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Ethical Code Of Conduct

FACTORY CODE OF CONDUCT

When customers buy our goods they must be sure that they have been produced under acceptable conditions. That means the goods must have been produced:

  • Lawfully, through fair and honest dealing;
  • Without exploiting the people who made them;
  • In decent working conditions; and
  • Without damaging the environment.

This code applies to the supplier, manufacturer or any other person involved in supplying goods to our companies. We have asked you to follow this code. The code is backed up by a process of self-evaluation and independent inspections to make sure you keep to it. The code is designed to be fair, achievable, and easy to check, and to promote the ongoing development of our suppliers. It is based on International Labour Organisation (ILO) conventions and recommendations. The goods must be made at the factory named in the purchase order.

Legal requirements - At all times, you must meet the legal requirements of the countries in which you are working. The employer must only employ workers who are legally entitled to enter into employment in accordance with national immigration law.

Manufacturing processes – You are reminded that all premises involved in manufacture are subject to these standards. Sub-contracted processes – which are processes being carried out by another factory unit, or from domestic premises (home-working) – must be declared when the order is placed, and have our written permission.

DAYMOO Code of Conduct (May 2018)

A:Employment is freely chosen

  • There is no forced, bonded or involuntary prison labour.
  • Workers are not required to lodge deposits or their identity papers with their employer and are free to leave their employer after reasonable notice.

B: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 organisational 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.

C: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 minimising, 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.
D:Child labour shall not be used
  • Child labour shall not be used.
  • There shall be no new recruitment of child labour.
  • Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined later in this section.
  • 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 (International Labour Organisation) standards.
E:Living wages are paid
  • 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.
  • All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
  • Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
F:Working hours are not excessive
  • Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.
  • In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.
G:No discrimination is practised
  • 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.
H:Regular employment is provided
  • To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
  • Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-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.
I:No harsh or inhumane 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.

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.

    Definitions

    Child
    • Any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply. If however, local minimum age law is set at 14 years of age in accordance with developing country exceptions under ILO Convention No. 138, the lower will apply.
    Young person
    • Any worker over the age of a child as defined above and under the age of 18.
    Child labour
    • Any work by a child or young person younger than the age(s) specified in the above definitions, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to be hazardous or to interfere with the child's or young person's education, or to be harmful to the child's or young person's health or physical, mental, spiritual, moral or social development.
    • Our Code should be displayed to factory workers in their own language. Translated copies are available on the ETI website: http://www.ethicaltrade.org/resources/key-eti- resources/eti-base- code.
    • If any workers are illiterate, the Code should be communicated to them verbally.
    Our Supply Chain
    • The majority of our stock suppliers are located in China and Southeast Asiawhere we have ethical trade employees to manage relationships with our suppliers and work with them to drive improvements.
    • We are in the pursuit of decent working conditions for workers. Our suppliers are required to agree legal provisions ensuring their compliance with the Modern Slavery Act and to sign up to our Code of Conduct as a condition of working with us. The Code of Conduct is based on the ETI’s Code which includes: no forced labour, living wages, no discrimination, no harsh or inhumane treatment and no child labour.
    • We conduct risk assessment checks to assess labour conditions for each stock supplier before a partnership is confirmed. Through third party and direct audits, as well as visits to suppliers and production sites, we ensure compliance with our Code on an ongoing basis. We recognise, however, that ensuring decent, non-exploitative work requires a commitment from us and a partnership with suppliers. For example, where the potential for improvement is identified, we recommend training to suppliers and have facilitated engagement with third party organisations including NGOs and social impact consultants to encourage change. We have directly supported suppliers in efforts to progress worker/management dialogues through worker representatives and committees.
    • As part of our commitment to ensuring transparency at all levels of our supply chains, field teams work with key suppliers in Southeast Asia and China to map production down through all tiers to homeworking and commodity levels. This is in addition to the mapping of production to homeworker level conducted for all items produced. Our ranges reflects our commitment to supporting handicrafts and homework in production. Suppliers producing for us are supported in incorporating and acknowledging artisanal techniques in production. Relationships with these suppliers are well established as a result of long term development of the range.
    Service providers, Non-Stock Suppliers and Partners
    • DAYMOO has a substantial number of service and non-stock suppliers as well as a range of partnerships with, for example, online marketplaces and international franchisees. All such suppliers and partners are contractually required to comply with the Modern Slavery Act and all other applicable legislation. Additionally, our franchise partners are also required to sign up to our Policy Manual, which includes our Code of Conduct.
    Staff training
    • The Modern Slavery Act requires all company employees to consider the relationship that they have with other companies and to be alert to the possibility of slave labour and/or human trafficking. We are implementing a training programme to teach employees about the risks of Modern Slavery to begin on our staff Induction day and continue through role specific training provided to those that require it. We operate a Confidential Helpline for employees who wish to raise concerns about treatment or practices within our business or supply chain without fear of reprisal.
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