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[text_box title=”Dinbox leverantörskrav” text=”För oss har det alltid varit viktigt med ett nära samarbete med våra globala leverantörer. För att bli ännu tydligare har vi skapat Dinbox Code of Conduct (uppförandekod) – vår policy som anger lägsta accepterade standard vad gäller arbetsförhållanden hos våra leverantörer. Uppförandekoden reglerar all produktion och även leverantörers underleverantörer.

Vi har valt att arbeta fram vår Code of Conduct i samarbete med Genombrott. Genombrott erbjuder konsult-, opinions- och utbildningsstöd inom socialt ansvar och hållbar globalisering.” margined=”yes” no_bgr=”no”][/text_box]

Dinbox Code of Conduct

Dinbox undertakes to only trade in materials that have been produced under dignified working conditions.

To that end Dinbox will implement the labour standards (section 3 below) in the factories it is sourcing from and will put sufficient and effective efforts into ensuring that this code is followed by its contractors, subcontractors, suppliers, and licensees.

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]Labour Standards[/heading]
The labour standards are based on applicable national and regional law, the conventions of the International Labour Organisation (ILO) and the Universal Declaration on Human Rights. In the text below references are made to specific conventions.

Where clarifications of ILO Conventions are required, Dinbox follows ILO Recommendations and existing jurisprudence.

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]Employment is freely chosen[/heading]
There shall be no use of forced, including bonded or prison, labour. (ILO Conventions 29 and 105)

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]There is no discrimination in employment[/heading]
Recruitment, wage policy, admittance to training programs, employee promotion policy, policies of employment termination, retirement, and any other aspect of the employment relationship shall be based on the principle of equal opportunities, regardless of race, colour, sex, religion, political affiliation, union membership, nationality, social origin, deficiencies, or handicaps. (ILO Conventions 100 and 111)

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]No exploitation of child labour[/heading]
There shall be no use of child labour. The age for admission to employment shall not be less than the age of completion of compulsory schooling and, in any case, not less than 15 years (ILO Convention 138 and article 32 of the UN Convention on the Rights of the Child).

There shall be no forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage and serfdom and forced or compulsory labour. Children (in the age of 15-18) shall not perform work which, by its nature or the circumstances in which it is carried out, is likely to harm their health, safety or morals. (ILO Convention 182)

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]Freedom of association and the right to collective bargaining[/heading]
The right of all workers to form and join trade unions and bargain collectively shall be recognised (ILO Conventions 87 and 98). The company shall, in those situations in which the right to freedom of association and collective bargaining are restricted under law, facilitate parallel means of independent and free association and bargaining for all workers.

Workers representatives shall not be the subject of discrimination and shall have access to all workplaces necessary to carry out their representation functions. (ILO Convention 135 and Recommendation 143)

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]Payment of a living wage[/heading]
Wages and benefits paid for a standard working week shall meet at least legal or industry minimum standards and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income (ILO Conventions 26 and 131).

Deductions from wages for disciplinary measures shall not be permitted nor shall any deductions from wages not provided for by national law be permitted. Deductions shall never constitute an amount that will lead the employee to receive less than the minimum wage. Employees shall be adequately and clearly informed about the specifications of their wages including wage rates and pay period.

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]No excessive working hours[/heading]
Hours of work shall comply with applicable laws and industry standards. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every seven-day period.

Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. (ILO Convention 1)

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]Safe and healthy working conditions[/heading]
A safe and hygienic working environment shall be provided, and best occupational health and safety practice shall be promoted, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Appropriate attention shall be paid to occupational hazards specific to this branch of the industry and assure that a safe and hygienic work environment is provided for.

Effective regulations shall be implemented to prevent accidents and minimise health risks as much as possible (following ILO Convention 155). Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer is strictly prohibited.

[heading centered=”no” margin_bottom=”no” large=”no” background=”yes”]Legally-binding employment relationship[/heading]
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labouronly contracting arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment.Younger workers shall be given the opportunity to participate in education and training programmes.

Employees should be informed that they are producing under minimum conditions as outlined in Dinbox’s Code of Labour Practices. These conditions should be explained in a way that the Code is made understandable. Dinbox reserves the right to let an independent third party inform employees about the Code of Labour Practices.

Dinbox shall stipulate that contractors, subcontractors, suppliers, or licensees who demonstrably fail to comply with one or more of the standards laid down in the Code of Labour Practices, take appropriate measures to ensure that the situation is improved. If necessary, the offending party shall be sanctioned by cancellation of its contract, thus prohibiting it from producing or organising the production of products for Dinbox.

Dinbox reserves the right to use independent verification of its and its suppliers compliance with this Code of Labour Practices. Dinbox reserves the right to make unannounced visits to all factories producing its goods, and let an independent third party of Dinbox’s choice undertake audits or inspections, at any time. All suppliers are obliged to always keep Dinbox informed about the locations in which each order is being produced.


Dinbox 2017