I. INTRODUCTION
Bamatex Home Textiles BV is committed to conducting business ethically and in compliance with the letter and spirit of the law. We are committed to be socially and environmentally responsible. This commitment is reflected in Bamatex Home Textiles Values. Inherent in each value is our commitment to be ethical, truthful and dependable and this is reflected through our Standards of Code of conduct which serves as a guide to making good decisions and conducting business ethically.
To make our position clear for all our suppliers and for other partners this Code of Conduct has been set up. Our Code of Conduct contains labour-and environment requirements, as well as other ethical requirements, which accord with provisions in international conventions and instruments, such as:
- UN Human Rights Charter
- UN Guiding Principles on Business and Human Rights (UNGP)
- UN Convention on the Rights of the Child
- UN Convention on the Rights of Women
- Core Labour Standards of the International Labour Organisation (ILO)
- OECD Guidelines for Multinational Enterprises
- OECD Sectoral Guidance Documents
- The ten UN Global Compact Principles
- International environmental framework ZDHC
In many cases the Code requirements are the same as provisions specified ln National laws and regulations. Should the provisions of national law and the requirement of our Code of conduct differ, the highest standard shall apply.
The requirements of our Code of Conduct are non-negotiable and shall be complied with by our suppliers, and their subcontractors, through all their activities. If non-
compliances occur, we expect corrective actions to be taken within a reasonable time frame agreed upon between the supplier and Bamatex Home Textiles BV. If corrective actions don’t meet expectations, business with the supplier will be terminated.
Our Core Values are:
- We strive to provide high quality services and products that meet the expectations and requirements of our customers and suppliers.
- We grow our business profitably.
- We strive continuously to improve.
- We operate our business ethical.
II. PRINCIPLES OF BAMATEX HOME TEXTILES BV
The business relationship between Bamatex Home Textiles BV and its suppliers shall be based on mutual respect, and all parties shall communicate in a good and
constructive manner throughout the process.
Bamatex Home Textiles BV’s goal
Our goal is to influence the work for respect for Human & Labour Rights and environmental protection both within the company and towards our business partners.
Favouring of producers and producing countries
Bamatex Home Textiles BV will, when choosing suppliers, in addition to other competition aspects, consider social and environmental standards. Compliance with these standards, is considered as a competitive advantage and will be taken into consideration when choosing suppliers and vendors.
Boycott of individual countries
Bamatex Home Textiles BV will avoid buying from countries where there is broad international consensus to boycott because of the country's human rights situation.
Corruption and bribery
Bamatex Home Textiles BV, including all employees, do not accept the offer, gift or acceptance of a bribe in any form, including kickbacks, on any portion of a contract payment, or the use of other routes or channels to provide improper benefits to
customers, agents, contractors, suppliers, or employees of any such party or governmental officials.
Continuous evaluation and improvement of Bamatex Home Textiles BV internal policies and practices
Bamatex Home Textiles BV will continuously evaluate and, if applicable, improve our own policy and purchasing practices in order to facilitate suppliers and subcontractors compliance with this Code of Conduct.
Workers involvement and protection
Bamatex Home Textiles establishes responsible and gender-responsive management practices that involve all workers and their representatives in sound information exchange on the due diligence process.
III. CODE OF CONDUCT
A. HUMAN RIGHTS
1. Freely Chosen Employment (ILO conventions Nos. 29 and 105)
1.1. There shall be no forced, bonded or involuntary prison labour.
1.2. Workers shall not be required to lodge "deposits" or identity papers with their employer and shall be free to leave their employer after reasonable notice.
2. Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98, 135 and 154)
2.1. Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively.
2.2. Workers representatives – without distinction whatsoever and irrespective of gender - shall not be discriminated and shall have access to carry out their representative functions in the workplace.
2.3. Where the right to freedom of association and collective bargaining is restricted under law, the employer shall facilitate, and not hinder, the development of parallel means for independent and free association and bargaining.
3. No Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos, 138, 182 and 79, and ILO Recommendation No. 146)
3.1. Children and young persons under the age of 18 shall not be engaged in labour that is hazardous to their health or safety, including night work.
