Child Labour
It is our policy that in our own farms and with contracted growers, all workers shall be at least 16 years old. Facilities must maintain official and verifiable documentation of each worker's date of birth, or lacking this documentation, have some legitimate means of confirming each worker's age.

Bonita Europe supports the actions and initiatives taken by the Ecuadorian government aimed at the progressive eradication of underage child labour in the banana sector, and to raise the standard of living and the education of children between 15 and 18 working in the sector, under legal and protected conditions.

The Banana Social Forum is an Ecuadorian sponsored body created to support the design and implementation of child labour policies on banana plantations in Ecuador. Our company has shown considerable banana industry leadership since the inception of the BCS in 2003 and has besides the construction of various schools and houses also made sure that its productions facilities played a successful part of the child labour inspection process.

Compulsory Prison or Slave labour & phisycal abuse.

Facilities shall not use any compulsory prison or slave labour, or inflict any physical abuse or corporal punishment.

Labour and employment standards

Facilities shall comply with all national and local, provincial or other applicable labour and employment laws and regulations of the country of production, including those laws that prohibit forced or bonded labour and indentured servitude, regulate wage and hour rules, allow employees to associate freely, regulate the use of foreign contract or migrant workers and prohibit discrimination in hiring and employment practices based on race, colour, religion, sex, age, physical ability or national origin.

Bonita facilities will comply with all local laws but for avoidance of doubt will comply to the following base parameters.

• Wages and Benefits : The wage paid by the facilities shall be at least the legal minimum wage. Benefits shall include, at a minimum, those mandated by law. The wage structure, with any employer contributions and legitimate deductions, is to be itemized clearly in writing for the workers and in accordance with the local law. Wages are always to be paid at least monthly and in a manner convenient to the workers.
  
  
• Regular Working Hours & Overtime Hours : Facilities shall comply with applicable laws on regular working hours and overtime hours. No mandatory excess overtime is allowed unless local law provides otherwise. In such case, legal overtime waivers, if applicable, are to be obtained in accordance with and as required by the local law.
  
  
• Workers are to receive overtime pay, which is higher than the regular wage, and in accordance with the local law. In addition, if legal overtime is necessary, workers are to be advised prior to the time of hiring.

  
  
• Employment Contracts : At the time of hiring, all workers must be clearly informed of the terms of employment as mandated by law and the Facility's own policies and regulations. Whenever possible, and if required by the local law, an employer-employee agreement or contract should be written in a language understood by the employee, which states all relevant terms of employment and shall be signed by both parties, along with any required government approval stamp.
  
  A copy of this signed agreement or contract is to be provided to the worker. Facilities are not permitted to withhold deposits or any fees as a condition of employment, unless allowed by law and if so, all withholding must be in accordance with such laws.
  
  
• Foreign Contract or Migrant Workers : If foreign contract or migrant workers are used, they are to be employed in full compliance with the local labour and immigration laws. The contract terms under which foreign contract or migrant workers are employed are to be in writing, in the language of the workers' home country or in a language the workers understand, and accepted by the workers prior to their departure from their home countries or home provinces. Recruitment fees, if any, are to be paid by the Facility.
  
  Under no circumstances are these fees to be deducted later or withheld from the workers' wages. Or otherwise passed on to the workers. Passports and other forms of personal identification shall remain in such workers' personal possession at all times and are never to be withheld by the management.
  
  
• Disciplinary Practices : Management will ensure that there is no use of physical, mental, verbal or other abuse. All workers are to be treated with respect and dignity.