OUR POLICIES  

Privacy Policy

Your Privacy is important to us:

Hustle & Co cares about and is committed to the privacy of your personal information. Any personal data that we do collect from you will be processed carefully and lawfully in accordance with the General Data Protection Regulation. Please read the following information on what we collect from you & how we treat your data.

 

Information we collect from you:

When you visit the Site, we automatically collect certain information about your device, including information about your web browser, IP address, time zone, & some of the cookies that are installed on your device. Additionally, as you browse the Site, we collect information about the individual web pages or products that you view, what websites or search terms referred you to the Site, & information about how you interact with the Site. We refer to this automatically-collected information as “Device Information”.

We collect Device Information using the following technologies: 

- “Cookies” are data files that are placed on your device or computer & often include an anonymous unique identifier. For more information about cookies, & how to disable cookies, visit http://www.allaboutcookies.org. 

- “Log files” track actions occurring on the Site, & collect data including your IP address, browser type, Internet service provider, referring/exit pages, & date/time stamps. 

- “Web beacons”, “tags”, & “pixels” are electronic files used to record information about how you browse the Site.

When you write to us via our Facebook, Instagram, Twitter or by emailing hello@hustleandcocafe.co.uk, we will use your information when corresponding with you & will not subsequently keep your data on our systems.

Where the above information is collected directly, some personal data is collected indirectly. We may collate general information through Google Analytics about your browser on visiting our website in order to access a better understanding of how we can improve user experience.

This information may include:

  • Your IP address

  • Your browser version & type

  • The time & date of your visit to our website

  • Any pages you visit on our website

  • The time you spent on each page

  • How you found us – your site search

  • Third parties

 

We work with third parties such as:

  • Technical subtractors

  • Email Marketing & Mailout Services (Mailchimp)

  • Delivery services such (Uber Eats, Deliveroo, Local.Delivery)

  • Analytics providers (Google Analytics)

  • Customer loyalty platforms (Loyalzoo)

  • Online booking platforms (Opentable/Res Diary/Quandoo)

  • Ticketing platform for ticketed events (Eventbrite)

  • These third parties may collect data from you to give to us & vice versa. It is their responsibility to be GDPR compliant, procuring the relevant consents from you in regard to your personal data.

 

How we use your information:

  • Enable you to gain access to our full website

  • Ensure that our website remains safe & secure

  • Notify you of any changes to our website

  • Maximise user experience

  • Notify you of changes to our services

  • Receive & review any complaints &/or suggestions

  • Receive any job applications or career enquires

  • Conduct market research

  • Receive orders made via Deliveroo or Uber Eats

  • Prevent crime & fraud

  • Lawfully disclose information to local authorities in the event of an investigation or legal dispute.

  • If you would like more information on this, or if you would like to opt out of receiving any marketing emails from us, please select the ‘unsubscribe’ option at the bottom of the email or alternatively you can email hello@hustleandcocafe.co.uk & we will be happy to help.

 

Cookies:

Our website retrieves information on your browser in the form of cookies. This information consists of your preferences or your device and is predominantly used to make your internet browsing life easier.  You can block cookies through your phone, tablet, PC or Mac. Check your provider for more details.

Free Customer Wi-Fi:

We offer free guest Wi-Fi in our cafe which may require you to enter your email address or enter our Wi-Fi via logging on to Facebook. 

Our guest Wi-Fi also enables us to assess:

• customers who visit frequently

• amount of first-time customers 

• average time spent in our cafes & on the Wi-Fi

 

Changes: 

We may update this privacy policy from time to time in order to reflect, for example, changes to our practices or for other operational, legal or regulatory reasons.

 

Contact Us:

For more information about our privacy practices, if you have questions, or if you would like to make a complaint, please contact us by e‑mail at hello@hustleandcocafe.co.uk or by mail addressed to; Hustle & Co Harrogate Ltd, 71 Station Parade, Harrogate, HG1 1ST

Hustle & Co Harrogate Ltd (T/A Hustle & Co)

Quality Policy Statement 

 

As a business we are committed to:
•    Providing an excellent service to our customers

•    Listening to and responding to our customers’ needs
•    Complying with all legal requirements
•    Continuously improving the quality of our service and identifying preventative actions

•    Business continuity plans will be maintained and tested
•    Listening to staff and providing them with appropriate training and resources


To help with this we have a Quality Management System based on ISO9001:2015.

