Our Ethics
BE A RESPONSIBLE EMPLOYER
BE A GOOD BUSINESS PARTNER
BE A COMMITTED PLAYER IN SOCIETY
These ethics guide us in our daily interactions, both inside and outside the company. This Code applies to all persons who are paid by UNCOUTURE, whether they are employees, suppliers, manufacturers, independent contractors, consultants or business partners. It should be read in conjunction with our Statement of Human Rights.
This Code explains how we expect each of us to promote ethical and honest behavior, comply with applicable laws and ensure, to the extent possible, that we live up to our commitment to be a "force for good" in our society. This is a living document and is subject to change.
At UNCOUTURE we partner with suppliers who share our values and therefore ask them to sign and commit to the values of this Code of Ethical Conduct before they can start working with us. The Code outlines our minimum requirements to ensure that the health, safety and welfare of everyone working in the supply chain is respected. UNCOUTURE only uses European manufacturers who undergo and pass regular independent social and environmental audits.
UNCOUTURE recognises the United Nations Guiding Principles on Business and Human Rights and in particular that business should respect and support the protection of international human rights and ensure that it is not complicit in human rights abuses.
UNCOUTURE ensures that it respects human rights in its value chain by reviewing our suppliers against our Code of Ethical Conduct and by checking third party audits on our suppliers and manufacturers to ensure that they :
Do not use child or forced labor;
Pay a living wage;
Respect the health and safety of their employees;
Respect freedom of association and the effective recognition of the right to collective bargaining;
Strive to eliminate discrimination in employment.
BEING A RESPONSIBLE EMPLOYER: WHAT WE STAND FOR
1) No child labour
There shall be no recruitment of child labour. Children under the age of 15 should not be recruited or employed (or a higher age if required by law). Children and young people under the age of 18 should not be employed at night or in hazardous conditions.
Internal resource management policies and procedures should be consistent with relevant International Labour Organization (ILO) policies and local labour legislation.
2) Employment is freely chosen
Forced labour, debt bondage or involuntary prison labour shall not be used. Workers should not be required to post bonds or identity papers at the start of employment. Workers should be free to leave their employer after reasonable notice.
3) Freedom of association and employee representation
Suppliers must respect the right of employees to join or form an association of their choice (such as a works council, trade union or workers' association). Where the law restricts the right to freedom of association and collective bargaining, the employer must facilitate, not hinder, the development of alternative means of independent and free association and bargaining.
Representatives must not be discriminated against and must have access to the exercise of their representative function in the workplace.
4) No discrimination
There shall be no discrimination in hiring, remuneration, access to training, promotion, dismissal or retirement based on race, socio-economic status, nationality, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
5) Salaries and benefits
Wages and benefits paid for a standard work week must meet, at a minimum, national legal requirements or industry benchmarks, whichever is higher.Wages should cover both basic needs and some discretionary income. All workers should be provided with written and understandable information on their terms and conditions of employment and wages prior to employment, and should receive pay slips for each period they are paid.
Deductions from wages as a disciplinary measure are not permitted, except as required by law. Such deductions shall not be made without the express permission of the employee concerned.
6) Hours of work and regular employment
Accurate attendance, payroll and production records must be maintained. Suppliers must commit to working within ILO guidelines and national laws, whichever offers the greatest protection. Overtime must be voluntary and all employees must have at least one day off every seven days. Overtime must be paid at a premium rate.
Wherever possible, work should be carried out on the basis of a recognised employment relationship. Obligations to employees under labour or social security laws and regulations should not be circumvented through the use of homeworking, subcontracting or apprenticeships where there is no intention to provide regular employment. The terms of termination of a contract should be defined prior to the commencement of employment and should be consistent with established and transparent company practices and local legislation.
7) Discipline
Employee abuse in the form of physical, sexual or verbal intimidation is not acceptable and is prohibited.
8) Health and safety
A safe, clean and hygienic environment must be provided, taking into account the specific risks of the clothing and textile industry. Adequate measures must be taken to prevent accidents and damage to health at work. Workers must receive regular and recorded health and safety training. All workers must have access to clean toilets and drinking water.Housing provided should be clean, safe and meet the basic needs of workers.
Written policies and practices must be in place and available to minimize employee accidents and injuries in the workplace, and policies and accident reports must be available for inspection.
9) Environment
Suppliers must ensure that they treat the local environment with respect and comply with all relevant local and national regulations.
Energy and water usage must be reported, tracked and reports must be readily available for inspection. UNCOUTURE is committed to working with suppliers who make efforts to explore and progressively shift their energy consumption to renewable sources where possible.
All hazardous and non-hazardous chemical emissions must be tracked throughout the supply chain. The manner in which chemicals are disposed of must be documented and reports must be available for inspection.
All e-waste should be recycled or reused appropriately to reduce its negative impact.
BEING A GOOD BUSINESS PARTNER: BUSINESS WON BY MERIT (Our anti-corruption policy):
UNCOUTURE recognises that corruption and lobbying not only corrode business relationships but also lead to a weaker society by reducing trust and transparency.
UNCOUTURE conducts its business in a transparent and fair manner, with contracts awarded on merit and based on alignment with our values.
Partners, officers and directors ofUNCOUTURE do not engage in bribery, which is defined as follows
- Offering, promising or giving (or allowing others to give or accept) any kind of benefit, monetary payment or thing of value, directly or indirectly (through a business partner or any other party), to a public official or any other party in order to:
- to influence a business or political decision,
- cause a person to act unfairly or inappropriately,
- obtain an unfair advantage.
Employees or third parties who witness behaviour or situations that may violate our anti-bribery policy are encouraged to use the internal reporting procedure by reporting it to their manager.
BE A COMMITTED PLAYER IN SOCIETY: WHISTLEBLOWER
We pride ourselves on our ethics and strong relationships with our employees and contractors. We do not tolerate threats to our jobs for reporting unethical and/or criminal behavior.
Employees or third parties who witness any conduct or situation that may violate any of our corporate policies should report their concerns to their manager,
