Financial Express (Holdings) Limited (“we”, “our”, “us” and derivatives) are committed to protecting and respecting your privacy. This Privacy Policy, together with our Terms of Use, sets out the basis on which any personal data that we collect from you, or that you provide to us, will be processed by us relating to your use of any of the below websites (“sites”).

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For the purposes of the Data Protection Act 1998, the data controller is Trustnet Limited of 2nd Floor, Golden House, 30 Great Pulteney Street, London, W1F 9NN. Our nominated representative for the purpose of this Act is Kirsty Witter.

WHAT INFORMATION DO WE COLLECT ABOUT YOU?

We collect information about you when you register with us or use any of our websites / services. Part of the registration process may include entering personal details & details of your investments.

We may collect information about your computer, including where available your operating system, browser version, domain name and IP address and details of the website that you came from, in order to improve this site.

You confirm that all information you supply is accurate.

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In order to provide personalised services to and analyse site traffic, we may use a cookie file which is stored on your browser or the hard drive of your computer. Some of the cookies we use are essential for the sites to operate and may be used to deliver you different content, depending on the type of investor you are.

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HOW WE USE INFORMATION

We store and use information you provide as follows:

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We may also send you emails to provide information and keep you up to date with developments on our sites. It is our policy to have instructions on how to unsubscribe so that you will not receive any future e-mails. You can change your e-mail address at any time.

In order to provide support on the usage of our tools, our support team need access to all information provided in relation to the tool.

We will not disclose your name, email address or postal address or any data that could identify you to any third party without first receiving your permission.

However, you agree that we may disclose to any regulatory authority to which we are subject and to any investment exchange on which we may deal or to its related clearing house (or to investigators, inspectors or agents appointed by them), or to any person empowered to require such information by or under any legal enactment, any information they may request or require relating to you, or if relevant, any of your clients.

You agree that we may pass on information obtained under Money Laundering legislation as we consider necessary to comply with reporting requirements under such legislation.

ACCESS TO YOUR INFORMATION AND CORRECTION

We want to ensure that the personal information we hold about you is accurate and up to date. You may ask us to correct or remove information that is inaccurate.

You have the right under data protection legislation to access information held about you. If you wish to receive a copy of any personal information we hold, please write to us at 3rd Floor, Hollywood House, Church Street East, Woking, GU21 6HJ. Any access request may be subject to a fee of £10 to meet our costs in providing you with details of the information we hold about you.

WHERE WE STORE YOUR PERSONAL DATA

The data that we collect from you may be transferred to, and stored at, a destination outside the European Economic Area (“EEA”). It may be processed by staff operating outside the EEA who work for us or for one of our suppliers. Such staff may be engaged in, amongst other things, the provision of support services. By submitting your personal data, you agree to this transfer, storing and processing. We will take all steps reasonably necessary, including the use of encryption, to ensure that your data is treated securely and in accordance with this privacy policy.

Unfortunately, the transmission of information via the internet is not completely secure. Although we will do our best to protect your personal data, we cannot guarantee the security of your data transmitted to our sites; any transmission is at your own risk. You will not hold us responsible for any breach of security unless we have been negligent or in wilful default.

CHANGES TO OUR PRIVACY POLICY

Any changes we make to our privacy policy in the future will be posted on this page and, where appropriate, notified to you by e-mail.

OTHER WEBSITES

Our sites contain links to other websites. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websites.

CONTACT

If you want more information or have any questions or comments relating to our privacy policy please email publishing@financialexpress.net in the first instance.

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Sports Direct Intl. (SPD)

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Friday 18 December, 2015

Sports Direct Intl.

Statement regarding employment practices

RNS Number : 4971J
Sports Direct International Plc
18 December 2015
 

 

18 December 2015

 

Sports Direct International plc:

Statement regarding employment practices

 

 

The Board ("we" or "us") of Sports Direct International plc ("Sports Direct" or "the Company") notes the continued commentary regarding the working conditions of its employees and casual workers. To date, Sports Direct has sought to address questions relating to its employment practices on a case-by-case basis directly with the enquirer, but it has become evident that by doing so various parties have chosen to ignore the facts provided and have continued to present an unfair portrayal of the Company's employment practices. Sadly, it is also now clear that some others have chosen to rely on this portrayal when making public statements about Sports Direct, rather than obtaining information directly from the Company before commenting.

 

The Board takes its responsibilities towards all the Company's stakeholders, be they staff, contactors, suppliers or customers, extremely seriously. Without our commitment to our staff and the implementation of a performance-led culture which encourages success, there is no way Sports Direct would have been able to grow from a single sports shop over 33 years ago to the global retailer it is today. The Board believes Sports Direct is a major contributor to all the communities and countries in which it operates; not least, since Sports Direct became a public business in 2007, it has contributed over a billion pounds in tax to the UK exchequer.

 

The Board is today issuing this statement setting out the key facts about the terms and conditions of Sports Direct's workers. We hope that by doing so, the unfounded criticisms will cease. To be clear, we value the continuing hard work of the Company's entire workforce, both employees and casual workers.

