Social Review IDECON S.A.U.

2011

SOCIAL REVIEW

THIS DOCUMENT IS PREPARED IN ACCORDANCE

WITH STANDARD SA 8000: 2008

Management Representative for SA 8000:

Employees Representative for SA 8000:

This SA 8000: 2008 Review is the property IDECON SAU

The use, copying or use for any purpose, by other companies
FORM COD: SR-01, Ed. or
1 , individuals
Rev. 0 may be made only with the IDECON SAU Page 1
 Social Review

Content

Chapter I - Document Control ………………………………..………………………………………………………..3

Chapter II - Presentation of the organization ………………………………………..………………………….5
2.1 Description …………………………………………………………………………………………………………………... 5
2.2 Organisational Structure……………………………………………………………………………………….……… 7
2.3 Social Responsibility Policy ………………………………………………………………………….…………………8
2.4 Human resources ………………………………………………………………………………………………………...10
2.5 Interested Parties ………………………………………………………………………………………….…………....12

Chapter III SA 8000-III Requirements within IDECON OR ……………………………………………………17

3.1 Child Labour ……………………………………………………………………………………………………………….. 17
3.2 Forced labor ………………………………………………………………………………………………………………..19
3.3 Health and safety at work …………………………………………………………………………………………..22
3.4 Freedom of association ……………………………………………………………………………………………….26
3.5 Discrimination ……………………………………………………………………………………………………………..27
3.6 Disciplinary Practices …………………………………………………………………………………………………..31
3.7 Work Programme ………………………………………………………………………………………………………..32
3.8 Remuneration ………………………………………………………………………………………………………………34
3.9 Management System ……………………………………………………………………………………………………36

Chapter IV - Applicable legislation .........................................................................................40

2
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review

CHAPTER I. DOCUMENT CONTROL

Elaboration
Development of the balance sheet 8000 is made by Management Representative for Social
Responsibility, together with representatives of employees for Social Responsibility and
consulting firm SC Zigg M.Q.M.S.

Verification / approval
Checking the balance sheet 8000 is made by the employee representatives for the SA8000
to determine the adequacy of the document with the practice of the organization.

Approval
Director General of IDECON S.A.U. approve the balance sheet of SA8000.

Multiplication
Multiplying the 8000 balance sheet are done with the Director General in the number of
copies specified in the list of broadcasting / withdrawal of the document.

Distribution
Distribution of the balance sheet is controlled by distribution list / withdrawal. Each copy will
run the specified number in the list of broadcasting / withdrawal. Uncontrolled copies will be
marked "Information Copy".

If serving on computer management

representative for SA 8000 SA 8000 balanceforward, the edition in force, the internal
computer network, set to be viewed withoutbeing able to change.

Preservation / Archiving
Storage is made by owners under conditions to prevent deterioration.
Archiving is made by the management representative for the SA 8000, both on computer or
on paper (only the original, the other copies were destroyed).

Withdrawal
Withdrawal of the balance sheet of the issuer 8000 is based on mailing
list /withdrawal, written by the Director General of the Organization.

Disable
Responsibility lies destruction of obsolete editions Management representative for
SA8000, with prior consent of the Director General. The originals are archived indefinitely.

3
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review

Chapter II. PRESENTATION OF THE ORGANIZATION

2.1 DESCRIPTION

4
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

2.2 ORGANIZATIONAL STRUCTURE

IDECON S.A.U. DIRECTOR GENERAL

Asistent Manager

Director Productie Director Economic

Control financiar

Resurse Umane

PM+PSI
Administrativ
Aprovizionare

Contabilitate
Comp. Tehnic

RM
Marketing
Salarizare
Contracte
Executie

RTE CQ

OFERTARE
SANTIER 1 Baza de
productie

SANTIER 2

FORM COD: SR-01, Ed. 1 , Rev.

SANTIER 3 0 Page 5
 Social Review IDECON S.A.U.

2.3 POLICY ON SOCIAL RESPONSIBILITY

FORM COD: SR-01, Ed. 1 , Rev. 0 Page 6

 Social Review IDECON S.A.U.

2.4 HUMAN RESOURSES

IDECON S.A.U. staffed by competent leadership and execution in terms of professional

education, training and in terms of appropriate experience.

Management personnel and the execution and control by both influencing their activity and
environmental quality of the work performed or is in conditions necessary to ensure health and
safety at work was selected on the basis of studies, training,qualification and experience in the
field and is constantly trained. The training covers the training of both general and specific
training of personnel to perform activities that affect quality, environment, health and safety,
social responsibility.

Records management studies, training, personnel qualifications section of society is provided

by Human Resources.
Company staff is selected and hired on the basis of assessments under the job description in
question, also are performed yearly assessments of professional results on which staff is
promoted or sanctioned.

Identify staff training needs is done by the Human Resources department with its own
personnel or through the hiring of external collaborators, to change staff duties or periodically
once every 12 months and further assessments carried out.

Are established and maintained training of personnel into account the following aspects:
- Understand the requirements of the Integrated Management System, a specific individual
roles and responsibilities;
- Systematic training of employees, including those who transfer to jobs in the IDECON OR;
- Training before beginning work in connection with specific job and specific risks, precautions
to be taken and procedures applicable;
- Training to achieve risk identification, assessment and control;
- Training of persons engaged in activities that require special qualifications: auditors, welders,
electricians, etc. related to the task. The organizations were properly trained in these
specialized fields.

Depending on training needs identified are allocated resources to conduct training courses,
symposia participation in professional, specialty conferences.

Adequacy of resources is analyzed in carrier analysis performed by management.

The training of personnel is accomplished by annual training programs in accordance with the
operational procedure "Human Resources" PO-6.2 code.

Staff competency assessment is performed annually on completion of a training program or

change the duties of the staff by changing the job description, employment or promotion based
on a ratings scale of assessments (accepted, rejected the proposed re-) approved Director
General

FORM COD: SR-01, Ed. 1 , Rev. 0 Page 7

 Social Review IDECON S.A.U.

Human Resourses Evolution

1
0.9
0.8
0.7
Axis Title

0.6
0.5
0.4
0.3
0.2
0.1
0 0 0 0
2008 2009 2010
Employees

2.5 INTERESTED PARTIES

Definitii
Interested party: individual or group who have an interest in the performance orsuccess of an
organization (eg customers, owners, people in an organization, suppliers, bankers, unions,
partners or companies). From the perspective of the standard 8000: 2008, interested party is
defined as: individual or group involved in social action or influencing the company.

