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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) ……………………………………………………


Date …………………………………………………………………………………

(Please attach your 'factory rule' for workers if available).