This policy has been built to ensure we and all we work with share the same principles in the Code of Conduct. The companies we work with align with Purpose Planet Code of Conduct which sets out clear obligations for the suppliers we work with to adhere to. These obligations are drawn from a range of sources including the ETI (Ethical Trading Initiative), ILO Conventions, UN Labour Conventions and best practice principles adopted by other ethical companies. Any relationship developed is based on a mutual understanding that Purpose Planet’s mission is to make our services a force for good. By forming long-term working relationships and paying fairly, we expect certain standards and practices to be upheld. To this end, visits are made to suppliers at least on an annual basis, at minimum.

Employment is a free choice: There is no forced, bonded or involuntary prison labour. Employees must not be required to lodge “deposits” or abandon their identity papers and are free to leave at any point after adequate notice is given. All workers should be made aware of their rights and duties, responsibilities, salaries and work schedules under law.

Freedom of association and the right to collective bargaining are respected: Workers must have the right to join or form trade unions and to bargain collectively. There must be an open attitude towards the activities of trade unions and their organisational activities.

Working conditions are safe and hygienic: A safe and hygienic working environment shall be provided for workers bearing in mind the prevailing knowledge of the industry and any specific hazards. Adequate steps shall be taken to minimise, so far as is reasonably practicable, the causes of hazards inherent in the working environment. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. Access to clean toilet facilities, drinking water, and, if appropriate, sanitary facilities for food storage shall be provided. Accommodation, where provided, will be clean, safe, and meet the basic needs of the workers.

Child labour shall not be used: The term “child labour” in the narrower sense is defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to physical and mental development. It refers to work that deprives them of the opportunity to attend school, obliges them to leave school prematurely, or requires them to attempt to combine school attendance with excessively long and heavy work. There shall be no child labour.

Living wages are paid: Wages and 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 shall always be enough to meet basic needs and to provide some discretionary income. All workers shall be provided with written and understandable information about their employment conditions concerning wages before they enter employment. Workers shall also be informed about the particulars of their wages for the pay period concerned. 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 shall be recorded.

Working hours are not excessive: Working hours must comply with national laws and collective agreements. Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week. The total hours worked in any 7 days shall not exceed 60 hours unless for 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 a workers’ organisation representing a significant portion of the workforce;
• Appropriate safeguards are taken to protect the workers’ health and safety; and
• The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies. All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate.
• Meal and work breaks must be clearly defined and respected. Workers are given at least one unpaid 30-minute meal break for every 5 hours worked, and an additional 15-minute, paid rest break for every extra 4 hours worked.

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: Where possible, regular employment shall be deployed. Obligations to employees under labour or social security laws and regulations which result from a regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or 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 permitted: Physical abuse, the threat of physical abuse, sexual or other harassment verbal abuse or other forms of intimidation shall be prohibited.

Fair, open and transparent: We expect suppliers to be open and transparent with us. Requests for information to ensure compliance with the code of conduct are accepted. In instances where the code of conduct may have been breached, this should be reported to Purpose Planet immediately andsteps should be taken to address this issue.

Reporting on breaches: Any failure to comply with this policy should be immediately reported to Purpose Planet. The time frame for reporting such breaches will be 7 days. A failure to report the breach within this time will constitute a breach of any purchase contract signed with Purpose Planet. We strongly support a culture of speaking up,for both suppliers and their workers. There should be no fear of retaliation for those who report actual or suspected breaches. Purpose Planet will investigate any reported non-conformity made in good faith and discuss findings with the supplier. The supplier shall assist with any such investigation and provide access to any information reasonably requested. If remediation is required, the supplier will be expected to inform Purpose Planet and implement a corrective action plan and timeline to effectively and promptly resolve the failure. Suppliers, their workers, contractors or representatives for Purpose Planet may report actual or suspected breaches of this Code of Conduct to Purpose Planet by email at queries@surreyvending.co.uk. Reports can be submitted confidentially and anonymously (where permitted by law).