Handle bevisst | Vårt samarbeid | Våre medarbeidere | Jobbe hos oss


Ansvarlighet
Hos Gina Tricot er ansvarlig drift hele veien fra produksjon til ferdig plagg i butikken en selvfølge. Det er viktig for oss å ta ansvar for så vel medarbeidernes velferd som for den påvirkningen produktene våre har på verden rundt oss. Derfor stiller vi en rekke krav til leverandørene våre.
Innkjøpsarbeidet foregår fra hovedkontoret i Borås, og iblant også lokalt i våre leverandørland. Vi besøker regelmessig leverandørene våre for å sikre at våre strenge krav til etikk blir fulgt og at kvaliteten i produksjonen opprettholdes.
Når det gjelder forhold som lønn, arbeidstid, helse og sikkerhet, er våre produsenter pålagt å følge Gina Tricots etiske retningslinjer. Kravene her er basert på internasjonal arbeidsmiljølovgivning (ILO). Vi har dessuten valgt å legge til krav til kjemikaliehåndtering og dyrehold.
Miljøansvar
Vi kan med hånden på hjertet si at vi er svært stolte av vårt daglige miljøarbeid. Grunnlaget for dette arbeidet er en omfattende miljøpolitikk og klare miljømål, som hjelper oss med stadig å forbedre måten vi driver vår virksomhet på.
Gina Tricots hovedkontor i Borås er sertifisert som en såkalt Green Building. Det betyr at bygningen bruker minst 25 prosent mindre energi enn det som er nedfelt i svenske byggeforskrifter. Vi passer dessuten alltid på å inngå avtaler om kjøp av grønn energi til butikkene og kontorene våre der dette er mulig. I løpet av våren 2011 ble alle Gina Tricots plastposer byttet ut med poser lagd av gjenvunnet plast.
Medlemsorganisasjoner
Gina Tricot har siden 2008 vært medlem i Business Social Compliance Initiative (BSCI). BSCI er en organisasjon med over 700 medlemsbedrifter som jobber med å bedre arbeidsforholdene i leverandørlandene. Alle de flere hundre medlemmene i BSCI følger et sett felles etiske retningslinjer, og får støtte av BSCI i arbeidet med å skape en etisk forsvarlig leverandørkjede. Som medlem i BSCI har Gina Tricot blant annet tilgang til en plattform for oppfølging av leverandører. Som BSCI-medlem forplikter vi oss også til å implementere de felles etiske retningslinjene i våre leverandørkjeder. http://www.bsci-intl.org
Sammen med et trettitalls andre svenske tekstil- og lærprodusenter er vi også en del av Sweden Textile Water Initiative, STWI. Hensikten med dette prosjektet er å lære mer om tekstil- og lærindustriens høye vannforbruk og de effektene dette har på miljøet. STWI søker også å utvikle retningslinjer for bærekraftig vannforbruk i produksjonskjeden. Prosjektet pågår frem til mai 2012, og drives i samarbeid med SIWI. (SIWI = Stockholm International Water Institute) www.stwi.se
For å holde oss oppdatert og informert på kjemikalieområdet, har Gina Tricot vært medlem i Swerea IVFs Kjemikaliegruppe siden 2008. Her har vi tilgang til ekspertise og kan dele erfaringer med andre bedrifter i samme bransje. http://extra.ivf.se/kemi/
Klesdonasjoner
Gina Tricot samarbeider med hjelpeorganisasjonene Human Bridge og Fretex. Overskuddsplagg, defekte varer og klær som ikke oppfyller kvalitetskravene våre, gis bort til veldedige formål og forskjellige hjelpeprosjekter. Gina Tricot gir imidlertid aldri bort klær som ikke oppfyller de sikkerhetskravene og kjemikalierestriksjonene vi ellers følger. http://www.humanbridge.org / http://www.fretex.no
Ta vare på kunnskap om miljøspørsmål samt fremme og oppmuntre våre medarbeidere gjennom å engasjere og informere.
