[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fglobal-framework-agreement-on-compliance-and-implementation-of-international-labour-standards-at-the-suppliers-of-h-m-2015":3,"menu:\u002Fsv-se:":160,"sites:htmlblocks":325,"subsites":1524,"footer:root":5089,"cite-subsites":5187,"suggested:root":5664,"cite-footer:root":5668},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":140,"content_type_view":141,"extra_breadcrumbs":142,"body":144,"body_blocks":155,"related_pages":159},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":138,"translations":139},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"global-framework-agreement-on-compliance-and-implementation-of-international-labour-standards-at-the-suppliers-of-h-m-2015","e3fc7a3c-83e4-11ea-a594-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fglobal-framework-agreement-on-compliance-and-implementation-of-international-labour-standards-at-the-suppliers-of-h-m-2015\u002Fglobal-framework-agreement-on-compliance-and-implementation-of-international-labour-standards-at-the-suppliers-of-h-m-2015\u002F","Global Framework Agreement on compliance and implementation of international labour standards at the suppliers of H&M, 2015","SWE H&M - 2015","Sweden - SWE H&M - 2015","SWE H&M - 2015 - Tillverkning",{"name":39,"data":40},"hm_gfa_2016_EN.html","\n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Global Framework Agreement on compliance and implementation of\ninternational labour standards at the suppliers of H&M, 2015\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>PREAMBLE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_INTTRAD\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>This Global Framework Agreement (GFA) is concluded between H&M (H&M\nHennes & Mauritz GBC AB), IndustriALL (IndustriALL Global Union) and IF\nMetall (Industrifacket Metall) (the 'Parties').\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>This GFA is founded upon a shared belief that well-structured industrial\nrelations are an essential component of stable and sustainable social relations\nin production. This foundation enables business to flourish and to provide\ndecent work with respect and dignity.\u003C\u002Fp>\n\n\u003Cp>For its part, H&M confirms under this GFA its commitment to and respect\nfor human and trade union rights in the workplace, including the right to\norganize and to negotiate collective agreements. H&M will actively use all\nits possible leverage to ensure that its direct suppliers and their\nsubcontractors producing merchandise\u002Fready made goods sold throughout H&M\ngroup's retail operations respect human and trade union rights in the\nworkplace.\u003C\u002Fp>\n\n\u003Cp>By this GFA, H&M recognizes IndustriALL as its legitimate partner for\ndiscussions regarding human and trade union rights in the workplace. H&M\nmay also interact with IndustriALL affiliated trade unions and use its good\noffices to facilitate an improvement in such rights and conditions among its\nsuppliers.\u003C\u002Fp>\n\n\u003Cp>For their part, under this GFA IndustriAII and IF Metall confirm their\ncommitment to work with all unions represented at H&M's direct suppliers\nand their subcontractors producing merchandise\u002Fready made goods sold throughout\nH&M group's retail operations, with the objective of increasing trade union\ncapacity to ensure implementation of this GFA within a framework of\nwell-functioning industrial relations.\u003C\u002Fp>\n\n\u003Cp>The Parties agree to work together actively to implement well-functioning\nindustrial relations at H&M's direct suppliers own operations and their\nsubcontractors producing merchandise\u002Fready made goods sold throughout H&M's\ngroups retail operations. The parties agree that well-functioning industrial\nrelations are best achieved by ensuring the application of International Labour\nStandards including the Universal Declaration of Human Rights, International\nLabour Organisation's (ILO) Conventions and Decent Work Agenda, the UN\nConvention on the Rights of the Child, OECD Guidelines for Multinational\nEnterprises, ILO Tripartite Declaration of Principles Concerning Multinational\nenterprises, the UN Global Compact Principles and UN Guiding Principles on\nBusiness and Human Rights.\u003C\u002Fp>\n\n\u003Cp>Collaboration between the Parties pursuant to the GFA aims to ensure more\neffective application of the International Labour Standards mentioned above\ninline with H&M's Sustainability Commitment signed by all H&M's direct\nsuppliers producing merchandise \u002Fready made goods sold throughout H&M\ngroup's retail operations.\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of the GFA shall cover all production units where\nH&M's direct suppliers and their subcontractors produce merchandise\u002Fready\nmade goods sold throughout H&M group's retail operations, and trade\nunions\u002Fworker representatives present at these production units. Non-affiliated\nunions may participate in the implementation of this GFA by mutual agreement\nwith IndustriALL.