Rabbie’s have been a leader in the UK Tourism industry since launching in 1993 and have grown with core values that remain at the heart of what we do. Our vision has always been to make the world a better place through travel, and we have developed this Code of Conduct to set out the standards we hold ourselves too, and what we ask of those who partner with us.
Our core values help shape everything we do at Rabbie’s. It is important for us to share these values with our customers and suppliers as they shape the commitments and expectations we set for ourselves and for our stakeholders.
Our Values
At Rabbie’s, we are driven by curiosity. We want to understand others point of view, ask questions and shape experiences that inspire. We believe that every stories matter, We work to make sure stories and voices, big and small, are celebrated on our tours and throughout our business. We go beyond, providing service that stands out. We look for ways to improve so we can keep growing and changing. We want our team and those we work with to continue to thrive together. Lastly, we care about there. The foundations of our business mean fewer cars on the road, engagement with local suppliers and communities and an approach to travel that helps protect the places we love. We are working to ensure sustainability is considered throughout the business policies and relationships.
Rabbie’s Code of Conduct is one of the ways we put our values into practice. Whatever we do with connection to our work should be measured against the highest possible standards of business ethics. In an effort to be fair and transparent we share this Code of Conduct so the expectations we have for our own business as well as those we work closely with are clearly stated and open to discussion.
Introduction
Rabbie’s acknowledges its corporate social responsibility and is committed to practicing good governance, upholding ethical standards, promoting sustainable practices, and ensuring fair labour conditions throughout the supply chain.
This Code of Conduct outlines the standards upheld within our business and serves as a guideline for the conduct, values, and principles that our business and are suppliers are expected to adhere to when operating on behalf of Rabbie’s. By asking suppliers to adhere to this code, Rabbie’s aims to foster a network of organizations that share a commitment to our high standards. By holding ourselves accountable to this code, we believe our business is strengthened and our customers and employee team can engage with the commitments we are making.
Code of Conduct
1. LEGAL COMPLIANCE
1.1. GENERAL
All applicable international, national, and local laws and regulations, industry minimum standards, and other relevant statutory requirements must be complied with. This includes, but is not limited to, laws related to labour, health and safety, the environment, anti-bribery, and anti-corruption.
1.2. PRIVACY & SECURITY
a) Rabbie’s and all its suppliers should safeguard the integrity and security of their systems and comply with the relevant standards and guidance on cyber security measures.
b) If any security incident occurs, parties should be notified in line with relevant protocol
c) The privacy of all employee data should be safeguarded. It is the employers duty to know and adhere to all security and privacy laws and policies.
2. BUSINESS CONDUCT
2.1. GENERAL
a) All business must be conducted with the highest level of integrity
b) Collaboration and open communication is strongly encouraged, to achieve progress in sustainability and service excellence.
c) There shall be a commitment to continuous improvement to align business practices with Company values.
d) A chain of suppliers, processes and services is often in place to facilitate the end to end delivery of products. In these cases, all parties will aim to be collaborative to ensure the best outcome is achieved.
2.2. ANTI-BRIBERY AND ANTI-CORRUPTION
a) No form of corruption, bribery or extortion is tolerated.
b) Offering, providing, authorizing, requesting, or accepting any financial or other advantage (e.g., gifts or hospitality) to influence decision-making or as a reward for improper conduct is prohibited.
2.3. MODERN SLAVERY STATEMENT
a) A zero-tolerance approach to modern slavery should be in place in all operations and along supply chains.
3. HUMAN RIGHTS & LABOUR PRACTICES
3.1. GENERAL
No practices or conditions that produce substantial negative impacts regarding human rights or labour conditions are tolerated
3.2. BASIC RIGHTS
a) The workplace must be free from harassment and discrimination. All employees must be treated with respect and dignity.
b) All employment must be voluntary, and no form of forced labour is permitted. Employees must be free to terminate their employment without penalty, in accordance with their employment contract.
c) The freedom of association and the right to collective bargaining must be recognized.
d) Any workplace practice or condition that violates basic rights is prohibited. This includes physical abuse or punishment; sexual or other forms of harassment; threats of abuse, harassment, or punishment; and any other forms of intimidation.
e) Rabbie’s maintains a zero-tolerance policy for sexual harassment by any third parties and expect suppliers to prohibit all forms of harassment, including sexual harassment, in their workplaces and during interactions with Rabbie’s employees and stakeholders
f) A complaints procedure must be provided through which employees can make representations to senior management about key employment issues, raise grievances, and seek redress.
g) A comprehensive whistleblowing policy should be in place which allows employs to report any incidents or concerns anonymously and safely.
h) Rabbie’s will work collaboratively and in a professional manner with our suppliers and business partners to establish trust and a strong relationship regardless of the status of a contract or project.
i) All individuals regardless of any particular needs, such as physical or mental disability, medical conditions or any other factor that place them in a vulnerable position, will be treated with courtesy and respect so their dignity, safety and wellbeing is maintained as a priority.
j) The basis for recruitment and workplace advancement is qualifications, skills, performance and experience. Equal opportunity employment practices should be in place with an aim to create a workplace that is inclusive.