To do this we have a Quality Manual which helps us to:

 

•    Set objectives for:


o    improving quality 
o    improving our service
o    responding to business needs
       

      (Objectives may be set as needed by the Directors)

 

•    Review objectives regularly at a Forum
•    Monitor our effectiveness at improving quality at the Management Review
•    We also review our Quality Management system at the Management Review
•    Ensure everyone in the business knows about our Quality Policy

To see the full scope see the Quality Manual, Procedure 02-A.

 

Responsibility for upholding this policy is truly company-wide under the guidance and with the assistance of the Commercial Director who encourages the personal commitment of all staff to address Information Security as part of their skills.

Whistleblowing Policy and Procedure

 

 

Why this policy is important and who it applies to 

 

Integrity is one of our core values and the highest standards of conduct and business integrity are expected from every employee. If you have concerns that someone’s conduct is, or could be, falling short of what we expect, we want you to speak up about it. 

 

We understand that this can be a difficult thing to do and this policy aims to reassure you that anyone who reports, in good faith, any form of malpractice or behaviour which falls short of an acceptable standard, will be protected. 

 

This policy applies to all employees within Hustle & Co. The reporting channels and procedures are also available to temporary workers, agency staff, secondees, external consultants and contractors whilst they are working for Hustle & Co. 

 

Defining ‘malpractice’ 

 

Malpractice is any form of behaviour that breaks the law, is unethical, or contravenes our vision and values. 

 

The following are examples of malpractice: 

 

• Creating a risk or potential risk to health and safety of any person 

• Causing damage to the environment 

• Abusing a position of authority 

• Any victimisation, harassment, discrimination or act of abuse towards any other employee 

• Criminal activity committed by any person working for or on behalf of Hustle & Co, including bribery, corruption, fraud or theft and facilitating tax evasion. 

• Any act of human slavery or human trafficking within Hustle & Co or the supply chain 

• Concealing or ignoring any of the above. 

 

We will protect you 

 

If you speak up against or disclose information relating to malpractice in good faith, believing your information is accurate, we will protect you even if you are wrong. 

 

Reporting on malpractice will not disadvantage your career or affect your relationships at work. We will not tolerate any form of retribution, discrimination or bullying of anyone who has spoken up in good faith. 

 

If any employee is subjected to harassment or victimisation by colleagues or management as a result of their actions, we will act immediately to stop it and will take disciplinary action against the perpetrators. 

 

 

Additional protection 

 

In certain circumstances, whistleblowers are afforded protection by the Public Interest Disclosure Act 1998. A brief description of this Act and how you can find out more about it are included later in this policy. 

 

Seeking advice before you act 

 

If you have concerns or suspicions about malpractice but want advice before speaking up, you can contact Commercial Director who will listen to your concerns in confidence and discuss the procedures with you. 

 

If you feel you need advice from someone outside the business, the independent charity Protect has an advice line: telephone 020 3117 2520. 

 

Malicious allegations 

 

Making a malicious allegation of malpractice is a serious offence and we will take disciplinary action against anyone who does so. 

 

 

How to raise a concern 

 

If you honestly believe or have a reasonable suspicion that malpractice is occurring or is likely to occur, your first step should be to inform your immediate manager, Technical Director or Commercial Director. 

 

The information you give will be considered carefully and they will decide whether there are grounds for investigation. You will be notified of the intended course of action. If the decision is to proceed with further investigations, Commercial Director will be contacted to instigate the formal process. 

 

If, having made a disclosure to your immediate manager and you are unhappy with the outcome you can contact any member of the Board of Directors. You can always report your concerns directly to a team leader.

 

What happens next? 

 

Where an investigation is required it will be formally initiated by the Company Director. In order to maintain confidentiality and carry out an effective internal investigation, the number of personnel involved will be kept to a minimum. 

 

In the interests of confidentiality and fairness, you should not discuss the matter further and you will not be contacted unless you have indicated that you are willing to be contacted by someone directly involved in the investigation. 

 

You will be able to contact the Company Director to follow the progress of the investigation including when the investigation has been completed and, where possible, you will be told of the outcome should you request to be so notified. 

 

Appeals procedure If you are unhappy with the conduct or outcome of an investigation, you should raise your concerns with either the a senior member of staff or the Partner. You must do this within ten (10) working days of being notified of the outcome of the investigation. 

 

The Senior Management team and the Directors will review the investigation and they will take any further action that is appropriate. Their decisions will be final.

