Company
LIPTON Teas and Infusions
Date of signature
6 September 2024
Signatories
LIPTON Teas and Infusions Chief People Officer, International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations (IUF) General secretary
Key objectives
“LIPTON Teas and Infusions and the IUF affirm their shared commitment to the prevention of sexual harassment, which is an essential foundation for achieving equality and non-discrimination.
This Joint Commitment outlines the standards, principles and actions upon which LIPTON Teas and Infusions and the IUF commit to work together to prevent sexual harassment at LIPTON Teas and Infusions.”
Duration
Not defined
Implementation and dissemination
“LIPTON Teas and Infusions and the IUF agree:
• To take adequate measures to ensure that local management and trade union members and representatives are fully aware of the relevant international standards and any applicable national and local regulations with regard to sexual harassment and the procedures outlined in Lipton Teas and Infusions's Code of Business principles;
• To organize training and awareness activities, including in the case of LIPTON Teas and Infusions, training all staff and managers on the zero tolerance policy and their responsibilities under it to ensure that full support can be provided to any victims of sexual harassment;
• To recognize the importance of including sexual harassment, as well as its associated psychosocial risks, in the management of safety and health at work; to identify the dangers and assess the risks of sexual harassment, including thorough risk assessments conducted by LIPTON Teas and Infusions with the active participation of the workforce, such as the occupations and forms of work in which workers are most exposed to sexual harassment; and to adopt measures to prevent and control them;
• Where there are areas of higher risk, where high levels of temporary and/or seasonal labour have been employed and where there are high numbers of women supervised by a majority of men, specific awareness and training measures should be agreed and deployed by management and the trade union.
At corporate level, LIPTON Teas and Infusions will monitor cases of sexual harassment to identify where further action might be appropriate, The IUF and LIPTON Teas and Infusions will agree on regular review procedures to monitor progress and how cases have been addressed.”
(…)
“Key role of local/regional LIPTON Teas and Infusions management and IUF affiliated unions
Trade union representatives play a key role:
• On advising their members of what constitutes sexual harassment;
• On awareness-raising and training;
• On assisting employees/members to raise complaints and issues either through the LIPTON Teas and Infusions Code process or via the established individual or collective grievance procedures and/or national legislation.”
The text also details principles and procedures to stop sexual harassment at work.
Review and monitoring
“At corporate level, LIPTON Teas and Infusions will monitor cases of sexual harassment to identify where further action might be appropriate. The IUF and LIPTON Teas and Infusions will agree on regular review procedures to monitor progress and how cases have been addressed.é
Dispute settlement and sanctions
“LIPTON Teas and Infusions will respond appropriately and seek to resolve any case of sexual harassment within its owned facilities that might arise in the framework of its relations with joint venture partners, subcontractors, suppliers or any other type of business relationship that operates within its facilities, according to its obligations required by the due diligence principle. LIPTON Teas and Infusions also recognizes its due diligence obligations to ensure that sexual harassment does not occur in its supply chain.”
Related texts
IUF - LIPTON Teas and Infusions and IUF Memorandum of Understanding (2024)
Main topic
Sexual Harassment