Slavery and Human Trafficking Statement
Edward Vinson Ltd is a large fresh produce supplier. We are dedicated to the adoption of internationally recognised human rights standards in all our operations. As an employer, a procurer of services and producer we have a responsibility to respect, protect and uphold the human rights of those who may be impacted by our activities and use our influence to drive positive change.
Edward Vinson Ltd is committed to the Modern Slavery Act 2015 and takes zero tolerance approach to slavery and human trafficking.
Protecting and respecting human rights, providing safe places to work and complying with all applicable laws and regulations are key factors we consider when choosing our suppliers. Suppliers’ approach to their human rights responsibilities are considered during the sourcing process and form part of our relationship management discussions. As from September 2017 all new suppliers to sign up a declaration that they comply with Edward Vinson Ltd Ethical Code of Conduct.
We are responsible business and firmly place tackling modern slavery in our organisation and supply chains as a cornerstone of the business and human rights strategy.
- We display stronger together poster and leaflets on different languages
- Our recruiters are trained to recognise signs of modern slavery and how to report it. All of our recruiters have signed Recruiter compliance principles
- Awareness – all applicants are told during the interview process they should not pay any money to get a job with us
- Active HR, meeting staff one to one, discussing any issues they have during the employment
- Auditing agencies we work with, making sure there is no recruitment fee
- Setting up an Active Check system on the GLAA website
- Recruitment sourcing and process good practice
- Regular meetings between managers and staff representatives, who speak the same language as the workers
- We are regularly audited by third parties (SEDEX, Concordia)
- Additional modern slavery trainings with our key staff – Managers, TL, FA, Staff representatives, Camp wardens. Discussing how to spot and report signs of modern slavery and what to do if they have concerns that someone might be forced to work for us, someone holds staff passports, bank accounts, if staff need to pay someone to get placement here.
- Attending Stronger together workshops, e-learnings
- Human Right policy and Human trafficking and modern slavery risk assessments
- Established grievance channels in the native languages of all employees at the farm as a recourse for workers to report forced labour violations and allow for anonymous reporting and protect workers from retaliation.
Modern Slavery Policy
UK Modern Slavery Act 2015
The Modern Slavery Act 2015 aims to tackle modern slavery within the UK and within global supply chains. Although our Edward Vinson Ltd Ethical Code of Conduct explicitly prohibits any type of forced labour, we are committed to raising awareness about this crime to all our sourcing partners and making them particularly aware of specific actions that can lead to a person becoming a slave.
Various research studies show that an estimated 21 – 45 million people are victims of modern slavery worldwide (2016). A growing number of these victims are migrant workers who have been trafficked for often legal employment in various facilities including fruit farms.
“Modern Slavery” is a broad term that encompasses slavery, servitude, forced and compulsory labour, and human trafficking. Traffickers and slave drivers coerce, deceive and force individuals into a life of abuse, servitude and inhumane treatment.
Prohibited labour practices in Edward Vinson Ltd’ Supply Chain
Below are a number of practices that, either on their own, or in combination, give rise to a situation whereby a worker is subjected to modern slavery.
Our sourcing partners are responsible for ensuring that the practices outlined below do not occur at any stage of the production of Edward Vinson Ltd’ orders.
a) Recruitment fees – Workers shall not be charged any fees or costs for recruitment, directly or indirectly, in whole or in part.
b) Unclear contracts of employment – Written contracts of employment shall be provided to migrant workers in a language they understand, clearly indicating their rights and responsibilities with regards to wages, working hours and other working and employment conditions.
Migrant workers shall be provided with their employment contract prior to employment. The use of supplemental agreements and the practice of contract substitution (the replacement of an original contract or any of its provisions with those that are less favourable) are strictly prohibited.
c) Documentation retention – Confiscating or withholding worker identity documents or other valuable items, including work permits and travel documentation (e.g. passports), is strictly prohibited. The retention of personal documents shall not be used as a means to bind workers to employment or to restrict their freedom of movement.
d) Deposits – Workers, including migrant workers, shall not be required to lodge deposits or security payments at any time.
e) Inhumane treatment – The use or threat of physical or sexual violence, harassment and intimidation against a worker, his or her family, or close associates, is strictly prohibited.
f) Workplace inequality – Migrant workers shall benefit from conditions of work (including but not limited to wages, benefits, and accommodations) no less favourable than those available to country nationals. Migrant workers shall not be threatened with denunciation to authorities to coerce them into taking up or maintaining employment.
g) Withholding wages and benefits – All workers must retain full and complete control over their earnings. Workers shall not be held in debt bondage or forced to work in order to pay off a debt. Deception in wage commitments, payment, advances, and loans is prohibited.
h) Restriction on freedom of movement and personal freedom – Workers’ freedom of movement shall not be unreasonably restricted. Workers shall not be physically confined to the workplace or related premises, such as employer- or recruiter-operated residences; nor shall any other coercive means be used to restrict workers’ freedom of movement or personal freedom.
Mandatory residence in employer-operated facilities shall not be made a condition of employment.
i) Absence of grievance procedures – An effective grievance procedure shall be established to ensure that any worker (migrant or national), acting individually or with other workers, can submit a grievance without suffering any prejudice or retaliation of any kind.
j) Private employment agencies and labour recruiters – Edward Vinson Ltd hires directly whenever possible, including migrant workers. When the subcontracting of recruitment and hiring is necessary, suppliers shall ensure that the labour agencies they engage with operate legally, are certified or licensed by the competent authority (GLA) and do not engage in fraudulent behaviour that places workers at risk of forced labour or trafficking for labour exploitation.