Slavery and human trafficking remains a hidden blight on our global society. It is a violation of fundamental human rights and is contrary to the Modern Slavery Act 2015 (the “Act”). We all have a responsibility to be alert to the risks, however small, in our business and in the wider supply chain. We take a zero-tolerance approach to non-compliance with this policy. Staff and operatives are expected to report concerns (through our whistle blowing policy) and management are expected to act upon them.
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Cavendish Northern Limited has its head office in Billingham UK. CNL has an annual turnover in excess of £36m. This policy applies to all director and employees, whether permanent or temporary and the CNL supply chain.
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Our supply chains relates to the provision of training services for operatives, the supply of materials to the fabrication shop, supply of materials to site for the contracting aspects of CNL and products to our offices.
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The Company and all Employees are required to comply fully and to behave in accordance with the Act . The consequences of infringing the Act are extremely serious both for the Company and for individual employees and may include the imposition of significant financial penalties. Ignorance of the law is neither an acceptable excuse or defence to non-compliance, and the Act makes it clear that the consent of the victim is not an automatic defence. All migrant workers will be treated in accordance with UK legislation and existing Company HR policies and practices and will be subject to the same employment contract terms as other potential recruits. The Company requires that the following practices are complied with.
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Employees shall not be subject to any form of forced, compulsory, bonded, indentured or prison labour. All work must be voluntary, and Employees shall have the freedom to terminate their employment at any time without penalty, given notice of reasonable length as required by their employment contract.
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The workplace shall be free of any form of harsh or inhumane treatment (such as harassment, mental or physical coercion, or verbal abuse of employees; nor shall they include sanctions that result in wage deductions, reductions in benefits, or compulsory labour) for all Employees and potential Employees.
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All Employees, irrespective of their nationality or legal status, shall be treated fairly and equally.
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The Company has in place grievance procedures to ensure that any Employee, acting individually or with other Employees, can submit a grievance without suffering any prejudice or retaliation of any kind.
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Any breach of this policy by an Employee which is upheld upon investigation should be dealt with in conjunction with the relevant Company disciplinary policy.
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The Company is required to report immediately to General Counsel any breach, or any reasonable suspicion of such breach, of this policy.
Employees who have any concerns over matters relating to this policy should raise them with their line managers. Where they are unwilling or unable to do so, or where they are dissatisfied with the outcome of having done so, Employees should approach the directors of the Company directly.
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Jonathan Brown
Operations Manager
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