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ethically me supplier code of conduct
We require all our suppliers to sign the following code of
conduct.
ethically me Supplier Code of Conduct
The general code of conduct following refers completely to
international standards set from the International Labour
Organization (ILO) conventions that cover workplace norms,
human rights, minimum age and rights of the child. It also
takes into account the national legislation where production
is occurring.
The provisions of the Code constitute minimum and not maximum
standards, and the Code must not be used to prevent companies
from exceeding these standards.
Companies applying the Code are expected to comply with national
and other applicable law and where the provisions of law and
the Code address the same subject to to apply that provision
which affords the greater protection.
1.Child Labour
1.1. The company shall not engage or support the use of child
labour as defined below.
1.2. The company shall develop or participate in and contribute
to policies and programmes which provide for the transition
of any child found to be performing child labour to enable
her or him to attend and remain in quality education until
no longer a child ; "child" and "child labour"
being defined below
1.3. For young workers who are attending school, no such child
is to be employed during school hours. The combined hours
of daily transportation, school and work time should not exceed
10 hours a day
1.4. Children or young workers under the age of 18 shall not
be employed at night or in hazardous conditions.
The following are the definitions to be used for the above:
'Child': Any person less than 15 years of age unless local
minimum age law stipulates a higher age for work or mandatory
schooling, in which case the higher age shall apply. If however,
local minimum age law is set at 14 years of age in accordance
with developing country exceptions under ILO Convention No.
138, the lower will apply.
'Young Person': Any worker over the age of a child as defined
above and under the age of 18.
'Child Labour': Any work by a child or young person younger
than the age(s) specified in the above definitions, which
does not comply with the provisions of the relevant ILO standards,
and any work that is likely to be hazardous or to interfere
with the child's or young person's education, or to be harmful
to the child's or young person's health or physical, mental,
spiritual, moral or social development.
2. Forced Labour
2.1. The company does not engage in or support the use of
forced, bonded or involuntary labour.
2.2. Employees are not required to lodge 'deposits' or identity
papers upon commencement of employment and all are free to
leave the company after giving reasonable notice.
3. Health & Safety
3.1. The company, bearing in mind the prevailing knowledge
of the industry and of any specific hazards, shall provide
a safe and healthy working environment and shall take adequate
steps to prevent accidents and injury to health arising out
of, associated with or occurring in the course of work, by
minimizing, so far as is reasonably practicable, the causes
of hazards inherent in the working environment.
3.2. The company shall assign a responsibility for implementation
of health and safety issues to a senior management representative.
3.3. The company shall ensure that all personnel shall receive
regular and recorded health and safety training, and that
such training is repeated for new and reassigned personnel.
3.4. The company shall provide, for use by all personnel,
clean bathrooms, access to safe drinking water, sanitary facilities
for food storage
3.5. If dormitory facilities are provided for personnel they
must be clean, safe, and meet the basic needs of the personnel.
4. Freedom of Association
and Collective Bargaining
4.1. The company must respect the right to freedom of association
for employees in that they are free to form and join trade
unions of their choice and respect their right to bargain
collectively.
4.2. The company shall, in those situations in which the right
to freedom of association and collective bargaining are restricted
under law, facilitate parallel means of independent and free
association and bargaining for all such personnel.
4.3. The company shall ensure that representatives of such
personnel are not the subject of discrimination and that such
representatives have access to their members in the workplace.
5. Discrimination
5.1. The company does not engage in or support discrimination
in hiring, remuneration, access to training, promotion, termination
or retirement based on race, caste, national origin, religion,
disability, age, gender, sexual orientation, union membership
or political affiliation.
5.2. The company does not interfere with the exercise of the
rights of workers to observe tenets or practices relating
to race, caste, national origin, religion, disability, gender,
sexual orientation, union membership, or political affiliation.
5.3. The company does not allow behaviour, including gestures,
language and physical contact, that is sexually coercive,
threatening, abusive or exploitative.
6. Disciplinary Practices
6.1. The company does not engage in or support the use of
corporal punishment, mental or physical coercion and verbal
abuse.
7. Working Hours
7.1. The company shall comply with applicable local laws
and industry standards on working hours. The normal workweek
shall be as defined by law but shall not on a regular basis
exceed 48 hours. Workers must be allowed at least one day
off in every seven-day on average.
7.2. Overtime shall be voluntary, shall not exceed 12 hours
per week, shall not be demanded on a regular basis and shall
always be compensated at a premium rate.
8. Compensation / Benefits
8.1. The company shall ensure that wages paid for a standard
working week shall always meet and comply with minimum wage
standards or pays the prevailing local industry wage, which
ever is higher. In addition, wages should be sufficient to
meet basic needs and provide some discretionary income.
8.2. The company shall ensure that benefits are rendered in
full compliance with all applicable laws and workers are included
in all appropriate state or private benefits provisions, injury,
maternity, invalidity and old age benefits
8.3. The company shall not deduct monies from wages for disciplinary
purposes, and shall ensure that wage and benefits composition
are detailed clearly and regularly for workers and that wages
are payable directly to the employee in a manner convenient
to them.
8.4. The company does not offer false apprenticeship schemes
or labour-only contracting arrangements to avoid fulfilling
its obligations to personnel under applicable laws.
9. Personnel
9.1. The company shall investigate, address, and respond
to the concerns of employees.
9.2. The company shall put in place systems for employees
to raise concerns and all employees should be aware of these
procedures.
10. Employment Security
The company must provide security of employment by contract
or agreement where both parties are agreed.
11. Community Relations
The company must ensure that the rights of the community
are respected with regards to the environmental and social
impact of the business in the area. The company must have
an interest in the welfare and success of the local community
and ensure that the business operated in the area will be
of benefit to them.
12. Sub-Contracting
The company must ensure that any subcontractors, outworkers,
homeworkers, suppliers or any goods or services used will
comply and meet the requirements of this code of conduct or
take immediate steps to meet the requirements. Evidence of
this must be supplied and if the practices differ from the
requirements then ethically me must be informed immediately.
The company must understand and implement where necessary
the above code of conduct and maintain this code of conduct
throughout. Where practices differ ethically me must be informed
immediately, so that an appropriate response can be agreed.
The company must The company must provide evidence of understanding
and implementation of the above from sub-contractors, outworks
and homeworkers.
ethically me holds the right to carry out spot inspections
and audits. But is more interested in working with the company
to up keep and improve the above to ETi and SA8000 and above.
(need to say what the ETI stands for somewhere)
I
.. have read the above and confirm
that this company practices its business in compliance with
the above code of conduct.
Name
.
Position (Senior management)
Company
Date
(Please attach your 'factory rule' for workers if available).
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