SNÖSJÖ PRODUCTION AB CODE OF CONDUCT

Because we care!

For us as a company in relation with others, we genuinely care and constantly work for the best sustainable options in producing our products. It is there for of outmost importance that our suppliers share our values and strive for constant progress regarding environmental and social improvements.

We care about the individual person and the environment, where everyone included should win on a business relationship, where we always have an environmental focus on our decisions.

This Code of Conduct applies to all the Supplier/s and sub suppliers involved in the manufacture or supply of products to Snösjö Production AB.

While Snösjö Production AB recognizes that there are different legal and cultural environments in which factories operate through out the world, this Code of Conduct sets forth the basic requirements that all the Supplier/s must meet in order to do business with Snösjö Production AB. The conditions set out in the Code of Conduct are merely the minimum Requirements, and Snösjö Production AB encourage all suppliers to do more than minimum for their own stakeholder’s with the concern of Human Rights and environmental improvements.

The Supplier/s must observe relevant UN Conventions and International Agreements, such as ILO conventions 29 (Forced Labour), 87 (Freedom of Association), 98 (Right to Organize and Collective Bargaining), 100 (Equal Remuneration), 105 (Abolition of Forced Labour), 111 (Discrimination), 138 (Minimum Age) and 182 (Worst Forms of Child Labour). Other established social rules and principles of Public International Law than the ones mentioned in this Code of Conduct shall also be regarded as included in and covered by this Code of Conduct.

The Supplier/s are responsible that all factories involved in the manufacture of products or accessory for Snösjö Production AB follow this Code of Conduct, either the Supplier/s own the relevant factory or not.

1. GENERAL PRINCIPLE

The Supplier/s that manufacture products for Snösjö Production AB shall operate in full compliance with all applicable laws, rules and regulations, including those relating to,

•  Discrimination
•  Child labour
•  Fair remuneration
•  Decent working hours
•  Working conditions
•  Freedom of association
•  No precarious employment

Should any of the following requirements in this Code of Conduct be in violation of applicable mandatory national law in any country or territory, the national law should always be followed. In such a case, the Supplier/s must inform Snösjö Production AB immediately when receiving this Code of Conduct or when the relevant mandatory national law is implemented.

However, it must be stressed that the requirements by Snösjö Production AB in this Code of Conduct may not be limited to the requirements of non-mandatory national law.

The Supplier/s shall allow Snösjö Production AB and/or any of its representatives unrestricted access to its, and its sub-supplier’s/s’, facilities and to all relevant records at all times, whether notice is provided in advance by Snösjö Production AB or its representatives or not.

2. DISCRIMINATION

The Supplier/s shall employ workers on the basis of their ability to do the job, and never on the basis of their beliefs, race, colour, gender, nationality, religion, age, maternity, marital status, sexual orientation, political affiliation or any other personal characteristics.

The Supplier/s shall pay workers wages and provide benefits without any regard what so ever to the personal characteristics mentioned above. Workers shall not be harassed or disciplined on any of the grounds listed here.

3. CHILD LABOUR

A “child”, in this context, is a person younger than fifteen (15) years of age or, as an exception, fourteen (14) years in countries covered by article 2.4 in the ILO convention No. 138 (Minimum Age).

The Supplier/s shall not use child labour, in violation of the local laws of the countries of the Supplier/s or by the United Nations Convention of the Rights of the Child, Article 32.1. The Supplier/s are encouraged to develop lawful workplace apprenticeship programs for the educational benefit of their workers, provided that all participants meet the minimum legal age requirement.

Every worker employed by the Supplier/s shall meet the applicable minimum legal age requirement. The Supplier/s shall comply with all applicable child labour laws, including those related to hiring, wages, working hours, overtime and working conditions.

The Supplier/s shall maintain official documentation for every worker that verifies the worker’s date of birth.

4. FAIR REMUNERATION

Supplier/s should observe the principle of fair remuneration, and respect the right of the workers to receive payment that is sufficient to provide workers with a decent living for themselves and their families.

Suppliers/s shall comply, as a minimum, with wages mandated by governments’ minimum wage legislation, or industry standards approved on the basis of collective bargaining, whichever is higher. Wages and benefits paid should always be sufficient to meet basic needs of workers and their families and to provide discretionary income, so called Living Wage.

