Code Of Conduct

 

 

Our code of conduct is based on the Workplace Code of Conduct as published by the Fair Labor Association, June 2011. It describes our business principles and is part of our partnership agreement with our suppliers and the suppliers they work with. Although we realize that cultures across the globe have different norms and values, some norms and values are universally valid and apply to all our activities:

 

All suppliers act with due respect for nature.

 

All suppliers act in compliance with the laws of the countries in which they operate.

 

Employment relationship: employers shall adopt and adhere to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations.

 

Nondiscrimination: no person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.

 

Harassment or abuse: all employees shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.

 

Forced labor: there shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.

 

Child labor: no person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.

 

Freedom of association and collective bargaining: employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

 

Health, safety, and environment: employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. Employers shall adopt responsible measures to mitigate any negative impacts that the workplace has on the environment.

 

Hours of work: employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.

 

Compensation: every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with the FLA (Fair Labor Association) to take appropriate actions that seek to progressively realize a level of compensation that does.

 

Hazardous materials: suppliers must ensure that products (fabrics, clothing articles, trimmings, packaging, hangers etc.) do not contain hazardous materials (incl. AZO-dyestuffs, PCPs, cadmium, chrome, copper, formaldehyde, lead and nickel) in higher concentrations than permitted and/or as described in the production manual MALAGOON provides on a regular basis, whichever is the more stringent. The supplier must ensure to it follows the REACH Regulation (Registration, Evaluation, Authorisation and Restriction of Chemicals).

 

Production technique: the supplier confirms that it will not, now or for future orders, use any production technique that involves sand-blasting or any other production technique that is directly harmful to the health of its workers.

 

The supplier agrees to maintain on file such documentation as may be needed to demonstrate compliance with this Code of Conduct, and further agrees to make these documents available for MALAGOON or its designated auditor's inspection upon request.

 

Waste management: procedures and standards for waste management, handling and disposure of chemicals and other dangerous materials, emissions and effluent treatment, must meet or exceed minimum legal requirements.