3.2. Children under the age of 15 (14 or 16 in certain countries) shall not be engaged in labour that is detrimental to their education. We don’t accept any child labour in a production of articles for Bamatex Home Textiles BV. Not by suppliers and not by subcontractors. If child labour has been found in any place of production, supplier must take immediately actions to implement the necessary measures.
3.3. New recruitment of child labour in infringing of the above mentioned conventions is unacceptable. However, the children concerned shall be given the possibility of earning a level, as well as acquiring an education until they are no longer of compulsory school age.
3.4. A robust age-verification mechanism will be established as part of the recruitment process, which may not be in any way degrading or disrespectful to the worker.
4. Special protection for young workers
4.1 Necessary mechanisms will be installed to prevent, identify and mitigate harm to young workers, with special attention to the provision and access of young workers to effective operational grievance mechanisms and to Occupational Health and Safety trainings schemes and programmes specific to the needs of young workers.
4.2 There will be ensured that the kind of work is not likely to be harmful to young workers’ health or development and that their working hours allow them to attend school.
5. No precarious employment
5.1 The work is performed on the basis of a recognised and documented employment relationship, established in compliance with relevant national legislation, custom or practice, and international labour standards, whichever provides greater protection.
5.2 Before entering employment, the workers will be provided with understandable information in their own language and ensure that they are aware about their rights, responsibilities, and employment conditions, including working hours, remuneration and terms of payment in their own language.
5.3 Obligations to employees under international conventions and social security laws, and regulations arising from the regular employment relationship, shall not be
avoided through the use of short term contracting (such as contract labour, casual labour or day labour), sub-contractors or other labour relationships.
5.4 The duration and content of apprenticeship programmes shall be clearly defined
6. No Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)
6.1. All workers will be treated with respect and dignity.
6.2. There shall be no discrimination at the work place based on ethnic and national background, nationality, religion, age, disability, gender, marital status, sexual orientation, caste, social background, disability, union membership or any other legitimated organisations, political affiliation or opinions, family responsibilities, pregnancy, diseases, or any other condition that could give rise to discrimination.
6.3. Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative behaviour, and from discrimination or termination of employment on unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.
7. No Harsh or Inhumane Treatment
Physical abuse or punishment, or threats of physical, psychological, verbal or economic abuse, sexual or other harassment, as well as other forms of intimidation, shall be prohibited.
8. Specific needs of vulnerable stakeholders or groups
We identify and recognize special needs for vulnerable groups such as women, young workers, children and (ethnic) minorities. These needs requires an approach that takes into account their unique challenges and vulnerabilities. Here are some key considerations for each group:
1. Women:
- Gender Equality: promote gender equality in the workplace by ensuring equal pay, equal opportunities for advancement and a safe working environment.
- Health and Safety: address specific health and safety concerns that may affect women, considering the physical demands of certain tasks and the provision of proper protective equipment.
2. Children and young workers:
- Child Labor prevention: strictly enforce laws against child labor and ensure that young workers receive appropriate education and training.
- Working hours: regulate and monitor working hours to prevent exploitation and safeguard the well-being of young workers.
3. (Ethnic) minorities:
- Cultural sensitivity: promote cultural sensitivity and inclusivity within the workplace.
- Equal opportunities: ensure equal opportunities for career development and advancement regardless of ethnicity and national background, nationality, religion, age, disability, gender, marital status, sexual orientation, caste, social background, disability, union membership or any other legitimated organisations, political affiliation or opinions, family responsibilities, pregnancy, diseases, or any other condition that could give rise to discrimination in.
General considerations:
- Fair wages: ensure that all workers, including women, children, and ethnic minorities, receive fair wages that meet basic living standards.
- Working hours: monitor and regulate working hours to prevent exploitation and ensure that workers have a healthy work-life balance.
- Working empowerment: encourage the formation of workers’ associations or unions to empower vulnerable groups to voice their concerns collectively.
