Beyond Vendor Code of Conduct
At Beyond Clothing, we continually strive to develop and promote high standards of business practices, social responsibility, and environmental protection. We believe that these standards also best serve the interests of our customers. Specifically, we require the factories that manufacture our products to operate workplaces where the principles and guidelines summarized below, are followed and verified. These policies and guidelines are based upon internationally accepted labor standards and industry best practices.
Factories shall allow the Beyond Clothing Compliance Officer or its authorized third-party monitoring firm unrestricted access to all areas of the facilities and to all relevant records whether or not advance notice has been provided.
Factories are expected to take the necessary corrective actions to resolve all non-compliance issues found from their audits. Beyond Clothing reserves the right to terminate the business relationship with any supplier who is unwilling to comply with this code of conduct.
Compliance with Laws
Factories shall operate in compliance with the laws of their respective countries including all applicable rules and regulations regarding labor, wages, social benefits, workplace health and safety, and the environment.
Factories shall comply with all environmental rules and regulations applicable to their operations. They shall have an environmental management system in place and adopt measures to mitigate negative impact on the environment.
Factories shall not employ workers younger than 15 years of age--or 14 where local law allows such exception, consistent with the International Labor Organization’s guidelines-- or the age for completing compulsory education, whichever is greater. In addition, factories must comply with all legal requirements for young workers, particularly those pertaining to hours of work, wages, and working conditions.
Wages & Benefits
Factories must pay workers the minimum wage required by local law or local industry standards, whichever is greater, and provide all benefits required by law. In addition to their compensation for regular hours of work, workers must be compensated for overtime hours at such premium rate as is legally required or, in those countries where such laws do not exist, at least equal to their regular hourly compensation rate.
Factories must ensure that, except in extraordinary business circumstances, on a regularly scheduled basis, workers shall not be required to work more than the lesser of (a) sixty (60) hours per week, including overtime (except in extraordinary business circumstances) or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture. All overtime shall be voluntary. All workers shall be entitled to at least one (1) day off in every consecutive seven (7) day period.
No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, ethnic origin, religion, age, disability, sexual orientation, marital status, nationality, or political opinion.
Factories shall not use any forced labor whether in the form of prison labor, indentured labor, bonded labor or labor obtained through slavery, human trafficking, or otherwise.
Freedom of Association
Factories shall recognize and respect employees’ right to freedom of association and collective bargaining.
Factories must provide their workers with a clean, safe and healthy work environment in compliance with all applicable legal requirements for workplace health and safety in the countries in which they operate. This includes all production areas, warehouses and residential facilities if applicable.
Every employee shall be treated with dignity and respect. Factories shall not engage in or support the use of corporal punishment, mental or physical coercion and verbal abuse including but not limited to threats of violence and sexual harassment. In addition, factories shall not use monetary fines as a disciplinary practice.
Revised November 5, 2018