Our basic social principles for the recruitment of personnel from third countries
Fair recruitment of nursing staff
When it comes to implementing our projects, we attach great importance to justice, ethics and personal responsibility. Our Social Principles are a promise to all candidates, employees and care facilities.
Preamble
The parties want to show a human face in the globalization of the recruitment process for skilled workers. With a clear mission statement, the parties want to prevent the irreversible process of globalization from triggering fears among people around the world that can be avoided.
In addition to compliance with the International Convention on Human Rights, the parties' mission statement is fundamentally based on the recognition of the WHO Code of Conduct for the International Recruitment of Healthcare Professionals, which is the primary guideline for the parties' business practices.
In particular, it serves to safeguard the right of the individual to migrate, as well as the understanding that the legitimate interests and responsibilities of the foreign professionals, the countries of origin and the employers in the destination country may conflict with each other.
The parties voluntarily undertake to comply with the ILO core labor standards, in particular the ILO General Principles and Operational Guidelines for Fair Recruitment, as well as the IRIS standards of the International Organization of Migration. In addition, the parties will endeavor to ensure that the recruitment and placement process complies with the laws of all foreign countries in which the parties operate, including relevant labor and immigration laws.
The SM Care Solution addresses the following social principles - which SM Care Solution itself lives by - to all its business partners, as it acts as an extended arm of the client and involves a large number of service providers (language schools, recruitment agencies, etc.) in the recruitment process. The business partners must observe and comply with these guidelines insofar as they fall within their scope of application.
1.1 Human rights
The business partner supports and advocates compliance with internationally recognized human rights.
1.2 No discrimination
When recruiting international specialists, the business partner undertakes to ensure equal opportunities and to refrain from any form of discrimination. Unless national law expressly provides for selection according to certain criteria. Our goal is to ensure our commitment to non-discriminatory practices in the workplace. All qualified applicants and employees have the same right to employment and advancement opportunities regardless of race, color, sex, age, religion, national origin, sexual orientation or any other category covered by applicable law.
1.3 Equal opportunities
Ensuring and guaranteeing equal opportunities in recruitment, selection, training, remuneration, promotion, transfer and assignment of jobs is one of the principles of the business partners. Employment decisions shall be made on the basis of valid job requirements. These opportunities and other terms and conditions of employment apply to qualified applicants and employees regardless of race, color, sex, pregnancy, age, religion, national origin, genetic predisposition, sexual orientation, gender identity/expression and/or other protected categories under applicable laws.
1.4 Anti-harassment
Internationally recruited specialists should find a working environment that is free from harassment (sexual harassment, bullying, etc.). Business partners are expected to help ensure that the working environment remains free from harassment. Retaliation against individuals who have raised concerns about harassment in good faith or who have participated or cooperated in an investigation shall be prevented.
1.5 Forced or Compulsory Labor
The Business Partners have a zero tolerance policy against any form of human trafficking or related activities, including any form of unlawful employee harassment, retaliation, forced or compulsory labor, sex trafficking or child labor. The Business Partner strives to ensure responsible hiring and retention practices in its operations.
1.6 Health and safety
Business partners recognize a responsibility to protect their employees and our planet. They are committed to creating a working environment that meets the highest health and safety standards.
1.7 Fair wages/compensation
Business partners shall establish internal policies to ensure fair compensation for all employees and provide them with ample opportunities for professional development.
2.1 Remuneration/compensation
The right to appropriate remuneration is recognized for all employees of business partners (ILO Convention No. 100). Remuneration/compensation and other benefits (social benefits, vacation, etc.) take into account the principle of fairness and correspond at least to the respective national legal standards or the level of the national economic sectors/industries.
2.2 Working hours
The business partners shall ensure compliance with the respective national regulations and agreements on working hours and regular paid leave. Working hours, including overtime, must not permanently exceed the existing statutory and/or collectively agreed standards in the respective countries.
2.3 Occupational health and safety
Occupational health and safety is a top priority. Occupational health and safety in the workplace within the framework of national regulations and support for continuous further development to improve the working environment are guaranteed by the business partners.
2.4 Qualification
The business partner supports and promotes measures for the qualification of employees that are suitable for expanding and deepening the professional and technical knowledge essential for their work activities.
2.5 Legal requirements of the source country
There may be legal requirements that the foreign employees' home country imposes on the international migration of workers. The business partners comply with these requirements and implement them in the best possible synchronization with the domestic legal framework.
2.6 Recruitment of foreign skilled workers
Recruiting skilled workers from third countries is a cost-intensive, resource-draining undertaking for German employers. By investing in foreign nursing staff, these employers are helping to alleviate the shortage of skilled workers in the German healthcare system. For this reason, GLOBOGATE's business partners refrain from the targeted, active recruitment of foreign specialists who are new to Germany and have therefore only had a short period of employment with another company.
3.1 Residence permit
The business partners shall support any measures arising from the requirements of the application for the residence permit of their internationally recruited employees. In particular, they shall provide the best possible support so that the conditions necessary for long-term residence can be fulfilled by the internationally recruited employees.
3.2 Recognition of foreign vocational training
The recognition of foreign vocational training is of the utmost importance for skilled workers from third countries. The business partners create the appropriate framework conditions and facilitate measures to ensure that the recognition of foreign vocational training can be successfully completed within a reasonable timeframe and with the best possible results.
3.3 Integration
International migration of workers is associated with various additional expenses and requires a high degree of commitment and flexibility from the parties involved. Migrating skilled workers in particular leave their home countries and families with few possessions and financial resources and enter a completely unfamiliar and in many ways (culturally, socially, linguistically, meteorologically, etc.) different working and living environment. The business partners ensure a welcoming culture that enables the best possible integration of foreign employees both at work and at home. To this end, the business partners must draw up and implement a comprehensive integration concept.
3.4 Legal requirements source country
There may be legal requirements that the foreign employee's home country imposes on the international migration of workers. The business partners shall comply with these requirements and implement them in the best possible synchronization with the domestic legal framework.
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