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- PURPOSE & SCOPE
- EXCEL&BUTTERFELY
CO.,Ltd.
(EB)
is
a individual
office
and manufactory. In
order to have a social responsibility towards the people
involved in production processes has set up a “Code of
Conduct”.
- NORMATIVE
ELEMENTS
- “Respect
Human Rights” is the normative element of this “Code
of Conduct”.
- LEGAL
REQUIREMENTS
- We
need to follow our national laws.
If any contradiction is found between the
supplier’s national laws and this Code of
Conduct, please inform ours
for follow up.
- SOCIAL
ACCOUNTABILITY REQUIREMENTS
-
(1) Child
Labour
- EB
avoids doing business with any company engaged in using
child labour in any part of the production.
Child labour is understood as work done by a child
according to regulations mentioned in ILO Convention 138
article 2-4.
In the event that a child would be found working
for a supplier or subcontractor, we do request that a
satisfactory solution to improve the child’s situation
will be found.
This solution must contain seizure off labour, as
well as responsibility by the supplier to secure basic
education to the child in question.
- (2)
Forced Labour
- EB
will not work with companies engaged in the use of forced
labour (personnel who have not offered their labour
voluntarily) or who suffer illegal restriction (not being
free to withdrawn from the labour contract).
- (3)
Disciplinary
Practices
- EB
will refrain from doing business with companies engaged in
the use of corporal punishment, mental or physical
coercion or any other kind of abuse or humiliation of
employees
- (4)
Health
& Safety.
- Our
suppliers should provide the workers a healthy working
environment and appropriate sanitary facilities. A
system to detect, avoid or respond to potential threats
should also be established for their health and safety.
- (5)
Freedom
of Association & Collective Bargaining
- EB
emphasizes that under any conditions, workers have the
right to freedom of association and bargaining
- (6)
Discrimination
- EB
expects their suppliers to hire the personnel based on the
working capabilities and skills, without any
discrimination on gender, religion, race, etc.
- (7)
Working Hours & Compensation
- EB
emphasizes with their suppliers that wages need to be paid
in compliance with local laws and meet the legal minimum
standards.
The salaries should be sufficient to meet the basic
living needs and to provide extra discretionary income.
The working hours for the personnel shall not
exceed the legal limits in the country and overtime work
needs to be properly remunerated.
Personnel should be allowed at least one free day
in every seven day period
- (8)
Management
Responsibility
- EB
expects
its suppliers and manufacturers to go through and
distribute this Code of Conduct to all relevant personnel
engaged in working with our orders.
- MONITORING
& ENFORCEMENT
- (1)
Principles:
Trust & Cooperation
- EB
expects and encourages all suppliers to respect these
social standards.
Suppliers are expected do their utmost to work
towards their complete implementation.
This applies to any possible subcontractor as well.
- (2)
Monitoring
- EB
reserves the right to conduct audits held by their
auditing team or third party auditors, to monitor and
ensure the proper compliance with this Code of Conduct.
- (3)
Non-Compliance
- EB
has the right to terminate the business relationship if
the supplier is failing to comply with these ethical
standards and does not take corrective measure in due
time.
In case of minor non-conformance, corrective
measures should be taken within an agreed time limit.
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