Code of Ethics and Business Conduct
The present Code of Ethics constitutes the corporate instrument for explaining the values and principles that underlie personal and professional conduct among the members of the institution and between them and society.
This document is intended to ensure the provision of information to candidates in the selection and recruitment processes of RDD Textiles (a Clothius Lda. brand). On the processing of personal data that concern them, as well as the privacy and security practices adopted , in order to make known its commitment and respect for the rules regarding privacy and the protection of personal data that it collects and treats in compliance with the legislation on the protection of personal data.
1. Acceptable conduct to officers and employees
Develop favorable conditions for the establishment of a productive, pleasant and respectful climate in the workplace;
Treat people and their ideas with dignity and respect;
Prioritize and protect the interests of the company with customers, government agencies, financial institutions, suppliers, organizations and other companies with which the company maintains business relationship;
Provide strict agreement with the guidelines and strategic business driving to take reliable function of the Company;
2. Unacceptable conduct to officers and employees
Be compliant or silent regarding errors and violations of this Code of Ethics and applicable legal and regulatory provisions;
Perform other professional activities during working hours, with or without profit, or, regardless of the compatibility of schedules, perform activities that constitute loss, direct or indirect competition with the company’s activities;
Exercise any kind of discrimination against persons on the grounds of economic, social, political, religious, color, race or gender differences,
Prioritize and preserve personal interests, customers, government agencies, financial institutions, suppliers, institutions and other companies, to the detriment of the company’s interests;
Obtain advantages for yourself or others from privileged access to company information, even if they do not cause harm to the company;
Use for personal benefit or pass on to third parties documents, works, methodologies, products, tools, services and information owned by the company or its customers and suppliers, except by legal or judicial determination;
The Code of Conduct
This Code applies to this company which is committed to work with its partners, subcontractors and suppliers to encourage them to adopt the principles set forth herein.
Respect for Human Rights
The company is committed to identify, prevent and mitigate the negative impacts on human rights arising from its business activities or caused by it, if they occur.
Employment is Freely Chosen
There will be non human trafficking, involuntary, forced or bonded labor, including prison labor throughout the supply chain.
Workers will not have to leave their employer in custody of deposits or identity documents and will be free to leave the employer upon prior notice.
The Freedom of Association and the Right to Collective Bargaining will be Respected
Workers, without distinction, have the right to join or form unions of their own choosing and to bargain collectively.
The company will adopt an open attitude towards trade unions as well as their organizational activities.
Workers’ representatives shall not be discriminated against and shall have access to perform their representative duties in their place of employment.
Where the law restricts the right to freedom of association and collective bargaining, the employer should facilitate rather than hinder the development of parallel alternatives for free and independent association and bargaining.
Working Conditions Should be Secure
It will be provided a safe work environment and good health conditions, having in mind the prevailing knowledge of the industry and of any specific danger. Reasonable and practical measures will be taken to prevent accidents and health damage that may arise, associated or caused by hazards inherent in the work environment.
Child Labor Should Not Be Used
There should be no hiring of child labor.
Businesses should develop or participate in policies and programs that will provide a transitional basis for working children, enabling them to attend and stay in quality education until they reach adulthood.
Children and young people under 18 should not be employed for night work or in hazardous conditions.
This policy and procedures must be followed in accordance with ILO standards.
Worthy Wages Will Be Paid
Salaries and benefits, corresponding to the working month, should at least be paid according to the national legal base, or the industrial sector base, whichever is higher. Salaries should always be sufficient to meet basic needs.
Prior to commencing work, all employees will be provided with written and understandable information about working conditions regarding wages and also about wage details during the paid period each time they are paid.
Deductions from wages due to disciplinary measures and deductions not constituted by national law shall not be permitted without the permission of the worker concerned.
There will be no discrimination in hiring, remuneration, access to training, promotion, dismissal or retirement on grounds of race, social class, origin, religion, age, disability, gender, marital status, sexual orientation, union or political party affiliation.
Regular Work Will Be Provided
Under all possible conditions, work should be based on a working relationship recognized and established through national laws and regulations.
Obligations to the worker arising from the laws of regular employment relationship cannot be avoided through the use of employment contract, outsourcing or work at home. Nor can these obligations be avoided through trainee programs, where there is no real intention to confer skills or provide steady jobs or even overuse of fixed-term employment contracts.
Inhuman and Severe Treatment Will Not Be Allowed
Physical or disciplinary abuse, threat of physical, sexual or other harassment and verbal abuse or other forms of intimidation are prohibited.
The company does not accept in any way child labor or any contractual / legal irregularities in its production chain.
The occurrence of any of the above mentioned situations will lead to a joint work for the development of a responsible solution, evaluating the situation in order to apply appropriate corrective measures, always considering the injured party’s best interest.
The company reserves the right to terminate relationships with any organization that does not comply with these policies.
Communication for Employees
Open and honest communication between all employees is valued. The company being committed to comply with the legislation applicable to work and employment.
If you believe there is a conflict between what is written here and the laws, customs and practices of the place where you work, if you have doubts about this Code or if you want to report a potential violation of it, you must, in good faith, communicate these doubts and concerns through the existing processes, which make every effort to maintain confidentiality.
You can ask questions or report potential violations of this Code through the suggestion box available at the company or by email email@example.com . No retaliation or retaliatory action will be taken against any employee as a result of concerns being raised. The company is committed to investigating, correcting and responding to employee concerns and taking appropriate corrective action in response to any breach.
Barcelos, September 18, 2019.
Last review: January 29, 2020