\u003C\u002Fp>\n\n\u003Cp>1 See ILO 'Decent Work - A Better World Starts Here' for a full\ndefinition\u003C\u002Fp>\n\n\u003Ch2>IMPLEMENTING INTERNATIONAL LABOUR STANDARDS TOWARDS WELL-FUNCTIONING\nINDUSTRIAL RELATIONS\u003C\u002Fh2>\n\n\u003Cp>The following section sets out the Parties' shared expectations of H&M's\ndirect suppliers and their subcontractors producing merchandise\u002Fready made\ngoods for H&M group's retail operations. These expectations are based on\nthe applicable international labour standards listed as specified. The term\n'employer' is used to refer to supplier or their subcontractor covered under\nthe terms of this agreement. The term 'employee' refers to any individual who\nperforms work directly for a supplier or their subcontractor covered under the\nterms of this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Freedom of Association and Collective bargaining\u003C\u002Fh3>\n\n\u003Cp>C. 087 Freedom of Association and Protection of the right to Organize\nConvention \u003C\u002Fp>\n\n\u003Cp>C. 098 Right to organize and Collective Bargaining Convention\u003C\u002Fp>\n\n\u003Cp>C. 154 Collective Bargaining\u003C\u002Fp>\n\n\u003Cp>C. 135 Workers Representatives Convention\u003C\u002Fp>\n\n\u003Cp>R. 135 Minimum Wage Fixing Recommendation \u003C\u002Fp>\n\n\u003Cp>R. 143 Workers' Representatives Recommendation\u003C\u002Fp>\n\n\u003Cp>All workers, without exception or distinction, have the right to join or\nform a trade union of their own choosing and to bargain collectively. The\nemployer shall respect trade union rights and remain strictly neutral regarding\nworkers' right to organize. Workers' representatives are not discriminated\nagainst and have access to carry out their representative functions in the\nworkplace. Where the right to freedom of association and collective bargaining\nis restricted under national law, the employer encourages and does not hinder\nthe development of mechanisms for independent and free association and\nbargaining.\u003C\u002Fp>\n\n\u003Cp>The parties acknowledge the central role of Freedom of Association and the\nRight to Bargain Collectively as set out in ILO Conventions, mentioned above,\nas the key to ensuring the sustainable and long-term compliance with\nInternational Labour Standards.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>Discrimination, diversity and equality\u003C\u002Fh3>\n\n\u003Cp>C. 100 Equal Remuneration Convention\u003C\u002Fp>\n\n\u003Cp>C. 111 Discrimination (Employment and Occupation) Convention\u003C\u002Fp>\n\n\u003Cp>C. 159 Vocational Rehabilitation and Employment (Disabled Persons)\nConvention\u003C\u002Fp>\n\n\u003Cp>R. 090 Equal Remuneration Recommendation\u003C\u002Fp>\n\n\u003Cp>R. 111 Discrimination (Employment and Occupation) Recommendation\u003C\u002Fp>\n\n\u003Cp>R. 168 Vocational Rehabilitation and Employment (Disabled Persons)\nRecommendation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">Every employee is treated with respect and dignity at all times. No employee\nshall be subject to humiliating or corporal punishment or subject to physical,\nsexual, psychological or verbal harassment or abuse. There is no discrimination\nin hiring, compensation, access to training, promotion, termination of\ncontractor retirement on the grounds of gender or sexual orientation, race,\ncolour, age, pregnancy, religion, political opinion, nationality, ethnic\norigin, migratory status, disease or disability. There is a grievance mechanism\nin place enabling employees to put forward complaints without risk of\nretaliation.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">With this Agreement the Parties emphasize their commitment to strive for\nequality between woman and men at work and gender equality when it comes to\nrecruitment, career development, training and equal pay for equal work.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Child Labour and young workers\u003C\u002Fh3>\n\n\u003Cp>C. 138 Minimum Age Convention\u003C\u002Fp>\n\n\u003Cp>C. 182 Worst form of Child Labour\u003C\u002Fp>\n\n\u003Cp>R. 146 Minimum Age Recommendation\u003C\u002Fp>\n\n\u003Cp>R. 190 Worst form of Child Labour Recommendation\u003C\u002Fp>\n\n\u003Cp>Child labour is not accepted. No persons shall be employed at an age younger\nthan 15 (or 14 where ILO Convention 138 makes an exception) or younger than the\nlegal age for employment if this is higher than 15. All legal limitations\nregarding employment of persons below the age of 18 shall be followed. They\nshould be protected from any hazardous work, night shift and any kind of work\nthat might hamper their development or impose any physical harm.\u003C\u002Fp>\n\n\u003Cp>Necessary measures shall be taken to prevent anyone under the legal age of\nemployment from being recruited. The employer shall develop, or participate in,\nand contribute to policies and programs which provide transitional arrangements\nfor any child found to be performing work in the workplace to enable her or him\nto attend and remain in quality education until no longer a child. The best\ninterest of the child should be applied in consultation with the child's\nparents and\u002For guardian.