Kynd Medical (‘Kynd’) acknowledges the significance of corporate responsibility towards sustainable goals and upholding exceptional standards of social, ethical, and environmental conduct. We support and endorse the UN Global Compact, incorporating the Ethical Trade Initiative Base Code, which serves as a responsible business practice framework covering human rights, labour rights, environmental concerns, and anti-corruption measures. 

As suppliers of wellness products in the UK and international markets, we are committed to ensuring that our supply chain partners and contractors also embrace similar principles. Our Code of Conduct aims to ensure that all supply chain partners adhere to the codes within it or actively work towards their implementation. 

Scope of Application 

This system applies to the provision of CBD products in both the UK and international wellness sectors. 

Application of the Code 

  • The provisions in this Code represent minimum standards, not maximum limits.
  • The Code should not hinder companies from surpassing these standards. 
  • Companies applying this Code must comply with applicable national, international, local, and other relevant laws. 
  • When both the law and this Code address the same issue, the provision that provides greater protection should be followed. 
  • Workers encompass both temporary and permanent employees, as well as those employed directly or indirectly. 
  • Suppliers are expected to acknowledge and establish similar measures or demonstrate active efforts to meet the requirements.

Laws and Ethical Standards 

  • The Code is derived from the Ethical Trading Initiative (ETI) Base Code, which is based on the conventions of the International Labour Organization (ILO). 
  • Suppliers must comply with all relevant laws at the national, international, and local levels. They should adhere to the principles of the United Nations’ Global Compact, UN Declaration of Human Rights, and the ILO’s “Declaration on Fundamental Principles and Rights at Work” (1998), in accordance with national law and practice. 
  • Suppliers must ensure adherence to all applicable laws in their respective nations and localities.

Kynd – Base Code 

  1. Freedom of Employment
    • No forced, bonded, or involuntary prison labour is permitted.  
    • Workers are not required to surrender “deposits” or their identity papers to their employer and are free to terminate their employment after providing reasonable notice.
    • The employer maintains an open attitude towards trade unions and their activities.  
    • Workers’ representatives are not subject to discrimination and have access to perform their representative functions in the workplace.  
    • In cases where freedom of association and collective bargaining rights are restricted by law, the employer facilitates the development of alternative means for independent association and bargaining, without hindrance. Freedom of Association and Collective Bargaining
    • Workers, without discrimination, have the right to join or form trade unions of their choice and engage in collective bargaining. 
  2. Safe and Hygienic Working Conditions
    • Employers must provide a safe and hygienic working environment, considering industry knowledge and any specific hazards. They must take necessary steps to prevent accidents, injuries, and health risks associated with work, minimising hazards to the extent reasonably feasible.  
    • Workers must receive regular and documented health and safety training, which should be repeated for newly assigned or reassigned workers.  
    • Access to clean toilet facilities, potable water, and, if necessary, sanitary food storage facilities must be provided.  
    • Accommodation, if provided, should be clean, safe, and meet workers’ basic needs.  
    • A senior management representative should be designated with responsibility for health and safety.

  3. Prohibition of Child Labour
    • No recruitment of child labour shall be permitted.
    • Companies must develop or participate in policies and programs that facilitate the transition of any child engaged in child labour, ensuring their access to quality education until they are no longer considered children. The terms “child” and “child labour” are defined in the appendices.
    • Children and young persons under 18 years of age shall not be employed during night hours or in hazardous conditions.
    • These policies and procedures must align with the relevant International Labour Organization (ILO) standards.

  4. Fair Compensation 
    • Wages and benefits provided for a standard working week shall meet at least the minimum requirements set by national laws or industry benchmarks, whichever is higher. In any case, wages should be sufficient to cover basic needs and allow for some discretionary income.  
    • All workers must receive written and comprehensible information regarding their wage conditions before starting employment. They should also be informed about the specifics of their wages for the relevant pay period every time they receive payment.  
    • Deductions from wages as a disciplinary measure shall not be allowed, and any deductions not authorised by national law require explicit permission from the worker concerned. All disciplinary actions should be documented.

  5. Reasonable Working Hours 
    • Working hours must comply with national laws, collective agreements, and the following provisions, whichever provides greater protection for workers. The sub-clauses below are based on international labour standards.  
    • Working hours, excluding overtime, shall be defined through employment contracts and must not exceed 48 hours per week. International standards recommend a gradual reduction of normal working hours to 40 hours per week when appropriate, without reducing workers’ wages. 
    • Overtime work should always be voluntary. It should be responsibly managed, considering factors such as the individual and collective workload, frequency of overtime, and hours worked. Overtime should not be used as a substitute for regular employment. Workers should receive premium compensation for overtime, recommended to be at least 125% of the regular pay rate. 
    • The total number of hours worked in any seven-day period should not exceed 60 hours, unless allowed by the clause described below. 
    • Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all the following conditions are met: 
      1. Permitted by national law. 
      2. Permitted by a freely negotiated collective agreement with a workers’ organization representing a significant portion of the workforce. 
      3. Appropriate measures are taken to protect workers’ health and safety. 
      4. The employer can demonstrate the existence of exceptional circumstances, such as unexpected production peaks, accidents, or emergencies. 
      5. Workers should be granted at least one day off in every seven-day period or, where permitted by national law, two days off in every fourteen-day period.

  6. Non-Discrimination  
    • There shall be no discrimination in the hiring process, 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.

  7. Provision of Regular Employment 
    • Work should primarily be based on recognized employment relationships established according to national laws and practices.  
    • Obligations to employees under labour or social security laws and regulations should not be evaded through labour-only contracting, subcontracting, home-working arrangements, or apprenticeship schemes without a genuine intent to provide skills or regular employment. Excessive use of fixed-term contracts should also be avoided.

  8. Prevention of Harsh or Inhumane Treatment 
    • Physical abuse, disciplinary actions involving physical harm, threats of physical abuse, sexual or any other form of harassment, verbal abuse, or intimidation shall be strictly prohibited.  

The provisions outlined in this code establish the minimum requirements rather than the maximum standards. This code should not hinder companies from surpassing these standards. Companies that adopt this code are expected to comply with national and other applicable laws. In cases where both the law and this Base Code address the same matter, the provision that offers greater protection should be applied. 

Measurement of Performance To enable Kynd  to assess the overall performance and effectiveness of our Labour Standards Assurance System, we will establish key performance indicators within our Quality Management System. This tool will be supervised and maintained by the assigned responsible individual and will be accessible to all staff members actively involved in our designated supply chains. 

Document reviewed: 20/06/2023