Privacy Policy – Facility Guides INC.

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The Universal Declaration of Human Rights (UDHR), adopted by the United Nations General Assembly in 1948, outlines fundamental human rights and freedoms to which all people are entitled. If you are creating or referencing a policy statement that aligns with international human rights guidelines, it may cover several key articles from the UDHR. These commonly include:

Equality and Non-Discrimination (Article 1 & 2)
- Recognition of the inherent dignity and equal rights of all individuals, without discrimination based on race, gender, religion, or other status.
Right to Life, Liberty, and Security (Article 3)
- Protection of the right to life, freedom, and personal security.
Freedom from Slavery and Torture (Articles 4 & 5)
- Prohibition of slavery, servitude, torture, and inhumane or degrading treatment.
Equality Before the Law (Articles 6–11)
- Guarantee of legal protection and the right to a fair trial.
Right to Privacy (Article 12)
- Protection against arbitrary interference with privacy, family, home, or correspondence.
Freedom of Movement and Asylum (Articles 13 & 14)
- Right to freedom of movement and the right to seek asylum in other countries from persecution.
Right to Nationality (Article 15)
- Protection against statelessness and the right to a nationality.
Right to Freedom of Thought, Expression, and Assembly (Articles 18–21)
- Guarantees freedom of religion, opinion, expression, peaceful assembly, and participation in government.
Economic, Social, and Cultural Rights (Articles 22–27)
- Rights to social security, work, rest and leisure, education, and participation in cultural life.
Right to a Standard of Living Adequate for Health and Well-Being (Article 25)

Access to adequate food, clothing, housing, medical care, and necessary social services.

Duty to Respect the Rights of Others (Article 29)

Emphasis on individual duties to the community and respect for the rights of others.

Prohibition Against Destruction of Rights (Article 30)

No individual or group has the right to engage in activities that aim to destroy the rights and freedoms set forth in the UDHR.

The United Nations Covenants on Human Rights refer to two foundational treaties that expand on the principles of the Universal Declaration of Human Rights (UDHR):

International Covenant on Civil and Political Rights (ICCPR)
International Covenant on Economic, Social and Cultural Rights (ICESCR)

Here is one example of a guideline covered under these covenants:

Right to Non-Discrimination (ICCPR, Article 26 & ICESCR, General Principle)

Guideline: All individuals are entitled to equality before the law and protection from discrimination on any grounds, including race, color, sex, language, religion, political or other opinion, national or social origin, property, birth, or other status.
Purpose: To ensure that every person enjoys their civil, political, economic, social, and cultural rights without any form of discrimination.

Core Labor Standard of the International Labour Organization (ILO):

Elimination of Forced or Compulsory Labor

Guideline: All forms of forced or compulsory labor must be prohibited.
Source: ILO Core Conventions No. 29 (Forced Labour Convention, 1930) and No. 105 (Abolition of Forced Labour Convention, 1957).
Purpose: To ensure that no individual is subjected to involuntary work under threat of penalty, whether imposed by an individual, organization, or state.

OECD Guideline for Multinational Enterprises:

Human Rights: Respecting Human Rights in Business Operations

Guideline: Enterprises should respect the internationally recognized human rights of those affected by their operations, consistent with the United Nations Guiding Principles on Business and Human Rights.
Source: OECD Guidelines for Multinational Enterprises, Chapter IV (Human Rights).
Purpose: Companies are expected to avoid causing or contributing to adverse human rights impacts and address such impacts when they occur, through due diligence processes and stakeholder engagement.

Guiding Principle for Business and Human Rights (UN):

Corporate Responsibility to Respect Human Rights

Guideline: Businesses should avoid infringing on the human rights of others and address adverse human rights impacts with which they are involved.
Source: United Nations Guiding Principles on Business and Human Rights (UNGPs), Principle 11.
Purpose: Companies have a responsibility to conduct human rights due diligence to identify, prevent, mitigate, and account for how they address their impacts on human rights.