\u003C\u002Fp>\n\n\u003Ch3>Forced, bonded, prison and illegal labour\u003C\u002Fh3>\n\n\u003Cp>C. 029 Forced Labour Convention\u003C\u002Fp>\n\n\u003Cp>C. 105 Abolition of Forced Labour Convention\u003C\u002Fp>\n\n\u003Cp>R. 035 Forced Labour (Indirect Compulsion) Recommendation\u003C\u002Fp>\n\n\u003Cp>Forced, bonded, prison or illegal labour is not accepted. If contracted\nlabour is used, the employer is responsible for employment eligibility fees of\ncontract and\u002For foreign workers including recruitment fees. Employees shall not\nbe required to lodge \"deposits\" or identity papers with their employer and\nshall be free to leave their employment after reasonable notice. The employees\nfreedom of movement is not restricted. No part of wages is withheld.\u003C\u002Fp>\n\n\u003Ch3>Recognized employment\u003C\u002Fh3>\n\n\u003Cp>C. 122 Employment Policy Convention\u003C\u002Fp>\n\n\u003Cp>C. 175 Part Time Work Convention\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">Every employee shall be entitled to written contract, in their own language,\nthat stipulates conditions for the employment. Obligations to employees, under\nlabour or social security laws and regulations arising from the regular\nemployment relationship, shall not be avoided through the use of labour-only\ncontracting or through apprenticeship schemes where there is no real intent to\nimpart skills or provide regular employment.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>The employers should strive for permanent employment and take steps beyond\nthose required by law to limit the use of fixed-term contracts of employment.\nIn countries where the social security system falls short-the employer is\nencouraged to provide alternative insurance for employees, including medical\nand retirement insurances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">In the event of plant closure, the employer shall make payments of owed\nwages and mandated benefits, including severance pay and other allowances.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>Fair Living Wage and benefits\u003C\u002Fh3>\n\n\u003Cp>C. 131 Minimum Wage Fixing Convention\u003C\u002Fp>\n\n\u003Cp>C. 183 Maternity Protection Convention\u003C\u002Fp>\n\n\u003Cp>R. 135 Minimum Wage Fixing Recommendation\u003C\u002Fp>\n\n\u003Cp>The wages and benefits paid for a standard working week meet, at a minimum,\nnational legal level, industry level, or collective bargaining agreement,\nwhichever is higher. In any event, a fair living wage based on regular working\nhours and exclusive of overtime, bonuses and allowances, should always be\nenough to meet the basic needs of employees and their families, and provide\nsome discretionary income. All wages shall be paid on a regular basis and in\nfull, and the particulars of the wage for a pay period must be provided in\nwritten and understandable form. All fringe benefits required by law or\ncontract are provided. Deduction from wages as a disciplinary measure shall not\nbe permitted.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Working hours\u003C\u002Fh3>\n\n\u003Cp>C. 001 Hours of Work (Industry) Convention\u003C\u002Fp>\n\n\u003Cp>C. 014 Weekly Rest (Industry) Convention\u003C\u002Fp>\n\n\u003Cp>C. 030 Hours of Work (Commerce and Offices) \u003C\u002Fp>\n\n\u003Cp>C. 106 Weekly Rest (Commerce and Offices) Convention Convention\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowancetype_general\">\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">Working hours in a week, as well as overtime hours, shall comply with\nnational law or collective agreement, whichever affords the greater protection\nfor workers, and be defined in contracts. In any event, employees shall not on\na regular basis be required to work in excess of 48 hours per week and should\nbe provided with at least one day off for every 7 day period. In exceptional\ncases voluntary overtime can be used but it cannot exceed 12 hours per week and\nthe total hours in any 7 day period shall not exceed 60 hours. Overtime shall\nalways be compensated at a premium rate, which is recommended to be not less\nthan 125% of the regular rate of pay.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Health and Safety\u003C\u002Fh3>\n\n\u003Cp>C. 155 Occupational Safety and Health Convention\u003C\u002Fp>\n\n\u003Cp>P. 155 Protocol of 2002 to the Occupational\u003C\u002Fp>\n\n\u003Cp>Safety and Health Convention\u003C\u002Fp>\n\n\u003Cp>R. 164 Occupational Safety and Health Recommendation\u003C\u002Fp>\n\n\u003Cp>The employer shall provide a safe, healthy and hygienic workplace to their\nemployees. This is a priority at all times and at a bare minimum, this\nmeans:\u003C\u002Fp>\n\n\u003Cp>•Compliance with applicable laws and regulations.\u003C\u002Fp>\n\n\u003Cp>•No unsafe buildings.\u003C\u002Fp>\n\n\u003Cp>•No exposure to hazardous machines, equipment and\u002For substances.\u003C\u002Fp>\n\n\u003Cp>•Fire Safety shall be maintained through adequate equipment and facility\nconditions, regular firefighting training and evacuation drills and prevention\nof fire hazards.\u003C\u002Fp>\n\n\u003Cp>•There is access to clean drinking water and toilet facilities. Adequate\nventilation and temperature is provided.