HALPERN’S LTD. MANUFACTURING
CODE OF CONDUCT
The ILO Employment Standards used by Halpern’s Ltd.
are as follows:
Employment Standards
Definitions
- The term Child means any person less than 15 (or 14 should
the developing country be exempt under the ILO Minimum Age Convention
5), unless local laws stipulate a higher age for work or mandatory
schooling, in which case the higher age shall apply.
- For purposes of this Code, the term Supplier refers to those
entering into supply contracts with Halpern’s Ltd., including
contractors and manufacturers.
- The term Apparel refers to school uniforms and physical education
uniforms and any other clothing or garments.
- The term Subcontractor shall include those that have not entered
into a direct relationship with Halpern’s Ltd. but provide services
or produce products or components of products to be used, purchased,
or distributed to or by Halpern’s suppliers.
Employment Standards
In keeping with our commitment to respect internationally recognized
workers' rights and labour standards, to comply with applicable laws
and to fulfil its social responsibilities, Halpern’s Ltd. requires
all suppliers and subcontractors involved in the production and/or
distribution of apparel to ensure that:
1. Local Labour Laws
i. All local labour laws must be followed. Such compliance includes
compliance with all applicable environmental standards. Where local
labour laws and the standards below differ, the higher standard
shall prevail.
2. Forced Labour 2,3
i. There shall not be any use of forced prison labour, indentured
labour, bonded labour or other forced labour.
ii. Workers are not required to lodge deposits (financial or otherwise)
or their identity papers with their employer and are free to leave
their employer after reasonable notice. 4
3. Child Labour 5,6
i. There shall be no use of child labour.
ii. Adequate transitional economic assistance, appropriate educational
opportunities, a strict limitation of hours spent at work in a day
and in a week, prohibition of overtime, and adequate time for work
and study shall be provided to any displaced child workers to enable
such children to attend and remain in school until no longer a child.
7
iii. Workers under the age of 18 shall not be exposed to situations
in or outside the workplace that are hazardous, unsafe, unhealthy,
or may affect the moral well-being of the worker consistent with
ILO Conventions 138 and 182 (Minimum Age Convention and the Worst
Forms of Child Labour Convention).
4. Harassment or Abuse
i. Every employee shall be treated with dignity and respect. No employee
shall be threatened by or subject to any physical, sexual, psychological,
or verbal harassment or abuse. All cases of discipline shall be
thoroughly documented with no form of corporal punishment being
tolerated.
5. Non-discrimination 8,9
i. 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, national origin, political opinion or affiliation,
union activity, social or ethnic origin.
6. Hours of Work
i. Hours of work shall comply with applicable laws and industry standards
on working hours.
ii. In any event, personnel shall not be required to work in excess
of 48 hours per week and shall be provided at least one day off for
every seven day period.
iii. Overtime work (work exceeding 48 hours per weeks) shall be voluntary,
shall not exceed 12 hours per employee per week, will not be requested
other than in exceptional and short-term business circumstances,
and will always be remunerated at a premium rate.
7. Collective Bargaining and Freedom of Association 10,11,12
i. Workers, without distinction, have the right to join or form trade
unions of their own choosing and to bargain collectively.
ii. No employee shall be subject to harassment, intimidation or retaliation
in his or her efforts to associate freely or bargain collectively.
8. Wages and Other Compensation
i. Wages and benefits paid for a standard working week meet, at a
minimum, national legal standards or industry benchmark standards,
whichever is higher.
ii. In any event wages paid for a standard working week should always
be enough to meet basic needs of workers and their families and to
provide some discretionary income.
9. Health and Safety 13
i. A safe hygienic working environment shall be provided, bearing
in mind the prevailing knowledge of the industry and of any specific
hazards.
ii. Access to clean toilet facilities and to potable water and, if
appropriate, sanitary facilities for food storage shall be provided.
Accommodation, where provided, shall be clean, safe and meet the
basic needs of the workers.
10. Employment Relationship 4,7
i. To every extent possible work performed shall be on the basis
of a recognized employment relationship established through national
law and practice.
ii. Obligations of employers under labour and social security laws
and regulations arising from the regular employment relationship
shall not be avoided through the use of labour-only contracting including
home-worker and subcontracting arrangements, or through apprenticeship
schemes where there is no real intent to impart skills or provide
regular employment, nor shall any such obligations be avoided through
the excessive use of fixed-term contracts of employment.4
11. Reproductive Rights
i. No employee or prospective employee shall be subjected to the
involuntary use of contraceptives or pregnancy testing.
ii. Workers will be permitted to take maternity leave without facing
threat of dismissal, loss of seniority or deduction in wages, and
shall be able to return to their former employment at the same rate
of pay and benefits.
12. Universal Declaration Of Human Rights
In addition to upholding local labour laws and ILO conventions, suppliers
are expected to maintain for their employees all standards set
within the Universal Declaration of Human Rights.
REFERENCES
1. Core or fundamental ILO conventions have been identified by the
ILO's Governing Body as fundamental to the rights of human beings
at work, to be implemented and ratified by all member states of
the organization. Fundamental ILO conventions include: freedom
of association (Conventions 87, 98); abolition of forced labour
(Conventions 29, 105); non-discrimination (Convention 111); equal
remuneration (Convention 100); and the elimination of child labour
(Conventions 138, 182).
2. ILO Convention No. 29. Forced Labour Convention, 1930.
3. ILO Convention No. 105. Abolition of Forced Labour Convention,
1957.
4. Ethical Trading Initiative (ETI) Base Code, London, UK. http://www.ethicaltrade.org/
5. ILO Convention No 138. Minimum Age Convention, 1973.
6. ILO Convention No. 182. Worst Forms of Child Labour Convention,
1999.
7. ILO Recommendation 146. Minimum Age Recommendation, 1973.
8. ILO Convention No. 111. Discrimination (Employment and Occupation
Convention, 1958.
9. ILO Convention No. 100. Equal Remuneration Convention, 1951.
10. ILO Convention No. 87. Freedom of Association and Protection
of the Right to Organize Convention, 1948.
11. ILO Convention No. 98. Right to Organize and Collective Bargaining
Convention, 1949.
12. ILO Convention 135. Workers' Representatives Convention, 1971.
13. ILO Occupational Safety and Health Convention No. 155 and Recommendation
164, 1981.
Halpern’s Ltd./ Supplier Compliance Form 2004 |
