This Code of Ethics is the corporate instrument that clarifies the values and principles underpinning the personal and professional conduct among the members of the institution and in their interactions with society.
This Code applies to this company, which is committed to working with its partners, subcontractors, and suppliers in order to encourage them to adopt the principles presented herein.
The company is committed to identifying, preventing, and mitigating the negative impacts on human rights resulting from its commercial activities or caused by it, should they occur.
There will be no human trafficking, involuntary, forced, or slave labor, including prison labor, anywhere in the supply chain.
Workers will not be required to leave their personal belongings, deposits, or identification documents in the custody of the employer, and they will be free to leave the employer upon giving notice.
Workers, without any distinction, shall have the right to join or form unions by their own choice and to engage in collective bargaining.
The company will adopt an open attitude towards union activities as well as their organizational initiatives.
Worker representatives will not be discriminated against and will have the opportunity to perform their representative functions at their workplace.
When the law restricts the right to freedom of association and collective bargaining, the employer shall facilitate, rather than hinder, the development of parallel alternatives for free and independent association and bargaining.
A safe work environment with good health conditions will be provided, taking into account prevailing industry standards as well as any specific hazards. Reasonable and practical measures will be taken to prevent accidents and health damages that may arise, associated with or caused by inherent workplace hazards.
There shall be no hiring of child labor.
Companies should develop or participate in policies and programs that provide a transition framework for children found working, giving them the opportunity to attend and remain in quality education until they reach adulthood.
Children and young people under the age of 18 should not be employed for night work or in hazardous conditions.
This policy and its procedures must be followed in accordance with ILO standards.
Wages and benefits for the work month must, at a minimum, be paid in accordance with the national legal minimum or the industry standard, whichever is higher. Wages must always be sufficient to meet basic needs.
Before starting work, all employees will receive written and understandable information regarding the work conditions related to wages as well as details of their pay for each paid period.
No wage deductions will be permitted due to disciplinary measures or for any deductions not provided for under national law, without the employee’s authorization.
Working hours must comply with national laws and the industry standard, or with whichever offers greater protection.
At no time may workers regularly exceed 48 hours per week, and they must have, on average, at least one day off every 7 days. Overtime will be voluntary, may not exceed 12 hours per week, and will not be routinely required.
Our company operates in full compliance with the applicable laws on wages, working hours, and overtime.
There will be no discrimination in hiring, compensation, access to training, promotion, dismissal, or retirement based on race, social class, origin, religion, age, disability, gender, marital status, sexual orientation, union membership, or political affiliation.
Under all possible conditions, work should be based on an employment relationship recognized and established by national laws and regulations.
Obligations towards the worker arising from regular employment laws cannot be circumvented through the use of temporary contracts, outsourcing, or remote work. These obligations also cannot be avoided through internship programs, where there is no real intention to impart skills or provide permanent employment, nor through excessive use of fixed-term contracts.
Physical or disciplinary abuse, threats of physical or sexual abuse, or other forms of harassment, verbal abuse, or intimidation are prohibited.
The company does not accept, under any circumstances, child labor or any contractual/legal irregularities in its supply chain.
The occurrence of any of the above-mentioned situations will lead to a joint effort to develop a responsible solution, evaluating the situation in order to apply appropriate corrective measures, always considering the best interest of the aggrieved party.
The company reserves the right to terminate its relationship with any organization that does not comply with these policies.
Open and honest communication among all employees is valued, and the company is committed to complying with applicable labor and employment legislation.
If you believe there is a conflict between what is written here and the laws, customs, and practices of your workplace, if you have any doubts about this Code or wish to report a potential violation, you should, in good faith, communicate these doubts and concerns through the existing processes, which make every effort to maintain confidentiality. You may ask questions or report potential violations of this Code via the suggestion box available at the company or by emailing rgpd@supercorte.pt. No reprisal or retaliatory action will be taken against any employee as a result of raising concerns. The company is committed to investigating, correcting, and responding to employees' concerns and to taking appropriate corrective measures in response to any violation.
Contact: rgpd@supercorte.pt
Publication Date: October 25, 2024
Last Revision Date: November 7, 2024
Data Controller: Supercorte-Empresa de Confecções S.A.