\u003C\u002Fp>\n\n\u003Cp>•Accommodation\u002Fhousing, when provided, must be separated from the\nworkplace and is subject to all above fundamental requirements concerning\nhealth and safety.\u003C\u002Fp>\n\n\u003Cp>•Prevention of accidents and injury to health arising out of, associated\nwith, or occurring in the course of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">•Employees receive regular and recorded health and safety training.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Parties agree that health and safety issues shall be dealt with within\nthe system of industrial relations if local procedure or national legislation\ndoes not prevent that.\u003C\u002Fp>\n\n\u003Cp>The employer must ensure that the workers' rights to know about the hazards\nof their work and to receive education and training in how to do the work\nsafely and their rights and obligations in relation to safety issues, are\nfulfilled. The employer shall respect the right of a worker to refuse work that\nhe or she has reasonable justification to believe is unsafe, without suffering\ndiscrimination or loss of pay, including the right to refuse to enter or to\nremain inside a building that he or she has reasonable justification to believe\nis unsafe for occupation.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>STRUCTURE AND IMPLEMENTATION OF WELL FUNCTIONING INDUSTRIAL RELATIONS\u003C\u002Fh2>\n\n\u003Cp>The guiding principle of the Agreement is the shared belief that cooperation\nand oversight of the Parties is the best way to fulfil the Agreement and to\nensure good working conditions in the industry at H&M’s direct suppliers\nand their subcontractors producing merchandise\u002Fready made goods sold throughout\nH&M group's retail operations. Any disagreement on the interpretation and\nimplementation of the Agreement shall be raised with the Parties and solved\nwithin the provisions and spirit of the Agreement by the Parties.\u003C\u002Fp>\n\n\u003Ch2>STRUCTURE AND RESPONSIBILITIES\u003C\u002Fh2>\n\n\u003Cp>For implementation of the agreement and dispute resolution the parties have\nagreed on a specific structure.\u003C\u002Fp>\n\n\u003Cp>-Factory level\u003C\u002Fp>\n\n\u003Cp>-National Monitoring Committees (NMC)\u003C\u002Fp>\n\n\u003Cp>-Joint Industrial Relations Development Committee (JIDRC)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Meaning:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Factory level; Management-TU\u002FWoerkers representatives\u003C\u002Fp>\n\n\u003Cp>National Monitoring Committees H&M-IndustiALL\u003C\u002Fp>\n\n\u003Cp>Joint Industrial Relations Development CommitteeH&M - IndustiALL - IF\nMetall\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>National Monitoring Committees\u003C\u002Fh3>\n\n\u003Cp>1.The Parties shall each designate two representatives to participate as\nmembers of each NMC, or more if the Parties so agree.\u003C\u002Fp>\n\n\u003Cp>2.Each member designated by a Party must have (i) full insight and knowledge\nof the agreement and the intention of the agreement, the organizations they\nrepresent, and (ii) good knowledge and experience of industrial relations, and\nlabour relations and legislation in the country where they are operating.\u003C\u002Fp>\n\n\u003Cp>3.At national level, the NMCs shall:\u003C\u002Fp>\n\n\u003Cp>i.create, monitor and evaluate national strategies for implementation of\nthis Agreement in countries where H&M direct suppliers and their\nsubcontractors producing merchandise\u002Fready made goods sold throughout H&M\ngroup's retail operations are located;\u003C\u002Fp>\n\n\u003Cp>ii.collaborate with trade unions\u002Fworker representatives and H&M direct\nsuppliers and their subcontractors producing merchandise \u002Fready made goods sold\nthroughout H&M group's retail operations to provide general guidance and\nadvice on achieving well functioning industrial relations, with particular\nreference to dispute prevention and resolution, and collective bargaining\nagreements;\u003C\u002Fp>\n\n\u003Cp>iii.if necessary, assist with the resolution of industrial relations issues\nand disputes as set out in paragraphs [10-11] of this Agreement and;\u003C\u002Fp>\n\n\u003Cp>iv.discuss\u002Fexplore\u002Fimplement other activities as agreed to by the Parties in\nwriting.\u003C\u002Fp>\n\n\u003Cp>4.NMC shall meet regularly at times agreed on by the Parties. In between\nmeetings, matters may be dealt with by correspondence or telephone. Special\nmeetings can be held on an ad hoc basis depending on the matter.\u003C\u002Fp>\n\n\u003Cp>5.Each NMC shall report its activities and issues related to the Agreement\non a regular base to the JIRDC.\u003C\u002Fp>\n\n\u003Ch3>Joint Industrial Relations Development Committee\u003C\u002Fh3>\n\n\u003Cp>6.The Parties shall establish a Joint Industrial Relations Development\nCommittee (JIRDC) comprising equal numbers of representatives appointed by each\nParty.\u003C\u002Fp>\n\n\u003Cp>7.Each Party shall appoint a Co-Chairperson as one of its representatives\nwho shall preside over the proceedings of the JIRDC on an alternating basis.