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SVOBODA is a private company based in Southern California. The majority of our clothing is manufactured in the U.S.A. Items that are simply too expensive to produce in the U.S., are being producing in the countries of sub-Saharan Africa. We have decided to produce in this region, as it is the poorest region of the world and in dire need of financial investment. When U.S. companies produce in Africa, they bring higher wages and encourage better labor standards and environmental protections than local businesses. Our hope is, by bringing money to this region, we will, in our lifetime, see a nation marked by dynamism, not stagnation; the rule of law, not cronyism; responsibility, not dependency; human decency, not cruelty; and individual achievement, not stultifying states.
Corporate Governance
SVOBODA is committed to conducting all operations and businesses in a responsible manner. As we work toward a sustainable operation and growth of the company, we regularly monitor our practices on an informal basis. Since the company has begun to grow and operations expand, so has our impact on society and the environment. As a result, we have begun to establish a formal framework around SVOBODA’s social and environmental objectives and practices to control operations. Although we are in the early stages of this process, it is our ambition to develop a transparent corporate social responsibility program. The end goal of our company will always be to maximize our impact within the fashion community and our customer’s life, while reducing our impact to the earth to ensure the world is a better place for future generations.
The SVOBODA Supplier Code of Conduct, which is set forth below, outlines SVOBODA’s expectations regarding the conditions under which its products should be manufactured. SVOBODA is committed to producing high quality and ethically manufactured products at a good value to its consumers. Moreover, SVOBODA requires sound business ethics from its suppliers. SVOBODA’s commitment is to only do business with suppliers that share its commitment to fair and safe labor practices. This Code of Conduct applies to all suppliers and/or contractors providing products to SVOBODA or any SVOBODA affiliated companies.
This Code of Conduct defines SVOBODA’s minimum requirements and gives guidelines thereto. It will be subject to regular improvements and SVOBODA encourages all suppliers to improve their fair and safe labor practices continuously.
Since no code can be all-inclusive, suppliers must ensure that no abusive, exploitative conditions and practices or unsafe working conditions exist at the facilities where SVOBODA products are manufactured.
SVOBODA will not tolerate any supplier that, directly or indirectly through its sub-contractors, violates the laws of the country where the products are manufactured or knowingly violates these standards. SVOBODA will take immediate and appropriate action upon notification of such violation.
SVOBODA’s Supplier Code of Conduct:
- Suppliers comply with all local laws
All standards set forth in this Code of Conduct are subject to compliance with applicable local law. All suppliers must operate in full compliance with the laws of their respective country of manufacture. If any standard in this Code of Conduct is, in the supplier’s judgment, deemed to violate an applicable law, they must advise SVOBODA promptly in writing.
Suppliers, their subcontractors and business partners must comply with environmental rules, regulations and standards applicable to their operations, and must observe environmental conscious practices in the locations where they operate.
- Employment is freely chosen
The use of forced labor of any kind, including indentured labor, is unacceptable and forbidden.
- Child labor is not used
Suppliers must not engage in or support the use of child labor as defined in ILO Convention C138.
- No harassment or abuse is allowed
All employees must be treated with respect and dignity. No employees must be subject to any physical, sexual, psychological or verbal harassment or abuse.
- No discrimination is practiced
Factories should only employ workers on the basis of their ability to do the job, not on the basis of their personal characteristics or beliefs.
No person must be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social or ethnic origin, maternity or marital status.
- Wages and benefits are provided to all workers
Suppliers must pay employees at least the minimum wage required by local law or the prevailing local industry wage (whichever is higher) and must provide legally mandated benefits.
- Working hours are not excessive
Suppliers must ensure that regular working hours or overtime doesn’t exceed the legal maximum according to local law.
In addition to their compensation for regular hours of work, employees must be compensated for overtime.
- Working conditions are healthy and safe
Suppliers must provide a safe and hygienic working environment 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 suppliers’ facilities.
SVOBODA’s Social Compliance assessments
One of SVOBODA’s major goals for 2008 will be to re-define our corporate responsibility activities and to develop solid systems to support and document them. We’ll use a combination of tools such as self-assessments, checklist assessments by SVOBODA employees and 3rd party audits to ensure that standards set by SVOBODA are followed by suppliers.
We believe that we can only achieve fair and safe working conditions in the factories by closely working with suppliers, raising their awareness on social responsibility and ensuring that they do not experience our inspections as an examination but rather as a way to jointly improve working conditions, productivity and competitiveness of their factories. We believe that suppliers have to be empowered in this process in order to secure their commitment to implement the policies that enable them to comply with the Code of Conduct.
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