Protection of Children and Freedom from Child Labor:

Prohibition of Child Labor

Guideline: Businesses should work to eliminate all forms of child labor, ensuring that no person under the minimum age is employed in any form of work that may harm their development or interfere with their education.
Source: International Labour Organization (ILO) Convention No. 138 (Minimum Age Convention, 1973) and ILO Convention No. 182 (Worst Forms of Child Labour Convention, 1999).
Purpose: To protect children from exploitation and harmful working conditions, ensuring their rights to education, health, and development are upheld.

Forced Labor, Modern Slavery, and Human Trafficking:

Prohibition of Forced Labor and Human Trafficking

Guideline: Businesses must actively prevent and eliminate all forms of forced or compulsory labor, including practices related to modern slavery and human trafficking, within their operations and supply chains.
Source: International Labour Organization (ILO) Convention No. 29 (Forced Labour Convention, 1930) and ILO Protocol of 2014 to the Forced Labour Convention.
Purpose: To ensure that no worker is subjected to conditions of involuntary work or coercion, and to respect the fundamental human right to freedom from exploitation.

Occupational Health and Safety:

Ensuring a Safe and Healthy Work Environment

Guideline: Employers must provide a safe and healthy work environment by identifying, preventing, and mitigating workplace hazards, ensuring compliance with occupational health and safety standards.
Source: International Labour Organization (ILO) Convention No. 155 (Occupational Safety and Health Convention, 1981) and Recommendation No. 164.
Purpose: To protect workers’ physical and mental health, reduce workplace accidents and illnesses, and promote well-being across all levels of employment.

Freedom of Association and the Right to Collective Bargaining:

Respect for Freedom of Association and Collective Bargaining

Guideline: Workers should have the right to freely form or join trade unions and engage in collective bargaining without fear of discrimination, retaliation, or interference from employers.
Source: International Labour Organization (ILO) Convention No. 87 (Freedom of Association and Protection of the Right to Organise, 1948) and ILO Convention No. 98 (Right to Organise and Collective Bargaining, 1949).
Purpose: To ensure workers’ rights to representation and collective negotiation on terms and conditions of employment, fostering fair and equitable workplace practices.

Discrimination, Harassment, Diversity, and Inclusion:

Prohibition of Discrimination and Harassment, and Promotion of Diversity and Inclusion

Guideline: Businesses must ensure equal opportunities and prohibit any form of discrimination or harassment in the workplace, actively promoting a diverse and inclusive environment that respects all individuals, regardless of race, gender, ethnicity, religion, disability, sexual orientation, or other personal characteristics.
Source: International Labour Organization (ILO) Convention No. 111 (Discrimination [Employment and Occupation] Convention, 1958) and United Nations Sustainable Development Goal 5 (Gender Equality) and Goal 10 (Reduced Inequalities).
Purpose: To foster a respectful, inclusive workplace culture while eliminating biases and ensuring every employee feels valued, safe, and empowered to contribute.

Appropriate Living Wage:

Commitment to Providing a Living Wage

Guideline: Employers should ensure that all workers are paid a living wage sufficient to meet their basic needs and those of their dependents, including housing, food, healthcare, education, and other essentials, with some discretionary income.
Source: International Labour Organization (ILO) Convention No. 131 (Minimum Wage Fixing Convention, 1970) and the United Nations Guiding Principles on Business and Human Rights (Principle 12).
Purpose: To uphold human dignity, reduce poverty, and promote fair compensation practices that contribute to the well-being and stability of workers and their families.

Prohibition on Environmental Harm:

Prevention of Environmental Degradation

Guideline: Businesses must avoid practices that cause harmful soil changes, water pollution, air pollution, excessive noise emissions, or overconsumption of water resources. Companies should adopt sustainable practices and comply with environmental laws and standards to minimize their ecological footprint.
Source: United Nations Sustainable Development Goals (SDGs), Goal 6 (Clean Water and Sanitation), Goal 12 (Responsible Consumption and Production), and Goal 13 (Climate Action) and the Rio Declaration on Environment and Development, Principle 2.
Purpose: To protect the environment, safeguard natural resources for future generations, and ensure that business operations do not contribute to climate change or ecological harm.