\nThe JIRDC shall meet as and when agreed, but in any case, at least once a year.\nIn between meetings, matters may be dealt with by correspondence or\ntelephone.\u003C\u002Fp>\n\n\u003Cp>8.The JIRDC shall have responsibility for:\u003C\u002Fp>\n\n\u003Cp>i.planning and overseeing practical implementation of this Agreement at\nglobal level;\u003C\u002Fp>\n\n\u003Cp>ii.exploring opportunities for joint cooperation initiatives aimed at\nachieving and maintaining well-functioning industrial relations in H&M\ndirect suppliers and their subcontractors producing merchandise \u002Fready made\ngoods sold throughout H&M groups retail operations;\u003C\u002Fp>\n\n\u003Cp>iii.if necessary, providing support and guidance to the National Monitoring\nCommittees;\u003C\u002Fp>\n\n\u003Cp>iv.discussing, exploring and implementing other activities as agreed by the\nParties in writing;\u003C\u002Fp>\n\n\u003Cp>v.giving advice on matters referred to it by NMC.\u003C\u002Fp>\n\n\u003Ch3>Resolution of Industrial Relations Issues\u003C\u002Fh3>\n\n\u003Cp>9.It is a key principle of this Agreement that well-functioning industrial\nrelations are best achieved if industrial disputes and related issues\n('Industrial Relations Issues') are resolved through workplace negotiation, and\nwhen needed with support of appropriate national trade union or dispute\nresolution procedures provided for in industry agreements and\u002For local law.\u003C\u002Fp>\n\n\u003Cp>10.If, however, an Industrial Relations Issue covered by this Agreement,\narises in an H&M supplier and\u002For their subcontractor which cannot be\nsettled satisfactorily through one of the methods in paragraph (9), or a\nrequest is made to the NMC to support the local procedures, the NMC may\nintervene to facilitate a resolution.\u003C\u002Fp>\n\n\u003Cp>11.On learning of an Industrial Relations Issue, the NMC shall notify the\nJIRDC of the details and any related actions of the NMC.\u003C\u002Fp>\n\n\u003Cp>12.If the NMC considers it necessary, the NMC can request support and\nguidance from the JIRDC.\u003C\u002Fp>\n\n\u003Cp>13.If the NMC disagree on the best way to facilitate a resolution of an\nIndustrial Relations Issue, either Party may submit it to the JIRDC for final\ndecision.\u003C\u002Fp>\n\n\u003Cp>14.In case of a failure to agree at the level of the JIRDC, the Parties may\nby mutual agreement appoint an independent mediator, acceptable to both\nParties, to help the Parties agree on the best way to facilitate a resolution\nof an Industrial Relations issue.\u003C\u002Fp>\n\n\u003Ch2>IMPLEMENTATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>15.The Parties shall agree upon which of H&M's production countries the\nNMCs shall be established in.\u003C\u002Fp>\n\n\u003Cp>16.The Parties will work out a strategic plan for awareness-raising and\neducation of NMCs to ensure the implementation of the Agreement.\u003C\u002Fp>\n\n\u003Cp>17.With guidance from NMCs, the Parties will annually meet with them and\nreview the need for awareness raising and capacity building for a longterm\nsustainable implementation of the Agreement.\u003C\u002Fp>\n\n\u003Cp>18.The Parties will jointly promote signing of collective agreements both at\nfactory, company and industrial level between relevant social partners in\ncountries where H&M has direct suppliers and subcontractors producing\nmerchandise\u002Fready made goods sold throughout the group's retail operations.\u003C\u002Fp>\n\n\u003Ch3>Role of H&M in communications and capacity building of suppliers and\nsubcontractors\u003C\u002Fh3>\n\n\u003Cp>19.H&M shall inform all its direct suppliers of the existence and the\nimplementation of this Agreement. H&M shall request that all direct\nsuppliers inform their subcontractors that are producing merchandise\u002Fready made\ngoods sold throughout H&M group's retail operations.\u003C\u002Fp>\n\n\u003Cp>20.H&M shall request that their direct suppliers inform their employees\nand request subcontractors producing merchandise\u002Fready made goods to inform\ntheir employees of the existence and the implementation of this Agreement. Upon\nrequest, H&M will provide IndustriALL and or IF Metall with the latest\navailable updated list of H&M's direct suppliers and their subcontractors\nproducing merchandise \u002Fready made goods sold throughout H&M group's retail\noperations. H&M will secure the translation of the Agreement into all\nrelevant languages agreed with IndustriALL and IF Metall.\u003C\u002Fp>\n\n\u003Cp>21.H&M shall evaluate the capacity of management representatives at\nH&M's direct suppliers and subcontractors producing merchandise\u002Fgoods sold\nthroughout H&M groups' of retailers and when needed request them to undergo\nnecessary capacity building, including but not limited to fields of employers'\nresponsibility, workers' rights and obligations, industrial relations,\ncollective bargaining agreements and peaceful conflict resolution.