|
Employment and the Workplace
-
Equal
Employment Opportunity/Nondiscrimination
We believe that all terms and conditions of employment should be
based on an individual's ability to do the job and not on the basis
of personal characteristics or beliefs. We provide employees with a
working environment free of discrimination, harassment, intimidation
or coercion relating directly or indirectly to race, religion,
sexual orientation, political opinion or disability.
-
Forced
Labour
We do not use any prison, slave, indentured, or forced labor in the
manufacture of any of our products.
-
Child
Labour
We do not utilize child labor in the production of any product. We
do not employ any person under the age of 15 (or 14 where local law
allows), or the age at which compulsory schooling has ended,
whichever is greater.
-
Hours of
Labour
We maintain reasonable employee work hours based on the limits on
regular and overtime hours allowed by local law, or where local law
does not limit the hours of work, the regular work week. Overtime,
when necessary, is fully compensated according to local law, or at a
rate at least equal to the regular hourly compensation rate if there
is no legally prescribed premium rate. Employees are permitted
reasonable days off (at least one day off in every seven-day period)
and leave privileges.
-
Coercion
and Harassment
We acknowledge the value of our staff and treat each employee with
dignity and respect. We do not use cruel and unusual disciplinary
practices such as threats of violence or other forms of physical,
sexual, psychological or verbal harassment or abuse.
-
Compensation
We fairly compensate our employees by complying with all applicable
laws, including minimum wage laws, or the prevailing local industry
wage, whichever is higher.
-
Health and
Safety
We maintain a safe, clean and healthy environment in compliance with
all applicable laws and regulations. We provide adequate medical
facilities, clean restrooms, reasonable access to potable water,
well lit and ventilated workstations, and protection from hazardous
materials or conditions. The same standards of health and safety are
applied in any housing we provide for our employees.
Concern
for the Environment
Ethical
Business Practices
-
Sensitive
Transactions
It is our policy to prohibit employees from entering into sensitive
transactions -- business dealings generally considered to be either
illegal, immoral, unethical or to reflect adversely on the integrity
of the Company. These transactions usually come in the form of
bribes, kickbacks, gifts of significant value or payoffs made to
favorably influence some decision affecting a company's business or
for personal gain of an individual.
-
Commercial
Bribery
We prohibit employees from receiving, directly or indirectly,
anything of value in return for using or agreeing to use his or her
position for the benefit of that other person. Similarly, commercial
bribes, kickbacks, gratuities and other payoffs and benefits paid to
any customer are prohibited. However, this does not include
expenditures of reasonable amount for meals and entertainment of
customers if they are otherwise lawful, and should be included on
expense reports and approved under standard Company procedures.
-
Accounting
Controls, Procedures and Records
We accurately keep books and records of all transactions and the
dispositions of our assets as required by law, as well as maintain a
system of internal accounting controls to ensure the reliability and
adequacy of our books and records. We ensure only transactions with
proper management approval are accounted for in our books and
records.
-
Confidential or Proprietary Information
We take extra care to keep our customers' trust and confidence in
us. Thus, we prohibit employees from disclosing confidential or
proprietary information outside the Company that could be harmful to
our clients, or to the Company itself. Such information may only be
shared with other employees on a need-to-know basis.
-
Conflicts
of Interest
We designed our policy to eliminate conflicts between the interests
of employees and the Company. Since it is difficult to define what
constitutes a conflict of interest, employees should be sensitive to
situations which could raise questions of potential or apparent
conflicts between personal interests and the Company's interests.
Personal use of Company property or obtaining Company services for
personal benefit may constitute a conflict of interest.
-
Fraud and
Similar Irregularities
We strictly prohibit any fraudulent activity that might injure our
customers and suppliers, as well as the Company. We follow certain
procedures concerning the recognition, reporting and investigation
of any such activity.
Monitoring
and Compliance
-
We adopt a
third-party monitoring program to confirm the Company's compliance
with this Code of Conduct. Monitoring activities may include
announced and unannounced on-site factory inspection, review of
books and records relating to employment matters, and private
interviews with employees.
We designate one or more of our officers to inspect and certify that
the company's Code of Conduct is being observed. Records of this
certification shall be accessible to our employees, agents, or third
parties upon request.
|
