Ethical Policy Statement & Equal Opportunities


Agrico Workforce Ltd

Business Ethics and Equal Opportunity Policy Statement

 

Agrico Workforce Ltd is committed to ensuring that its business is conducted in all respects according to ethical, professional and legal standards. This forms an important part of Agrico Workforce Ltd’s wider commitment to the principles of sustainability, and the Policy supports the objectives set out within our Sustainability Policy.

This policy sets out the principles and values that Agrico Workforce Ltd will support and be guided by in the conduct of its business. This policy applies to all employees. Further, Agrico Workforce Ltd expects equivalent standards of conduct from its business partners.

The objectives of the business ethics policy are set out below. This is not a complete list, and any action which is unlawful, dishonest or harmful to others, or is otherwise against Agrico Workforce Ltd ‘s principles and policies will result in disciplinary action.

  1. In all dealings:
  • Comply with all applicable laws, rules and regulations
    • Engage in honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships
    • Maintain effective procedures to prevent confidential information being misused and make it clear that the use of confidential information for personal and corporate gain will not be tolerated
  • Comply with our policy on gifts and money laundering
    • Be alert to and, in accordance with our Whistle-blowing policy, report any fraudulent activities and maintain accurate company records to help prevent their occurrence
  1. Dealings with customers

We are committed to being honest and straightforward in our dealings with customers. Personal contact, helpful and responsive actions are key features of the service we provide. Therefore we will:

  • Treat customers fairly, openly and as we would want to be treated
  • Provide high standards of service
    • Respect the confidentiality of information that we might obtain and retain in relation to customers
    • Take all reasonable care to avoid untruths, concealment and overstatement in all advertising and other public communications
    • Operate an effective complaints process to deal with situations where these standards are challenged
  1. Dealings with employees

3.1. EMPLOYMENT IS FREELY CHOSEN

  • There is no forced, bonded or involuntary prison 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.

3.2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED

  • Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
  • The employer adopts an open attitude towards the activities of trade unions and their organisational activities.  Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

3.3. WORKING CONDITIONS ARE SAFE AND HYGIENIC

  • A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be 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 shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
  • Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4. CHILD LABOUR SHALL NOT BE USED

  • There shall be no new recruitment of child labour.

3.5 LIVING WAGES ARE 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 employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that 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.

3.6. WORKING HOURS ARE NOT EXCESSIVE

  • Working hours comply with 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 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary.

3.7. NO DISCRIMINATION IS PRACTISED

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

3.8.WE AIM TO PROVIDED REGULAR EMPLOYMENT

3.9. NO HARSH OR INHUMANE TREATMENT IS ALLOWED

  • Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse
  1. 4.    Dealings with competitors

      We are committed to competing vigorously and in a lawful manner. In doing so, we will:

  • Avoid disclosing proprietary or confidential information in any contact with competitors
  • Not attempt to acquire information regarding a competitors’ business by unlawful means
  1. Dealings with Government, Legislators and Regulators

We aim to have constructive and open relationships with Government and regulators to foster mutual trust, respect and understanding. Therefore we will:

  • Not knowingly evade tax obligations
  • As a publicly quoted UK company seek to comply with recognised good corporate governance standards.

Signed:

A Gyuneliev /Managing Director/

Revision: 3

Date: January 2014