This policy has been created to provide a framework and guidance on the company’s approach to achieving and maintaining good business behaviour by means of sound ethical conduct. It serves to ensure that all our employees’ and customers’ expectations to being treated fairly and in accordance with good business practises. We will uphold our Company’s integrity and reputation in everything we say and do, protecting our brands, design and inventions, whilst respecting the intellectual property rights of others. We will never seek to gain unfair advantage over our competitors.

​The Company’s commitment to Ethics is:

 1. To hold paramount the safety, health and welfare of the employees through:

• Working conditions are safe and hygienic.

• Amelia Knight takes adequate measures to prevent accidents and minimise potential hazards.

• Staff receive regular health & safety training.

• Staff have unrestricted access to toilet facilities and drinking water.

• Amelia Knight has a published Health & Safety Policy.

• Staff are given written terms and conditions of employment that details the employment relationship between and the respective obligations of the employee and employer, rates of pay, working hours, grievance and disciplinary procedures, holiday entitlement, absence and sick pay rules and notice periods for termination of employment.

• Working hours and remuneration are reasonable and comparable to other companies in our retail sector and regular employment is provided. Amelia Knight will comply with national laws or collective agreements, whichever affords the greater protection for workers and are based on international labour standards ( no forced, bonded or involuntary labour shall be used, no child labour shall be used, all employees have the right to join a recognised trade union, staff pay rates are at and above the national legal minimum standards, staff are not forced to work in excess of 48 hours per week, a voluntary opt out agreement is available for those wishing to work in excess of 48 hours per week)

• All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is not less than 150% of the regular rate of pay.

• Working hours may exceed 60 hours in any 7 day period only in exceptional circumstances where all of the following are met:

• this is allowed by national law;

• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;

• appropriate safeguards are taken to protect the workers’ health and safety; and

• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

• Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.

• No deductions are made from wages as a disciplinary measure, and pay slips detailing lawful deductions are provided for each pay period.

• No discrimination is practised in pay, hiring, compensation, access to training, promotion, and termination of employment or retirement on the grounds of race, nationality, religion, age, disability, marital status, sexual orientation, union membership or political affiliation, opportunities for personal and career development are equally available to all employees.

• Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

• Employment agencies contracted to supply temporary staff shall demonstrate commitment to and application of the requirements of this code.