\u003C\u002Fp>\n\n\u003Ch3>Role of IndustriALL and IF Metall in communications and capacity building\nof trade unions\u003C\u002Fh3>\n\n\u003Cp>22.IndustriALL shall inform all of its affiliates in countries where\nH&M's direct suppliers and subcontractors are producing merchandise\u002Fready\nmade goods sold throughout H&M's group's retail operations of the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>23.IndustriALL and IF Metall together with affiliated unions shall evaluate\ntrade union capacity and provide necessary capacity building to all trade\nunions and worker representatives present at H&M's suppliers and their\nsubcontractors producing merchandise sold throughout H&M group's retail\noperations, including but not limited to fields of worker awareness of rights\nand obligations, industrial relations, peaceful conflict resolution and\ncollective bargaining agreements.\u003C\u002Fp>\n\n\u003Cp>24.IndustriALL and IF Metall undertake to work with all trade unions and\nworker representatives present at H&M suppliers and their subcontractors\nproducing merchandise sold throughout H&M group's retail operations, with\nan initial focus on increasing necessary capacity to ensure implementation of\nthis GFA.\u003C\u002Fp>\n\n\u003Cp>25.The capacity building activities will be included in the national\nstrategies approved by the NMCs\u003C\u002Fp>\n\n\u003Ch3>Registration and term of this Agreement\u003C\u002Fh3>\n\n\u003Cp>26.This Agreement shall be registered with the International Labour\nOrganization.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>27.This Agreement shall became effective from the date of signature and will\nremain in force for one year. After that the Agreement shall be deemed to be\nautomatically extended for further periods of one year unless either Party\ngives notice to the other Party, at least three months in advance of the date\nof expiry or extension, that it does not wish renewal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>28.The original English version of this agreement will apply in all parts\nand to all interpretations of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Date:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On behalf of H&M:\u003C\u002Fp>\n\n\u003Cp>Karl-Johan Persson, CEO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On behalf of IndustriALL:\u003C\u002Fp>\n\n\u003Cp>Jyrki Raina, Secretary General\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On behalf of IF Metall:\u003C\u002Fp>\n\n\u003Cp>Anders Ferbe, President\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"cbadate_end":42,"cbadate_start":46,"cbadate_start_date":50,"cbamemtrad":52,"CBA_INTTRAD":56,"trainingprogrammes":58,"apprenticeships":62,"contractseverancepay":66,"healthinsurance":70,"healthandsafetypolicy":74,"healthandsafetyext":78,"protectiveclothing":80,"code_application":82,"healthandsafetytraining":84,"eqpay":88,"gender":92,"discrimination":96,"eqpromotion":98,"sexualhar":100,"violence":102,"hourspday_select":104,"hourspweek_select":108,"hourspmonth_select":110,"hourspyear_select":112,"dayspweek_select":114,"MAXHOURS_trigger":116,"SCHEDULE_trigger":120,"TRADEUNLEAV_trigger":122,"LOWWAGE_trigger":126,"LOWWAGE_government":130,"OVERTIME_trigger":132,"overtimeallowancetype_general":134,"overtimeallowanceperc1_general":136},{"bindId":43,"name":44,"text":45},"cbadate_end","27.This Agreement shall became effective","27.This Agreement shall became effective from the date of signature and will\nremain in force for one year. After that the Agreement shall be deemed to be\nautomatically extended for further periods of one year unless either Party\ngives notice to the other Party, at least three months in advance of the date\nof expiry or extension, that it does not wish renewal.",{"bindId":47,"name":48,"text":49},"cbadate_start","Global Framework Agreement on compliance","Global Framework Agreement on compliance and implementation of\ninternational labour standards at the suppliers of H&M, 2015",{"bindId":51,"name":48,"text":49},"cbadate_start_date",{"bindId":53,"name":54,"text":55},"cbamemtrad","This Global Framework Agreement (GFA) is","This Global Framework Agreement (GFA) is concluded between H&M (H&M\nHennes & Mauritz GBC AB), IndustriALL (IndustriALL Global Union) and IF\nMetall (Industrifacket Metall) (the 'Parties').",{"bindId":57,"name":54,"text":55},"CBA_INTTRAD",{"bindId":59,"name":60,"text":61},"trainingprogrammes","Every employee is treated with respect a","Every employee is treated with respect and dignity at all times. No employee\nshall be subject to humiliating or corporal punishment or subject to physical,\nsexual, psychological or verbal harassment or abuse. There is no discrimination\nin hiring, compensation, access to training, promotion, termination of\ncontractor retirement on the grounds of gender or sexual orientation, race,\ncolour, age, pregnancy, religion, political opinion, nationality, ethnic\norigin, migratory status, disease or disability. There is a grievance mechanism\nin place enabling employees to put forward complaints without risk of\nretaliation.",{"bindId":63,"name":64,"text":65},"apprenticeships","Every employee shall be entitled to writ","Every employee shall be entitled to written contract, in their own language,\nthat stipulates conditions for the employment. Obligations to employees, under\nlabour or social security laws and regulations arising from the regular\nemployment relationship, shall not be avoided through the use of labour-only\ncontracting or through apprenticeship schemes where there is no real intent to\nimpart skills or provide regular employment.",{"bindId":67,"name":68,"text":69},"contractseverancepay","In the event of plant closure, the emplo","In the event of plant closure, the employer shall make payments of owed\nwages and mandated benefits, including severance pay and other allowances.",{"bindId":71,"name":72,"text":73},"healthinsurance","The employers should strive for permanen","The employers should strive for permanent employment and take steps beyond\nthose required by law to limit the use of fixed-term contracts of employment.