 

You will be notified of the outcome of their review and of their final decision. 

 

Public Interest Disclosure Act 1998 

 

This Act of Parliament, popularly known as the “Whistleblower’s Act” provides a framework within which workers can inform on illegal, unsafe and improper practices by their employers or colleagues. 

 

Whistleblowers that make disclosures that qualify for protection under the Act have the right not to suffer detrimental treatment from their employer. 

 

The publication “Guide to the Public Interest Disclosure Act 1998” (http://www.dti.gov.uk/er/individual/pidguide-p1502.htm).sets out details of the types of disclosures which qualify for protection and the way in which such disclosures can be made, as well as the persons to whom disclosures may be made

 

Anti-Money Laundering Policy

 

 

  1. What is Money Laundering?

 

Money laundering is the process through which proceeds of crime and their true origin and ownership are changed so that the proceeds appear legitimate.

 

  1. How does money get laundered?

 

Money laundering usually involves three stages:

 

Placement:

The process of placing criminal property into the financial system. This might be done by breaking down large amounts of cash into smaller amounts or by using a series of financial instruments (e.g., cheques) which are deposited at different locations.

 

Layering:

The process of moving money that has been placed in the financial system in order to hide its criminal origin. This is typically achieved through multiple complex transactions often involving complicated offshore company structures and trusts.

 

Integration:

Once the origin of the money is disguised it ultimately must reappear in the financial system as legitimate funds. This process involves investing the money in legitimate businesses and other investments such as property purchases or setting up trusts.

 

 

  1. How do I know if money laundering is potentially being committed?

 

You should remain alert to the warning signs of money laundering. The list below is non-exhaustive. Typical signs of money laundering are:  

 

  • Obstructive or secretive customers

  • Instructions outside our usual range of expertise, i.e. Why is the customer using us?

  • Cases or instructions that change unexpectedly or for no logical reason, especially where:

    • The customer has deposited funds with us

    • The source of funds changes at the last moment

    • You are asked to return funds or send funds to a third party

    • Loss-making transactions where the loss is avoidable

    • Complex or unusually large transactions

    • Transactions with no apparent logical, economic or legal purpose

    • Large amounts of cash being used

    • Money transfers where there is a variation between the account holder and signatory

    • Payments to or from third parties where there is no logical connection to the customer

 

  1. Money Laundering Evidentiary Requirements

 

Information came to a person in the course of business and not in their personal life

 

The information was information which the employee knew, suspected or caused the employee to have reasonable grounds for suspecting that another person is engaged in money laundering.

 

  1. Money Laundering Offences

 

The Proceeds of Crime Act 2002 (POCA) establishes a number of money laundering offences.

 

The main offences

  • Conceal, disguise, convert, transfer or remove criminal property from the UK 

  • Enter into or become concerned in an arrangement which facilitates the acquisition, retention, use or control of criminal property for or on behalf of another

  • Acquire, use or have possession of criminal property 

  • Failure to disclose offences

  • Tipping-off and prejudicing an investigation

 

A person convicted of any of the above offences listed above is liable to imprisonment for up to 14 years, a fine or both.

6. Employee Responsibilities

 

  • As an employee of Hustle & Co Limited, you must ensure that you read, understand, and comply with the information contained within this policy, and with any training or other Anti-Money Laundering and corruption information you are given.

  • All employees and those under our control are equally responsible for the prevention, detection, and reporting of money laundering and other forms of corruption. They are required to avoid any activities that could lead to, or imply, a breach of this Anti-Money Laundering policy. 

  • If you have reason to believe or suspect that an instance of money laundering or corruption has occurred or will occur in the future that breaches this policy, you must notify the compliance manager. 

  • If any employee breaches this policy, they will face disciplinary action and could face dismissal for gross misconduct. Hustle & Co Limited has the right to terminate a contractual relationship with an employee if they breach this policy.

 

7. Anti-Money Laundering and Whistleblowing

 

  • If you feel a supplier, customer or colleague is putting you in a compromising position, immediately notify your manager of any ethical concerns. If you are in any doubt as to the suitability of any gift or hospitality, you should discuss the issue with your manager before accepting it.

  • If you suspect wrong doings then we do have the Whistleblowers Policy for any acts to be reported on (See Employee Handbook).

  • We will ensure that no one suffers any detrimental treatment as a result of refusing to engage in money laundering or other corrupt activities or because they reported a concern relating to potential act(s) of money laundering or corruption.

