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Wie Ihr wisst habe ich eine Anfragenreihe in Bezug auf Nachhaltigkeit an diverse Modeketten gestartet. Es ist schon interessant inwiefern die Antworten variieren. Ich behalte mir jedoch vor zu urteilen und überlasse Euch die Urteilsbildung.
Es geht weiter mit PROMOD:
Sehr geehrte Mahdiya Tatjana,
vielen Dank für Ihre E-Mail und Ihr Interesse an unserer Marke.
Bitte entschuldigen Sie die verspätete Antwort auf Ihre Anfrage.
Anbei übersenden wir Ihnen unsere Ethik-Charta in englischer Sprache, in der alle Vereinbarungen und an unsere Lieferanten gestellten Anforderungen hinsichtlich sozialer Aspekte sowie der Nachhaltigkeit aufgeführt werden.
Seit nun mehr zehn Jahren arbeitet Promod bei der Auswahl der Produktionsstätten intensiv daran und unterstützt diese, die lokalen Gesetzgebungen sowie Empfehlungen der internationalen Arbeitsschutzorganisation einzuhalten.
In 2008 hat Promod begonnen, Maßnahmen zum Gesundheitsschutz der Mitarbeiter in den Produktionsstätten zu treffen:
· Verbot des Sandstrahlens von Jeanshosen
· keine Zusammenarbeit mit Fabriken, die das Bleichen von Jeans durchführen ohne dabei über Schmutzwasser-Kläranlagen zu verfügen
· Management des Einsatzes von Chemikalien in den Färbereien etc.
Für Rückfragen stehen wir Ihnen gerne auch telefonisch montags bis freitags von 9.00 Uhr bis 17.00 Uhr unter 0221 – 29770770 zur Verfügung.
Wir hoffen, Ihnen mit dieser Auskunft weitergeholfen zu haben und würden uns freuen, Sie bald wieder in einer unserer Filialen oder auf www.promod.de begrüßen zu dürfen.
Mit freundlichen Grüßen
ETHICS CODE 2015
Promod is a family-owned company present in over 50 countries with over 1,000 stores, more than 5,000 employees and over 250 suppliers worldwide.
Promod attaches great importance to compliance with employment and environmental legislation. Promod seeks to ensure that its business activity has a positive impact throughout the Supply Chain (hereinafter „Supply Chain“).
Promod believes that these improvements must be carried out on a long-term basis, through cooperation between its teams, suppliers and all those involved in the Supply Chain process (hereinafter the „Stakeholders“).
PURPOSE OF THE ETHICS CODE
The purpose of this document is to detail the standards Promod requires from its suppliers, in reference to local laws and the various international texts such as the Universal Declaration of Human Rights, the ILO Convention on Fundamental Principles and Rights at Work, the ILO tripartite declaration and the OECD guidelines.
Promod also refers to the French law entitled “Grenelle II” and the REACH Regulation.
This list is not exhaustive and may change over time. The Stakeholders undertake to monitor developments in regulations and to adapt quickly to legislative changes.
Suppliers are responsible for compliance with legislation and the Ethics Code.
In order to identify, control and reduce Supply Chain risks, Promod has developed due diligence measures to be put in place prior to and throughout the contract.
Prior to entering into a contract, Promod may, via its teams or a third party organisation, assess the production sites to ensure there are no material risks liable to prevent them entering into a business relationship.
Upon initiating the business relationship, Promod will, if appropriate, draw up a corrective action plan with its suppliers, and will monitor implementation thereof.
Compliance checks and audits of suppliers and sub-contractors may be carried out on a regular basis. If a supplier, despite repeated requests, fails to implement the necessary measures to comply with the ethics code, national laws and/or ILO conventions, Promod will be forced to cease all business relations with the latter.
DEFINITIONS, INTRODUCTION OF AND COMPLIANCE WITH THE ETHICS CODE
Communication to Stakeholders
The Supplier must communicate the ethics code to its workers, in the local language, explain its principles and display the code in places designed to inform workers of their rights and obligations.
Compliance with legislation
Promod’s suppliers must comply with national and international laws and regulations.
