Regardless of what local law says, an organization should make sure on its own account that it respects the ILO's fundamental rights at work. On collective bargaining and freedom of association: workers and employers may form and join organizations they choose without needing permission beforehand; representative organizations are recognised for bargaining; where workers wish, terms and conditions are set through voluntary collective negotiation; representatives get the facilities and information they need for their role; and collective agreements include ways of settling disputes. Forced labour: the organization neither uses nor profits from forced or compulsory labour, including prison labour, unless the person has been convicted by a court, the work is under public supervision and, for a private organization, the work is voluntary and on fair, decent terms. Equal opportunity and non-discrimination: employment policies do not discriminate on grounds of race, colour, gender, age, disability, religion, political opinion, national extraction or social origin, nor on the newer grounds of marital or family status, personal relationships or health status (including HIV/AIDS); hiring, pay, conditions, training, promotion and dismissal rest solely on what the job needs; harassment is prevented; effects on equal opportunity are assessed regularly; and positive steps are taken for vulnerable groups. Child labour: the organization works towards its abolition, keeps to the minimum-age conventions, takes children out of work while supporting their development and, where light work below the minimum age is allowed, makes sure it does not damage their health, schooling or development.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.