Winemakers selected for their commitment from vineyard to bottle

Les Grappes is committed to working with its WINEMAKERS in accordance with the company’s core principles: cooperation, responsibility, integrity, safety, and long-term development. This Code of Conduct for Winemakers is an integral part of Les Grappes’ CSR policy. Winemakers agree to comply with these rules in all their activities, and in their dealings with their own stakeholders and fellow winemakers in France and around the world, regarding:

> Working conditions

> Health and Safety

> The Environment

Compliance with laws and regulations in the workplace

The WINEMAKER must comply with local and, at a minimum, international laws and regulations set forth in this Code of Conduct, including in countries where such laws are not enforced. The WINEMAKER agrees to extend this policy to its own WINEMAKERS and subcontractors.

Continuous improvement

The WINEMAKER must incorporate practices related to the environment, occupational health and safety, human rights, and working conditions into their operations. The WINEMAKER must maintain these practices, which include:

the establishment of appropriate procedures, objectives, tools, and indicators,
performance evaluation,
monitoring of action plans and schedules.

Anti-corruption efforts

The good relationship between Les Grappes and itswinemakersis based on transparency and honesty. Under no circumstances may a WINEMAKER offer an employee of Les Grappes any sum of money, gift, loan, or discount, with the exception of promotional gifts or items of reasonable value, and provided that such offers comply with all applicable laws, regulations, and rules.
The purchase of services on behalf of Les Grappes must not result in any personal discounts or rebates for employees or their relatives. In the event of an attempt to bribe a VIGNERON, the person concerned must immediately alert their supervisor. This constitutes grounds for not entering into a contract with the VIGNERON, or for terminating any existing agreements.

Money laundering

All Grappeswinemakersare committed to complying with all laws and regulations and must under no circumstances be involved in or support money laundering.

Conflicts of interest

Les Grappes employees must not find themselves in situations involving a conflict of interest with any of the VIGNERONS and must report such situations to their supervisor as soon as possible. These situations include those in which employees have a direct or indirect personal or family interest in a company that has a business relationship with Les Grappes—in particular, a VIGNERON of Les Grappes.

Transparency

The WINEMAKER must be able to provide Les Grappes with accurate and relevant reports regarding compliance with and enforcement of this Code of Conduct. The WINEMAKER authorizes Les Grappes or a third party to verify compliance with this Code through on-site inspections and agrees to implement corrective measures as necessary.
References: International Labour Organization:http://www.ilo.orgUnited Nations Conventions and Universal Declaration of Human Rights:http://www.un.orgGlobal Compact:http://www.unglobalcompact.org.

HUMAN RIGHTS AND HR POLICY

Prohibition of forced labor, illegal labor, and human trafficking

Les Grappes does not tolerate any form of bonded labor, slavery, or other forms of involuntary labor (as defined by the ILO). Les Grappes’ winemakers must do everything in their power to prevent forced labor in all its forms:

Migrant workers moving from one country to another are particularly vulnerable to fraud and mistreatment, which can hinder their ability to leave the company and return home if necessary. To protect the worker’s freedom, the employer must not, under any circumstances, withhold the worker’s documents as a condition of employment.
Recruitment procedures for employees must not involve abusive contracts.
The migrant and temporary worker’s original contract and the contract they receive to work on the company’s premises must be consistent, understandable, and therefore in the employee’s language. They must precisely describe the working conditions, terms of employment, and the employee’s rights, including information on fees in accordance with the law.
All payroll deductions must comply with the law. No deductions may be made if they are intended to reimburse a fee related to hiring or return.

References: International Labour Organization Convention No. 29 on Forced Labour; International Labour Organization Convention No. 105 on the Abolition of Forced Labour; International Labour Organization Convention No. 97 on Migrant Workers.

Prohibition of child labor

Child labor (as defined by the ILO: International Labour Organization) is any form of economic activity performed by children (under the age of 18) that deprives them of their dignity and impairs their normal physical and psychological development. Le VIGNERON commits to not hiring any child under the age of 15, even during school vacations. The VIGNERON must comply with local laws when they are more favorable to the child. The VIGNERON must never exploit young workers: provide access to education, prohibit night work or workloads equivalent to those of adults. Apprenticeships must not interfere with education.

References: International Labour Organization Convention No. 138 concerning the Minimum Age for Admission to Employment; International Labour Organization Recommendation No. 146 concerning the Minimum Age for Admission to Employment; International Labour Organization Convention No. 182 concerning the Worst Forms of Child Labour.

Discrimination

Employees must be hired, trained, paid, promoted, and terminated based solely on their ability to perform the work and their skills, without regard to their employment status for the same job. Les Grappes expects VIGNERONS to implement measures to advance toward equality in working conditions and to adapt the workplace whenever possible to retain employees facing particular difficulties.
References: International Labour Organization Convention No. 100 on Equal Remuneration International Labour Organization Convention No. 111 on Discrimination (Employment and Occupation) International Labour Organization Convention No. 158 on Dismissal International Labour Organization Convention No. 159 on Vocational Rehabilitation and Employment (Persons with Disabilities).

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, or sexual, psychological, or verbal harassment or abuse. Individual rights must be respected in disciplinary proceedings, and individuals who come forward or feel they are being harassed must not be penalized. Les VIGNERONS is committed to ensuring that every employee has access to an independent reporting process, free from any fear of retaliation.

