Together for a new distribution model

Respect for laws and regulations in the workplace

The WINEMAKER must comply with local and at least international laws and regulations written in this Code of Conduct, including in countries where the law is not applied. The WINEMAKER is committed to extending this policy to his own WINEMAKERS and subcontractors.

Continuous improvement

The VINE GROWER must take into account in his operations the environment, health and safety at work, human rights and working conditions. The WINEMAKER must maintain these approaches, which include

Anti-corruption

Good relations between Les Grappes and its winemakers are based on transparency and honesty. The WINEMAKER shall not, under any circumstances, offer a Grappes employee any money, gift, loan, discount, except for gifts or promotional gifts of reasonable value, and as long as it complies with all applicable laws, regulations and rules.
The purchase of services on behalf of Les Grappes shall not entitle employees or their relatives to any personal rebate or discount. In the event of an attempt to bribe a WINEMAKER, the person concerned must immediately alert his or her supervisor. This constitutes a reason for not entering into a contract with the WINEMAKER, or for terminating current commitments.

Money laundering

All Grappes winemakers are committed to respecting all laws and regulations and must not under any circumstances be involved in or support any money laundering practices.

Conflicts of Interest

Employees of Les Grappes must not find themselves in a conflict of interest situation with one of the WINEMAKERS and must report it as soon as possible to their supervisor. These situations include those where employees would have a personal or family interest, direct or indirect, in a company that has a business relationship with Les Grappes - in particular WINEMAKER of Les Grappes.

Transparency

The WINEMAKER must be able to provide Les Grappes with accurate and relevant reports concerning compliance with and application of this Code of Conduct. The WINEMAKER authorizes Les Grappes or a third party to verify the application of this Code through on-site surveys, and undertakes to implement corrective measures if necessary.
References: International Labour Organization: http://www.ilo.org United Nations Conventions and Universal Declaration of Human Rights: http://www.un.org Global Compact: http://www.unglobalcompact.org.

Prohibition of forced and illegal labor and human trafficking

No form of slave labor, slavery or other forms of involuntary labor (as defined by the ILO) is tolerated by Les Grappes. Les Grappes WINEMAKERS shall make every effort to prevent forced labor in all its forms:

The employee migrating from one country to another is particularly vulnerable to fraud and mistreatment, which will impair his or her ability to leave the company and return home in good standing. To maintain the employee's freedom, the WINEMAKER should not keep the employee's papers as a condition of recruitment.
The recruitment procedures for employees must not be subject to abusive contracts.
The original contract of the migrant and temporary worker and the contract he receives to work in the company's premises must be compatible, understandable and therefore in the employee's language. They must accurately describe the working conditions, employment and rights of the employee, including information on expenses in accordance with the law.
All deductions from wages must be in accordance with the law. No deductions should be made if they are for reimbursement of a fee related to hiring or return.

References: International Labor Organization Convention No. 29 on Forced Labor International Labor Organization Convention No. 105 on the Abolition of Forced Labor International Labor Organization Convention No. 97 on the Protection of the Rights of All Migrant Workers.

Prohibition of child labour

Child labour (defined by the ILO: International Labour Organisation) is any form of economic activity carried out by children (under the age of 18), which deprives them of their dignity and harms their normal physical and psychological development. The WINEMAKER agrees not to employ a child under the age of 15, even during his or her holidays. The WINEMAKER shall apply local legislation when it is more favourable to the child. The WINEMAKER must never exploit young workers: provide access to education, exclude night work or workloads equivalent to those of adults. Apprenticeship should not interfere with education.

References: ILO Minimum Age Convention 138 ILO Minimum Age Recommendation 146 ILO Worst Forms of Child Labour Convention 182

Discrimination

Employees must be hired, trained, paid, promoted and fired on the basis of their ability to do the job and their skills only, excluding any consideration of employment status for the same job. Les Grappes expects the WINEMAKERS to put in place the means to progress towards equality in working conditions, and to adapt the workstation whenever possible to maintain the employment of employees experiencing particular difficulties.
References: ILO Convention 100 on Equal Remuneration ILO Convention 111 on Discrimination (Employment and Occupation) ILO Convention 158 on Termination of Employment ILO Convention 159 on Vocational Rehabilitation and Employment (Disabled Persons)

Abuse and harassment

Every employee must be treated with respect and dignity. Under no circumstances should an employee be subjected to inhumane treatment, corporal punishment, sexual, psychological or verbal harassment or abuse. Individual rights must be respected in disciplinary proceedings, and people who give evidence or feel harassed must not be punished. The WINEMAKERS are committed to providing each employee with an independent whistleblowing process, without fear of reprisal.

