Caico Cotton

CODE OF CONDUCT / SOCIAL ACCOUNTABILITYCAICO FOR EXPORT (CAICO COTTON)At Caico for Export, we have nominated Mr. Yasser Abo Elmakarem as the person responsible for monitoring the application of the social accountability of the company.At Caico for Export we are committed to maintain a respectful and honest relationship to our colleagues, communities and all other stakeholders.  This Code of Conduct specifies what we require from our suppliers, their subcontractorsand other business partners to fulfil our commitment to our Board of Directors, toour employees, to our customers, to our shareholders and to other stakeholders. It is theresponsibility of Caico for Export’s suppliers and other business partners to inform theirsubcontractors about Caico for export’s Code of Conduct and Policy for Homework, and to ensure that these are implemented in every factory and workplace that produces, finishes packsor otherwise handles goods or performs services for Caico for Export. We base our requirements mainly on internationally agreed standards such as theUniversal Declaration of Human Rights, The UN Convention on the Rights of the Child andapplicable ILO Conventions, as well as national legislation 1. LEGAL REQUIREMENTSOur general rule is that all our suppliers and other business partners must, in all theiractivities, follow the national laws in the countries in which they operate. Should anyrequirement in this Code conflict with the national law in any country or territory, the lawmust always be followed. In such cases the supplier must notify Caico for Export immediately, before signing this Code.However, Caico for Export’s requirements may go beyond the requirements set out in national law.2. CHILD LABOUR IS NOT ACCEPTED(Refer to ILO Conventions 138 and 182 and to the UN Convention on the Rights of theChild)2.1 Child LabourCaico for Export does not accept child labour. No person shall be employed at an age younger than15 (or 14 where the national law so allows) or younger than the legal age for employmentif this age is higher than 15.The company must take the necessary preventive measures to ensure that it does notemploy anyone below the legal age of employment.2.2 Young WorkersAll legal limitations on the employment of persons below the age of 18 years must befollowed.We acknowledge that according to the UN Convention on the Rights of the Child, a personis a child until the age of 18. We recognize the rights of every child to be protected fromeconomic exploitation and from performing any work that is likely to be hazardous or tointerfere with the child's education, or to be harmful to the child's health or physical,mental, spiritual, moral or social development.For further clarification regarding the prevention and remediation of child labour please seeour Code of Conduct Guidance for Implementation of Good Labour Practice. 3. HEALTH AND SAFETY3.1 Building SafetyWe require our suppliers and other business partners to make employees' safety a priorityat all times. No hazardous equipment or unsafe buildings are accepted.3.2 Fire SafetyEmergency exits on all floors must be clearly marked, well-lit and unblocked all the way outof the building. Evacuation through emergency exits must always be possible duringworking hours.Everyone working on the premises, including managers and guards, must be regularlytrained in how to act in case of fire or other emergency. Regular evacuation drills for allemployees are required; evacuation plans, and firefighting equipment must be in place.3.3 Accidents and First AidThe employer must work proactively to avoid accidents causing harm to any employee inthe workplace.Relevant first aid equipment must be available and where legally required a doctor ornurse should be available during working hours. 3.4 Working EnvironmentThe premises must be regularly maintained and cleaned and must provide a healthyworking environment.4. WORKERS' RIGHTS4.1 Basic Rights4.1.1 We do not accept any forms of forced or bonded labour and we do not accept theuse of prison labour or illegal labour in the production of goods or services for Caico for Export.(Refer to ILO Conventions 29 and 105)4.1.2 Migrant workers shall have exactly the same entitlements as local employees. Anycommissions and other fees in connection with employment of migrant workers must becovered by the employer. The employer must not require the employee to submit his/heridentification documents. Deposits are not allowed. Workers employed through an agent orcontractor are the responsibility of Caico for Export’s supplier and other business partners, and are thus covered by this Code.4.1.3 Every employee shall be treated with respect and dignity. Under no circumstancesdo we accept the use by our suppliers, their subcontractors or other business partners ofhumiliating or corporal punishment, and no employee shall be subject to physical, sexual,psychological or verbal harassment or abuse.4.1.4 All employees have the right to form or join associations of their own choosing, andto bargain collectively. Caico for Export does not accept disciplinary or discriminatory actions from theemployer against employees who choose to peacefully and lawfully organise or join anassociation.