CSR policy

The aim of our CSR policy is to ensure that suppliers and partners to British Luggage Group operate in accordance with local rules and regulations and, if possible and feasible, internationally recognized minimum standards on labor rights, health and safety as well as environmental standards.

British Luggage Group adheres to the principles of this CSR policy and expects the same of our suppliers and partners.

Observance of the CSR policy will be a part of agreements or contracts between British Luggage Group and our suppliers and partners.

The aim of the CSR policy is to ensure responsible and profitable growth together with our suppliers and partners.

The scope of this CSR policy extends to all suppliers of British Luggage Group. It is the responsibility of the supplier to ensure that their sub-suppliers do not violate the standards of this policy.

The policy establishes minimum standards, and British Luggage Group will not accept any attempt to use this CSR policy to lower existing standards.

In addition to meeting the provisions of this CSR policy, suppliers and partners shall comply with all national laws and regulations as well as other applicable standards (e.g., collective bargaining agreements or other CSR policies).

Conflicts between the provisions of this CSR policy and national laws or other applicable standards shall be evaluated by British Luggage Group in cooperation with the supplier/partners to establish the most appropriate course of action.

The supplier and partners must not participate in, nor benefit from, any form of forced labor, including bonded labor, forced prison labor, slavery, servitude, or human trafficking. Workers must have the freedom of movement during their employment.

The supplier shall refrain from retaining the identity cards, travel documents, and other important personal papers of its employees.

The supplier shall not engage in, nor benefit from the use of child labor. The minimum age of completion of compulsory schooling and, in any case, shall not be less than 15 years (or 14 years where established by the national laws in accordance with the ILO developing country exception).

Where permitted by national laws, the supplier or partners may employ children between 12 and 15 to perform a few hours of light work per day. The work must entail simple tasks of limited nature and not interfere with the children’s educational responsibilities. Apprenticeship programs for children below the minimum age of employment must be remunerated and clearly aimed at training.

The suppliers/partner shall refrain from hiring young workers (below 18 years of age) to perform any type of work that is likely to jeopardize their health, safety, or morals.

The supplier/partners shall not engage in nor support discrimination based on race, skin color, gender, language, religion, political or other convictions, caste, national or social origin, property, birth, trade union affiliation, sexual orientation, health status, family responsibilities, age, and disability or other distinguishing characteristics.

Hiring, remuneration, benefits, training, advancement, discipline, termination, retirement or any other employment related decisions shall be based on relevant and objective criteria.

The suppliers/partners shall comply with legal minimum standards. Wages shall be paid in legal tender and on a regular basis. Deductions from wages shall be transparent and must never be used as a disciplinary measure.

All workers shall be provided with a written, understandable, and legally binding labor contract or such other documentation of labor relationship as may be required by local legal standards.

Employees shall be granted sick leave and maternity leave in relation to local legal standards.

The supplier/partner shall ensure that its workers are offered a safe and healthy working environment that meets the local legal standards.

The supplier shall provide its employees with the protective equipment and training necessary to perform their tasks safely.

The supplier shall protect workers from acts of physical, verbal, sexual, or psychological harassment, abuse, or threats, in the workplace, whether committed by managers or fellow workers, including when determining and implementing disciplinary measures.

The supplier/partners shall refrain from bribing or using any other method to unjustly influence public officials and/or the judiciary.

The supplier/partner must strive to minimize the adverse environmental impact of its activities, products and services through a proactive approach and responsible management of its environmental aspects (including, but not limited to):

• Use of scarce natural resources, energy, and water
• Emissions to air and releases to water
• Handling of hazardous substances
• Handling of hazardous and non-hazardous waste
• Product issues (design, packaging, transport, use and recycling/disposal)

Local legal standards in relation to environmental issues must be met.

British Luggage Group or our inspection company must always have access to visit the suppliers’ facilities to ensure that our CSR policy is complied with.