Ethical Trading Policy

William Sinclair Horticulture Ltd recognises that the community and customers have the right to expect that products manufactured by William Sinclair Horticulture Ltd are produced under working conditions which are hygienic and safe, that all workers involved in the production of products sold by William Sinclair Horticulture Ltd are treated with full consideration of their basic human rights and that William Sinclair Horticulture Ltd acts in an ethical manner above and beyond basic legal requirements. 

1.  All employment is freely chosen.

2.  Freedom of association and the right to collective bargaining are respected.

3.  Working conditions are safe and hygienic.

4.  Child labour is not used.

5.  Living wges are paid.

6.  Working hours are not excessive.

7.  No discrimination is practised.

8.  Regular employment is provided.

9.  No harsh of inhumane treatment is allowed.

10.  Good environmental stewardship is practised.

We also encourage all our suppliers to operate to the same ethical standards.

Full Ethical Trading Policy

• No forced, bonded or involuntary labour shall be used. 
• Staff are not required to lodge deposits or identity papers with their employer.
• Staff are free to leave their employer after a reasonable notice.

• Staff have the right to join or form trade unions of their choosing and to bargain collectively.
• Union representatives are able to carry out their duties without hindrance.
• The employer adopts an open attitude towards the activities of trade unions and their organisational activites.

• Adequate measure shall be taken to prevent accidents, injury to health and minimise potential hazards.
• Staff shall recive regular health and safety training.
• Staff shall have unrestricted access to clean toilet facilites, potable water and sanitary food storage.
• Responsibility for health and safety is assigned to a senior management representative.

• There shall be no recruitment of child labour.
• Children and persons under 18 are not employed at night or in hazardous conditions.

• Staff pay rates shall meet or be above national legal minimum standards.
• Staff shall be given written terms and conditions of employment that detail the employment relationship between and the respective obligations of the employee and employer, absence and sick pay rules and notice periods for termination of employment.
• No deductions shall be made from wages as a disciplinary measure.  Pay slips detailing lawful deductions and any others expressly permitted by the employee shall be provided for each pay period.

• Working hours and holidays shall comply with national laws.
• Staff are not forced to work in excess of 48 hours per week.  A voluntary opt-out agreement is available for those wishing to work in excess of 48 hours per week.
• Overtime shall always be compensated for at a premium rate.

• There shall be no discrimination in pay, hiring, compensation, access to training, promotion, termination of employment or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexula orientation, union membership or political affiliation.

• Employment practice and enforcement of corporate regulation shall be conducted in such a way as to protect the rights of the employee.
• Obligations 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, home-working arrangements and fixed-term contracts.

• No bribery, corruption, blackmailing or bullying is permitted.
• Physical, verbal and sexual threats, abuse, harassment or intimidation are also expressly prohibited and are grounds for summary dismissal if proved.

• An environmental policy is published and complied with.
• All releveant environmental legal requirements shall be met or exceeded.
• Wastes will be reduced, reused or recycled where economically possible and disposed of in accordance with best practice.

July 2009