Freedom of association and collective negociation

The winemaker shall recognize and respect the right of employees to exercise their rights of free association and collective negociation. The company shall ensure that social partners are not discriminated against and that they can communicate freely with the members of their association. The company should facilitate employee voice and processes for employees to discuss issues and problems related to working conditions, and ensure that employees understand their rights and obligations.

References: International Labour Organisation Convention 87 on Freedom of Association and Protection of the Right to Organise International Labour Organisation Convention 98 on the Right to Organise and Collective Bargaining International Labour Organisation Convention 135 and Recommendation 143 concerning Workers' Representatives

Wages and benefits

The WINEMAKER shall ensure that the wages paid for a working week for piecework and other elements, as well as the mandatory social benefits, always comply with the applicable wage and hour laws and regulations. In addition to the wages paid for standard working hours, the WINEMAKER must pay the employees for any overtime worked at the rate of the premium wage legally applicable in the country of manufacture. The WINEMAKER must ensure that :

deductions from wages are not made for disciplinary purposes and that the composition of wages and benefits is clearly and regularly detailed to employees;
Wages are paid directly to the employee at regular intervals and with reasonable frequency, with all pay elements listed on the pay slip,
mechanisms are put in place to ensure fair and just wages that are motivating for the employee.

References: International Labour Organisation Convention No. 95 on the Protection of Wages Convention No. 131 and Recommendation No. 135 of the International Labour Organisation on Minimum Wage Fixing.

Workload and working hours

The WINEMAKER shall not impose any obligation to work more than 60 hours per week, except in emergency situations or exceptional cases defined by international law or local law if it is more favourable to the employee. The employee must have at least one day off for every seven days. Any overtime work must be voluntary and paid at a premium rate. Working hours must be known sufficiently in advance to allow for a balance between professional and private life. The WINEMAKER must prevent any discrimination between workers doing the same work, whether they are temporary or permanent employees, with regard to working hours and rest periods.

References: International Labour Organisation Convention No. 14/106 on weekly rest (Industry) International Labour Organisation Convention No. 1 on hours of work (Industry)

Employee protection

No form of slave labour, slavery or other forms of involuntary labour (as defined by the ILO) is tolerated by Les Grappes. Les Grappes winemakers shall make every effort to prevent forced labour in all its forms:

The employee migrating from one country to another is particularly vulnerable to fraud and mistreatment, which will impair his or her ability to leave the company and return home in good standing. In order to maintain the freedom of the employee, the WINEMAKER should not keep the employee's papers as a condition of recruitment.
Recruitment procedures for employees must not be subject to abusive contracts.
the original contract of the migrant and temporary worker and the contract he/she receives to work on the company's premises must be compatible, understandable and therefore in the employee's language. They should accurately describe the working conditions, employment and rights of the employee, including information on expenses in accordance with the law.
All deductions from wages must be in accordance with the law. No deductions should be made if they are used to reimburse a fee related to the hiring or return.

References: International Labour Organisation Convention 29 on Forced Labour International Labour Organisation Convention 105 on the Abolition of Forced Labour International Labour Organisation Convention 97 on Migrant Workers.

Information and training of employees

The winemaker must identify and prevent any physical injury to his employees, minimise health risks related to chemical and biological products and any risks associated with the infrastructure used. Any substance that poses a health risk to employees must be identified, labelled and stored. The WINEMAKER must ensure and maintain good occupational hygiene, proper lighting and ventilation, and provide all staff with mandatory medical examinations and tests.

Emergency preparedness and response

The WINEMAKER must ensure that all employees receive regular, appropriate health and safety training in the employee's own language. This training should include information on the hazardous substances used: chemicals, toxic, harmful, etc.

Sanitary equipment

The winemaker must identify and assess any possible emergency situation in the workplace and put in place emergency response programmes, procedures and procedures, including fire prevention for example.

Compliance with legal and regulatory requirements

The winemaker shall apply the local and national laws, regulations and standards in force in all countries where it operates and applicable to its operations, and shall ensure the compliance of its own VINEYARDS and stakeholders.

Waste management

The WINEMAKER shall ensure that waste is segregated and managed appropriately, particularly hazardous waste. Waste should be reused or recycled as soon as possible.

Pollution prevention

The WINEMAKER must ensure that any substances that present a risk to the environment are identified, labelled and stored in order to avoid any risk of pollution and adverse effects on the environment. The WINEMAKER must identify and evaluate any possible accidents that present a risk to the environment.

Resource management

The winemaker shall, as far as possible, monitor his or her consumption of energy and water, as well as all other non-renewable natural resources.

Eco-design of products

Les Grappes wants its winemaker to be proactive in implementing alternative manufacturing processes aimed at reducing the harmful impact of products.