Unlawful Eviction and Unauthorized Appropriation of Land, Forest, or Water:

Respect for Land, Forest, and Water Rights

Guideline: Businesses must respect the land, forest, and water rights of individuals and communities, ensuring no unlawful eviction or unauthorized appropriation occurs. Companies should adhere to international human rights standards and engage in meaningful consultation with affected stakeholders, particularly indigenous peoples and local communities.
Source: United Nations Guiding Principles on Business and Human Rights (Principle 13), Voluntary Guidelines on the Responsible Governance of Tenure of Land, Fisheries, and Forests (VGGT), and ILO Convention No. 169 (Indigenous and Tribal Peoples Convention, 1989).
Purpose: To uphold the rights of communities to their resources, prevent forced displacement, and ensure equitable and fair resource management.

Prohibition on Misuse of Private Security Forces:

Responsible Use of Private Security Forces

Guideline: Businesses must ensure that any private security forces they hire are adequately trained, instructed, and controlled to prevent interference with human rights. Security personnel must operate within the boundaries of the law and respect the rights and dignity of all individuals, avoiding excessive force or misconduct.
Source: United Nations Guiding Principles on Business and Human Rights (Principle 23) and the Voluntary Principles on Security and Human Rights (VPSHR).
Purpose: To prevent security-related human rights violations, protect individuals and communities from harm, and ensure accountability for security operations linked to business activities.

Protection of Legally Established Rights and Positions:

Respect for Legally Established Rights

Guideline: Businesses must respect and protect legally established rights and positions, including property rights, land tenure, and other lawful entitlements of individuals, communities, and entities. Companies should ensure their operations and partnerships comply with local and international legal frameworks to avoid infringing on these rights.
Source: United Nations Guiding Principles on Business and Human Rights (Principle 11) and the Voluntary Guidelines on the Responsible Governance of Tenure of Land, Fisheries, and Forests (VGGT).
Purpose: To safeguard the rule of law, promote stability, and prevent disputes or conflicts arising from the disregard of legally recognized rights.

Compliance with the Minamata Convention on Mercury:

Compliance with Mercury Use, Production, and Disposal Standards

Guideline: Businesses must comply with the Minamata Convention on Mercury, adopting measures to minimize and, where feasible, eliminate the use, production, release, and improper disposal of mercury and mercury compounds. Companies should implement safe practices to protect human health and the environment from the adverse effects of mercury.
Source: Minamata Convention on Mercury (2013).
Purpose: To reduce global mercury pollution by regulating its use in industrial processes, products, and waste management, ensuring sustainable and environmentally sound practices.

Compliance with the Stockholm Convention on Persistent Organic Pollutants (POPs):

Compliance with Regulations on Persistent Organic Pollutants (POPs)

Guideline: Businesses must comply with the Stockholm Convention by eliminating or reducing the production, use, and release of Persistent Organic Pollutants (POPs) in industrial processes and products. Companies should adopt environmentally sound alternatives and ensure proper management and disposal of materials containing POPs.
Source: Stockholm Convention on Persistent Organic Pollutants (2001).
Purpose: To protect human health and the environment from the harmful effects of POPs, which persist in the environment, bioaccumulate in living organisms, and pose long-term risks.

Compliance with the Basel Convention on Hazardous Waste:

Responsible Handling, Exporting, and Importing of Hazardous Waste

Guideline: Businesses must comply with the Basel Convention by ensuring the environmentally sound management of hazardous waste throughout its lifecycle. Companies should prevent the illegal trafficking of hazardous waste, adhere to international regulations for the transboundary movement of waste, and take all necessary measures to safeguard human health and the environment from its adverse effects.
Source: Basel Convention on the Control of Transboundary Movements of Hazardous Wastes and Their Disposal (1989).
Purpose: To minimize hazardous waste generation, ensure its proper disposal, and prevent harm to ecosystems and communities, particularly in developing countries.

