BONDI BORN Supplier Code of Conduct
BONDI BORN is committed to understanding and managing social, ethical and environmental issues along its supply chain in a responsible manner. This Supplier Code of Conduct (“the Code”) has been developed to help BONDI BORN meet this commitment and outlines the minimum terms and conditions of doing business with BONDI BORN.
This Code is mandatory for all suppliers, including:
- FABRIC MILLS
Weavers and manufacturers of fabrics used in BONDI BORN swimwear and ready to wear garments. - GARMENT MAKERS
Makers of our swimwear and ready to wear garments. - FASHION PRODUCTION SERVICES
Suppliers who provide services in the production supply chain including fabric dyers, fabric cutters, patternmakers. - TRIM & PACKAGING MANUFACTURERS
Suppliers who manufacturer trims and packaging for our swim and clothing garments.
(hereafter collectively referred to as “Suppliers” and individually as a “Supplier”).
APPLICATION OF THIS CODE
BONDI BORN requires that Suppliers ensure compliance to the standards set out in this Code within their own business. We expect that the requirements of this Code will have been understood and that there will be formal policies and systems in place to ensure that a Supplier’s supply chain is aligned with and complies with this Code and/or comparative codes of conduct or practice.
This Code is based on the Ethical Trading Initiative (ETI) Base Code https://www.ethicaltrade.org/eti-base-code and audit methodologies developed by the Supplier Ethical Data Exchange (SEDEX).
INTERPRETATION AND DEFINITION OF THIS CODE
For the purposes of clarity, the supplier commitments outlined herein should be interpreted in accordance with the ETI Base Code, the SEDEX Member’s Ethical Trade Audit (SMETA) methodology and the definitions outlined in the Appendix.
SUPPLIER COMMITMENTS
1. ENSURE SAFE AND FAIR WORKING CONDITIONS
Suppliers must comply with local and national laws related to labour practices and ensure that workers are afforded the highest level of protection, whether that be under local law or the following principles.
- Employment is freely chosen
- Freedom of association and the right to collective bargaining are respected
- Working conditions are safe and hygienic
- Child labour is not used
- Living wages are paid
- Working hours are not excessive
- No discrimination is practiced
- Regular employment is provided
- No harsh or inhumane treatment is used
In addition to provisions made in the ETI Base Code, Suppliers must ensure that foreign and migrant workers are engaged in compliance with immigration and labour laws in the country of employment.
BONDI BORN does not condone the use of child or forced labour and does not condone human trafficking. All Suppliers are required to ensure that all reasonable efforts are employed to eliminate child labour, forced labour, the exploitation of workers and/or deceptive practices in the recruitment of workers both in their own operations, in their supplying factories and in their own supply chains, including raw materials producers. Under no circumstances should workers be required to pay fees or leave deposits to gain employment.
Where BONDI BORN becomes aware of child or forced labour, or human trafficking in the supply chain, the Supplier will be immediately terminated.
Suppliers must ensure the structural safety of their facilities and ensure no unsafe buildings are inhabited. Suppliers must also ensure that an Emergency Management Plan and a Workplace Safety Management System (as outlined in the Appendix) is in place and adequately communicated to their own operations and supplying factories.
2. ENSURE INTEGRITY AND TRANSPARENCY IN DEALINGS BETWEEN BONDI BORN AND ITS SUPPLY CHAIN PARTNERS
Suppliers must take all reasonable measures to conduct their business activities in an ethical manner, without bribery, corruption or any type of fraudulent or unethical behaviour, including during any audits conducted by, or on behalf of, BONDI BORN. Suppliers must disclose any conflicts of interest between themselves and BONDI BORN.
The labour practices within or administered by any subcontractors or labour brokers involved in the provision of products for BONDI BORN must be in line with the minimum requirements of this Code. Any homeworkers must also be afforded at least the minimum requirements of this Code. Any homeworkers, subcontractors and labour brokers in the supply chain must be disclosed to BONDI BORN when requested.
3. IMPROVE ENVIRONMENTAL OUTCOMES
Suppliers must comply with local and national laws related to environmental standards. Suppliers must also develop and implement a formal policy that outlines their approach to managing environmental impacts within their control.
In particular, Suppliers must manage and monitor initiatives that reduce greenhouse gas emissions, reduce impacts on natural resources, and optimise water use and provide relevant data if requested to do so by BONDI BORN.Suppliers must not use harmful materials, dyes or chemicals that have any unacceptable risk to health or the environment during production, use or disposal as per BONDI BORN Guiding Principles for Harmful Substances. Suppliers must also take all reasonable measures to use recycled and recyclable packaging materials.