 

  1. Monitoring and Reviewing

 

  • Hustle & Co’s Research Director is responsible for monitoring the effectiveness of this policy and will review the implementation of it on a regular basis. Reviews assess the policy’s suitability, adequacy, and effectiveness. 

  • Internal control systems and procedures designed to prevent bribery and corruption are subject to regular audits to ensure that they are effective in practice. Any need for improvements will be applied as soon as possible. Employees are encouraged to offer their feedback on this policy if they have any suggestions for how it may be improved. Feedback of this nature should be addressed to the Research Director.

Corporate Social Responsibility Policy

 

Policy brief and purpose

 

Our Corporate Social Responsibility (CSR) company policy refers to our responsibility toward our environment. Our company is part of a system of people, values, other organisations and nature. The social responsibility of a business is to give back to the world just as it gives to us.

 

What is corporate social responsibility?

 

Our Corporate Social Responsibility company policy outlines our efforts to give back to the world as it gives to us.

 

Scope

 

This policy applies to the whole of our company. It applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, agency workers, seconded workers, volunteers, agents, contractors, sub-contractors and suppliers.

 

Policy elements

 

We want to be a responsible business that meets the highest standards of ethics and professionalism.

 

Our company’s social responsibility falls under two categories: (1) Compliance and (2) Proactiveness. Compliance refers to our company’s commitment to legality and willingness to observe community values. Proactiveness is every initiative to promote human rights, help communities and protect our natural environment.

 

1)    Compliance

 

Legality:

 

Our company will:

 

·       Respect the law

·       Honor its internal policies

·       Ensure that all its business operations are legitimate

·       Keep every partnership and collaboration open and transparent

 

Business ethics:

 

We will always conduct business with integrity and respect to human rights. We will promote:

 

·       Safety and fair dealing

·       Respect toward the consumer

·       Anti-bribery and anti-corruption practices

Examples of Corporate Social Responsibility

 

Protecting the environment:

 

Our company recognises the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We will always follow best practices when disposing garbage and using chemical substances. Stewardship will also play an important role.

 

Protecting people:

 

We will ensure that we:

 

·       Do not risk the health and safety of our employees and community.

·       Avoid harming the lives of local people.

·       Support diversity and inclusion.

 

Human rights:

 

Our company is dedicated to protecting human rights. We are a committed equal opportunity employer and will abide by all fair labor practices. We will ensure that our activities do not directly or indirectly violate human rights in any country (e.g. forced labor).

 

2)    Proactiveness

 

Donations and aid:

 

Our company may preserve a budget to make monetary donations. These donations will aim to:

 

·       Advance the arts, education and community events.

·       Alleviate those in need.

 

Volunteering:

 

Our company will encourage its employees to volunteer. They can volunteer through programs organized internally or externally. Our company may sponsor volunteering events from other organisations.

 

Preserving the environment:

 

Apart from legal obligations, our company will proactively protect the environment. Examples of relevant activities include:

 

·       Recycling

·       Conserving energy

·       Using environmentally-friendly technologies

 

Supporting the community:

 

Our company may initiate and support community investment and educational programs. It can provide support to nonprofit organisations or movements to promote cultural and economic development of global and local communities.

 

Learning:

 

We will actively invest in R&D. We will be open to suggestions and listen carefully to ideas. Our company will try to continuously improve the way it operates.

 

We will readily act to promote our identity as a socially aware and responsible business. 

 

We will provide training on this policy as part of the induction process for all new employees. Employees will also receive regular, relevant training on how to adhere to this policy.

 

As an employee of Hustle & Co, you must ensure that you read, understand, and comply with the information contained within this policy, and with any training or other anti-bribery and corruption information you are given.

 

Management must communicate this policy on all levels. Managers are also responsible for resolving any CSR issues.

Conflict of Interest Policy

  1. Introduction

 

The Conflict of Interest Policy refers to any case where an employee’s personal interest might contradict the interest of the company. This is an unwanted circumstance as it may have heavy implications on the employee’s judgement and commitment to the company, and by extension to the realisation of its goals.

 

This policy will outline the rules regarding conflict of interest and the responsibilities of employees and the company in resolving any such discrepancies.

 

  1. Scope

 

This company conflict of interest policy applies to all prospective or current employees of the company, as well as independent contractors and persons acting on behalf of the company.