Expectations IDECON S.A.U. arising from the implementation of SA8000 standard:

- provision of objective evidence of compliance with workers' rights, through a social
responsibility management system;
- consumer confidence and social organizations by meeting ethical and socialprinciples;
- improving relations with institutions, to facilitate relations with members of regulatory
bodies for specific tasks (security, support, security monitoring);
- evaluating suppliers on compliance with social responsibility;
- working environment by providing increased protection for workers and their involvement in
achieving the objectives of improving working conditions.

Identification and stakeholder expectations

Political -Socio- Economic external IDECON SAU

Each interest group has a set of expectations, requirements, needs and interests of
the organization.

Internal stakeholders
Regarding the internal stakeholders, the Social Responsibility System demonstraites
IDECON guarantees compliance with the rules and work, commitment and mutual trust in a
working environment that fosters a better protection of company employees, and continuous

8
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

improvement of skills them.

Employer
Participates actively in the development of the social responsibility, requiring the
dissemination of fundamental principles of SA 8000 standard and improve the system
through periodic review.

Employees
IDECON S.A.U. employees considered a strategic resource so that the development of Social
Responsibility Management System is committed to providing:
their rights
professional and personal development. (Promotion and motivating employees
are very important)

IDECON S.A.U. defined an employee awareness plan through:

training on issues of social responsibility
distributing informational material communication, understanding and
mastering social responsibility policy

Foreign interesting parts

With regard to external stakeholders, through the Social Responsibili of IDECON

requirements are made known to the emerging standard SA8000, about the role that each of
them should assume. IDECON S.A.U. thus demonstrating their consciousness to
interact with organizations who are interested in social responsibility.

Clients/
Clients
Represent
ative

Local Public
comunity Entities
IDECON
SAU

Nonguver Gouverna
namental mental
Organizat Organizat
ions ions

9
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

Suppliers

IDECON S.A.U. providers consider their partners not only for developing but also interms
of social impact, so that established a procedure for selecting and evaluating
suppliers / his subsuppliers.
Suppliers and business partners support IDECON OR sustaining the quality of work performed.

The involvement of suppliers is done through:

- their awareness on issues of social responsibility and involvement of a growing number of
suppliers to meet the SA8000 standard requirements;
- selection and evaluation of suppliers and subfurnizorilor to determine compliance with the
requirements.

To provide confidence in our products and services, providers must demonstrate ethical
conditions in which it operates, respecting the legal requirements in commercialand labor
under the 'Assessment of Suppliers "...

Clients
For IDECON S.A.U. clients is the cornerstone of your company's success, so that works
done watching their satisfaction.
The requirements of SA 8000 compliance, we guarantee customers quality work, we show
concern for environmental protection and attention to occupational health and safety of our
employees at every stage of execution of works, because clients and other beneficiaries are
not only interested in the final paper, but also conditions underwhich it was made, considering
the crucial environmental and social impact, which is why they show their own role in
socially responsible.
Among the clients that benefited from the services include IDECON SAU
:-

Public Entities
Labour Inspectorate of the Municipality,
Local Authority for Child Protection, National Council for Combating Discrimination;
State Inspectorate in Construction, Building Laboratories
Municipalities
Environment Agency, Environmental Guard, etc.

Local authorities are the institutions with which the organization works locally to provide data in
accordance with law to ensure security vigilance of the local community, to report abuses
and violation of principles of SA 8000 standard and thus the law (child labor, forced labor,
Health and safety, freedom of association, wages, discrimination, extra work)

Government Organizations

Governmental organizations (eg organizations in ministries such as state authorities,

agencies) are coordinating the legislative rules.

NGOs

10
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

Distinct from public organizations (governmental organizations). They include Groups and
institutions that are entirely or largely independent of governments and humanitarian goals are
not cooperative and commercial.

SOCIAL RESPONSIBILITY OPINION SYSTEM

of the interested parties

Performante de mediu Consum de energie si de materii prime

foarte Reciclare Sanatate si securitate ocupationala
important Investitii si practicile furnizorilor Coruptia si mita
Strategia de mediu Managementul riscului si a crizei
Importanta Comunicare deschisa
acordata de Poluare aer/sol
partile Managementul responsabilitatii sociale
interesate
Managementul resurselor umane Probleme concurentiale
externe Non-discriminare Dezvoltare si instruire
important Relatiile cu comunitatea Calitatea serviciilor
Politici publice

important foarte
Importanta acordata de partile interesate interne important

11
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

CHAPTER III. SA8000 REQUIREMENTS

3.1 CHILDREN'S WORK

Definitions

Child means any person younger than 15 years of age unless local law stipulates a higher
age minimum for work or mandatory for school surveys, in this case the higher age shall
apply. If, however, local law sets the minimum age of 14 years except in accordance
with developing countries that have acceded to ILO Convention 138, the lowest applicable age.

Young employee: any employee who exceeds the age of the child as defined above and which
has less than 18 years of age.

Child labor: Any work performed by a child younger than that specified in the definition of the
child except the provisions of ILO Recommendation 146.

Remedial Action for Children: any support or action needed to ensure the safety, health,
education and development of children who performed work tasks, as defined above through
the work of minors, and have completed such work.

POLICY ON CHILD LABOR

IDECON S.A.U. undertake not to use child labor and labor do not support the use by children.
The organization undertakes only to the minor requirements with
standard SA 8000:2008 and legislation in force:
- individual acquires the capacity to work at the age of 16;
- the organization does not employ staff under the age of 15 years;
- the organization can employ staff aged 15 years as an employee, the employment
contract, only with the written consent of parents or guardians for activities according to their
physical development, skills and knowledge, the conditions under which jeopardized the
health, development and training;
- employment in jobs hard, harmful or dangerous shall be made only after completing18 years
of age, they are set by government decision.

IDECON S.A.U. undertake to communicate to all stakeholders concerned with the defense of
children's rights relating to any situation that might arise from the exploitation of children
by taking advantage of their work or their ill treatment, as stipulated by international conventions
and treaties to which Romania joined.
IDECON S.A.U. will ensure that its suppliers and sub-suppliers to comply with legislation
relating to child labor. Also ensure that if the suppliers and sub-suppliers
utileaza children as labor force, they are not exposed to any danger.
IDECON S.A.U. undertake to adopt appropriate rehabilitation plans in the event that will be in a
position to use child labor to provide the necessary support both during their employment
contract, as well as in the case are dismissed from work.

