Minimum Factory Conditions

for organisations wishing to supply to Rexel UK

1.Introduction
2.International Standard SA8000
3.Implementation
4.Minimum Standards
5.Senior Management Commitment

1. Introduction

Rexel UK is committed to ensuring that it operates in an ethical and socially responsible manner. To this end, the Rexel Group joined the Global Compact of the United Nations Organisation in December 2011 and by doing so declared its commitment to respect and endorse basic principles on human rights, labour standards, the environment and anti-corruption.

Additionally, we only partner with organisations in our supply chain that share similar values and, in particular, are willing to unreservedly commit to the protection of its workers fundamental rights.

This document contains a minimum set of workers conditions with which we expect all organisations wishing to supply to Rexel UK to comply. Compliance with these Minimum Factory Conditions is mandatory and we operate a zero-tolerance approach to non-compliance. We will not engage with any organisation that cannot demonstrate full compliance with these Minimum Factory Conditions and non-compliance may result in termination of any arrangement we have with you.

These Minimum Factory Conditions are based on International Standard SA8000; as such, accreditation against this International Standard will demonstrate compliance with these Minimum Factory Conditions. We therefore encourage any organisation working with us to fully adopt International Standard SA8000 and seek formal accreditation against this Standard.

In these Minimum Factory Conditions, the terms “us” or “we” refer to Rexel UK Limited and the terms “you”, “your” or “organisation” refer to the organisation wishing to supply goods or services to us.

2. International Standard SA8000

SA8000 is a voluntary standard, run by Social Accountability International (SAI), and is based on the UN Declaration of Human Rights, International Labour Organisation and other international human rights norms and national labour laws. Its aim is to empower and protect all personnel within an organisation’s control and influence including personnel employed by the organisation itself and by its suppliers, sub-contractors, sub-suppliers and home workers. It is intended that an organisation

shall comply with the Standard through an appropriate and effective Management System certified by third party audit.

We encourage all of our suppliers to visit the home page of SAI (http://www.sa-intl.org/) where full information can be found on SA8000 including how certification against this Standard can be achieved.

3. Implementation

We are committed to continuously improving the behaviour and conduct of the organisations which form part of our supply chain by supporting the abolition of child labour, the elimination of discrimination in employment and the elimination of forced and compulsory labour whilst promoting freedom of association and the right of collective bargaining.

Whilst we believe we may positively influence these topics by promoting full adoption of the SA8000 Standard by all organisations within our chain of supply, we also recognise that such adoption will only be achieved over time.

As an initial step towards the above goal, we have set these Minimum Factory Conditions with which we expect all organisations wishing to supply to Rexel UK to comply. We will audit your compliance against these Minimum Factory Conditions and then support you as you work towards full accreditation to SA8000 over an agreed period of time.

4. Minimum Factory Conditions

Rexel UK will only purchase from organisations that ensure their factories and worksites comply with the following minimum conditions:

Child Labour:

No person engaged to work at the factory or worksite shall be under the age of 15, unless the minimum age for work or mandatory schooling is higher by local law, in which case the stipulated higher age applies in that locality.
Any worker under 18 years of age shall: (a) not work at night (between 8pm and 6am); and (b) not be exposed to any situations in the workplace that are hazardous or unsafe to their physical and mental health.

Forced or Compulsory Labour:

No factory or worksite uses forced or compulsory labour (meaning any work or service that a person has not offered to do voluntarily and is made to do under the threat of punishment or retaliation or that is demanded as a means of repayment of debt).
Workers shall never be required to hand over original identification papers and shall not be required to pay ‘deposits’ upon commencing employment.
No part of any person’s salary, benefits, property or documents shall be withheld either by you or any entity supplying labour in order to force such personnel to continue working.
Workers shall have the right to leave the workplace premises after completing their standard workday and shall be free to terminate their employment provided they give reasonable notice to you or the entity which has engaged them.
No worker shall be subjected to the use of threat, force, deception or other forms of coercion for the purpose of exploitation by you or any entity supplying labour.

Health & Safety

The factory or workplace shall be a safe and healthy work environment and steps taken to prevent occupational injury or illness and minimise or eliminate the cause of all hazards which may lead to occupational injury or illness.
Where hazards remain in the workplace environment, workers shall be provided with appropriate personal protective equipment at the organisations own expense.
Workers shall be provided free access to clean welfare facilities including, toilets, potable water, suitable spaces for meal breaks and where applicable, sanitary facilities for food storage.
A senior management representative shall be appointed who is responsible for ensuring the working environment meets the requirements above.

Freedom of Association and the Right to Collective Bargaining

All workers shall have the right to form, join and organise trade union(s) of their choice and to bargain collectively on their behalf with the organisation.
In situations where the right to freedom of association and collective bargaining are restricted under law, workers shall be allowed to freely elect their own representatives.

Discrimination

Worker’s shall not be subjected to discrimination in hiring, remuneration, access to training, promotion, termination or retirement based on race, national or territorial or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, age or any other condition that could give rise to discrimination.
Workers shall not be subjected to any threatening, abusive, exploitative or sexually coercive behaviour in the workplace or factory and all residences or properties provided by the organisation, including gestures, language and physical contact.

Disciplinary Practices

All workers shall be treated with dignity and respect, shall not suffer the use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No harsh or inhumane treatment shall be allowed.

Working Hours

All applicable laws, collective bargaining agreements (where applicable) and industry standards on working hours, breaks and public holidays shall be fully observed and complied with.
The normal working week, not including overtime, shall be defined by law but shall not at any time exceed 48 hours.
Personnel shall be provided with at least one day off following every six consecutive days of work.

Remuneration

Wages for a normal work week, not including overtime, shall always meet at least legal or industry minimum standards, or collective bargaining agreements (where applicable).
Worker’s wages and benefits composition shall be detailed clearly and regularly communicated to workers in writing for each pay period.
All overtime shall be reimbursed at a premium rate as defined by national law or established by a collective bargaining agreement.

5. Senior Management Commitment

Your senior management should confirm your full compliance with these Minimum Factory Conditions along with a written commitment to work towards compliance with the whole SA8000 Standard within our next financial year. An example management statement is below:

“The Senior Management of {Company} commits to trading in a responsibly, lawful and ethical manner. In particular, the Senior Management of {Company} has fully reviewed the Rexel UK Minimum Factory Conditions and agrees to fully adopt, in each of its factories and work locations, the conditions relating to Child Labour; Forced & Compulsory Labour; Health & Safety; Freedom of Association & the Right to Collective Bargaining; Discrimination; Working Hours; and Remuneration. The Senior Management of {Company} recognises the importance of applying these minimum conditions and agrees to work towards attaining the SA8000 standard within our next financial year.”