CORPORATE SOCIAL RESPONSIBILITY POLICY
& SUPPLIER/PARTNER CODE OF CONDUCT
CORPORATE SOCIAL RESPONSIBILITY POLICY
Strange Hooper Castles Ltd. T/A WORLD takes our responsibility as an employer, manufacturer and retailer extremely seriously.
Each and every product sold within our WORLD stores clearly states the country of origin and manufacture, and our suppliers are regularly audited to ensure our policies and practices are adhered to.
We are a Child Labour Free (CLF) organisation, and believe every individual has the right to a safe and regulated working environment.
The vast majority of our garments are designed and manufactured in New Zealand, employing locals, be it in-house, or machinist mums/dads working whilst the children are at school. The artisans who produce garments that carry the WORLD label, are the best available.
All our garments are quality checked in-house, and garment applications are applied by hand in New Zealand, to ensure the garments you receive are of exceptional quality.
All our scrap fabric from the end of each seasons production cycle, are donated to primary schools, children's hospitals and IHC Art Centres for collage and art use, we believe in recycling rather than landfill.
We import a variety of products from selected suppliers.
Candles, perfumes and object d'art, exclusive to WORLD, from companies with historic provenance. Selected skincare ranges, plus a wide spectrum of coffee table books, in fact anything that grabs our attention that we want to invite our customers to explore!
WORLD is committed to undertaking and maintaining business practises consistent with the principles and core subjects of
ISO 26000. We are very proud of who we are, and what we have achieved since our inception in Auckland in 1989.
Should you have any questions regarding garments or products, please do not hesitate to email us at email@example.com
CODE OF CONDUCT FOR SOCIAL COMPLIANCE
STRANGE HOOPER CASTLES LTD. T/A
This code applies to all suppliers and subcontracted work that is used to produce products for STRANGE HOOPER CASTLES LTD. T/A WORLD.
Our requirement in every case is that our suppliers must comply with the SHC Ltd. T/A WORLD Code of Conduct for Social Compliance. This code requires Suppliers to respect, foster and promote the safety, dignity and freedom of their workers, and to ensure that their subcontractors do the same. SHC Ltd. T/A WORLD will not enter into a business arrangement with Suppliers that do not follow this code.
WORLD is able to supplement or amend these requirements at any time.
1: THERE MUST BE NO COMPULSORY OR FORCED CHILD
a: Workers can take up and maintain employment at the suppliers/employers of their own free will. Workers are free to leave employment at any time without repercussions inflicted from the place of employment or those affiliated.
b: The suppliers are prohibited from withholding any personal identification documents or the passport of their workers.
c: Suppliers shall not use involuntary labour. "Involuntary Labour" is defined as work or service, which is extracted from any person under threat or penalty for its non-performance and for which the worker does not offer themselves voluntarily, and includes all manner of prison (or other incarceration), bonded, indentured and forced labour.
d: In the case of involuntary, forced or bonded labour being discovered within a business, a credible civil society organisation shall be contacted and used to consult with the supplier in developing a plan for redress, to prevent future cases, and aiding the workers involved with welfare services to suit the situation and to help rebuild a life for themselves.
2: CHILD LABOUR BAN
a: No workers under the age of 16 years are to be employed.
b: No young workers (under 18 years) are to work in any areas that are deemed hazardous. This includes any contact with hazardous chemicals, machinery, biological hazards and radiation. This also includes electrical work, working with flammables/reactives and working with any vapours.
c: In the case that child labour is discovered within the business, a credible civil society organisation shall be contacted and used to consult with the supplier in developing a plan for redress, to prevent future cases, and aiding the child involved with welfare services to suit the situation.
3: ALL WORKERS HAVE THE RIGHT TO WORK FREE FROM
a: All workers are to be treated equally.
b: Suppliers shall employ workers solely on the basis of their ability to do the job. No forms of oppression or discrimination will be tolerated based on race, religion, gender, age, social background, ethnic and national origin, union membership, sexuality, political affiliation, disability, caste or any other personal characteristics that are not relevant to the work.
4: WORKERS HAVE THE RIGHT TO COLLECTIVE BARGAINING AND FREEDOM OF ASSOCIATION
a: Workers can freely join or create democratically elected trade unions
b: Where trade unions or the rights to freedom of association and collective bargaining is restricted under national law, workers are to be given the freedom to form bodies of representation or elect a worker representative to represent the workers interests and enter into any exchanges with their employers.
c: Worker representatives and/or trade union members are not discriminated against or penalised in any way due to their membership or affiliation with trade unions and legitimate activities.
5: WORKER HOURS
a: Hours must not exceed 48 hours per week on a regular basis, and workers must have 24 consecutive hours off work in any given working week.
b: Overtime is allowed, but is not to exceed 12 hours in a week (maximum of 60 hours worked in a week), and must be taken at the workers own free will.