The situation today

At this point, framing IDECON staff in the OR , show the following age categories:

FORM COD: SR-01, Ed. 1 , Rev. 0 Page 12

 Social Review IDECON S.A.U.

2008 2009 2010

Age
Nr. pers Nr. pers
(years) Nr. pers

< 14
15-18
19-20
21-30
31-40
41-50
51-60
> 61
Total
Media de
varstă

2011 OBJECTIVES
OBJECTIVES ACTIVITIES RESOURSES TERM RESPONSIBLE INDICATOR

3.2 FORCED LABOR

Definitions

Forced Labour: Any work or service imposed on a person under threat or for which the person
has not freely consented (Labour Code), any work or service exacted from any person and
threatened to punish them for not having given or volunteer work or service which is required to
make payment of a debt (SA 8000: 2008).

Policy on Forced Labor

In the organization IDECON OR, top management is committed to not using forced labor and
not to support.
The job will not require employees to be retained the original documents or cash deposits as
collateral on behalf of labor supply.

13
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

In IDECON OR, nobody is forced to work or not work in a job or a profession, whatever they
may be outside the individual employment contract.

The recruitment and selection process, workers are provided with information on the type of
contract, terms and conditions of employment. Employees are aware about their rights and
duties of the contract, including the procedure for making complaints.
The organization undertakes to communicate to all stakeholders interested in the field to protect
the rights of employees relating to any situation that might arise from the work force, as defined
under the conditions specified in the existing labor laws, international conventions, referred to
the standard 8000: 2008.

PRESENT SITUATION

"My work means a lot to me." This is how most employees think of their job - it is our duty to
maintain this and we are happy.

In 2010, the organization has not made use of tools and practices to create situations of forced
labor. There have been denunciations related to forced labor and there were no forms of protest
in response to the achievement of forced labor conditions, as defined in applicable legislation.

Organization wants existence of good internal communications, fostering a climate of

cooperation between departments and between employees.
Saddle IDECON employees distributed in late 2010 to complete a questionnaire to assess staff
satisfaction. The results of this survey, as shown in figure "employee satisfaction", denoting a
high degree of satisfaction from working environment, salary, health and safety at work,
involvement, etc..

Employees do not spill contingency fees paid by law and not to request training programs
conducted during the performance of labor contracts. The organization also performs payroll
and time intregral.

2011 OBJECTIVES
OBJECTIVES ACTIVITIES RESOURSES TERM RESPONSIBLE INDICATOR

14
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

Satisfactia angajatilor
Sptijinul/Suportul de care beneficiati
pentru indeplinirea sarcinilor de serviciu

Relatiile avute cu ceilalti

Cat de mult sunteti implicat atunci cand

se iau decizii in companie
Stilul de conducere pe care il au
superiorii
Cat de tare va motiveaza slujba pe care
o aveti
Salariul reflecta experienta pe care o
aveti

Posibilitati de avansare in cariera

Instruirea angajatilor

Punerea in practica a principiilor de

egalitate de sansa si nedescriminare

Atmosfera de lucru intr dvs si superiori

Atmosfera de lucru intre colegi

Mecanismele de raportare

Echipament de lucru

Sanatate si securitate la locul de munca

Beneficii suplimentare

Salarizare

Cat de mult aveti de muncit in pozitia

dvs

Programul de lucru

Locul de munca, in general

0 2 4 6 8 10
Foarte nemultumit Nemultumit Multumit Foarte multumit

15
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

3.3 HEALTH AND SAFETY AT WORK

Definitions

The following terms are defined for the purposes of health and safety law no. 319/2006.

Participants in the work process - people in business and / or unit, with the permission of the
employer, the period prior verification of professional skills for employment, persons engaged in
community service activities or volunteer activities under and unemployed during participation in
some form of training and who have individual employment contract concluded in writing and
can prove that the contractual provisions and the services provided by any other evidence;

Representative of workers with specific responsibility for the security and health workers
- a person elected, chosen or designated by the workers in accordance with the law, to
represent them in matters concerning the safety and health of workers at work;

Prevention - a set of provisions or measures taken or provided at all stages of work in order to
avoid or reduce occupational risks;

Event - the accident that resulted in death or injury to the body, produced during the process of
doing the work or service, or missing person case of accident or road traffic, in circumstances
involving persons, dangerous incident and case of occupational disease or capable of the
profession;

Accident at work - body violent injury and acute occupational poisoning, which occur during
the process of doing the work or service and which causes temporary disability of at least 3
days, disability or death;

Occupational disease - disease that occurs as a result of exercising a trade or profession,

caused by harmful physical agents, chemical or biological characteristics of the workplace, and
the overuse of different organs or body systems in the workplace;

Work Equipment - any machine, apparatus, tool or installation used at work;

Personal protective equipment - any equipment designed to be worn or handled by a worker

to protect against one or more hazards likely to endanger its safety and health at work, and any
addition or accessory designed to achieve this objective;

Job - the place intended to include workstations, located on the premises of the undertaking
and / or establishment, including any other place in the area of enterprise and / or unit to which
the worker has access in the course of business;

Grave and imminent danger of injury - the actual situation, lacking the current real and only
opportunity to trigger an accident at any time;

Practice - training with practical character, specific profession or specialty in preparing pupils,
students, apprentices and retraining the unemployed period;

Safety and health at work - all institutional activities aimed at ensuring the best working

16
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

conditions in the process, protection of life, physical integrity and mental health workers and
other persons participating in the work;

Dangerous Incident - identifiable event such as explosion, fire, damage, technical accident,
major emissions of pollutants, resulting from the failure of an activity or work equipment and / or
inappropriate behavior of the human factor has not affected the workers, but were also likely to
follow and / or caused or was likely to cause damage;

Easy Accident - an event which leads to only superficial injuries requiring medical care
premiums and trained incapacity lasting more than three days;

Related disease - disease of multifactorial determination, at which some drivers are

professional in nature.

