Code of Conduct IGLOW COSMETICS AS

1  Introduction

  • It is important for IGLOW COSMETICS AS, to have a responsible business practice that respects human rights, employee protection, the environment and anti-corruption.
  • IGLOW COSMETICS AS therefore requires its suppliers and businesspartners to comply with the provisions set out in this document. The suppliers and buisinesspartners most also ensure that any subcontractors backwards in the supply chain act in accordance with the rules in this document.

2 Requirements to Supply Chain Conditions

2.1 Workplace Conditions 

2.1.1 Forced and compulsory labour (ILO Conventions Nos. 29 and 105)

  • There shall be no forced, bonded or involuntary prison labour.
  • Workers shall not be required to lodge deposits or identity papers with their employer and shall be free to leave their employer after reasonable notice.

2.1.2 Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98, 135 and 154)

  • Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively. The employer shall not interfere with, obstruct, the formation of unions or collective bargaining.
  • Workers’ representatives shall not be discriminated and shall have access to carry out their representative functions in the workplace.
  • Where the right to freedom of association and/or collective bargaining is restricted under law, the employer shall facilitate, and not hinder, the development of alternative forms of independent and free workers representation and negotiations.

2.1.3 Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos. 138, 182 and 79, and ILO Recommendation No. 146)

  • The minimum age for workers shall not be less than 15 and comply with

                i) the national minimum age for employment, or; 
                ii) the age of completion of compulsory education,

whichever of these is higher. If local minimum is set at 14 years in accordance with developing country exceptions under ILO Convention 138, this lower age may apply.

  • There shall be no recruitment of child labour defined as any work performed by a child younger than the age(s) specified above.
  • No person under the age of 18 shall be engaged in labour that is hazardous to their health, safety or morals, including night work.
  • Policies and procedures for remediation of child labour prohibited by ILO conventions no. 138 and 182, shall be established, documented, and communicated to personnel and www.Iglow.no 2 av 4 other interested parties. Adequate support shall be provided to enable such children to attend and complete compulsory education

2.1.4 Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)

  •   There shall be no discrimination at the workplace in hiring, compensation, access to training, promotion, termination or retirement based on ethnic background, caste, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation. 
  • Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative behaviour, and from discrimination or termination of employment on unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.

2.1.5 Harsh or Inhumane Treatment

  • Physical abuse or punishment, or threats of physical abuse, sexual or other harassment and verbal abuse, as well as other forms of intimidation, is prohibited.

2.1.6 Health and Safety (ILO Convention No. 155 and ILO Recommendation No. 164)

  • The working environment shall be safe and hygienic, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Hazardous chemicals and other substances shall be carefully managed. 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.
  • Workers shall receive regular and documented health and safety training, and such training shall be repeated for new or reassigned workers.
  • Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
  • Accommodation, where provided, shall be clean, safe and adequately ventilated, and shall have access to clean toilet facilities and potable water.

2.1.7 Wages (ILO Convention No. 131)

  • Wages and benefits paid for a standard working week shall as minimum meet national legal standards or industry benchmark standards, whichever is higher. Wages should always be enough to meet basic needs, including some discretionary income.
  • All workers shall be provided with a written and comprehensible contract outlining their wage conditions and method of payments before entering employment.
  • Deductions from wages as a disciplinary measure shall not be permitted.

2.1.8 Working Hours (ILO Convention No. 1 and 14)

  •  Working hours shall comply with national laws and benchmark industry standards, and not more than prevailing international standards. Weekly working hours should not on a regular basis be more than 48 hours.
  •  Workers shall be provided with at least one day off for every 7 day period.
  • Overtime shall be limited and voluntary. Recommended maximum overtime is 12 hours per week, i.e. that the total working week including overtime shall not exceed 60 hours. Exceptions to this are accepted when regulated by a collective bargaining agreement.
  • Workers shall always receive overtime pay for all hours worked over and above the normal working hours, minimum in accordance with relevant legislation.

2.1.9 Regular Employment

  • Obligations to employees under international conventions, national law and regulations concerning regular employment shall not be avoided through the use of short term contracting (such as contract labour, casual labour or day labour), sub-contractors or other labour relationships.
  • All workers are entitled to a contract of employment in a language they understand.
  • The duration and content of apprenticeship programmes shall be clearly defined.

 

 3 Conditions outside the workplace

3.1 Resource use and impact on the local environment
3.1.1 There shall be no form of environmental crime or exploitation of resources in the local environment
  • The local environment at the production site must not be damaged by pollution. Harmful chemicals and other substances must be managed in a responsible manner.
  • In the event of a conflict with local communities regarding the use of land or other natural resources, the parties through negotiations ensure respect for individual and collective rights to land and resources based on custom even if the rights have not been formalized.
  • Production, and the extraction of raw materials for production, shall not contribute to destroying the resource and income base for marginalized population groups, for example by seizing large areas of land or other natural resources on which these population groups depend.

4 Environment and animal ethichs

4.1 National and international environment legislation

4.1.1 National and international environmental legislation and regulations shall be respected and relevant discharge permits obtained.

4.1.2 Measures to reduce negative effects on health and the environment throughout the value chain shall be taken throughout the value chain through minimizing emissions, promoting efficient and sustainable use of resources, including energy and water and minimization of greenhouse gas emissions in production and transport.

4.1.3 The local community on the place of production shall not be preyed upon or damaged by pollution.

4.2 Animal ethics

4.2.1 When producing animal products, animal ethics considerations must be taken into account throughout the value chain.

 

5 Corruption and gifts

5.1 Corruption

5.1.1 Corruption in any form is not accepted, including bribery, extortion, kickbacks and improper private or professional benefits to customers, agents, contractors, suppliers or employees of any such party or government officials.

 

6 Documentation

A supplier must be able to document compliance with the code of conduct at IGLOW’s request. If any breach of the code of conduct occurs, IGLOW COSMETICS AS expects the supplier or buisinesspartner to take measures that will be implemented to rectify the situation. The timeframe for the implementation of the measures is agreed between the supplier and IGLOW COSMETICS AS. In the event of repeated deviations from this code of conduct, or if the supplier or buisinesspartner does not show a willingness to rectify the situation, IGLOW COSMETICS AS has the right to terminate the maincontract with the supplier/buisinesspartner with immediate effect and with no further obligations.