Introduction

 

SOHO Coffee Co. (which we’ll refer to as ‘SOHO’, ‘we’ or ‘us’ in this document) is proud to have been offering 100% Fairtrade organic, arabica coffee and delicious, handmade food, freshly prepared in our own kitchens for nearly two decades.

 

Our entire business is built on the trust you place in us and we are equally committed to processing your personal information fairly and transparently and in accordance with data protection law, including the General Data Protection Regulation (“GDPR”) (“Data Protection Law”).

 

This Privacy Notice explains in detail the types of personal data we may collect about you when you interact with us. It also explains how we’ll store and handle that data, and keep it safe.

 

We know that there’s a lot of information here, but we want you to be fully informed about your rights, and how SOHO Coffee Co. uses your data.

 

We hope the following sections will answer any questions you have but if not, please do just drop us a line and we’ll be happy to help.

 

The legal bit

 

The law on data protection sets out a number of different reasons for which a company may collect and process your personal data, including:

 

Consent

In specific situations, we can collect and process your data with your consent.  For example, when you tick a box to receive email newsletters, or sign up to our instore Wi-Fi or App.

 

When collecting your personal data, we’ll always make clear to you which data is necessary in connection with a particular service.

 

Contractual obligations
In certain circumstances, we need your personal data to comply with our contractual obligations.

 

For example, if you order an item such as a Working Lunch, we’ll collect your contact details and payment to ensure your order has been acknowledged and processed.

 

Legal compliance
If the law requires us to, we may need to collect and process your data.

 

For example, we can pass on details of people involved in fraud or other criminal activity affecting the business to law enforcement.

 

Legitimate interest
In specific situations, we may require your data to pursue our legitimate interests in a way which might reasonably be expected as part of running our business and which does not materially impact your rights, freedom or interests.

 

For example, we will use your purchase history to send you or make available personalised offers.

 

We also combine the shopping history of many customers to identify trends and ensure we can keep up with demand or develop new products.

 

What type of information do we collect?

 

We aim to give you the best possible service and, as part of this, we sometimes collect information directly or indirectly from you.

 

For example, when you visit our website, https://sohocoffee.com/or log into our free instore Wi-Fi you may choose directly to sign up to receive newsletters and marketing from us. In which case, you may be asked for details such as your name, date of birth and email address.

 

Some personal data is collected indirectly.  Like most website operators and Wi-Fi providers, this data helps improve our understanding of how we can improve your experience of our website and instore Wi-Fi. This information may include your location, your computer’s Internet Protocol (IP) address, your browser type and version, the pages you visit on our website, the time and date of your visit, and the time spent on each page.

 

When you engage with us on social media and make a comment or complaint about our services via Facebook, Twitter, Instagram, or any other public domain, we may use that information to get in touch with you so that we can respond to your comments. We may equally ask you for permission to use a lovely photo you may have posted!  Where you have posted a blog or an article about us we may also wish to get in touch with you.

 

Should you contact us directly via email with a query, we may need to pass your information to one of our franchise partners in order to resolve the matter.  In this instance, your personal data will only be used in the context of addressing your original email and will not be used by the franchise partner for their own sales and marketing purposes.  Your data will be stored securely and deleted once all issues are resolved.

 

Where we hold your information

 

You can trust us to store and maintain any personal information of yours that we may have collected safely and securely, as if it were our own.

We have a secure internal database that is shared with no-one but ourselves and we do not share your information with anyone but those companies who we trust to carry out business on our behalf and who are also GDPR compliant.

Any information that you have given us directly is stored with these trusted business partners, such as our App provider, Wi-Fi data controller or Mailchimp, all of which are GDPR compliant and take as much care as we do to ensure your information is safe. None of our business partners will ever share your information with any third party, unless required for legal compliance with law enforcement bodies for fraud management or illegal activity; nor will they contact you directly for marketing purposes.

Please find our App provider’s privacy policy here:

https://support.yoyowallet.com/hc/en-gb/articles/207465553-Yoyo-Wallet-Privacy-Notice

And please find our in-store WiFi provider’s privacy policy here:

https://www.wireless-social.com/privacy-policy/

 

How we may use your information

 

We may use your information for some or all of the following activities: For customer services purposes, so that we can interact with you; to process any order made via our stores; to process any request you may have made; to process any entries that you make to competitions run by us; for marketing purposes; for market research purposes, so that we can understand your needs better; to improve your user experience across all digital platforms; to seek your views on the services we provide; to notify you of changes to our services; for crime and fraud prevention, where we have a legal duty or right to disclose your information; to process a job application; to verify your identity.

 

Your Rights

 

We use Mailchimp for our mailouts, allowing all contact details to be updated with ease.  Mailchimp also gives you the option to unsubscribe from our mailing list at any time, and this can be found at the bottom of every mailing/newsletter we send.

You can also email us directly at talktous@sohocoffee.co.ukif you would like to be removed from our database at any time.

If you have not opted-in to receive marketing from us, none of your personal data will be stored.

You have the right to request a copy of any information about you that we hold, also to have that information corrected if it is inaccurate, or have it deleted from our database at any time.

 

SOHO Coffee Co. HR privacy policy as an employer

 

The GDPR is concerned with respecting the rights of individuals when processing their personal information. This can be achieved by being open and honest with employees about the use of information held about them, and by following good data handling procedures.

For the purposes of this policy, Personal data is data that relates to an identified or identifiable individual and is:

  • processed electronically
  • kept in a filing system
  • part of an accessible record, for example an education record
  • held by a public authority

This includes data that does not name an individual but could potentially identify them, for example a payroll or staff number.  All colleagues should ensure they are aware that any personal data they have in their possession will also be subject to the regulation.  For example, if a manager has a written copy of contact details for their team or an employee keeps customer names and numbers on notes on their desk.

The regulation contains 6 principles.

  • Personal data should be processed fairly, lawfully and in a transparent manner.

All personal data stored is accessible to any colleague who wishes to view his / her personal information. The Company will make not inappropriate use of personal data; all files are protected and access is restricted to authorised personnel only.

  • Data will only be obtained for specified and lawful purposes and not further processed in a manner that is incompatible with those purposes.

All personal data requested and received is done so for the business to carry out its legislative duties; examples of this would be to ensure compliance with an employee’s Right to Work, HMRC regulations and other legislative requirements.  This ensures, among other things, that we can pay our team, and provide HMRC with all the required information and payments required.  The data will also be shared in response to any law enforcement request that is properly requested within the confines of the Act.

  • The data should be adequate, relevant and not excessive.

All our payroll data is stored securely by us and our third-party payroll provider, Numerii. Under no circumstances will Numerii request personal information from our team unless it is required under this or other legislation.

  • The data should be accurate and where necessary kept up to date.