DESIGNATED WORKER HEALTH AND SAFETY

Responsible SSM - ... ... ... ... ... ... was appointed by the management decision SC ….S.R.L
have the skills necessary to fulfill this responsibility.
Occupational Medicine
IDECON S.A.U.are done in time ... ... ... .... medical services contract
Under the agreement, the main services offered are: ....
The management of health and safety at work

Risk assessment
Training and staff awareness on the hazards and risks

The organization has a prevention and protection plan for 2011 prepared according to the
application of Law 319/2006. All the objectives mentioned in the plan have been met.
Employees were trained on the Training Program established in 2010, is regularly filled with
health and safety records and work sheets for emergency situations. The training has also
benefited from the spirit of the law, and persons participating in the activities of the organization,
particularly those present on the site (visitors, other employees or subcontractors of the
customer).
Occasionally (monthly) employees receive training materials on various health and safety.
Organization staff were assured to all personal protective equipment and work, depending on
the risks identified. Personal protective equipment and work have been those working on site,
including visitors. According to the list drawn up by the Officer for Health and Safety at Work,
they are:
- Safety caps;
- Boots;
- Protective masks;

17
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

- Goggles;
- Boots;
- Overalls and caps.
- Protective gloves
On the site, employees are provided with motor transport organization. Material for such works
are carried with the organization's vehicles, specially designed for this purpose.

Disciplinary Sanctions
Company Employees who do not follow the rules in this area are liable to punishment. The
entire staff was notified about the procedure and copies are posted to the Safety Notice Boards
with the exception of aministrative area.
There were no recorded events that can lead to injuries or deaths.
Objectives

Designated worker health and safety

Responsible SSM - ... ... ... ... ... ... was appointed by the management decision SC S.R.L...
... ... ... ... ... .... have the skills necessary to fulfill this responsibility.
Occupational Medicine
IDECON S.A.U.are done in time ... ... ... .... medical services contract
Under the agreement, the main services offered are: ....
The management of health and safety at work

Risk assessment
Training and staff awareness on the hazards and risks
The organization has a prevention and protection plan for 2011 prepared according to the
application of Law 319/2006. All the objectives mentioned in the plan have been met.
Employees were trained on the Training Program established in 2010, is regularly filled with
health and safety records and work sheets for emergency situations. The training has also
benefited from the spirit of the law, and persons participating in the activities of the
organization, particularly those present on the site (visitors, other employees or
subcontractors of the customer).

Occasionally (monthly) employees receive training materials on various health and safety.
Organization staff were assured to all personal protective equipment and work, depending
on the risks identified. Personal protective equipment and work have been those working

18
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

on site, including visitors. According to the list drawn up by the Officer for Health and Safety
at Work, they are:
- Headphones;
- Boots;
- Protective masks;
- Goggles;
- Pufoaice;
- Boot;
- Overalls and caps.
- Protective gloves
On the site, employees are provided with motor transport organization. Material for such
works are carried with the organization's vehicles, specially designed for this purpose.

Disciplinary Sanctions
Company Employees who do not follow the rules in this area are liable to punishment. The
entire staff was notified about the procedure and copies are posted to the Safety Notice
Boards with the exception of aministrative area.
There were no recorded events that can lead to injuries or deaths.
Objectives

2011 OBJECTIVES
OBJECTIVES ACTIVITIES RESOURSES TERM RESPONSIBLE INDICATOR

3.4 FREEDOM OF ASSOCIATION AND

RIGHT TO COLLECTIVE LABOUR AGREEMENT

Definitions
The labor contract is a written agreement concluded between the employer or employers'
organization, on one side, and employees represented by unions or otherwise provided by law,

19
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

on the other hand, setting out the clauses concerning working conditions, wages, and other
rights and obligations arising from labor relations.
Collective bargaining is mandatory, unless the employer has employed fewer than 21
employees. In negotiating the terms and termination of collective agreements the parties are
equal and free. Collective agreements concluded with the law of the parties is lawfully
Current Status

IDECON S.A.U. respects the right of employees to form or join unions of their choice and right
to collective bargaining agreement.

The organization has released the organization's legal requirements concerning the right of
employees to associate, but have not been reported among employees on the application form
or different forms of association membership, such as union or professional.

There have been denunciations about the possibility of top management involvement in forming
or joining associations of employees unions.

The collective work in the organization was drafted after negotiations with employee
representatives, in compliance with the collective agreement applicable nationwide for years ...
... .. No .... of ... ..

Manager ... ... ...., The office of ... ... ... ... ... ... ... ... ... ... ... was elected by the workers to
represent both the organization and to facilitate communication and SA8000 standard
monitoring and management of the organization between them.

Workers' representative is not subject to discrimination and can freely communicate with
employees at work.
Objectives:

2011 OBJECTIVES
OBJECTIVES ACTIVITIES RESOURSES TERM RESPONSIBLE INDICATOR

3.5 DISCRIMINATION

Definitions
Discrimination: direct discrimination are acts of exclusion, distinction, restriction or preference
based on one or more of the criteria laid down in Art. 5. (2) of the labor force, which have the
purpose or effect of granting, restriction or removal of recognition, use or exercise rights under
labor law.
Acts and deeds constitute indirect discrimination apparently based on criteria other than those
provided for in art. 5. (2) of the labor force, but having any direct effects.

20
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

Policy on Discrimination

IDECON SAU use top management commitment to employee does not discriminate in
employment, compensation, access to training, promotion, retirement on grounds of:
- Sex;
- Sexual orientation;
- Genetic characteristics;
- Age;
- National affiliation;
- Race;
- Color;
- Roma;
- Religion;
- Policy option;
- Social origin;
- Disability;
- Family situation or responsibility;
- Trade union affiliation or activity.

Management organization with the principle of equal pay for equal work (the same work or work
which is assigned a value), the elimination, of all elements of pay and conditions, any
discrimination on grounds of sex.

The present situation

IDECON SAUare established by the documents related to employment (the employment
contract, employee handbook, recruitment and selection procedure of staff) all conditions
related to the selection, recruitment, performance-based assessment and staff remuneration, so
that activities within the organization not give rise to discrimination. All documents are circulated
and processed with all employees.

IDECON S.A.U. not involved in the exercise of employees to follow principles or practices or to
satisfy their needs in respect of race, social class, ethnicity, religion, invadilitate, gender, sexual
orientation, gender, union affiliation, political affiliation or age.

IDECON S.A.U. does not allow behaviors, including gestures, language or physical contact that
is legally coercitov sexually abusive or exploitative.
In 2010 there were no denunciations related to practices of discrimination against employees.
Fit women / men:

Employment of persons based on age

Average age is ... organization. years. Age limits are min / max-19 to 20 years and>61
years, is considered normal for the activity of the organization.

