Code of conduct

BH Nordic AS

Barnas Hus Norge AS

Barnens Hus AB

 

1. INTRODUCTION
  •  (Company, hereafter “we” is committed to ensuring a high standard of ethical and environmental trade practices, including the provision of safe working conditions and the protection of workers’ rights, across its global businesses.
  • We conduct our business in accordance with the provisions of this Code of Conduct ("the Code") and require our suppliers / business partners to observe the Code’s provisions and to demonstrate a similar commitment to an ongoing programme of ensuring and, where necessary, improving, ethical and environmental practices.
  • We are committed to working closely with our suppliers and business partners to achieve a long-term, sustainable social and environmental standard in the facilities that manufacture our products and in the operations of other business partners.
  • We base our requirements mainly on internationally recognised standards such as the Universal Declaration of Human Rights, The UN Convention on the Rights of the Child, applicable International Labour Organisation ("ILO") Conventions, and national legislation.
  • Our requirements respect and promote the fundamental rights set out in the ILO Declaration on Fundamental Principles and Rights at Work, namely:
    • Effective abolition of child labour (ILO Convention 138 and 182);
    • Elimination of all forms of forced or compulsory labour (ILO Convention 29 and 105);
    • Elimination of discrimination in respect of employment (ILO Convention 100 and 111); and
    • Freedom of Association and the effective recognition of the right to collective bargaining (ILO Convention 87 and 98).

Our requirements are applicable irrespective of the ratification by the local country of the relevant internationally recognised standards.

 

2. CHILD LABOUR
  •  All workers must have reached the age of 15 years, or have reached the minimum legal working age under local law, whichever is the higher.
  • All legal limitations on the employment of persons below the age of 18 years must be followed. We recognise the rights of every child to be protected from economic exploitation and from performing any work that is likely to be hazardous or to interfere with the child’s education, or to be harmful to the child’s health or physical, mental, spiritual, moral or social development.

 

3. FORCED AND COMPULSORY LABOUR 
  • We do not accept any forms of forced or bonded labour and we do not accept the use of illegal labour in the production of goods or services.
  • Workers must be free to leave their employment upon reasonable notice.

 

4. DISCRIMINATION 
  •  No worker shall be discriminated against in employment or occupation on the grounds of gender, age, pregnancy, sexual orientation, religion, political opinion, ethnic or national origin, disability or union membership.

 

5. FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING 
  • All workers have the right to form or join associations of their own choosing, and to bargain collectively. We do not accept disciplinary or discriminatory actions from an employer against workers who choose to peacefully and lawfully organise or join an association.

 

 6. ADDITIONAL WORKERS’ RIGHTS
  •  Identification Documents / Deposits
    • An employer must not require a worker to lodge deposits or identification documents as a condition of work.
  • Agency Workers
    • Workers employed through an agent or contractor are the responsibility of the supplier and other business partners, and are thus covered by this Code.
  • Migrant Workers
    • Migrant workers shall have the same entitlements as local workers. The employer must cover any commissions and other fees in connection with employment of migrant workers.
  • Respect and Dignity
    • Every worker shall be treated with respect and dignity. Under no circumstances do we accept the use by our suppliers, their subcontractors or other business partners of humiliating or corporal punishment, and no worker shall be subject to physical, sexual, psychological or verbal harassment or abuse.
  • Employment Contract
    • All workers are entitled to a written employment contract, in the local language, stipulating the employment terms and conditions. The employer has a responsibility to ensure that all workers are aware of their legal rights and obligations.
  • Wages
    • Wages must be paid regularly, on time, and must reflect the experience, qualifications and performance of the worker. Our minimum requirement is that employers shall pay at least the statutory minimum wage, the prevailing industry wage or the wage negotiated in a collective agreement, whichever is higher. All other types of legally mandated benefits and compensations shall be paid. No unfair deductions are allowed, and the worker has the right to a written specification of how the wage has been calculated.
  • Working Hours
    • Ordinary working hours must not exceed the legal limit and shall never exceed 48 hour per week. Overtime hours must not exceed the numbers allowed by the law of the country. If such limits do not exist, overtime work should not exceed 12 hours per week. Overtime work must always be voluntary and compensated in accordance with the law. Piece-rate work should not be exempted from the right to overtime compensation. Workers are entitled to at least one day off in every seven-day period.
  • Leave
    • Workers shall be granted and correctly compensated for any types of paid leave to which they are legally entitled. Examples of such leave include annual leave, maternity/parental leave and sick leave.

