Labour Standards

Objectives of the Code

Bailey Instruments Ltd recognises the importance of corporate responsibility towards sustainable objectives and of maintaining high standards of social, ethical and environmental conduct. We acknowledge and endorse the UN Global Compact by way of incorporating the Ethical Trade Initiative Base Code on which this is largely based, a standard for responsible business covering human rights, labour rights, the environment and anti-corruption. As providers of a range of products to the UK Healthcare market we are committed to ensuring that our supply chain partners and contractors throughout the supply chain adopt a similar approach. Our Code of Conduct has been devised with the aim of ensuring all supply chain partners adhere to the codes of conduct within it, or are actively working towards their adoption.

Scope of application

The scope of application of this system is for the provision of single use and re-useable surgical Instruments within the UK healthcare sector.

Application of the Code

·         The provisions of this Code constitute minimum and not maximum standards.

·         It should not be used to prevent companies from exceeding these standards.

·         Companies applying this Code are expected to comply with national, local and other applicable laws.

·         Where the provisions of law and this Code address the same subject, the provision which affords the greater protection should be applied.

·         Workers are defined as those employed on a temporary or permanent basis, as well as workers that are employed either directly or indirectly.

·         Suppliers are expected to have noted the requirements and to have established similar arrangements or provide evidence that they are working towards the requirements.

 

Laws and Ethical Standards

·         The Code is taken from the Ethical Trading Initiative (ETI) Base Code, which is in turn founded on the conventions of the International Labour Organisation (ILO).

·         The supplier shall comply with all laws applicable to its business locally & nationally. The supplier should adhere to the principles of the United Nations’ Global Compact, UN Declaration of Human Rights as well as the 1998 International Labour Organisation’s “Declaration on Fundamental Principles and Rights at Work” in accordance with national law and practice.

·         The supplier shall ensure conformance to all laws applicable in their nation and locality.

Bailey Instruments Ltd – Base Code

 

1. Employment is freely chosen

1.1     There is no forced, bonded or involuntary prison labour.

1.2     Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.

 

2. Freedom of association and the right to collective bargaining are respected

2.1     Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2     The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3     Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4     Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

 

3. Working conditions are safe and hygienic

3.1     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.

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.

 

4. Child labour shall not be used

4.1    There shall be no new recruitment of child labour.

4.2     Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined in the appendices.

4.3     Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4     These policies and procedures shall conform to the provisions of the relevant ILO standards.

 

5. Living wages are paid

5.1     Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, which ever is higher. In any event 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 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.

5.3     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 should be recorded.

 

6. Working hours are not excessive

6.1      Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.

6.2     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, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

 

7. No discrimination is practised

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.

8. Regular employment is provided

8.1     To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2     Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, subcontracting, 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.

 

9. No harsh or inhumane treatment is allowed

9.1     Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited. The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection.

 

Performance Measurement

To enable Bailey Instruments Ltd to monitor the overall performance and effectiveness of our Labour Standards Assurance System we will establish key performance objectives within our Quality Performance Management System (Ten). This tool will be managed and maintained by Daniel Chin (QMR) and is made accessible to all members of staff that are active participants of our identified supply chains. (See 02. LSAS Roles & Responsibilities.doc)

 

Objectives and Targets

Non Conformance

 

The number of Non-Conformances identified or reported within a 12 month calendar period resulting from status review, supplier appraisal, supplier audit, third party audit, internal audit, external audit, whistleblowers or other means of communications.

 

0 < 2       Excellent               - Performing well and allows for improvement

3 < 5       Satisfactory          - Continual Improvement required

5 <          Poor                       - Requires constant monitoring, Corrective Action Planning and regular

                                                  Status Review

 

Attainment

 

To demonstrate our commitment to Labour Standards, Bailey Instruments Ltd hope to reach each of the 4 levels stated in the standard in the following time scales (See ten Performance Manager)

 

                Level 1   - 2013                    - Foundation Level

                Level 2   - 2014                    - Implementation Level

                Level 3   - 2015                    - Established

                Level 4   - 2016                    - Progressive

 

 

 

 

 

 

 

 

 

Daniel Chin – Director                                                                                                                      Tim Bailey           

Quality Management Representative                                                                                       Chairman

 

 

Note: Provisions will be made to ensure that a copy of this code is made available in alternative languages as required and appropriate

 

 

 

Originator:            Daniel Chin                                                                                                             Date:     11/10/2013

                                Quality Management Representative

                                ___________

Revision History

Version

 

Change

Date

Originator

3

 

Condensed Policy

11/10/2013

Daniel Chin

 

                                                                                CONFIDENTIAL

This document must not be copied or paper added/destroyed unless otherwise instructed.  Any copies taken must be clearly marked “Controlled Copy” or “Uncontrolled Copy”.

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