3.3. WAGES AND WORKING HOURS
a) Wages paid must meet or exceed the legal minimums and/or industry standards. No illegal or unauthorized deductions from wages are allowed.
b) Local laws regarding employee working hours, overtime, and rest periods must be complied with.
c) Employees must be granted their stipulated annual leave and sick leave without any form of repercussions.
d) Maternity and/or paternity leave and other rights in case of pregnancy must be granted as stipulated.
3.4. HEALTH AND SAFETY
a) A safe and healthy working environment must be provided. All relevant health and safety regulations must be complied with and the employer must implement policies and procedures to prevent accidents and injuries in the workplace.
b) Employees should be provided with all necessary safety equipment and training.
c) Fire alarms, fire extinguishers, and unobstructed emergency exits must be provided in all areas, including staff facilities. Emergency plans and response procedures must be in place, with regular training provided to employees.
d) If housing or lodging is provided, it must comply with local and national laws and standards.
e) All company vehicles must be regularly maintained and serviced to ensure safety and reliability.
f) Drivers must be properly licensed, trained and adhere to safe driving practices.
g) We expect suppliers to deal fairly with their own supply chains and avoid passing down unreasonable levels of risk.
h) Substance abuse is incompatible with the health and safety of our employees and is therefore not permitted. Where consumption of alcohol is permitted, good judgement should be used and the law and regulatory policies should not be violated.
3.5. CHILD LABOUR AND EXPLOITATION
a) Workers younger than 15 years of age must not be employed.
b) Employees younger than 18 years of age must be treated with particular consideration for example by restricting their working hours.
c) Child prostitution or any other form of exploitation shall not be allowed or tolerated at the premises or facilities.
d) Any suspicious behaviour from guests, employees or any other person at the premises or facilities must be reported to the local authorities.
4. ENVIRONMENTAL RESPONSIBILITY
a) Sustainable practices should be implemented to minimise any negative impact on the environment.
b) Efforts should be made to reduce resource consumption, including energy and water.
c) National and international laws must be followed, particularly regarding the procedures and standards for waste management, handling and disposal of chemicals and other dangerous materials, emissions, and effluent treatment.
d) Efforts should be made to reduce waste and the proper disposal and recycling of waste must be practiced.
e) Efforts should be made to reduce vehicle emissions and consideration given to the use of cleaner fuels and technologies.
5. LOCAL SOURCING AND BENEFITTING COMMUNITIES
5.1. Where feasible, locally produced goods shall be prioritised and procured, especially in manufacturing processes.
5.2. Local products and services shall be recommended and promoted to customers when safe and feasible to do so.
5.3. Efforts shall be made to nurture relationships and collaborate with local businesses, communities and stakeholders.
5.4. Opportunities for local employment should be maximised.
5.5. Contracts should be awarded based on value for money, including price and quality, as well as appropriate social and environmental value criteria where applicable.
6. MONITORING & COMPLIANCE
6.1. PRINCIPLE OF TRUST
a) As a principle, Rabbie’s trusts its Suppliers to respect the terms of this Code of Conduct and to do their utmost to achieve and uphold the high standards outlined.
b) Rabbie’s and its suppliers should be open and transparent with each other, and report any instances of non-compliance. In these circumstances, an open dialogue should be initiated with the goal of setting out appropriate corrective actions agreeable to all parties.
6.2. SPHERES OF INFLUENCE
The principles outlined in this document must be communicated, implemented, and adopted within the organisation, involving employees, management, and other relevant stakeholders as appropriate. While Suppliers are encouraged to promote adherence to these standards throughout their supply chain, sub-contractors are not obligated to follow the terms of this document.
6.3. MONITORING
a) If requested, Suppliers shall provide a self-assessment about their compliance and progress in the areas mentioned herein.
b) Non-compliance issues must be addressed promptly with appropriate corrective actions taken.
7. CONTACT
To discuss the details of this Code of Conduct, please email HR@rabbies.com
