Statements & Further Policies
It continues to be a priority for The Supply Register Limited, to ensure that we trade ethically, source responsibly and work to prevent modern slavery and human trafficking throughout our organisation and supply chain.
The Supply Register Limited provides support and recruitment services to our education customers, who operate nationally to become a leading player in specialist education recruitment.
Our policies on slavery and human trafficking
We have appropriate policies that underpin our commitment to ensure that there is no modern slavery or human trafficking in our supply chains or any part of our business. We continuously review and update all our policies.
Our Anti-Slavery and Human Trafficking Policy reflects our commitment to acting ethically and with integrity in all our business relationships and to implementing and enforcing effective systems and controls to ensure slavery and human trafficking is not taking place anywhere in our supply chains.
In addition to our policies, we have a Code of Conduct that sets out the behaviours we expect from our colleagues in their dealings with each other, candidates, customers, suppliers, agents etc.
We ensure we comply with strict compliance checks for all workers supplied or managed by us. Before any worker is placed, our teams must verify the identity and right to work in accordance with the laws applicable in their jurisdiction. Our central compliance function ensures these checks are consistently followed.
We regularly review and engage with only adequately vetted professional employment organisations and other similar organisations.
Each of our suppliers is subject to due diligence checks and audit.
To ensure a high level of understanding of the risks of modern slavery and human trafficking in our supply chains and business, we provide regular training to our staff. We also require our business partners to offer training to their staff and suppliers, and providers.
The Board fully supports eradicating slavery from all areas within our supply chains and recognises that further steps should always be considered.
We intend further to review our supply chain onboarding and audit processes globally to ensure our suppliers continue to meet the standards we expect and that they share our commitment.
Ethical and Responsible Sourcing Policy
The Supply Register Ltd recognises the duty that they share with suppliers and is committed to operating the highest standards of ethical and social responsibility in respect to all its products and services.
Promoting decent working conditions in our supply chains is part of our strategy to act in an ethical and social responsible manner. In pursuit of our aims, we require that all our suppliers comply with our Ethical and Responsible Sourcing Policy which is based on the Fundamental Conventions of the International Labour Organisation (ILO) and national and international laws.
We expect all our suppliers to have ethical processes and policies in place throughout their supply chain. The Supply Register Ltd will monitor supplier compliance with this policy through audits and a range of other tools to support the risk management and continuous improvement with our suppliers of the Ethical and Responsible Sourcing policy commitments.
Suppliers to The Supply Register Ltd shall commit to ensure that:
- Employment is freely chosen
1.1. There is no forced, bonded or involuntary exploited labour.
1.2. Ensure workers are hired directly aligned with national law right to work checks.
1.3. Workers are not charged fees and are not required to lodge “deposits” or withhold workers identity documentation.
1.4. Workers have the freedom to terminate their employment after reasonable notice.
- Treat everyone fairly and equally
2.1. Respect the human rights of all workers so they are treated fairly and equally within their community.
2.2. No worker is subject to any means of bullying, harassment, victimisation or discrimination in employment.
2.3. All workers are provided with fair and clearly written disciplinary and/or complaint policies and procedures.
2.4. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
2.5. Workers have the right to join trade unions of their own choosing according to national law.
2.6. Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates the development for independent, free association and bargaining.
- Working conditions are safe and hygienic
3.1. A safe and hygienic working environment shall be provided, taking adequate steps to prevent accidents and injury to health.
3.2. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
3.3. Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
3.4. Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
3.5. The company observing the code shall assign responsibility for health and safety to a senior management representative.
- Workers are of an appropriate age
4.1. Meet the requirements of the ILO Convention on minimum age and prohibiting child labour.
4.2. There shall be no new recruitment of child labour.
4.3. Companies shall participate in policies and plans which provide the transition of any child performing child labour to enable them to remedy the situation and continue in education.
4.4. Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.5. These policies and procedures shall conform to the provisions of the relevant ILO standards.
- Living wages are paid
5.1. Wages and benefits paid for a standard working week meet national legal standards, or industry benchmark standards. Wages should always be enough to meet basic needs and to provide some discretionary income.
5.2. All workers shall be provided with written and understandable information about their employment conditions and expected wages before starting employment.
5.3. Deductions from wages as a disciplinary measure shall not be permitted.
5.4. Any deductions from wages not provided for by national law must be with expressed permission of the worker.
- Working hours are fair and reasonable
6.1. Working hours must comply with minimum national legal standards, appropriate industry standards, collective agreements and international best practice.
6.2. All overtime shall be voluntary. Overtime shall be used responsibly and compensated fairly.
6.3. Workers shall be provided appropriate rest days during a work period aligned with local and national laws and regulations.
6.4. Appropriate safeguards are taken to protect the workers’ health and safety.
- No discrimination is practiced
7.1. 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.
- Work is freely agreed and documented terms of employment
8.1. Workers are provided with employment documents that are freely agreed and respect their legal and contractual rights aligned with local and national law.