Responsible Sourcing & Ethical Trading Policy
Boba Box are committed to ensuring that all dealings with suppliers are conducted in line with the guiding principles of ethical and responsible trading.
We expect suppliers to comply with all applicable national laws in the countries in which they operate and all relevant International Labour Organisation (ILO) Conventions. Boba Box endeavours to conduct business in a transparent manner in the spirit of the Modern Slavery Act 2015.
We expect our suppliers to achieve best practice with respect to ethical trading and to work with Boba Box to ensure, to the best of their ability, that there is no modern slavery or human trafficking in their business or their supply chains.
Suppliers shall comply with all Boba Box policies in relation to responsible sourcing. We select and retain suppliers by way of a non-discriminatory tendering process. This is initiated by the Boba Box team outlining tender parameters, sending out requests for information, evaluating tenders using a fair weighting system of criteria and making an objective decision as to which suppliers to shortlist.
We are committed to conducting business in a fully legal and transparent manner and expect all our employees to adhere to those rules stipulated by the UK Bribery Act. We do not condone the offer, exchange or acceptance of payments, gifts, services, entertainment or other advantages designed to secure commercial advantage or influence the way in which we or our suppliers would conduct their business.
Boba Box encourage best practice amongst our suppliers with respect to ethical trading and expect no less than the Base Code of the Ethical Trading Initiative:
Employment is freely chosen
There shall be no forced, bonded or involuntary labour and suppliers will allow their employees the right to leave after providing reasonable notice.
Freedom of association and Employee representation
Suppliers shall acknowledge and respect the rights of workers to freely join associations (e.g. trade unions, workers councils and workers associations). Employers shall not discriminate against workers choosing to belong to associations. Suppliers shall respect the rights of workers’ associations to represent their members and to bargain collectively for them.
Suppliers must share with their employees information which will affect working conditions and develop mechanisms for consultation.
Working conditions are safe and hygienic
Every effort shall be made by employers to provide a safe and hygienic working environment. Appropriate steps shall be taken to prevent accidents and injuries to health from occurring, associated with the workplace. Suppliers must complete documented risk assessments for their sites and monitor risks posed to workers’ health and safety. Medium and large-scale suppliers are expected to allocate a senior manager to be responsible for health and safety issues. No employee shall be employed in potentially hazardous conditions without the provision of suitable safety training and supervision. Safety training records must be held and be easily available. Employers shall provide appropriate protective clothing and safety equipment free of charge for their employees and advise them of their correct usage. Employees shall be provided with potable drinking water, suitable toilet and washing facilities. Provision shall be made for employee rest breaks.
Child labour shall not be used
Children under 15 years old shall not be recruited or employed. They must not be exploited, denied education and arrangements must be made to protect their health and safety. Young people under 18 years old and children shall not be expected to work through the night or under potentially harmful conditions.
Living wages are paid needs.
Wages and other benefits shall be comparable with locally benchmarked industry norms or national legal requirements. Wages shall be sufficient for basic needs. Before taking on employment, workers shall be advised as to the process of payment. Monies shall be paid directly to employees at agreed intervals. Information concerning wages shall be provided in an understandable format. No deductions from wages will be made, except for taxes or insurance as required.
Working hours are not excessive
Employees shall not be expected to work in excess of 48 hours per week, unless this is chosen to be by the employee. Overtime shall be a voluntary option and is limited to 12 hours a week. There shall be provision for employees to rest and sleep. Holiday allowances, break times and rest periods shall be in line with national legislation. Employees shall have as a minimum at least one day’s rest per seven days.
No discrimination is practiced
There shall be no discrimination in employing, promoting, training or retirement based on gender, age, disability, race, marital status, political views, sexual orientation, union membership or religion. Employees will not be expected to carry out tasks which are incompatible with their physical or mental capabilities.
Regular employment is provided
All employees shall be given written contracts of employment which provide details of the terms and conditions of their employment. Employers should not employ workers on repeated temporary contracts. Employees shall be encouraged to take part in state benefit schemes, for example retirement pensions or sickness schemes. Companies must take effective steps to avoid the employment of workers who do not have the legal right to work in this country.
No harsh or inhumane treatment