\nIn countries where the social security system falls short-the employer is\nencouraged to provide alternative insurance for employees, including medical\nand retirement insurances.",{"bindId":75,"name":76,"text":77},"healthandsafetypolicy","Health and Safety C. 155 Occupational Sa","Health and Safety\n\nC. 155 Occupational Safety and Health Convention\n\nP. 155 Protocol of 2002 to the Occupational\n\nSafety and Health Convention\n\nR. 164 Occupational Safety and Health Recommendation\n\nThe employer shall provide a safe, healthy and hygienic workplace to their\nemployees. This is a priority at all times and at a bare minimum, this\nmeans:\n\n•Compliance with applicable laws and regulations.\n\n•No unsafe buildings.\n\n•No exposure to hazardous machines, equipment and\u002For substances.\n\n•Fire Safety shall be maintained through adequate equipment and facility\nconditions, regular firefighting training and evacuation drills and prevention\nof fire hazards.\n\n•There is access to clean drinking water and toilet facilities. Adequate\nventilation and temperature is provided.\n\n•Accommodation\u002Fhousing, when provided, must be separated from the\nworkplace and is subject to all above fundamental requirements concerning\nhealth and safety.\n\n•Prevention of accidents and injury to health arising out of, associated\nwith, or occurring in the course of work.\n\n•Employees receive regular and recorded health and safety training.\n\nThe Parties agree that health and safety issues shall be dealt with within\nthe system of industrial relations if local procedure or national legislation\ndoes not prevent that.\n\nThe employer must ensure that the workers' rights to know about the hazards\nof their work and to receive education and training in how to do the work\nsafely and their rights and obligations in relation to safety issues, are\nfulfilled. The employer shall respect the right of a worker to refuse work that\nhe or she has reasonable justification to believe is unsafe, without suffering\ndiscrimination or loss of pay, including the right to refuse to enter or to\nremain inside a building that he or she has reasonable justification to believe\nis unsafe for occupation.",{"bindId":79,"name":76,"text":77},"healthandsafetyext",{"bindId":81,"name":76,"text":77},"protectiveclothing",{"bindId":83,"name":76,"text":77},"code_application",{"bindId":85,"name":86,"text":87},"healthandsafetytraining","•Employees receive regular and recorded ","•Employees receive regular and recorded health and safety training.",{"bindId":89,"name":90,"text":91},"eqpay","With this Agreement the Parties emphasiz","With this Agreement the Parties emphasize their commitment to strive for\nequality between woman and men at work and gender equality when it comes to\nrecruitment, career development, training and equal pay for equal work.",{"bindId":93,"name":94,"text":95},"gender","Discrimination, diversity and equality C","Discrimination, diversity and equality\n\nC. 100 Equal Remuneration Convention\n\nC. 111 Discrimination (Employment and Occupation) Convention\n\nC. 159 Vocational Rehabilitation and Employment (Disabled Persons)\nConvention\n\nR. 090 Equal Remuneration Recommendation\n\nR. 111 Discrimination (Employment and Occupation) Recommendation\n\nR. 168 Vocational Rehabilitation and Employment (Disabled Persons)\nRecommendation\n\nEvery employee is treated with respect and dignity at all times. No employee\nshall be subject to humiliating or corporal punishment or subject to physical,\nsexual, psychological or verbal harassment or abuse. There is no discrimination\nin hiring, compensation, access to training, promotion, termination of\ncontractor retirement on the grounds of gender or sexual orientation, race,\ncolour, age, pregnancy, religion, political opinion, nationality, ethnic\norigin, migratory status, disease or disability. There is a grievance mechanism\nin place enabling employees to put forward complaints without risk of\nretaliation.