An organization should make sure working conditions meet national law and are in keeping with the international labour standards that apply, honouring more favourable terms set by binding instruments such as collective agreements, and applying at least the ILO minimum provisions where national law is silent. It should: offer decent terms on pay, working time, weekly rest, holidays, health and safety, maternity protection and the chance to balance work and family; where possible, allow workers to keep national or religious customs and traditions; offer conditions that allow a balance between work and private life and that stand comparison with similar employers locally; pay wages that follow law, regulation or collective agreements and are at least enough for workers and their families to live on, having regard to general pay levels, living costs, social security benefits, the living standards of other groups and economic factors, negotiating collectively where workers want this; pay men and women the same where their work is of equal value; pay wages to workers directly, making only deductions that are permitted; meet its social protection obligations in the countries where it works; respect normal or agreed working hours as set by law, regulation or collective agreement, respect rest, holidays and leave, pay for overtime as law and agreements require, and keep overtime voluntary and within sensible limits; and respect workers' family responsibilities by offering reasonable hours, parental leave and, where it can, childcare and other facilities.
This control maps to 2 controls across 1 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 2 it maps to, and the evidence behind each claim, over MCP and REST.