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ETHICAL TRADE POLICY
ETHICAL TRADE - ETI BASE CODE
Employment is freely chosen
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.
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 choosing and to bargain
2.2 The employer adopts an open attitude towards the
activities of trade unions and their organisational
2.3 Workers representatives are not discriminated against and
have access to carry out their representative functions in
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.
Working conditions are safe and hygienic
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
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
Child labour shall not be used
4.1 There shall be no new recruitment of child labour.
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” being defined in the appendices.
4.3 Children and young persons under 18 shall not be
employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the
provisions of the relevant ILO standards.
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.
Working hours are not excessive
6.1 Working hours must comply with national laws, collective
agreements, and the provisions of 6.2 to 6.6 below, whichever
affords the greater protection for workers. Sub-clauses 6.2
to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by
contract, and shall not exceed 48 hours per week.*
6.3 All overtime shall be voluntary. Overtime shall be used
responsibly, taking into account all the following: the
extent, frequency and hours worked by individual workers
and the workforce as a whole. It shall not be used to
replace regular employment. Overtime shall always be
compensated at a premium rate, which is recommended
to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any seven day period shall not
exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any seven day
period only in exceptional circumstances where all of the
following are met:
• this is allowed by national law;
• this is allowed by a collective agreement freely
negotiated with a workers’ organisation representing a
significant portion of the workforce;
• appropriate safeguards are taken to protect the workers’
health and safety; and
• the employer can demonstrate that exceptional
circumstances apply such as unexpected production
peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in
every seven day period or, where allowed by national law,
two days off in every 14 day period.
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
Regular employment is provided
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 homeworking
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
No harsh or inhumane treatment is allowed
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 provisions of this code constitute minimum and not
maximum standards, and this code should not be used
to prevent companies from exceeding these standards.
Companies applying this code are expected to comply with
national and other applicable law and, where the provisions
of law and this Base Code address the same subject, to
apply that provision which affords the greater protection.
Note: We make every effort to ensure that the translations
of the ETI Base Code and Principles of Implementation
are as complete and accurate as possible. However,
please note that in both cases it is the English language
documents which should be treated as the official versions.
With respect to human rights the most
comprehensive standard is the United
Nations Universal Declaration of Human
A further relevant standard ratified by
almost every member state in the United
Nations is the United Nations Convention
on the Rights of the Child.
Responsibility for setting international
labour standards is given by the
international community to the
International Labour Organisation (ILO)
which was established for this purpose.
The most comprehensive and universally
applicable standard directly addressing
the responsibilities of business operating
internationally is the ILO’s Tripartite
Declaration of Principles concerning
Multinational Enterprises and Social Policy.
The tripartite structure of the ILO,
involving both employers’ and workers’
representatives as well as governments,
together with the technical expertise of
this organisation in all matters relating
to the world of work, make the ILO the
authoritative and legitimate source
of international labour standards. ILO
standards are set in Conventions, having
the force of international law and binding
for states that have ratified them and
in Recommendations which provide
additional guidance to governments.
ILO member states must provide regular
reports on the application of ratified
Conventions to the ILO. The findings of ILO
supervisory bodies form ILO jurisprudence.
With the adoption in June 1998 of the
ILO Declaration on Fundamental Principles
and Rights at Work all 174 ILO member
states have an obligation, regardless
of ratification, to respect, promote
and realise the principles contained in
the core ILO Conventions. These core
Conventions and their accompanying
• ILO Conventions 29 and 105 &
Recommendation 35 (Forced and
• ILO Convention 87 (Freedom of
• ILO Convention 98 (Right to Organise
and Collective Bargaining)
• ILO Conventions 100 and 111 &
Recommendations 90 and 111 (Equal
Remuneration for male and female
workers for work of equal value;
Discrimination in employment and
• ILO Convention 138 & Recommendation
146 (Minimum Age).
• ILO Convention 182 & Recommendation
190 (Worst forms of Child Labour).
• ILO Convention 81 (Labour Inspection)
• ILO Convention 122 (Employment
Although not core ILO conventions, other
ILO standards especially relevant to the
work of ETI include:
• ILO Convention 135 & Recommendation
143 (Workers’ Representatives
• ILO Convention 155 & Recommendation
164 (Occupational Safety & Health)
• ILO Convention 159 & Recommendation
168 (Vocation Rehabilitation &
• ILO Convention 177 & Recommendation
184 (Home Work).
• ILO Convention 190 &
Recommendations (Safety and Health in
• ILO Convention 154 (Collective
• ILO Convention 131 (Minimum Wage
• ILO Convention 175 (Part time work)
• ILO Convention 183 (Maternity
Another comprehensive standard
addressing the responsibilities of
business operating internationally, and
one that is applicable to all businesses
operating internationally in or from the
United Kingdom, is the Guidelines for
Multinational Enterprises developed by the
Organisation for Economic Co-operation
and Development (OECD).
Appendix B: Definitions
Child: Every boy and girl under the age
of 18. The UN Convention on the Rights
of the Child (1989) says: “For the purpose
of this present Convention, a child means
every human being below the age of 18
years unless, under the law applicable
to the child, majority is attained earlier”
(article 1). In Spanish-speaking countries
in Latin America, it is usual practice to
distinguish between the boys and girls,
on the one hand, and older adolescents,
on the other, thereby recognising that
adolescents are more mature and can take
on more responsibilities than younger
Young Person: Any worker over the age
of a child as defined above and under the
age of 18.
Adolescent: A child between the age of
10 and 17. In addition, 17-19 year olds are
also referred to as ‘young adults’.
Child labour: Work which, by its nature
or the circumstances in which it is carried
out, is likely to harm the health, safety or
morals of children.
At ZEMETA we determine where all the material goods were purchased and the matter which they were made. We have knowledge of the suppliers workplace principles.
Our definition of sustainability is to meet the needs of the present without compromising the ability of future generations to meet their own needs.
Business is conducted lawfully and with integrity
Work is conducted on the basis of freely agreed and
documented terms of employment
All workers are treated equally and with respect and dignity
Work is conducted on a voluntary basis
All workers are of an appropriate age
All workers are paid fair wages
Working hours for all workers are reasonable
All workers are free to exercise their right to form and/or
join trade unions or to refrain from doing so and to bargain
Workers’ health and safety are protected at work
Workers have access to fair procedures and remedies
Land rights of communities, including indigenous peoples,
will be protected and promoted
Business is conducted in a manner which embraces
sustainability and reduces environmental impact
ZEMETA is a curelty free brand we make sure we do not use any of ingredients or components derived from animals.
-Freedom from hunger and thirst;
-Freedom from discomfort;
-Freedom from pain, injury and disease;
-Freedom to express normal behaviour;
-Freedom from fear and distress.
When use of synthetic materials made to look like animal products we will be clearly labelled as faux on the
product description and care label to avoid confusion.