ethical policy

The Envelope Works Limited understands the responsibilities whilst trading with their suppliers.

We want our customers to feel confident that are suppliers have safe working conditions and everyone is treated fairly.

The ethical trading policy is a core element of our commitment to buying and selling our products responsibility. We recognise this policy is required to be communicated to our key stakeholders and they are based on fair, open and honest dealings.

We monitor our suppliers through our risk-based system and then monitor them accordingly. Any non-conformances are discussed with them directly. We promote continuous improvement to our supplier standards and regularly measure their improvement. We recognise they may need time and support regarding this but we ensure they are fully compliant and understand our goals.

Suppliers shall ensure the below is conducted at all times:

Employment is freely chosen:

  • There is no forced, bonded or involuntary prison labour.
  • Employees are not required to lodge monetary deposits or their identity papers with their employer and are free to
    leave their employment after reasonable notice.

Freedom of association and the right to collective bargaining are respected:

  • Employees have the right to join or form trade unions of their own choosing and to bargain collectively.
  • The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
  • Employees’ 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 an independent and free association.

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 environments.
  • Employees shall receive regular and recorded health and safety training.
  • Employees are provided with 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 employees.
  • A senior management representative shall be responsible for Health & Safety.

Child labour shall not be used:

  • There shall be no use of child labour.
  • In the event of any child found to be performing child labour, they shall be removed from the workplace immediately. The supplier shall then participate and contribute to the provision for the transition of the child to enable her or him to attend quality education until no longer a child.
  • Young persons under 18 shall not be employed at night or in hazardous conditions.
  • These policies and procedures relating to Child Labour shall conform to the provisions of the relevant International Labour Organisation (ILO) Standards.

Remuneration:

  • Wages and benefits paid for a standard working week meet, at a minimum, national legal. In any event, wages shall always be enough to meet basic needs and to provide some discretionary income.
  • All employees shall be provided with written and understandable information about their employment conditions including information with respect to wages before they enter employment, and about the particulars of their wages for the pay period concerned each time 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.

Working hours are not excessive:

  • Working hours must comply with national laws, collective agreements, and the provisions defined in the clauses below, whichever affords the greater protection for employees.
  • Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week unless they are opted out.
  • All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual employees and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay
  • The total hours worked in any 7 day period shall not exceed 60 hours, except where covered by the clause below.
  • Working hours may exceed 60 hours in any 7 day period only in exceptional circumstances where all of the following are met:
    – this is allowed by national law;
    – this is allowed by a collective agreement freely negotiated with an employees’ organisation representing a significant portion of the workforce;
    – appropriate safeguards are taken to protect the employees’ health and safety; and
    – the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
  • Employees shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.

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. Regular employment is provided.
  • To every extent possible work performed must be on the basis of recognised employment relationships 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 and 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.

No harsh or inhumane treatment is allowed:

  • Suppliers provide a workplace in which any form of harassment is unacceptable. Examples include physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidations.

Entitlement to work:

  • Only employees with a legal right to work in the country should be employed.
  • For both employees and agency employees, original documents should be reviewed and then returned to employees to verify the right to work.

Labour Providers:

  • Labour providers should only supply employees registered with them.
  • Relationships with Labour providers should be covered by a Service Level Agreement which meets all national legal requirements.
  • Labour providers should be independently audited on a regular basis to ensure compliance with national requirements/legislation.
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GMG / FOGRA Colour Certification

The Envelope Works Group is the ONLY UK envelope company to be fully GMG / FOGRA approved.

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