21
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

Structura resurselor umane pe varste

19-20
21-30
31-40
41-50
51-60
>61

0 5 10 15 20 25 30 35 40
>61 51-60 41-50 31-40 21-30 19-20
2010 2 29 34 30 14 2
2009 2 29 34 30 12 2
20082 2 29 34 30 12 2

Nationality:
All employees of the organization are of Romanian nationality.

Religion:
In IDECON SAU there are x Catholic employees are

Religia Angajatilor

ortodoxa
catolica

Persons with disabilities:

The organization has hired a person who shows the kinds of disabilities.

Policy options
The organization says the politically neutral and does not provide the service activities of
political parties. As for employees, they are entitled to join any party they want, without
being influenced by their views.

Trade union membership or activity:

There are registered members of the union (see Chapter 3.4 Freedom of association
and right to collective bargaining agreement).
Objectives:

22
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

2011 OBJECTIVES
OBJECTIVES ACTIVITIES RESOURSES TERM RESPONSIBLE INDICATOR

3.6 DISCIPLINARY PRACTICES

Definitions

Misconduct - act in relation to work and who is a committed culpable action or inactionby the
employee that he has violated laws, rules and regulations, individual employment contract
or collective agreement applicable legal orders and thehierarchical leaders.

The situation today

IDECON S.A.U. prohibits any disciplinary practice meant to harm the rights and dignity
of employees, such as corporal punishment, mental or physical coercion, verbal abuse.
Disciplinary policy and procedure displayed on the notice
IDECON SAU is Also available are copies of policy and procedure for the Senior, Executive
and Human Resources Department. Disciplinary procedure is presented to newemployees as
part of post installation process.
This includes processing relating to: disciplinary issues, investigation, disciplinaryhearing, discip
linary warning, time off, criminal charges or convictions outside employment, maintaining
related records.
The sanctions imposed on employees for misbehavior at work are set out in the Rules of
Procedure, according to the Labour Code in force. Sanctions imposed for disciplinary
violations refers only specified in the Internal Rules.
In 2010, the organization has not registered denunciations related disciplinary practices
such as corporal punishment, mental or physical constraints or verbal abuse.
Objectives:

2011 OBJECTIVES
OBJECTIVES ACTIVITIES RESOURSES TERM RESPONSIBLE INDICATOR

23
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

3.8. WORK PROGRAM

Defining

Working time - during which the employee performs any work, is available to employers
and fulfills its duties and responsibilities, according to the individual labor contract, collective
agreement applicable to and / or legislation in force.

The situation today

Within the organization IDECON OR, top management is committed to comply with the agreed
work program at the organization, individual employment contracts and collective labor
agreement at national and branch

All hours worked by employees are properly quantified and paid. Overtime shall be made only
with the employees, they are paid accordingly.
In 2010 there were no overtime hours performed by employees and workers were not paid
properly.
In 2010 have been complied with vacation days granted according to law (21 days) based
on their schedule maintained by the Department of Human Resources.
There were no complaints about working hours

3.8 REMUNERATION
Definitions

Consideration is salary employee in the work of individual labor contract.

For work performed under individual employment contract each employee is entitled to a salary
expressed in money. In determining and granting wage, discrimination based on sex, sexual
orientation, genetic features, age, national affiliation, race, color, religion,political option, social
origin, disability, family situation or responsibility, membership oractivity union.

Policy on Remuneration

Organization Management IDECON S.A.U. undertake to ensure the

24
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

payroll monthlyemoluments as on trade and employment, in accordance with legal

regulations. Their remuneration is based on performance, eliminating any discrimination
establishedunder the law.
Organization IDECON SAUnu accept moonlighting.

The situation today

IDECON SAUacorda emoluments employees over minimum wage so that they meet their basic
needs and at least half the people support them.
Payment of wages, bonuses and bobusurilor is granted to workers in the currency.Frequency
of remuneration is made in accordance with national law and regulations.
In 2010, there were no pay cuts due to the reduction of contracts or acts ofindiscipline, in
accordance with the Rules applicable.

Anul 2008 Anul 2009 Anul 2010

Nivel incadrare
min max min max min max

muncitori
necalificati
muncitori
calificati
personal cu
pregatire
liceala
personal cu
pregatire
postliceala
personal cu
pregatire
scoala de
maistri
personal cu
pregatire studii
superioare de
scurta
durata

25
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

Anul 2008 Anul 2009 Anul 2010

Nivel incadrare
min max min max min max

personal cu
studii
superioare

ANUL 2006 ANUL 2007 ANUL 2008

NIVEL DE INCADRARE
min max min max min max

muncitori necalificati 500 500 700 700 700 700

muncitori calificati 550 550 700 700 700 700

personal cu pregatire 600 600 700 700 700 700

liceala
personal cu pregatire 600 600 1000 1000 1000 1000
postliceala
personal cu pregatire scoala de 600 600 1000 1000 1000 1000
maistri
personal cu pregatire studii 600 600 1000 1000 1000 1000
superioare de scurta durata
personal cu studii 600 600 1000 1000 1000 1000
superioare

OBIECTIV ANUL 2011

OBIECTIV ACTIVITATI RESURSE TERMEN RESPONS INDICA
ABIL TOR

26
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

3.9 SOCIAL RESPONSIBILITY SYSTEM

Definitions

System - a set of interrelated or interacting elements

Management system - a system which sets the policy and objectives and those objectives are
achieved (Definitions are taken from ISO 9000: 2005).
The situation today
The management system is structured so that it can be integrated with other management
systems: quality (ISO 9001), environmental (ISO 14001), health and safety (OHSAS 18001).

Management review
The management system is reviewed periodically (at least annually) by the organization's
leadership for its suitability to the existing social conditions and to improve it. Management
review results are represented in this balance SA 8000.

Organization representatives
It was delegated a representative of management on issues of social responsibility to ensure
that the requirements of the standard 8000: 2008. This role was assumed by ______________,
according to the decision issued by the Director General.
_____________ was chosen by the workers to represent both the organization and to facilitate
communication and SA8000 standard monitoring and management of the organization between
them.

Planning and implementation

The organization has taken responsibility for every employee to be trained both in recruitment
and periodically on the SA 8000 standard requirements, so be aware of the role, duties and
responsibilities to meet the requirements of SA 8000: 2008.
The effectiveness of the system is continuously monitored by the degree of implementation of
enterprise policy and standards requirements.

