Ethical Policies

All our overseas production facility’s has been independently ethically certified through SEDEX

At Brand Impact Merchandising we are proud that every aspect of our production facility has been independently ethically certified through SEDEX . This process included the checking of all working hours, holiday records, weekly rest time and fair working conditions. Every part of the production process from procurement to final quality control meets high health and safety standards.

Ethical Trading Code

 

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.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.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)Child labour should not be used
  • All workers should be 16 years old or over.Living wages should be paidAll 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.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 pay deductions made as disciplinary measures.Working hours should not be excessive
  • There should be no deductions from wages other than those allowed by law.
  • Written details, provided prior to commencement of employment, should clearly communicate all conditions of employment pertaining to pay, including overtime arrangements.
  • 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.No discrimination of any kind should be practicedThere 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 opportunityRegular employment should be providedEmployment should be provided on the basis of a recognised employer/worker relationship as established through national law and practice.All workers should be entitled to paid leave, sick and maternity leave with no detriment to their employment status.  There should be no such behaviour permitted between workers.
  • 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 harsh or inhumane treatment
  • 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