CODE OF CONDUCT
INDEX
Introduction
To whom does this ethical chapter apply?
People
• Law and compliance
• Freedom of association and the right to collective bargaining
• Employment is freely chosen
• No discrimination
• No child labors
• Living wages
• Working hours
• Health and safety
• No harsh or inhumane treatment
• Legal binding employment contract
• Confidentially and privacy
Environment
• Materials
• Protection of the environment
Monitoring CoC
Introduction
At Vernisse we are committed to be as ethical and responsible as we can. As an emerging brand we are aware of the issues in the fashion industry regarding the environmental and social part. For this reason, we are committed to share our approach to social and corporate responsibility.
This document explains all the values, principles and rules that Vernisse has regarding its employees and all those who come in contact with Vernisse. Vernisse is only committed to do business with those who share its fair and safe labor practices and environmental standards. The code of conduct applies to all suppliers and other business partners who are involved in the purchasing, manufacturing and finishing process of our garments.
This document explains the basic social and environmental standards, though Vernisse encourages all their partners to improve continuously. It formalizes our internal commitment.
Lastly, Vernisse respects fundamental and human rights, and all its actions are motivated by the International Labour Standards, specifically through the fundamental conventions of the International Labour Organization (ILO).
To whom does this ethical chapter apply?
The code of conduct applies to everyone that, regardless of their position or role, is in business contact with Vernisse. Our employees and managers are familiar with this and apply all the rules of the code of conduct. We expect all our employees and managers to work regarding this code of conduct. Vernisse provided this information to everyone including our partners, clients and the general public. When employing a new person Vernisse will share this code of conduct with them.
Social standard
1.Law and compliance
1.1 Every employee is expected to work according to relevant and applicable laws and regulations (including anti-corruption and bribery laws) of the country in which the worker is employed.
1.2 Every worker should act according to the code of conduct. If not, there will be consequences.
2.Freedom of association and the right to collective bargaining.
ILO 87, 98, 135, 154
2.1 Workers and employers have the right to join organizations of their own choosing for furthering and supporting their interests.
2.2 Workers and employees have the right to trade union memberships and are protected against discrimination, influences or dismissal from other employees.
2.3 When the right of freedom association and collective bargaining is excepted by law, the employee has no right to hinder the independent development of their workers regarding free association and bargaining.
3.Employment is freely chosen.
ILO 29 and ILO 105
3.1 There is no forced or compulsory labor within the company in any case.
3.2 In cases of emergency, that would endanger employees, there will be no work.
3.3 Employees must always be free to leave the factory at any time and office employees should have freedom of movement.
4.No discrimination
ILO 111
4.1 Workers should be hired regarding their skills and ability to do the job. Not based on how they look, their character, gender or beliefs.
4.2 All the workers should be treated as equally as their colleagues. Any exclusion or preference made based on race, color, sex, beliefs, religion or social origin is not allowed.
4.3 All genders shall be treated equally in every opportunity.
4.4 Equal opportunity also should be respected during negotiations and industrial relations.
4.4 There shall be appropriate services and accommodations for women who are pregnant, postpartum and nursing.
5.No child labors
ILO 138 and ILO 182
5.1 Supplier cannot engage in or supporting child labor.
5.2 Factories and suppliers must meet the applicable minimum legal age of at least 16 years old in Italy. The age shall not be under the age of compulsory schooling.
5.3 Every worker should have official documentation and available for review.
5.4 In cases of types of hazardous work, workers under 18 shall not be working in those conditions. Workers under 18 are also not allowed to work at nights.
5.5 If suppliers find any child that is participating in child labor, they should enable her or him to attend and remain in school until adult.
6.Living wages
ILO 94, ILO 95 and ILO 131
6.1 Every worker shall receive a written contract with all the information about their conditions as a worker. This shall be done before they enter the company.
6.2 Every worker is to be paid with at least the minimum wage or more regardless of the segment that they work in.
6.3 Workers are paid on time, regularly, and fully.
6.4 In any case it is never allowed for an employer to hold back wages from their workers.
6.5 Suppliers must provide their workers with legal benefits like holidays and annual leave.
7.Working hours
ILO 14, 106, 132, 175
7.1 When the working week exceeds to be longer than 48 hours, steps should be taken to reduce this without reducing the wages of the worker.
7.2 Working overtime shall be voluntary, a mutual agreement and not more than 12 hours a week
7.3 Every employer should have the minimum annual holiday with payment.
7.4 Parttime workers should receive the same conditions equivalent to those who are full time workers. This is regarding: social security, maternity protection, termination of employment, paid annual leave, holidays and sickness. Of course, these entitlements are determined in proportion to their working hours.
8.Health and safety
ILO 155, 161, 187
8.1 Employers must ensure that workplaces, machinery’s, equipment and processes are safe and controlled. There can be no risk to health. If use of any chemical, physical or biological substances these should be without risk for health as well.
8.2 Workers should be given the correct training to rightfully do their job.
8.3 Workers should have access to clean water, toilet and if appropriate facilities for food storage.
8.4 There should be an emergency exit, fire alarm, fire extinguishers windows, and a fire ladder if on a high level at any working place.
9.No harsh or inhumane treatment
9.1 Every employee shall be treated with respect and shall treat others with respect.
9.2 There shall be no punishments or physical/ nonphysical abuse towards employees in any case. This includes no sexual harassment, shouting, threats of violence or other verbal abuse.
10. Legal binding employment contract
10.1 Every employee has voluntarily signed a contract.
10.2 Everyone should work according to the law, regulations and standards in the work environment.
11.Confidentially and privacy
11.1 Every worker only has data that is necessary and directly related to their duties.
11.2 Data is not shared with third parties unless approved by a superior.
11.3 There shall be only appropriate use of personal information.
11.4 Personal data must be hold according to privacy laws and there shall be acted consistently regarding the privacy policy when handling personal information.
Environment
1.Materials
1.1 Vernisse uses mostly pre-existing fabrics to make upcycled clothing.
1.2 Vernisse collaborates with companies that share the same values and vision.
1.3 Synthetic materials will be avoided as much as possible.
1.4 We mostly work with mono fibers which are completely recyclable.
1.5 All of the fabric covered buttons are made of production leftovers and a metal core. They are completely plastic free.
2.Protection of the environment.
2.1 Vernisse works with made-to-order and a small stock to avoid overproduction.
2.2 Vernisse has an aftercare program to expand the quality and lifespan of the clothing.
2.3 Business partners shall comply with all the applicable environmental laws and regulations from the area that they operate.
Responding to a violation
When a violation takes place, Vernisse will gather information from all the parties that are involved. Our goal is to determine the facts and establish the severity of the issue and give the right response to the problem. Depending on the violation a worker could receive a verbal or written warning. It is also possible to suspend an employee or end their contract.
Monitoring CoC
This code of conduct will be communicated to everyone within the business, and it will be accessible for the public. To monitor compliance and measure performance we will weekly pay visits to our factory to collect and analyze data on how well the employees are following our code of conduct and if there needs to be any improvement. Next to that we will have email contact with our employees and ask them for feedback. Our employees can any time email if there are any complaints or improvements according to the code of conduct.