Fremme og oppmuntre miljøbevissthet hos våre leverandører og kunder, samt gjøre dem mer bevisste om sitt miljøansvar.
Aktivt samarbeide med andre foretak, leverandører, myndigheter og organisasjoner for å arbeide samme for en mer holdbar tekstilproduksjon. Vår mulighet til å påvirke styrkes gjennom samarbeid.
Tydelig merke varer produsert i alternative materialer, for å gjøre det lettere for kunden å foreta et aktivt grønt valg/miljøvalg.
Basere våre miljømål ut fra miljøpåvirkning, følge opp, evaluere samt revidere vår miljøpolicy kontinuerlig.
Prioritere gjenbruk og gjenvinning.
Prioritere miljøarbeid og avsette ressurser.
Spre gode ideer og erfaringer.
Within the scope of options for action and appropriate measures, these supplier companies have to aim at the implementation of the following criteria in a development approach:
- In accordance with ILO Conventions 11, 87, 98, 135 and 154.
- In accordance with ILO Conventions 100, 111, 143, 158, 159, 169 and 183.
All overtime shall be reimbursed at a premium rate as defined by national law. In countries where a premium rate for overtime is not regulated by law or a collective bargaining agreement, personnel shall be compensated for overtime at a premium rate or equal to prevailing industry standards, whichever is more favourable to workers’ interests.
- In accordance with ILO Conventions 12, 26, 101, 102 and 131.
An employee is entitled to at least one free day following six consecutive days worked. Exceptions to this rule apply only where both of the following conditions exist:
a) National law allows work time exceeding this limit;
and b) A freely negotiated collective bargaining agreement is in force that allows work time averaging, including adequate rest periods.
- In accordance with ILO Conventions 1 and 14 and ILO Recommendation 116.
A clear set of regulations and procedures must be established and followed regarding occupational health and safety, especially the provision and use of personal protective equipment, access to clean toilet facilities, access to potable water and if appropriate, sanitary facilities for food storage shall be provided. The company shall ensure that any dormitory facilities provided for personnel are clean, safe, and meet the basic needs of the personnel. All personnel shall have the right to remove themselves from imminent serious danger without seeking permission from the company.
Workplace practice and conditions in dormitories which violate basic human rights are forbidden. In particular young workers shall not be exposed to hazardous, unsafe or unhealthy situations.
- In accordance with ILO Conventions 155, 184 and ILO Recommendations 164 and 190.
In particular, a management representative responsible for the health and safety of all personnel and accountable for the implementation of the Health and Safety elements of the BSCI shall be appointed. All personnel shall receive regular and recorded health and safety training, moreover, such training shall be repeated for new and reassigned personnel. Systems to detect, avoid or respond to potential threats to health and safety of all personnel shall be established.
The company may employ young workers, but where such young workers are subject to compulsory education laws, they may work only outside of school hours. Under no circumstances shall any young worker’s school, work, and transportation time exceed a combined total of 10 hours per day, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours.
- In accordance with ILO Conventions 10, 79, 138, 142 and 182 and Recommendation 146.
Neither the company nor any entity supplying labour to the company shall withhold any part of any personnel’s salary, benefits, property, or documents in order to force such personnel to continue working for the company.
Personnel shall have the right to leave the workplace premises after completing the standard workday, and be free to terminate their employment provided that they give reasonable notice to their employer.
Neither the company nor any entity supplying labour to the company shall engage in or support trafficking in human beings.
The company shall treat all personnel with dignity and respect. The company shall not engage in or tolerate the use of corporal punishment, mental or physical coercion and verbal abuse of personnel.
- In accordance with ILO Conventions 29 and 105.
The following annexes are integral part of this Code of Conduct:
-Declaration of the supplier company
- Terms of implementation
- Consequences of Non-Compliance
Brussels, November 2009
- That we have received and taken due note of the BSCI Code of Conduct of November 2009, the BSCI System: Rules and Functioning, and the Management Manual.
