Code for Contractual Partners
Spreadshirt is taking care of the production for SPOD. Therefore the Code of Conduct of Spreadshirt applies to all products that have been ordered via SPOD.
This code of conduct is designed to create humane conditions at work worldwide. Contractual partners of sprd.net AG, known as Spreadshirt, obligate to sign this code of conduct and adhere to it if they cannot present a similar document.
1. The Scope of the Code
This Code of Conduct applies to Spreadshirt’s contractual partners as well as their subsidiaries.
2. Legal Compliance
The contractual partners must follow their relative applicable national and international laws, particularly the labor and social laws. In addition, this Code of Conduct, which states the fundamental labor and social standards, is based on the ILO Conventions, the United Nations Universal Declaration of Human Rights, the UN Conventions on the Rights of the Child and on the Elimination of All Forms of Discrimination against Women, as well as the OECD Guidelines for Multinational Enterprises.
The sprd.net Code of Conduct describes only the ensured minimum standards for the protection of employees. If the provisions of national and international legislation and / or industry standards and this Code of Conduct contain rules on the same subject, then the strictest regulations shall apply.
3. Information and Communication
The contractual partners must make the Spreadshirt Code of Conduct freely accessible to all employees in their language and in the relevant work areas.
Contractual partners who operate with third parties (producers, subcontractors etc.) are required to make the Spreadshirt Code of Conduct a central idea of this concrete business relationship.
The contractual partner must designate a specific contact person to handle questions of implementation and observance of this Code of Conduct.
4. Inspection and Monitoring
The business partners agree and understand that the adherence to the minimum requirements and standards of this Code of Conduct can be monitored at any time, either by employees of Spreadshirt or by independent organizations.
a) Working Hours
A work week includes a maximum of 48 hours as well as a maximum of 12 overtime hours. Every employee is entitled to at least one day off from work per week. Overtime will be paid corresponding to the legal regulations or the industry's regional practices, whichever of those has a higher standard.
ILO-Conventions 1 and 14 apply.
b) No Child Labor
Employees must be at least 15 years of age and cannot be less than the age of completion of compulsory schooling. Child labor and the supply of services by children is prohibited. The definition of child labor is determined by the United Nations regulations or the nation's specific applicable regulations, whichever of those is more stringent.
ILO-Conventions 79, 138, 142 and 182 as well as ILO-Recommendation 146 apply.
c) Forced Labor
Employment must be freely chosen and must be established on the basis of employment forms which follow the national laws and procedures. Forced labor, bonded labor or slave labor is not tolerated by Spreadshirt.
Employees’ identity papers may not be retained. The employees may not be prevented from leaving the place of work.
ILO-Conventions 29 and 105 apply.
d) Prison Labor
Prison labor is forbidden.
e) Equal Treatment
Every employee is to be treated fairly and according to the principle of equality. This means that no employee may be discriminated against or preferred according to differences in race, religion, age, social backgrounds, political attitude, gender, sexual orientation or position in the company.
ILO-Conventions 100, 111, 143, 158 and 159 apply.
f) Dignity in the Working Environment
Human dignity is inviolable and therefore to be implicitly respected in the workplace. Forced labor, harassment, physical or mental coercion and degrading methods of discipline or punishment are prohibited.
g) Working Contracts
Employees must receive a written contract for the documentation of their terms of employment. This documentation must indicate at a minimum: Name of the employee, date of birth, place of birth, home address, function, starting date of contract, agreed hours of work, salary and further compensation, probation period (if applicable), holiday entitlements, regulations for the termination of the working relationship (both by employer and employee), date and signature or thumb print of the employee as well as the employer.
In cases of illiteracy, the terms of the contract must be additionally communicated verbally. This is to be documented in writing.
The wages must meet the basic needs of the employee and must never fall below the legally prescribed minimum wage for that country. The employees must receive all benefits mandated by national law, e.g. insurance contributions, premium payments for overtime and paid holidays. Illegal and unauthorized deductions as well as disciplinary deductions are forbidden.
The wages should be provided in accordance with the local common practice.
ILO-Conventions 26 and 131 apply.
i) Occupational Safety
The safety of the employee in the workplace is to be guaranteed. It is the employer's responsibility to ensure this to its full extent. All of the respective nation's current industrial safety regulations are to be complied with, as well as the relevant legal regulations with regard to the exposure to harmful substances. Thus, use of dangerous chemicals, which leave residue and could be harmful to one's health, are prohibited. Similar regulations apply to working conditions with regard to noise levels, fire, sanitation, ventilation, etc. and for the employees' accommodation, if such are provided. Access to First Aid and emergency/evacuation plans must be present. Furthermore, all regulations are to be ensured for the protection the environment.
j) Freedom of Association
The employees may not be prevented from participation in the freedom of association. They have the right to join trade unions or other labor organizations as well as the right to collective bargaining in accordance with local laws.
ILO-Conventions 87, 98, 135 and 154 as well as the ILO-Recommendation 143 apply.
Spreadshirt, Inc. requires that the above provisions are followed by all contractors, employees, subcontractors and other third parties.
The resulting requirements of this Code of Conduct may not be circumvented through the use of contract work, pseudo training programs or similar measures. Under pseudo training programmes are especially those which do not have the objective of propagating employees’ knowledge or skills.
Spreadshirt, Inc. reserves the right to withdraw from the business relationship in the case of any violation of the above. The aim of cooperation would be to clarify problems and, in the possible case of violation, to improve the situation together.
We, the undersigned, attest to having read and understood the contents of the Spreadshirt Code of Conduct, and agree to comply with the resulting obligations. Location, Date, Company Stamp, Signature, Name and Position of the Signatory