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Stanton Bonna is committed to conducting its activities in an ethical manner supporting the objectives of our Sustainability Policy.
It is our intention that the principles defined in this policy apply to the way the business conducts its activities and how all individuals involved in those activities conduct themselves, in all internal and external interactions.
We will behave with integrity and treat people fairly. We will be guided by the principle of acting in a morally correct and honourable manner as consistent with accepted standards of the UK, in all our company relationships including those with customers, suppliers, the public and amongst each other.
The policy shall be communicated to all employees and implemented throughout the business.
Health, Safety and Welfare
We place the health, safety and wellbeing of all persons as our main priority.
There is no production need, competition advantage, cost or time saving measure that is worth an injury of any kind to any person.
The policies and arrangements for Health and Safety are defined within the company Health and Safety Policy and Management System.
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We will carry out our activities in accordance with legal requirements. Our management systems will include controls to ensure compliance.
Through the use of specialist consultants, information subscription and through membership of trade associations we will maintain access to information on changes to legislation and industry practice in areas including; health and safety, environment, employment, responsible sourcing, pensions, financial reporting, competition, bribery, data protection and human rights.
We shall respect the confidentially of both company and personal information. Personal information shall be managed in accordance with the data protection act.
Confidential company information shall not be disclosed outside the business without the permission of the responsible director.
Employee’s personal information shall be used only for legitimate purposes connected with the effective administration of their employment.
Employees are able to communicate legitimate concerns through their line management. Where necessary such concerns can be communicated in confidence to a senior manager without fear of recrimination.
A confidential helpline is available to all employees where they can consult a counsellor about any matter of concern related to employment or personal matters. Contact details are available through line management.
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Bribery and Corruption
The offering or receipt of personal inducements in connection with the activity of the company is not permitted.
Any employee who is made an offer of such an inducement should immediately cease the discussion in which it is offered and report it to their line manager.
Any agency fees, commission, facility payments, royalties etc shall be expressly stated in contract documents.
The provision of entertainment and gifts shall be proportionate and reasonable. Details of all gifts and entertaining given shall be recorded, for example, on expense claims.
Conflicts of Interest
Where circumstances arise that could result in employees having personal or other interests that conflict with the legitimate interest of the company these should be discussed with line management in the first instance.
No employee of Stanton Bonna shall be employed at the same time by a competing business.
Information for external parties making legitimate requests shall only be provided with the permission of the employee except where the company is required to provide this information by legislation. Such information shall be as accurate as possible respecting the requirements of commercial and personal confidentiality.
We will pro-actively inform stakeholders, including the local community, directly or indirectly on matters of mutual interest.
We will respond to complaints from neighbours in a timely manner. Detail of all complaints shall be recorded.
Communications with the media shall only be made by the marketing executive or other designated persons.
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Stanton Bonna strives to be a fair and supportive employer.
The company operate a sick pay scheme, provides holiday pay and operates pension schemes for employees. We recognise and consult with trade unions.
Discipline and grievance procedures are in existence to provide a fair process for dealing with these matters. We will aim to resolve disputes informally in the first instance where possible.
In the review and assessment of un-planned events we will prioritise the establishment of root cause and future prevention ahead of blame.
Stanton Bonna is an equal opportunities employer. We do not discriminate, either directly or indirectly on the basis of age, gender, marital status, sexual orientation, religious belief, skin colour, ancestry, place of origin, physical or mental disability, union membership or family status.
We apply equal opportunities in all areas of employment including, recruitment, promotion, training, performance evaluation, remuneration, terms and conditions and discipline and grievance.
Individuals shall be treated on the basis of their relevant merits and abilities.
Our policies, behaviours and management process shall strive to provide an employment environment that supports dignity and self-esteem for all, fosters good relationships between people of different groups and is free from harassment and bullying including that from third parties. A separate policy exists covering bullying and harassment.
We will confirm that all vacancies are advertised internally as well as through usual agencies. The selection process will be fair and transparent and in accordance with equal opportunities.
The company will not use black lists in its selection or recruitment activities.
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We will conduct our trading activities with customers and suppliers fairly and with integrity.
We shall promote and support the adoption of responsible practices within our supply chain.
We will comply with agreed terms of purchase and payment to our supplies.
Company and Personal Property
We expect all employees to respect property belonging to the company and those of their colleagues. Theft of either company or personal property is not tolerated and may result in disciplinary action and investigation by the police.
Except for designated allocated property for example laptops and company vehicles, company property may only be taken from site with the written permission of management.
The use of company systems for email, internet and the telephone systems are covered by separate codes of conduct and where applicable by the Health and Safety policy.
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We will conduct our activities in a manner that provides a competitive market for our products.
The company does not take part in political activities and does not make party political donations.
The Chief Executive shall review this policy periodically.
Senior Managers shall be responsible for ensuring that the appropriate resources, training and procedures exist to help employees comply with the expectations of his policy.
Line Managers shall understand their responsibility both to set a good example and to deal fairly and promptly with any issues that may arise in relation to this policy. They shall ensure that the standards established in this policy are adhered to and are brought to the attention of all employees including new starters.
It is the responsibility of all employees to comply with the expectations of this policy, including the reporting of any actions in contravention of the policy.
Employees whose actions are in contravention of this policy may be subject to disciplinary action which could lead to dismissal.
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Published: September 2013
Updated: August 2016