Ezee Grace Foods is committed to respecting labour rights in its supply chain and working with suppliers to improve working conditions. Our ethical commitments follow the nine principles set out in the Ethical Trading Initiative Base Code.
1. Employment is freely chosen
There must be no forced, bonded or involuntary prison labour. Workers must not be required to leave deposits or identity documents with their employer, and must be free to leave after reasonable notice.
2. Freedom of association
Workers have the right to join or form trade unions and bargain collectively. Employers should respect workers’ representatives, support their representative functions and avoid discrimination. Where these rights are restricted by law, employers should support lawful independent representation.
3. Safe and hygienic working conditions
Suppliers should provide safe workplaces, take reasonable steps to prevent accidents and injuries, and deliver regular, recorded health and safety training. Workers should have access to clean toilets, drinking water and appropriate food-storage facilities. Any accommodation should be safe and meet basic needs, with health and safety responsibility assigned to senior management.
4. No child labour
There should be no recruitment of child labour. Where a child is found working, appropriate policies and programmes should support a transition into quality education. Workers under 18 must not work at night or in hazardous conditions. Policies should follow the relevant International Labour Organization standards.
5. Living wages
Wages and benefits for a standard working week should meet national legal standards or industry benchmarks, whichever is higher, and meet basic needs with some discretionary income. Workers should receive clear written information about employment terms and pay. Disciplinary wage deductions are not permitted, and other deductions require the appropriate legal basis and worker permission.
6. Working hours are not excessive
Working hours should comply with national law, collective agreements and the standard offering greater worker protection. Normal hours, excluding overtime, should be set by contract and should not exceed 48 hours per week. Overtime should be voluntary, used responsibly and paid at a premium rate.
The source Base Code recommends an overtime premium of at least 125% of regular pay and a maximum of 60 hours in any seven-day period, except in qualifying exceptional circumstances. Those circumstances require national-law permission, a freely negotiated collective agreement, appropriate health and safety safeguards, and demonstrable exceptional production needs or emergencies.
Workers should have at least one day off in every seven days, or two days in fourteen where national law allows. International standards recommend progressively reducing normal hours to 40 per week without reducing wages.
7. No discrimination
Hiring, pay, training, promotion, termination and retirement should be free from discrimination on grounds including race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
8. Regular employment
Work should take place through recognised employment relationships under national law and practice. Labour-only contracting, subcontracting, home working, apprenticeships or excessive fixed-term contracts must not be used to avoid employment and social-security obligations.
9. No harsh or inhumane treatment
Physical abuse, threats, sexual or other harassment, verbal abuse and intimidation are prohibited.
Continuous improvement
These principles are minimum standards. Where applicable law or the Base Code provides greater worker protection, that higher standard should guide our approach. We aim to work with suppliers to improve conditions and strengthen responsible partnerships.