Monitoring suppliers
Ensure monitoring of suppliers / subcontractors and subfurnizorilor through recordings on the
following issues:
- Its compliance with the requirements of the standard SA 8000;
- Participation in monitoring activities on social issues;
- The prompt implementation of corrective actions to be taken following identification of
nonconformities;
- Information on the organization of their commercial relations with other suppliers,
subcontractors and sub-suppliers.
Supplier evaluation was done particularly in terms of compliance with health and safety at work
(many of whom are certified OHSAS 18001: 2008), and through his own responsibility
statement that does not use black labor.

Handling complaints and corrective actions

During the implementation of social accountability system as required by SA 8000: 2008, there
were no complaints have been intended to breach the law applicable to employment law. The
organization has made available a register of employee suggestions and complaints.
IDECON S.A.U. not to apply disciplinary measures, not lay off and not discriminate against any
worker who provides information on the degree of compliance with standard requirements.
Solving problems and adopt corrective actions are important elements of the management
system of the SA 8000 OR IDECON mechanism is essential in communication between

27
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

workers and company management.

External communication, access to verification

According to the legislation in the field of labor law (relating to employment contracts,
salaries, etc..), The organization providing the information required by the state, control (eg
ITM). Under the contractual terms, the organization provides information to its partners to
meet requirements SA 8000.

Director General IDECON SAUasigură transmission of all relevant information relating to

social responsibility, taking into account the applicable legal requirements related to
international legal instruments referred to standard SA 8000: child labor, forced labor,
health and safety at work, freedom of association and right the collective labor contract,
discrimination, disciplinary practices, working hours, remuneration, social responsibility
management system.
Actively promote the flow of information feedback, communication between the organization
through their direct involvement and behavior related to social responsibility. Relevant
information relevant to the external environment and organization are provided, and
interested outside parties - authorities, customers, suppliers.
Human Resources Department within the organization's responsibility to inform employees
of any new legislative or regulatory change through a notice in writing or by posting the
notice board.

Other means of communication:

• information sessions usually involving all heads of departments, both functional and
sustained implementation of those responsible for providing information;
• Information sessions among employees (sessions conducted in an informal set of
employees that do not require management approval of the organization);
• fixed / mobile;
• e-mail.

If the contract specification, IDECON OR may have access to information about social
responsibility from its suppliers, ensuring the supply line employee rights, security and
occupational health and environmental protection in accordance with the requirements of
the standard SA 8000.

OBIECTIV ANUL 2011

OBIECTIV ACTIVITATI RESUR TERMEN RESPONS INDICATO
SE ABIL R

28
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

CHAPTER IV. APPLICABLE LAW

Child labor

• Universal Declaration of Human Rights (UN);

• International Convention on the Rights of the Child (UN)
• Convention 138 and Recommendation 146 (ILO) Minimum Age andRecommendations;
• Convention 182 (ILO) Worst Forms of child labor.
• Romanian Constitution (Article 49 - Protection of children and youth, art. 32 - Right to
education)
• O.G. no. Emergency Ordinance 26/1997 on the protection of children at risk
• Law no. Education 84/1995, republished with subsequent modifications
• Labour Code (Law no. 53/2003 and subsequent amendments)

Forced labor
• Universal Declaration of Human Rights (UN);
• Convention 29 and 105 (ILO) Forced Labour
• Romanian Constitution (art. 41 - Employment and social protection of labor, art. 42 -
Prohibition of forced labor, art. 43 The right to strike)
• Labour Code (Law no. 53/2003 and subsequent amendments)
• Law no. 130 / 1996 on collective bargaining agreement;
• Law no. 168/1999 regarding the settlement of labor disputes;
• collective bargaining agreement applicable nationwide for 2007-2010 (completedaccording to
art. 10 and 11 of Law no. 130/1996, republished, posted at the Ministry of
Labour, Social Solidarity and Family, no. 2895/29.11.2006) ;
• The collective labor contract at the applicable in the construction industry for 2008-
2009 no. 631/2007 (registered at the Ministry of Labour, Family and EqualOpportunities with the
number 631/17/05.12.2007).

Health and safety

• Universal Declaration of Human Rights (UN);
• Convention 155 and Recommendation 164 (ILO) Health and safety;
• Romanian Constitution (Article 22 - Right to life and physical and mental integrity, art.34 -
right to health, art. 35 - Right to a healthy environment, art. 41 - Labour and socialwork)
• Labour Code (Law no. 53/2003 and subsequently amended, Title V)
• collective bargaining agreement applicable nationwide for 2007-2010 (completedaccording to
art. 10 and 11 of Law no. 130/1996, republished, posted at the Ministry of
Labour, Social Solidarity and Family, no. 2895/29.11.2006, Chapter 3);
 Contractul colectiv de munca la nivel de ramura aplicabil in domeniul constructiilor pe
anii 2008-2009 nr. 631/2007 (inregistrat la Ministerul Muncii, Familiei si Egalitatii de
Șanse cu numarul 631/17/05.12.2007, capitolul III);
 Legea sanatatii si securitatii in munca nr. 319/2006;
 Hotararea nr. 1425/2006 Norme metodologice de aplicare a legii securitatii si sanatatii in
munca nr. 319/2006;

29
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

 Legea nr. 130/1999 privind unele masuri de protectie a persoanelor incadrate in munca,
modificata si completata prin Legea nr. 403/2005 si modificata cu legea 450/2006;
 Legea 346/2002 privind asigurarea pentru accidente de munca si boli profesionale,
modificata cu OUG nr. 107/2003, OUG 129/2004; OUG nr. 158/2005; OUG nr.
171/2005; OUG nr. 91/2007; Legea nr. 588/2003;
 OUG nr. 99/2000 privind masurile ce pot fi aplicate in perioadele cu temperaturi extreme
pentru protectia persoanelor incadrate in munca;
 Norma metodologica de aplicare a prevederilor OUG 96/2003 privind protectia
maternitatii la locurile de munca, completata cu Legea 25/2004 privind protectia
maternitatii la locurile de munca;
 Norme metodologice de aplicare a Legii nr. 346/2002 privind asigurarea pentru
accidente de munca si boli profesionale, cu modificarile si completarile ulterioare;
 OUG nr. 129/2004 pentru modificarea Legii nr. 346/2002 privind asigurarea pentru
accidente de munca si boli profesionale;
 Hotararea de Guvern nr. 300/2006 privind cerintele minime de securitate si sanatate
pentru santierele temporare si mobile;
 Hotararea de Guvern nr. 493/2006 privind cerintele minime de securitate si sanatate
referitoare la expunerea lucratorilor la riscurile care genereaza zgomot;
 Hotararea de Guvern nr. 971/2006 privind cerintele minime de securitate si sanatate
pentru semnalizarea de securitate si/sau de sanatate la locul de munca;
 Hotararea de Guvern nr. 1028/2006 privind cerintele minime e securitate si sanatate
referitoare la utilizarea echipamentelor cu ecran de vizualizare;
 Hotararea de Guvern nr. 1048/2006 privind cerintele minime de securitate si sanatate
pentru utilizarea de catre lucratori a echipamentelor de protectie la locul de munca;
 Hotararea de Guvern 1051/2006 privind cerintele minime de sanatate si securitate
pentru manipularea manuala a maselor care prezinta riscuri pentru lucratori, in special
de afectiuni dorsolombare;
 Hotararea de Guvern nr, 1091/2006 privind cerintele minime de sanatate si securitate
pentru locul de munca;
 Hotararea de Guvern nr. 1875/2005 privind protectia sanatatii si securitatii lucratorilor
fata de riscurile datorate expunerii la azbest;
 Hotararea de Guvern nr. 1876/2006 privind cerintele minime de sanatate si securitate la
expunerea lucratorilor la riscurile generate de vibratii;
 Cerintele minime din 26 iulie 2006 privind identificarea si localizarea echipamentelor
destinate prevenirii si stingerii incendiilor;

