Code of Conduct
MASCOT FACTORY
Ethics
We always conduct our own services honestly and honorably, and expect our clients and suppliers to do the same. Our actions and advice will always conform to relevant law, and we believe that all businesses and organizations should avoid causing any adverse effect on the human rights of people in the organizations we deal with, the local and wider environments, the well-being of society at large, and the environment in general. We conduct our business to higher ethical standards that include honesty, integrity, trustworthiness, and respect for each human being.
Employment Standards
We will adhere to rules and conditions of employment that respect workers and at a minimum, safeguard their rights under national and international labor and social security laws and regulations.
Equality and discrimination
We always strive to be fair and objective in our advice and actions, and we are never influenced in our decisions, actions or recommendations by issues of gender, race, religion, sexual orientation, nationality, political opinion, creed, color, age, personal disability, sex, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (cancer related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, citizenship or service in the uniformed services.
Labor
Participants are committed to uphold the human rights of workers, and to treat them with dignity and respect as understood by the international community. We adhere to labor laws and standards pertaining to Freely Chosen Employment, Child Labor Avoidance (see below), Wages and Benefits and Overtime Compensation, and Non-Discrimination policies.
Forced Labor
There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor. We will comply with international standards and all applicable local and national laws, regulations, standards, and procedures concerning the prohibition of forced labor and human trafficking.
Child Labor
No person shall be employed at an age younger than 15 (or 14 where the law of the country of manufacture allows) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15. No person under the age of 18 will undertake hazardous work. Governmental organizations, human rights, and NGO’s as determined by the University and Licensees must work together to minimize the negative impact on any child released from employment as a result of the enforcement of this code.
Harassment or Abuse
Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse. Employers will not use or tolerate any form of corporal punishment.
Freedom of Association and Collective Bargaining
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining with bargaining representatives of their own choice in accordance with International Labour Organization Convention 87. No workers will be subject to harassment, intimidation or retaliation as a result of their efforts to freely associate or bargain collectively. Union organizers must have reasonable access to workers and must recognize the union of the workers’ choice.
Hours of Work
Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week must not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.
Compensation
Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. These wages must constitute a fair living wage. Recognizing that most piece rates are closely connected with a living wage, employers will insure that the piece rate quotas are computed on the assumption that the normal working day is no more than 10 hours. Each worker must have access to resources, including food, safe drinking water, clothing, shelter, energy, transportation, education, sanitation facilities and access to health care services.
Women’s Rights
Woman workers will receive equal compensation which will include benefits, equal treatment, equal evaluation of their work and equal opportunity to fill the same positions as male workers. Women workers will not be required to take pregnancy tests as a condition of employment, nor will they be demanded of employees. Women workers who take maternity leave will not fear dismissal, nor threat of dismissal, loss of seniority or deduction of wages and will be able to return to their former employment at the same rate of pay. Woman workers will be provided with appropriate services and accommodations in connection with pregnancy. Woman workers will not be pressured to use contraception. Woman workers will not be exposed to hazards, including glues and solvents that may endanger their safety, including their reproductive health.
Health and Safety
We recognize that the quality of products and services, consistency of production, and workers’ morale, are enhanced by a safe and healthy work environment. We adhere to health and safety laws and standards pertaining to Occupational Safety, Emergency Preparedness, and Occupational Injury and Illness. Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. Workers will be provided with appropriate protection from hazards, including glues and solvents that may endanger their safety. If residential facilities are provided to workers, they must be safe and healthy.
Environmental
Participants recognize that environmental responsibility is integral to producing world-class products. In manufacturing operations, adverse effects on the community, environment and natural resources are to be minimized while safeguarding the health and safety of the public. We adhere and strive to exceed industry standards on Resource Reduction and Recycling. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
Legal Compliance
At a minimum, our factories will comply with all applicable legal requirements of the country in which our products are manufactured. Where this Code and the applicable laws of the country of manufacture conflict or differ, then the higher requirements shall prevail. This compliance also includes all applicable environmental laws.
Documentation and Monitoring
We understand that it is our responsibility to ensure that all of our factories are in compliance. We understand that it is our responsibility to promptly report any change or selection of a new factory. We will maintain on file documentation that may be needed to demonstrate compliance with this code.
Remediation
We understand that if we fail to self-correct a violation of the Code, we will consult with the licensor to determine an appropriate corrective action plan. If the corrective action plan does not result in correction of the violation within a specified reasonable time period, the licensor reserves the right to require we terminate our relationship with the factory.