Promod or a third party auditor may, without prior notification and at any time, check compliance with the ethics code.
Every year, the Supplier must sign the ethics code, which forms part of the single agreement legally binding it to Promod.
It undertakes to comply with the International Labour Organisation Conventions applicable to its sector of activity.
The term „Supplier(s)“ means any entity having a direct business relationship with Promod and involved in manufacturing a product on behalf of Promod. If the Supplier has several entities, each entity must sign the ethics code and is required to abide by it.
Means of application
The Supplier is required to specify the means by which it will apply the ethics code, in particular by setting up a management system, a dedicated team and appropriate indicators.
The production sites approved by Promod are solely authorised to produce its products.
If a Supplier wishes to use a sub-contractor, it must previously obtain express, written agreement from Promod.
It must ensure that the sub-contractor strictly complies with the same national and international laws as the Supplier.
Promod’s refusal of a production site shall not justify any non-compliance in the performance of an accepted order.
Suppliers must provide Promod with the exact name, address and contact details of the manager of each production site.
In the event of an audit, Suppliers must provide the original documents needed to appropriately inspect the production site.
RESPECT FOR HUMAN RIGHTS
Forced and compulsory labour
See: ILO Convention 29, in particular Article 5 on Forced Labour (1930) and ILO Convention 105 on the Abolition of Forced Labour (1957)
In accordance with these conventions, Promod does not tolerate any form of forced or compulsory labour. Use of prison workers and human trafficking are prohibited.
Promod requires its Suppliers not to compel any workers to deposit monies, identity papers or anything else when hired. All workers must be employed on a voluntary basis, and be free to accept or refuse to work overtime. They must be free to resign when they choose.
Promod’s Suppliers undertake to refrain from using forced labour and shall ensure that this undertaking is complied with by their previously approved subcontractors.
Freedom of Association
See: ILO Convention 87 on the Freedom of Association and Protection of the Right to Organise (1948)
In accordance with Article 3 of ILO Convention 87, Promod recognises the right of all personnel to set up or become a member of any trade union organisation.
Promod shall refrain from any action liable to restrict this right or impede the legal exercise thereof.
Promod requires its Suppliers not to interfere with the functioning of the internal employee representative body, and not to seek to control the activities of these workers‘ associations.
See ILO Convention 97 on Migrant Workers (1949) and ILO Recommendation 151 on Migrant Workers (1975)
Promod requires its Suppliers to consider migrant workers as employees in their own right.
Migrant workers and their family members having legally entered the territory must effectively be given equal opportunity and equal treatment with local workers, including but not limited to pay, working conditions, membership of employee representative bodies, living standards.
Right to Organise and Collective Bargaining
See: ILO Convention 98 on the Right to Organise and Collective Bargaining (1949)
In accordance with Article 1 of ILO Convention 98, Promod prohibits any form of anti-union discrimination.
Promod requires its Suppliers to offer adequate protection to trade union organisations in order to ensure compliance with the right to organise and collective bargaining.
Measures against child labour and minimum working age
See: ILO Convention 182 on the Worst Forms of Child Labour (1999), ILO Convention 138 on Minimum Age (1973) and ILO Recommendation 146.
Promod does not tolerate child labour under any circumstances, in accordance with the ILO conventions and national laws, whichever is strictest.
Promod undertakes to comply with the Minimum Age Convention, in particular Articles 2 and 3 of ILO Convention 138, under which it is considered that the minimum employment age is 18 years.
If the job involves specific, adequate education and vocational training, this threshold, in accordance with Convention 138, may be lowered to 16 years. It may not under any circumstances be less than 15 years.
Promod requires its Suppliers to strictly refuse any form of child labour.
Promod requires its Suppliers to draw up and communicate effectively to their personnel its policies and procedures against child labour, and in favour of the education of children and young workers, in accordance with ILO Recommendation 146 and local legislation on compulsory education.
See: ILO Convention 111 on Discrimination (Employment and Occupation) (1958) and Convention 100 on Equal Remuneration (1951)
Promod does not tolerate any discrimination in relation to recruitment, remuneration, access to training, promotion, dismissal or retirement, based on the criteria of ethnicity, social class, nationality, religion, disability, gender, sexual orientation, trade union membership, political engagement or age.
