Ethical Trading

Orn Clothing Company's Ethical Trading Code

 

  1.  Employment should be freely chosen
All workers should be working of their own free will.
 
There should be no involuntary prison labour, bonded labour or other forced labour of any kind.
 
No monetary deposits should be required or deducted from pay.
 
Original identity or similar documents should not be held by the employer.
 
All workers should be able to leave their jobs if they choose, without losing pay or benefits to which they are entitled, having given a reasonable notice period.
 
 
  1. Freedom of association and the right to collective bargaining should be respected
Workers should be allowed to join or form trade unions, or similar groups, in order to negotiate collectively with management on employment matters.
 
Trade union or other workers’ representatives should be treated fairly, without discrimination, and be allowed to represent workers effectively.
 
 
  1. Working conditions should be safe and hygienic
Health and safety of employees should be actively managed, including control of risks arising from:
 
Machinery and tools
Production materials and chemicals
Fire
Noise
Dust
Temperature extremes
Buildings structure
Sanitary facilities
 
and should include the provision of adequate:
 
Personal protective equipment
Machine guarding
Job training
Escape routes
Fire fighting equipment
Ventilation
Safety notices and information
Safety training
First aid materials and qualified personnel
Accident and illness records and correct actions
Clean toilets, washing and changing facilities
Safe food storage
Drinking water
Clean, safe and private accommodation (where provided)
 
 
  1. Child labour should not be used
All workers should be 16 years old or over.
 
 
  1. Living wages should be paid
All workers should earn at least the minimum legal wage (or minimum established within the industry, or minimum to provide for basic living requirements, whichever is the higher) for a standard working week, including after permitted deductions.
 
Written details, provided prior to commencement of employment, should clearly communicate all conditions of employment pertaining to pay, including overtime arrangements.
 
Pay slips, provided to each worker each time they are paid, will clearly indicate how the pay has been calculated, including basic hours, overtime hours and permitted deductions.
 
There should be no deductions from wages other than those allowed by law.
 
There should be no pay deductions made as disciplinary measures.
 
 
 
  1. Working hours should not be excessive
Working hours should comply with national law and industry standards.
 
At least one day in seven should be free as a rest day.
 
The working of overtime should be voluntary and not mandatory.
 
Overtime working should not be regular routine.
 
Overtime should be paid at a premium rate as specified in national law or accepted industry practice.
 
 
  1. No discrimination of any kind should be practiced
There should be no discrimination or preferential treatment given to any worker or group of workers on the grounds of:
 
Sex, including pre and post pregnancy
Race
Caste
National origin
Religion
Age
Disability
Marital status
Trades Union or workers council membership
Political affiliation
 
with regard to:
 
Provision of employment
Pay and benefits
Working conditions
Training
Promotion
Pension
Overtime opportunity
 
 
  1. Regular employment should be provided
Employment should be provided on the basis of a recognised employer/worker relationship as established through national law and practice.
 
Employer obligations should not be avoided by excessive use of labour-only contracting, subcontracting, fixed term contracts, home-working or apprenticeship schemes or probationary periods.
 
All workers should be entitled to paid leave, sick and maternity leave with no detriment to their employment status.
 
 
  1. There should be no harsh or inhumane treatment
Workers should not be subject to corporal punishment, physical abuse (or threat of), verbal abuse, sexual harassment, bullying or any other form of intimidation in the workplace.
 
There should be no such behaviour permitted between workers.