General Ethical and Environmental Responsibility:

Adherence to the Precautionary Principle

Guideline: Businesses should apply the precautionary principle by taking proactive measures to prevent environmental or social harm when scientific evidence about potential risks is uncertain. This includes avoiding activities that could lead to irreversible damage to ecosystems, biodiversity, or public health.
Source: Rio Declaration on Environment and Development (Principle 15).
Purpose: To encourage responsible decision-making in the face of uncertainty and promote sustainable practices that prioritize long-term environmental and social well-being.

Compliance with the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW):

Promotion of Gender Equality and Elimination of Discrimination Against Women

Guideline: Businesses must ensure equality between men and women in all aspects of employment and organizational practices, actively working to eliminate any form of gender discrimination, including in hiring, promotion, pay, and access to resources or opportunities. Organizations should also create safe workplaces free from gender-based harassment or violence.
Source: Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW, 1979).
Purpose: To promote gender equality, empower women, and eliminate barriers that prevent full participation in economic, social, and cultural life.

Compliance with the Convention on the Rights of the Child (CRC):

Protection of Children’s Rights

Guideline: Businesses must respect and support the rights of children, ensuring that their operations do not exploit or harm children in any way. This includes prohibiting child labor, safeguarding children from violence, abuse, or exploitation, and supporting their rights to education, health, and development.
Source: Convention on the Rights of the Child (CRC, 1989), Articles 32 (Protection from Economic Exploitation) and 19 (Protection from Abuse and Neglect).
Purpose: To ensure children’s best interests are prioritized, their rights are upheld, and they are provided with a safe and supportive environment to grow and thrive.

Compliance with the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families:

Respect for Migrant Workers’ Rights

Guideline: Businesses must respect and protect the human rights and dignity of all migrant workers and their families, ensuring fair treatment, non-discrimination, and access to safe working conditions, healthcare, and social protections, regardless of their legal status. Employers should also avoid exploitative practices, such as unfair recruitment fees or withholding of travel documents.
Source: International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families (1990), Articles 7 (Non-Discrimination) and 25 (Equality of Treatment).
Purpose: To safeguard migrant workers from abuse, exploitation, and discrimination while promoting equality and respect for their contributions to society.

Compliance with the UN Declaration on the Human Rights of People of African Descent:

Promotion of Equality and Protection of the Rights of People of African Descent

Guideline: Businesses must actively promote racial equality and ensure the protection of the human rights of people of African descent. This includes taking proactive measures to eliminate racial discrimination, creating inclusive workplaces, and addressing systemic inequalities that affect access to opportunities, fair treatment, and justice.
Source: United Nations Declaration on the Rights of People of African Descent (2022).
Purpose: To combat racism, celebrate the contributions of people of African descent, and foster equity and justice in all aspects of society.

Compliance with the UN Declaration on the Rights of Indigenous Peoples (UNDRIP):

Respect for the Rights of Indigenous Peoples

Guideline: Businesses must respect the rights of Indigenous peoples, including their right to self-determination, lands, territories, and resources. Companies should obtain Free, Prior, and Informed Consent (FPIC) before undertaking any activities that may affect Indigenous communities, their lands, or cultural heritage.
Source: United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP, 2007), Articles 10 (No Forced Removal) and 26 (Rights to Land, Territories, and Resources).
Purpose: To safeguard the dignity, culture, and livelihoods of Indigenous peoples while fostering ethical, collaborative, and sustainable relationships with Indigenous communities.

Rights of Roma, Sinti, and Travelers:

Promotion of Equality and Protection of the Rights of Roma, Sinti, and Travelers

Guideline: Businesses and organizations must actively combat discrimination against Roma, Sinti, and Traveler communities by promoting inclusion, ensuring equal opportunities in employment and services, and respecting their cultural identity. This includes addressing barriers that perpetuate social exclusion and implementing measures to prevent harassment or prejudice.
Source: Council of Europe Framework Convention for the Protection of National Minorities (1995) and EU Framework for National Roma Integration Strategies (2011–2020, extended goals).
Purpose: To support the social, economic, and cultural inclusion of Roma, Sinti, and Travelers, fostering equity and protecting their human rights and dignity.

