Sustainability

Ethical Sourcing Framework

INFOSTOP Shredders strives to promote sustainability and minimise the adverse environmental impacts of its operations and products sold.

INFOSTOP Shredders aims to supply its products and services in a manner that minimises adverse environmental impacts, by being sensitive to environmental issues throughout their supply chain and delivery network.

INFOSTOP Shredders undertakes to:

  • Comply with all applicable laws, regulations and internally established environmental performance standards;
  • Communicate this policy to all its stakeholders;
  • Promote sustainability by conserving resources in undertaking its internal operations and for the receivers of the products and services supplied. Selecting preferred manufacturing partners with likeminded environmental vision and values;
  • Identify possibilities to improve its ability to identify, measure and control the environmental impacts of its manufacturing partners, products; and
  • Maintain an open and constructive dialogue on environmental issues with its key stakeholders.

INFOSTOP Shredders undertakes to communicate with its suppliers, internal teams, independent environmental leaders and its contractors, in its efforts to promote sustainability and minimise adverse environmental impacts.

Modern Slavery Policy

While there are currently no legal requirements for INFOSTOP Shredders to report on our actions to eliminate modern slavery, we are committed to open and transparent reporting on the challenges we face. This statement reflects our commitment to respecting Human Rights and highlights key actions we are taking to address risks in our own operations, and our supply chain, including risks associated with modern slavery.

  1. Business Integrity
    Suppliers must demonstrate a high degree of professionalism and have a close affinity with our business ethics. Fair dealing and the proper treatment of workers are required at all times. Bribes, favours, gifts, benefits, facilitation payments, secret commission, or similar unlawful or improper payments, in case or kind, are strictly prohibited, whether given to obtain business or otherwise.
  2. Labour Rights
    • Employment is freely chosen
    • There is no forced, bonded or involuntary prison labour
    • Workers are not required to lodge deposits or their identity papers with their employer and are free to leave their employer after reasonable notice.
  3. Working Conditions
    • A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health in the working environment.
    • Workers shall receive regular and recorded health and safety training and such training shall be repeated for new or reassigned workers.
    • Access to clean toilet facilities and to clean and drinkable water and, if appropriate, sanitary facilities for food storage shall be provided.
    • Accommodation, where required, shall be clean, safe, and meet the basic needs of the workers.
    • Provision of protective equipment is available, and workers trained in its use. Safeguards on machinery must meet or exceed local laws.
  4. Child Labour
    Suppliers shall not use child labour and must only employ workers who meet the local minimum age requirement. Suppliers must verify the age of their workers and maintain evidence of workers’ proof of age.
  5. Living Wages
    • Wages and benefits paid for a standard working week meet, at a minimum national legal standards or industry benchmark standards. In any event, wages should always be enough to meet the basic needs and to provide some discretionary income.
    • Suppliers must comply with all laws regulating local wages, overtime compensation, and legally mandated benefits
    • All workers shall be provided with written and understandable information about their employment conditions in respect to role description and wages before they enter employment and about their particulars of their wages for the pay period concerned each time that they are paid.
    • Deductions from wages as a disciplinary measure or any deductions from wages not provided for by Law shall not occur without the expressed permission of the worker concerned.
  6. Working Hours
    • Working hours comply with any Law and benchmark industry standards, whichever affords greater protection.
    • In any event, workers must not be required to work excessive working hours per week including overtime and have the option of at least one day off in seven. We expect that all record keeping will be strictly accurate, complete and transparent at all times.
  7. Discrimination
    • All conditions of employment must be based on an individual’s ability to do the job, not on the basis of personal characteristics.
    • There must be no discrimination in hiring, 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.
  8. Harsh or Inhumane Treatment
    Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
  9. Entitlement to Work and Immigration
    • Only workers with a legal right to work shall be employed or used by the supplier or licensee.
    • All workers, including employment agency staff must be validated by the supplier or licensee for their legal right to work by reviewing original documentation.