Employment is Freely Chosen.’
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ResourcesDelphi Indicators (http://www.ilo.org): presents lists of operational indicators which can be used to assess the situation of a potential victim of trafficking with respect to each of the six main elements of the definition of trafficking in human beings, as found in the Palermo Protocol.
Institute for Human Rights and Business Dhaka Principles for Migration with Dignity (http://www.dhaka-principles.org/): a roadmap that traces the worker from recruitment through employment and the end of contract and that provides key principles employers and migrant recruiters should respect at each stage in the process to ensure migration with dignity.
International Labour Organization (http://www.ilo.org/global/topics/forced-labour/): guidance material and tools for employers and business to strengthen their capacity to address the risk of forced labour and human trafficking in their own operations and in global supply chains.
Sedex Supplier Workbook (https://www.sedexglobal.com/sedex-supplier-workbook/): an in-depth guide offering practical guidance, case studies and good practice to help suppliers around the world drive ethical improvements in their businesses.
SMETA (Sedex Members Ethical Trade Audit) (https://www.sedexglobal.com/products-services/smeta-audit/): an audit methodology that engages supply chain monitors, buyers and suppliers in one common audit approach, thereby reducing duplication and increasing convergence.
Sedex Modern Slavery Briefing (https://www.sedexglobal.com/briefing-modern-day-slavery/): a generalised introduction into the challenging issues of human trafficking and forced labour, with recommendations on what businesses
can do. Includes a case study on how workers are affected as well as a spotlight on migrant workers & labour brokers.
Sedex Modern Slavery Flyer (https://cdn.sedexglobal.com/wp-content/uploads/2016/09/Sedex-Briefing-Modern-Day-Slavery-April-2014-Final.pdf): a generalised introduction into the transparency clause of the United Kingdom’s Modern Day Slavery Act, what it means for business, and how Sedex helps its members with compliance.
Stronger Together Tool Kit (http://stronger2gether.org/): offers an anti-human trafficking/forced labour video, a toolkit to tackle hidden labour exploitation, multi-language posters, worker leaflets and other resources.
The Joseph Rowntree Foundation (https://www.jrf.org.uk): commissioned a paper that examines how forced labour is currently framed within national legislation and explores a continuum of exploitation and interventions between decent work and forced labour.
UK Gangmasters Licensing Authority ‘How to Spot the Signs’: (http://www.gla.gov.uk/): defined the term modern day slavery and provides guidance on how to spot the signs.
Verité Fair Hiring Toolkit (www.verite.org): offers tools, guidance and approaches to support the responsible recruitment and hiring of migrant workers in global supply chains.
Walk Free Tackling Modern Slavery in Supply Chains (https://www.walkfree.org): provides companies guidance on how to reduce or eliminate the risk of modern slavery occurring in their supply chains, either as a direct or indirect result of their procurement practices.
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Useful TermsBonded Labour or Debt Bondage: Debt bondage is a worker pledging their labour or the labour of others under their control as security for a debt; when either the real value of the work undertaken is never applied to repayment of the debt, or the length and nature of the work that has to be undertaken is never fully defined or limited. The labour is not necessarily forced by violence or threats; instead it is enforced by the worker’s forced acceptance of the obligation to repay the artificial debt. It is included as a form of exploitation related to trafficking in the United Nations protocol on trafficking in persons.
Forced Labour: Article 2.1 of The Forced Labour Convention No. 29 states that forced labour “shall mean all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself [or herself] voluntarily.”
Human Trafficking: Article 3, paragraph (a) of the Protocol to Prevent, Suppress and Punish Trafficking in Persons defines trafficking in persons as “the recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation.” Where the victim is a child under 18 years of age, there is no requirement of coercive means. It is sufficient if the child is both recruited and exploited through one of the recognized forms of exploitation (e.g. slavery, organ removal, sexual exploitation, etc.).
Although they are interconnected, forced labour and human trafficking are not the same in international law or in practice. Forced labour can result from internal or cross-border movement which renders some workers particularly vulnerable to deceptive recruitment and coercive labour practices. However, whilst trafficked people are often exploited through forced labour, not everyone who experiences forced labour has been trafficked. An unknown number of people voluntarily enter into employment in farms, factories and homes and, once in the door, are unable to leave because the employer/enforcer holds them in forced labour. They may work alongside persons who were recruited and brought into the same situation (i.e., trafficked). But, they are not defined as ‘trafficked’ and so are not eligible for the legal protections offered to trafficked workers. The movement of people for the purpose of forced labour and services usually involves an agent or recruiter, a transporter, and a final employer, who will derive a profit from the exploitation of the trafficked person. In some cases, the same person carries out all these trafficking activities.
Modern Day Slavery: Often used as a “catch all term” to denote human trafficking, forced labour and slavery-like practices such as debt bondage, and the sale or exploitation of children. All of these crimes have a common feature – they involve one person depriving another person of their liberty in order to exploit them for personal or commercial gain.
Slavery: Art 1(1) of the UN Slavery Convention defines slavery as “the status or condition of a person over whom any or all of the powers attaching to the right of ownership are exercised.” Slavery is much more than forced labour; all slavery involves forced labour but not all forced labour involves slavery.
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AcknowledgementsA Working Group of the Sedex Stakeholder Forum (SSF) produced the Guidance on Operational Practice & Indicators of Forced Labour. The Working Group was chaired by Sedex’s stakeholder executive Marianne Voss, and by David Camp, Stronger Together’s Programme Coordinator, who were the main authors.
Sedex would like to thank Stronger Together for lending us David Camp’s leadership and expertise to the Working Group. Stronger Together was launched in 2013 as a collaborative business led initiative to equip employers and recruiters with the practical knowledge and resources to tackle modern slavery by providing free good practice guidance and tools through www.stronger2gether.org and to support industry to combat forced labour, labour traffi cking and other hidden worker exploitation in their business and supply chains.
This Guidance on Operational Practice & Indicators of Forced Labour is a work in progress. We at Sedex hope it is a step forward, albeit
perhaps a small one, in broader identifi cation and reporting of forced labour risks in modern supply chains. We also understand that
there may challenges and we hope to learn from the experiences of others and gather feedback on what else Sedex can do to best
facilitate adoption of this guidance into practice as well as what other tools may be needed to facilitate broader identifi cation and reporting of forced labour risks. We also recognize that there are
some auditors and companies that are doing signifi cantly more today and we expect as they and others adopt this guide they will naturally innovate and signifi cantly improve on the recommended indicators. We therefore encourage broad feedback on the document. As we
learn from experience, we will review and improve the guidance and expand our tool set for members. Please forward your comments to
