“Our ethical principles are the values that set the ground rules for all that we do as employees of Buccaneer Bay Rum Company. As we seek to achieve responsible commercial success, we will be challenged to balance these principles against each other, always mindful of our promise to shareholders that we will achieve responsible commercial success.

The Ethical Principles Are:

HONESTY: We will not say things that are false. We will never deliberately mislead. We will be as candid as possible, openly and freely sharing information, as appropriate to the relationship.

PROMISE-KEEPING: We will go to great lengths to keep our commitments. We will not make promises that can’t be kept and we will not make promises on behalf of the Company unless we have the authority to do so.

RESPECT FOR OTHERS: We will be open and direct in our communication, and receptive to influence. We will honor and value the abilities and contributions of others, embracing the responsibility and accountability for our actions in this regard.

COMPASSION: We will maintain an awareness of the needs of others and act to meet those needs whenever possible. We will also minimize harm whenever possible. We will act in ways that are consistent with our commitment to social responsibility.

INTEGRITY: We will live up to these ethical principles, even when confronted by personal, professional and social risks, as well as economic pressures.”

FAIRNESS: We will create and follow a process and achieve outcomes that a reasonable person would call just, even-handed and non-arbitrary.

In Keeping these ethical principles,  we believe that everyone should be treated with respect and dignity. That a workplace should be safe and fair and these principles are rights that should be respected throughout the supply chain. We only work with suppliers who share these values.
 
Operating in a third-world country we are deeply aware of the poor working conditions faced by many.  We are determined to stand out as different.
Although we are presently too small a company to join the Ethical Trading Initiative, we do understand OUR responsibility to try and make a difference, and so we have adopted the ETI Base Code for ourselves, and use it as a way of identifying partners and suppliers.

 

Our Environmental Impact Policy includes two major initiatives:
looking after our people, and looking after the earth.

 

LOOK AFTER THE PEOPLE 
This involves adhering closely to the labor standards as laid out in the Ethical Trading Initiative base code of conduct.

What is the Ethical Trading Initiative Base Code?

Employment is freely chosen

  • There is no forced, bonded or involuntary prison labor.
  • Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.

Freedom of Association and the right to collective bargaining are respected

  • Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
  • The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
  • Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
  • 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.

Working conditions are safe and hygienic

  • A clean, safe and healthy 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 regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
  • Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
  • Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
  • The company observing the code shall assign responsibility for health and safety to a senior management representative.

Child labour shall not be used

  • There shall be no recruitment of child labour.
  • 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 in the appendices.
  • Children and young persons under 18 shall not be employed at night or in hazardous conditions.
  • These 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, 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.
  • 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 of the worker concerned. All disciplinary measures should be recorded.

Working hours are not excessive

  • Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. 6.2 to 6.6 are based on international labour standards.
  • Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week*
  • All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
  • The total hours worked in any 7-day period shall not exceed 60 hours, except where covered by clause 6.5 below.
  • Working hours may exceed 60 hours in any 7-day period only in exceptional circumstances where all of the following are met:

This is allowed by national law;

This is allowed by a collective agreement freely negotiated with a workers’ organization representing a significant portion of the workforce;

Appropriate safeguards are taken to protect the workers’ health and safety; and the employer can demonstrate exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

  • Workers shall be provided with at least one day off in every 7-day period or, where allowed by national law, 2 days off in every 14-day period.

No discrimination is practiced

  • 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.

Regular employment is provided

  • To every extent possible work performed must be on the basis of 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.

The items in this code may seem like fairly basic rights to some, but worldwide there are many places where workers are treated very poorly.  We will not be a part of that.

For more details on The Ethical Trade Initiative – go to: www.ethicaltrade.org/about-eti/what-companies-sign-up-to

 

LOOK AFTER THE EARTH

Limit Environmental Impact

Any business has the potential to impact the environment in a negative way.  We have taken every step we can to try and limit the impact our company has on the environment.  We use only certified biodegradable containers, or fully recyclable containers for all of our products.  We only use organic ingredients that have been produced using methods that comply with the standards of organic farming.

 

We only use suppliers who have made all reasonable effort to reduce their environmental impact of business activities. We expect our suppliers to ensure all sites involved with production are in compliance with local laws and regulations and are kept up to date with current guidance.