The ETI Base Code
This document was amended 01 April 2014 with revisions to clause 6. Working hours are not excessive.
Employment is freely chosen
- There is no forced, bonded or involuntary prison labour.
- Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.
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.
- The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
- Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
- Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
Working conditions are safe and hygienic
- A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken 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.
- Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
- Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
- Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
- The company observing the code shall assign responsibility for health and safety to a senior management representative.
Child labour shall not be used
- There shall be no new recruitment of child labour.
- Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined in the appendices.
- Children and young persons under 18 shall not be employed at night or in hazardous conditions.
- These policies and procedures shall conform to the provisions of the relevant ILO standards.
Living wages are paid
- Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
- All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
- Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
Working hours are not excessive
- Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards.
- Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.*
- All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
- The total hours worked in any seven day period shall not exceed 60 hours, except where covered by clause 6.5 below.
- Working hours may exceed 60 hours in any seven day period only in exceptional circumstances where all of the following are met:
- this is allowed by national law;
- this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
- appropriate safeguards are taken to protect the workers’ health and safety; and
- the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
- Workers shall be provided with at least one day off in every seven day period or, where allowed by national law, two days off in every 14 day period.
No discrimination is practised
- 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.
Regular employment is provided
- To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
- Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
No harsh or inhumane treatment is allowed
- Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.
The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection.
Note: We make every effort to ensure that the translations of the ETI Base Code and Principles of Implementation are as complete and accurate as possible. However, please note that in both cases it is the English language documents which should be treated as the official versions.
Care for quality
Quality policy is the topmost commitment of the Makoter d.o.o. management, which is to ensure successful business in the long term, based on appropriate organisational approaches and by providing the resources, in order to pursue the vision and achieve the objectives set in accordance with strategic policies. In Makoter d.o.o. quality is an established value that all of us working in business processes are aware of and it signifies better, cheaper, faster and safer realisation of the demands of all stakeholders.Further improvements are achieved by setting the objectives. Relying on indicators, the process objectives are measured, monitored and improved. Quality management is based on the ISO 9001 quality standard, which has enabled the setting up of processes and defining of the related objectives and administrators. The quality system is connected with the requirements pertaining to products and services. Thereby the quality system objectives are at the same time process objectives and are in accordance with the business objectives.
Makoter through time
Milica Makoter registers the trade as second job.
Milica Makoter’s 200 m2 workshop is taken over by Janko Makoter.
Additional workshop, 50 m2, is built, machines for the manufacturing PE foil and bags are bought.
Purchase of an extruder and a printing press.
Purchase of a new machine for bag manufacture and a new extruder for foil manufacture. 200 m2 of office space is built.
Purchase of two machines for the manufacture of PE foil, purchase of a six-colour printing press and an automatic machine for bag manufacture. The number of employees rises to 10.
Building a new production hall with dining hall, dressing room and washroom altogether 600 m2 and a new parking lot. The number of employees is 17.
Founding and registering the company Makoter d.o.o. (Makoter Ltd.).
Own transformer station is built.
Purchasing additional machines for bag manufacture and a machine for printing block manufacture.
Makoter d.o.o starts operating.
Transfer of means and employees from Janko Makoter to company Makoter d.o.o.
Acquiring ISO 9001 certificate for the quality of the products and for the operation.
Modernisation of capacities. Purchase of extruder for the manufacture of three ply PE foil, purchase of eight colour printing press, of welding machine for bags with flexible handle, A new production hall is built. There are 4,000 m2 of business premises and 62 employees.
The income on sale exceeds 20 million German marks. Annual production capacities reach 4500 tons. At the end of the year, there are 86 employees in the company.
Purchase of a machine for recycling the waste foil and a machine for mixing the dye.
Income on sale is 10 million. EUR. There is an increase of investments in capacity and in quality improvement on existing equipment. The number of employees rises to 92.
88 million SIT are invested for transformer station, printing equipment and and projecting roof. There are 103 employees in the company.
Introduction of the machine for patch handle bags. Initiation of the new information system. The company employs 111 workers at the end of the year.
Introduction of the Inline-printing machine and another 3-layer coexstruder. Initiation of the integrated information system. The company employs 105 workers at the end of the year.
Acquired a new 8-colour flexo-printing machine and a new converting machine for wicket bags, especially used in tissue and hygienic industry.
To fulfill the wishes of our customers and there for we have acquired a new machine for flexi loop bags in order to shorter delivery date. Because of efficient production, we invest in a device for remaking cutting.
Acquired for new machine for making bags length max 4m and the enrollment of new activities CONSTRUCTION (front and painting works, production of KNAUF systems and ARMSTRONG ceiling) ; at the end of the year, there are 130 employees in the company – 12 employees construction industry.
Investment in new 10-colour printing machine.
Investment in new confectioning machine.
Commissioning of RTO (RTO-REGENERATIVE THERMAL OXIDATION).
Investment in housing estate and closed cooling powered by compressors.
Building of new warehouse, new productions space and commissioning machine for hygiene / sanitary bags.
Commissioning of printing machine with width 1700mm.
Investment in a new confectioning machine.
Investment in new plastics recycling machine and two confectioning machines.
Vision and mission
Makoter do.o.o will increase manufacture and sale of:
- polyethylene foil of a higher quality class
- bags made of different sorts of polyethylene
- polyethylene packing material for machine packing
- multicolour print on polyethylene, polypropylene and paper
to remain the leading manufacturer and vendor of the above products and an important competitor for the European manufacturers of packing material.
To fulfil the expectations of the customers, the company will systematically improve quality by developing the ISO 9001.
In addition the company will continuously develop and adapt to new technologies and changes in the environment by motivating employees to constantly learn and become more proficient.