Ethical Policy

Ethical Policy

Big Fish Schoolwear Limited

Ethical Policy

Introduction

At Big Fish Schoolwear Limited we have never purchased from a supplier we haven’t inspected & approved personally. Our staff spend time to ensure total compliance of our strict ethical standards for suppliers & to test fabric & finished garments at source.

We believe that businesses should be conducted with total respect for people & the environment, regardless of their global location. The garment manufacturers that we choose to work with must commit to meeting & exceeding our high ethical standards before we conduct business with them.

Our Environmental Policy

We recognise that our business activities affect the natural environment in a number of ways. We strive through continuing improvement to minimize the adverse effects on the environment & the earth’s natural resources, whilst safeguarding the health & safety of our employees & the public.

We purposely seek out suppliers & service providers who take positive action to minimize both waste & the impact of their processes on the surrounding environment.

Suppliers

Our garments are manufactured by different supplier organizations, employing thousands of people in many countries. We recognise & honour our duty to protect the workforce used in the manufacture of our garments & work with suppliers to ensure the provision of fair wages & working hours, safe & hygienic working conditions, regular employment & no discrimination, harsh or inhumane treatment of employees.

Please see below the ethical policies provided from our suppliers:

Banner Ltd (Including the trading name Orion Team Wear)

“Banner Ltd has for a number of years endeavoured to comply to high standards of ethical trading and we would like to take this opportunity to explain the steps that we as a company take to ensure that we maintain the highest possible standards as we continue to source more product overseas and further East.

Banner Ltd is a member of SEDEX (Supplier Ethical Data Exchange) and we encourage our suppliers also to become members.

Banner Ltd endeavours to ensure that all its suppliers are compliant with all local standards and laws of their country.

Banner Ltd refuses to have any dealings with any company or individualthat requires to make or receive any form of inducement in order to secure acommercial transaction and will terminate any ongoing relationships if evidence isfound to demonstrate this.

Banner Ltd endeavours to audit its ethical trading standards firstly through its local agents who supply quality control facilities and who are entrusted to ensure that our high expectations of factory facilities are maintained. Secondly, directors and senior management of our business make regular visits to our suppliers worldwide during the year.

Banner Ltd has entered into Supply Agreements with all its suppliers, which includes their agreement to be bound by the Banner Ltd Code of Practice. This clearly defines the expectations and standards we require. Theareas covered are:

Employment conditions for workers involved with the production of our goods.

Health & Safety standards.

Wages and working hours, including adherence to young person’s working regulations.

Human Rights.

Disciplinary and employment records.

Risk Assessments.

Legal requirements.

Sewing and fabric quality standards.

Safety requirements, especially with regard to babywear garments.

Manufacturing requirements including CMT procedures.

A copy of our Code of Practice is available on request.

We firmly believe that the guidelines that we have in place ensure that we can produce a good quality garment compliant to all aspects of ethical trading.”

Trutex Ltd

“All Trutex products are manufactured in safe working conditions, a fact that is ensured by the undertaking of social and ethical audits by Trutex employees and independent auditing organisations, such as SMETA, on our supplying factories around the world.

The audits look into a wide range of procedures and practices. These incorporate health and safety, including aspects such as clear evacuation procedures in the event of a fire; the working environment which includes lighting, ventilation and protective equipment and also wages, hours of work and the age of the factory employees.

You can be confident that all Trutex factories meet the standards set by a third party organisation called the Ethical Trading Initiative (ETI). The ETI's Base Code investigates similar aspects of working conditions to those audited by Trutex, however, we feel that this gives our strong ethical positioning, even more credibility and also help to improve conditions still further by acting on any recommendations that may be made. The ETI auditing process is carried out by an independent third party organisation with considerable experience in running such investigations.

It is our policy to only work with factories that not only demonstrate a strong ethical position but are also prepared to further implement recommended changes and continually improve working conditions for employees.

As a business, we are committed to developing viable routes of supply within the framework of our Corporate Responsibility Programme. This is a long-term, continuous exercise, with a commitment that has a buyer, we aim to improve the working conditions and lives of the workers in our supplier factories.”

Innovation Schoolwear

“Innovation Schoolwear recognise the responsibility that we share with our manufacturers to source garments and products in an ethical manner. We want our customers to be confident that people are treated fairly, are not exploited and are not exposed to unsafe working conditions. Our Ethical Trading Policy requires all our manufacturers to comply with our ethical code which is based on the International Labour Organisation (ILO) and national and international laws.

