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As a supplier we recognize that, by treating our employees with respect and allowing them to operate in working conditions that are clean and safe with a fair days wage, will make a difference in increasing productivity, reducing risk and improving quality of product. In turn this will also lead to increased customer confidence.

Being socially compliant only delivers these benefits if done effectively so a monitoring program, with country law as a minimum standard, is in operation with improvement programs geared towards full compliance achievement.

Compliance with national laws and regulations

SKCL should observe all applicable national laws, rules and regulations in force. In areas not, or only weakly, regulated by national law, they shall strive to act according to the values and principles laid down in the Code.

Basic understanding of responsible corporate behavior

Through SKCL business activities, they should contribute to their community’s well-being, promotion and development. This, through the promotion of the principles of responsible management, such as transparency, accountability, sincerity and integrity. No form of bribery or corruption practiced by management or workers shall be tolerated.

Respect for human rights

It is the responsibility of private enterprise to take all possible and  conomically feasible measures within their sphere of influence to assume their responsibility to respect human rights. In the case of infringements directly related to a company’s business activities, SKCL should use their influence to encourage the responsible actors to mitigate risks or remedy rights violations in the supply chain.

Labour rights and working conditions

SKCL shall uphold the eight core labour standards of the International Labour Organization (ILO) and should commit to create a safe and humane working environment.

Effective remediation of child labour

SKCL should commit to work towards the effective remediation of child labour by agreeing upon a minimum acceptable working age of not less than 18 years. A worker’s age must be determined before employment.

Protection of workers and skills development

SKCL workers should not carry out work in dangerous, unsafe or hazardous conditions or work which is harmful to their safety and health. They also may not work during night hours and shall avoid working with potentially harmful machines or substances, including (but not limited to) fabric cutting machines or toxic chemicals. In SKCL workplace training should be welcomed and encouraged.

No forced labour

SKCL do not tolerate any form of forced or compulsory labour. Workers shall have sought work on their own free will. All work or service which is demanded under the threat of penalty, violence or intimidation and for which they said person has not offered him or herself voluntarily shall be objected.

Freedom of association and right to collective bargaining

The workers’ rights to establish and to join work organizations of their own choosing without previous authorization shall be respected and the right to collective bargaining shall be observed. SKCL shall adopt an open and collaborative attitude towards the activities of trade unions. The Representatives must be elected in a fair and neutral electoral procedure.

Humane treatment of workers

SKCL Management all levels treats their workers with respect and dignity and does not engage in abusive or inappropriate behavior towards workers. Disciplinary measures may not involve physical punishment or psychological harassment.

Wages and benefits

The wage level for regular working hours shall not fall below contractual or legal minimum wage rates in SKCL. Illegal and unjustified wage deductions, in particular for disciplinary measures, SKCL does not tolerate.