30
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

 Hotararea nr. 1093/2006 privind stabilirea cerintelor minime de securitate si sanatate

pentru protectia lucratorilor impotriva riscurilor legate de expunerea la agentii
cancerigeni sau mutageni la locurile de munca;
 Hotararea de Guvern nr. 1218/2006 privind cerintele minime lucratorilor expusi la factorii
de risc agenti chimici;
 Ordin nr. 753/2006 privind protectia tinerilor in munca;
 Hotararea de Guvern nr. 1146/2006 privind cerintele minime de sanatate si securitate in
munca pentru utilizarea in munca de catre lucratori a echipamentelor de munca;
 Hotararea nr. 95/2003 privind controlul activitatilor care reprezinta pericole de accidente
majore in care sunt implicate substante periculoase;
 Hotarare nr. 1756/2006 privind limitarea nivelului emisiilor de zgomot in mediu produs
de echipamente destinate utilizarii in exteriorul cladirilor;
 Hotararea nr. 115/2004 privind stabilirea cerintelor esentiale de securitate ale
echipamentelor individuale de protectie si a conditiilor pentru introducerea lor pe piata;
 Ordin nr. 130/2007 pentru aprobarea metodologiei de elaborare a scenariilor de
securitate la incendiu;
 Metodologia de elaborare a scenariilor de securitate la incendiu emisa de Ministerul
Administratiei si Internelor, publicata in Monitorul Oficial nr. 89/2007;
 Regulament din 23 martie 2007 privind formarea specifica de coordonator in materie de
securitate si sanatate pe durata elaborarii proiectului si/sau a realizarii lucrarilor pentru
santierele temporare ori mobile;
 Ordin nr. 242/2007 pentru aprobarea Regulamentului privind formarea specifica de
coordonator in materie de securitate si sanatate pe durata elaborarii proiectului si/sau a
realizarii lucrarilor pentru santierele temporare ori mobile;
 Legea 418/2004 privind statutul profesional al medicului de medicina muncii;
 Hotararea de Guvern nr. 335/2007 privind supravegherea sanatatii lucratorilor;
 Hotararea nr. 557/2007 privind completarea masurilor destinate sa promoveze
imbunatatirea securitatii si sanatatii la locul de munca pentru salariatii incadrati in baza
unui contract de munca pe durata determinata si pentru salariatii temporari incadrati la
agenti de munca temporara;
 Hotarare nr. 38/2008 pentru modificarea Hotararii Guvernului nr, 355/2007 privind
supravegherea sanatatii lucratorilor.

Libertatea de asociere
 Declaratia Universala a Drepturilor Omului (ONU);
 Conventia 98 (ILO) Dreptul la negociere colectiva;

31
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

 Constitutia Romania (art. 40 – Dreptul la asociere, art. 9 – Sindicatele, patronatele si

asociatiile profesionale);
 Legea sindicatelor nr. 54/24.01.2003;
 Legea patronatelor nr. 356/2001;
 Codul muncii (Legea nr. 53/2003 si modificarile ulterioare);
 Contractul colectiv de munca la nivel national aplicabil pe anii 2007-2010 (incheiat
conform art. 10 si 11 din Legea nr. 130/1996, republicata, inregistrat la Ministerul Muncii,
Solidaritatii Sociale si Familiei cu nr. 2895/29.11.2006);
 Contractul colectiv de munca la nivel de ramura aplicabil in domeniul constructiilor pe
anii 2008-2009 nr. 631/2007 (inregistrat la Ministerul Muncii, Familiei si Egalitatii de
sanse cu numarul 631/17/05.12.2007).

Discriminare
 Declaratia Universala a Drepturilor Omului (ONU);
 Conventia Natiunilor Unite pentru eliminarea oricarei forme de discriminare contra
femeilor (ONU);
 Conventia 159 (ILO) Reabilitarea profesionala si angajarea persoanelor cu dezabilitati;
 Conventia 100 si 111 (ILO) Retributie egala pentru barbati si femei pentru munca egala;
Discriminarea;
 Constitutia Romaniei (art. 16 – Egalitatea in drepturi, art. 40 – Munca si protectia sociala
a muncii, art. 50 – Protectia persoanelor cu handicap)
 Legea nr. 48/2002 privind prevenirea si sanctionarea tuturor formelor de discriminare cu
modificarile ulterioare
 Legea nr. 202/2002 privind egalitatea de sanse intre femei si barbati
 Legea nr. 53/1992 privind protectia speciala a persoanelor cu handicap
 Legea nr. 57/1992 privind incadrarea in munca a persoanelor handicapate
 Ordonanta de urgenta nr. 102/1999 privind protectia speciala si incadrarea in munca a
persoanelor cu handicap
 Legea nr. 519/2002 pentru aprobarea Ordonantei de Urgenta a Guvernului nr, 102/1999
privind protectia speciala si incadrarea in munca a persoanelor cu handicap
 Ordin nr. 726/2002 privind criteriile pentru stabilirea gradului de handicap pentru adulti si
aplicarea masurilor de protectie speciala;
 Legea nr. 343/2004 privind modificarea si completarea ordonantei de urgenta a
Guvernului nr. 102/1999 privind protectia speciala si incadrarea in munca a persoanelor
cu handicap
 Legea nr. 488/2006 privind protectia si promovarea drepturilor persoanelor cu handicap