The business will ensure that all data is relevant and up to date. Any changes to personal information must be authorised by the individual concerned, with a signature, to recognise the changes are accurate and as requested.

  • Data should not be kept for longer than necessary.

All personal data will be held for a maximum of 36 months in line with current payroll legislation.

  • Data should be kept secure.

Only authorised personnel have access to employee files.  These individuals will have been given permission as part of their specific job role and authorised by the Board.  Our current third-party payroll data storage companies, Numerii and Quinyx, have detailed GDPR policies and are fully compliant.

All in-house systems are password protected and access is granted to authorised personnel only.  If an individual wants to see the information held on them they will need to request access.

All staff have a responsibility to ensure that their activities comply with the data protection principles. Authorised personnel have responsibility for the type of personal data they collect and how they use it. Colleagues should not disclose personal data outside the organisation’s procedures, or use personal data held on others for their own purposes.

The company and our staff are already complying with the Data Protection Act 1998, and as such the new legislation will be further security for the business.

Monitoring employees

 

We monitor our staff, for example to detect crime, and we are required to make our workers aware of the nature and reason for the monitoring. This forms part of the company CCTV policy.  This is applicable whether the monitoring is taking place using CCTV, accessing a worker’s email or telephone calls, or in any other way.

A worker’s right to request their personal data

Our staff have a right to access information that an employer may hold on them.  This could include information regarding any grievances or disciplinary action, or information obtained through monitoring processes.

If a worker wants to see their personal data, they should speak to their line manager or an HR representative of the company. Most requests for personal data can be provided quickly and easily, and in any event within the one-month time limit stipulated by GDPR.  If we have reason to refuse a request for access to personal information, we will inform the individual within one month to confirm (i) why the request has been refused; and (ii) that the individual has the right to complain to the supervisory authority and to a judicial remedy.

Foreword

SOHO Coffee Shops Ltd continues to undergo planned change and expansion. Our Vision, Mission and Values are centered on our very real desire to achieve excellence within our marketplace – both for our customers and for our teams; it is important to us to be an employer of choice.

 

Due to our sustained growth, we, at SOHO, are pleased to be submitting our second Gender Pay Gap Report. This is a key milestone for us since it enables us to draw comparisons with our report of a year ago and demonstrate positive movement in our performance.

 

I am pleased that the actions we committed to a year ago are bringing about improvements. It is, however, important we, as a company, recognise this is a work in progress. As we grow and review our structure our performance will likely fluctuate; it is therefore imperative we continue to develop our people plans, build confidence within our team and encourage them to apply for all opportunities which are available, regardless of gender. We will work hard towards attaining and maintaining the gender-neutral status within our business.

 

Penny Manuel,

Managing Director,

SOHO Coffee Shops Ltd.

Our company

Gender Pay Gap Reporting is now a requirement for all organisations in the UK with more than 250 employees in accordance with Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, to clearly show the gap in average pay between male and female employees, which is expressed as a percentage of men’s earnings.

 

We at SOHO are excited to complete our second Gender Pay Gap Report due to the wonderful continued growth of our business, and for the first time we can make a comparison on data reported the previous year.

 

When compiling this report, it is important to remember the difference between the Gender Pay Gap and Equal Pay. Equal Pay is defined by The Equality and Human Rights Commission as “men and women in the same employment performing equal work must receive equal awards” and is a right protected by the Equality Act (2010) which protects people from discrimination across nine protected characteristics.

 

Purposely not adhering to Equal Pay is an unlawful form of discrimination; having a Gender Pay Gap is not unlawful, as the causes of the gap do not fall within the direct control of the employer.

 

At SOHO, we are an equal pay employer and we do not engage in practices that breach equal pay legislation. We are proud of our honest and open approach to equality, as shown in our Equal Opportunities Policy and Dignity at Work Policy, and associated procedures. We have built our pay structure by role and not gender and will continue to do so as we grow.

 

By addressing our Gender Pay Gap we will ensure we continue this positive approach by going beyond legislative compliance and placing an appropriate plan of action for reaching and maintaining our goal of being a Gender Pay neutral workplace.

 

All data is correct as at the Snapshot date of 5th April 2018.

Our employees

The hospitality sector is, on average, made up of a 65% female workforce. SOHO is in line with the industry average with a workforce that consists of 64% female and 36% male employees, and despite our growth, remains consistent with the previous year.

 

Almost a quarter of our total workforce is made of up salaried employees, who are the backbone of SOHO. This includes all our Store Managers and Assistant Store Managers, our employees at HQ including the Kitchen and Warehouse managers, and the office where Finance, Operations and Marketing live, along with our senior management team. Of our salaried employees, 61% are female and 39% male.

 

Over three-quarters of our workforce are hourly employees, who work as the face of SOHO as Team Members and Supervisors in our stores, and as the heart of SOHO in our Kitchen and our Warehouse at HQ. Of our hourly employees, 65% are female and 35% male.

Our calculations

There are six required calculations which make up our Gender Pay Gap Report:

 

  1. Mean Gender Pay Gap
  2. Median Gender Pay Gap
  3. Mean Bonus Gender Pay Gap
  4. Median Bonus Gender Pay Gap
  5. Proportion of Males Receiving Bonus & Proportion of Females Receiving Bonus
  6. Proportion of Males and Females When Divided into Four Groups Rated in Order of Pay

 

 

  1. Mean Gender Pay Gap

 

The Mean Gender Pay Gap is the difference between males and females average hourly-rate of pay, expressed as a percentage of the male mean. At SOHO this is -1.49%

 

Being a negative figure means, on average, our female employees at SOHO earn slightly more than the males; for every £1 male employees earn at SOHO, female employees earn £1.01.

 

This is a positive improvement on last year’s figures, showing an 8p increase for our SOHO females.

 

In 2018 the National Mean Pay Gap for all employees was 17.9% (Office for National Statistics), meaning the Mean Gender Pay Gap at SOHO is better than the national average.

 

 

  1. Median Gender Pay Gap

 

The Median Gender Pay Gap is the difference in the midpoints of the ranges of males and females pay, expressed as a percentage of the male median. At SOHO this is 0%

 

The range for our employees’ pay is evidence of our statement that employees are paid solely in accordance with the role that they perform.

 

This is again a positive improvement of 7% on last year’s figures.

 

At SOHO we are proud to have introduced a Profit Share Bonus Scheme for our Store Managers in Spring 2018, so this is our first time to report on Bonus figures, albeit for only one month of data. The Scheme, paid monthly in arrears, is based upon three specified targets for each Store:

 

  • Sales
  • Wage Cost
  • Gross Profit

 

The Store Managers who hit their required targets receive a payment based upon the Store’s achievements.

 

8% of our Total Workforce in the Bonus Scheme.

9% of all Male Employees in the Bonus Scheme.

7% of all Female Employees in the Bonus Scheme.

