Corporate Social Responsibility
Debenhams Sustainability Report

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Debenhams Code of Conduct

  1. Introduction

Legal Requirements

Employment is freely chosen

  1. Freedom of Association
  1. Working Conditions are Safe and Hygienic

Building Structure Safety and Fire Safety

Accommodation

  1. Employment of children

The following are the definitions to be used for the above:

Child™: Any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply.

Young Person™:
Any worker over the age of a Child as defined above and under the age of 18.

Child Labour™:
Any work by a Child or Young Person younger than the age(s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the Child’s or Young Person’s education, or to be harmful to the Child’s or Young Person’s health or physical, mental, spiritual, moral or social development.

  1. Fair wages are paid
  1. Working hours are not excessive
  1. Disciplinary practices and Discrimination
  1. Regular employment is provided

Modern Slavery Act

  1. Labour Providers

Monitoring, Inspection and Assessment

Debenhams expects all suppliers, service providers and other business partners to be transparent at all times. All suppliers should have detailed information of where the products are being produced, including subcontracting and homework and should regularly monitor and conduct audits on their supply base with relevant documentation.

Senior management of suppliers must be appointed with responsibility for ensuring that:

Debenhams own brand suppliers should ensure that factories are approved as per Debenhams Conditions of Trading prior to the production of goods and services. In such cases, access to the factory premises shall be permitted to Debenhams staff and their representatives for the purpose of monitoring, inspecting and auditing the implementation of the Code at all times, announced or unannounced.

  1. Sub-Contracting

Outsourcing

Homeworking

  1. Environment
  1. References

The Code of Conduct has been drawn up with reference to the International Labour Organisation Conventions and Recommendations, Modern Slavery Act 2015 and ETI (Ethical Trading Initiative) Base Code.

ILOC 1 Hours of Work (Industry) Convention, 1919

ILOC 26 Minimum Wage-Fixing Machinery Convention, 1928

ILOC 29 Forced labour Convention, 1930

ILOR 85 Protection of Wages Recommendation, 1949

ILOR 87 Freedom of Association & protection of the Right to Organise Convention 1948

ILOC 95 Protection of Wages Convention, 1949

ILOC 98 Right to Organise and Collective Bargaining Convention, 1949

ILOC 100 Equal Remuneration Convention, 1951

ILOC 105 Abolition of Forced Labour Convention, 1957

ILOC 111 Discrimination (Employment and Occupation) Convention, 1958

ILOC 131 Minimum Wage Fixing Convention, 1970

ILOC 138 Minimum Age Convention, 1973

ILOR 146 Minimum Age Recommendation, 1973

ILOC 155 Occupational Safety and Health Convention, 1981

ILOR 164 Occupational Safety and Health Recommendation, 1981

ILOC 181 Private Employment Agencies Convention, 1997

Article 32 N Convention on the Rights of a Child

ETI Base Code Base Code is founded on the conventions of the International Labour Organisation (ILO) and is an internationally recognised code of labour practice.

The Modern Slavery Act 2015 (Transparency in Supply Chains) Regulations 2015