Ethical and Environmental Policy

At LDJ we aim to work in the most efficient, ethically correct, environmentally friendly and socially responsible way we can within our industry

Our Suppliers

We advocate support for the International Labour Organisation Conventions and Standards.

In line with this, we will seek to support businesses which take a responsible position with regard to:

• Fair Trade
  
• Labour Rights both in their own operations and through their supply chains in developing countries
  

We encourage our overseas suppliers to work towards the Ethical Trading Initiative Base Code of Conduct (see Appendix A) and regularly visit their factories to audit their operations.

We pay our suppliers on time and do not aim to benefit from malice in any way.

Human Rights

We will not enter into any commercial arrangements with:

• any business which fails to uphold basic human rights within its sphere of influence
  
• any business whose links to an oppressive regime are a continuing cause for concern
  
• any business whose workforce includes child labour or forced, unfairly paid workers
  
• any business which fails to comply with the legal requirements of that country
  

Our Product & Service

We aim to offer our customers a fair, safe and trustworthy product and service.

Our Staff

We aim to treat all our staff in a socially responsible way. To this end we:

• Employ staff bridging the age gap from 16 to 70 years of age.
  
• Do not discriminate in any way and will not work with companies that do.
  
• Employ people not on the basis of their sex, creed, race or beliefs, but on the basis of their suitability for the position required.
  
• Maintain healthy and safe working conditions
  

The Environment

Essential disposal of waste and/or obsolete materials which cannot be refurbished is carried out in an environmentally acceptable manner and, in particular to comply with the Waste, Electrical & Electronic equipment Disposal regulations.

We purchase raw materials which, wherever possible, do not contain any hazardous substances, in particular all our new lights and electrical supplies comply with the Restriction of the Use of Hazardous Substances in Electrical and Electronic Equipment (RoHS) Regulations 2006

Whenever possible we transport raw materials purchased from overseas via sea freight in order to minimise carbon emissions.

We do not deal with any businesses whose core activity is the manufacture of chemicals which are persistent in the environment and linked to long term health concerns.

We use recycled materials for all our packaging and where possible within our garlands.

We encourage our customers to specify LED or other low voltage lights in order to reduce energy consumption.

We will regularly monitor our 'carbon footprint' and offset this by direct financial support of renewable energy sources

Furthermore, we will seek to support businesses involved in recycling and sustainable waste management, and the pursuit of ecological sustainability

Animal Welfare

We will not deal with any business involved in animal testing of cosmetic or household products or ingredients

Appendix A: The Ethical Trading Initiative Base Code

1. EMPLOYMENT IS FREELY CHOSEN

1.1 There is no forced, bonded or involuntary prison labour.

1.2 Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.

2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 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.

3. WORKING CONDITIONS ARE SAFE AND HYGIENIC

3.1 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.

3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.

4. CHILD LABOUR SHALL NOT BE USED

4.1 There shall be no new recruitment of child labour.

4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labour” being defined below.

4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.

5. LIVING WAGES ARE PAID

5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.

5.2 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.

5.3 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 of the worker concerned. All disciplinary measures should be recorded.

6. WORKING HOURS ARE NOT EXCESSIVE

6.1 Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.

6.2 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 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

7. NO DISCRIMINATION IS PRACTISED

7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

8. REGULAR EMPLOYMENT IS PROVIDED

8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2 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.

9. NO HARSH OR INHUMANE TREATMENT IS ALLOWED

9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection.

Child

Any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply. If however, local minimum age law is set at 14 years of age in accordance with developing country exceptions under ILO Convention No. 138, the lower will apply.

Young person

Any worker over the age of a child as defined above and under the age of 18.

Child labour

Any work by a child or young person younger than the age(s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child’s or young person’s education, or to be harmful to the child’s or young person’s health or physical, mental, spiritual, moral or social development.