This policy applies to all colleagues working for BakerStuart or on our behalf in any capacity,including employees at all levels, directors, officers, agency workers, seconded workers,volunteers, interns, agents, contractors, external consultants, third-party representatives andbusiness partners. This policy does not form part of any employee’s contract of employmentand we may amend it at any time.
Under Section 54 of the Modern Slavery Act 2015 some organisations are required to prepare a slavery and human trafficking statement for each financial year, setting out thesteps that the organisation has taken during the year to ensure that slavery and humantrafficking is not taking place in its supply chains or its own business (or setting out that it hastaken no such steps).
However, the duty applies to commercial organisations with a total turnover of at least £36 million per year. “Commercial organisations” that are covered by the duty are body corporates and partnerships that carry on a business, or part of a business, in the UK,supplying goods or services. Therefore, for clarification purpose BakerStuart is not obliged to prepare a slavery and human trafficking statement for each financial year of the organisation, however we have decided to adopt the following policy as part of our ethical approach to business.
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms,such as slavery, servitude, forced and compulsory labour and human trafficking, all of whichhave in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain.
BakerStuart has a zero-tolerance approach to modern slavery and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains. We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery
throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business partners, and we expect that our suppliers will hold their own suppliers to thesame high standards.
This Modern Slavery (Anti-Slavery and Human Trafficking) Policy interacts with the following workplace policies and procedures which can be found in our Central resources folder (Box.com). You are encouraged to familiarise yourself with the policies detailed below.
If you have any queries about this policy please contact our HR/Operations Manager.
BakerStuart’s Board of Directors have overall responsibility for ensuring this policy with senior management; and managers have day to day responsibility to ensure compliance with our legal and ethical obligation.
The HR/Operations Manager has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery.
Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains.
You must ensure that you read, understand and comply with this policy.
We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. BakerStuart is committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal,disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform the HR/Operations manager immediately. If the matter is not remedied, and you are an employee, you should raise it formally using the Grievance Procedure which can be found in our central resources folder or from the HR department.
This policy is itself kept under continual review.
This Policy Statement has been approved & authorised by:
Name: Colin Stuart
Position: Chief Executive Officer
Date: 17th June 2021
Final Audit Report
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