6: EMPLOYMENT CONDITIONS MUST BE BASED IN A FORMAL DOCUMENT SUCH AS AN EMPLOYMENT AGREEMENT OR LETTER OF APPOINTMENT
a: This document must detail terms and conditions of employment including wages, period of payment, benefits, leave entitlement and period of notice.
b: Deductions from wages not provided for by law, shall not occur without signed permission from the worker concerned, and any disciplinary measures shall be recorded. Any coercion of a worker to give permission is not allowed.
a: Wages paid to workers must be at least the minimum wage of the region in which they operate.
b: A living wage must be calculated for the region as soon as possible that includes enough money to pay for the necessities plus a reasonable amount of discretionary income. In the case that this living wage is higher than the minimum wage, the living wage should be considered the minimum. Paying higher than this where possible is encouraged.
c: Compensation for the same role must be equal for all genders, races, religions, ages, social background, ethnic and national origin, union membership, sexuality, political affiliation, disability, caste or any other personal characteristics that are not relevant to the work.
8: MONITORING OF COMPLIANCE AND AUDITS
a: SHC LTD. T/A WORLD retains the rights to unannounced assessments/audits of the working conditions in any facility using either internal or 3rd party personnel to perform these.
b: Labour rights risk assessments can be carried out on any facility pertaining to this Code of Conduct at will to better improve the rights of the workers at any facility.
c: Worker surveys can also be used to assess the working conditions in any given facility at will.
d: If it is determined that the supplier is knowingly and/or repeatedly in violation of this Code of Conduct, SHC LTD. T/A WORLD will take appropriate corrective action, which may include cancellation of orders and/or termination of business with the supplier in question.
9: HEALTH AND SAFETY
a: A safe and hygienic working environment shall be created and maintained.
b: Access to sanitary conditions such as clean spaces for food preparation and storage, clean toilet facilities, clean drinking water, clean dormitory, rest and recreational areas.
c: Occupational health and safety practices have to be promoted. This must include accident prevention in the course of work and safety procedures should an accident occur.
d: All workers must be properly trained on machinery, including safety protocols, before they are granted the right to use the machinery. The supplier when needed, to operate certain machinery, e.g. chain gloves/eye protection, must provide safety equipment to the worker.
e: Suppliers shall ensure that workers have access to fire exits and fire extinguishers, and that workplaces provide adequate ventilation and lighting.
f: Any protective equipment including safeguards on machinery must comply or exceed the legal requirements.
10: GRIEVANCE MECHANISMS
a: Grievance mechanisms will be put in place for workers or worker representatives by STRANGE HOOPER CASTLES T/A WORLD, to voice their concerns on various topics including complaints.
b: Complaints and grievances are to be kept confidential and not at all held against the person(s) who placed the complaint or grievance. The worker is allowed to book a time outside of work hours, to have a meeting with the supplier, and they are allowed to bring a support person to the meeting.
The supplier will have a witness at the meeting that is at Management level within the organisation, to record the meeting. A letter outlining what was discussed at the meeting, between the supplier and worker, is to be given by the supplier to the worker within 7 days of the meeting, so that the topics discussed are recorded for reference.
c: The mechanism must be accessible for workers. It must be easy to use, all workers must be trained how to use the mechanisms and no barriers should be in place (e.g. mechanisms not accessible in their native language).
11: TREATMENT OF WORKERS
a: No harsh or inhumane treatment of people or animals can take place, this includes as a disciplinary action.
b: Any form of physical, mental or emotional harm caused in the workplace will result in disciplinary actions to be taken against the aggressor(s).
c: No punishment can be carried out on the basis of differing political or religious views, participation in strikes, racial, social, sexist, homophobic or national reasons.
d: No threats towards workers shall be used to maintain labour discipline.
e: Basic needs cannot be held ransom as a means of maintaining labour discipline. This includes medical care, food, water, toilet and any other needs that are required to be provided.
12: GENDER DISCRIMINATION
a: Sexual harassment and any forms of sexual acts cannot become involved with working. Sexual harassment including blackmailing workers into sexual acts, rewarding workers based on sexual acts, the explicit or implicit invitation to perform sexual acts, any physical contact that is considered sexual or any form of using a place of power to coerce workers into sexual acts is explicitly forbidden. Any complaints made about a person(s) unwelcome sexual advances will be promptly acted upon using disciplinary measures.
b: Paternalistic decisions that are condescending or discriminatory against women are prohibited.
i: No wage disparity between men and women in the same role
ii: No hazardous or night work for pregnant women
iii: No employment decisions can be made based on a women's pregnancy or marital status
iv: Maternity leave must be provided
12: FAMILIARISATION AND DISPLAY OF THIS CODE OF CONDUCT
a: Suppliers shall familiarise workers with this Code of Conduct and display this Code of Conduct, translated in the local language, at each of their facilities in a place readily visible and accessible to all workers.
b: Suppliers shall ensure that their contractors/suppliers/outworkers adhere to this Code of Conduct.
13: ENVIRONMENTAL PROTECTION
a: Suppliers shall comply with all applicable laws and regulations in respect of protecting the environment and maintain procedures for notifying local authorities in the event of an environmental accident resulting from the suppliers operations.