Freedom of association and collective bargaining

The winemaker must recognize and respect employees’ right to exercise their rights to freedom of association and collective bargaining. The company ensures that labor representatives are not subject to discrimination and that they can communicate freely with the members of their association. The company must facilitate employee expression and processes that allow employees to discuss issues and concerns related to working conditions, and ensure that employees understand their rights and obligations.

References: International Labour Organization Convention No. 87 concerning Freedom of Association and Protection of the Right to Organize; International Labour Organization Convention No. 98 concerning the Right to Organize and Collective Bargaining; International Labour Organization Convention No. 135 and Recommendation No. 143 concerning Workers’ Representatives

Salary and benefits

The winemaker must ensure that the wages paid for a week’s work for piecework and other tasks, as well as mandatory social benefits, always comply with the laws and regulations in force regarding wages and working hours. In addition to the wages paid for standard working hours, the WINEMAKER must pay employees for any overtime worked at the legally mandated overtime rate in effect in the country of production. The WINEMAKER must ensure that:

payroll deductions are not made for disciplinary purposes, and the breakdown of wages and benefits is clearly and regularly communicated to employees;
wages are paid directly to the employee at regular intervals and with reasonable frequency, with all pay components listed on the pay stub;
mechanisms are put in place to ensure fair and equitable wages that are motivating for the employee.

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

Job Description and Work Schedule

The winemaker must comply with applicable laws and regulations regarding working hours, rest periods, and leave. They must not require work schedules exceeding 60 hours per week, except in emergency situations or exceptional cases defined by international law or local law if it is more favorable to the employee. The employee must be granted at least one day of rest per seven-day period. Any overtime must be voluntary and paid at an increased rate. Work schedules must be provided sufficiently in advance to allow for a work-life balance. The VIGNERON must prevent any discrimination between workers performing the same work, whether they are temporary or permanent employees, regarding working hours and rest periods.

References: International Labour Organization Convention No. 14/106 concerning Weekly Rest (Industry); International Labour Organization Convention No. 1 concerning Hours of Work (Industry)

HEALTH AND SAFETY IN THE WORKPLACE

The winemaker must provide all employees with a safe and healthy work environment in accordance with applicable laws and regulations, and promote best practices in occupational health, taking into account the prevailing knowledge within the industry as well as any known specific risks. The WINEMAKER must implement a risk prevention plan for the health and safety of their employees, as well as a record of occupational accidents and illnesses.
References: International Labour Organization Convention No. 155 on Occupational Safety and Health International Labour Organization Recommendation No. 164 on Occupational Safety and Health International Labour Organization Convention No. 187 on the Promotional Framework for Occupational Safety and Health

Employee Protection

Les Grappes does not tolerate any form of forced labor, slavery, or other forms of involuntary labor (as defined by the ILO). Les Grappes’ winemakers must do everything in their power to prevent forced labor in all its forms:

Migrant workers moving from one country to another are particularly vulnerable to fraud and mistreatment, which can hinder their ability to leave the company and return home if necessary. To protect the worker’s freedom, the employer must not, under any circumstances, withhold the worker’s documents as a condition of employment.
Recruitment procedures for employees must not involve abusive contracts.
The migrant and temporary worker’s original contract and the contract they receive to work on the company’s premises must be consistent, understandable, and therefore in the employee’s language. They must precisely describe the working conditions, terms of employment, and the employee’s rights, including information on fees in accordance with the law.
All payroll deductions must comply with the law. No deductions may be made if they are intended to reimburse a fee related to hiring or return.

References: International Labour Organization Convention No. 29 on Forced Labour; International Labour Organization Convention No. 105 on the Abolition of Forced Labour; International Labour Organization Convention No. 97 on Migrant Workers.

Employee Information and Training

The winemaker must identify and prevent any physical accidents involving employees, minimize health risks associated with chemical and biological agents, and mitigate any risks associated with the infrastructure used. Any substance that poses a health risk to employees must be identified, labeled, and stored properly. The WINEMAKER must ensure and maintain workplace hygiene, provide adequate lighting and ventilation, and ensure that all staff undergo 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 language. This training must include information on the hazardous substances used, such as chemicals, toxic substances, harmful substances, etc.

Sanitary facilities

The winemaker must identify and assess any potential emergency situations in the workplace and implement emergency response programs, procedures, and measures, including fire prevention, for example.

ENVIRONMENT

The winemaker recognizes that environmental responsibility must be taken into account during the production process. The WINEMAKER must ensure that programs are in place to minimize the negative impacts of its activities on the environment and natural resources, while safeguarding public health and safety. Les Grappes requires the WINEMAKER to apply this policy with its own WINEMAKERS and stakeholders. The WINEMAKER must define, implement, and maintain an environmental and social policy.

Compliance with legal and regulatory requirements

Winemakers must comply with local and national laws, regulations, and standards in effect in all countries where they operate and applicable to their operations, and must ensure that their own WINEMAKERS and stakeholders also comply.

Waste management

The winemaker must ensure that waste is sorted and managed properly, particularly hazardous waste. Waste should be reused or recycled whenever possible.

Pollution Prevention

The winemaker must ensure that any substance posing a risk to the environment is identified; they must then label and store such substances to prevent any risk of pollution or harmful effects on the environment. The winemaker must identify and assess any potential incident that poses a risk to the environment.

Resource Management

Winemakers should monitor their consumption of energy and water, as well as all other non-renewable natural resources, as much as possible.

Eco-design of products

Les Grappes wants its winemaker to take the initiative in implementing alternative production processes aimed at reducing the harmful impact of its products.