Rights of Persons Belonging to National or Ethnic, Religious, and Linguistic Minorities:

Respect for the Rights and Identities of Minorities

Guideline: Businesses must respect and promote the rights of individuals belonging to national, ethnic, religious, and linguistic minorities, ensuring non-discrimination and their full and effective participation in economic, cultural, and social life. Companies should foster an inclusive environment where minority identities and languages are recognized and valued.
Source: United Nations Declaration on the Rights of Persons Belonging to National or Ethnic, Religious, and Linguistic Minorities (1992), Article 4 (Protection of Existence and Identity).
Purpose: To ensure that minorities can preserve their culture, language, and traditions while enjoying equal access to opportunities and protections under the law.

Rights of Refugees, Asylum-Seekers, and Internally Displaced People (IDPs):

Protection and Support for Refugees, Asylum-Seekers, and Internally Displaced People

Guideline: Businesses must respect the rights of refugees, asylum-seekers, and internally displaced persons by ensuring non-discrimination in access to employment, services, and humanitarian aid. Companies should work to integrate displaced individuals into their operations and support their access to safe working conditions, housing, and social protections.
Source: United Nations Convention Relating to the Status of Refugees (1951) and Guiding Principles on Internal Displacement (1998).
Purpose: To uphold the dignity and rights of displaced individuals and support their economic and social inclusion, contributing to stability and recovery in affected communities.

Compliance with the UN Guiding Principles on Extreme Poverty and Human Rights:

Commitment to Addressing Extreme Poverty and Upholding Human Rights

Guideline: Businesses must recognize and address the human rights challenges faced by individuals living in extreme poverty. This includes ensuring equitable access to employment opportunities, fair wages, and social protections, while actively avoiding practices that exacerbate poverty or exploit vulnerable populations. Companies should also engage in initiatives that promote sustainable development and reduce inequalities.
Source: United Nations Guiding Principles on Extreme Poverty and Human Rights (2012).
Purpose: To respect, protect, and fulfill the rights of individuals living in poverty, ensuring their access to essential services and opportunities for a dignified life.

UN Guiding Principles on Extreme Poverty and Human Rights (adopted in 2012) emphasize the connection between poverty and human rights, providing a framework to address extreme poverty as a critical human rights issue. Here is an overview of the core principles:

Key Guiding Principle Example:

Dignity and Non-Discrimination in Addressing Poverty

Guideline: States and organizations must ensure that policies and actions addressing extreme poverty are grounded in respect for human dignity and the principle of non-discrimination. Individuals living in extreme poverty should have equal access to rights, resources, and opportunities, free from stigma or exclusion.
Source: UN Guiding Principles on Extreme Poverty and Human Rights (2012).
Purpose: To empower individuals in poverty by ensuring their inclusion in decision-making processes and providing access to services such as education, healthcare, and social security.

Other Key Themes of the Guiding Principles:

Participation: Ensure the active involvement of individuals living in poverty in decisions that affect their lives.
Accountability: Governments and organizations must be held accountable for policies and actions impacting marginalized groups.
Access to Justice: Provide mechanisms for people in extreme poverty to seek redress for violations of their rights.
Focus on Empowerment: Programs should aim to build the capacity of individuals and communities to overcome poverty.
Priority to the Poorest: Resources and efforts must prioritize the most disadvantaged groups first.

UN Guiding Principles on Extreme Poverty and Human Rights:

Participation and Inclusion of People Living in Extreme Poverty

Guideline: Governments, organizations, and businesses must ensure the meaningful participation of people living in extreme poverty in decision-making processes that affect their lives. This includes involving them in the design, implementation, and evaluation of policies and programs aimed at poverty reduction and human rights protection.
Source: UN Guiding Principles on Extreme Poverty and Human Rights (2012).
Purpose: To empower individuals and communities in extreme poverty, address systemic exclusion, and ensure that development strategies are equitable and inclusive.

