Eva Solo A/S
Code of conduct
Table of contents
- Legal complianc
- Prohibition of corruption and bribery
- Respect for the basic human rights of employees
- Prohibition of child labor
- Health and Safety of employees
- Environmental protection
- Supply Chain
Eva Solo is aware of the challenges of globalization and the aim of this Code of Conduct is to reduce and avoid negative impact to people and the environment. Eva Solo adheres to the principles of this Code of Conduct and requires that our suppliers – as well as Business Partners where relevant – do the same by establishing corporate policies and management systems appropriate to their sector and size to ensure that the requirements of the Eva Solo Code of Conduct are met.
The Eva Solo Code of Conduct is based on the Universal declaration of Human Rights, the Convention for Civil and Political Rights, The Convention for Economic, Social and Cultural Rights, the Core Conventions of the International Labour Organization (ILO) and where relevant applicable UN and ILO conventions. This Code of Conduct furthermore comply with the Amfori BSCI Code of Conduct and the FSC´s Code of Conduct. The Code establishes a set of minimum standards and applies the principle that businesses have a responsibility to respect human rights.
Eva Solo and the supplier declares herewith:
1 Legal Compliance
1.1 to comply with the laws of the applicable legal system. Furthermore strive to improve best practice for the industry and international standards including the 17 Sustainable Development Goals.
1.2 to set up management systems to monitor and evaluate the work condition to ensure compliance with relevant requirements including this code of conduct.
2 Prohibition of Corruption and Bribery
2.1 to tolerate no form of and not to engage in any form of corruption, extortion, fraud or bribery, including any payment or other form of benefit conferred on any government official for the purpose of influencing decision making in violation of law.
3 Respect for the Basic Human Rights and labour rights of Employees
3.1 to accept no discrimination and promote equal opportunities for and treatment of its employees irrespective of skin color, race, nationality, social background, disabilities, civil relations, sexual orientation, political or religious conviction, sex or age;
3.2 to respect the personal dignity, privacy and rights of each individual;
3.3 to refuse to employ or make anyone work against his will – no bonded, forced labour or human trafficking (employer may not retention identity documents) – workers are free to move and to terminate their contract, change employer and safely return;
3.4 to refuse to tolerate any unacceptable treatment of employees, such as mental cruelty, sexual harassment, and to prohibit violence behavior including gestures, language and physical contact, that is coercive, threatening, abusive or exploitative;
3.5 to provide fair remuneration for all workers (such as migrants, seniors, pregnant, recent graduates) and to guarantee the applicable national statutory minimum wage that should be as close as possible of a living wage;
3.6 to ensure that all workers are informed (in their own languages or a understandable languages) about their rights and responsibilities upon employment – this include a written contract about working conditions;
3.7 to have no precarious employment this including not to use employment arrangements that deliberately does not correspond to the genuine purpose e.g. by exploit, apprenticeship or training schemes where there is no intent to improve skills or provide regular employment – do not undermine worker´s protection e.g.by using seasonality work or subcontracting;
3.8 to ensure decent working hours by comply with the maximum number of working hours laid down in the applicable laws and ensure the right to resting breaks in every working day;
3.9 to recognize, as far as legally possible, the right of collective bargain and free association of employees and to neither favor nor discriminate against members of employee organizations or trade unions.
4 Prohibition of Child Labor
4.1 to - unless the employee falls under section 2 - employ no employees under the age of 15 or, in those countries subject to the developing country exception of the ILO Convention 138, to employ no employees under the age of 14;
4.2 to – presumed it is permitted by national laws – only employ children between 12 and 15 to perform a few hours of light and simple work per day;
4.3 to refrain from hiring young employees (below 18 years of age) to perform any type of work, which is likely to jeopardise their health, safety, morals or development including working at night.
4.4 to plan the working hours of young people so that it allows their attendance in school where applicable;
4.5 to protect any children from any form of exploitation.
5 Health and Safety of Employees
5.1 to take responsibility for the health and safety of its employees. A special protection must be ensured for vulnerable individuals such as young workers, pregnant or persons with diabilities;
5.2 to control hazards and take the best reasonably possible precautionary measures against accidents and occupational diseases;
5.3 to provide training and ensure that employees are educated in health and safety issues;
5.4 to set up or use an adequate occupational health & safety management system and provide adequate occupational medical assistance.
5.5 to ensure a good working environment including adequate lighting and ventilation system (heating and cooling) and provide access free of charge to clean drinking water and eating and resting area, and where applicable provide access to cooking and food storage areas;
5.6 to provide access to an adequate number of safe, separate toilets with paper, towels and washbasins with soap in all work areas.
6 Environmental Protection
6.1 to act in accordance with the applicable statutory and international standards regarding environmental protection. This includes to avoid or reduce adverse impacts on the surrounding communities, natural resources, climate and general environment;
6.2 to minimize negative environmental impact by set up policies or procedures that reflect on environmental responsibility and the use of resources – raw materials, water and energy;
6.3 to act for minimizing waste of all type, including water, energy, and physical materials. By the operation processes and handle of equipment’s and materials waste reduction should be on mind including considerations of modifying production, maintenance and facility processes including considerations of materials substitutions, conservations, recycling and re-use of materials should be made for more circular economy.
6.4 to minimize environmental pollution and make continuous improvements in environmental protection including identiy and manage chemical or other materials posing a hazard if released to the environment to ensure safe handling, movement, storage, recycling, reuse or disposal;
6.5 to set up or use an adequate environmental management system for handling air emissions, energy efficiency and waste including solid waste, hazardous waste and wastewater.
7 Supply Chain
7.1 to use best efforts to promote among its suppliers compliance with this Code of Conduct, and to comply with the principles of non discrimination with regard to supplier selection and treatment.
8.1 to act if something did not comply with tis code of conduct and inform relevant parties of critical incidents;
8.2 to make reasonable disclosure the impact on the supply chain and the surroundings;
8.3 to publish a written human rights policy statement and/or monitor the work environment.