At Picolab Technologies Ltd., we believe that strong partnerships are built on trust, shared values, and a commitment to ethical practices. This Supplier Code of Conduct outlines the expectations we have for our suppliers in areas such as business integrity, environmental responsibility, and respect for human rights. By aligning with these principles, we aim to create a positive impact not only within our own operations but also throughout our entire supply chain. We believe our company will make a significant positive impact on the industry and the economy all over the UK. We value collaboration and transparency, and we look forward to working with our suppliers to uphold these standards and achieve mutual success.
We understand that suppliers may not meet all our expectations from the outset, but we value their commitment to improvement over time and alignment with Picolab’s values and strategic goals.
Suppliers working with Picolab are required to comply with all applicable local, national, and international laws, regulations, and guidelines in the regions where they operate. Where differences arise between legal requirements and this Code of Conduct, suppliers should adhere to the standard that offers the greater protection.
We encourage all our suppliers to establish and maintain appropriate systems and processes to ensure compliance with this Code of Conduct and to meet the outlined expectations effectively.
Employment and Welfare Standards
These standards draw inspiration from the ETI Base Code, which is widely recognized as a benchmark for ethical labour practices. Rooted in the principles established by the International Labour Organisation (ILO) Conventions, the Code serves as a framework to ensure fair, safe, and equitable working conditions across all levels of employment. Picolab expects suppliers to align their labour practices with these standards, promoting dignity, respect, and well-being in the workplace.
- Employment is Freely Chosen
- Employment must be freely chosen, without the use of forced, bonded, or involuntary prison labor.
- Workers must not be required to lodge “deposits” or surrender their identity documents to their employer. They should have the freedom to leave their employment with reasonable notice.
- Freedom of association and the right to collective bargaining are respected
- All workers, without distinction, have the right to form or join trade unions of their choice and to engage in collective bargaining.
- Employers are expected to maintain an open and supportive attitude toward the activities and organization of trade unions.
- Representatives of workers must not face discrimination in line with the Equality Act (2010). They should have the necessary access to carry out their responsibilities within the workplace.
- In regions where freedom of association and collective bargaining rights are restricted by law, employers must facilitate alternative, independent, and unrestricted means for workers to organize and engage in collective bargaining.
- Safe and Hygienic Working Conditions
- Employers must ensure that workers operate in a safe and hygienic environment, taking into account the latest industry knowledge and any specific workplace hazards. Practical steps should be taken to minimize risks and prevent workplace accidents and health issues wherever reasonably possible.
- Workers must be provided with regular health and safety training that is documented. This training must also be provided to any new hires or employees who are reassigned to different roles.
- Employees must have access to clean and well-maintained toilet facilities, safe drinking water, and, where appropriate, hygienic areas for food storage.
- Any accommodations provided by the employer must be safe, clean, and meet workers’ basic living needs.
- Responsibility for maintaining health and safety standards should be assigned to a senior member of management, ensuring oversight and accountability for safe working conditions.
- Working hours are not excessive
- Supplier should follow the working hour related rules and regulations that matches and comply with the national or state laws.
- Working hours, excluding overtime, should be clearly mentioned in the contract, and shall not exceed 48 hours per week. Both parties should agree to the working hours related rules of the company before the joining of the employee.
* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in worker’s wages as hours are reduced.
- Company should not force worker for overtime. All overtime shall be voluntary. The employer should take these things in consideration for overtime: the extension of the working hour beside the regular working hours, frequency of overtime for a specific worker and the workforce as a whole. It must not be used as a replacement of regular employment. An employee should always be compensated for overtime at a premium rate which is not less than 125% of the regular rate.
- The total hours worked in any seven days period shall not exceed 60 hours, except covered by clause 1.6.5 below.
- Employer may exceed the working hours in exceptional cases. Working hours may exceed 60 hours in any seven days period only in exceptional circumstances where all of the following are met:
-appropriate arrangement are made for worker’s proper health and safety.
-the extension is allowed by the national or state law.
-the process and all the other directions should already be mentioned in the collective agreement which should also be freely negotiated taking the opinions of the workers or worker’s organisation.
- 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.
* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.
- Prohibition of Child Labour
- No recruitment of child labour is permitted under any circumstances. Employers must ensure that all employees meet the minimum age requirements as defined by the International Labour Organisation (ILO) and applicable national laws.
- In the event that a child is identified as being employed, the employer must collaborate with relevant organizations to provide appropriate support, including access to quality education and programs that facilitate their transition out of labour until they are no longer classified as a child.
- Workers under the age of 18 must not be employed in night shifts or assigned tasks that expose them to hazardous conditions, ensuring compliance with all legal and safety standards.
- Employers must establish and maintain clear policies and procedures aligned with ILO standards to prevent child labour and to address any violations promptly and effectively.
- Regular audits and verification processes should be implemented to ensure that child labour is not present in any part of the operations or supply chain.
- Employers are encouraged to raise awareness among their workforce about the risks and consequences of child labour and actively promote ethical hiring practices within their industry.
- Living wages are paid
- Workers must receive wages and benefits that, at a minimum, meet the higher of national legal standards or industry benchmarks. These wages should be sufficient to cover basic living expenses and allow for some discretionary income to ensure a decent standard of living.
