Charters & Rules related to CSR and OSR

Hermes-OSR Charter

Hermes-OSR CharterThe “Hermes-OSR Charter” has been specifically designed to be used jointly with the “Hermes-OSR Labellisation process” and to support that process. It is a result of the Hermes-R project supported by the European Leonardo da Vinci programme to deploy Social Responsibility approaches in organisations and especially in SMEs.

The Hermes-OSR Charter represents the background document for the Quality Assurance approach linked to the Hermes-OSR Label and its implementation and acceptance by the professional stakeholders.

The points of governance indicated in the Hermes-OSR Charter are:

The Hermes-OSR Charter and the Hermes-OSR Labellisation process documents are available in the Hermes-OSR public Library.

Background documents and values
In complement to the governance defined by the Hermes-OSR Charter, to an accredited Hermes-OSR training offer, the training organization should also follow and support general principles which are illustrated by:

The ILO’s terms of reference and fundamental principles

ILO stands for the “International Labour Organization”, which is devoted to advancing opportunities for women and men to obtain decent and productive work in conditions of freedom, equity, security and human dignity. Its main aims are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue in handling work-related issues.
The ILO was founded in 1919 and became the first specialized agency of the UN in 1946.
The ILO is the only 'tripartite' United Nations agency in that it brings together representatives of governments, employers and workers to jointly shape policies and programmes.
The ILO is the global body responsible for drawing up and overseeing international labour standards. Working with its Member States, the ILO seeks to ensure that labour standards are respected in practice as well as principle.
Some of the key background documents in relation to the Hermes-OSR context:

  1.  International Labour Standards
  2. ILO Declaration on fundamental principles and rights at work, (CIT/1998/PR20A)
  3. Governance, International Law & Corporate Social Responsibility - International Institute for Labour Studies and International Labour Organization (2008)

Example of documents by ILO on some specific principles:

  1. Convention 29 - Forced Labour
  2. Convention 87 - Freedom of Association and Protection of the Right to Organise
  3. Convention 98 - Right to Organise and Collective Bargaining
  4. Convention 100 - Equal Remuneration
  5. Convention 105 - Abolition of Forced Labour
  6. Convention 111 - Discrimination (Employment and Occupation)
  7. Convention 138 - Minimum Age
  8. Convention 182 - the Prohibition and Immediate Elimination of the Worst Forms of Child Labour


OSR principles, such as the Code of Conduct designed by FLA.

The FLA is the Fair Labor Association. Incorporated in 1999, the Fair Labor Association is a collaborative effort of socially responsible companies, colleges and universities, and civil society organizations to improve working conditions in factories around the world.
The FLA is a brand accountability system that places the onus on companies to voluntarily achieve the FLA’s labour standards in the factories manufacturing their products. Universities affiliated with the FLA ensure that the licensees supplying their licensed products manufacture or source those products from factories in which workers’ rights are protected.

FLA’s Workplace Code of Conduct
(Please check on the FLA’s website for any update and for further details)
The FLA developed its Workplace Code of Conduct based on International Labour Organization (ILO) standards, and created a practical monitoring, remediation and verification process to achieve those standards. The Code, presented below, delineates the specific code elements that FLA-affiliated companies are required to enforce in factories that supply their products. The FLA Code is supplemented by FLA Compliance Benchmarks , which identify specific benchmarks for each code element.

Any Company that determines to adopt the Workplace Code of Conduct shall, in addition to complying with all applicable laws of the country of manufacture, comply with and support the Workplace Code of Conduct in accordance with the Principles of Monitoring and shall apply the higher standard in cases of differences or conflicts. Any Company that determines to adopt the Workplace Code of Conduct also shall require its licensees and contractors and, in the case of a retailer, its suppliers to comply with applicable local laws and with this Code in accordance with the Principles of Monitoring  and to apply the higher standard in cases of differences or conflicts.
Translations of the FLA Code in 23 languages are available on the FLA’s website

Article 01 - Training Materials

Only partners of the Hermes-R project and the training organisations having an accredited Hermes-OSR training offer can use the Hermes-OSR training materials and have to respect the following rules:

Article 02 - Training levels

The training organisations having an accredited Hermes-OSR training offer have to:

Article 03. - Trainers, Coach-Practitioners and Experts

The training organisations having an accredited Hermes-OSR training offer should have the relevant and qualified trainers/coaches within their team. At least some permanent resources should be available internally to the training organisation.
Quantified indicators will be later defined by the Accreditation Committee on a practical basis.

