ILO Policy
Company & Legal

International Labor Organization (ILO) Policy

At ROOM, we are committed to providing products and services that are produced or supplied in a way that respects human rights, the environment, and protects the fundamental dignity of workers. Our commitment and approach are informed by leading international standards and frameworks developed by the International Labor Organization (ILO). ROOM is committed to respecting and supporting the Core Conventions of the ILO, and the ILO Declaration on Fundamental Principles and Rights at Work. These Standards are derived from the above internationally recognized principles, standards, and frameworks. When interpreting these Standards, we follow ILO guidance materials and definitions.

ROOM Inc. does not use child labor.
The organization does not employ workers below the age of 18. The organization prohibits the worst forms of child labor.

ROOM Inc. has eliminated all forms of forced and compulsory labor.
Employment relationships are voluntary and based on mutual consent, without the threat of a penalty.

There is no evidence of any practices indicative of forced or compulsory labor, including, but not limited to, the following: physical and sexual violence, bonded labor, withholding of wages /including payment of employment fees and or payment of deposit to commence employment, restriction of mobility/movement, retention of passport and identity documents, and threats of denunciation to the authorities.

ROOM Inc. ensures that there is no discrimination in employment and occupation.
Employment and occupation practices are nondiscriminatory.

ROOM Inc. respects freedom of association & the effective right to collective bargaining.
Workers are able to establish or join worker organizations of their own choosing. The organization respects the full freedom of workers’ organizations to draw up their constitutions and rules. The organization respects the rights of workers to engage in lawful activities related to forming, joining or assisting a workers’ organization, or to refrain from doing the same, and will not discriminate or punish workers for exercising these rights. The organization negotiates with lawfully established workers’ organizations and/or duly selected representatives in good faith and with the best efforts to reach a collective bargaining agreement. Collective bargaining agreements are implemented where they exist.

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