The AnnaPS Code of Conduct
The AnnaPS Code of Conduct – Our code of conduct consists of five chapters, each of them described separately:
- Working conditions
- Health and safety
- Ethical Behaviour
- Monitoring and evaluation
- Working conditions
a. Child labour
We don’t accept child labour and do our outmost to determine the correct age of the employees employed by us or by our subcontractors.
We follow the UN guidelines for work suitable for children at different ages. The definitions are:
– Light work (pocket money): 13 years in developed countries, 12 years in undeveloped countries.
– Normal non-dangerous work: 15 years in developed countries, 14 years in undeveloped countries.
– Dangerous work: 18 years in both developed and undeveloped countries.
We follow the definition that ILO (International Labour Organization) defines dangerous/hazardous work for children:
– work that exposes children to physical, psychological or sexual abuse
– work underground, underwater, at dangerous heights or in confined places
– work with dangerous machinery, equipment and tools, or which involve the manual handling or transport of heavy loads
– work under particularly difficult conditions, such as work for long hours or during the night or work where the child is unreasonably confined to the premises of the employer
– work in an unhealthy environment that may expose children to hazardous substances, agents or processes, temperature, noise levels and vibrations damaging to their health.
We don’t accept discrimination in regard to race, skin colour, religion, political- or sexual orientation, gender, national origin or social rank or status. Employees should be employed because their ability to do the job and not because of their individual characteristics. Female applicants are not to be tested for pregnancy and not to be discriminated in their hiring, advancement, discipline or retirement practice. (ILO Conventions 100 and 111)
c. Forced labour
We don’t use prison or forced labour. Employees are free to leave their employment after reasonable notice as required by national law or contract. Employees are not required to leave any original ID-documents or leave monetary deposits at the factory. Overtime has to be performed voluntarily.
d. Freedom of association and the right to collective bargaining
We respect the employee’s right to freedom of association and the right to collective bargaining. We ensure that employees participating in unions are not subject to discrimination or punitive disciplinary actions. Workers’ representatives shall have access to all workplaces necessary to enable them to carry out their representation functions.
e. Working hours
We don’t exceed local limits on work hours. We don’t require employees to exceed 48 hour of work per week on a regular basis and employees are at least provided with one day off in seven. Overtime is voluntary and do not exceed 12 hours per week. Overtime is not demanded on a regular basis and is always compensated at a premium rate of wages. During the working day should the employee be given appropriate time for breaks for meals and rest. An employee is entitled to at least one free day following six consecutive days worked. We keep work hour records for at least 2 years.
f. Wages, payroll records and deductions
We respect the employees´ right to earn a living wages and we ensure that wages paid for a normal work week meet at least legal or industry minimum standards- whichever is greater. We define living wages as a wage covering the basic needs a family has, such as food, clean water, shelter, clothing, and education for children, medical care and a little extra for savings and / or unforeseen expenditure.
We keep understandable payroll records for at least two years. We don’t accept deduction as a disciplinary measure. Wages should be paid regularly, on time and in a way that convenient for the employees.
g. Labour contracts
All employees should have a written employment contract that contains an accurate and complete summary of the terms of employment, such as the terms of employment, wages, benefits and working conditions. This also counts for foreign, migrant or home workers that are not to be treated less favourably in any case. If an employee is illiterate the working conditions should be explain to the employee, prior to signing the contract. No employees are to be asked to sign any blank papers.
In countries where law permits apprenticeship programmes, we accept apprentices working on the basis of an apprenticeship contract but we monitor continuously that apprentices actually fill out an apprentice function.
h. Sick leave and annual leave
All employees should be able to leave without any negative repercussions if they are sick or have stipulated annual leave. If an employee is injured during work, the factory should pay any cost not covered by the national social security.
i. Grievance system
A grievance system ensures that the employees have the possibility to present a present matter of concern related to the employment and workplace.
j. Parental Leave
All employees should be able to leave without any negative repercussions for Parental leave, according to national laws.
- Health and Safety
We require that employee’s safety should be of priority at all times. We do not accept hazardous equipment, insufferable surroundings or unsafe premises. The workplace should be safe and hygienic and we take effective steps to prevent potential accidents and to minimize health risk as much as possible. Safety awareness should always be a priority and should be understood and implemented daily by everyone working in the factory
Appropriate health and safety information and training should be provided to employees. Safety includes e.g. clearly marked and unblocked exits, emergency exits and evacuation plans on each floor, regularly tested fire alarm and evacuation drills, first aid equipment, safe and correct handling, marking and labelling of chemicals, machinery and work processes.
The workplace, and if applicable, housing facilities, has tolerable temperature and noise level, adequate ventilation, sufficient lighting, clean toilet facilities, drinkable water and, if applicable, sanitary facilities for food storage.
Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer is strictly prohibited. Employees should be treated with respect and dignity. Corporal punishment, physical or verbal abuse or other unlawful harassment and any threats or other forms of intimidation are prohibited.
Environmental sustainability concerns an organisation’s impact on living and non-living natural systems, including ecosystems, land, air and water. We work for continuous improvement of environmental responsibility and we require that environmental initiatives are an integrated part of the management planning. We ensure that any negative environmental consequence is minimized.
- Ethical Behaviour
a. Corruption and bribery
All forms of corruption, extortion and embezzlement are strictly prohibited. Such activities may result in immediate termination of the business relationship, in communication with relevant authorities and organizations as well as in legal actions. We expect the highest standards of integrity in all business interactions.
b. Animal protection
As a natural part of business discussions we will have an active dialog with suppliers and customers about animal protection. This aims to increase understanding, concern and respect for animal life.
Regarding products of animal origin, the minimum requirement for animal treatment is that the animals:
- are not subjected to unnecessary suffering
- are handled according to animal protection regulations in the country concerned
- during breeding have access to clean water, suitable food and proper care
It is prohibited to use any portion of the animals that are endangered.
- Monitoring and evaluation
Audits are entered into and left by all relevant parties with respect and friendly tone. AnnaPS reserves the right to carry out visits at the suppliers/sub suppliers/subcontractors, without prior notice, to control and follow-up that the Code of Conduct is complied with. The possibility must be given to interview any employee at the time of these visits. Suppliers must on request provide all documentation that can confirm that the Code of Conduct is complied with. The audit can be carried out by AnnaPS own personnel or by auditors on assignment by AnnaPS.