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EthicaCBD’s Ethical Trade Policy

We are committed to ethical practices in all we do. That’s why we have laid out minimum core principles that EthicaCBD and associated suppliers must follow:

1.0. Purpose

1.1. The purpose of the ethical trade policy is to set out the core principles that EthicaCBD and associated suppliers must follow to maintain high standards of integrity and professionalism in their working practices.

1.2. The policy will promote good practice and the observance of internationally recognised labour standards, in particular fundamental human rights throughout global supply chains.

1.3. This policy constitutes minimum and not maximum standards, therefore this code is not used to prevent the company from exceeding these standards.

2.0. Scope

2.1. This policy applies to EthicaCBD and all of its suppliers.

3.0. Responsibilities

3.1. The Senior Leadership Team at EthicaCBD are responsible for ensuring the policy is adhered to at all EthicaCBD operations.

3.2. The compliance, quality and operations teams are responsible for ensuring all suppliers are compliant with this policy.

4.0. Policy

4.1. 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.

4.2. Freedom of Association and the Right to Collective Bargaining are Respected

Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

Workers representatives are not discriminated against and have access to carry out their representative 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.

4.3. 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 shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

Accommodation, where 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.

4.4. Child Labour Shall Not Be Used

There shall be no new recruitment of child labour.

Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined in the appendices.

Children and young persons under 18 shall not be employed at night or in hazardous conditions.

These policies and procedures shall conform to the provisions of the relevant ILO standards.

4.5. 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 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.

4.6. Working Hours are Not Excessive

Working hours must comply with national laws, collective agreements, and the provisions set out below, whichever affords the greater protection for workers. These are based on international labour standards.

  • Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week*
  • 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 than 125% of the regular rate of pay.
  • The total hours worked in any 7 day period shall not exceed 60 hours, except where covered by clause 6.5 below.
  • Working hours may exceed 60 hours in any 7 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’ organisation 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 7 day period or, where allowed by national law, 2 days off in every 14 day period.

4.7. 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.

4.8. Regular Employment is Provided

To every extent possible work performed must be on the basis of recognised 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.

4.9. 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.

4.10. Safeguarding within the Supply Chain

In this context, safeguarding means protecting a person’s health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect.

  • That you provide a safe and trusted environment which safeguards anyone who your company or organisation has contact with, including staff, volunteers and beneficiaries.
  • That you set a culture that prioritises safeguarding, so that it’s safe for those affected to come forward, and to report incidents and concerns with assurance they will be handled sensitively and properly