Sun-Flex™ strive to be a good employer and responsible member of society. This Code of Conduct details the requirements and it forms a natural part of our daily work and our constant efforts to improve our business.
Sun-Flex™ expects our suppliers to respect the principles of the Supplier Code of Conduct in their Sun-Flex™ operations and to comply with them in their business practice.
1. LEGAL REQUIREMENTS
We expect our suppliers in their business operations to be aware of the national legislation in those countries where they operate, and to follow this legislation as a minimum requirement. The requirements of the code are not always limited to national legislation. If any requirement that we impose in the Code of Conduct conflicts with national legislation, the law takes preference. Should this be the case, the supplier must inform us immediately.
2. WORKING ENVIRONMENT
Employees shall be provided with a safe and healthy workplace.
2.1 Health and safety
We require suppliers to prioritize the health and safety of their employees. We therefore expect appropriate working protection to be used, equipment and premises to be safe, hazardous substances and waste to be handled in a safe way.
2.2 Housing facilities
If the supplier provides employee housing facilities, these shall be safe and hygienic, and shall provide satisfactory personal privacy and space.
3. WORKING CONDITIONS
Sun-Flex™ expects suppliers to respect basic human rights and that employees be treated in accordance with the ILO Declaration on Fundamental Principles and Rights at Work (1998).
Sun-Flex™ values and respects different cultural backgrounds and traditions. Employees shall be appraised and treated on the basis of their own ability and qualifications to carry out their work, not on the basis of personal characteristics or convictions.
3.2 Forced labour
No form of forced labour, involuntary or uncompensated work will be accepted. This includes all forms of compulsory agreements and illegal labour. No person may be detained at work against his or her will for any period of time.
3.3 Disciplinary practices
Employees shall be treated with respect and dignity. Under no circumstances may any employee be subject to corporal punishment or other forms of physical, sexual or psychological punishment, harassment or coercion.
Pay deductions may not be made for disciplinary reasons, unless this is regulated by collective agreement or permitted by law.
3.4 Child labour
The UN Convention on the Rights of the Child (1989), the ILO Convention on Minimum Age for Employment (no. 138, 1973) and the ILO Convention concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour (no. 182, 1999) are guidelines for all activities, which take place in the company’s name.
No person may be employed below the age for having completed compulsory schooling or under the age of 15 years (or 14 years in those countries referred to in article 2.4 of ILO convention no. 138).
If a child is found to be working for a supplier manufacturing Sun-Flex™ products, we request that measures are taken to rectify the problem without worsening the child’s social situation. If corrective action is not implemented after this situation is brought to our attention, Sun-Flex™ will replace the supplier.
3.5 Wages and working hours
Suppliers shall stipulate working hours and pay wages and overtime pay as a minimum in accordance with local laws and agreements, or in accordance with local industry standards. Other than under exceptional circumstances, the scheduled weekly working time may not exceed a total of 60 hours, including overtime. Employees are entitled to a contract of employment.
3.6 Freedom of association and the right to collective bargaining
Employees shall be free to exercise their legal rights to join, form or work for organizations which represent their interests as employees. Suppliers must not threaten or penalize workers, or in any other way restrict or interfere with employees’ legal and peaceful exercise of their rights.
Suppliers shall respect employees’ rights to collective bargaining.
3.7 Alcohol and unlawful drugs
The workplace must be free from alcohol and unlawful drugs in order to provide a good and safe working environment. Suppliers shall ensure that alcohol and unlawful drugs are not used during working hours.
Sun-Flex™ works actively to step-by-step reduce our direct and indirect environmental impact. Everyone is expected to work in line with Sun-Flex™´s environmental policy. Suppliers shall therefore be well informed about and comply with requirements in accordance with national legislation, regulations and industry standards. This involves being aware of and monitoring their environmental impact, and constantly working to improve environmental performance in their operations.
As a minimum requirement, suppliers shall handle hazardous substances and waste in a safe way. Requirements restricting hazardous substances in those markets where Sun-Flex™ sells its products, as well as any additional requirements made by Sun-Flex™, shall be met.
5. APPLICATION AND MONITORING
Sun-Flex™’s management is responsible for ensuring that work relating to the code of conduct is an ongoing process, and for documenting and communicating how well we and our suppliers meet the requirements.
Sun-Flex™ strives for long-term relationships and mutual development. We believe in active dialogue and cooperation with suppliers in order to agree on realistic action plans in every individual case of deviation from the code, without compromising our long-term goals.
Employees responsible for purchasing within Sun-Flex™ shall ensure that the relevant suppliers are well informed about the Code of Conduct. Suppliers shall ensure that the code is available in the local language to employees involved in production for Sun-Flex™. Managers shall be aware of this code, and responsible for its application within their area of responsibility. They shall also be aware of the national laws and regulations, applicable at any time.
Our organization is responsible for supporting and monitoring suppliers and manufacturers. Any non-compliance with the code must be reported, acted on and followed up. In order to ensure that the code of conduct is practised, Sun-Flex™ reserves the right to carry out unannounced inspections of suppliers and manufacturers. Inspections can also be made by an independent third party of our choice. The suppliers or manufacturers should on request provide a labour force register, records of hours worked and wages paid, work-related injuries and accidents, preventative action taken, fire protection measures implemented and evacuation drills carried out, as well as other appropriate information.