Finisterre - A Positive Impact Business
Our design ethos has always been to build the best and most sustainable product we can, that is fit for purpose and built to last. In order to achieve this, we partner with suppliers who share our values and provide them with a Code of Conduct which they must commit to before working with us. It outlines our minimum requirements to respect the health, safety and welfare of everyone working in the supply chain. Our Code of Conduct is third party regulated by Fair Working Conditions through compliancy audits, ensuring that all finished Finisterre product has been produced in full compliance with our Code of Conduct.
Global Sourcing Principles
Since Finisterre was founded in 2003, we have always believed passionately about caring for people and the planet. We aim to be ethical, honest, and transparent in everything we do. Ensuring our suppliers are operating at a high ethical standard and creating the right environment for the people who work for Finisterre is important to us.
In 2018 Finisterre became a certified B Corp, meaning we have a legal obligation to all stakeholders to ensure that the people, environment and communities where we operate are all looked after positively, whether in our head office, stores, supply chain.
We take great pride in the relationships we develop with our suppliers. The Finisterre Code of Conduct sets the standards by which we aim to build long term partnerships with our suppliers and carry out business through transparent and fair means.
We expect our suppliers to not only obey the law but also take great care to respect the wellbeing of their employees, communities, and environment in which they operate. They should sign up to our Code of Conduct and communicate and implement these principles throughout their business dealings for Finisterre, including with their own employees and their downstream suppliers.
Finisterre’s aim is to develop a supply chain that adheres to our Code of Conduct. They include principles of international law such as the ILO’s fundamental principles for rights at work: no child labour, no forced labour, no discrimination, and the right to freedom of association and collective bargaining. Our principles also cover best practices in wages, working hours, communication of employment conditions and health and safety in the workplace.
In addition, we expect our partner suppliers to meet our high expectations of respect for the environment.
Finisterre takes these principles extremely seriously and expect our suppliers to work towards exceeding these requirements. All direct suppliers are required to sign up to our principles. This is followed up by frequent visits by our own employees as well as visits from external auditors. I hope you will join me in helping us ensure that the people, environment, and communities where we operate are all able to benefit with Finisterre’s help.
Supplier Code Of Conduct
1. No Child Labour
There shall be no recruitment of child labour. Children under the age of 15 shall not be recruited or employed (or higher age if required by the law). Children and young persons under the age of 18 shall not be employed at night or in hazardous conditions.
The policies and procedures shall conform to the relevant International Labour Organisation (ILO) policies.
2. Employment is freely chosen
There shall be no forced, bonded, or involuntary prison labour. Workers must not be required to lodge deposits or their identity papers on commencement of employment. Workers must be free to leave their employer after reasonable notice.
3. Freedom of association and employee representation
Suppliers should respect the rights of employees to join or form an association of their choosing (such as workers council, union, or workers association).
Where law restricts the right to freedom of association and collective bargaining, the employer should facilitate, and not hinder, the development of parallel means for independent and free association and bargaining. Representatives must not be discriminated against and have access to carry out their representative function in the workplace.
4. No Discrimination
There must be no discrimination in hiring, compensation, access to training, promotion, termination, or retirement based on race, caste, nationality, religion, age, disability, gender, marital status, sexual orientation, gender identity, union or political membership.
5. Wages and benefits of employment
Wages and benefits paid for a standard working week must meet, as a minimum, national legal requirements, or industry benchmark standards, whichever is higher. Wages should cover the need to meet both basic needs and some discretionary income. All workers should be provided with written and understandable information about their employment conditions and wages before employment and provided with wage slips for each period they are paid. Deductions from wages as a disciplinary measure is not permitted. Only deductions required by law are permitted and should not be taken without the expressed permission of the worker concerned.
6. Hours of work and regular employment
Accurate attendance, payroll and production records shall be maintained. Suppliers must commit to working towards compliance with ILO guidelines and national laws, whichever offers greatest protection. Overtime must be voluntary, and all employees should receive at least one rest day in every seven. Overtime should be paid at a premium rate. To every extent possible work performed should be on the basis of a recognised employment relationship. Obligations to employees under labour or social security laws and regulations should not be avoided through the use of home working schemes, subcontracting or apprenticeships where there is no intent to provide regular employment. The conditions for the termination of a contract should be laid out before employment commences and conform to established and transparent company practices and local law.
7. Discipline
Employee abuse in physical, sexual, or verbal form of intimidation is not acceptable and prohibited.
8. Health and safety
A safe, clean and hygienic environment should be provided, taking into account the specific hazards of the industry. Adequate steps should be taken to prevent accidents and injury to health at work. Workers should receive regular and recorded health and safety training. All workers should have access to clean toilet facilities and drinking water. Where provided accommodation should be clean, safe, and meet the basic needs of workers. A senior manager should be appointed as the Health and Safety representative for the company.
9. Whistleblowing
We require our suppliers to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace, and to ensure that whistle blowers do not suffer any detrimental treatment as a result of raising a genuine concern. If you would like support in setting up a whistleblowing policy and system, please get in touch to see how we can help.
10. Environment
We take the environmental impact of our operations very seriously, and work hard to minimise our impacts as far as possible. As a minimum, we expect all suppliers to comply with local and national environmental legislation. We also set targets and commitments on our key environmental impacts. Suppliers must support us to achieve those targets by tracking their energy consumption and completing an Impact Tracker on an annual basis.
All hazardous and non-hazardous chemical emissions must be tracked throughout the supply chain. How chemicals are disposed of must be documented and reports must be available for inspection.
11. Anti-Slavery and Trafficking
We are committed to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains. All suppliers must comply with our Anti-Slavery and Trafficking Policy.