Hobbs Sourcing Principles
Corporate responsibility is important to our brand and we are committed to responsible business practices in our own business and within our supply chain.
Hobbs uphold and support the ETI code of conduct and acknowledge the principles by which their members operate. Our sourcing principles set out the minimum requirements for suppliers and manufacturers wherever in the world we are operating. They are based on the Ethical Trade Initiative code of conduct designed to be fair, and achievable, covering the principles of international law for best practice in rights at work: no child labour, no forced labour, no discrimination, the right to freedom of association and collective bargaining, wages, working hours, communication of employment, health and well-being.
Hobbs has established relationships with supplier manufacturers globally who share our business values, promoting the on-going development to proactively manage their social responsibilities and ethical trade in partnership with Hobbs.
When we begin a relationship with a supplier/manufacturer we do so following the sourcing principles below;
- All proposed supplier/manufacturers must be met in person at Hobbs Head Office or alternatively in the country of manufacturer.
- All proposed supplier/manufacturers must complete a Factory profile document and provide a copy of a recent independent IRCA social compliance audit report which is conducted in compliance with the legislative requirements wherever in the world the manufacturing site is based and the outlined principles above. These documents are reviewed by a senior member of the Hobbs team and discussed with the proposed supplier/manufacturer during the initial meeting in point 1.
- All supplier/manufacturers are issued with a Hobbs supplier manual during initial discussions outlining our full terms and conditions of engagement including the code of conduct and business policies by which we operate.
- Supplier/manufacturers are asked to sign an agreement of compliance to our principles and responsible sourcing code of practice, prior to the confirmation of production commitment. This agreement includes the following items:
- Employment is freely chosen
*FORCED or BONDED – All work or service extracted from any person under menace of any penalty for which said person has not offered him/herself voluntarily or for which such work is demanded as a means of repayment of debt
- 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.
- Freedom of association and 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.
- Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
- 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, free association and bargaining.
- Working conditions are safe and hygienic
- A safe and hygienic environment shall be provided, bearing in mind prevailing knowledge of the industry and 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 recorded health and safety training and such training shall be repeated for new or reassigned workers.
- Access to clean toilet facilities and to safe drinking water, and if appropriate, sanitary facilities for food storage shall be provided.
- Accommodation where provided, shall be clean, safe, and meet basic needs of workers.
- The company observing the code shall assign responsibility for health and safety to a senior management representative.
- The company must have a waste management policy and procedure so waste is minimised; is correctly and safely handled, stored and disposed; is not a hazard to the environment or if subsequently used; and is recycled where possible.
- Child labour shall not be used
- There shall be no recruitment of child labour.
- Companies should develop, participate and contribute to policies and programmes, which provide remediation of any child, found to be performing labour to enable them to attend and remain in quality education until no longer a child.
- Children and young persons under 18 shall not be employed at night or in hazardous conditions.
- These policies and procedures shall conform to the provisions of the relevant ILO (International Labour Organisation) standards.
- 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. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
- All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about 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. All disciplinary measures should be recorded.
- Working hours are not excessive
- Working hours need to 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, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.
- 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.
- Regular employment is provided
- To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
- 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 excessive use of fixed-term contracts of employment.
- All workers must be validated for their legal right to work by reviewing original documentation, and auditing agencies. The company should implement procedures to demonstrate compliance. This code of conduct also applies to agency staff and immigrant workers.
- No harsh or inhumane treatment is allowed
- Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.