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Hallensteins requires that all suppliers comply with our code of conduct.
All suppliers are subject to an Ethical and Social Audit inspection in order to confirm that they meet all our requirements and through our nominated inspection company. This audit must be conducted by a certified body nominated by Hallensteins.
The following requirements are non-negotiable
1.1. Legal Requirements
All suppliers must in all activities follow the legal requirements and standards of their industry under the local laws of the countries and any New Zealand applicable laws.
The supplier shall comply with national laws, other applicable laws and other requirements to which the supplier subscribes.
1.2. Child Labour
No person shall be employed at an age younger than 15 years of age for completing compulsory education, or the legal age limit for employment within the given industry, whichever is higher.
The supplier shall not engage in or support the use of child labour under 15 years of age, unless the minimum age for work or mandatory schooling is higher by local law, in which case the stipulated higher age applies in that locality.
1.3. Forced Labour
There shall not be any use of forced labour whatsoever.
The supplier shall not engage in or support the use of forced or compulsory labour, including prison labour, shall not retain original identification papers and shall not require personnel to pay 'deposits' to the organisation upon commencing employment.
1.4. Non Discrimination
No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination, or retirement, on the basis of gender race, religion, age disability, sexual orientation, nationality, political opinion or social or ethnic origin.
The supplier shall not engage in or support discrimination in hiring, remuneration, access to training, promotion, termination or retirement based on race, national or territorial or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, age or any other condition that could give rise to discrimination.
1.5. Health and Safety
Provision and promotion of a safe and healthy work environment, that implements a system that reduces worker injury and accidents at the workplace .This provides a safe working environment which also includes up to date fire safety laws, evacuation procedures and plans set in place.
The supplier shall provide a safe and healthy workplace environment and shall take effective steps to prevent potential health and safety incidents and occupational injury or illness arising out of, associated with or occurring in the course of work. It shall minimise or eliminate, so far as is reasonably practicable, the causes of all hazards in the workplace environment, based upon the prevailing safety and health knowledge of the industry sector and of any specific hazards.
Hazards considered shall include, but not be limited to: fire safety, building safety, machine safety, chemical safety, health safety.
1.6. Wages and Benefits
Employers recognize that wages are essential to meeting employee's basic needs. Employers shall pay employees, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits
The supplier shall ensure that wages for a normal work week, not including overtime, shall always meet at least legal or industry minimum standards, or collective bargaining agreements (where applicable). Wages shall be sufficient to meet the basic needs of personnel.
All overtime shall be reimbursed at a premium rate as defined by national law or established by a collective bargaining agreement.
This also covers hours of work per week and workers are not working beyond the overtime hours set out by the legal laws and are getting the correct leave entitlements of a minimum of one day off per working week and are receiving correct overtime wages were applicable.
The supplier shall comply with applicable laws, collective bargaining agreements (where applicable) and industry standards on working hours, breaks and public holidays.
Personnel shall be provided with at least one day off following every six consecutive days of working. Exceptions to this rule apply only where both of the following conditions exist:
a) National law allows work time exceeding this limit; and
b) A freely negotiated collective bargaining agreement is in force that allows work time averaging, including adequate rest periods.
1.7 Disciplinary Practices
The supplier shall treat all personnel with dignity and respect. The supplier shall not engage in or tolerate the use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No harsh or inhumane treatment is allowed.
1.8. Freedom of Association and Collective Bargaining
Employers shall recognise the right of employees to freedom of association and collective bargaining.
Supplier shall ensure that all personnel have the right to form, join and organise trade union(s) of their choice and to bargain collectively on their behalf with the supplier. The supplier shall not interfere in any way with the establishment, functioning or administration of workers' organisation(s) or collective bargaining.
1.9. Environmental Responsibility
Compliance with all local laws, and general respect and awareness towards our actions and how this can affect our environment.
Supplier shall comply with all local environmental laws, and shall take effective steps to prevent potential environmental incidents arising out of its activities. It shall minimise or eliminate, so far as is reasonably practicable, the causes of all environmental impacts, based upon the prevailing environmental protection knowledge of the industry sector and of any specific impacts.
1.10. Raw Materials
All raw materials must be responsibly and ethically sourced and we expect that our standards as outlined in this code of conduct flow into all parts of the supply chain.
Suppliers must not, under any circumstances, knowingly use cotton that is sourced from Uzbekistan or from any origins where child labour is known.
1.11. Right Of inspection
Hallensteins expects all suppliers to respect and comply with the set out code of conduct outlined in this manual.
Hallensteins is committed to co-operating with all suppliers to achieve workable solutions and standards as set out in this manual.
All suppliers are obliged to provide Hallensteins with up to date information on the location and name of all production facilities that are being used to manufacture our product.
This ensures all suppliers and production facilities comply with the code of conduct as outlined in this manual.
Hallensteins reserves the right to make unannounced visits to all associated manufacturers and suppliers, by Hallensteins staff or our nominated third party inspection companies.
1.12. Non Compliance
Non - compliance with these standards may result in the immediate cancellation and termination of all outstanding orders and further business relations.