Our objective is to improve the health, safety and working conditions of beer promoters by setting industry standards. The following seven standards are miniimum standards that the BSIC members have recognized as being critical to comply in order to improve the health, safety and working conditions of beer promoters:
The employment status of beer promoters (BP) will have to comply with the Cambodian Labour Law (1997). BPs must have a transparent, written contract, be they casual workers, full-time, or part time employees. The BPs will receive a copy of the contract. BPs will receive a fixed monthly base salary and will always be remonerated in accorance with the Cambodian rules and regulations. Incentive systems can be put in place on top of the basic salary but should be set up in such a way that they don’t lead to unhealthy or unsafe situations. The BSIC rejects commission-only work.
All members of the BSIC will offer a standard and comprehensive training package as part of the orientation training of BPs. This training shall include; how to deal with difficult customers, alcohol and drug use, workplace harassment, relationships between men and women, gender roles and responsibilities, healthcare options, sexual and reproductive health, contraceptive methods, and HIV/AIDS and STI education and prevention. A refresher training shall be organised at least once a year.
The industry body acknowledges the risk that many BPs may be pressured to drink beer in order to support their sales or to please the customer. It is policy of the BSIC that during working hours, BPs should not sit or drink with consumers. Members of BSIC will inform BPs on this rule and train BPs on how to refuse a beer offered without insulting the consumer and on what steps to take if one is forced to drink.
Beer Promoters will be clearly informed on whom their supervisor is, and that a procedure is th place for them to express any grievances in relation to their work. The procedure includes theuse of a database where all grienvance must be registered. This shall be linked with standard 6 on harassment.
Beer Promoters who sell BSIC member brands will recerve (company) branded uniforms or a clear sash with the brand name so that BPs are clearly visible and identifiable as workers selling or promoting beer. BPs who are off-duty shall not wear the uniform. Uniforms should be decent, taking into account the input from the BPs themselves.
The employer of the BP will ensure transport from the venue to the home of the BP as soon as the BP has finished his/her work in a particular venue, the provinces included. This will minimize the risk of BPs being harassed after working hours on their way back home. The BP is offered and encouraged to make use of the company transport.
The BSIC declares a zero-tolerance approach with respect to abuse and sexual harassment of BPs. All BSIC members will develop and implement and anti-sexual harassment policy for company staff as a part of personel contract and code of contucts. The policies wii be clearly communicated to employees and sufficient training will be provided to emphasize that sexual harassment will not be tolerated. Sanctions will be taken if rules are broken. The BSIC will clarify its expectations vis-a-vis the outlet owners in relation to providing a safe working enviroment for BPs, including the zero-tolerance statement. All BSIC members will maintain an accurate and up-to-date abuse and harassment reporting system and share this within the BSIC. It is compulsory to register all reported cases. In the event of harassment, the BSIC members will firstly discuss with outlet owners on a course of action. Unless actions are taken, the BSIC members will act together with the ultimate sanction of withdrawing all BPs (from all brands represented by BSIC members) from venue where serious or persistent physical of sexual abuse accurs, and will make a public statement to ensure that other stakeholders are also warned.