A living wage should be earned in a standard working week (no more than 48 hours) and allow a worker to be able to buy food for her/his-self and her/his family, pay the rent, pay for healthcare, clothing, transportation and education and have a small amount of savings for when something unexpected happens.

Wages are to be paid in a timely manner, regularly, and fully in legal tender. The level of wages is to reflect the skills and education of workers and shall refer to regular working hours.

5. DECENT WORKING HOURS

The Supplier/s shall set working hours, wages and overtime compensation in compliance with all applicable local laws. While it is understood that overtime work sometimes is required in textile production, the Supplier/s shall carry out its operations in ways that limit overtime to a level that ensures human and productive working conditions.

Supplier/s should observe this principle when they ensure that workers are not required to excessive overtime. However Snöjö Production AB recognizes the exceptions specified by the ILO. Applicable national laws, industry benchmark standards or collective agreements are to be interpreted within the international framework set out by the ILO.

In exceptional cases defined by the ILO, the limit of hours of work prescribed above may be exceeded, in which case overtime is permitted. The use of overtime is meant to be exceptional, voluntary, paid at a premium rate of not less than one and one-quarter times the regular rate and shall not represent a significantly higher likely hood of occupational hazards. Furthermore,

Supplier/s shall grant their workers with the right to resting breaks in every working day and the right to at least one day off in every seven days.

The Supplier/s shall provide paid annual leave, sick leave, maternity leave or holiday as required by law or which meets the local industry standard, which ever is greater. The Supplier/s shall provide workers with wage statement for every period, which includes number of days worked, wage or piece rate earned per day, hours of overtime and overtime compensation, bonuses, allowances and legal contractual deductions, if any.

6. WORKING CONDITIONS

The Supplier/s shall treat all workers with respect and dignity and provide them with a safe and healthy environment. The Supplier/s shall comply with all applicable local laws and regulations regarding working conditions, including worker’s health and safety, sanitation, fire safety, risk protection and electrical, mechanical and structural safety.

Supplier/s shall ensure that there are systems in place to detect, assess, avoid and respond to potential threats to the health and safety of workers. They shall take effective measures to prevent workers from having accidents, injuries or illnesses, arising from, associated with, or occurring during work. These measures should aim at minimizing so far as is reasonable the causes of hazards inherent within the workplace.

The Supplier/s shall not use corporal punishment or any other form of physical or psychological coercion such as threats of violence, sexual harassment, or other abuse. The Supplier/s shall not engage in or permit physical acts to punish or coerce workers.

The Supplier’s/s’ factories shall be sufficiently lighted and ventilated; there must be windows, fans and/or air conditioners and/or heaters in all work areas for adequate circulation, ventilation and temperature control. There shall be sufficient, clearly marked exits allowing for the orderly evacuation of workers in case of fire or other emergencies. Exits shall be kept free from obstructing objects and remain accessible and unlocked during all working hours. Fire extinguishers shall be regularly maintained and charged and kept visible and accessible for all workers. Workers must, on a regular bases, be educated in fire drills and how to evacuate the facilities in a safe and organized manner.

The Supplier/s shall provide adequate drinking water for all workers and allow reasonable access to it throughout the working day. Workers should be provided safe and clean eating and resting areas as well as clean and safe cooking and food storage areas. The Supplier/s shall maintain lean and sanitary toilet areas throughout the working hours and put on reasonable restrictions on their use.

Furthermore, suppliers/s shall always provide effective Personal Protective Equipment (PPE) to all workers free of charge.

7. FREEDOM OF ASSOCIATION

Workers shall be free to join or form democratic and peaceful associations of their own choice. The Supplier/s shall not interfere with workers who wish to lawfully and peacefully associate, organize or bargain collectively. The decision whether or not to do so shall be made solely by the workers. Supplier/s must not discriminate against workers because of trade union membership or to prevent worker’s representatives from having access to workers in the workplace or from interacting with them.

Supplier/s should respect and allow the principle of free and democratic elected representative by the workers, who can have a constructive dialog with suppliers/s management regarding workplace issues.

8. NO PRECARIOUS EMPLOYMENT

Before entering into employment, business partners are to provide workers with understandable information about their rights, responsibilities and employment conditions, including working hours, remuneration and terms of payment.

Supplier/s must ensure that their employment relationships do not cause insecurity and social or economic vulnerability for their workers.

We care!