Ethical Policy | Hotel Equipment Services | Robert Dunn

Ethical Policy

Suppliers to be socially and ethically exemplary

    "Suppliers" means those suppliers of goods or services and also manufacturers, including their
    subcontractors and their own suppliers, who work direct or indirectly for me (Robert Dunn)
    or for my clients.
    "Clients" include Hotel operators, hotel owners, logistics companies, purchasing agents.

    General Statement
    Suppliers and clients with whom I work should behave in a socially and ethically exemplary way.
    Their employees should not be deprived of their basic human rights, nor be forced to suffer
    physically or mentally from their work in any way. They should respect fundamental
    human rights and treat their workforce fairly and with respect.

    Suppliers should be able to show they are committed to a ethical policy. The policy statements below are for discussion purposes...

    1. Code of Conduct for Suppliers.
    It is the responsibility of suppliers to ensure that their employees and subcontractors are
    informed about and comply with this Code.

    2 Legal Requirements
    Suppliers must, in all activities, obey national and regional statutory requirements in the countries
    in which they are operating. Should any of the requirements stated in this document be in violation
    of the law in any country or territory, the local law should always take precedence. In such case,
    a supplier must immediately inform me Robert Dunn. It is, however, important to understand that
    Robert Dunns requirements are not limited to the requirements of national laws.

    3. Workers´ Rights

    3.1 Basic human rights
    Employees working directly or indirectly for my suppliers should be entitled to his or her basic human rights.
    Suppliers should not use bonded workers, forced labour, prisoners or illegal workers. If foreign
    workers are employed on a contract basis, they should never be required to remain in employment
    against their will. The employer covers all commissions and the recruitment agency fees.
    Workers should not be subject to corporal punishment, mental or physical disciplinary action, or harassment.
    Dismissal of female workers due to pregnancy is not acceptable.
    It is recommended that all workers are free to peacefully and lawfully join associations of their own choosing,
    and have the right to bargain collectively.
    No worker should be discriminated against because of age, race, gender, religion, sexual
    orientation, marital or maternity status, political opinion or ethnic background. It is recommended
    that all workers with the same experience and qualifications receive equal pay for equal work.

    3.2 Wages and Working Hours
    All workers should know the basic terms and conditions of their employment. Legislated minimum
    wages should be a minimum, rather than a recommended level. Wages should be paid regularly and
    on time. A normal workweek must not exceed the legal hourly limit, and all overtime work should be
    properly compensated.
    Workers should be granted stipulated annual leave; sick leave and maternity/paternity leave without
    any form of repercussions.

    4 Safety
    4.1 Building and Fire Safety
    Suppliers should ensure that worker safety is always a priority concern. Buildings must have clearly
    marked exits and emergency exits on all floors. It is recommended that all exit doors should open
    outwards. Exits should not be blocked and should be visible. All workers shall be informed of the
    safety arrangements. An evacuation plan should be displayed on every floor of a building
    and the fire alarm should be tested regularly. Regular evacuation drills are recommended.

    4.2 First Aid
    First aid equipment must be available in a building and at least one person in each department
    should be trained in basic first aid. It is recommended that a doctor or nurse is available on
    short notice in the event of an accident on the premises. The employer should cover the
    costs (not covered by social security) of medical care for injuries incurred on their premises.

    5 Workplace Conditions
    It is important for all workers well being, that chemicals are handled in a safe and correct way.
    All chemicals shall be marked and labelled in a correct way.
    Training and instructions for handling chemicals must be performed and workers must have adequate
    body protection. The temperature and noise level of the work environment should be tolerable.
    Ventilation should be adequate. Lighting should be sufficient for the work performed. The workplace
    should have an adequate number of clean sanitary facilities, which are preferably separated for
    men and women. Workers should have access to these facilities without unreasonable restrictions.

    6 Housing Conditions
    Where staff’s housing facilities are provided, suppliers should ensure that workers safety is a priority concern.
    The recommended safety and workplace conditions described above are applicable to these housing facilities.
    All workers should be provided with their own individual bed and the living space per worker must meet the
    minimum legal requirement. Dormitories, toilets and showers should be separated for men and women. There
    should be no restriction on workers rights to leave the dormitory during off hours. Fire alarms, fire extinguishers,
    unobstructed emergency exits and evacuation drills are of particular importance in dormitory areas.

    7 Environmental Issues
    The environment is of increasing concern globally and suppliers are expected to comply with applicable
    environmental laws and regulations and fulfil the terms of R Dunns Green Policy.

    8 Child Labour Code
    8.1 Definition of Child
    A child in this context is a person younger than 15 years of age, or 14 years of age in accordance with the
    exceptions for developing countries as set out in Article 2.4 in the ILO Convention No.138 on Minimum Age.

    8.2 Child Labour Code according to UN Convention on the Rights of the Child, article 32.1.
    Suppliers should recognize the right of the child to be protected from economic exploitation and from
    performing any work that is likely to be hazardous or to interfere with the child’s education, or to be
    harmful to the child’s health or physical, mental, spiritual, moral or social development.

    8.3 Implementation of child labour code
    Suppliers should not use child labour. Suppliers should endeavour to improve the social situation for
    any child affected by their ban on child labour. Suppliers should acts in accordance with the overall
    best interests of the child. A satisfactory solution is whatever improves an individual child's overall situation.
    The employer should cover the costs for this.

    8.4 Enforcement of Child Labour Code
    I will discontinue cooperation with any party that does not comply with my child labour code.

    8.5 Apprenticeship Programs
    Supplier can use apprenticeship programs in countries where the law permits such programs, but only under certain
    conditions. The employer must be able to prove that work is not interfering with the child's education;
    that apprenticeship is limited to a few hours per day; that the work is light and clearly aimed at training and that
    the child is properly compensated.

    8.6 Special Recommendations
    According to Article 1 of the UN Convention on the Rights of the Child, a person is a child
    until the age of 18. I therefore recommend that children in the age group 15-18 years be treated accordingly,
    i.e. by limiting the total number of working hours per day and implementing appropriate rules for overtime.
    Children in this age group are not allowed to perform hazardous work.

    9 Monitoring and Enforcement
    9.1 The principle of Trust and Cooperation
    I expect that all workers, suppliers and their subcontractors respect this Code of Conduct and to
    actively do their utmost to achieve its standards.
    I am prepared to cooperate with suppliers to achieve adequate solutions. I am prepared to
    take cultural differences and other relevant factors into consideration, but will not compromise on the
    fundamental requirements described in this document.

    9.2 Monitoring
    All suppliers are obliged to keep me informed about where each order is produced. I reserve the right
    to make unannounced visits to sites where people work directly or indirectly for the supplier.
    I also reserve the right to let an independent party make inspection.

    9.3 Enforcement
    In the event of me or my trading partners becoming aware of a supplier not following my ethical code of conduct,
    I reserve the right to terminate any agreed contract or withdraw from trading with this particular supplier forthwith.