Da wir uns unserer sozialen Verantwortung bewusst sind, haben wir unseren eigenen Verhaltenskodex, unseren -Code of Conduct- auf Basis von international anerkannten Instituten und Organisationen formuliert. Dieser bildet unsere Grundalge für die Zusammenarbeit mit unseren Lieferanten.
- Code of Conduct –
The Julius Hüpeden GmbH chases the realization of social and environmental sustainability as well as increasing development of social and environmental improvement.
Based on the requirements of well-established and innovative organizations, we have composed our own Code of conduct.
Our Code of conduct which combines all the requirements of our partners, is the basic standard for a successful cooperation with our suppliers as well as our customers.
1. Social Requirements:
a) Fair wages:
Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
b) Child labor is not tolerated
There shall be no recruitment of child labor.
Companies shall develop or participate in and contribute to policies and programs which provide for the transition of any child found to be performing child labor to enable her or him to attend and remain in quality education until no longer a child; “child” and “child labor” being defined in the appendices.
Children and young persons under 18 shall not be employed at night or in hazardous conditions.
These policies and procedures shall conform to the provisions of the relevant ILO standards.
c) Employment is freely chosen
There is no forced, bonded or involuntary prison labor.
Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.
d) Ethical business behavior
Any acts of corruption, extortion, embezzlement or bribery are not tolerated by our enterprise.
e) No discrimination
There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
f) Fair working hours
Working hours must comply with national laws and collective agreements
g) Regular employment is provided
To every extent possible work performed must be on the basis of recognized employment relationship established through national law and practice.
Obligations to employees under labor or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labor-only contracting, sub- contracting, or home-working 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.
h) Freedom of association and the right to collective bargaining are respected
Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
The employer adopts an open attitude towards the activities of trade unions and their organizational activities.
Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
i) No violent treatment is allowed
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
j) Working conditions are safe and hygienic
A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards.
Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. 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.
The company observing the code shall assign responsibility for health and safety to a senior management representative.
2. Protection of the environment
The necessary measures to ensure a most sustainable production have to be taken. In order to avoid environmental degradation, the required standards of the nominated organizations like Oekotex Standard 100 class 1, the Global Organic Textile Standard and Detox have to be fulfilled to start a cooperation with Julius Hüpeden GmbH.
The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base Code address the same subject, to apply that provision which affords the greater protection.