BLÅKLÄDER’S SUPPLIER CODE OF CONDUCT
This Code of Conduct applies to all the Supplier/s involved in the manufacture or supply of products to Blåkläder. While Blåkläder recognises that there are different legal and cultural environments in which factories operate through out the world, this Code of Conduct sets forth the basic requirements that all the Supplier/s must meet in order to do business with Blåkläder. The conditions set out in the Code of Conduct are merely minimum requirements.
The Supplier/s must observe relevant UN Conventions and International Agreements, for example ILO conventions 29 (Forced Labour), 87 (Freedom of Association), 98 (Right to Organise and Collective Bargaining), 100 (Equal Remuneration), 105 (Abolition of Forced Labour), 111 (Discrimination), 138 (Minimum Age) and 182 (Worst Forms of Child Labour). Other established social rules and principles of Public International Law than the ones mentioned in this Code of Conduct shall also be regarded as included in and covered by this Code of Conduct. The Supplier/s are responsible that all factories involved in the manufacture of the products to Blåkläder follow this Code of Conduct, either the Supplier/s own the relevant factory or not.
1. GENERAL PRINCIPLE
The Supplier/s that manufacture products to Blåkläder shall operate in full compliance with all applicable laws, rules and regulations, including those relating to labour, workers’ health and safety. Should any of the following requirements in this Code of Conduct be in violation of applicable mandatory national law in any country or territory, the national law should always be followed. In such a case, the Supplier/s must inform Blåkläder immediately when receiving this Code of Conduct or when the relevant mandatory national law is implemented. However, it must be stressed that the requirements by Blåkläder in this Code of Conduct may not be limited to the requirements of non-mandatory national law. The Supplier/s shall allow Blåkläder and/or any of its representatives unrestricted access to its, and its sub-supplier’s/s’, facilities and to all relevant records at all times,whether notice is provided in advance by Blåkläder or its representatives or not.
The Supplier/s shall employ workers on the basis of their ability to do the job, and never on the basis of their beliefs, race, colour, gender, nationality, religion, age, maternity, marital status or any other personal characteristics. The Supplier/s shall pay workers wages and provide benefits without any regard what so ever to beliefs, race, colour, gender, nationality, religion, age, maternity,marital status or any other personal characteristics.
3. CHILD LABOUR
A “child”, in this context, is a person younger than fifteen (15) years of age or, as an exception, fourteen (14) years in countries covered by article 2.4 in the ILO convention No. 138 (Minimum Age). The Supplier/s shall not use child labour, in violation of the local laws of the countries of the Supplier/s or by the United Nations Convention of the Rights of the Child, Article 32.1. The Supplier/s are encouraged to develop lawful workplace apprenticeship programs for the educational benefit of their workers, provided that all participants meet the minimum legal age requirement.
Every worker employed by the Supplier/s shall meet the applicable minimum legal age requirement. The Supplier/s shall comply with all applicable child labour laws, including those related to hiring, wages, working hours, overtime and working conditions. The Supplier/s shall maintain official documentation for every worker that verifies the worker’s date of birth.
4. WAGES AND WORKING HOURS
The Supplier/s shall set working hours, wages and overtime compensation in compliance with all applicable local laws. Workers shall be paid at least the minimum legal wage and overtime compensation or the local industry standard, which ever is greater. While it is understood that overtime work often is required in textile production, the Supplier/s shall carry out its operations in ways that limit overtime to a level that ensures human and productive working conditions. The Supplier/s shall not require, on a regularly scheduled basis, a workweek in excess of 60 hours. Workers shall have at least one day off of every week of seven days. The Supplier/s shall provide paid annual leave, sick leave, maternity leave or other holiday as required by law or which meets the local industry standard, which ever is greater. The Supplier/s shall provide workers with wage statement for every period, which includes number of days worked, wage or piece rate earned per day, hours of overtime and overtime compensation, bonuses, allowances and legal contractual deductions, if any.
5. WORKING CONDITIONS
The Supplier/s shall treat all workers with respect and dignity and provide them with a safe and healthy environment. The Supplier/s shall comply with all applicable local laws and regulations regarding working conditions, including worker’s health and safety, sanitation, fire safety, risk protection and electrical, mechanical and structural safety. The Supplier/s shall not use corporal punishment or any other form of physical or psychological coercion such as threats of violence, sexual harassment. Or other abuse. The Supplier/s shall not engage in or permit physical acts to punish or coerce
workers. The Supplier’s/s’ factories shall be sufficiently lighted and ventilated; there must be windows, fans and/or air conditioners and/or heaters in all work areas for adequate circulation, ventilation and temperature control. There shall be sufficient, clearly marked exits allowing for the orderly evacuation of workers in case of fire or other emergencies. Exits shall be kept free from obstructing objects and remain accessible and unlocked during all working hours. Fire extinguishers shall be regularly maintained and charged and kept visible and
accessible for all workers. The Supplier/s shall provide adequate drinking-water for all workers and allow reasonable access to it throughout the working day. The Supplier/s shall maintain clean and sanitary toilet areas throughout the working hours and put on reasonable restrictions on their use.
6. FREEDOM OF ASSOCIATION
Workers shall be free to join associations of their own choice. The Supplier/s shall not interfere with workers who wish to lawfully and peacefully associate, organise or bargain collectively. The decision whether or not to do so shall be made solely by the workers.