All companies within the Oldershaw Group take the subject of Ethical Trading/Responsible Sourcing seriously, as do the customers they serve. The Oldershaw Group of Companies operates within nationally and internationally recognised legal standards in relation to the treatment, responsibility, payment, and relationships with its employees.

Social accountability, health and safety, and maintaining basic human rights within the working environment are fundamental to the ethical standards of employees within the group. Moulton Bulb Co. has an Ethical Trading/Responsible Sourcing Code of Practice to which it insists its suppliers adhere. Thus the company can be confident that all its products have been produced in a responsible ethical manner.

ETHICAL TRADING
STATEMENT OF INTENT

The Oldershaw Group aims to protect each employee whether permanently employed or employed via a contract labour provider, against:

1. The Group will not use any forms of forced, bonded or involuntary prison labour.
2. The Group will not require and employee or use any supplier that requires their employees to lodge ‘deposits’ or their identity papers. Employees will be free to leave the company after reasonable notice.
3. The Group has an effective Health and Safety policy, which all employees must adhere to. Adequate steps will be taken to prevent accidents and injury to health by minimising as far that is reasonably practical, the hazards inherent in the working environment. All suppliers to the Group must also have an effective Health & Safety policy where required.
4. All employees have the right to organise and collectively bargain, so should all suppliers.
5. The Group will not be doing business with any contract labour provider or supplier that knowingly uses child labour or that uses people under the age of 18 on a night shift. They should not have to work in conditions that or hazardous, or use chemicals.
6. All employees of the Group and supplier will be paid at least the minimum wage and should all be issued with a Contract of Employment. No deductions should be made from wages as a disciplinary measure. All deductions should be clearly documented in the Contract of Employment. All employees should also receive a detailed payslip.
7. Discrimination in hiring, compensation or 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. Employees of the Group and its suppliers should not work in excess of 48 hours a week unless they have signed an agreement to ‘opt out’ of the ‘Working Time Regulations 1998’ (S11998 No 1833). All overtime worked should be voluntary and they should get at least one day off in seven.
9. Men and women should receive equal pay for equivalent work.

All suppliers to the company are made aware of the following ILO conventions: C029, C105, R35 (Forced Labour); C087 Freedom of Association and Protection of the Right to Organise); C098 (Right to Organise and Collective Bargaining); C100/R90 (Equal Remuneration); C11/R11 (Discrimination); C138/R146 (Minimum age); and C115 (Occupational safety and health).

The Group will work towards ensuring that all members of staff are treated fairly and not exploited through any means. Disciplinary measures will be taken against any members of staff or contract labour providers found to be in breach of the above.

Complaints may be received through either the Personnel Officer or Department Manager. The complaint will be handled fairly and always in accordance with written procedures.

The Oldershaw Group will not tolerate members of staff, whether permanent or temporary, to be in breach of the above