Code of Ethics
Last Revised: May 1, 2021
rTraction Canada Incorporation is proudly a Certified B Corporation, which means that we are in the business of doing good work and doing work for good. B Corporations are certified to voluntarily meet high standards of social and environmental conduct, accountability and transparency.
At our company, we seek to act with integrity as a fundamental factor the way we do business. We count on all of our stakeholders to maintain the same principles and values of business behaviour we have.
We expect employees and suppliers to abide by our Code of Ethics. Failure to follow this code may lead to early termination of our contractual relationship. In supplier negotiations preference will be given to those organizations that certify that they will abide by this Code of Ethics.
rTraction Code is based on internationally accepted good labour practices, according to the International Labor Organization (ILO) standards and Ethical Trading Initiative (ETI). It establishes our principles and expectations as to how companies who supply goods and services to us, including their representatives and employees, are to conduct business with and deal with us.
This Code includes requirement in the following topics:
Labor Standards and Practice
Working Hours
Compensation
Freely Chosen Employment
Child Labour
Freedom of Association
Non-discrimination
Health and Safety
Environmental Policy
Code Compliance and Monitoring
1. Labour Standards and Practice
rTraction's specific policies are covered under Compensation and Development Guidelines.
1.1. Working Hours
The hours of work shall not exceed 48 hours in the week or the limit allowed by the national law, whichever is less. Hours worked over 44 hours a week must be compensated at 1.5 times the base rate of pay.
The sum of regular and overtime hours in a week shall not exceed 60 hours or the limit allowed by the law of the country of the company, whichever is less.
1.2. Compensation
We are a certified living wage employer. We will strive to ensure that anyone engaging with the work of our organization shall be compensated with a fair, liveable wage.
Compensation paid to employees shall follow all applicable wage laws and legally mandated benefits.
Overtime shall always be compensated at a superior rate, which is recommended to be at least 150% of the regular allowance of pay.
We value suppliers who continuously raise employee living standards through benefits, welfare programs, improved salary systems, and other services, which overtake legal requirements and improve workers' life.
Preference will be given to suppliers who pay a certified living wage (adjusted for their local community).
1.3. Freely Chosen Employment
There shall not be forced, bonded (including debt bondage) or involuntary prison labour. All activity must be voluntary, and workers shall be free to leave work at any time or terminate their employment. Employers should not hold employees’ identity documents.
1.4. Child Labor
Any person under the age of 15, or under the minimum age for employment in his/her country, whichever is greatest, should be used in any stage of production.*
People under 18 should not be employed at night or in unsafe circumstances.
1.5. Freedom of Association
Suppliers should respect the right of employees to form and join trade unions, bargain collectively, and engage in peaceful aggregations. Employees representatives should not be discriminated against in the workplace.
1.6. Non-discrimination
We have a Non-discrimination policy that all internal team members must follow.
Suppliers shall have a similar policy in place that enforces the respect the diversity of their workers, customers, and others with whom they interact, including respect for differences such as race, colour, age, gender, disability or handicap, sexual orientation, ethnic origin and religion, nationality, or political convictions for discrimination in the hiring process, salary, and benefits.
1.7. Health and Safety
We provide a healthy, hygienic, and secure work environment and must take all measures to prevent work-related injuries, accidents, and diseases. we provide all their employees with necessary information on safety and health concerns.
We expect suppliers to have safety at the core of their operations.
2. Environmental Policy
We have an Environmental & Carbon Footprint Policy.
We expect suppliers shall minimize the environmental footprint their organizations have on the environment, community, and natural resources. Our suppliers must give strong priority to environmental issues, and adopt initiatives to promote sound environmental management. We stimulate suppliers to implement a conscious attitude regarding relevant factors in the supply chain: natural resources, water, soils, biodiversity, ecosystems, and greenhouse gas emissions.
3. Code Compliance and Monitoring
This Code of Conduct is an integral part of the business agreement that conducts rTraction’s relations with all of its suppliers.
We expect Suppliers to comply with this document. For some services, we may request a Supplier to periodically confirm in writing to our Office manager, that they achieve the conditions of this Code. Besides, we should be able to monitor and audit a Supplier’s control environment.
Failure to comply with this document gives us the right to require corrective actions. In the case of a significant failure, rTraction will reconsider its business relationship with the supplier.
References
http://ilo.org/global/standards/introduction-to-international-labour-standards/lang--en/index.htm
http://www.responsiblebusiness.org/EICC%20CODE.htm
https://b-lab.uservoice.com/knowledgebase/articles/1156858-creating-a-supplier-code-of-conduct
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