Ethical & Social Accountability Policy

0 Introduction

As an ethically responsible organisation CPL Aromas is committed to ensuring that it complies fully with all aspects of the international standard SA 800®.2008 issued by SAI (Social Accountability International) and the Conventions of ILO(the international Labour Organisation)

Ethics, openness and social accountability are core values of the company and we maintain an ongoing programme that ensures these goals are consistently observed and where possible improved upon. This commitment extends from the shareholders and directors of the company throughout the business to the management across all CPL’s world wide operations ensuring that the company maintains one consistent standard worldwide.

1 Child Labour

CPL does not engage in or support the use of child labour. Our definition of a Child is any person less than 15 years of age unless the minimum age for mandatory education is higher by local laws.

CPL works in partnership with educational authorities, (specifically in the UK), in support of unpaid work experience programmes.

2 Forced & Compulsory Labour

CPL does not engage in or support the use of forced or compulsory labour and does not require personnel to pay deposits or lodge identification papers with the company upon commencing employment even in countries where this is normal practice.

Employees are able to leave the company after reasonable notice is given. This notice period is defined in the Terms & Conditions of Employment for each employee.

3 Health & Safety

CPL is committed to providing, maintaining and improving safe & healthy conditions, equipment & systems of work for all employees, and to provide such information, training & supervision as they need in order to provide adequate levels of welfare to all employees at their place of work.

CPL promotes a culture of openness where employees are encouraged to voice concerns they may have. Employees are not expected or encouraged to place themselves in any situation where there is imminent danger.

The Group Operations Director on behalf of the Board is responsible for ensuring the implementation of policies and procedures for the protection of all personnel, and that CPL’s activities and products do not present a threat to the health & safety of third parties.

4 Freedom of Association & Right to Collective Bargaining

CPL shall respect the right of all personnel to form and join trade unions or other representative organisations of their choice and to bargain collectively.

In situations where the right to freedom of association and collective bargaining are restricted under law, CPL will allow workers to freely elect their own representatives.

CPL will ensure that there is no discrimination against such representatives.

5 Discrimination & Harassment

CPL Aromas is committed to a policy of equal opportunity and non-discrimination.  At all times, it aims to:

  • Select, recruit, develop and promote the very best people, basing judgement solely on suitability for the job;
  • Ensure all applicants and employees receive fair and equal treatment irrespective of gender, marital status and family responsibilities, nationality, colour, race, caste, national origin, religion, sexual orientation, political option, age, disability or any other condition that could give rise to discrimination;
  • Maintain a working environment free from harassment and intimidation;
  • Deal speedily and effectively with any complaints of alleged discrimination and/or harassment, ensuring all such complaints are fully investigated and that remedial action is taken where necessary.

CPL Aromas will not tolerate threatening and abusive behaviour. Deliberate harassment will be considered to be gross misconduct.

6 Disciplinary Practices

CPL shall not engage in or support, corporal punishment, mental or physical coercion or verbal abuse of personnel. CPL operates a culture of openness that encourages its employees to report any incidences of verbal or physical abuse should they arise in the workplace.

Disciplinary procedures are defined in the Employee Handbook.

7 Working Hours

CPL will comply with local laws and industry standards on working hours and public holidays.

CPL will provide employees, on average, with at least one day off for every consecutive 6 days worked.

In any event the normal working week excluding overtime will not exceed 48 hours

The hours of work that apply are detailed in the Terms & Conditions of Employment for each employee.  Additional hours are voluntary, but may be required in order to meet the needs of the business, and employees are asked to co-operate with any reasonable request to work additional hours.

8 Remuneration

CPL will ensure that the wages paid for a standard working week shall meet at least legal minimum requirements and should always be sufficient to meet basic needs of personnel, and to provide some discretionary income.

Deductions will not be made from wages for disciplinary purposes.

Where eligible overtime will be reimbursed at a premium rate. However, some employees within the management structure, who are paid fixed salaries, are not necessarily eligible for overtime pay, but shall receive salaries, which recognise that overtime may be worked.

CPL will ensure that the details of employees gross pay, any deductions such as tax, pension contributions etc, and net pay are paid are detailed on a pay advice slip on at least a monthly basis.

CPL will ensure that labour-only contracting arrangements and false apprenticeship schemes are not undertaken in an effort to avoid fulfilling its obligations to personnel under applicable laws pertaining to labour and social security legislation and regulations.

9 Management Responsibility

The Group Operations Director & Group Finance Director, on behalf of the Board of CPL, will ensure that this policy is implemented across its global operations and will monitor compliance on at least an annual basis.

Suppliers and Subcontractors will also be assessed according to the SA8000: 2008 standard by CPL’s Global Purchasing Director and this will be used to evaluate their suitability as partners of CPL.

This policy will be made available to third parties when required.