CODE OF CONDUCT
We are guided by a simple but unwavering principle: Do what's right.
The first step is to recognize that every product we make has a social and environmental impact. We commit to doing everything we can to minimize and control these impacts on the environment while enhancing the well-being of both our employees and our partners.
Our production agency we work with offers supply chain solutions to only those factories which are suitable in Portugal. They carry out all aspects to make sure standards and expectations are upheld. They take responsibility for all employees that work for them and believe in fair competition to ensure that high environmental standards are met from the initial phases of the production process through to the transportation of goods to Luxfort's warehouse.
In order to achieve our aims and promote our values as a brand, we expect our sourcing agency to act accordingly by supporting our aims and our values throughout the whole supply chain. Business Partners accept the provisions set forth in this Code of Conduct and shall accept and adhere to all of its principles at all times. The following principles are consistent with the Universal Declaration of Human Rights (UDHR)1, the Conventions of the International Labour Organization (ILO) 2 and the principles of the United Nations Global Compact.
Remuneration paid for regular working hours must at least be equal or exceed the minimum wage required by applicable law or the prevailing industry. In addition to compensation for regular working hours, employees shall be compensated for overtime hours at the rate legally required in the country of manufacture. In those countries where such laws do not exist employees must get a compensation which covers the basic needs of employees (and their families) along with reasonable savings and expenditure. Luxfort seeks business partners who progressively raise employee living standards through improved wage systems, benefits, welfare programs and other services, which enhance quality of life.
Business Partners must comply with applicable legal requirements or industry standards on working hours and public holidays. Employees must not be required, except in extraordinary circumstances, to work more than 48 hours per week and the maximum number of extraordinary overtime hours shall not exceed additional 12 hours per week. Employees are entitled to at least one day rest following six consecutive days of work, and must receive paid annual leave.
Health & Safety
Business Partners shall provide a safe and hygienic working environment. Regulations and procedures must be established and clearly communicated to employees in order to prevent accidents and injury. This includes access to drinking water clean sanitary facilities as well as protection from fire (emergency exits, first aid equipment), accidents and toxic substances. These standards shall also apply for residential facilities for employees. Business Partners have to ensure to follow all relevant legislation, regulations and directives in the country/countries in which they operate to ensure a safe and healthy workplace. Information must be available in the primary language of the employees.
Our suppliers must commit to identifying and reducing their environmental impact. Suppliers must meet all requirements related to chemical restrictions, safety labeling, handling, and storage of approved substances while preventing or mitigating the release of chemicals and hazardous materials.
Business Partners must not employ children who are younger than 15 years old. If a higher minimum employment age is valid in the country in which a Business Partner maintains its business premises, then the Business Partner must adhere to it. The rights of young workers must be protected, meaning that any forms of exploitation of children are forbidden. Business Partners must make sure that there are no working conditions that are hazardous, dangerous or in any other way unsafe for children. Business Partners may only employ young workers if the working conditions do not interfere with compulsory education laws. Business Partners must ensure that their subcontractors do not violate these standards by implementing written rules and establishing and documenting appropriate control mechanisms.
Our partners do not tolerate any form of forced labour. According to this principle our Business Partners must not use forced labour whether in the form of prison labour, indentured labour, bonded labour, or in general labour that violates basic human rights. No employee may be compelled to work through force or intimidation of any form, or as a means of political coercion or as punishment for holding or expressing political views. Luxfort expects it's business partners to include these rules as part of their own corporate governance model applicable to their subcontractors.
Freedom of Association
Our vendors must respect the right of employees to join and be active in employees’ associations or any other organizations protecting employees’ interests. Employees shall have the right to bargain collectively on their behalf with their employer. Business Partners shall implement mechanisms for resolving industrial disputes and must ensure communication with employees and their representatives. No retaliation shall arise from such an exercise; communication and engagement between workers and management regarding working conditions shall be permitted without fear of harassment, intimidation, penalty, interference, reprisal or other disciplinary or discriminatory actions.
Discrimination and Disciplinary Practices
Luxfort expects its business partners to not tolerate any discrimination in hiring, remuneration, training, promotion, termination, retirement and/or any other employment practices. Decisions about hiring, remuneration, benefits, work assignments, discipline and termination must be based on ability to perform the job rather than on the basis of personal characteristics or beliefs. Areas such as race, colour, national origin, gender, religion, age, health condition, sexual orientation, political opinion, or marital status must not affect these decisions. Business Partners must additionally implement effective measures to protect migrant employees against any form of discrimination and provide appropriate support services. All employees have to be treated with respect and dignity.No employee must be exposed to physical, sexual, psychological or verbal harassment or abuse, to fines or penalties as a disciplinary measure. Employees should be able to express their concerns about workplace conditions to their superiors or to the factory management without fear of retribution or losing their jobs.