Human Rights & Ethical Trading Policy

Human Rights and Ethical Trading Policy

Human Rights and Ethical Trading Policy

Overview

This policy outlines the sourcing standards used by A & J Robertson (Granite) Ltd to ensure human rights are respected in the same way as we carry out our business.
This policy applies to all our suppliers.
We buy products and services from a number of suppliers and we are committed to ensuring that the people employed to provide the products and services we buy, are treated fairly and that their fundamental human rights are protected and respected.
As a minimum, we expect our suppliers to share our commitment to ensuring fair treatment and respect for human rights.
These rights shall include international labour rights, such as the right to fair pay, decent working conditions and protection from forced labour, modern slavery and harsh or inhumane treatment.

Employment is freely chosen

There is no forced, bonded or involuntary prison labour.
Workers are not required to lodge ‘deposits’ or their identity papers with their employer and are free to leave their employer after reasonable notice.

Freedom of association and the right to collective bargaining

Workers have the right to join or form trade unions of their own choosing and to bargain collectively.
The employer must adopt an open attitude towards the activities of trade unions.
Workers representatives should not be discriminated against and they should have access to carry out their functions in the workplace.
Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates and does not hinder, the development of parallel means for independent and free association and bargaining.

Working conditions are safe and hygienic

A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps will be taken to prevent accidents and injury in the workplace.
Workers shall receive regular and documented health and safety training and such training shall be repeated for new or reassigned workers.
Access to clean toilets, potable water and appropriate food storage facilities shall be provided.
Accommodation, if provided, shall be clean, safe and meet the basic needs of the workers.
The company observing the code shall assign responsibility for health and safety to a senior management representative.

Child labour shall not be used

There shall be no new recruitment of child labour. Unless otherwise defined by local legislation, a child is any person less than 15 years of age.
Children and young persons under 18 shall not be employed at night or in hazardous conditions.

Living wages are paid

Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter into employment and about the particulars of their wages for the pay period concerned each time that they are paid.
Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

Working hours are not excessive

Working hours must comply with national laws, collective agreements, and the provisions of 7.2 to 7.6 below, whichever affords the greater protection for workers. Sub clauses 7.2 to 7.6 are based on international labour standards.
Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week. (International standards recommend the progressive reduction of normal hours of work when appropriate, to 40 hours per week, without and reduction in workers’ wages as hours are reduced).
All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less that 125% of the regular rate of pay.
The total hours worked in any seven day period, shall not exceed 60 hours, except where covered by clause 7.5 below.
Working hours may exceed 60 hours in any seven day period, only in exceptional circumstances where all of the following are met:
- this is allowed by national law;
- this is allowed by a collective agreement freely negotiated with a workers’ organization representing a significant portion of the workforce;
- appropriate safeguards are taken to protect the workers’ health and safety; and
- the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
Workers shall be provided with at least one day off in every seven day period or where allowed by national law, two days off in every 14 day period.

No discrimination is practiced

There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

Regular employment is provided

To every extent possible, work performed must be on the basis of a recognized employment relationship established through national law and practice.
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship, shall not be avoided through the use of labour-only contracting, sub-contracting, or home working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Nor shall any such obligations be avoided through the excessive use of fixed term contracts of employment.

No harsh or inhumane treatment is allowed

Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.