 

 

  1. Mean Bonus Gender Pay Gap

 

The Mean Bonus Gender Pay Gap is the difference in males and females average bonus payments in the twelve-months prior to the Snapshot Date, expressed as a percentage of the male mean. At SOHO this is -51.83%

 

Being a negative figure again, shows that bonuses paid to female employees were greater on average than those paid to male employees; for every £1 bonus paid to males, £1.52 bonus was paid to females.

 

 

  1. Median Bonus Gender Pay Gap

 

The Median Bonus Gender Pay Gap is the difference in midpoints of the ranges of males and female bonus pay.  At SOHO this is -46.99%

 

This shows that the mid-point of female bonus pay is higher than the mid-point of males’ bonus pay, showing a higher value range of payments made to females.

 

 

  1. Proportion of Males receiving Bonus & Proportion of Females receiving Bonus

 

This is the number of all male and female employees who were paid a bonus in the 12-months prior to the Snapshot Date;

 

5% of our total workforce received a bonus payment.

5% of all female employees received a bonus payment.

6% of all male employees received a bonus payment.

70% of employees in the bonus scheme received a payment.

69% of female employees in the bonus scheme received a payment.

70% of male employees in the bonus scheme received a payment.

 

 

  1. Proportion of Males and Females when divided into Four Groups ordered in rate of pay

 

The Quartiles represent all employees in four equal divisions based upon their hourly earnings, with attention paid to the Gender split in each quartile.

 

Female employees in the upper quartile (highest paid employees) = 23%

Female employees in the upper middle quartile = 26%

Female employees in the lower middle quartile = 25%

Female employees in the lower quartile (lowest paid employees) = 26%

 

Male employees in the upper quartile (highest paid employees) = 28%

Male employees in the upper middle quartile = 23%

Male employees in the lower middle quartile = 25%

Male employees in the lower quartile (lowest paid employees) = 24%

 

Ratio of female to male employees in the upper quartile = 6:4

Ratio of female to male employees in the upper middle quartile = 7:3

Ratio of female to male employees in the lower middle quartile = 6:4

Ratio of female to male employees in the lower quartile = 7:3

 

There is a higher proportion of females within each Quartile, due to the overall gender divide within the Company, but the divide is closest in Q1 amongst our highest-paid employees.

 

Overall, there is a good divide of each gender amongst the Quartiles, with no one section standing out farther than the rest, so our employees are evenly distributed across the workforce pay scales.

Corporate, Sustainability & Environmental Responsibility

  1. Our approach

Our approach is simple. We believe business should be a force for good and being socially responsible encompasses a whole host of good things. We’re on a journey, we don’t pretend to be perfect and we strive to do the best we can, knowing this involves constant review of the status quo.

Our approach is holistic, encompassing all aspects of our business.   Committed to constantly improving, here are a few of the things we’re already doing…

 

  1. Our people

 

Who we are as an employer

It is important our teams feel respected and valued.  Our ‘team working recipe’ is to be inclusive and to embrace and celebrate everyone’s differences. We wholeheartedly believe in creating a happy, honest and inspiring working environment providing everyone with the opportunity to contribute, make a difference and be themselves.

 

SOHO Stars Programme

We’re a growing business with big plans and offer great opportunities for talented people-lovers to join us on our journey. And because we’re privately owned, we can plot our own path, nurture homegrown talent and we love promoting from within. Our ‘SOHO Stars Initiative’ training programme is all about identifying raw talent and developing all the skills and qualifications these highflyers need to be the great managers of the future. See our Gender Pay Gap Report in the tabs above.

 

  1. Our Triple Certified Coffee

It’s how many of us start our day, so we want everyone to have the best kick-start to their morning.  Since day one, our aim has always been to offer the most ethical and sustainable coffee we can source. That’s why back in the day our coffee was Fairtrade and Organic.  Now, we’re really pleased to be able to say our coffee is also from Rainforest Alliance CertifiedTMfarms that help protect the environment and ensure sustainable livelihoods.   Coffee is a precious commodity and we never take for granted the care and attention that goes into responsibly growing, harvesting and roasting every single full-bodied drop.

 

  1. Our food

As part of our pledge to support sound environmental practices, all our dairy milk is certified organic; British, free-ranging, pasture-fed cows producing the very best milk, supplied to us by a family-run, independent dairy.  It also goes without saying that all our eggs come fresh from free-range hens.

 

As we all become more informed about the environment and the consequences of climate change, increasingly, more of us are seeking “conscious eating”, reducing our meat intake and choosing more plant-based food.

 

We already have a wide variety of vegan and veggie options, but it is our pledge to increasingly develop our menu so that it allows us all to make sound choices.  Handmade in our kitchens everyday using the freshest ingredients, we continue to ensure that we source as much as possible in keeping with our ethical principles.

 

  1. Our partners

It’s really important to us that our partners share our vision and ethos.

 

We’re proud to partner with a local bakery and cake-maker who provide us with our daily bread and delicious cakes, made to our own recipe, and delivered in biodegradable sheep’s wool insulated packs by low-emission vans.

 

Where we can, we like to support local growers and producers. Our spring water is drawn from protected land in Herefordshire, within an hour from us. And in the same county, our potatoes are grown especially for us by a family run business in its 4thgeneration, whose solar panels generate the electricity for their cold store facilities.

 

Ethical sourcing, environmental responsibility and traceability are key components for our partners. As part of this, a drive to reduce carbon footprints and increase efficient business practices is at the forefront of all our minds.

 

  1. Doing the right thing starts at home…

  • Our kitchen is highly insulated so the energy we use only goes on what we need.
  • Our vans have speed limiters on them, reducing fuel usage and, rather than multiple deliveries, our drivers do round robin trips with everything our stores need in one drop.
  • 100% of our cardboard is recycled via Hereford Paper for another life cycle in packaging and we recycle our milk carton tops to convert to scarves in association with Lush.
  • All our lights at Head Office are PIR so they only come on when we need them, and they’re LED when they do.
  • We save non-recyclable plastic mushroom trays from the skip, giving them a second life when we deliver them to John, our local PYO fruit and vegetable grower.
  • All our on-site waste is either recycled, composted or incinerated. Zero waste goes to landfill. This includes plastic and metals.
  • We’re in the process of organising our kitchen scraps going to anaerobic digestion, to generate energy and then be turned into compost…watch this space.

 

  1. Packaging

We’re committed to making it as easy as possible for us all to do the right thing.

 

Decisions made with the best of intentions can sometimes lead to unforeseen unintended consequences. We think carefully before making changes. So, rather than introduce portable cutlery sets, made of bamboo and imported all the way from China, we would rather find a closer-to-home solution.

 

The boxes for our take-away SOHO spuds close the sustainability loop nicely.  Being made of corn waste, a by-product of sugar cane crops, also means they’re fully biodegradable once you’ve enjoyed lunch.

