Ethical Trade Policy

Ethical Trade Policy

ETHICAL TRADE POLICY

Our Ethical Trade Policy sets outs the standards of employment and working conditions in our supply chain. Our standards follow the Ethical Trade Initiative base code and we ensure this is practiced throughout the company.

We have our own factory, with which we have developed a close relationship with. This aids us in being able to make sure our Ethical standards are being followed and monitored. We ask all of our suppliers to commit to WJSB Clothing Ltd TA NaaNaa policies prior to placing orders with them. This is based on the ETI standards and sets out the minimum requirements we expect of our suppliers in relation to working conditions, pay and employment rights and the prevention of slavery and human trafficking in our supply chains

 

1. Employment is chosen freely

1.1.    There is no forced, bonded or involuntary prison labour.

1.2.    Workers are not required to lodge deposits. Workers are not required to submit their identity papers with their employer and are free to leave their employer after reasonable notice.

1.3.    Every employee will be treated with respect and dignity.

1.4.    All workers’ terms of employment must apply with applicable legislation.

 

2. Freedom of association and the right to collective bargaining are respected

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

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

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

2.4.    Where the right to freedom of association and collective bargaining is restricted under law, the employer not hinder, the development of parallel means for independent and free association and bargaining.

 

3. Working conditions are safe and hygienic

3.1.    A safe and hygienic working environment shall be provided. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring during work. Actions will be taken to minimise, as far as is reasonably practicable, the causes of hazards inherent in the working environment.

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

3.3.    Access to clean toilet facilities is provided. A potable water source is accessible. If appropriate sanitary food storage shall be provided.

3.4.    Accommodation, where provided, shall be clean, safe and meet the basic needs of the workers. Currently we do not have accommodation on site for factory workers but have local accommodation that is provided a short distance away.

3.5.    A senior member of management will be assigned responsibility for health and safety in the factory.

 

4. Child labour shall not be used

4.1.    There is no recruitment of child labour – suppliers must have a strict policy in place, where standards are followed to ensure that no child labour enters the business. These policies and procedures shall conform to the provisions of the relevant ILO standards.

4.2.    We take steps to ensure to the best of our ability that child labour is not being used. Site visits are made to factories before work is engaged. Age verification is used before employment. Our recruitment processes are monitored and certified by the NQA to ensure best practices are followed.

4.3.    Although we have not encounter any cases of child labour yet. If it was to be found, we will ensure that an investigation is undertaken to established the means in which it happened. We shall 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.

 

5. Living wages are paid

5.1.    Wages and benefits paid for a standard working week meet the national legal standards and are high enough to meet basic needs, and to provide some discretionary income.

5.2.    All workers are provided with written understandable information about their employment conditions in respect to wages before they enter employment and are given all information required for the pay period each time they receive payments.

5.3.    Deductions from wages as a disciplinary measure are not permitted.

 

6. Working hours are not excessive

6.1.    Working hours must comply with national law in China.

6.2.    Working hours, except from overtime, shall not exceed 48 hours per week unless:

6.2.1.  This is allowed by national law

6.2.2.  The factory can demonstrate the exceptional circumstances, such as production peaks or emergencies.

6.2.3.   This is allowed by a collective agreement freely negotiated with a worker’s organisation, that represents a significant amount of the workers.

6.2.4.   Appropriate measures are taken to protect the workers’ health and safety.

6.3.     Overtime shall be voluntary, and overtime should be used responsibly – taking into account each worker and their contracted hours.

6.4.    Workers will be provided with at least one day off in every 7 days, or where allowed by national law, 2 days off in every 14 period.

 

7. No discrimination is practiced

7.1.    There will be 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.

  

8. Regular employment is provided

8.1.    Work performed to every extent must be on the ground of recognised employment relationship established through national law and practice.

8.2.    Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided using labour-only contracting, sub-contracting, or home work arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, not shall any obligations be avoided through the excessive use of fixed-term contracts of employment.

 

9. No harsh or inhumane treatment is allowed

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