Skip to the content

Ethical Trading Policy

Scope

This policy outlines Internet Central's (IC) commitment to operate and trade in an ethical way.

Ethical Trading Policy Statement

IC believe strongly in ethical principles and good stewardship and are therefore proud to guarantee trade will be in accordance with the following Ethical Trading Criteria:

  • All employment is freely chosen
  • Working conditions are safe and hygienic
  • Child labour is not used
  • Wages are fair and comparable to industry standard and will always exceed the minimum wage
  • Deductions from wages as a disciplinary measure shall not be permitted
  • Working hours are not excessive
  • No discrimination is practised
  • Regular employment is provided for those who are employed on a permanent contract
  • No harsh, cruel or degrading treatment or practices are allowed
  • No bribery, corruption, blackmailing or bullying is permitted
  • Third Party Suppliers and buyers are both free to sell and buy from any number of other businesses. No restrictions, as a way of guaranteeing business, are allowed

A full policy statement is in place outlining practices able to offer strong guarantees to customers that the service customers receive has been ethically designed managed and implemented.

IC recognises that commercial activities have a potential to impact on suppliers and locality. As a socially responsible business, suppliers, local community and customers have a right to expect:

  • Products manufactured and sourced by IC are produced under working conditions that are hygienic and safe.
  • All workers involved in the delivery of services provided by IC are treated with full consideration to their basic human rights.
  • IC acts in an ethical manner above and beyond basic legal requirements.

IC and its commitment to its suppliers, service providers and customers:

IC recognises that ethical and social performance and reputation is a key part of overall commercial success.

Employees

IC is committed to ensuring that employment practices and the enforcement of corporate regulations ensure the protection of the rights of all those who work for IC.

In many areas we aim to operate above the minimum standards required by law to ensure employees are safe, rewarded and valued.

As the company expands and becomes larger IC will be able to offer more opportunities to staff.

Customers

IC is committed to demonstrating its ethical and social responsibility credentials to enable customers to make informed choices about whose services they purchase.

Ethics Concerning Customers

IC as a company and its employees, will not be involved in any of the following practices:

  • Bribery of foreign officials, potential customers or perceptions of bribery
  • Companies interference in ethnic and tribal conflict or violence
  • Trade influence on other governments' domestic politics
  • International price fixing

Suppliers

IC is committed to monitoring social standards in the supply chain, and encourages suppliers to operate with the same ethical standards.

IC; Ethical Trading Code of Practice. This Code of Practice applies to:

  • Staff directly employed by IC on temporary or permanent contracts
    • Staff employed or provided by contractors or employment agencies to work at IC premises or to undertake work for or on behalf of IC

No forced, bonded or involuntary labour shall be used:

  • All employment with IC is freely chosen
  • Staff are free to leave IC after their agreed notice period

No child labour shall be used:

  • There shall be no recruitment of child labour
  • Children or persons under 16 are not employed at any time, day or night (Work Experience excluded)
  • Persons under 18 have their hours restricted in line with current employment law

Working Conditions are safe and hygienic:

  • IC takes adequate measures to prevent accidents and minimise potential hazards via Risk assessments and Safety Rules
  • Staff receive regular Health & Safety training
  • Staff have unrestricted access to toilet facilities and drinking water

Working hours and remuneration are reasonable and comparable to other companies in our sector and regular employment is provided.

  • Staff pay rates are above the national legal minimum standards.
  • Staff are not forced to work in excess of 48 hours per week, a voluntary opt out agreement is available for those wishing to work in excess of 48 hours per week.
  • Staff are provided 2 days off per week (Overtime Excluded)
  • Staff are given written terms and conditions of employment that details the employment relationship between and the respective obligations of the employee and employer, rates of pay, working hours, grievance and disciplinary procedures, holiday entitlement, absence and sick pay rules and notice periods for termination of employment
  • No deductions are made from wages as a disciplinary measure and pay slips detailing lawful deductions are provided for each pay period
  • Labour only contracting, sub contracting and fixed term contracts are not used as a means to avoid obligations under labour or social security laws

Discrimination No discrimination is practiced:

  • There is no discrimination in pay, hiring, compensation, access to training, promotion, and termination of employment or retirement on the grounds of race, nationality, religion, age, disability, marital status, sexual orientation, union membership or political affiliation
  • Opportunities for personal and career development are equally available to all employees

Harassment

  • No harassment, threats, abuse or intimidation shall be practised. Physical, verbal and sexual threats, abuse, harassment or intimidation is expressly prohibited and grounds for summary dismissal, if proven.

Employment Agencies

Employment agencies contracted to supply temporary staff shall demonstrate commitment to and application of the requirements of this code.

Employment agencies contracted to supply temporary staff shall ensure that all staff supplied to IC are eligible to work in the UK by:

  • Following Immigration and Nationality Directorate Guidelines on Amendments to Section 8 of the Asylum and Immigration Act 1996
  • Ensuring that the requirements of the Immigration and Asylum Act 1999 Section 22 Code of Practice are met
  • Retaining copies of identity papers, work permits or passport stamps as detailed in the Home Office List of Specified Documents and UK Passport Stamps

Employment agencies contracted to supply temporary staff shall ensure that all staff supplied to IC have sufficient command of English to understand:

  • The agency’s responsibilities under this code of practice
  • IC’s Health & Safety requirements
  • Written statements of employment particulars
  • Have other measures in place to ensure that all these requirements are communicated in the employee’s native language

Organisation

IC Directors have overall responsibility for all aspects of ethical trading at work within the business.