 

Warehouse agency workers

 

Sports Direct directly employs a number of staff in the Shirebrook warehouse. The remaining workers in the warehouse have contracts with one of two main agencies the Company uses to staff the warehouse. These contracts are on an agreed (between the worker and the agency) contracted hours basis. No Sports Direct employees are engaged in the Shirebrook warehouse on a 'zero hour' contract, and the main agencies have confirmed to us that none of their workers are engaged on a 'zero hour' contract. 

 

The two main agencies that Sports Direct uses to provide workers at Shirebrook supply workers to hundreds of companies nationally including many retail warehouses. The agencies use the same core terms and conditions for all their employees (totalling c. 35,000 across the UK), with some limited localised variations. A review of all the terms and conditions applicable to the agency workers supplied to Sports Direct (including, inter alia, the operation of the strike system) will be undertaken, and we will be considering implementing appropriate additional variations once that review is completed.

 

Neither agency workers nor employees are subjected to 'naming and shaming' via publication of a league table identifying individuals by name. The Company uses an anonymous ranking system to monitor performance. An individual's unique number (known only to the employment agencies, the Company and the worker) benchmarks staff against the anonymised data of their peers. Individuals can check their performance, should they wish to do so.

 

The warehouse tannoy is not used to 'harangue' or 'name and shame' staff; the tannoy is used for logistical reasons, for example, to redeploy staff to other areas of the building or to let staff know that a truck is waiting for stock to be dispatched.

 

Sports Direct does not penalise its staff for being ill. Sanctions may be applied if workers fail to follow the Company's reasonable sickness absence notification procedures, which are in line with industry best practice. The Company is not aware of any occasions on which sick children have not been able to be collected from school by their parents. Sports Direct allows staff time off to look after dependants in such circumstances.

 

Neither Sports Direct nor the agencies it uses discriminate in favour of or against any applicant or worker on the basis of nationality or for any other reason. Both the Company and the agencies with which it works are equal opportunities employers. There are workers of various nationalities, including local British citizens, currently working in the warehouse. Neither the Company nor the agencies distinguish between workers of different nationalities; Sports Direct and the agencies value the contribution of all workers equally.

 

Sadly, all companies have to be cognisant of theft from warehouse operations. As such, there is a need for some security measures to be in place at Shirebrook. One simple and sensible way of managing this issue is to ensure that workers do not wear the clothing brands stocked in the warehouse. This is not an unusual practice in many retail companies' warehouse operations. There are of course numerous other brands that staff can easily wear.

 

All employees, agency workers and visitors, including executive management and Board members, are subject to random searches on leaving the Shirebrook warehouse. Trained security staff conduct random searches and the Company continues to keep the process under review, with the aim of reducing any inconvenience to staff as much as possible.

 

Retail casual workers

 

Sports Direct is not alone in using 'zero hour' contracts. A significant number of retailers use 'zero hour' contracts in their shops (as well as other companies, government and local government employers), as all parties appreciate the flexibility provided by these contracts.

 

Sports Direct 'zero hour' terms of engagement include holiday pay, and sick pay is payable where the relevant criteria for statutory sick pay are met. Sports Direct 'zero hour' terms do not prohibit a casual worker seeking work from another company. 

 

A significant number of casual workers have moved from 'zero hour' terms into permanent employment when the circumstances allow (for example, when the worker wishes to apply for a permanent role if one becomes available). Many of these workers have developed very successful careers within Sports Direct, including the Chief Executive, senior head office management, regional managers, area managers, store managers and many more.  



Staff rewards

 

Virtually all casual retail workers are eligible for bonus payments in addition to their contracted hourly rate of pay. In November 2015, over 80% of retail casual workers achieved a performance-related bonus.

 

Sports Direct also operates one of the most successful share-based employee incentive schemes in the UK, which is open to around 2,500 participating employees.

 

The historical and current bonus arrangements are an integral part of the Company's reward culture and have led directly to a significant improvement in Sports Direct's financial performance. These arrangements have ensured that the staff are able to share in the Company's success.

 

Confidential hotline

 

Sports Direct operates an anonymous hotline that enables its staff to report concerns and/or make complaints confidentially, with no risk of reprisal.

 

Next Steps

 

Sports Direct always seeks to improve and do things better, listens to criticism and acts where appropriate. With that in mind, as noted above, the Board has agreed that Mike Ashley shall personally oversee a review of all agency worker terms and conditions to ensure the Company does not just meet its legal obligations, but also provides a good environment for the entire workforce. We expect him to start that work in the New Year.

 

 

- Ends -

 

Powerscourt​​​​​​

T. 0207 250 1446

Rory Godson

Peter Ogden

Lisa Kavanagh

 

 

 

 

Notes to Editors

 

Sports Direct is the UK's leading sports retailer by revenue and operating profit, with approximately 400 stores across the UK. The Group provides an unrivalled range of products, offering exceptional quality and unbeatable value, from a wide variety of third-party and Group-owned brands, both in-store and online. Sports Direct now operates in 20 countries in Europe. For more information please visit: www.sportsdirectplc.com 

 

 

 

 


This information is provided by RNS
The company news service from the London Stock Exchange
 
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