RGF Staffing is a global brand of Recruit Holdings, one of the world’s leading recruiting and information services companies. RGF Staffing is an organization driven for and by people. As an HR-service provider, we believe our people are at the core of our activities. By providing job opportunities, we encourage them to flourish. In order to do this, we are strongly committed to protecting and respecting their human rights and ensuring a workplace where they are treated with fairness, integrity, respect for the law and respect for the world around us. We seek to “creating a brighter world where all individuals can live life to the fullest,” in accordance with the human rights policy of our parent company, Recruit Holdings (https://recruit-holdings.com/sustainability/human-rights/policy/ ). This includes, among other things:
1 Freedom of association and the right to collective bargaining; the elimination of all forms of forced or compulsory labor; effective abolition of child labor; and the elimination of discrimination in respect of employment and occupation.
We have drawn up this policy to share with you our beliefs, views and principles regarding human rights of employees and temporary workers. We want to make it clear to everyone that we fully support these rights and that we are fully committed to comply with human rights. We also see it as our responsibility to do this for all our stakeholders.
This policy specifically applies to all employees, jobseekers, candidates, temporary workers, seconded employees, self-employed, and all other persons who work temporarily for our clients through our businesses. In the rest of this policy we will refer to all these people as ‘employees and temporary workers’.
This policy is applicable to the employees and temporary workers of RGF Staffing and its subsidiaries. Our subsidiaries often have additional policies, processes and procedures to properly safeguard the human rights of employees and temporary workers. Where (local) legislation is stricter than the Human Rights Policy of RGF Staffing or the subsidiary, that (local) legislation will apply.
RGF Staffing and its subsidiaries strive to perform human rights due diligence in accordance with the UN Guiding Principles to identify, assess, prevent, mitigate and account for negative impacts on human rights associated with our business activities. With the results from human rights due diligence, we are committed to adopting programs to address business‐specific human rights issues.
We respect human rights. This means that we avoid infringing on the human rights of others and address adverse human rights impacts with which we are involved. We avoid causing or contributing to adverse human rights impacts through our own activities, and address such impacts when they occur. We seek to prevent or mitigate adverse human rights impacts that are directly linked to our operations or services by our business relationships, even if we have not contributed to those impacts.
Employees and temporary workers are a subject of protection against all human rights violations in business operations, and are requested to prevent direct and indirect involvement in human rights violations. We expect them to respect this human rights policy. We are committed to remedying affected parties where it has been identified that we have caused or contributed to human rights impacts.
We do not tolerate discrimination. We treat employees and temporary workers fairly and with respect, protecting a culture of mutual trust, and valuing differences of opinion and cultural diversity and inclusion. This to create equal opportunities for all our (potential) employees, temporary workers and society.
We are committed to ensuring a discrimination-free and inclusive workplace and require our clients and business partners to do the same. All our employees and temporary workers should be treated with respect and dignity and are protected from any type of discrimination, including discrimination on the basis of race, ethnic or national origin, religion, age, gender, sexual orientation, marital status, disability or type of employment.
We expect our clients and suppliers to also comply with all relevant human rights policies and relevant legislation. So we request them to prevent direct and indirect involvement in human rights violations in their and our business operations and relationships.
Always in line with local legislation, we will request information from our clients so that we can properly assess whether the human rights of our employees and temporary workers will not be violated when they work for our clients. We see it as our responsibility and duty to ensure that the human rights of our employees and temporary workers are protected at all times.
We provide a culture of openness in which we all feel comfortable asking questions and discussing dilemmas and concerns. We also encourage our employees and temporary workers to raise and address any concerns, problems or complaints (‘grievances’) they may have, so they can be resolved promptly, fairly and in the interest of everyone involved.
All our employees and temporary workers have the right and possibility to raise a formal grievance and report misconduct. The employee or temporary worker can report such a case via the internet site of the company for which he/she works, via the local procedure to report grievance / misconduct, or via the integrity officer of the company.
All reported complaints and misconducts will be taken seriously and dealt with without unreasonable delay. No decisions will be taken until a reasonable investigation to establish the facts has taken place. If the investigation shows that human rights have been violated, we will take appropriate disciplinary actions. We ensure that our employees and temporary workers have the right to appeal against any decisions made.
Last update 1st of April 2021