Human Dignity Policy

Sourcing with Human Dignity Policy

Policy statement

Stirling EVP Ltd recognises that our supply chain activities, whilst modest, can have a meaningful global impact. Acting with social responsibility towards those involved in the production of our goods and services is crucial if we are to help create a world in which our company can flourish, now and for generations to come.
In the light of this, we wish to establish a policy of 'Sourcing with Human Dignity'. This outlines a set of standards based on the United Nations Universal Declaration of Human Rights and International Labour Organisation Conventions. We intend to gain the support of our direct suppliers to promote these standards throughout our supply base.
Stirling EVP Ltd is committed to this initiative, not just because we believe it is right for us to do so, but also because we believe social responsibility is integral to long-term business success. We welcome suppliers who share this commitment and look forward to working collaboratively with them in 'Sourcing with Human Dignity'.

Standards

Stirling EVP Ltd's aspiration is that its supply base meets the core international ethical standards set out below. The standards are based upon the United Nations Universal Declaration of Human Rights.

1. The law is applied

Companies comply with all national and other applicable law and regulations regarding all standards listed below.
Where the national law and these Standards are in conflict, the highest standards consistent with national law should be applied.
Where the provisions of law and these Standards are not in conflict but address the same subject, the provision which affords the greatest protection to the employee should be applied.

2. 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.

3. 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, where a significant proportion of the workforce agree, 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 should consider facilitating, and not hindering, the development of legal parallel means for independent and free association and bargaining.

4. Working conditions are safe and healthy

A safe and healthy working environment shall be provided, bearing in mind international standards, 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 practice and environment.
Workers shall receive suitable and sufficient health and safety training, in order that they fully understand the hazards associated with the work activity & environment and the correct practices required to minimise the risks.
Access to clean toilet facilities, drinkable water and, if appropriate, sanitary facilities for food storage shall be provided as required.
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.

5. Child labour is eliminated

The long-term elimination of child labour should take place in a manner consistent with the best interests of the children concerned.
Companies should 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.
In any event, the course of action taken shall be in the best interests of the child, conform to the provisions of ILO Convention 138 and be consistent with the United Nations Convention on the Rights of the Child.

6. Living wages are paid

Wages and benefits paid for a standard working week shall meet, at a minimum, national legal standards.
In any event, wages should not be paid in kind and should be enough to meet basic needs.
All workers should 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.
Excessive deductions from wages as a disciplinary measure should not be permitted. Deductions from wages not provided for by national law should only be permitted with the expressed permission (without duress) of the worker concerned. All disciplinary measures should be recorded.

7. Working hours are not excessive

Standard working hours shall comply with national laws.
Workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7-day period on average. Overtime requested by the employer shall be voluntary and a single request shall not cover multiple overtime requirements over a significant time period, unless the company is party to a collective agreement which requires overtime work in accordance with such agreement. This agreement must be freely negotiated with worker organisations (as defined by ILO) and represent a significant proportion of the workplace. Overtime shall always be compensated at a premium rate.
As provided for by ILO Convention 1, these provisions are intended to cover non-supervisory and non-management functions.

8. No discrimination is practised

A policy of equality for all should be in place and there should 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.

9. 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 should not be avoided.
Examples include the abuse of labour-only contracting, sub- contracting, or home-working arrangements, through apprenticeship schemes where there is no real intent either to impart skills or provide regular employment, or excessive repetition in the use of fixed-term contracts of employment for a single individual.

10. No harsh or inhumane treatment is allowed

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