 

  1. Policy elements

 

The relationship of the company with its employees should be based on mutual trust. As the company is committed to preserve the interests of people under its employment, it expects them to act only towards its own fundamental interests.

 

Conflict of interest may occur whenever an employee’s interest in a particular subject may lead them to actions, activities or relationships that undermine the company and may place it to disadvantage.

 

  1. What is an employee conflict of interest?

 

This situation may take many different forms that include, but are not limited to, conflict of interest examples:

 

  • Employees’ ability to use their position with the company to their personal advantage

  • Employees engaging in activities that will bring direct or indirect profit to a competitor

  • Employees owning shares of a competitor’s stock

  • Employees using connections obtained through the company for their own private purposes

  • Employees using company equipment or means to support an external business

  • Employees acting in ways that may compromise the company’s legality (e.g. taking bribes or bribing representatives of legal authorities)

 

The possibility that a conflict of interest may occur can be addressed and resolved before any actual damage is done. Therefore, when an employee understands or suspects that a conflict of interest exists, they should bring this matter to the attention of management so corrective actions may be taken. Supervisors must also keep an eye on potential conflict of interests of their subordinates.

 

The responsibility of resolving a conflict of interest starts from the immediate supervisor and may reach senior management. All conflicts of interest will be resolved as fairly as possible. Senior management has the responsibility of the final decision when a solution cannot be found.

 

In general, employees are advised to refrain from letting personal and/or financial interests and external activities come into opposition with the company’s fundamental interests.

 

Note: The same principles apply to the company in regards to its clients. When applicable, we are committed to not offer services or form partnerships with companies who are in direct competition with one of our existing clients.

 

5. Employee Responsibilities

 

As an employee of Hustle & Co Limited, you must ensure that you read, understand, and comply with the information contained within this policy, and with any training or other Conflict of Interest and corruption information you are given.

 

All employees and those under our control are equally responsible for the prevention, detection, and reporting of money laundering and other forms of corruption. They are required to avoid any activities that could lead to, or imply, a breach of this Conflict of Interest policy. 

 

If you have reason to believe or suspect that an instance of money laundering or corruption has occurred or will occur in the future that breaches this policy, you must notify the compliance manager. 

 

If any employee breaches this policy, they will face disciplinary action and could face dismissal for gross misconduct. Hustle & Co Limited has the right to terminate a contractual relationship with an employee if they breach this policy.​

 

Conflict of Interest and Whistleblowing

 

If you feel a supplier, customer or colleague is putting you in a compromising position, immediately notify your manager of any ethical concerns. If you are in any doubt as to the suitability of any gift or hospitality, you should discuss the issue with your manager before accepting it.

 

If you suspect wrong doings then we do have the Whistleblowers Policy for any acts to be reported on (See Employee Handbook).

 

We will ensure that no one suffers any detrimental treatment as a result of refusing to engage in money laundering or other corrupt activities or because they reported a concern relating to potential act(s) of money laundering or corruption.

 

  1. Monitoring and Reviewing

 

Hustle & Co’s Director is responsible for monitoring the effectiveness of this policy and will review the implementation of it on a regular basis. Reviews assess the policy’s suitability, adequacy, and effectiveness. 

 

Internal control systems and procedures designed to prevent bribery and corruption are subject to regular audits to ensure that they are effective in practice. Any need for improvements will be applied as soon as possible. Employees are encouraged to offer their feedback on this policy if they have any suggestions for how it may be improved. Feedback of this nature should be addressed to the Research Director.

Equality, Diversity and Inclusion policy

 

Hustle & Co Harrogate Ltd (T/A Hustle & Co) is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

The company - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

 

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 

The company commits to: 

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
     

  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. 

    This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the company provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

    All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

     

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

    Such acts will be dealt with as misconduct under the company’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

     

  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
     

  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
     

  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
     

  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

    Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management

If you suspect wrong doings then we do have the Whistleblowers Policy for any acts to be reported on (See Employee Handbook).

 

We will ensure that no one suffers any detrimental treatment as a result of reporting a concern relating to discrimination or any issue concerning equality, diversity and inclusion.

 

Details of the company’s grievance and disciplinary policies and procedures can be found in the Employee Handbook. This includes with whom an employee should raise a grievance.

Use of the company’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Modern Slavery and Human Trafficking Policy

 

This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, agency workers, seconded workers, volunteers, agents, contractors, sub-contractors, and suppliers.

