Post by account_disabled on Mar 9, 2024 22:54:17 GMT -5
The UNE 19604 standard includes four large areas: (i) the constitutional rights of equality and non-discrimination and disability; (ii) individual work relationships, including contractual modalities; salary; working time; work place; the modification of the conditions; the suspension and vicissitudes of the employment contract; and the termination of the employment contract; (iii) collective labor relations that include freedom of association; information, consultation and participation of workers' representatives; collective conflict measures; and collective bargaining; and (iv) the social protection that includes Social Security benefits; voluntary improvements; and complementary pension systems. However, a Labor Compliance program that goes beyond the legislation and has a more complete perimeter could have complementary areas (not included in the UNE 19604 standard) such as occupational health and safety; digital rights and data protection of employees; and even evaluate and mitigate the risks of conflict and litigation.
The model of the UNE 19604 standard also connects with due diligence processes and non-financial risks and elevates the culture of Compliance to the governing body and senior management, without prejudice to the fact that the Social and Compliance function can be maintained in the person or group of people with responsibility and authority for the operation of this new management system, which may be the Director of Human Resources or the Director of Relations or the Director . To be effective, socio-labour Compliance programs must incorporate a solid management system that guarantees the quality of the information created by the organization (documentation); provide evidence of the results USA Phone Number achieved (records and audits); and ensure recurrence to improve performance (continuous improvement). Ideally, the basic components of an effective Compliance program could be a noncompliance risk map; (ii) an action plan with corrective actions in of non-conformities; (iii) an internal information system or channel for complaints of breaches; (iv) a code of conduct that includes the rights and obligations of workers and promotes comprehensive compliance with regulations and (v) a person responsible for the management system who may be a Compliance Officer and who reports to the governing body and has autonomy and independence; authority and appropriate jurisdiction; and the necessary resources to monitor compliance with the regulations.
Companies, therefore, must organize themselves to guarantee compliance with labor regulations. In this direction, Labor Compliance programs must develop a binary approach: on the one hand, they must identify the risks of labor breaches with their appropriate impact and probability assessment (Diagnosis) and, on the other, they must be managed with control and mitigation actions, as early as possible, to avoid unwanted economic and legal contingencies (Action Plan). At GÓMEZ-ACEBO & POMBO (GA_P) we have designed an electronic tool called GA_P Compliance that incorporates, with a solid legal basis and a flexible and attractive design, a questionnaire of 75 key questions based on seven strategic blocks: i) Individual Relations ii) Collective Labor Relations iii) Fundamental Rights, Equality and Non-Discrimination iv) Digital Labor Rights v) Social Security vi) Occupational Risk Prevention vii) Conflict and Litigation. Through this questionnaire, companies will be able to carry out a self-diagnosis, also obtaining a personalized automated report identifying strengths, opportunities and areas for improvement. This tool is a first step to configure and develop an effective Labor Compliance program that can be a shield against Inspections and disputes.
The model of the UNE 19604 standard also connects with due diligence processes and non-financial risks and elevates the culture of Compliance to the governing body and senior management, without prejudice to the fact that the Social and Compliance function can be maintained in the person or group of people with responsibility and authority for the operation of this new management system, which may be the Director of Human Resources or the Director of Relations or the Director . To be effective, socio-labour Compliance programs must incorporate a solid management system that guarantees the quality of the information created by the organization (documentation); provide evidence of the results USA Phone Number achieved (records and audits); and ensure recurrence to improve performance (continuous improvement). Ideally, the basic components of an effective Compliance program could be a noncompliance risk map; (ii) an action plan with corrective actions in of non-conformities; (iii) an internal information system or channel for complaints of breaches; (iv) a code of conduct that includes the rights and obligations of workers and promotes comprehensive compliance with regulations and (v) a person responsible for the management system who may be a Compliance Officer and who reports to the governing body and has autonomy and independence; authority and appropriate jurisdiction; and the necessary resources to monitor compliance with the regulations.
Companies, therefore, must organize themselves to guarantee compliance with labor regulations. In this direction, Labor Compliance programs must develop a binary approach: on the one hand, they must identify the risks of labor breaches with their appropriate impact and probability assessment (Diagnosis) and, on the other, they must be managed with control and mitigation actions, as early as possible, to avoid unwanted economic and legal contingencies (Action Plan). At GÓMEZ-ACEBO & POMBO (GA_P) we have designed an electronic tool called GA_P Compliance that incorporates, with a solid legal basis and a flexible and attractive design, a questionnaire of 75 key questions based on seven strategic blocks: i) Individual Relations ii) Collective Labor Relations iii) Fundamental Rights, Equality and Non-Discrimination iv) Digital Labor Rights v) Social Security vi) Occupational Risk Prevention vii) Conflict and Litigation. Through this questionnaire, companies will be able to carry out a self-diagnosis, also obtaining a personalized automated report identifying strengths, opportunities and areas for improvement. This tool is a first step to configure and develop an effective Labor Compliance program that can be a shield against Inspections and disputes.