Promod requires its Suppliers to employ, train, remunerate and develop their workers‘ careers on the sole basis of their skills, without subjecting them to any verbal, physical or sexual harassment, and prohibiting all discriminatory practices.
Promod supports equal remuneration for male and female workers, for work of equal value.
COMPLIANCE WITH EMPLOYMENT LAW
Upon hiring, each employee must sign an employment contract, written in their usual language, specifying the employment conditions. The employer must ascertain that, in accordance with current legislation, employees are informed of their rights and obligations.
Hours of work
See: ILO Convention 1 on Hours of Work (Industry) (1919)
Promod’s Suppliers and approved sub-contractors will comply with current legislation and existing standards on hours of work in their sector of activity. Personnel may not be required to regularly work more than 48 hours per week. In order to meet exceptional industrial or commercial demand, and for short periods of time, Suppliers may ask their employees to work overtime. Regardless of the circumstances, this overtime must be performed voluntarily by workers and must not under any circumstances exceed 12 hours per week. Any overtime performed will be paid at a higher rate.
Workers have the right to a minimum of one rest day per seven day period.
See: ILO Convention 131 on Minimum Wage Fixing (1970)
In accordance with Article 3 of Convention 131, Promod undertakes not to put pressure on wages, to comply with legal minima or those applicable in the industrial sector in question, if more favourable to workers.
Promod will work with the Stakeholders to define a decent wage, to enable an improvement in net wages over time.
Minimum wages must take into account the needs of workers and their families, in line with the general level of wages in the country, the cost of living, social security benefits and the comparative living standards of other social groups.
They must cover the following needs: rent, energy, food, drinking water, clothes, health, welfare protection, education, transport, and savings.
Promod requires its Suppliers to pay their workers sufficient monthly remuneration to meet their basic needs and ensure a discretionary income.
In cases of sickness or maternity leave, this remuneration must be maintained in accordance with local legislation.
The remuneration must be detailed on pay slips to be given to employees with each instalment of wages paid, and it must be ensured that the method of remuneration is properly understood and accepted.
Employers must not dismiss, rehire or repeatedly use temporary contracts to avoid fulfilling their obligations towards their employees in relation to social security and employment legislation.
See: ILO Recommendation 115 on workers‘ housing (1961)
Promod considers that housing should only be provided by Suppliers in exceptional cases made necessary by the circumstances, such as significant distances between the place of residence and the place of work.
Promod requires that its Suppliers will not attempt to keep their workers in the workplace. Workers must have free access to housing, and Suppliers must not derive any profit from the provision of housing or common services.
If housing is provided, it must be separate from the manufacturing areas, be built in accordance with safety requirements, and have a reasonable level of decency, hygiene and comfort, in accordance with local housing standards.
In the event of misconduct by a worker, a proportionate disciplinary sanction may be taken. Before taking the sanction, the employer must comply with a procedure designed to inform the employee in question and allow them to prepare their defence.
The disciplinary sanction may consist of:
- an official warning;
Other forms of sanctions will be considered as unacceptable disciplinary practices.
Occupational Health and Safety
See: ILO Convention 155 on Occupational Safety and Health (1981)
Promod routinely monitors compliance with the occupational health and safety of the workers involved in manufacturing its products. At Promod, workers have the right to a safe workplace, where health and safety prevention measures have been implemented.
Promod requires its Suppliers to provide their workers with a safe, healthy working environment, to take measures to avoid accidents, to provide the individual protective equipment necessary for certain jobs free of charge, to appoint a health and safety manager and to regularly train personnel in health and safety matters.
In cases where the production site layout needs to be modified or new machines installed, the Supplier must take account of the construction regulations in force, ensure the feasibility of the project and guarantee that there are no risks to workers‘ safety.
Promod may refuse to use Suppliers who share production sites with other companies.