Hustle & Co strictly prohibits the use of modern slavery and human trafficking in our operations and supply chain. We are committed to implementing systems and controls aimed at ensuring that modern slavery is not taking place anywhere within our organisation or in any of our supply chains. We expect that our suppliers will hold their own suppliers to the same high standards.

Modern slavery encompasses slavery, servitude, forced and compulsory labour, bonded and child labour and human trafficking. Human trafficking is where a person arranges or facilitates the travel of another person with a view to that person being exploited. Modern slavery is a crime and a violation of fundamental human rights.

 

Our Commitments

We shall be a company that expects everyone working with us or on our behalf to support and uphold the following measures to safeguard against modern slavery:

  • We have a zero-tolerance approach to modern slavery in our organisation and our supply chains.

  • The prevention, detection and reporting of modern slavery in any part of our organisation or supply chain is the responsibility of all those working for us or on our behalf. Employees must not engage in or facilitate any activity that might lead to a breach of this policy.

  • We conduct ongoing training for our staff so that they recognise signs of modern slavery and understand what to do if they suspect that it is taking place within our supply chain. 

  • We are committed to engaging with our suppliers to address the risk of modern slavery in our supply chain.

  • We take a risk-based approach to our contracting processes and keep them under review.

  • We may require employment and recruitment agencies and other third parties supplying workers to our organisation to confirm their compliance with our Modern Slavery and Human Trafficking Policy.

  • Suppliers engaging workers through a third party to obtain that third parties’ agreement to adhere to our Modern Slavery and Human Trafficking Policy.

  • As part of our ongoing risk assessment and due diligence processes, we will consider whether circumstances warrant us carrying out audits of suppliers for their compliance with our Modern Slavery and Human Trafficking Policy.

  • If other individuals or organisations working on our behalf have breached this policy we will ensure that we take appropriate action, if necessary, terminating such relationships and notifying any relevant parties, including customers

Modern Slavery Statement

 

Modern Slavery Statement for Financial Year 2019/20

 

This statement is made pursuant to s.54 of the Modern Slavery Act (2015) and sets out the steps that Hustle & Co takes to ensure that modern slavery is not taking place within the business or our supply chain.

In addition to slavery, Modern Slavery encompasses human trafficking, servitude and forced labour. Hustle & Co adopts a zero-tolerance stance on modern slavery in any form. The company is committed to acting ethically and with integrity and transparency in all business dealings and to putting effective controls in place to safeguard against modern slavery taking place either within the business or our supply chain.

Our Business
 

A fresh food café and restaurant, for eat-in and takeaway

 

Our Policies 
 

We maintain a range of policies to ensure that we are conducting business in an ethical and transparent manner. These include:

  1. Modern Slavery and Human Trafficking Policy
    This policy confirms Hustle & Co’s stance on modern slavery and human trafficking and explains how employees can identify any instances of this and where they can go for help.

  2. Recruitment Process
    We maintain a robust recruitment process, including conducting eligibility to work in the UK checks for all employees to safeguard against human trafficking or individuals being forced to work against their will.

  3. Whistleblowing Policy
    We operate a whistleblowing policy so that all employees are assured that they can raise concerns within our business or supply chain, without fear of punishment.

  4. Employee Code of Conduct
    Our code of conduct confirms that we expect our employees to comply with the Modern Slavery Act (2015) and other legal and regulatory codes.

Our Suppliers 
Hustle & Co Limited operate a third-party supplier policy and maintain a supplier list. We expect current and potential new suppliers to adopt the same Modern Slavery Act (2015) edicts and to work to the same principles of Hustle & Co Limited in support of the Act. We conduct due diligence on all suppliers before allowing them to become a supplier. This due diligence includes an online search to ensure that an organisation has never been convicted of offences relating to modern slavery. 

We reserve the right to terminate a contract with a supplier at any time should any instances of modern slavery occur.

Training 
We conduct ongoing training for our staff so that they recognise signs of modern slavery and understand what to do if they suspect that it is taking place within our supply chain. 

 

Our Performance Indicators 
Monitoring the compliance with the Modern Slavery Act (2015) within the business or our supply chain forms part of our risk management and audit process. We will also know the effectiveness of the steps that we are taking to ensure that slavery and human trafficking is not taking place within our business or supply chain if no reports are received from employees, the public, or law enforcement agencies to indicate that modern slavery practices have been identified.                               

 hello@hustleandcocafe.co.uk

71 Station Parade, Harrogate, HS1 1ST

01423 55 28 44