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Ethical Code and Employment Standards Policy
ETHICAL TRADING POLICY
Scope: To conduct all business activities in an ethical manner. Moordale Foods Ltd. Is operating its business in accordance with National Standards and applicable legislation and not exploit its employees in the pursuit of profit.
Employment is freely chosen
Moordale Foods Ltd. do not employ forced or involuntary prison labour or require the deposit of identity papers for work. Employees may leave the company at any time after the required period of notice is given commensurate to their contractual obligation.
Freedom of Association & the right to collective bargaining
All workers are allowed to join or form Trade Unions of their own choosing and bargain collectively.
The Company maintain an open attitude towards these activities of trade unions and their organizational activities. Trade Union Representatives is not discriminated against and is permitted reasonable time to carry out their representative functions in the workplace. The Company are not hinder the development of independent and free association bargaining for workers who do not wish to join a trade union.
Working conditions are safe and hygienic
The Company ensure, so far as is reasonably practicable, the health, safety and welfare of employees at work by providing and maintaining a safe and hygienic working environment which is without risks to health and is adequate with regard to facilities and arrangements for their welfare. Hazards in the workplace are suitably identified and/ or protected to prevent accidents and injuries occurring. Employees receive recorded health and safety training at induction, when they are introduced to a new hazard and for new responsibilities. Other training, including refresher training, will be arranged as required to meet statutory obligations.
Access to drinking water, clean cold food storage facilities and clean toilet areas is provided. Safe and clean amenities is provided that meet the needs of workers. The designated person for the management of Health & Safety has been assigned the responsibilities for health and safety matters within the Company.
Child Labour
The Company do not recruit child labour and comply with the requirements of Management of Health & Safety at Work Regulations 1999 relating to young persons.
Students on work experience and children under the age of 18 years will not be exposed to significant risk. Work placements will take into account the inexperience and immaturity of young persons and any hazardous working conditions. Young persons will be supervised at all times and will not be employed to work at night.
Minimum wages are paid
Employees are paid at least the national minimum wage or industry benchmark standards, whichever is the highest.
Employees are provided with written details about their employment, including pay and conditions, when they enter employment and will be issued with a wage slip stipulating particulars of their wages for each pay period worked. The Company will not deduct wages from employees as a disciplinary measure.
Other deductions from wages, excluding tax and national insurance, are not permitted without the express permission of the employee concerned. All disciplinary measures will be recorded.
Working Hours
The Company comply with the basic rights and protections that the Working Time Regulations 1998 provide and/or industry benchmark standards whichever affords greater protection.
In an event employees will not be required to work in excess of 48 hours per week on a regular basis and shall provide with at least one day off for every 7-day period.
Overtime is voluntary and will not be demanded on a regular basis. Overtime will always be paid at a premium rate. Employees will be given a rest break of at least 20 minutes when the working day is longer than 6 hours.
No Discrimination is practised
The Company not discriminate in hiring, compensation, access to training, promotion, termination or retirement on the basis of race, caste, national origin, religion, age, gender, disability, marital status, sexual orientation, union membership or political affiliation.
Regular Employment
Moordale Foods Ltd. provide regular employment on the basis of national laws and standards. Obligations to employees under labour or social security laws are not avoided through the excessive use of labour only contracting, subcontracting, home working and fixed permanent contracts, where there is real intent to provide regular employment.
Inhumane Treatment
The Company prohibits physical abuse, the threat of physical abuse, sexual harassment, verbal abuse and any other form of intimidation.
MODERN SLAVERY STATEMENT
Moordale foods is values-led family owned company and our five core values are: Innovation, Passion for Winning, Leadership, Ownership, Teamwork, and Humility. These values promote our responsible and ethical ways of working across our operations.
As required by the Modern Slavery Act 2015, this statement describes the steps which Moordale Foods takes to ensure that slavery and human trafficking is not taking place in any part of our business or in any of our supply chains.
Our Supply Chain
Moordale Foods is primary located in and operates from Yorkshire. Our supply chain involves a range of raw materials -both food and packaging, components and finished goods services.
We closely monitor the performance of our suppliers through regular meetings with them and on-site reviews. The management of suppliers is overseen by an internal committee, which stated terms of reference. These terms include formal review of our critical suppliers at least annually and this process includes a requirement on them to confirm their commitment to ensuring their business is free of slavery. The terms of reference also ensure that all new suppliers are fully checked against our criteria which include the need to have a Modern Slavery Statement where applicable.
We strive to foster long-term relationship with our suppliers and we avoid making demands of our suppliers that might lead to them violating human rights.
Due Diligence
We incorporate due diligence procedures in our procurement processes and in our Supplier Approval management arrangements and SEDEX. Ongoing Supply Chain Partner management can include site visits and annual detailed checks, such as financial checks and key policy reviews.
Our Employment Practices
Moordale Foods operates to ensure fairness in the recruitment, retention and development of all employees, and we seek to comply with all applicable UK employment regulations.
Our training and reporting
All new employees are educated on the Act and they are made aware of the important role that they play in identifying signs of breaches of the Act within our employee base and within our suppliers. Employees are actively encouraged to report their concerns. In the past year, we had no reported instances (or suspected instances). We encourage openness and are committed to investigating any concerns raised in good faith.
Our aim is to raise awareness of the issues and increase informed scrutiny. We are committed to ensuring awareness of the Act across the business as part of our efforts to help eliminate all forms of compulsory labour and human trafficking.
Key performance indicators
In order to assess the effectiveness of our modern slavery measures we will be reviewing the following key performance indicators:
• Staff training levels
• Number of slavery incidents reported in the supply chain