Overarching Principles:

Right to Development

Guideline: Businesses, governments, and organizations must contribute to the right to development, ensuring that economic growth, technological progress, and resource use benefit all people equitably. Special attention must be given to marginalized and vulnerable groups to ensure they share in the fruits of development without exploitation or harm.
Source: United Nations Declaration on the Right to Development (1986), Article 1.
Purpose: To integrate economic, social, and cultural rights with sustainable development, ensuring that no group is left behind.

Universal Declaration of Human Rights (UDHR):

Commitment to Upholding Fundamental Human Rights

Guideline: Businesses must respect and promote the fundamental human rights outlined in the Universal Declaration of Human Rights (UDHR), ensuring that all individuals are treated with dignity and equality. This includes prohibiting discrimination, forced labor, and any actions that infringe on the rights to life, liberty, and security of persons.
Source: Universal Declaration of Human Rights (1948), Articles 1 (Equality) and 3 (Right to Life, Liberty, and Security).
Purpose: To align business practices with globally recognized human rights standards, fostering environments where everyone can live and work free from fear, discrimination, or oppression.

International Covenant on Civil and Political Rights (ICCPR):

Respect for Civil and Political Rights

Guideline: Businesses must respect and uphold civil and political rights as outlined in the ICCPR, ensuring that their operations do not infringe on individuals’ rights to freedom of expression, freedom of association, privacy, and non-discrimination. Companies must also avoid complicity in actions that may contribute to violations, such as censorship, surveillance, or forced displacement.
Source: International Covenant on Civil and Political Rights (ICCPR, 1966), Articles 19 (Freedom of Expression) and 22 (Freedom of Association).
Purpose: To promote ethical business practices that support individual freedoms and uphold the rule of law, contributing to a fair and just society.

Core Labor Standards of the International Labour Organization (ILO):

Prohibition of Forced Labor

Guideline: Businesses must ensure that no form of forced or compulsory labor is used in their operations or supply chains. This includes taking proactive measures to prevent exploitation, such as human trafficking or bonded labor, and implementing due diligence processes to identify and address risks.
Source: ILO Core Labor Standard, Convention No. 29 (Forced Labour Convention, 1930) and Convention No. 105 (Abolition of Forced Labour Convention, 1957).
Purpose: To uphold human dignity and promote fair and ethical labor practices, ensuring that all workers are free to choose their employment without coercion or threats.

OECD Guidelines for Multinational Enterprises:

Responsible Business Conduct and Human Rights Due Diligence

Guideline: Multinational enterprises should carry out risk-based due diligence to identify, prevent, and mitigate adverse impacts on human rights, the environment, and good governance within their operations, supply chains, and business relationships. This includes adhering to internationally recognized human rights standards and providing remedies where violations occur.
Source: OECD Guidelines for Multinational Enterprises, Chapter IV (Human Rights).
Purpose: To promote sustainable and ethical business practices that align with global standards for responsible corporate behavior.

United Nations Guiding Principles on Business and Human Rights (UNGPs):

Human Rights Due Diligence

Guideline: Businesses should carry out human rights due diligence to identify, prevent, mitigate, and account for how they address their impacts on human rights. This involves assessing potential and actual human rights risks, integrating findings into decision-making processes, and tracking performance to ensure accountability.
Source: United Nations Guiding Principles on Business and Human Rights (UNGPs), Principle 17.
Purpose: To ensure businesses respect human rights throughout their operations and supply chains, prevent harm to individuals and communities, and provide remedies when adverse impacts occur.

Risk Analysis:

Cultural and Social Impact Risks

Guideline: Businesses should assess and address the risks their operations may pose to local cultures, traditions, and social structures, particularly in vulnerable or indigenous communities. This includes ensuring that activities do not erode cultural heritage, displace communities, or disrupt social cohesion.
Source: UNESCO Convention for the Safeguarding of the Intangible Cultural Heritage (2003) and UN Guiding Principles on Business and Human Rights (Principle 18: Assessing Human Rights Impacts).
Purpose: To mitigate risks to cultural identity and social well-being while fostering respectful and sustainable engagement with local communities.