32
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

 Ordonanta de urgenta nr. 14/2007 pentru modificarea si completarea Legii nr, 448/2006
privind protectia si promovarea drepturilor persoanelor cu handicap
 Hotararea nr. 268/2007 pentru aprobarea normelor metodologice de aplicare a
prevederilor Legii nr. 448/2006 privind protectia si promovarea drepturilor persoanelor
cu handicap
 Ordin nr. 590/2008 privind aprobarea instructiunilor pentru aplicarea art. 78 din Legea
448/2006 privind protectia si promovarea drepturilor persoanelor cu handicap
 Codul muncii (Legea nr. 53/2003 si modificarile ulterioare)
 Contractul colectiv de munca la nivel national aplicabil pe anii 2007-2010 (incheiat
conform art. 10 si 11 din Legea nr. 130/1996, republicata, inregistrat la Ministerul Muncii,
Solidaritatii Sociale si Familiei cu nr. 2895/29.11.2006);
 Contractul colectiv de munca la nivel de ramura aplicabil in domeniul constructiilor pe
anii 2008-2009 nr. 631/2007 (inregistrat la Ministerul Muncii, Familiei si Egalitatii de
sanse cu numarul 631/17/05.12.2007).

Practici disciplinare
 Declaratia Universala a Drepturilor Omului (ONU);
 Conventia 29 si 105 (ILO) Munca fortata
 Constitutia Romaniei (art. 41 – Munca si protectia sociala a muncii, art. 42 –
Interzicerea muncii fortate, art. 43 Dreptul la greva)
 Codul muncii (Legea nr. 53/2003 si modificarile ulterioare)
 Legea nr. 130 /1996 privind contractul colectiv de munca;
 Legea nr. 168/1999 privind solutionarea conflictelor de munca;
 Contractul colectiv de munca la nivel national aplicabil pe anii 2007-2010
(incheiat conform art. 10 si 11 din Legea nr. 130/1996, republicata, inregistrat
la Ministerul Muncii, Solidaritatii Sociale si Familiei cu nr. 2895/29.11.2006);
 Contractul colectiv de munca la nivel de ramura aplicabil in domeniul
constructiilor pe anii 2008-2009 nr. 631/2007 (inregistrat la Ministerul Muncii,
Familiei si Egalitatii de Șanse cu numarul 631/17/05.12.2007).

Programul de lucru
 Declaratia Universala a Drepturilor Omului (ONU);
 Conventia 29 si 105 (ILO) Munca fortata;
 Conventia 155 si Recomandarea 164 (ILO) Sanatate si securitate in munca;

33
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

 Conventia 100 si 111 (ILO) Retributie egala pentru barbati si femei pentru munca
egala; Discriminarea;
 Conventia 98 (ILO) Dreptul la negociere colectiva;
 Constitutia Romaniei (art. 41 – Munca si protectia sociala a muncii)
 Codul muncii (Legea nr. 53/2003 si modificarile ulterioare)
 Contractul colectiv de munca la nivel national aplicabil pe anii 2007-2010
(incheiat conform art. 10 si 11 din Legea nr. 130/1996, republicata,
inregistrat la Ministerul Muncii, Solidaritatii Sociale si Familiei cu nr.
2895/29.11.2006);
 Contractul colectiv de munca la nivel de ramura aplicabil in domeniul
constructiilor pe anii 2008-2009 nr. 631/2007 (inregistrat la Ministerul
Muncii, Familiei si Egalitatii de Sanse cu numarul 631/17/05.12.2007).

Salarizarea
 Declaratia Universala a Drepturilor Omului (ONU);
 Conventia 29 si 105 (ILO) Munca fortata;
 Conventia 155 si Recomandarea 164 (ILO) Sanatate si securitate in munca;
 Conventia 100 si 111 (ILO) Retributie egala pentru barbati si femei pentru munca
egala; Discriminarea;
 Conventia 98 (ILO) Dreptul la negociere colectiva;
 Constitutia Romaniei (art. 41 – Munca si protectia sociala a muncii)
 Codul muncii (Legea nr. 53/2003 si modificarile ulterioare)
 Contractul colectiv de munca la nivel national aplicabil pe anii 2007-2010
(incheiat conform art. 10 si 11 din Legea nr. 130/1996, republicata,
inregistrat la Ministerul Muncii, Solidaritatii Sociale si Familiei cu nr.
2895/29.11.2006);
 Contractul colectiv de munca la nivel de ramura aplicabil in domeniul
constructiilor pe anii 2008-2009 nr. 631/2007 (inregistrat la Ministerul
Muncii, Familiei si Egalitatii de Șanse cu numarul 631/17/05.12.2007);
 Legea 14/1991 privind salarizarea;
 Legea 142/1998 cu modificarile si completarile ulterioare privind
acordarea tichetelor de masa;
 Hotararea Guvernului nr. 1507/2007 pentru stabilirea salariului de baza
minim brut pe tara garantat in plata

34
FORM COD: BS-01, Ed. 1 , Rev. 0
 Social Review IDECON S.A.U.

 Hotararea Guvernului nr. 1051/2008 pentru stabilirea salariului de baza

minim brut pe tara garantat in plata.

Sistemul de management
 Declaratia Universala a Drepturilor Omului (ONU);
 Conventia Internationala a Drepturilor Copilului (ONU);
 Conventia Natiunilor Unite pentru eliminarea oricarei forme de discriminare contra
femeilor (ONU);
 Conventia 29 si 105 (ILO) Munca fortata;
 Conventia 87 (ILO) Libertatea de asociere;
 Conventia 98 (ILO) Dreptul la negociere colectiva;
 Conventia 100 si 111 (ILO) Retributie egala pentru barbati si femei pentru munca egala;
Discriminarea;
 Conventia 135 (ILO) Conventia reprezentantilor salariatilor;
 Conventia 138 si Recomandarea 146 (ILO) Varsta minima si Recomandari;
 Conventia 155 si Recomandarea 164 (ILO) Sanatate si securitate in munca;
 Conventia 159 (ILO) Reabilitarea profesionala si angajarea persoanelor cu dezabilitati;
 Conventia 177 (ILO) Munca la domiciliu;
 Conventia 182 (ILO) Forme grave de munca ale minorilor.

35
FORM COD: BS-01, Ed. 1 , Rev. 0