HELP AND INFO
CODE OF CONDUCT
At linl, we care about our people and the planet.
A made-to-last mentality drives us; creating timeless, non-disposable clothing made with care and the utmost quality is a core part of our DNA.
People are at the heart of everything situs judi bola we do, they make us who we are. How we treat people defines us. The quality of our relationships leads to a quality in how we do business and the end product that women wear.
When it comes to sustainability, being honest and sharing the journey with our customers is part of our moral obligation as a business. Sustainability is a mission that is much greater than ourselves and one we are fully committed to tackling as a business.
We’re taking a responsible view, looking at all aspects of our business – from the materials we source to how our factories operate in order to look at what our impact is on the environment.
We’re aware that every part of the process in our chain of consumption generates a direct environmental impact on our planet. In order to do business we can’t completely eradicate this impact situs slot deposit pulsa terbaru but we monitor it and reduce what we can.
We also establish a standard with all of our partners across all stages of product development and production to ensure our manufacturing process is in-line with where we want to be.
We will announce initiatives shortly, but in the meantime, our Code of Conduct stipulates the standard that we currently operate in.
We take transparency very seriously, so we expect all those involved in the manufacture of our products to ensure they are equally as transparent in all business operations with linl. As a basic standard, we require all Suppliers to disclose the Manufacturers and Sub-Contractors that are involved in the production of linl products. This includes (but is not limited to) CMT, inputs, mills, fabric suppliers and raw materials suppliers. Inventory and production records must also be revealed, demonstrating the origin of incoming materials to ensure traceability and place of the product are maintained.
linl have a zero-tolerance for the unauthorised use of any Supplier, Manufacturer or Sub-Contractor that will be used for the manufacture of any stage of linl products.
We also expect that all Suppliers, Manufacturers and Sub-Contractors will be transparent in all business operations with us including during any factory audit which includes providing payroll and production records as required.
Protecting the human rights of all people involved in our business and in our supply chain is aligned to our views on being a responsible business. We’ve developed a set of principles that govern how we work with all people connected to the business, including how people should be treated. Including;
Harassment – Workers shall be treated with respect and dignity at all times. Workers shall not be subject to any physical, verbal, sexual or psychological harassment or abuse in connection with their employment.
Discrimination – Workers should be employed, compensated and treated based upon their ability to perform their job, rather than on the basis of age, gender, race, sexual orientation, nationality, political opinion, religious, social, ethnic or cultural beliefs.
Freedom of Assoc & Collective Bargaining – linl respect the rights of workers to freedom of association, union membership and collective bargaining including access to an impartial grievance and complaint mechanism. We also respect the workers right to form a channel to provide feedback and speak freely to their workers committee representative as per the requirements of local/national laws applicable in the area of manufacture.
Regular Employment – linl believes workers must be given regular employment which enables an income that provides a reasonable standard of living to their families.
To support these principles, linl have established a Gender Equality in Supply Chain Policy and expects all Suppliers, Manufacturers and Sub-Contractors to adhere to the expectations of this Policy at all times.
Forced Labour/Modern Slavery
We are committed to the elimination of Modern Slavery including all forms of forced, indentured (including prison labour), bonded, involuntary, compulsory or uncompensated labour. Workers must not be required to lodge any form of deposits including any form of identification to secure their employment and all overtime worked must be voluntary.
linl will not be complicit in any form of forced labour or Modern Slavery in its entire supply chain.
We align our expectations on the principles of Child Labour and working ages to that of the ILO (International Labour Organization), particularly conventions 138 and 182. We require that no person shall be employed at an age younger than 16 or the age as determined by local legalisation (including local labour laws), whichever is higher.
All facilities are required to maintain official documentation in order to verify each worker’s date of birth.
No Bribery & Corruption
linl have a zero-tolerance to any form of Bribery and Corruption and expects that all Suppliers, Manufacturers and Sub-Contractors of our products will not engage in practices of bribery and corruption in any shape or form regarding their dealings of business with or on behalf of linl and, or associated parties.
At linl, we will always operate to the highest of standards and as such, expect our Suppliers, Manufacturers and Sub-Contractors will take all reasonable measures to conduct their business activities in an ethical manner, without bribery, corruption or any type of fraudulent or unethical behaviour. We also require Suppliers, Manufacturers and Sub-Contractors to ensure they hold all required business permits, registrations and licences to operate legally in all aspects of their business in the country of manufacture.
Working Hours & Overtime
At linl, we believe a balance of work, family and rest is important so we have the following expectations relating to working hours which include:
A normal working week shall not exceed 48 hours per week over 6 days or the maximum working hours allowed under local law;
Overtime hours worked must in line with local labour law guidelines. Any overtime hours worked in excess of local labour law must be discussed with linl prior to the overtime being worked;
Workers shall be entitled to at least one full day of rest out of each 7-day period;
All overtime hours worked shall be voluntary;
Workers shall be compensated for overtime hours at a premium rate as legally required.
Wages & Benefits
All workers shall be paid for all work completed and must be paid a wage that meets, as a minimum, the amount required by law or the prevailing industry wage, whichever is higher. All wages paid must include legally mandated benefits to all workers and where piece rate is paid, the piece rate must not be used to pay a worker a wage lower than the legal minimum wage for the equivalent hours worked including premium rates for overtime hours worked in the country of manufacture.
At linl, we encourage our Suppliers, Manufacturers and Sub-Contractors to allow workers to earn a wage higher than the minimum by creating initiatives where workers can earn higher wages without working extra hours.
Health & Safety
Workers have the right to feel safe at their place of employment, so we work with our Suppliers, Manufacturers and Sub-Contractors to ensure the factories used to manufacture our products meets all local, national and international safety laws, standards and expectations. We also require that all factories, facilities and buildings used in our entire supply chain hold a current building registration or safety certificate where required. This expectation also includes dormitories where workers stay during the course of their employment with the factory.
Restricted Substances & Processes
Suppliers, Manufacturers and Sub-Contractors used for the manufacture of linl product must ensure they comply with all expectations of the Restricted Substance and Banned Processes Lists at all times.
Chemical Management processes including the storage, handling and safety of all chemicals must be maintained at all times and chemicals such as those listed on the Restricted Substances List or banned by local and national regulations are not utilized in the production processes at any time. Further, we require that the appropriate permits for hazardous substances handling and storage as required by local and national regulations have been obtained and safety measures including Material Safety Data Sheets (MSDS) have been implemented.
All Suppliers, Manufacturers and Sub-Contractors must demonstrate through chain of custody documents (certifications) that raw materials (including but not limited to cotton, wool, silk, leather) were obtained from legal sources and that any animal product used was obtained humanely and as a by-product of a second industry.
At linl, we have a goal to reduce the environmental impact of our products so we require Suppliers, Manufacturers and Sub-Contractors that produce our products to ensure they have an environmental policy in place which includes strategies to manage and reduce greenhouse gas emissions while reducing the impact of manufacturing on the environment. As we implement Circular Economy thinking through the design stages of our products, we require supplies to extend this thought process into real solutions within the manufacturing processes of our products.
To ensure compliance with environmental laws and regulations is maintained, Suppliers must monitor and implement changes in environmental laws and regulations for all stages of production in our supply chain.
To ensure we achieve our focus on quality while protecting the workers in our supply chain, linl have set high expectations for the manufacture of our products. In some areas, our expectations may go above those required under local or national law and we expect our Suppliers and Sub-Contractors to ensure these standards are met and complied with at all times