Purpose

The Gastronomy Plus Ltd Code of Conduct outlines the standards we and our suppliers are expected to uphold to ensure human rights and environmental respect throughout our operations and supply chain. This document aligns with international standards such as:

• The UN Guiding Principles on Business and Human Rights
• The Ethical Trading Initiative
• The International Labour Organisation Declaration on Fundamental Principles and Rights at Work
• The OECD Guidelines for Responsible Business Conduct

We are committed to meeting our obligations under the Modern Slavery Act 2015, which addresses slavery, servitude, forced or compulsory labour, and human trafficking.

Provisions of the Code

1. Employment is Freely Chosen

• No forced, bonded, or involuntary prison labour.
• Workers are not required to lodge deposits or identity papers with employers and can leave after reasonable notice.

2. Freedom of Association and the Right to Collective Bargaining are Respected.

• Workers can join or form trade unions and bargain collectively.
• Employers should have an open attitude towards union activities and not discriminate against worker representatives.

3. Health & Safety

• A safe, hygienic working environment must be provided.
• Regular health & safety training for workers.
• Access to clean toilet facilities, drinkable water, and sanitary food storage.
• Provided accommodations must be clean and safe.
• Health & safety responsibility should be assigned to a senior management representative.

4. Child Labor Shall Not Be Used

• No employment of children under 15 (or higher if local laws stipulate).
• No new recruitment of child labour.
• Policies should be in place to transition children from labour to education.

5. Wages

• Wages should meet at least national legal or industry benchmark standards, sufficient to meet basic needs and provide discretionary income.
• Workers must receive understandable information about their wages and employment conditions.
• No wage deductions for disciplinary measures not permitted by law.

6. Working Hours Are Not Excessive

• Compliance with laws and standards on working hours, overtime, and breaks.
• Overtime should be voluntary and compensated at a premium rate.
• Total hours worked in a week should not exceed sixty, except in exceptional circumstances with safeguards for health & safety.

7. No Discrimination & Grievance System in Place

• No discrimination in employment practices.
• A grievance mechanism must be in place, accessible, and impartial.

8. Regular Employment is Provided

• Work should be based on recognized employment relationships.
• No avoidance of obligations through labour-only contracting or excessive use of fixed-term contracts.

9. No Harsh or Inhumane Treatment is Allowed

• No physical abuse, harassment, or intimidation.

10. Grievance

• A grievance mechanism should be in place to manage issues confidentially and impartially.

11. Traceability & Record Keeping

• Systems to ensure traceability and compliance with certified and conventional volumes.

12. Environment

• Compliance with all applicable environmental laws and continual improvement of environmental performance.

13. Anti-Bribery & Corruption

• Zero-tolerance approach to bribery and corruption.
• Commitment to acting with integrity and professionalism.

14. Continuous Improvement

• Encouragement and support for suppliers to improve their systems to meet standards and prevent negative impacts.

Anti-Corruption and Bribery Policy

Policy Statement

Gastronomy Plus Ltd conducts business ethically, with a zero-tolerance approach to bribery and corruption, in compliance with the Bribery Act 2010 and other relevant laws.

Scope and Applicability

• Applies to all individuals working for or on behalf of the company, including employees, contractors, volunteers, and agents.

What is Bribery?

• A bribe is an inducement for an improper advantage. This includes offering, giving, receiving, or requesting bribes, as well as bribing foreign public officials.

Gifts and Hospitality

• Permissible if compliant with local laws, appropriate in value and circumstances, and not intended to influence improperly.

What is Not Acceptable?

• Offering or accepting bribes.
• Making facilitation payments or kickbacks.
• Retaliating against those who refuse to commit bribery or report concern

Charitable Donations and Sponsorship

• Only legal and ethical donations and sponsorships are made.

Record Keeping

• Maintain records of all financial transactions, gifts, and hospitality to demonstrate compliance.

Responsibilities and Raising Concerns

• All workers are responsible for preventing, detecting, and reporting bribery.
• Violations of the policy may result in disciplinary action, including dismissal.

Training and Communication

• Regular training on anti-bribery and communication of the zero-tolerance approach to all relevant parties.

Monitoring and Review

• The company regularly monitors and reviews the effectiveness of the policy and makes necessary improvements.

All workers must use this policy to disclose any suspected wrongdoing, ensuring the success of the company’s ethical standards.