It is increasingly recognised that companies adopting codes of labour practice in respect to their global supply chains need to know for themselves and be able to demonstrate to others what they have actually achieved for their approach to be both effective and credible.

The ETI is an alliance of companies, non-governmental organisations (NGOs), and trade union organisations committed to working together to identify and promote good practice in the implementation of codes of labour practice, including the monitoring and independent verification of the observance of code provisions.

This programme focuses on how organisations (members) can comply with ETI Code to support business continuity with sufficient and adequate controls, in tandem with the requirements of Local and International Laws.



At the end of the program, participants should be able to;

  • Understand the background and history of ETI
  • To identify correlation of ETI and the local laws of Malaysia
  • Understand the Governance and Operations of ETI and method of deployment within the Organisation
  • Comprehend RTI Base Code framework and developing Code of Conduct
  • Requirement for ETI audits and conformance
  • Realize the important of ETI conformance and impact to business



  • 2 Days Classroom                            (7 Hours Per day x 2 Days = 14 Hours)
  • 4 Half Day Sessions Online            (3.5 Hours per Day x 4 Days= 14 Hours)



  • Highly Interactive Session, with a bilateral approach to the subject matter allowing participants to share incidences at respective work locations.
  • Mind Mapping and Recap Sessions
  • Case Studies on various reported Cases
  • Ice Breaking / Monotony Breaking Sessions – Purpose of rejuvenating the mind
  • Group Activity and Presentation



Organizational Compliance Framework

  • Legal
  • Standards
  • Best Practices



  • People
    • Internal
    • External
  • Property
    • Tangible
    • Intangible


The ETI Base Code

  • Employment Is Freely Chosen
    • There is no forced, bonded or involuntary prison labour.
    • Method of effecting the above requirement
    • Controls and methods of ensuring employment is freely chosen throughout the entire manpower planning, recruitment and tenure of employment.


  • Freedom Of Association and The Right To Collective Bargaining Are Respected
    • Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
    • Channel for employees voice to be heard eg:- Grievance Procedure, 360o Evaluation, etc.
    • Compliance to IR laws


  • Working Conditions Are Safe and Hygienic
    • Methods of designing a safe and hygienic working environment
    • Method of deploying adequate steps to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.


  • Child Labour Shall Not Be Used
    • Methods and controls in ensuring no new recruitment of child labour.
    • These policies and procedures shall conform to the provisions of the relevant ILO standards.
    • Due Diligence Procedure


  • Living Wages Are Paid
    • Minimum wages, compensation and benefits to be paid accordingly
    • Compliance to local Laws, Regulations and Orders
    • Process of Contract of Service issuance with all relevant details about wages, before commencement of employment
    • Methods and controls in preventing deductions from wages as a disciplinary measure


  • Working Hours Are Not Excessive
    • Implementation and enforcement of working hours in compliance with minimum working hours requirement as provided in the Employment Act 1955
    • Methods of benchmarking industry standards and implementing whichever affords greater protection
    • Guidance and compliance to Social Accountability 8000 standards for benchmarking purposes


  • No Discrimination Is Practised
    • Methods of ensuring there is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
    • Performance Management Plan
      • Issuance of Job Description
      • Issuance of KPI
      • Appraisal Method
      • Performance Improvement Plan
      • Performance Development Plan


  • Regular Employment Is Provided
    • Importance of Contract of Service
    • Importance of Job description
    • To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
    • Performance Management Plan


  • No Harsh Or Inhumane Treatment Is Allowed
    • Policy and design of enforcement to prevent physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation
    • Enforcement of Workplace Discipline
    • Consequence Management Plan
      • Disciplinary Process
      • Due Inquiry and Domestic Inquiry
      • Warning
      • Dismissal (With Notice; Summary Dismissal)



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