(Refer to ILO Conventions 87, 98 and 135)4.1.5 No employee shall be discriminated against in employment or occupation on thegrounds of sex, race, colour, age, pregnancy, sexual orientation, religion, political opinion,nationality, ethnic origin, disease or disability. (Refer to ILO Conventions 100 and 111)4.1.6 All employees are entitled to a written employment contract, in the local language,stipulating the employment terms and conditions. The employer has a responsibility toensure that all employees are aware of their legal rights and obligations.4.2 Wages, Benefits, Working Hours and LeaveAs background to this chapter we quote from the Universal Declaration of Human RightsArticle 23:3, as guidance concerning our ambition for our suppliers and business partners:“Everyone who works has the right to just and favourable remuneration ensuring forhimself and his family an existence worthy of human dignity...”4.2.1 Wages must be paid regularly, on time, and must reflect the experience,qualifications and performance of the employee. Caico for Export’s minimum requirement is thatemployers shall pay at least the statutory minimum wage, the prevailing industry wage orthe wage negotiated in a collective agreement, whichever is higher. All other types oflegally mandated benefits and compensations shall be paid. No unfair deductions areallowed, and the employee has the right to a written specification of how the wage hasbeen calculated.4.2.2 Ordinary working hours must not exceed the legal limit and shall never exceed 48hour per week. Overtime hours must not exceed the numbers allowed by the law of thecountry. If such limits do not exist, overtime work should not exceed 12 hours per week.Overtime work must always be voluntary and compensated in accordance with the law.Piece-rate work should not be exempted from the right to overtime compensation.Employees are entitled to at least one day off in every seven-day period.4.2.3 The employees shall be granted and correctly compensated for any types of paidleave to which they are legally entitled. Examples of such leave include annual leave,maternity/parental leave and sick leave.5. HOUSING CONDITIONSIf a company provides housing facilities for its employees, the requirements regarding firesafety and cleanliness under point 3 above should also cover the dormitory. The dormitorymust be separated from the workplace and have a separate entrance. Employees shouldhave free access to the dormitory.6. ENVIRONMENTThe environment is of increasing concern globally and Caico for Export expects its suppliers andother business partners to act responsibly in this respect. Our suppliers must comply withall applicable environmental laws and regulations in the country of operation. In particular,we are concerned about how the production of our garments and other productscontributes to climate change and water stress.6.1 Environmental PermitsThe company must have the relevant environmental permits and licenses for itsoperations.6.2 Water Management and Wastewater TreatmentWater is a scarce resource in many parts of the world and should be used as efficiently aspossible. All outgoing wastewater from wet processes must be treated before it isdischarged. The treated wastewater quality must meet the requirements in local legislationor the BSR guidelines1, whichever is stricter.6.3 Waste ManagementAny waste and in particular hazardous waste must be taken care of in a responsiblemanner and in accordance with local law.7. SYSTEMS APPROACHIn order to maintain compliance with Caico for Export’s Code of Conduct, local labour laws andenvironmental laws, it is important that Caico for Exports suppliers and other business partners havethe necessary policies and management systems in place.8. MONITORING AND ENFORCEMENT8.1 Transparency and Co-operationCaico for Exports expects all its suppliers and other business partners to respect this Code of Conductand to actively do their utmost to achieve our standards. We also expect our suppliers andother business partners to be transparent and not intentionally mislead our auditors. Webelieve in co-operation and we are willing to work with our suppliers and other businesspartners to achieve sustainable solutions and to promote suppliers and other businesspartners who are in compliance.Ethical behaviour is required by Caico for Export auditors and any breaches of Caico for Export’s Code ofEthics must immediately be reported to Caico for Export’s management or to info@caicocotton.com.8.2 MonitoringAll suppliers and other business partners are obliged to keep Caico for Export informed at all times of where each product is being produced, including subcontracting and homework. Relevant documentation must be maintained for auditing purposes. We reserve the right to makeunannounced visits to all units producing goods or services for Caico for Export, at any time. We also reserve the right to appoint an independent third party of our choice to conduct audits inorder to evaluate compliance with our Code of Conduct. 8.3 Supply ChainCaico for Export’s Code of Conduct applies only to our direct suppliers, other business partners and manufacturers of goods or services for Caico for Exports and their downstream subcontractors.However, we encourage our suppliers and other business partners to impose social andenvironmental requirements upstream in their supply chain, for example on suppliers offabric, labels, cotton and other components and raw materials. Examples ofsuch requirements include banning the use of forced labour and child labour, chemicalrestrictions and treatment of wastewater.8.4 Corrective ActionCaico for Export’s audits aim to identify gaps between the requirements in this Code of Conduct and the actual practices and conditions in the workplace. The audited company will usually begiven the opportunity to propose and implement a corrective action plan. Caico for Exports will follow up the implementation of the plan and verify that violations have been remedied. Asupplier failing to undertake sustainable improvements within the stipulated time framewould seriously damage its relationship with Caico for Export. Unwillingness to cooperate or repeated serious violations of Caico for Export’s Code of Conduct and local law may lead to reduced business and ultimately termination of the business relationship with Caico for Export.For further clarification concerning the implementation of our requirements, refer to our Code ofConduct Guidance for Implementation of Good Labour Practice.