Disclosure:
We understand it is our responsibility to provide the following information to the University/College or its designated licensing agents and to update such information immediately when any change occurs:
The company names, owners and/or officers of Licensees and their Contractors; addresses, phone numbers, email addresses of Licensees and their Contractors; and the nature of the business associations and their roles in the manufacturing process;
The manufacturing plants of Licensees and their Contractors involved in all levels of the manufacturing process of items (including raw materials, blank goods, and decorations) that bear, or will bear, the name, Trademarks and/or images of the University
A written description of sourcing practices;
A written description of systems and procedures used by Licensees and their Contractors to ensure ongoing compliance with this Code and to correct any instances of non-compliance with this Code; and
Upon request, internal and external monitoring reports regarding Licensees’ and their Contractors’ compliance with this Code.
Licensees are required to report immediately to the University any material changes in the foregoing disclosures, including the addition or deletion of manufacturing plants.
Internal Monitoring, Training, Independent External Monitoring and Verification
It is the responsibility and obligation of each Licensee to:
• Take continuous steps to ensure its compliance with this Code, and to verify that its Contractors are in compliance with this Code;
• Document the nature and extent of all activities it undertakes to ensure its compliance with this Code;
• Resolve to the University’s satisfaction any incidence of non-compliance with this Code in a prompt and effective manner;
• Actively seek knowledge, training, and implementation of best practices regarding international labor standards and ethical supply chain management, including consultation with governmental, human rights, labor, and credible third party monitoring organizations;
• Develop an internal monitoring program adequate to ensure compliance with this Code;
• Refrain from any actions that would diminish the protections of these labor standards and compliance with this Code; and
• Join and maintain membership in good standing with any external organization that a University may designate as a means to assist the University in assuring compliance with this Code.
The University has the right to investigate, either by itself or through its Licensing Agent(s) and/or NGOs, allegations or evidence of violations of this Code by Licensees or their Contractors as well as Licensees’ or their Contractors’ actions to correct such violation(s). It is the responsibility and obligation of Licensees and their Contractors to cooperate fully with such investigations, and to give the University or its Licensing Agent(s) and/or NGOs free and full access to all facilities, materials, and records that may be relevant to such investigation and to further provide access to all employees who may be affected by or have knowledge of the alleged or actual violation. Such investigation by the University or its Licensing Agent(s) and/or NGOs may occur with or without notice, and as many times as deemed necessary by the University or said Licensing Agents and/or NGOs, in their discretion.
Non-Compliance and Remediation/Corrective Action Plan
Licensees will promptly notify the University of any and all incidents, including claims by others, that constitute or may constitute Licensees’ or their Contractors’ non-compliance with the Code. Licensees have an obligation to maintain their own records of all complaints of violations, and will notify the University that a complaint has been filed. This record will include all details of such findings or allegations, including, but not limited to, copies of any reports, complaints, or other documentation concerning an actual or alleged violation of the Code. Upon request, Licensees will provide promptly to the University a copy of any written response Licensees have made to such allegation and provide a report describing all actions Licensees have taken, if any, to remedy the alleged violations of the Code, including Corrective Action Plans (CAP). If, upon investigation, the University determines that any Licensee or Contractor has failed to remedy a violation of this Code, the University will consult with Licensee to examine the issues and determine the appropriate measures to be taken. The remedy will, at a minimum, include requiring Licensee to take all steps necessary to correct such violations including, without limitation, paying all applicable wages and/or benefits due to workers under law or contract, and reinstating any worker whose employment has been terminated in violation of this Code. If consultation and agreed upon measures fail to adequately resolve the violations within a specified time period, Licensee will implement a CAP on terms acceptable to the University. The University reserves the right to terminate its relationship with any Licensee who continues to conduct its business in violation of the CAP. Licensees and their Contractors must guarantee wages, salaries, benefits and severance to their workers. In the event of non-compliance by its Contractor, Licensee must assume responsibility for payment of wages, salaries, benefits and severance to Contractor’s workers in proportion to the percentage of work done by Contractor’s workers on behalf of that Licensee. If a natural disaster or other crisis causes a significant disruption of production, Licensees and their Contractors will use reasonable efforts to restore production at the affected worksite(s) to prior levels as soon as feasible while ensuring workers’ safety.