- That we are aware of all relevant laws and regulations of the country or countries in which our company operates.
- That we will inform >Name of BSCI Member< in case of conflict between provisions of the BSCI Code of Conduct and any applicable laws or regulations in our countries of operation.
- That we will observe and conform to the BSCI Code of Conduct in its entirety based on a development oriented approach and without amendment or abrogation.
- That we will inform all of our subcontractors of the contents and requirements of the BSCI Code of Conduct, and that we will ensure that they also comply with the provisions incorporated therein.
- That >Name of BSCI Member< and any organisations acting on its behalf may carry out audits with or without notice at our business premises and the business premises of our subcontractors at any time.
Furthermore:
- We agree to carry out a self-assessment of our social performance, and that of our subcontractors upon the request of >Name of BSCI Member<, and to submit the details of these assessments to Name of BSCI Member for evaluation. This will take the form of a completed BSCI self-assessment questionnaire.
- We shall notify >Name of BSCI Member< of the location of all business premises used for the production of goods and / or delivery of services for >Name of BSCI Member<. We guarantee that the production of goods and / or delivery of services for >Name of BSCI Member< is carried out exclusively at the locations we have indicated. We understand that failure to inform >Name of BSCI Member< of the location where work for its products and / or services are carried out is adequate justification for the immediate and unconditional termination of all business and contractual relationships.
- We will use the BSCI management manual exclusively for purposes relating to business and monitoring activities of the BSCI and >Name of BSCI Member< . We will not allow any third parties not involved in the BSCI compliance/monitoring process to have access to this manual.
Date.......................... Name of Company ..........................
Signature..................... Company Stamp/Seal
Name.......................... Address...................................
This document must be signed by a duly authorised representative of the company and returned to >Name of BSCI Member<.
- by informing management and suppliers about the content of the BSCI Code of Conduct.
- by establishing where responsibility lies within the company's organisation regarding all BSCI Code of Conduct issues.
- by appointing one or more management employees to be responsible for implementation of the BSCI Code of Conduct.
- by monitoring company compliance with the BSCI Code of Conduct and implementing necessary changes at its facilities.
Employee Awareness:
- by giving a statement of their support for the principles of the BSCI Code of Conduct to their employees and by informing and instructing their employees and those of their subcontractors regarding the contents of the BSCI Code of Conduct. The company must have the BSCI Code of Conduct translated in its entirety into the appropriate local language(s) and have it displayed in a prominent position at its facility and other premises. Employees must also receive verbal orientation and information regarding the Code of Conduct in a language they understand.
- by regularly training employees in workplace safety and on the impact of their activity on society and the environment.
Record-Keeping:
- by keeping records of the names, ages, working hours and the wages paid to all employees and making these documents available to BSCI auditors on request.
- by documenting the location of dangerous materials and other potential hazards
- by monitoring and maintaining safety equipment and materials
- by keeping up to date documentation regarding relevant statutory requirements and regulations.
Complaints and Corrective Action:
- by appointing an employee responsible for handling complaints related to BSCI issues.
- by documenting and investigating complaints from employees or third parties related to BSCI issues, and reporting on their substance and any necessary corrective measures arising from them.
- by making the resources available to implement necessary corrective measures.
- by refraining from dismissals or other disciplinary measures against employees who pass on information regarding compliance with the BSCI Code of Conduct.
Suppliers and Sub-Contractors:
- by making the introduction of social standards and compliance with the BSCI Code of Conduct a condition of all contracts into which it enters with suppliers.
- by asking suppliers to report regularly about their progress in implementing the BSCI Code of Conduct.
Monitoring:
- by providing BSCI Members with relevant information about their activities and all production sites.
- by allowing audits of their business premises and activities and those of their subcontractors to be carried out at any time with or without prior notice by organisations acting on behalf of BSCI members.
