We at Indeed Innovation strive for responsible and conscious interaction among colleagues as well as with our suppliers and the environment. It is important to us that our suppliers share this ambition. As a small company (under 50 employees), we are aware that we can’t force suppliers to rethink or impose regulations. Nevertheless, it is important for us to share our views, know that our suppliers act responsibly, and are aligned with our mindset.
Our Supplier Code of Conduct is founded on the conventions of the International Labour Organisation (ILO) as well as the ETI Base Code, two internationally recognized codes of good labor practice. It includes nine provisions that constitute minimum and not maximum standards that we would expect you to follow.
Employment is freely chosen.
There is no forced, bonded, or involuntary prison labor. 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.
Workers have the right to join or form trade unions of their own choosing and to bargain collectively. The employer adopts an open attitude towards the activities of trade unions and their organizational activities. 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.
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 work, by minimizing, as far as is reasonably practicable, the causes of hazards inherent in the working environment. Workers shall receive regular and recorded health and safety training.
Child labor shall not be used.
There shall be no new recruitment of child labor. The term “child” refers to any person who does the work performance under the minimum legal age for employment which is not lower than the age at which compulsory schooling ends and in any case not lower than 15 years. Children and young people under 18 shall not be employed at night or in hazardous conditions.
Living wages are paid.
Wages and benefits paid for a standard working week meet, at a minimum, national legal standards, or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income. Deduction from wages as a disciplinary measure should not be permitted. Employees shall receive clear, detailed, and regular written information on the composition of their remuneration.
Working hours are not excessive.
Working hours must comply with national laws and collective agreements whichever affords greater protection for workers. Working hours shall be defined by contract and shall not exceed 48 hours per week. All overtime shall be voluntary, be used responsibly and not replace regular employment. The total hours worked in any seven-day period shall not exceed 60 hours and contain at least one day off in every seven-day period or, where allowed by national law, two days off every 14-day period.
No discrimination is practiced.
There is no discrimination in hiring, compensation, access to training, promotion, termination, or retirement based on gender, race, caste, age, national origin, skin color, religion, age, disability, marital status, sexual orientation, union membership or political affiliation. The personal dignity, privacy, and personal rights of everyone is respected.
Regular employment is provided.
To every extent possible, work performed must be based on recognized employment relationship established through national law and practice. Obligations to employees under labor or social security laws and regulations arising from the regular employment relationship shall not be avoided using labor-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.
No harsh or inhumane treatment is allowed.
The threat of physical abuse, sexual, psychological, or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
We commit ourselves to challenge our ethical guidelines on an annual basis to ensure that it reflects and is reflected in our values, communications, and actions. Therefore, we are looking forward to checking in with you regularly and keeping you updated on developments and progress within Indeed Innovation. We would be interested in entering dialogue with you so that we can exchange ideas and support each other on these critical issues.