Modern Slavery Agreement
Ethical Business Standards Policy
Marshalls Foods ensures that its own internal operations and standards comply with all current UK and EU legislative requirements with regard to trading and operating ethically, particularly in relation to employment, the environment and business integrity.
Other countries and peoples have different cultures, norms and sets of values to our own. We at Marshalls Foods respect all cultures and celebrate human diversity, but we deem certain principles to be universal.
Marshalls Foods requires its suppliers and manufacturers in the UK and those outside the UK not only to adhere to the following principles, but to demand the same from their own suppliers and sub-contractors.
|1.0||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.
|2.0||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 with the employer.
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.
|3.0||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.
Health and safety risks shall be identified, monitored, controlled and communicated to all workers who may be exposed to those risks. These should include in particular:
Worker Health (including disease controls)
Accidents : First Aid Procedures
Fire Controls & Evacuation Procedures
Hazardous Materials : Safe Handling : Exposure Controls
All relevant local, national and international safety legislation shall be adhered to and there should be a system for keeping such legislation up to date within the organisation.
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.
|4.0||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.
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 International Labour Organisation standards.
|5.0||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.
|6.0||working hours are not excessive|
Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
In any event, workers shall not on a regular basis be required to work excessive hours in any one week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary and shall always be compensated at a premium rate.
|7.0||no discrimination is practised|
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.
|8.0||regular employment is proved|
To every extent possible, work performed must be on the basis of a 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.
|9.0||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.
|10.0||protection of the environment|
We all have an obligation to conserve and protect the environment and to respect the natural world. We and our suppliers must bear this in mind when we choose materials and in the way we dispose of waste and by- products.
Each organisation should have a written Environmental Policy which has been communicated to all workers.
All relevant local, national and international environmental legislation shall be adhered to and there should be a system for keeping such legislation up to date within the organisation.
Marshalls Foods as a reputable food business does not condone any form of corruption (including bribery, excessive gift-giving, extortion and embezzlement) in its dealings with suppliers, customers or any other third parties. Ref. Company Anti-Bribery Policy
The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection. In addition to this code of practice we are interested in understanding the environmental performance of overseas suppliers. We are concerned to try and ensure we do not cause irreparable damage to exporting countries and to that end we are monitoring discharges into the environment from suppliers.