- Health and safety: prioritize the health and safety of all workers, addressing specific concerns that may affect vulnerable groups.
Supply chain transparency:
- Implement transparency measures: throughout the supply chain to track and monitor working conditions, ensuring that ethical standards are upheld.
- Auditing and certification: regularly conduct independent audits and certifications to verify compliance with labor standards and ethical practices.
Governments, businesses, and non-governmental organizations play crucial role in implementing and enforcing these measures to create a more equitable and sustainable working environment. Collaboration among stakeholders is essential to address the complex challenges faced by vulnerable groups.
B. WORKPLACE ENVIRONMENT
9. Adequate and Fair Wages (ILO Convention No. 131)
9.1 Wages and benefits paid for a standard working week shall meet, at a
minimum, national legal standards or Industry benchmark standards, whichever ls higher. Wages should always be enough to meet basic needs. Responsibility, seniority and education of the workers will be reflected in the level of the wages.
9.2 The pay gap will be assessed accurately, and a process will be installed to progressively work towards the payment of a living wage that is sufficient to afford a decent standard of living for the workers and their families.
9.3 All workers shall be provided with a written and comprehensible contract outlining their wage conditions and method of payments before entering employment.
9.4 Deductions from wages as a disciplinary measure shall not be permitted. Deductions can only be implemented under the conditions and to the extent allowed by law or fixed by collective agreement.
9.5 Where a pay rate for production, quota or piece work is established, workers earn at least a wage which respectively meets or exceeds applicable legal minimum wages, industry standards, or collective bargaining agreements (where applicable) with standard working hours.
9.6 Workers of all genders and categories, such as migrant and local workers, receive the same remuneration for equal jobs and qualification.
9.7 Workers are provided with the social benefits that are legally granted, without negative impact on their pay, level of seniority, position or promotion prospects.
10. No Excessive Working Hours (ILO Convention No. 1 and 14)
10.1 Working hours shall comply with national laws and benchmark industry standards, whichever affords greater protection. It is recommended that working hours do not exceed 48 hours per week (8 hours per day).
10.2 Workers shall be provided with at least one day off for every 7 day period and resting breaks in every working day.
10.3 Overtime shall be limited. Overtime is an exceptional and voluntary practice. Recommended maximum overtime is 12 hours per week.
10.4 Workers shall always receive overtime pay, minimum ln accordance with current legislation.
11. Safe and Hygienic Working Conditions (ILO Convention No, 155 and ILO Recommendation No 164)
11.1 The working environment shall be safe and hygienic, 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, associated with, or occurring in, the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment. The working environment complies with national occupational health and safety legislation, or with international standards, where national legislation is weak or poor enforced.
11.2 Workers shall receive throughout all stages of employment documented health and safety training, and such training shall be repeated for new workers.
11.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
11.4 Residential facilities, where provided, shall be clean, safe and adequately ventilated, and shall have access to clean toilet facilities and potable water.
11.5 Vulnerable persons – such as, but not limited to, young workers, new and expecting mothers, and persons with disabilities, shall receive special protection.
11.6 A system is in place to assess, identify, prevent and mitigate potential and actual threats to the health and safety of workers.
11.7 Effective measurements will be taken to prevent workers from having accidents, injuries or illnesses, arising from, associated with, or occurring during work. These measurements aim at minimizing, so far as is reasonable, the causes of hazards inherent within the workplace.
11.8 Records of health and safety incidents in the workplace and all other facilities that are provided or mandated, will be maintained.
11.9 All relevant licenses and documentation required by national legislation will be obtained.
11.10 Relevant committees, such as a occupational health an safety committee, will be established to ensure active co-operation between management and workers, and/or their representatives for the development and effective implementation of systems, that ensure a safe and healthy work environment. These committees aim to represent the diversity of the workers.
11.11 Effective and tailored Personal Protection Equipment (PPE) will be provided to all workers free of charge, taking the needs of different workers categories, such as pregnant and nursing women, into consideration.