 

We introduced fully biodegradable sandwich packs last year – yes, even the acetate window is biodegradable! and a compostable tray for our large salads.

 

For some time now, we have offered a discount to customers who bring in their own re-usable cups with an obvious ambition to drive the consumption of disposable products down. This allows customers freedom of decision and positively encourages the greener choice. We have also introduced our own keep cups for purchase in all our stores to help make this easier. We have moved our disposable consumption downwards by more than 35% in the last two years. #choosetoreuse #noexcuseforsingleuse

 

Plastic

Our greatest challenge! Unfortunately, plastic is still the easiest and most practical way to package our food so it remains fresh and easy for you to grab on-the-go.  We have made sure that all our plastic packaging is made of the same type of plastic which is easily recycled at home or work, keeping it out of the waste stream. And, bit by bit, we’re increasingly using recycled plastic that has already had a previous life.

 

#plasticspact

We’re well on our way to achieving the targets we’ve set ourselves – in line with the international Plastics Pact to achieve the following by 2025:

 

  • 100% of plastic packaging to be reusable, recyclable or compostable
  • 70% of plastic packaging effectively recycled or composted
  • To take actions to eliminate problematic or unnecessary single use packaging items
  • 30% average recycled content across all plastic packaging

 

The great news is that we’re all in this together.  We believe in the ripple effect – that individual actions can collectively bring about the changes we so badly want to see. As we seek to improve the way we do things, the other moving parts are efficient nation-wide recycling facilities and you, our mindful customers.

 

We’re constantly encouraging our teams through training and engagement not to offer items unless they’re asked for.  Please help us to do the right thing by not asking for a take away if you’re staying with us or a straw when it isn’t necessary.

 

Our Pledge: to continue to review the host of different materials coming onto the market and do our best to make sure that any alternative we go with is widely supported by easy collection and accessible recycling or waste facilities, at home and out and about, so that doing the right thing is easy for us all, wherever we are.

 

  1. Another big issue…food waste

There’s a delicate balance between maintaining the right level of fresh food on the shelves and not over stocking, leading to food waste.

 

We’ve been conscious of this since we opened our first store back in 1999.  Then, as we do now, any left-over food has been going to the Trinity Church in Cheltenham to be distributed to the homeless.  As we grow, and wherever we can, we aim to partner with a local charity to have any excess food re-distributed to those in need.

 

We’ve also recently partnered with the Felix Project in London to trial collections.  Food is distributed to The Salvation Army and other charities. #felixprojectuk #helpforhunger #foodwaste #wastenot

 

  1. What’s next?

We’re on the journey and we believe that open minds and a creative approach will ensure we continue to progress.   We know we’ve still got a long way to go and we’re looking at new ideas all the time.

 

We’re thinking of starting a Lunch Club

We can all do our bit to reduce plastic use.  So, would you be prepared to bring your own lunch box and let us fill it for hot food?  Can you see yourself keeping your lunchbox at work and re-using it every day to cut down on packaging?  Let us know what you think: talktous@sohocoffee.co.uk

 

Straws

Straws – Just the tip of the iceberg but now representative of the huge plastic problem. Every alternative material has different embodied energy and repercussions for the environment in its disposal.  We’d love to hear your views.

 

We welcome any suggestions you may have on how you think we could improve.  Email us at talktous@sohocoffee.co.uk, or on Instagram, Twitter, or Facebook using the hashtags: #goodideas #breakfreefromplastic #sustainableliving #reusablerevolution

Cookies Policy

  1. Introduction

1.1    Our website uses cookies.

1.2    We will ask you to consent to our use of cookies in accordance with the terms of this policy when you first visit our website.

 

  1. Credit

2.1    This document was created using a template from SEQ Legal (http://www.seqlegal.com).

 

  1. About cookies

3.1    A cookie is a file containing an identifier (a string of letters and numbers) that is sent by a web server to a web browser and is stored by the browser. The identifier is then sent back to the server each time the browser requests a page from the server.

3.2    Cookies may be either “persistent” cookies or “session” cookies: a persistent cookie will be stored by a web browser and will remain valid until its set expiry date, unless deleted by the user before the expiry date; a session cookie, on the other hand, will expire at the end of the user session, when the web browser is closed.

3.3    Cookies do not typically contain any information that personally identifies a user, but personal information that we store about you may be linked to the information stored in and obtained from cookies.

3.4    Cookies can be used by web servers to identify and track users as they navigate different pages on a website and identify users returning to a website.

 

  1. Analytics cookies

4.1    We use Google Analytics to analyse the use of our website.

4.2    Our analytics service provider generates statistical and other information about website use by means of cookies.

4.3    The information generated relating to our website is used to create reports about the use of our website.

4.4    Our analytics service provider’s privacy policy is available at: [http://www.google.com/policies/privacy/].

 

  1. Blocking cookies

5.1    Most browsers allow you to refuse to accept cookies; for example:

(a)    in Internet Explorer (version 11) you can block cookies using the cookie handling override settings available by clicking “Tools”, “Internet Options”, “Privacy” and then “Advanced”;

(b)    in Firefox (version 47) you can block all cookies by clicking “Tools”, “Options”, “Privacy”, selecting “Use custom settings for history” from the drop-down menu, and unticking “Accept cookies from sites”; and

(c)    in Chrome (version 52), you can block all cookies by accessing the “Customise and control” menu, and clicking “Settings”, “Show advanced settings” and “Content settings”, and then selecting “Block sites from setting any data” under the “Cookies” heading.

5.2    Blocking all cookies will have a negative impact upon the usability of many websites.

5.3    If you block cookies, you will not be able to use all the features on our website.

 

  1. Deleting cookies

6.1    You can delete cookies already stored on your computer; for example:

(a)    in Internet Explorer (version 11), you must manually delete cookie files (you can find instructions for doing so at http://windows.microsoft.com/en-gb/internet-explorer/delete-manage-cookies#ie=ie-11);

(b)    in Firefox (version 47), you can delete cookies by clicking “Tools”, “Options” and “Privacy”, then selecting “Use custom settings for history” from the drop-down menu, clicking “Show Cookies”, and then clicking “Remove All Cookies”; and

(c)    in Chrome (version 52), you can delete all cookies by accessing the “Customise and control” menu, and clicking “Settings”, “Show advanced settings” and “Clear browsing data”, and then selecting “Cookies and other site and plug-in data” before clicking “Clear browsing data”.

6.2    Deleting cookies will have a negative impact on the usability of many websites.

 

  1. Our details

7.1    This website is owned and operated by SOHO Coffee Co.

7.2    You can contact us:

(a)    by post: SOHO Coffee Co. Unit K, Ashville Trading Estate, The Runnings, Cheltenham, GL51 9PT;

(b)     by email: talktous@sohocoffee.co.uk.

