Moorhead and McGavin Limited has developed this policy, to ensure that when our customers buy our products they are buying goods produced without any exploitation and in acceptable working conditions.

The aim of this policy is to ensure that all Moorhead and McGavin Limited products are produced under an acceptable condition of employment in the areas covered in the ETI base code.

We are committed to maintaining this through the strict application of this policy, which is designed to be ethical and achievable.

STANDARDS

1. Employment is freely chosen

1. • There is no forced or bonded labour.
   • Workers are not required to lodge deposits or their identity papers with their employer

     and are free to leave their employer after reasonable notice.

   • Workers freedom of movement is not unnecessarily impended. Workers are free to leaveonce their shift ends.
2. Working conditions are safe and hygienic
   • A safe and hygienic working environment is provided. Adequate steps is taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
   • Workers receive health and safety information and training. This shall be repeated for all new or reassigned workers.
   • Access to clean toilet facilities, potable water, sanitary facilities and food storage are provided.
   • First Aid facilities are provided in the main office.
   • Fire Emergency procedures are documented in the company handbook.
   • All employees are provided with all appropriate protective equipment.
3. Child labour shall not be used
   • There is no recruitment of any child less than 16 years.
   • Children and young persons under 18 shall not be employed at night or under hazardous

     conditions.

4. Living wages paid
   • Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher.
   • All workers shall be provided with written and understandable information about their working conditions in respect to wages before they start work and about the particulars of their wages for the pay period concerned each time they are paid.
   • Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures shall be recorded.
5.  Working hours are not excessive • Working hours comply with the national laws and benchmark industry standards, whichever affords greater protection. • In any event workers shall not on a regular basis be required to work in excess of the national law. Overtime shall be voluntary and shall not be demanded on a regular basis.
   
   6. No discrimination is practised.

   • There shall be no discrimination in hiring, compensation or access to training, promotion, overtime, termination or retirement based on race, caste, national origin, age, religion, disability, gender, marital status, sexual orientation, union membership or political affiliation.

   • Maternity and Paternity rights are upheld in accordance with current national legislation.

   • Workers’ right to exercise lawful rights of free association, including joining or not joining any association are recognised and respected.

   • There shall be no inappropriate medical testing used in determining employment ( e.g. Aids, Hepatitis, pregnancy).

   7. Regular employment is provided

   • To every extent possible work performed will be on the basis of a recognised employment relationship established through national laws and practice.

   • Obligations to workers under labour or social security laws and regulations arising from the regular employment relationship will not be avoided through the use of labour only contracting, sub – contracting, or home – working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed term contracts of employment.

   8. No harsh or inhumane treatment is allowed

   • Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

   9. Immigration law and compliance

   • Moorhead and McGavin Limited will only employ workers with a legal right to work

   • All workers will be validated by Moorhead and McGavin Limited for their legal right to work by reviewing original documentation (not photocopies) before they are allowed to commence work. Procedures, which demonstrate compliance with these validations, will be implemented