Freedom of Association and Collective Bargaining, Child Labour, and Forced or Compulsory Labour
We constantly safeguard our employees, our customers, our supply chain and our communities by ensuring that we are compliant with policy and regulation requirements across the markets and countries in which we operate. To embrace the challenges of a changing environment, increasing populations and decreasing resources, policy and regulation are becoming more demanding at national, international and industry level.
Responsibility for the proactive and reactive response to policy and regulation sits across all levels of the business. group HR operate a global database of policies that are updated on a regular basis relevant to our employees, and our Group legal, PSRA and SHE teams work to ensure that we are abreast of all policies and regulations relevant to our products, processes and operations.
Group policies are set centrally and must be applied in all countries in which we operate. Group policies will, as a minimum, comply with the highest legislative requirement in any country in which we operate. It is the responsibility of our regional boards to ensure that group policies are communicated and that there are procedures in place to ensure compliance. Any employee whose actions constitute a breach of any policy, procedure or guideline may be liable to disciplinary action. All policies are freely available on our company intranet and include our:
In addition to group policies, we have regional and country specific policies and procedures to reflect the employment legislation and practices in that location.
Our nine applicable policies are consistent with the spirit and intent of the ILO declaration. These are accessible to all employees and are published on our company intranet.
Croda International Plc recognises that all its employees have the right to freedom of association. The company will not interfere in the legitimate activities of Trades Unions at Croda sites.
The company recognises that every employee has the right to join or remain a member of a trade union if they wish to do so. Equally the Company recognises that every employee has the right not to join or to leave a trade union if they wish to do so. The company will not seek to persuade any employee, potential or otherwise, to join or leave any trade union or other workers’ association.
Unless local legislation or legitimate collective agreement requires an alternative approach, the company will operate as follows:
Whilst all employees have the right to choose whether to be a member of a trade union or not, only where there is a specific current local agreement are unions recognised to communicate, negotiate, or consult on behalf of their members.
Issues concerning violation of employee rights within our supply chain are addressed in the Supplier Code of Conduct document which has been mailed to suppliers in all regions.
We ensure our policies are consistent with the spirit and intent of ILO’s Declaration on Fundamental Principles and Rights at work, where applicable to business.
Utilising thorough checks during the recruitment process and the Child Labour Index and Map, produced by global risks advisory firm Maplecroft, we have been able to evaluate risks relating to child labour within our operations.
Issues concerning violation of child labour within our supply chain are addressed in the Supplier Code of Conduct document which has been mailed to suppliers in all regions.
We ensure our policies are consistent with the spirit and intent of ILO’s Declaration on Fundamental Principles and Rights at work, where applicable to business. At Croda we comply with the labour laws of the countries in which we operate and would never endure forced or compulsory labour anywhere in the world.
Issues concerning violation of forced or compulsory labour within our supply chain are addressed in the Supplier Code of Conduct document which has been mailed to suppliers in all regions.
Transparency within our supply chains is of key importance to us. All our suppliers must go through an approval process where we check their quality systems and performance. We completed our initial work with Sedex (Supplier Ethical Data Exchange), which involved asking 200 of our suppliers based on their geographical location and market origin, to register with Sedex and complete their questionnaire. We have analysed results from suppliers and started to risk assess them developing a process flow diagram to help us act where necessary. In 2018 our corporate ethics committee will continue to engage with, and assess, suppliers in countries where there is a higher risk of modern slave labour.
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