Introduction

 

SOHO Coffee Co. (which we’ll refer to as ‘SOHO’, ‘we’ or ‘us’ in this document) is proud to have been offering 100% Fairtrade organic, arabica coffee and delicious, handmade food, freshly prepared in our own kitchens for nearly two decades.

 

Our entire business is built on the trust you place in us and we are equally committed to processing your personal information fairly and transparently and in accordance with data protection law, including the General Data Protection Regulation (“GDPR”) (“Data Protection Law”).

 

This Privacy Notice explains in detail the types of personal data we may collect about you when you interact with us. It also explains how we’ll store and handle that data, and keep it safe.

 

We know that there’s a lot of information here, but we want you to be fully informed about your rights, and how SOHO Coffee Co. uses your data.

 

We hope the following sections will answer any questions you have but if not, please do just drop us a line and we’ll be happy to help.

 

The legal bit

 

The law on data protection sets out a number of different reasons for which a company may collect and process your personal data, including:

 

Consent

In specific situations, we can collect and process your data with your consent.  For example, when you tick a box to receive email newsletters, or sign up to our instore Wi-Fi or App.

 

When collecting your personal data, we’ll always make clear to you which data is necessary in connection with a particular service.

 

Contractual obligations
In certain circumstances, we need your personal data to comply with our contractual obligations.

 

For example, if you order an item such as a Working Lunch, we’ll collect your contact details and payment to ensure your order has been acknowledged and processed.

 

Legal compliance
If the law requires us to, we may need to collect and process your data.

 

For example, we can pass on details of people involved in fraud or other criminal activity affecting the business to law enforcement.

 

Legitimate interest
In specific situations, we may require your data to pursue our legitimate interests in a way which might reasonably be expected as part of running our business and which does not materially impact your rights, freedom or interests.

 

For example, we will use your purchase history to send you or make available personalised offers.

 

We also combine the shopping history of many customers to identify trends and ensure we can keep up with demand or develop new products.

 

What type of information do we collect?

 

We aim to give you the best possible service and, as part of this, we sometimes collect information directly or indirectly from you.

 

For example, when you visit our website, https://sohocoffee.com/or log into our free instore Wi-Fi you may choose directly to sign up to receive newsletters and marketing from us. In which case, you may be asked for details such as your name, date of birth and email address.

 

Some personal data is collected indirectly.  Like most website operators and Wi-Fi providers, this data helps improve our understanding of how we can improve your experience of our website and instore Wi-Fi. This information may include your location, your computer’s Internet Protocol (IP) address, your browser type and version, the pages you visit on our website, the time and date of your visit, and the time spent on each page.

 

When you engage with us on social media and make a comment or complaint about our services via Facebook, Twitter, Instagram, or any other public domain, we may use that information to get in touch with you so that we can respond to your comments. We may equally ask you for permission to use a lovely photo you may have posted!  Where you have posted a blog or an article about us we may also wish to get in touch with you.

 

Should you contact us directly via email with a query, we may need to pass your information to one of our franchise partners in order to resolve the matter.  In this instance, your personal data will only be used in the context of addressing your original email and will not be used by the franchise partner for their own sales and marketing purposes.  Your data will be stored securely and deleted once all issues are resolved.

 

Where we hold your information

 

You can trust us to store and maintain any personal information of yours that we may have collected safely and securely, as if it were our own.

We have a secure internal database that is shared with no-one but ourselves and we do not share your information with anyone but those companies who we trust to carry out business on our behalf and who are also GDPR compliant.

Any information that you have given us directly is stored with these trusted business partners, such as our App provider, Wi-Fi data controller or Mailchimp, all of which are GDPR compliant and take as much care as we do to ensure your information is safe. None of our business partners will ever share your information with any third party, unless required for legal compliance with law enforcement bodies for fraud management or illegal activity; nor will they contact you directly for marketing purposes.

Please find our App provider’s privacy policy here:

https://support.yoyowallet.com/hc/en-gb/articles/207465553-Yoyo-Wallet-Privacy-Notice

And please find our in-store WiFi provider’s privacy policy here:

https://www.wireless-social.com/privacy-policy/

 

How we may use your information

 

We may use your information for some or all of the following activities: For customer services purposes, so that we can interact with you; to process any order made via our stores; to process any request you may have made; to process any entries that you make to competitions run by us; for marketing purposes; for market research purposes, so that we can understand your needs better; to improve your user experience across all digital platforms; to seek your views on the services we provide; to notify you of changes to our services; for crime and fraud prevention, where we have a legal duty or right to disclose your information; to process a job application; to verify your identity.

 

Your Rights

 

We use Mailchimp for our mailouts, allowing all contact details to be updated with ease.  Mailchimp also gives you the option to unsubscribe from our mailing list at any time, and this can be found at the bottom of every mailing/newsletter we send.

You can also email us directly at talktous@sohocoffee.co.ukif you would like to be removed from our database at any time.

If you have not opted-in to receive marketing from us, none of your personal data will be stored.

You have the right to request a copy of any information about you that we hold, also to have that information corrected if it is inaccurate, or have it deleted from our database at any time.

 

SOHO Coffee Co. HR privacy policy as an employer

 

The GDPR is concerned with respecting the rights of individuals when processing their personal information. This can be achieved by being open and honest with employees about the use of information held about them, and by following good data handling procedures.

For the purposes of this policy, Personal data is data that relates to an identified or identifiable individual and is:

  • processed electronically
  • kept in a filing system
  • part of an accessible record, for example an education record
  • held by a public authority

This includes data that does not name an individual but could potentially identify them, for example a payroll or staff number.  All colleagues should ensure they are aware that any personal data they have in their possession will also be subject to the regulation.  For example, if a manager has a written copy of contact details for their team or an employee keeps customer names and numbers on notes on their desk.

The regulation contains 6 principles.

  • Personal data should be processed fairly, lawfully and in a transparent manner.

All personal data stored is accessible to any colleague who wishes to view his / her personal information. The Company will make not inappropriate use of personal data; all files are protected and access is restricted to authorised personnel only.

  • Data will only be obtained for specified and lawful purposes and not further processed in a manner that is incompatible with those purposes.

All personal data requested and received is done so for the business to carry out its legislative duties; examples of this would be to ensure compliance with an employee’s Right to Work, HMRC regulations and other legislative requirements.  This ensures, among other things, that we can pay our team, and provide HMRC with all the required information and payments required.  The data will also be shared in response to any law enforcement request that is properly requested within the confines of the Act.

  • The data should be adequate, relevant and not excessive.

All our payroll data is stored securely by us and our third-party payroll provider, Numerii. Under no circumstances will Numerii request personal information from our team unless it is required under this or other legislation.

  • The data should be accurate and where necessary kept up to date.