 

7. HEALTH AND SAFETY
  •  Building Safety
    • We require our suppliers and other business partners to make Workers’ safety a priority at all times. No hazardous equipment or unsafe buildings are acceptable.
  • Fire Safety
    • Emergency exits on all floors must be clearly marked, well lit and unblocked all the way out of the building. Evacuation through emergency exits must be possible at all times. Every person working on the premises must be trained at regular intervals in how to act in case of fire or other emergency. Regular evacuation drills for all workers are required; evacuation plans and firefighting equipment must be in place.
  • Accidents and First Aid
    • An employer must work proactively to avoid accidents that may cause harm to any worker in the workplace. Relevant first aid equipment must be available and where legally required a doctor or nurse should be available during working hours.
  • Working Environment
    • The premises must be regularly maintained and cleaned and must provide a healthy working environment.
  • Accommodation.
    • If a company provides accommodation facilities for its workers, the above requirements regarding fire safety and cleanliness should also cover that accommodation. The accommodation must be separated from the workplace and have a separate entrance. Workers should have free access to the accommodation.

 

8. ENVIRONMENT
  • The environment is of increasing concern globally and we expect our suppliers and other business partners to act responsibly in this respect. Our suppliers must comply with all applicable environmental laws and regulations in the country of operation. The company must have the relevant environmental permits and licences for its operations.
  • We expect our suppliers and other business partners to use resources such as water and energy efficiently and to avoid or reduce any waste and emissions because of their business activities.
  • Suppliers shall do their utmost to minimize weight and volume of product packaging and to reduce the content of hazardous substances and constituents in packaging materials.

 

9. BUSINESS INTEGRITY
  • We require all our suppliers and business partners to conduct business in compliance with internationally agreed standards of business ethics and to adhere to all applicable anti-bribery and anti-corruption laws. Suppliers shall not give, offer, agree or promise to give any benefits of value to obtain any undue or improper advantages.

 

10. COMPLIANCE 
  • In order to maintain compliance with this Code, local labour laws and environmental laws, suppliers and other business partners must have the necessary policies and management systems in place.

 

11. MONITORING AND ENFORCEMENT
  • Transparency and Co-operation

We expect all our suppliers and other business partners to respect this Code and to actively do their utmost to achieve our standards. We also expect our suppliers and other business partners to be transparent and not to intentionally mislead our auditors. We believe in co-operation and we are willing to work with our suppliers and other business partners to achieve sustainable solutions and to promote suppliers and other business partners who are in compliance.

  • Monitoring

All suppliers and other business partners are obliged to keep us informed at all times, of where each product is being produced. Relevant and verifiable documentation must be maintained for auditing purposes. We reserve the right to make unannounced visits to all units producing goods or services for us, at any time. We also reserve the right to appoint an independent third party of our choice to conduct audits in order to evaluate compliance with this Code. During audits, we require unrestricted access to all areas of the premises, to all documents and to all workers for interviews. We also demand the right to provide workers with our contact details.

  • Corrective Action

Audits aim to identify gaps between the requirements in this Code and the actual practices and conditions in the workplace. The audited supplier will usually be given the opportunity to propose and implement a corrective action plan. We shall follow up the implementation of the plan and verify that violations have been remedied. A supplier failing to undertake sustainable improvements within the stipulated period would seriously damage its relationship with us. Unwillingness to cooperate or repeated serious violations of this Code and/or local law may lead to reduced business and ultimately termination of our business relationship.