Home About Products Formats News CSR Contact TINE Thank You NHS! Cheese Donation to Yeovil Hospital Our Norseland® colleagues visited the local Yeovil Hospital NHS Foundation to share some cheese donations from our Applewood®, Mexicana®, Jarlsberg® and Ilchester® brands and help to support all of their staff who are doing an amazing job at the moment. If you’re looking for a way to say thank you to our NHS workers, please support them through the link here: https://lnkd.in/d8qwv_k Modern Slavery Statement Norseland Ltd commits to developing and adopting a proactive approach to tackling hidden labour exploitation. Hidden labour exploitation, is the exploitation of job applicants or workers by third party individuals or gangs other than the employer or labour provider. This includes rogue individuals working within these businesses but without the knowledge of management. It includes forced labour and human trafficking for labour exploitation; payment for work-finding services and work-related exploitation such as forced use of accommodation. It is understood that it is often well hidden by the perpetrators with victims, if they perceive of themselves as such, reluctant to come forward. Structure & Nature of the Organisation Norseland Ltd is a UK Speciality Cheese Manufacturer with one Production Site based in Somerset England. The businesses main ingredients are sourced locally within the UK; however a number of specific ingredients are sourced internationally. Scope This policy covers Norseland Ltd and applies to all permanent, temporary and agency employees as well as our immediate supply chain. Due Diligence Currently in place The business has carried out a modern slavery risk assessment, which considers both Employees, Agency Workers and Supply Chain Workers. The Business expects its Ingredients and Packaging Supply Chain to have its own policies, procedures and processes relating to Human Rights, Child Labour, Modern Slavery and Labour Exploitation and are expected to agree to Norseland’s terms regarding that matter. IT is expected that all organisations within the policy also comply to the ETI Base code. In addition, support staff provided by agency staff will randomly be asked to complete Modern Slavery Questionnaires and Labour providers are subjected to Annual orders to ensure compliance as well as being required to be a member of the Gang Masters and Labour Abuse Association. Hidden labour exploitation is the exploitation of job applicants or workers by third party individuals or gangs other than the employer or labour provider. This includes rogue individuals working within these businesses but without the knowledge of management. It includes forced labour and human trafficking for labour exploitation; payment for work-finding services and work-related exploitation such as forced use of accommodation. It is understood that it is often well hidden by the perpetrators with victims, if they perceive of themselves as such, reluctant to come forward. Responsibility The overall responsibility for this policy is with the Business Leadership Team. The Head of HR & CSR has responsibility for updating the policy within the company. Training Provided The business takes a proactive approach to Modern Slavery and Labour Exploitation, and this is invluded at all induction training for new members of staff. Training is also provided on an ongoing basis as part of Norselands Mandatory Training Structure programme. This training is based off guidance from the ‘Stronger Together’ Tackling Hidden Labour Exploitation initiative. Policy Commitments Norseland Ltd shall: 1. Designate appropriate managers to attend “Tackling Hidden Labour Exploitation” training and to have responsibility for developing and operating company procedures relevant to this issue. 2. Accept that job finding fees are a business cost, and will not allow these to be paid by job applicants. The Company will not use any individual or organisation to source and supply workers without confirming that workers are not being charged a work finding fee. 3. Ensure that all staff responsible for directly recruiting workers are aware of issues around third party labour exploitation and signs to look for and have signed appropriate Compliance Principles. 4. Ensure that labour sourcing, recruitment and worker placement processes are under the control of trusted and competent staff members. 5. Adopt a proactive approach to reporting suspicions of hidden worker exploitation to the Gangmasters Licensing Authority and police. 6. Provide information on tackling “Hidden Labour Exploitation” to our workforce through workplace posters, worker leaflets, induction, other training. 7. Encourage workers to report cases of hidden third party labour exploitation, provide the means to do so and investigate and act on reports appropriately. 8. Positively encourage and support employees and agency workers to report such exploitation which may be occurring within their communities. 9. Require labour providers and other organisations in the labour supply chain to adopt policies and procedures consistent with the above. Our Company Values: – Cost effective in every way – Outstanding customer service – We are all stakeholders in our business – Continuously improving working methods – Keep it simple and work together as one outstanding team We comply with The ETI Base Code – Ethical Trade Initiative and subscribe to SEDEX process – a code that promotes respect for workers around the world. Clive Richer – Corporate Social Responsibility Manager ‘Here at Norseland we care not just about our staff, but also our local community in which we are based. We believe it’s an important part of the Norseland strategy to actively engage in the lives of people around us. We have a team responsible for looking into staff, community and environmental issues and are always looking for continuous improvements in what we do. As a new initiative for 2016 we will be writing to key individuals within the local community asking for feedback on how they believe we are performing. It is hoped that through feedback we will go from strength to strength. We want our staff to be proud of the company they work for and we want to employ staff from the local community, so we believe we are all stakeholders in our business.’ As a medium sized company and large employer in the local area, here is a small selection of some of things we are actively involved in or support our local community with:- As a living wage employer, we hire directly from the local community providing work experience and apprenticeships Working with the local primary school, planting and developing an orchard on our Production Site Introduced electric cars into our fleet to reduce our environmental impact Sponsoring numerous local charity events and sport teams Raising over £2000 for two local charities each year 2017 is proving to be a great year for Norseland Ltd in both local and national awards and we are proud to have won 3 of the 5 awards we became finalists in. This year we have become proud winners of the National Manufacturer Excellence Awards “Dairy Manufacturer of the year award” which was awarded in November 2017 as well as scooping two regional awards which included the coveted Business of the Year 51+ employees as well as the Marketing & Promotion Award. Both of these awards were part of the Somerset Business Awards which took place in October of the same year. Somerset Business Awards – Business of the Year Award 51+ – Winner Somerset Business Awards – Promotion & Marketing Award – Winner Food Manufacture Excellence Award – Dairy Manufacture of the Year – Winner Food Manufacture Excellence Award – Training Programme of the Year – Finalist IGD – John Sainsburys Learning and Development Award – Finalist UK Tax Strategy Norseland Holdings Limited & subsidiaries – UK Tax Strategy Tax Risk Management: Norseland assesses the tax impact of projects or transactions in the planning stage and aims to continuously identify and asses risk through the life cycle of these. Adherence to this strategy is the responsibility of the Chief Financial Officer in the UK and all individuals and teams who deal with tax matters. This includes the relevant central departments of Finance & Human Resources in the UK. Tax Planning: Norseland undertakes planning to optimise its tax position where such planning aligns with the commercial objectives of the business. When undertaking this, Norseland complies with all relevant tax laws and fully considers all tax risks of projects or transactions. Where possible, Norseland will apply to take the benefit of tax incentives introduced by government to encourage investment, where it meets the necessary business and economic requirements. When management establish assistance is required, external advice will be engaged to assist with the above. Relationship with Tax Authorities: Norseland adopts an open and transparent relationship with all relevant tax authorities and engages in regular proactive dialogue with those authorities. Norseland seeks to work collaboratively with tax authorities, particularly where areas of uncertainty are identified, with the intention of resolving matters quickly and efficiently. Governance: This Tax Strategy has been approved by the Board of Directors and Group Tax Department, it will also be reviewed and updated on an annual basis. Approved 03.11.17 This information is provided in compliance with the requirements of the Finance Act 2016, Schedule 19. Modern Slavery Statement Customer Service Trade Careers Privacy Partners Designed by MadeYouLook | Powered by WordPress