Anti Exploitation Policy

Automotive Employment NZ are members of the Recruitment and Consulting Services Association (RCSA).

As a member of the RCSA we comply with anti-exploitation policies. We require the same from our suppliers and the employers that we recruit for.

Exploitation, of one person (the victim) by another person, occurs if the other person's conduct causes the victim to enter into any of the following conditions: i. slavery, or a condition similar to slavery, ii. servitude, iii. forced labour, iv. forced marriage, v. debt bondage.

The industry means recruitment, contracting and consulting services across New Zealand including, without limitation, the provision of recruitment, workforce consulting, on-hire and staffing services.

Involvement (in unsatisfactory professional conduct) includes: aiding, abetting, counselling, or procuring; inducing or attempting to induce; or being in any way, directly or indirectly, knowingly concerned in, or party to, unprofessional conduct.

Professional Conduct Grievance Intervention Guidelines (PCGIGs) are the procedures approved by the RCSA Board from time to time, regardless of how they may be styled, for implementing the RCSA Code. For example, the Disciplinary & Dispute Resolution Procedures which are referred to in RCSA’s Constitution would be PCGIGs.

Reasonable standard of confidence means in relation to a matter, circumstance, or state of affairs means that, after reasonable inquiry, the Member is comfortably satisfied, within an acceptable degree of residual risk, as to its existence and that the Member can demonstrate the reasonable basis for such satisfaction.

Automotive Employment NZ ensure all suppliers and clients of the company are not involved in exploitative behaviour.

Migrant worker exploitation

Migrant exploitation is behaviour that causes, or increases the risk of, material harm to the economic, social, physical, or emotional well-being of a migrant worker. This includes breaches of minimum employment standards or breaches of health and safety and immigration laws. This excludes minor and insignificant breaches that are not constant and easily remedied.

Migrant employees have the right to:

• Written employment agreements

• Minimum wage, if you’re 16 years or older

• Paid rest breaks and unpaid meal breaks

• Sick leave, bereavement leave, parental leave, and domestic violence leave

• Public holidays

• 4 weeks of paid annual leave

• To ask for payslips

• To be treated fairly if you lose your job through termination