SUPPLIER CODE OF CONDUCT
We are committed to partnering with suppliers who can meet our Supplier Code of Conduct. All Suppliers must certify they adhere to local regulations and their national laws regarding minimum wages, overtime compensation, and workplace safety. In addition, all Suppliers must certify that they do not use forced labor or benefit in any way from human trafficking.
As of 2019:
NO CHILD LABOR, NO FORCED LABOR, NO ABUSE
Suppliers that do business with Sunday Riley are prohibited from using hazardous child labor, defined as “the worst forms of child labor” by the International Labour Organization. This type of labor jeopardizes the physical, mental or moral well-being of a child, either because of its nature or because of the conditions in which it is carried out. Sunday Riley will not support or work with any organization or Supplier that deprives children of their potential and their dignity, or that is harmful to their physical and mental development.
Sunday Riley will not work with Suppliers who knowingly benefit from forced labor, or who use subcontractors or factories that use forced labor. Prison rehabilitation programs are not a breach of this Code.
Under no circumstances will Sunday Riley support or work with any Organization or Supplier who engages in or benefits from human trafficking, who uses physical or mental abuse (whether real or threatened) or any other forms of abusive force.
WAGES , HOURS, and SAFE WORK ENVIRONMENT
In accordance with local laws, all Suppliers must:
HEALTH AND SAFETY
In accordance with local laws, Suppliers should also ensure:
Sunday Riley operates an inclusive business, and expects its Suppliers to be inclusive as well. Suppliers should not discriminate or harass anyone based on race, gender, religion, sexual orientation, gender identity and/or expression, disability, union affiliation, health, maternity, marital status, ethnic descent, age, social origin, or citizenship.
FREEDOM OF ASSOCIATION
Consistent with local laws, Workers should have the right to collectively bargain and join a union, and cannot be penalized on their decision to join or not to join. Workers should be allowed to confidentially raise awareness of problems within the workplace without repercussions. Suppliers should show a process for recording and investigating these grievances.