Fashionizer Ethical Sourcing Code of Practice for Hospitality Uniforms 

Introduction

The Fashionizer Ethical Sourcing Code of Practice (ESCOP) sets out our commitment to respecting human rights and promoting safe working conditions in our supply chain including pay, working hours, child labour and worker rights. The provisions mirror the Ethical Trading Initiative (ETI) Base Code. The ETI Base Code is a private code agreed between ETI business, NGO and Trade Union members. It draws on the conventions of the International Labour Organisation. It is an easy and accessible standard against which we can assess progress on labour rights through our supply chains. 

As a responsible uniform supplier we are dedicated to ensuring workers are treated with dignity, respect and fairness and that the working environment is protected during the manufacturing of our products. We collaborate closely with our clients and supply chain to raise labour and environmental standards in order to maintain excellent sourcing principles and we constantly strive for best practice in all aspects of our business. 

We believe that the application of the ESCOP enables real and practical steps to be taken towards improving social conditions in our supply chains.

 

Provisions of the ESCOP

 

1. Freedom of employment

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. Respect for 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 accord 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. Safe and hygienic working conditions

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 recruitment of underage children in the making of our uniforms.

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".

4.3 In line with International Labour Organization (ILO) conventions on child labour, children under the age of 15 shall not be recruited or employed.

4.4 Suppliers shall be expected to clearly document their policies on child labour and underage children. These policies and procedures shall conform to the provisions of the ILO.

 

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. Non excessive working hours

6.1 Working hours comply with national laws and/or benchmark industry standards, whichever affords greater protection.

6.2 Working hours shall not exceed local legal requirements or local norms for the industry.

6.3 All workers must be allowed at least one day off in seven.

6.4 Overtime shall be entirely voluntary, and will be paid accordingly.

 

7. No discrimination is practiced

7.1 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.

 

8. Provision of regular employment

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 tolerated

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.

 

The ETI Base Code is founded on the conventions of the International Labour Organisation (ILO) and is an internationally recognised code of labour practice. All Fashionizer garments are manufactured in vetted factories which adhere to the above ESCOP.

Environmental Responsibility

Fashionizer fabric suppliers are accredited with the Öeko-Tex Standard, an international testing and certification system for textiles. This limits the use of certain chemicals and complies with all European ethical and environmental legislation.

We aim to reduce our energy usage and promote sustainable working practices. Therefore, we ensure the fabric dying process complies with EU standards in order to minimise the environmental impact.

When constructing Fashionizer luxury uniforms we aim to use natural fibres where possible. Find out more about the fabrics we use here.