BSCI-Code of Conduct

Business Social Standards Action (BSCI)-Code of Conduct

In view of the International Labor Organization Conventions, the United Nations Common Declaration of Human Rights, the United Nations Convention on the Elimination of Various Forms of Discrimination against Women under the Rights of Children, the United Nations Global Conventions, and the Organization for Economic Cooperation and Development Guidelines for Multinational Enterprises, the BSCI Code of Conduct aims to achieve certain social and Environmental guidelines. The supplier company shall ensure that the sub-contractors involved in the production and process of the final manufacturing stage in the name of a BSCI member shall also abide by this code of conduct. The following requirements are very important and will be implemented depending on the development stage:

1. Applicable law

All applicable national laws, lower industry standards, International Labor Organization and United Nations conventions, and any other more demanding related mandatory regulations shall be complied with.

2. The freedom of association and the right to collective bargaining

The rights of all employees of BSCI factory inspections to voluntarily organize and join trade unions and to conduct collective bargaining shall be respected. If in certain circumstances or in some countries, the rights related to the freedom of the association and the right to collective bargaining are bound by law, similarly independent and free organization and bargaining rights should be granted to all employees. It should be ensured that the employee’s representative can contact the employee in the workplace. --According to Articles 87, 98, 135 and 154 of the International Labour Organization Convention.

3. Discrimination is prohibited

In employment, paid work, access to training opportunities, termination of work, or retirement, any member originating from gender, age, religion, race, social class, social background, disability, ethnic and national origin, nationality, workers’ organizations (including trade unions) There should be no discrimination based on identity, political associations, sexual orientation, and any other personal circumstances. --According to Articles 100, 111, 143, 158 and 159 of the International Labour Organization Convention.

4. Compensation

The wages paid according to the fixed number of working hours, overtime hours and overtime levels shall meet or exceed the lower legal standards and/or industry regulations. No illegal, unauthorized or punitive deductions from wages are allowed. If the statutory lower wages and/or industry standards meet the requirements of living expenses and provide certain additional disposable income, supplier companies should be further encouraged to provide employees with appropriate compensation to meet their needs. Deductions from wages must not be used as a punishment. The supplier company shall ensure that the amount of compensation for wages and benefits is clearly stated to employees and paid on time; the supplier company shall also ensure that wages and benefits fully comply with all applicable laws and the payment method of compensation shall be in a manner that is convenient for employees. --According to Articles 26 and 131 of the International Labour Organization Convention

5. Working hours

In terms of working hours, the supplier company shall comply with applicable national laws and industry standards. The higher tolerable working hours per week shall be in accordance with national laws but shall not be fixed to exceed 48 hours, and the higher tolerable overtime hours shall not exceed 12 hours per week. The number of overtime hours should be entirely voluntary and paid according to a certain percentage of salary. Every employee is entitled to at least one day off after working for six consecutive days. --According to Articles 1 and 14 of the International Labour Organization Convention

6. Workplace health and safety

A set of clear regulations and procedures related to occupational health and safety should be established and followed, especially those related to personal protective equipment, clean bathrooms, and access to potable water. If possible, sanitary equipment for storing food should also be provided. The regulations and conditions of the workplace and the conditions of the dormitory must not violate basic human rights. Especially young workers should not work in harsh, dangerous or dirty conditions. --According to Article 155 of the International Labour Organization Convention and Articles 164 and 190 of the International Labour Organization Recommendations

   In addition, it should be pointed out that management representatives who are responsible for the health and safety of all employees and responsible for the implementation of BSCI health and safety points should be appointed. All employees receive recordable health and safety training on a regular basis. In addition, employees who are newly hired and re-arranged should receive the above-mentioned training again. A system should be established to find, avoid or respond to potential threats to the health and safety of all employees.

7. Child labor is prohibited

In accordance with the International Labor Organization and United Nations conventions and/or national laws, child labor is prohibited. Among the various regulations, stricter regulations should be adopted. The use of children in any form is prohibited. Working conditions that resemble slaves or are harmful to the health of children are prohibited. The rights of young employees should be protected. If it is found that children who meet the above-mentioned child labor conditions are working, the supplier company shall formulate measures and procedures to save the child laborers at work, and present them in the form of documents. In addition, the supplier company should provide appropriate friend support to ensure that the above-mentioned children enter the school until they reach adulthood. --According to Articles 79, 138, 142 and 182 of the International Labour Organization Convention and Article 146 of the Recommendation

8. Prohibition of forced labor and punitive measures

Any form of forced labor like prisoners violates basic human rights and is prohibited, such as receiving a deposit or withholding the employee’s ID at the beginning of the employment. No corporal punishment, mental or physical coercion, and verbal insults shall be used. --According to Articles 29 and 105 of the International Labour Organization Convention

9. Environmental and safety issues

The procedures and standards related to waste treatment, the treatment and destruction of chemicals and other hazardous substances, and discharge and sewage treatment must meet or exceed the lower legal requirements.

10. Management system

The supplier company shall formulate and implement a social responsibility measure and a management system to ensure that the BSCI Code of Conduct is complied with and can take and implement anti-bribery/anti-corruption measures in business activities. In management, correct measures should be taken, the code of conduct should be reviewed regularly, and the requirements of the code of conduct should be explained to all employees, so as to obtain correct implementation and continuous improvement. Employees should pay more attention to violations of the code of conduct.

Attachment to this Code of Conduct:

-Supplier company statement

-Enforcement terms

-Consequences of violating the guidelines