- 1.5.2 Employers must provide all workers with clear, written details of their employment terms related to wages and benefits before they begin work. Each pay period, employees should receive an understandable breakdown of their wages, including any deductions or bonuses.
- Wage deductions as a form of discipline are strictly prohibited. Any other deductions not authorized by national laws must have the prior explicit consent of the worker. All disciplinary actions should be transparently recorded and made available for review.
- Workers must be paid in a timely manner, with no unjustified delays in wage distribution. Payments should be made in legal tender or as agreed upon, ensuring that employees have full control over their earnings.
- Employers are encouraged to conduct periodic reviews of wage structures to ensure fairness and alignment with inflation, cost of living increases, and industry standards.
- Regular employment
- To the greatest extent possible, all work performed must be based on recognized employment relationships established through national law and practice.
- Obligations related to employees under labour or social security laws and regulations must not be met through the use of labour-only contracting, subcontracting, home-working arrangements, apprenticeship schemes without genuine skill development, or through excessive reliance on fixed-term employment contracts.
- No discrimination is practised
- There should not be any type of discrimination in compensation, recruitment, promotion, termination, retirement age, access to training, access to any other facilities, marriage, pregnancy and maternity, rase, caste, religion or belief, sex, gender, union membership or political affiliation.
- No harsh or inhumane treatment is allowed
- Any type of physical abuse, the threat of physical abuse, racial, gender, sexual or other harassment and verbal abuse or other forms of intimidation shall not be ignored.
Modern Slavery
We are committed to follow Our Modern Slavery Policy Statement based on Modern Slavery Act 2015. We encourage all our suppliers to follow the Modern Slavery related rules and regulation to combat slavery and human trafficking
All our suppliers should follow and observe the Moder Slavery Act 2015
- All suppliers must ensure that they are not involved in slavery, forced labour or human trafficking.
- Suppliers must take necessary steps to identify potential risk of slavery, servitude, forced labour or human trafficking in their supply chains. To the extent it is commercially practicable suppliers should use their buying power to influence their suppliers from such prohibited activities.
- Suppliers must be prepared to provide to us the names and geographical locations of their own suppliers, to the extent that these are the sources of products supplied to us.
- Suppliers must permit any of the Company’s staff, consultant acting on its behalf, or similar, to inspect the Supplier’s premises and interact with workers without notice at any reasonable time. The Supplier must co-operate with any such inspection and notify the Company of the outcome of an equivalent visit by a party not associated with the Company.
Ethics
We are committed to follow the standards of ethical conducts in all our activity and operations.
- Against Bribery
All suppliers should follow the international anti-bribery standards as stated in the United Nations’ Global Compact and local anti-corruption and bribery laws including The Bribery Act 2010. The suppliers should not offer any services, facilities, benefits or gifts of the Company’s employees in order to influence the employees in order to influence the employee’s conduct in representing the company.
- Conflict of interest
Supplier should resolve any conflict of interest through their work with the Company. A should not use the advantage of already being a supplier of our company to reduce the potential competition and reduce the chances for other companies.
- Treatment of the Subcontractors
All the suppliers are requested to treat the subcontractors of their own supply chain with fairness. We want the supplier not to make barriers for small suppliers to deliver quality goods and supplier and encourage innovations.
Sustainability
- All of suppliers may collaborate and join us to collectively achieve our Sustainability objectives.
- Suppliers should focus on continuous improvement and should also understand the value of Sustainability.
- Suppliers are expected to engage with and complete any Sustainability monitoring tool proposed by the Company. We will use this tool with preferred suppliers to support our sustainable procurement activities, and inform ongoing contract and supplier management.
Health and Safety
- Supplier should make sure proper arrangements for the health, safety and welfare of their part time and full-time employees, contractors and also the community in general who may be affected by their services or operations.
- The supplier should provide any health and safety related training necessary according to their industry and ensure any facilities provided are safe.
Equality, Diversity and Inclusion
- The supplier should encourage and practice Equality, Diversity and Inclusion perspectives in all their operations.
- The supplier will continually review policy and practice from an EDI perspective for the purposes of (where appropriate) monitoring of staff statistics such as recruitment, promotion, retention, training, use of services.
- The supplier will make proper provision for their employees to participate in EDI training.
Criminal Finances Act 2017
7.1 The Supplier has to confirm that they are not involved in any kind of act related to tax evasion and also they should take a zero-tolerance approach towards tax evasion under the laws of UK or any other foreign country.
7.2 The supplier should have a written statement they are not involved in any unethical activities and they conduct all their operations in an honest and ethical manner.
Confidentiality
8.1 All our suppliers are requested to protect all confidential documents, information provided by our company and all its business partners, even if a separate confidentiality agreement has not been signed on the case-by-case basis.
Contact
Suppliers can ask question and let us know id they have any concern regarding this code of conduct to their procurement contact. You can also get all our contact information in our website: https://picolab.uk/
Additional Policies
All of our additional policies to support this code of conduct can be found in our website.
Mohammad Farhan Islam
Director
Picolab Technologies Ltd.
December, 2024
