Corporate Social Responsibility

 

SOCIAL COMPLIANCE POLICY

Introduction

We take seriously our responsibility for the lives of those employed by us and the environment in which we operate. With this in mind, Burton’s Biscuit Company commits to ensuring it complies with the human rights act, and pays due regard to environmental impacts and ethical business practices.

 

This policy is none contractual and the Company reserves the right to amend this policy at any time.

 

Scope

This policy applies to all Burton’s Biscuit Company employees.

Employment is freely chosen

Workers will not be forced into work and employment shall be freely entered into by agreement between both parties.

Workers have the right to leave their place of employment following a period of notice worked in full which was a previously agreed term by both parties.

Workers will not be required to hand over money deposits or identity papers unless there is a legal requirement.

Freedom of association

Workers have the right to join or form trade unions of their own choosing and to bargain collectively in a peaceful and lawful manner without fear of discrimination.

Worker representatives have access to carry out their representative functions within the workplace and will not be discriminated against for doing so.

Where the right to freedom of association and collective bargaining is restricted by law, the relevant employer will facilitate the development of parallel means of workers’ representation.

Working conditions are safe and hygienic

We commit to complying with all national and local laws and regulations relating to working conditions.

Workers will be provided with all necessary personal protective equipment as appropriate in compliance with any national minimum safety standards.

Workers will receive appropriate levels of safety training (including fire safety) which will be recorded and refreshed as necessary.

We will ensure that adequate steps are taken to prevent accidents and injury occurring in the workplace by minimising hazards inherent in the working environment.

First aid equipment is available for use and we commit to ensuring the requisite numbers of trained first aiders are on site as necessary.

Child labour shall not be used

No person shall be employed at any age younger than the legal minimum age for working in the jurisdiction in which the work is being conducted. Where the following workplace conditions apply such as night shift work, working with dangerous machinery and/or hazardous substances, no person under the age of 18 will be employed.

Fair wages

Wages will at least meet the national minimum standards but in any event will be enough to meet basic needs and to provide some discretionary income.

No deductions from wages will be made where they are not permitted by national law and have not been expressly agreed to by the worker concerned.

Benefits such as annual leave, sick pay and maternity pay will be provided in accordance with the workers contract of employment and in any case will meet national minimum standards.

Working hours are not excessive

Working hours will comply with national law and industry standards, whichever affords greater protection.

Workers will not be required to work excessive hours (over 48 hours per week) on a regular basis and in any event, workers will be provided with at least 1 day off in a 7-day period or 2 days off in a 14-day period.

No discrimination is practiced

There will be no discrimination in the hiring of workers, the giving of compensation, access to training, promotion, termination of employment or retirement of the worker based on:

  • Age
  • Sex
  • Disability
  • Sexual orientation
  • Being or becoming a transsexual person
  • Being married or in a civil partnership
  • Being pregnant or having a child
  • Race including colour, nationality, ethnic or national origin
  • Religion, belief or lack of religion/belief
  • Only workers with a legal right to work will be employed

Regular employment is provided

All workers will be given a written contract of employment, setting out, amongst other matters, information regarding their employment conditions and wages.We commit to ensuring that all workers will have a written contract of employment with a minimum number of hours to be worked.

No harsh or inhumane treatment is allowed

We will ensure that all workers are protected from physical, verbal or sexual abuse in the workplace and encourage familiarisation with the Bullying & Harassment Policy/Dignity at Work Policy.

Monitoring and enforcement

All workers are responsible for ensuring compliance with this policy and reporting any concerns to the HR Department immediately who will escalate/deal with the matter as appropriate. Relevant members of Senior Management will hold an annual review of the Social Compliance Policy to identify any changes that need to be made to the policy and/or working practices. A written record of the review meetings will be kept on file.

Corporate Social Responsibility

As a leading biscuit manufacturer, we recognise the active role our products have in making people’s lives just that bit more exciting – a responsibility we do not take lightly.

Conscious that our actions can have a positive impact, we’ve adopted a number of best-practice initiatives to ensure our obligations as a business are constantly being met. These cover a wide range of areas, from being a good employer and neighbour, through to ensuring we do our bit by working with other stakeholders to help address issues impacting consumer health and the environment in which we operate – locally and globally.

This ongoing commitment to corporate social responsibility is brought to life through our policies, procedures and working practices as we aim to continue “Making Every Day More of a Treat”.

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