Manufacturing Code of Conduct
The code of conduct identifies the basic requirements that business partners must meet to do business with Superfeet. Superfeet is committed to promoting fair, safe, and non-discriminatory working environments for the workers producing our products. The Code of Conduct supports our commitment and identifies requirements for doing business with Superfeet. This Code of Conduct is based on the International Labor Organization principles and internationally accepted fair labor practices. Where industry or Superfeet standards are higher than required by law, employers will apply the higher standards. Superfeet encourages an application of continuous improvement. Superfeet encourages our business partners to take ownership of their social compliance program to build momentum for positive change in global working conditions.
Transparency
Business partners must provide Superfeet with open and forthright communication about their business practices. This includes maintaining and providing, upon request, accurate and complete payroll and employee records and full disclosure of locations producing Superfeet goods.
Compliance with Laws and Workplace Regulations
Business partners shall maintain full compliance with the laws that safeguard employee’s rights of their respective countries. All other applicable international, nation and local laws rules and regulations shall be met that support workplace rights.
Non-Discrimination
No person shall be subject to any discrimination in employment, including but not limited to recruitment, hiring, compensation, promotion, discipline, termination or retirement, based on gender, race, religion, age, disability, sexual orientation, nationality, marital status, pregnancy, parental status, political opinion or affiliation, union membership, social group or ethnic origin.
Harassment or Abuse
You must provide a work environment free of sexual and other harassment or abuse. Further, any retaliation against an individual who has complained about sexual or other harassment or abuse, or retaliation against individuals for cooperating with an investigation of a harassment or abuse complaint is similarly unlawful and will not be tolerated. All steps necessary must be taken to prevent and eliminate unlawful harassment and abuse.
Child Labor
No person shall work in the Superfeet supply chain under the age for 16 or under the age for completion of compulsory education whichever is higher. All business partners shall maintain an official documentation allowing for verification of each employee’s date of birth. Business partners must follow all law’s regulations regarding the employment for young workers. These regulations include but are not limited to types of work, scheduled and labor intensity.
Forced Labor
There shall be no use of forced labor, including but not limited to prison labor, indentured labor, bonded labor, and other forms of coerced labor. All work must be voluntary, and workers must be free to terminate their employment at any time, without penalty. Business partners shall adopt policies and procedures to ensure there is no human trafficking in the Superfeet supply chain.
Health and Safety
Business partners will provide a safe, healthy, and hygienic working environment, with systems, policies, and training programs in place to prevent workplace accidents, injuries, and protect the health and well-being of workers. All the same safety and health standards shall be applied to all residential housing that is provided for workers.
Working Hours
Business partners shall comply with all applicable laws and maintain a regular work week of 40 hours plus maximum overtime of 12 hours, except under exceptional unforeseen circumstances. Business partners shall provide employees with at least 24 consecutive hours of rest in every seven-day period. Employees may refuse overtime without threat of penalty, punishment, or dismissal. All hours worked must be fully and accurately documented.
Wages and Benefits
Business partners shall pay employees in a timely manner for all work completed and shall pay at least the minimum wage required by law or the prevailing industry wage, whichever is greater. This wage defined as a living wage, should always be enough to meet basic needs and to provide some discretionary income. Overtime shall be compensated appropriately according to law.
Business partners shall pay all legally mandated benefits including holiday, sick and annual leave.
Clear and transparent documentation shall be maintained by the employer and provided to the workers for hours worked, rates of pay, and the calculation of legal deductions. No unauthorized or improper deduction from pay may be taken. Deductions from wages as a disciplinary measure shall not be permitted. All disciplinary measures should be recorded.
Freedom of Association and Collective Bargaining
Business partners shall respect the employees for the freedom of association and collective bargaining. If freedom of association and the right to collective bargaining is restricted by law, employees shall be free to raise any workplace grievances regarding wages, hours, or other terms or conditions of employment they may have without penalty and ensure effective communication with employees and their representatives.
Environment
Business partners will comply with all applicable environmental laws and regulations including air emissions, water emissions and hazardous waste. Business partners shall adopt reliable measures to mitigate negative impacts on human health and the environment.
Community
Business partners are encouraged to engage directly or through partnerships in projects that improve the social well-being of employees and their families in the local community.