4.COMPLIANCE WITH THIS CODE
Suppliers must have in place formal policies and systems that align and comply with the supplier commitments outlined in this Code and must maintain adequate records to demonstrate their compliance. BONDI BORN may request such documentation in the process of tracking performance against this Code and/or if BONDI BORN becomes aware of a breach against this Code.
Suppliers must ensure that their own operations are compliant and that this code has been communicated to their supplying factories and along their supply chain, including to raw materials suppliers. Suppliers must also ensure that the requirements noted in this code can be upheld contractually with their own supply chain partners.At BONDI BORN’s request, Suppliers may be requested to provide information on their policies and monitoring systems.
To monitor compliance to this Code, BONDI BORN also reserves the right to conduct audits of any and all Suppliers and their supply chain partners involved in production for BONDI BORN.
5. BREACHES OF THIS CODE
Potential breaches of this Code can be reported to BONDI BORN via email production@bondiborn.com.
Any grievances or disputes in relation to the Code may be reported in the same manner. These reports can be made anonymously and can be made directly by workers or by Suppliers on behalf of workers by any stakeholder.
BONDI BORN recognises that there may be times where our expectations are not being met and we are committed to working with our supply chain partners to achieve change over time. In the event that BONDI BORN becomes aware of a breach of this Code, we reserve the right, at our sole discretion, to request information or evidence and take a range of remedial actions.
To reflect BONDI BORN’s commitment to continuous improvement, these actions may initially include the requirement for the Supplier to develop and implement a Corrective Action Plan. In the event of serious breaches of the Code or non-compliance over an extended period, actions may include the cancellation of orders and the termination of the business relationship, with public disclosure of the breach and the remedial actions pursued by BONDI BORN.
Dale McCarthy
Founder, BONDI BORN
SUPPLIER DECLARATION
On behalf of the undersigned Supplier and as the Authorised Representative, I agree to ensure compliance with this Code and to work with BONDI BORN over a reasonable period of time to meet our obligations under this Code.
AGREED BY THE SUPPLIER
___________________________________________
Supplier Name and ABN
___________________________________________
Position of Authorised Representative
___________________________________________
Signature of Authorised Representative
________________
Date
APPENDIX: ETHICAL TRADING INITIATIVE (ETI) BASE CODE
EMPLOYMENT IS FREELY CHOSEN
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge deposits or their identity papers with their employer and are free to leave their employer after reasonable notice.
FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining. Working conditions are safe and hygienic
3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers
3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.
CHILD LABOR IS NOT USED
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.
DEFINITIONS IN RELATION TO CHILD LABOUR
Child Labour: Any work by a child or young person, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to interfere with that person’s education, or to be harmful to that person’s health or mental, spiritual, moral or social development.
Child (or Children): A person under the age of 15, or below the age at which school attendance is not compulsory under local law, whichever is older.
Young Person : A person under the age of 18 but not classified as a child.
LIVING WAGES ARE PAID
5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmarks, whichever is higher. In any event wages should be enough to meet basic needs and to provide some discretionary income.
5.2 All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
Working hours are not excessive
6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers.
Sub-clauses 6.2 to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any seven-day period shall not exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:
- this is allowed by national law;
- this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
- appropriate safeguards are taken to protect the workers’ health and safety; and
- the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every seven-day period or, where allowed by national law, two days off in every 14-day period.
NO DISCRIMINATION IS PRACTISED
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
Regular employment is provided
8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, subcontracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
No harsh or inhumane treatment is used
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
SAFETY AND WELFARE OF WORKERS
In addition to provisions outlined in Item 3 of the ETI Base Code, suppliers must also take all reasonable measures to develop, implement and communicate an Emergency Management Plan and a Workplace Safety Management System, as outlined below.
Emergency Management Plan
An Emergency Management Plan aims to ensure the safe, orderly and timely evacuation of workers in the event of an emergency. All workers must have easy and safe access to emergency exits and stairways, which should be clearly marked, unlocked and free of obstructions. Evacuation drills must be conducted on a regular basis, with trained supervisors designated to locations through the facility to ensure the safe, orderly and timely evacuation of workers. Fire extinguishers and/or fire hoses must be provided and must be inspected regularly to ensure they are in good working order. This plan must communicate that all workers have the right to remove themselves from imminent danger without first seeking permission.
WORKPLACE SAFETY MANAGEMENT SYSTEM
A Workplace Safety Management System aims to manage any residual risks in the work environment. It should include a Workplace Safety Policy, an Injury Management and Return-to-Work Policy, Job Safety Assessments, Safe Work Method Statements and a Safety Information Management System. Personal Protection Equipment (PPE) suitable for each task must be available for workers, at no cost to workers, including protective eye wear, protective footwear, hearing protection, gloves, masks, hard hats and insulated clothing. This system should be governed by a Workplace Safety Policy, which should be signed and managed by a senior management representative. This policy must be displayed on premises.