The business will ensure that all data is relevant and up to date. Any changes to personal information must be authorised by the individual concerned, with a signature, to recognise the changes are accurate and as requested.

  • Data should not be kept for longer than necessary.

All personal data will be held for a maximum of 36 months in line with current payroll legislation.

  • Data should be kept secure.

Only authorised personnel have access to employee files.  These individuals will have been given permission as part of their specific job role and authorised by the Board.  Our current third-party payroll data storage companies, Numerii and Quinyx, have detailed GDPR policies and are fully compliant.

All in-house systems are password protected and access is granted to authorised personnel only.  If an individual wants to see the information held on them they will need to request access.

All staff have a responsibility to ensure that their activities comply with the data protection principles. Authorised personnel have responsibility for the type of personal data they collect and how they use it. Colleagues should not disclose personal data outside the organisation’s procedures, or use personal data held on others for their own purposes.

The company and our staff are already complying with the Data Protection Act 1998, and as such the new legislation will be further security for the business.

Monitoring employees

 

We monitor our staff, for example to detect crime, and we are required to make our workers aware of the nature and reason for the monitoring. This forms part of the company CCTV policy.  This is applicable whether the monitoring is taking place using CCTV, accessing a worker’s email or telephone calls, or in any other way.

A worker’s right to request their personal data

Our staff have a right to access information that an employer may hold on them.  This could include information regarding any grievances or disciplinary action, or information obtained through monitoring processes.

If a worker wants to see their personal data, they should speak to their line manager or an HR representative of the company. Most requests for personal data can be provided quickly and easily, and in any event within the one-month time limit stipulated by GDPR.  If we have reason to refuse a request for access to personal information, we will inform the individual within one month to confirm (i) why the request has been refused; and (ii) that the individual has the right to complain to the supervisory authority and to a judicial remedy.

Foreword

SOHO Coffee Shops Ltd continues to undergo planned change and expansion. Our Vision, Mission and Values are centered on our very real desire to achieve excellence within our marketplace – both for our customers and for our teams; it is important to us to be an employer of choice.

 

Due to our sustained growth, we, at SOHO, are pleased to be submitting our second Gender Pay Gap Report. This is a key milestone for us since it enables us to draw comparisons with our report of a year ago and demonstrate positive movement in our performance.

 

I am pleased that the actions we committed to a year ago are bringing about improvements. It is, however, important we, as a company, recognise this is a work in progress. As we grow and review our structure our performance will likely fluctuate; it is therefore imperative we continue to develop our people plans, build confidence within our team and encourage them to apply for all opportunities which are available, regardless of gender. We will work hard towards attaining and maintaining the gender-neutral status within our business.

 

Penny Manuel,

Managing Director,

SOHO Coffee Shops Ltd.

Our company

Gender Pay Gap Reporting is now a requirement for all organisations in the UK with more than 250 employees in accordance with Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, to clearly show the gap in average pay between male and female employees, which is expressed as a percentage of men’s earnings.

 

We at SOHO are excited to complete our second Gender Pay Gap Report due to the wonderful continued growth of our business, and for the first time we can make a comparison on data reported the previous year.

 

When compiling this report, it is important to remember the difference between the Gender Pay Gap and Equal Pay. Equal Pay is defined by The Equality and Human Rights Commission as “men and women in the same employment performing equal work must receive equal awards” and is a right protected by the Equality Act (2010) which protects people from discrimination across nine protected characteristics.

 

Purposely not adhering to Equal Pay is an unlawful form of discrimination; having a Gender Pay Gap is not unlawful, as the causes of the gap do not fall within the direct control of the employer.

 

At SOHO, we are an equal pay employer and we do not engage in practices that breach equal pay legislation. We are proud of our honest and open approach to equality, as shown in our Equal Opportunities Policy and Dignity at Work Policy, and associated procedures. We have built our pay structure by role and not gender and will continue to do so as we grow.

 

By addressing our Gender Pay Gap we will ensure we continue this positive approach by going beyond legislative compliance and placing an appropriate plan of action for reaching and maintaining our goal of being a Gender Pay neutral workplace.

 

All data is correct as at the Snapshot date of 5th April 2018.

Our employees

The hospitality sector is, on average, made up of a 65% female workforce. SOHO is in line with the industry average with a workforce that consists of 64% female and 36% male employees, and despite our growth, remains consistent with the previous year.

 

Almost a quarter of our total workforce is made of up salaried employees, who are the backbone of SOHO. This includes all our Store Managers and Assistant Store Managers, our employees at HQ including the Kitchen and Warehouse managers, and the office where Finance, Operations and Marketing live, along with our senior management team. Of our salaried employees, 61% are female and 39% male.

 

Over three-quarters of our workforce are hourly employees, who work as the face of SOHO as Team Members and Supervisors in our stores, and as the heart of SOHO in our Kitchen and our Warehouse at HQ. Of our hourly employees, 65% are female and 35% male.

Our calculations

There are six required calculations which make up our Gender Pay Gap Report:

 

  1. Mean Gender Pay Gap
  2. Median Gender Pay Gap
  3. Mean Bonus Gender Pay Gap
  4. Median Bonus Gender Pay Gap
  5. Proportion of Males Receiving Bonus & Proportion of Females Receiving Bonus
  6. Proportion of Males and Females When Divided into Four Groups Rated in Order of Pay

 

 

  1. Mean Gender Pay Gap

 

The Mean Gender Pay Gap is the difference between males and females average hourly-rate of pay, expressed as a percentage of the male mean. At SOHO this is -1.49%

 

Being a negative figure means, on average, our female employees at SOHO earn slightly more than the males; for every £1 male employees earn at SOHO, female employees earn £1.01.

 

This is a positive improvement on last year’s figures, showing an 8p increase for our SOHO females.

 

In 2018 the National Mean Pay Gap for all employees was 17.9% (Office for National Statistics), meaning the Mean Gender Pay Gap at SOHO is better than the national average.

 

 

  1. Median Gender Pay Gap

 

The Median Gender Pay Gap is the difference in the midpoints of the ranges of males and females pay, expressed as a percentage of the male median. At SOHO this is 0%

 

The range for our employees’ pay is evidence of our statement that employees are paid solely in accordance with the role that they perform.

 

This is again a positive improvement of 7% on last year’s figures.

 

At SOHO we are proud to have introduced a Profit Share Bonus Scheme for our Store Managers in Spring 2018, so this is our first time to report on Bonus figures, albeit for only one month of data. The Scheme, paid monthly in arrears, is based upon three specified targets for each Store:

 

  • Sales
  • Wage Cost
  • Gross Profit

 

The Store Managers who hit their required targets receive a payment based upon the Store’s achievements.

 

8% of our Total Workforce in the Bonus Scheme.

9% of all Male Employees in the Bonus Scheme.

7% of all Female Employees in the Bonus Scheme.