\n\nWith this Agreement the Parties emphasize their commitment to strive for\nequality between woman and men at work and gender equality when it comes to\nrecruitment, career development, training and equal pay for equal work.",{"bindId":97,"name":94,"text":95},"discrimination",{"bindId":99,"name":60,"text":61},"eqpromotion",{"bindId":101,"name":60,"text":61},"sexualhar",{"bindId":103,"name":60,"text":61},"violence",{"bindId":105,"name":106,"text":107},"hourspday_select","Working hours C. 001 Hours of Work (Indu","Working hours\n\nC. 001 Hours of Work (Industry) Convention\n\nC. 014 Weekly Rest (Industry) Convention\n\nC. 030 Hours of Work (Commerce and Offices) \n\nC. 106 Weekly Rest (Commerce and Offices) Convention Convention\n\nWorking hours in a week, as well as overtime hours, shall comply with\nnational law or collective agreement, whichever affords the greater protection\nfor workers, and be defined in contracts. In any event, employees shall not on\na regular basis be required to work in excess of 48 hours per week and should\nbe provided with at least one day off for every 7 day period. In exceptional\ncases voluntary overtime can be used but it cannot exceed 12 hours per week and\nthe total hours in any 7 day period shall not exceed 60 hours. Overtime shall\nalways be compensated at a premium rate, which is recommended to be not less\nthan 125% of the regular rate of pay.",{"bindId":109,"name":106,"text":107},"hourspweek_select",{"bindId":111,"name":106,"text":107},"hourspmonth_select",{"bindId":113,"name":106,"text":107},"hourspyear_select",{"bindId":115,"name":106,"text":107},"dayspweek_select",{"bindId":117,"name":118,"text":119},"MAXHOURS_trigger","Working hours in a week, as well as over","Working hours in a week, as well as overtime hours, shall comply with\nnational law or collective agreement, whichever affords the greater protection\nfor workers, and be defined in contracts. In any event, employees shall not on\na regular basis be required to work in excess of 48 hours per week and should\nbe provided with at least one day off for every 7 day period. In exceptional\ncases voluntary overtime can be used but it cannot exceed 12 hours per week and\nthe total hours in any 7 day period shall not exceed 60 hours. Overtime shall\nalways be compensated at a premium rate, which is recommended to be not less\nthan 125% of the regular rate of pay.",{"bindId":121,"name":106,"text":107},"SCHEDULE_trigger",{"bindId":123,"name":124,"text":125},"TRADEUNLEAV_trigger","Freedom of Association and Collective ba","Freedom of Association and Collective bargaining\n\nC. 087 Freedom of Association and Protection of the right to Organize\nConvention \n\nC. 098 Right to organize and Collective Bargaining Convention\n\nC. 154 Collective Bargaining\n\nC. 135 Workers Representatives Convention\n\nR. 135 Minimum Wage Fixing Recommendation \n\nR. 143 Workers' Representatives Recommendation\n\nAll workers, without exception or distinction, have the right to join or\nform a trade union of their own choosing and to bargain collectively. The\nemployer shall respect trade union rights and remain strictly neutral regarding\nworkers' right to organize. Workers' representatives are not discriminated\nagainst and have access to carry out their representative functions in the\nworkplace. Where the right to freedom of association and collective bargaining\nis restricted under national law, the employer encourages and does not hinder\nthe development of mechanisms for independent and free association and\nbargaining.\n\nThe parties acknowledge the central role of Freedom of Association and the\nRight to Bargain Collectively as set out in ILO Conventions, mentioned above,\nas the key to ensuring the sustainable and long-term compliance with\nInternational Labour Standards.",{"bindId":127,"name":128,"text":129},"LOWWAGE_trigger","Fair Living Wage and benefits C. 131 Min","Fair Living Wage and benefits\n\nC. 131 Minimum Wage Fixing Convention\n\nC. 183 Maternity Protection Convention\n\nR. 135 Minimum Wage Fixing Recommendation\n\nThe wages and benefits paid for a standard working week meet, at a minimum,\nnational legal level, industry level, or collective bargaining agreement,\nwhichever is higher. In any event, a fair living wage based on regular working\nhours and exclusive of overtime, bonuses and allowances, should always be\nenough to meet the basic needs of employees and their families, and provide\nsome discretionary income. All wages shall be paid on a regular basis and in\nfull, and the particulars of the wage for a pay period must be provided in\nwritten and understandable form. All fringe benefits required by law or\ncontract are provided. Deduction from wages as a disciplinary measure shall not\nbe permitted.",{"bindId":131,"name":128,"text":129},"LOWWAGE_government",{"bindId":133,"name":118,"text":119},"OVERTIME_trigger",{"bindId":135,"name":118,"text":119},"overtimeallowancetype_general",{"bindId":137,"name":118,"text":119},"overtimeallowanceperc1_general","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE H&M - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → Ej angivet:\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Textilvarutillverkning, Specialiserad butikshandel med kläder  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        H&M \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Särskild hänvisning till kön för lika lön: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Ja\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: 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