This policy is written to show Lara Nichols recognises the minimum standards of the Ethical Trading Initiative Base Code and its commitment to be bound by them.
Employment is freely chosen
Lara Nichols complies with the Employment Rights Act 1996 and relevant employment legislation in the United Kingdom and there is no forced, bonded or prison labour used.
Employees are free to leave the organisation after serving reasonable notice, as specified in there written particulars of employment, and no deposits or identity papers are required to be lodged or are retained.
Right to freedom of association and collective bargaining.
Lara Nichols respects the rights enshrined in the Trade Union and Labour Relations Act 1992 . This protects the rights of workers to join or form a Trade Union, and to bargain collectively.
The disciplinary policy, which should be read in conjunction with this policy, provides for employees to be accompanied in disciplinary and grievance situations by a colleague or an appropriately certificated Trade Union official and employees are told, in that policy, they may find accompaniment helpful.
Worker representatives are protected under the Equality Act 2010 from discrimination and this right is recognised in the Equal Opportunity policy that should be read in conjunction with this policy.
There is no restriction on free association or collective bargaining which is, in any event, protected under UK legislation.
Safe and hygienic working conditions
The person responsible for health and safety is the Managing Director.
There is a health and safety representative appointed from the workforce.
Lara Nichols provides a health and safety policy statement for the purpose of creating a safe and hygienic working environment, which should be read in conjunction with this policy.
Risk assessments are carried out as appropriate for minimising risk in the working environment.
Health and safety training is provided and recorded along with such training on induction.
Clean toilet facilities are provided, there is access to drinking water and hygienic food storage.
Accommodation is not provided.
No person under school leaving age is employed or will be employed. Young persons (under 18) may be employed and the rights protecting young persons (based on UK legislation) will be observed. Age will be verified by relevant documentation.
Employees will receive the National Minimum Wage (or National Living Wage, if appropriate) as provided in the National Minimum Wage Act 1998. and as subsequently provided for in Regulations. The UK Government takes the view that this level is sufficient to meet basic needs and to provide some discretionary income.
Employees receive an offer letter advising of the wages to be paid prior to employment, a written statement of particulars of employment, and an itemised pay slip each time they are paid.
Deductions from wages will be in accord with the Employment Rights Act 1996 and there will be no punitive deductions.
Working hours are not excessive
Overtime is voluntary and hours in excess of 48 hours per week will only take place where the employee has voluntarily opted out of the Working Time Regulations 1998.
No more than 60 hours per week will be worked in any circumstances.
Breaks and the weekly rest period will be in accord with the Working Time Regulations 1998.
No discrimination is practised
Lara Nichols respects the Equality Act 2010. Lara Nichols’s policy is set out in its Equal Opportunities policy and additionally Lara Nicholswill not allow unfavourable treatment or detriment in relation to caste.
Regular employment is provided
Lara Nichols respects UK employment legislation and its policies and procedures are reviewed twice a year and updated to reflect any legislative or good practice changes.
Workers will be engaged under contracts of employment only, unless provided by an agency where the Agency Workers Regulations will apply. Fixed term contracts will only be used to meet variable market conditions and there will be no excessive use.
Harsh or inhumane treatment
Workers are protected under the Equal Opportunities policy, the Bullying and Harassment policy, Whistle-blowing policy as well as the Grievance procedure, from any form of inappropriate treatment. This policy should be read in conjunction with the aforementioned policies.