C. ENVIRONMENTAL MANAGEMENT
12. Consideration for Marginalized Populations
Production and extraction of raw materials for production shall not contribute to the destruction of the resources and income base for marginalized populations, such as in claiming large land areas or other natural resources on which these populations are dependent.
13. Protection of the Environment
13.1 A process and risk-based environmental due diligence management system will be implemented adjusted to the business model.
13.2 The environmental impact of the operations will be identified and adequate measures to prevent, mitigate and remediate will be implemented. Environmental measures shall be taken into consideration throughout the production and distribution chain ranging from the production of raw material to the consumer sale. Local, regional and global environmental aspects shall be considered. The local environment at the production site shall not be exploited or degraded by pollution.
13.3 National and international environmental legislation and regulations shall be respected.
13.4 Relevant discharge permits shall be obtained where required,
13.5 Hazardous chemicals and other substances shall be carefully managed.
13.6 Strong focus will be kept on managing water consumption, water pollution and greenhouse gas emissions
14. Vision Bamatex developing sustainable products
Bamatex has a clear vision regarding the development of sustainable products. Bamatex has developed a strategy to develop and deliver sustainable products to its customer. (see company website)
IV. MANAGEMENT SYSTEM
The supplier shall take positive actions to implement the requirements of this standard, to incorporate the standard into all of its operations, and to make the standard an integral part of its overall philosophy.
The supplier shall assign responsibility for all matters pertaining to this Code of Conduct to a manager within its organization.
Top Management of the supplier shall periodically review the operation of the requirements of this standard.
The supplier accepts responsibility for observing the requirements of this standard with respect to all employees and workers that it supervises and agrees to:
a - assign responsibility for implementing this standard at each place that it owns or controls to an employee.
b - ensure that employees and workers are aware of the standard by communicating its contents and a language understood by them
c - refrain from disciplining, dismissing or otherwise discriminating against any employee for providing information concerning observance of this standard.
The supplier shall maintain appropriate records to demonstrate conformance to the requirements of this standard, and shall be able to provide reasonable information and access to parties approved by Bamatex Home Textiles BV seeking to verify conformance.
The supplier will make observance of this Code of Conduct a condition of all agreements that it enters into with subcontractors. These agreements shall oblige these subcontractors to conform to all requirements of this standard and participate in the supplier’s monitoring activities as requested.
Regarding the use of agents, or several factories or suppliers that have subcontractors, all links shall be traceable concerning manufacturing location with respect to the manufactured goods delivered to Bamatex Home Textiles BV. Any sub-contracting shall be agreed upon by Bamatex Home Textiles BV prior to any production.
V. AUDITING AND MONITORING
To evaluate the compliance of this Code of Conduct Bamatex Home Textiles BV will make use of audits either by own personnel or by approved third parties. We reserve the right to monitor the compliance of this Code of Conduct by systematic, unannounced or announced inspections, conducted by Bamatex Home Textiles BV personnel or independent auditors.
VI. CORRECTIVE ACTION AND NON-COMPLIANCE
Bamatex Home Textiles BV Code of Conduct sets the standard expected to be met by all our suppliers and partners during operation and manufacturing.
If repeated violations are established without any effort by the supplier to take appropriate actions, it is our duty to terminate the cooperation with such suppliers.
When the need arises to discontinue cooperation with a supplier, it will be done with due care and respect so that professional integrity is not harmed and unnecessary conflicts are avoided. This will be done with clear communication and feedback. The termination will be well prepared with a transition plan (open orders, outstanding payments, notice period, ...)
VII. RISK MITIGATION
Bamatex will continue to ensure that the impact of the risks mentioned in this code of conduct can be minimized. We will continue to ensure that minimum expectations towards suppliers and subcontractors are met. We will do this by:
- a clear supplier selection process and purchasing policy (published on the company website)
- long-term partnerships
- monitoring of our supply chain by recognized audit bodies
- follow-up of our suppliers by local agents
- partnership with the aim of continuous improvement
- support from recognized body such as Amfori in terms of training and complaint handling (speak up) (published on the company website)
30/06/2024
Bamatex Home Textiles BV
Bart Maes, CEO