 

 

  1. Mean Bonus Gender Pay Gap

 

The Mean Bonus Gender Pay Gap is the difference in males and females average bonus payments in the twelve-months prior to the Snapshot Date, expressed as a percentage of the male mean. At SOHO this is -51.83%

 

Being a negative figure again, shows that bonuses paid to female employees were greater on average than those paid to male employees; for every £1 bonus paid to males, £1.52 bonus was paid to females.

 

 

  1. Median Bonus Gender Pay Gap

 

The Median Bonus Gender Pay Gap is the difference in midpoints of the ranges of males and female bonus pay.  At SOHO this is -46.99%

 

This shows that the mid-point of female bonus pay is higher than the mid-point of males’ bonus pay, showing a higher value range of payments made to females.

 

 

  1. Proportion of Males receiving Bonus & Proportion of Females receiving Bonus

 

This is the number of all male and female employees who were paid a bonus in the 12-months prior to the Snapshot Date;

 

5% of our total workforce received a bonus payment.

5% of all female employees received a bonus payment.

6% of all male employees received a bonus payment.

70% of employees in the bonus scheme received a payment.

69% of female employees in the bonus scheme received a payment.

70% of male employees in the bonus scheme received a payment.

 

 

  1. Proportion of Males and Females when divided into Four Groups ordered in rate of pay

 

The Quartiles represent all employees in four equal divisions based upon their hourly earnings, with attention paid to the Gender split in each quartile.

 

Female employees in the upper quartile (highest paid employees) = 23%

Female employees in the upper middle quartile = 26%

Female employees in the lower middle quartile = 25%

Female employees in the lower quartile (lowest paid employees) = 26%

 

Male employees in the upper quartile (highest paid employees) = 28%

Male employees in the upper middle quartile = 23%

Male employees in the lower middle quartile = 25%

Male employees in the lower quartile (lowest paid employees) = 24%

 

Ratio of female to male employees in the upper quartile = 6:4

Ratio of female to male employees in the upper middle quartile = 7:3

Ratio of female to male employees in the lower middle quartile = 6:4

Ratio of female to male employees in the lower quartile = 7:3

 

There is a higher proportion of females within each Quartile, due to the overall gender divide within the Company, but the divide is closest in Q1 amongst our highest-paid employees.

 

Overall, there is a good divide of each gender amongst the Quartiles, with no one section standing out farther than the rest, so our employees are evenly distributed across the workforce pay scales.

Corporate, Sustainability & Environmental Responsibility

  1. Our approach

Our approach is simple. We believe business should be a force for good and being socially responsible encompasses a whole host of good things. We’re on a journey, we don’t pretend to be perfect and we strive to do the best we can, knowing this involves constant review of the status quo.

Our approach is holistic, encompassing all aspects of our business.   Committed to constantly improving, here are a few of the things we’re already doing…

 

  1. Our people

 

Who we are as an employer

It is important our teams feel respected and valued.  Our ‘team working recipe’ is to be inclusive and to embrace and celebrate everyone’s differences. We wholeheartedly believe in creating a happy, honest and inspiring working environment providing everyone with the opportunity to contribute, make a difference and be themselves.

 

SOHO Stars Programme

We’re a growing business with big plans and offer great opportunities for talented people-lovers to join us on our journey. And because we’re privately owned, we can plot our own path, nurture homegrown talent and we love promoting from within. Our ‘SOHO Stars Initiative’ training programme is all about identifying raw talent and developing all the skills and qualifications these highflyers need to be the great managers of the future. See our Gender Pay Gap Report in the tabs above.

 

  1. Our Triple Certified Coffee

It’s how many of us start our day, so we want everyone to have the best kick-start to their morning.  Since day one, our aim has always been to offer the most ethical and sustainable coffee we can source. That’s why back in the day our coffee was Fairtrade and Organic.  Now, we’re really pleased to be able to say our coffee is also from Rainforest Alliance CertifiedTMfarms that help protect the environment and ensure sustainable livelihoods.   Coffee is a precious commodity and we never take for granted the care and attention that goes into responsibly growing, harvesting and roasting every single full-bodied drop.

 

  1. Our food

As part of our pledge to support sound environmental practices, all our dairy milk is certified organic; British, free-ranging, pasture-fed cows producing the very best milk, supplied to us by a family-run, independent dairy.  It also goes without saying that all our eggs come fresh from free-range hens.

 

As we all become more informed about the environment and the consequences of climate change, increasingly, more of us are seeking “conscious eating”, reducing our meat intake and choosing more plant-based food.

 

We already have a wide variety of vegan and veggie options, but it is our pledge to increasingly develop our menu so that it allows us all to make sound choices.  Handmade in our kitchens everyday using the freshest ingredients, we continue to ensure that we source as much as possible in keeping with our ethical principles.

 

  1. Our partners

It’s really important to us that our partners share our vision and ethos.

 

We’re proud to partner with a local bakery and cake-maker who provide us with our daily bread and delicious cakes, made to our own recipe, and delivered in biodegradable sheep’s wool insulated packs by low-emission vans.

 

Where we can, we like to support local growers and producers. Our spring water is drawn from protected land in Herefordshire, within an hour from us. And in the same county, our potatoes are grown especially for us by a family run business in its 4thgeneration, whose solar panels generate the electricity for their cold store facilities.

 

Ethical sourcing, environmental responsibility and traceability are key components for our partners. As part of this, a drive to reduce carbon footprints and increase efficient business practices is at the forefront of all our minds.

 

  1. Doing the right thing starts at home…

  • Our kitchen is highly insulated so the energy we use only goes on what we need.
  • Our vans have speed limiters on them, reducing fuel usage and, rather than multiple deliveries, our drivers do round robin trips with everything our stores need in one drop.
  • 100% of our cardboard is recycled via Hereford Paper for another life cycle in packaging and we recycle our milk carton tops to convert to scarves in association with Lush.
  • All our lights at Head Office are PIR so they only come on when we need them, and they’re LED when they do.
  • We save non-recyclable plastic mushroom trays from the skip, giving them a second life when we deliver them to John, our local PYO fruit and vegetable grower.
  • All our on-site waste is either recycled, composted or incinerated. Zero waste goes to landfill. This includes plastic and metals.
  • We’re in the process of organising our kitchen scraps going to anaerobic digestion, to generate energy and then be turned into compost…watch this space.

 

  1. Packaging

We’re committed to making it as easy as possible for us all to do the right thing.

 

Decisions made with the best of intentions can sometimes lead to unforeseen unintended consequences. We think carefully before making changes. So, rather than introduce portable cutlery sets, made of bamboo and imported all the way from China, we would rather find a closer-to-home solution.

 

The boxes for our take-away SOHO spuds close the sustainability loop nicely.  Being made of corn waste, a by-product of sugar cane crops, also means they’re fully biodegradable once you’ve enjoyed lunch.

