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Code of conduct

 Introduction

House of Dagmar takes pride in following socially responsible policies. Our company aims to be accountable for the labour conditions under which our garments are produced, to companies we do business with, to consumers, and in general to the society that we are part of. Attached you find our Code of Conduct containing a set of internationally accepted labour standards. We advocate them to be observed throughout the supply chain. The supplier must look them through and return it undersigned, by doing so you will acknowledge the labour standards and agree to implement these standards step-by-step in your company.

The Code of Conduct is the starting point of our vision to implement and work with important CSR questions. The CoC contains the basic requirements we demand from all our suppliers. If the CoC is not followed, the conditions must be improved by cooperation between House of Dagmar and the supplier, as we aim for long term interdependent cooperation, provided that the manufacturer is prepared to implement effective improvements.

We are confident that the Code of Conduct practices will work to the benefit of all stakeholders: your employees, your company, our company, our employees and our customers. The Code of Conduct will help us to continue to sell our products in a highly competitive market. 

Vivianne Issa, Production Manager

 

Labour Standards 

Employment shall be freely chosen

Forced labour shall not take part in any possible way (ILO Conventions 29 and 105).

No discrimination in employment

The employment relationship shall be based on the principle of equal opportunities. There will be no discrimination related to policies of employment termination, wage or employee promotion, regardless of race, nationality, gender, social origin, political views, union membership, religion or handicaps (ILO Conventions 100 and 111). Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment by the employer will not take place and shall be strictly prohibited.

No use of child labour

Admission age for employment shall not be less than 15 years. There shall be no exploitation of child labour (ILO Convention 138). ”There shall be no forms of forced or compulsory labour. Children (in the age of 15-18) shall not perform work which by its nature or the circumstances in which it is carried out is likely to harm their health, safety or morals” (ILO Convention 182).

The right to collective bargaining and Freedom of association

Employees shall have the right to form and join trade unions and to collective bargaining (ILO Conventions 87 and 98). Workers’ representatives shall have the possibility to access all necessary workplaces and not be discriminated (ILO Convention 135 and Recommendation 143).

Living wage

Wages shall meet at least the minimum wage of the country where operating and account for a standard working week. The minimum wage shall be sufficient, regarding basic needs provided for the employees family and cover some discretionary income (ILO Conventions 26 and 131). Wage rates and pay period shall be adequately and informed clearly to the employees. Wage deduction due to disciplinary measures or deduction not provided from the national law shall not take place.

No excessive working hours

Employees shall not on a regular basis be prepared to work overtime that excess the standard working week of maximum 48 hours. Questions regarding overtime will comply with industry practice and national law, if overtime is unavoidable in special circumstances it shall be voluntary and be compensated at a premium rate and not exceed 12 hours per week (ILO Convention 1).

Safe and healthy working conditions

Workers safety shall be prioritised at all times. A policy on occupational safety, occupational health and the working environment shall be implemented and coherent with national law. Workers shall possess the knowledge of specific hazards for the industry and attention shall be paid to a safe and hygienic working environment such as e.g measures against a possible fire, with one person in each department trained in the specific field (following ILO Convention 155).

Legally binding employment relationship

Arrangements such as Labour-only contracts shall not be taken in advantage with the aim to avoid obligations to employees due to social laws and regulations. Nor shall the use of apprenticeship take place if there is no real intent to provide employment.

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