SUPPLIER CODE OF CONDUCT HUMAN RIGHTS Ege Carpets' suppliers must support and respect international human rights, whether they be civil, political, economic, social or cultural rights. If the supplier is directly or indirectly violating human rights, this must stop immediately. It is a requirement that the supplier identifies and remedies human rights infringe- ments resulting from its activities. more than 60 hours. Exceptions may only be made in exception- al cases. The overtime must always be voluntary. The supplier must ensure that the employees have reasona- ble breaks and rest periods. Any form of corporal punishment, mental and physical coercion or harassment is prohibitet in the workplace. The supplier must respect the right to privacy and personal data of their employees, customers and partners. The supplier must not discriminate against or treat differently employees, customers and business partners on the grounds of gender, ethnicity, religion, political opinion, age, disability, sexual orientation, membership of trade unions and any other status recognised by international law. EMPLOYEE WORKING CONDITIONS Ege Carpets' suppliers must offer their employees a working environment that is safe and sound. Appropriate policies and procedures for health and safety must be developed and fol- lowed. Employees are required to be provided with statutory and adequate safety equipment. Employees are expected to undergo the necessary training to be able to perform their tasks safely. We expect the supplier to pay their employees a reasonable and fair wage in accordance with statutory minimum rates or indus- try standards on salaries and staff benefits. LABOUR PRACTICES Ege Carpets' suppliers must recognise the right of employees to freedom of association and collective bargaining. Where inde- pendent trade unions are opposed or prohibited in the area in question, the supplier must seek to enable employees to meet in other ways to discuss work-related issues and to ensure that designated spokespersons can negotiate with management. The supplier must not use or derive benefit from any form of forced labour or involuntary work. All employees must have freedom of movement during their period of employment. The withholding of identification cards, travel documents or other important personal documents is prohibited. The supplier must ensure that overtime work is limited and al- ways complies with national legislation on working hours and rest periods. The average weekly working hours across four months must not exceed 48 hours (excl. overtime). If overtime is factored into this, the maximum working hours must not exceed The supplier must not use child workers. The minimum age for employment must not be less than 15 years (unless national legislation determines that children aged 14 may work). Young workers under the age of 18 may not perform night work or any kind of hazardous work. 4
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