Access to Medical Care
See: ILO Convention 164 on Health Protection and Medical Care (Seafarers) (1987)
Promod expects its Suppliers to implement the following good practices, if not already provided for under local law:
- Hire a doctor or nurse to provide medical care and first aid training
- Provide a sufficient number of first aid kits and ensure that they are always maintained and stored in the passageways in an adequate, visible and easily accessible manner
- Display next to the first aid kits, in a visible, accessible manner, the procedure to be followed in the event of an accident, with the names of the first aiders, their telephone numbers, the emergency number and the number of the nearest hospital
- Make sure that qualified first aiders are easily recognisable by giving them a distinctive mark (badge or armband) or a different work uniform
See: ILO Convention 183 on Maternity protection (2000) and ILO Convention 156 on Workers with Family Responsibilities (1981)
Promod supports the rights of pregnant women and mothers.
Notification of pregnancy must not under any circumstances result in the employee being dismissed or deprived of one of her rights. No pregnancy tests may be requested prior to recruitment. No contraceptive methods may be imposed by the employer on its workers.
Pregnant or breastfeeding mothers must not be forced to perform a task if it involves a significant risk to their health or the health of the child.
In accordance with Convention 183, all pregnant women have the right to maternity leave, the duration of which must comply with the applicable legislation.
At Promod, product quality and customer satisfaction are our major concerns.
Promod regularly carries out tests on its products to guarantee their safety. Promod complies with its obligation to declare any potentially hazardous substances contained in its products, in accordance with Reach legislation.
Promod therefore requires its Suppliers to implement procedures to guarantee that none of a product’s components contain any regulated substances in quantities higher than the authorised limits.
Promod requires its Suppliers to
- routinely carry out fire drills
- clearly display a sufficient number of evacuation plans
- routinely check that their smoke detectors, fire alarms and extinguishers are in good working order
- install an emergency lighting system in case of power cuts
- clearly identify all the emergency exits and ensure they are accessible at all times
- define safe muster areas and ensure that all workers can be safely evacuated in an emergency.
Protection of workers against chemical risks
Promod requires its Suppliers to put in place the following good practices:
- Draw up appropriate handling procedures for hazardous chemical products
- Clearly indicate, via notices, the presence and type of chemical substances
- Display Safety Data Sheets (SDS) in the places where chemical products are stored and used so that workers understand the risks involved in the products they are using
- Isolate the chemical products storage or handling areas from other parts of the factory
- Provide basic training to workers on handling hazardous chemical products and wearing appropriate individual protective equipment
- Ensure good ventilation and air circulation to reduce chemical risks Organise storage according to the compatibility of chemical products
- Where necessary, provide individual protective equipment.
Promod does not permit sand blasting, particularly in order to give a used appearance to cloth.
Promod requires its Suppliers to comply with this ban, to implement practices to replace sand blasting and not to have any sand blasting facilities on their processing site.
Promod requires its Suppliers to take into account, in the manufacturing process, waste recycling and other practices that reduce the use of natural resources, polluting sources of energy and polluting chemical products.
Suppliers must ensure they comply with the environmental requirements applicable to their activity, and regularly re-assess environmental risks, in particular those relating to new industrial processes.
Treatment of water used in production
Promod does not permit any discharge into the natural environment of water that has not been correctly treated.
Promod requires its Suppliers using a production process involving water to treat the waste water or have it treated by a third party, in accordance with applicable standards in force.
If the local regulations are considered to be too weak, Promod will examine with the Supplier how to attain internationally admitted standards.
Promod does not permit the use of animal fur in its products. For other materials of animal origin, Promod adheres to the European conventions on animal protection. Promod promotes the use of substitute materials.
Promod takes measures against corruption and considers that it is detrimental to good business management and fair pricing, and that it misappropriates resources intended for development and that it compromises fair competition.
Promod requires its Suppliers to take measures against corruption by developing an anti-corruption policy and notifying it to their business partners.
Any act of corruption constitutes sufficient grounds for terminating the business relationship and for taking any other corrective measures in accordance with applicable legislation.
This ethics code contains all of Promod’s and its Suppliers‘ commitments with a view to the long-lasting improvement of working conditions and environmental protection on all production sites.
Promod will add to its code of ethics as legislation changes, in order to develop a continuous improvement process with its Suppliers and other Stakeholders.
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