 

We introduced fully biodegradable sandwich packs last year – yes, even the acetate window is biodegradable! and a compostable tray for our large salads.

 

For some time now, we have offered a discount to customers who bring in their own re-usable cups with an obvious ambition to drive the consumption of disposable products down. This allows customers freedom of decision and positively encourages the greener choice. We have also introduced our own keep cups for purchase in all our stores to help make this easier. We have moved our disposable consumption downwards by more than 35% in the last two years. #choosetoreuse #noexcuseforsingleuse

 

Plastic

Our greatest challenge! Unfortunately, plastic is still the easiest and most practical way to package our food so it remains fresh and easy for you to grab on-the-go.  We have made sure that all our plastic packaging is made of the same type of plastic which is easily recycled at home or work, keeping it out of the waste stream. And, bit by bit, we’re increasingly using recycled plastic that has already had a previous life.

 

#plasticspact

We’re well on our way to achieving the targets we’ve set ourselves – in line with the international Plastics Pact to achieve the following by 2025:

 

  • 100% of plastic packaging to be reusable, recyclable or compostable
  • 70% of plastic packaging effectively recycled or composted
  • To take actions to eliminate problematic or unnecessary single use packaging items
  • 30% average recycled content across all plastic packaging

 

The great news is that we’re all in this together.  We believe in the ripple effect – that individual actions can collectively bring about the changes we so badly want to see. As we seek to improve the way we do things, the other moving parts are efficient nation-wide recycling facilities and you, our mindful customers.

 

We’re constantly encouraging our teams through training and engagement not to offer items unless they’re asked for.  Please help us to do the right thing by not asking for a take away if you’re staying with us or a straw when it isn’t necessary.

 

Our Pledge: to continue to review the host of different materials coming onto the market and do our best to make sure that any alternative we go with is widely supported by easy collection and accessible recycling or waste facilities, at home and out and about, so that doing the right thing is easy for us all, wherever we are.

 

  1. Another big issue…food waste

There’s a delicate balance between maintaining the right level of fresh food on the shelves and not over stocking, leading to food waste.

 

We’ve been conscious of this since we opened our first store back in 1999.  Then, as we do now, any left-over food has been going to the Trinity Church in Cheltenham to be distributed to the homeless.  As we grow, and wherever we can, we aim to partner with a local charity to have any excess food re-distributed to those in need.

 

We’ve also recently partnered with the Felix Project in London to trial collections.  Food is distributed to The Salvation Army and other charities. #felixprojectuk #helpforhunger #foodwaste #wastenot

 

  1. What’s next?

We’re on the journey and we believe that open minds and a creative approach will ensure we continue to progress.   We know we’ve still got a long way to go and we’re looking at new ideas all the time.

 

We’re thinking of starting a Lunch Club

We can all do our bit to reduce plastic use.  So, would you be prepared to bring your own lunch box and let us fill it for hot food?  Can you see yourself keeping your lunchbox at work and re-using it every day to cut down on packaging?  Let us know what you think: talktous@sohocoffee.co.uk

 

Straws

Straws – Just the tip of the iceberg but now representative of the huge plastic problem. Every alternative material has different embodied energy and repercussions for the environment in its disposal.  We’d love to hear your views.

 

We welcome any suggestions you may have on how you think we could improve.  Email us at talktous@sohocoffee.co.uk, or on Instagram, Twitter, or Facebook using the hashtags: #goodideas #breakfreefromplastic #sustainableliving #reusablerevolution

Cookies Policy

  1. Introduction

1.1    Our website uses cookies.

1.2    We will ask you to consent to our use of cookies in accordance with the terms of this policy when you first visit our website.

 

  1. Credit

2.1    This document was created using a template from SEQ Legal (http://www.seqlegal.com).

 

  1. About cookies

3.1    A cookie is a file containing an identifier (a string of letters and numbers) that is sent by a web server to a web browser and is stored by the browser. The identifier is then sent back to the server each time the browser requests a page from the server.

3.2    Cookies may be either “persistent” cookies or “session” cookies: a persistent cookie will be stored by a web browser and will remain valid until its set expiry date, unless deleted by the user before the expiry date; a session cookie, on the other hand, will expire at the end of the user session, when the web browser is closed.

3.3    Cookies do not typically contain any information that personally identifies a user, but personal information that we store about you may be linked to the information stored in and obtained from cookies.

3.4    Cookies can be used by web servers to identify and track users as they navigate different pages on a website and identify users returning to a website.

 

  1. Analytics cookies

4.1    We use Google Analytics to analyse the use of our website.

4.2    Our analytics service provider generates statistical and other information about website use by means of cookies.

4.3    The information generated relating to our website is used to create reports about the use of our website.

4.4    Our analytics service provider’s privacy policy is available at: [http://www.google.com/policies/privacy/].

 

  1. Blocking cookies

5.1    Most browsers allow you to refuse to accept cookies; for example:

(a)    in Internet Explorer (version 11) you can block cookies using the cookie handling override settings available by clicking “Tools”, “Internet Options”, “Privacy” and then “Advanced”;

(b)    in Firefox (version 47) you can block all cookies by clicking “Tools”, “Options”, “Privacy”, selecting “Use custom settings for history” from the drop-down menu, and unticking “Accept cookies from sites”; and

(c)    in Chrome (version 52), you can block all cookies by accessing the “Customise and control” menu, and clicking “Settings”, “Show advanced settings” and “Content settings”, and then selecting “Block sites from setting any data” under the “Cookies” heading.

5.2    Blocking all cookies will have a negative impact upon the usability of many websites.

5.3    If you block cookies, you will not be able to use all the features on our website.

 

  1. Deleting cookies

6.1    You can delete cookies already stored on your computer; for example:

(a)    in Internet Explorer (version 11), you must manually delete cookie files (you can find instructions for doing so at http://windows.microsoft.com/en-gb/internet-explorer/delete-manage-cookies#ie=ie-11);

(b)    in Firefox (version 47), you can delete cookies by clicking “Tools”, “Options” and “Privacy”, then selecting “Use custom settings for history” from the drop-down menu, clicking “Show Cookies”, and then clicking “Remove All Cookies”; and

(c)    in Chrome (version 52), you can delete all cookies by accessing the “Customise and control” menu, and clicking “Settings”, “Show advanced settings” and “Clear browsing data”, and then selecting “Cookies and other site and plug-in data” before clicking “Clear browsing data”.

6.2    Deleting cookies will have a negative impact on the usability of many websites.

 

  1. Our details

7.1    This website is owned and operated by SOHO Coffee Co.

7.2    You can contact us:

(a)    by post: SOHO Coffee Co. Unit K, Ashville Trading Estate, The Runnings, Cheltenham, GL51 9PT;

(b)     by email: talktous@sohocoffee.co.uk.