BLOOMFIELD SUPPLIER CODE OF CONDUCT - OVERSEAS & UK SUPPLIERS

At Bloomfield we believe strongly in the importance of an ethical supply chain which does not adversely affect those working in it. We have developed this Supplier Code of Conduct to ensure that all businesses that supply goods and services to Bloomfield will do so in accordance with this Code.

Our aim is to establish proactive collaboration with our suppliers in the promotion of responsible practices; to ensure that working conditions in our supply chain are safe and ethical, that workers are treated with respect and dignity, and that business and manufacturing processes are ethically and environmentally responsible.

We will only work with suppliers who adhere to our strict ethical principles and our code of conduct which is based on the 9 steps of the ETI base code, plus 2 additional principles (clause 10.0 environmental and 11.0 animal welfare) as set out below. We expect all our suppliers to be able to demonstrate compliance.

We value long-standing, productive relationships with our suppliers, and we commit to working in a transparent and open manner and ask all suppliers to do the same. If you believe any aspect of your business does not currently comply to our Code of Conduct you must inform us.

We can then work with you closely and address any issues raised to ensure your future compliance.

Where suppliers breach this Code of Conduct, we will work with them to make improvements to ensure ongoing compliance. We will implement a reasonable timeline for suppliers to make these improvements. Suppliers will then need to provide proof of compliance at the end of this timeline. We do however reserve the right to terminate our arrangement with the Supplier immediately for appropriate transgressions or where there is no willingness to make the necessary changes.

Suppliers shall not manipulate or influence their workers, nor shall they forge any files or records in order to alter the verification process regarding compliance with this Code.

Non-transparency is regarded as a violation of this Code.

ETHICAL PRINCIPLES

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, whichever 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 must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.*
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any 7-day period shall not exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any 7-day period only in exceptional circumstances where all the following are metthis is allowed by national law;
• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
• appropriate safeguards are taken to protect the workers’ health and safety; and
• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every seven-day period or, where allowed by national law, two days off in every 14-day period.
* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.

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 & belief, pregnancy & maternity, age, disability, gender identity, marital & civil partnership 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, 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.

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.

10. Environmental management
10.1 Suppliers must comply with the requirements of local, national and international laws related to environmental standards.
10.2 Suppliers must make continuous improvement in improving efficiency and sustainability of their operations to minimise the use of energy, water, raw materials and where practical reduce the amount of packaging and waste produced.

11. Animal welfare (if applicable)
11.1 Suppliers must respect animal welfare and work progressively towards adopting healthy and humane practices towards animals based on best available technology and standards.
11.2 Animal testing is not acceptable on any products, either during production or on finished products.

This Code will apply to the whole supply chain, including sub-contractors and homeworkers.

Standards equally apply to permanent, temporary, and agency workers, as well as piece-rate, salaried, hourly paid, legal young workers (minors), part time, night, and migrant workers.

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 Code address the same subject, to apply that provision which affords the greater protection.

We require all our overseas manufacturing sites to:

1. Complete our Bloomfield Factory Questionnaire accurately and honestly and to provide any supporting documentation as required in English.

2. Supply a social compliance audit, either SEDEX SMETA 2 or 4 pillar or BSCI methodology, undertaken within the last 2 years, and to supply any CAP (corrective action plan) and supporting evidence of closure on non-compliance or agreed CAP timelines.

If a social compliance audit is not readily available, we expect our suppliers to agree to undertake an audit to the above standards as required.