Article 04 - Logistics for the training offer

What is the physical context and conditions provided by the training organisation for their accredited Hermes-OSR training offer?

Action planning:

Article 05 - Communication on accredited Hermes-OSR training offer

The training organisation having an accredited Hermes-OSR training offer must be able to adequately communicate (and respecting other the articles of the Hermes-OSR Charter as well) on:

On a general basis, the training organisation having an accredited Hermes-OSR training offer has to respect:

Article 06 - Quality Assurance & Audits of the Hermes-OSR accredited training offers

The aim is to secure the objectives of the accreditation of OSR training offers as indicated in the “Hermes-OSR Labellisation”.
Quantified indicators will be defined on a practical basis by the Accreditation Committee after pilot and test cases conducted by the Hermes-OSR partners and first training organisations having an accredited Hermes-OSR training offer. These indicators should help measure recognition of the Hermes-OSR Label and relevance of the various training levels and the corresponding certificates.
Audit and feedback systems will be implemented and the training organisations having an accredited Hermes-OSR training offer must facilitate access to the information to the auditors. The objective of these audit and feedback system is to:

Article 07 - Hermes-OSR Community

To support the continuous improvement and development of the Hermes-OSR training solution, the Hermes-OSR Label, and the recognition process by the market and the professional actors, an Hermes-OSR Community of users is implemented and facilitated via a collaborative website. This Hermes-OSR Community of users regroups:

Facilitated by the Administrative Secretariat via the Hermes-OSR collaborative website, the Hermes-OSR Community is a resource centre to share skills, experience and societal progress issues.
Access to the on-line resources depends on the accreditation level, the accredited modules, the certification level or the level in the Capacity building process.
The training organisations having an accredited Hermes-OSR training offer are encouraged to participate to the Hermes-OSR Community of users and to promote it towards the trainees and their sending organisations.

Article 08 - Capacity building

The Hermes-OSR approach also pays a lot of importance to the empowerment of individuals and to the capacity building process of individuals and organisations.

Transferring Knowledge is considered as a basic function of the training and coaching process.

The added-value brought in by the Hermes-OSR training solution is more on the upper levels as indicated in the figure below depending on the learning path defined with the trainees and their progress along this path. The steps indicated in blue are directly supported by the Hermes-OSR training solution, and the final step reflecting “expertise” is more gained via practice and implementation and can be developed and supported via the Hermes-OSR Community.

Hermes-OSR Capacity building steps

Based on this capacity building path, is used to define the various levels of expertise in Hermes-OSR labellisation process as described in the table here below.

Hermes-OSR capacity building levels

Article 09 - Accreditation and Certification registries

To be valid, Hermes-OSR accreditations and certifications have to be registered centrally at the Hermes-OSR Administrative Secretariat.
9.1.    Accreditation registry
Hermes-OSR accreditation for a training offer can be delivered for only one or several complete Hermes-OSR training Modules.
Hermes-OSR accreditations are valid for three years duration including the following commitments:

The Hermes-OSR accreditations may be renewed by the Accreditation Committee on the basis of the activity generated by the training organisations on its accredited Hermes-OSR training offer, of the audits and feedback reports, of the dynamism provided to the Hermes-OSR Community by the trainees and their sending organisation, and of the adaptations and update/upgrade implemented by the training organisation to match the evolutions of the Hermes-OSR training solution since the previous accreditation.

The Hermes-OSR accreditation registry is available on-line.

9.2.    Certification registry
The certification of trainees is delivered by the trainers within the framework of a learning path defined in relation to an accredited Hermes-OSR training offer.
The certification can be delivered for a full Hermes-OSR Module or for a sub-unit of a Module.
The certifying trainer/coach and the certified trainee have both the obligation to register this certification via the on-line procedure at the Hermes-OSR Administrative Secretariat which is in charge of maintaining the Hermes-OSR certification registry.
Certificates are registered with the delivery date, the version of the Module/sub-Unit/specific learning path, including any prior learning indication if any.
When a certification for a supplementary sub-unit/credit is registered by a trainee, a supplementary test may be required on the previous certified units if major evolution occurred since. In that way, the sum of certificates on the sub-unit could lead to a full certificate on a module. If no major evolution in the content of the training or its structured occurred, then no supplementary test may be needed if all the sub-units have been certified and if the global syllabus is fulfilled.
Once the trainee registered the certification of a Module or a sub-unit, it provides him/her access to more information on the Hermes-OSR Community platform.