Ethical Trading Policy
XXV Sportswear is committed to our policies and will conduct business in an ethical, legal and socially responsible manner. This commitment extends to suppliers and other associated external resources with which we choose to do business. We will purchase goods and services to the highest standards of ethical and environmental trade practices to include the provision of safe working conditions and the protection of workers across our supply chain.
XXV products are manufactured by a small number of factories and suppliers primarily located in the UK and Europe. Our factories are visited twice a year by a member of the senior management team to ensure that they are committed to complying with our code of conduct.
XXV Sportswear is committed to ensuring that all dealings with our suppliers, from the point of search and selection, through to supply and payment, are conducted in accordance with the guiding principles of responsible and ethical trading.
EMPLOYMENT IS FREELY CHOSEN
There is no use of forced or compulsory labour. Workers are free to leave their employer after reasonable notice.
FREEDOM OF ASSOCIATION
Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates and does not hinder the development of parallel means for independent and free association and bargaining.
SAFE & HYGIENIC WORKING CONDITIONS
A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
Workers shall receive appropriate health and safety training, and such training shall be repeated for new or reassigned workers.
CHILD LABOUR SHALL NOT BE USED
There shall be no use of child labour which shall be exploitative or shall jeopardise the health, safety, educational development or morals of any child.
Persons under 18 shall not be employed to work at night or in hazardous conditions.
Policies and procedures shall conform to the provisions of the relevant ILO standards.
LIVING WAGES ARE PAID
Wages and benefits paid for a standard working week meet national legal standards. All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission for the worker concerned. All disciplinary measures should be recorded.
WORKING HOURS ARE NOT EXCESSIVE
Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 24 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.
NO DISCRIMINATION IS PRACTISED
There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, disability, gender, marital status, sexual orientation, union membership or political affiliation.
REGULAR EMPLOYMENT IS PROVIDED
To every extent possible work performed must be on the basis of a recognised employment relationship established through national law and practice.
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
NO HARSH OR INHUMANE TREATMENT IS ALLOWED
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.