This policy is set out to ensure that we maintain the highest possible standards as we continue to grow and source products worldwide. We expect our manufacturers to comply with:

● All local standards and laws of their country
● No forced, bonded or involuntary labour
● No child labour
● Human and civil rights are respected
● Health & Safety standards
● Wages meet the minimum local standards and working hours comply with local national standards
● Sewing and fabric quality standards
● Bribery either to customers or from suppliers is not acceptable

All the factories we use are long running businesses who we have dealt with for a number of years. They all produce a consistently good product and provide an excellent service. Our purchasing agent/s visit all the factories we use abroad yearly to ensure that our high expectations of factory facilities are maintained.

We are confident in the work ethics of our manufacturers since achieving consistent quality and service is really only possible through proper work practices.”

Labour Standards

Big Fish Schoolwear Limited follows the labour standards recommended by the Ethical Trading Initiative & adheres to the principles of the ETI base code.

The Labour standards are based on the Conventions of the International Labour Organization & the Universal Declaration of Human Rights.

  • Employment is freely chosen
  • There is no discrimination in employment
  • No exploitation of child labour
  • Freedom of association & the right to collective bargaining
  • Payment of a living wage
  • No excessive working hours
  • Decent working conditions
  • Regular employment must be provided
  • No harsh or inhumane treatment is allowed
  • Fire safety
  • Anti bribery

There is no forced, bonded or involuntary prison labour.

Workers are not required to lodge ‘deposits’ or forfeit their identity papers with their employer & are free to leave their employer after reasonable notice.

There is no discrimination in hiring, compensation, assess 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.

There shall be no recruitment of child labour.

Children & young persons under 18 shall not be employed at night or in hazardous conditions.

Workers have the right to join or form trade unions of their own choosing & to bargain collectively.

Workers representatives are not discriminated against & have access to carry out their representative functions in the workplace.

Where the right to freedom of association & collective bargaining is restricted under law, the employer facilitates, & does not hinder, the development of parallel means for independent & free association & bargaining.

Wages & 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 sufficient to meet basic needs & to provide some discretionary income.

All workers shall be provided with written & understandable information about their employment conditions in respect to wages before they ender employment, & about the particulars of their wages for the pay period concerned each tome 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 expresses permission of the worker concerned. All disciplinary measures should be recorded.

Working hours comply with national laws & benchmark industry standards, whichever affords greater protection.

In any event, workers shall not be required to work, on a regular basis, in excess of 48 hours per week & shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis & shall always be compensated at a premium rate.

A safe & hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry & of any specific hazards. Adequate steps shall be taken to prevent accidents & injury to health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practical, the cause of hazards inherent in the working environment.

Workers shall receive regular & recorded health & safety training, & such training shall be repeated for new or reassigned workers.

Access to clean toilet facilities & to portable water, & if appropriate sanitary facilities for food storage shall be provided.

To every extent possible, work performed must be on the basis of a recognized employment relationship established through national law & practice.

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

Comprehensive fire safety evacuation & management plans are in place, for all parts of the factory including the office space.

Storage of flammable materials such as chemicals or textiles in high risk areas such as production areas or near generators is strictly prohibited.

Fire drills are conducted regularly & adhere to established local government standards.

Big Fish Schoolwear Limited values its reputation for ethical behaviour & for financial probity & reliability. It recognises that over & above the commission of any crime, any involvement in bribery will also reflect adversely on its image & reputation. Its aim therefore is to limit its exposure to bribery. This policy outlines the Company’s position on preventing & prohibiting bribery, in accordance with the UK Bribery Act 2010. The company is committed to the highest standards of ethical conduct & integrity in its business activities in the UK & overseas. Big Fish Schoolwear Limited will not tolerate any for of bribery by, or of, its employees, agents or consultants or any person acting on behalf of Senior Management.

Under the Bribery Act 2010, a bribe is a financial or other type of advantage that is offered or requested with: The intention of inducing or rewarding improper performance of a function or activity: or knowledge or belief that accepting such a reward would constitute the improper performance of such a function or activity. A relevant function or activity includes public, state or business activities or any activity performed in the course of a person’s employment, or on behalf of another company or individual, where the person performing that activity is expected to perform it in good faith or in accordance with a position of trust.

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