UMBRO INTERNATIONAL
SUPPLIERS
CODE OF CONDUCT
WORKING CONDITIONS
1. Employers will provide safe working conditions for all employees and will not subject them to dangerous working practices. Where local industry standards are higher than the legal requirements then these should apply.
2. Employers shall not employ forced, bonded or prison labour in their operations.
Workers are not required to lodge “deposits” or their identity papers with their
employer and are free to leave their employer after reasonable notice.
3. Employers should recruit, train and promote employees on equal terms on the
basis of their ability to do their job.
4. Accommodation, where provided, shall be clean, safe and meet the basic needs
of the workers.
5. 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.
6. Physical abuse or discipline, the threat of physical abuse, sexual or other
harassment and verbal abuse or other forms of intimidation shall be prohibited.
7. Employers will respect the right of employees to join and organise associations
of their own choosing. Employers adopt an open attitude towards the activities
of trade unions and their organisational activities.
Workers representatives are not discriminated against and have access to carry
out their representative functions in the workplace.
8. Employees will be paid at least the minimum legal wage or a wage that is
consistent with local industry standards, whichever is the greater. In any event
wages should always be enough to meet basic needs and to provide some
discretionary income.
9. Wages will be paid directly to the employee. Information relating to wages will
be available in an understandable form.
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.
10. Working hours comply with national laws and benchmark industry standards,
whichever affords greater protection.
In any event, workers shall not on a regular basis be required to work in excess
of 48 hours per week and shall be provided with at least one day off for every 7
day period on average.
Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be
demanded on a regular basis and shall always be compensated at a premium
rate.
11. Children below the age of 15 (or 14 in countries with insufficiently developed
economies and education facilities) will not be employed.
12. Children and young persons under 18 shall not be employed at night or in
hazardous conditions.
13. There shall be no new recruitment of child labour.
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; “child” and “child labour” being defined in Appendix G.
14. Lighting, heating and ventilation systems should be adequate in the working
environment, and clean sanitary facilities should be available at all times.
15. 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, sub-contracting, 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.
ENVIRONMENT PROTECTION
16. The company will comply with all relevant laws and regulations regarding the
protection and preservation of the environment.
17. The company will carefully monitor discharges and waste which could pollute
the local environment, including the prohibition on the use of chloro-fluro
carbons (CFC’s). The release of which could contribute to the depletion of the
earth’s ozone layer.
COMMUNITY INVOLVEMENT
18. Employers will recognise the economic and social impact of their work and be
committed to improving conditions in the wider community.
SUPPLIERS
19. The company will endeavour to ensure that their suppliers follow the standards
of the supplier code of conduct.
CONSUMER PROTECTION
20. The companies will comply with any international directives concerning such as
but not limiting to Azo Dyes, Nickel etc.
21. The Company guarantees that all the products manufactured will meet Umbro
specifications and be free from any defect that is likely to cause harm to the
consumer such as but not limiting to needles, tacks etc.
COMPLIANCE
22. The Company should take steps to ensure compliance with these standards in
their own operations and those who supply them
23. The Company should consider requiring suppliers to provide legally binding
contractual assurances of their compliance with these standards and develop
mechanisms to monitor their own performance and that of their suppliers.
COMPANY NAME: .................................................
SIGNED: .................................................................
POSITION: ..............................................................
WITNESS: ..............................................................
DATE: .....................................................................
Appendix A: Definitions
Child: Any person less than 15 years of age unless local minimum age law
stipulates a higher age for work or mandatory schooling, in which case the higher
age shall apply. If however, local minimum age law is set at 14 years of age in
accordance with developing country expectations under ILO Convention No. 138,
the lower will apply.
Young Person: Any worker over the age of a child as defined above and under
the age of 18.
Child Labour: Any work by a child younger that the age(s) specified in the
above definition of a child, except as provided by the relevant ILO standards, and
any work that is likely to be hazardous or to interfere with the child’s health or
physical, mental, spiritual, moral or social development.
