Etický kodex

Společnost Gazelle vytvořila etický kodex, kterým se řídí nejen sama, ale plný soulad s jednotlivými body vyžaduje po všech dodavatelích, ať už jsou z jakékoliv části světa.

Důvodem vzniku kodexu jsou neutěšené pracovní podmínky v továrnách nejen v Číně, ale i jiných částech rozvojového světa, kde jsou zaměstnanci, mnohdy děti, nuceni pracovat v nehumánních podmínkách, mnoho hodin denně bez nároku na přestávky, volné víkendy, bez ochranných pomůcek, v mnohdy nedůstojném a toxickém prostředí apod. (Více např. zde). My, v takzvaném "rozvinutém" světě nechceme znát, za jakých okolností výrobek, který denně používáme vznikl. Pokrytecky se tváříme, že se nás to netýká. Gazelle si to však plně uvědomuje a výrobce, kteří se takto chovají bojkotuje, i za cenu toho, že musí nakupovat a používat dražší komponenty a ztrácí tak dobrovolně jednu z konkurenčních výhod. Za to může s hrdostí prohlásit, že zákazníci Gazelle se koupí jejich výrobků nepodílí na utlačování a pošlapávání lidských práv a práv zaměstnanců ani nevědomě.

Kodex uvádíme v originálním znění.

Gazelle je pověstná pro kvalitu svých produktů. Přesto spolupracuje pouze s dodavateli, kteří kromě ukazatelů kvality bezvýhradně naplňují také následující ustanovení:

  • Has the top management of your company laid down and signed-off policies covering at least Environment, Health and Safety, Child Labour, Forced Labour, Discrimination, Compensation and Work Hours and which are in compliance with all applicable local laws and regulations?
  • Does your company make sure that these policies are communicated to and understood by every employee ?
  • Does your company make sure in a structural way that these rules are known and respected by its own supply base and subcontractors.
  • Does your company have an environmental strategy/policy in place?
  • If no, does your company have an Environmental Management System equivalent to ISO 14001?
  • Does your company hold and comply with all necessary environmental licences?
  • Does your company produce an annual environmental report and is a copy provided to their customers?
  • Does your company consider reduction of environmental impact during the product creation process ?
  • Does your company request evidence from sub-contract companys or conduct relevant testing on all relevant incoming material (e.g. dyes, plasticiser, solder, packaging, ...) to assure compliance with environmental requirements?
  • If banned substances are detected, are all affected articles taken back from the customers including the relevant supply chain?
  • Are they disposed of properly according to (local) regulations (with evidence/report)?
  • Does your company and sub-suppliers have a system in place to monitor the traceability of incoming substances and materials throughout the whole supply chain and the manufacuring processes?
  • Is there a written safety and health policy available signed-off by Top Management and communicated, in which is laid down how to protect the health and safety of the employees and contract labour and minimize any adverse effect on the environment?
  • Does your company provide appropriate training to ensure that employees and managers are aware of their own responsibility for the health and safety of themselves and others and that they have adequate competence on occupational health, safety and environmental matters?
  • Are working stations, hygiene-relevant places, housing facilities and any place subject to employee presence, in a maintenance condition that makes them free from any risk to personal health and safety, from contamination risk, electrical hazard, and provide adequate level of cleanliness, air circulation and filtering, lighting and temperature?
  • Is a fire prevention system in place that is compliant with local applicable regulations and company insurance clauses?
  • Does the system cover the whole company and its annexes, tested and is in perfect working conditions?
  • Are written policies and procedures in place to prevent the use of child labour and to implement programmes and procedures to the transition of any child found to be performing child labour?
  • Does the youngest age of workers comply with legal requirements and according to convention 138 of the International Labour organisation?
  • Is your company prepared to take immediate remedial action taking into account ILO 138 and with a clear time-phased corrective action plan? What's ILO 138?
  • Are written policies and procedures in place to prevent forced and compulsory labour and are these in compliance with applicable legal requirements?
  • Is a system in place that totally and effectively bans any use of any physical force or verbal aggression towards workers?
  • Is voluntary presence of employees fully respected and not forced in any way and at any moment against their own will?
  • Does your company respects the right of all personnel to form and join trade unions of their choice and to bargain collectively in accordance with ILO C98? What's ILO C98?
  • Does your company acknowledge unions in discussions of labour conditions?
  • Does your company, in those situations in which the right to freedom of association and collective bargaining are restricted under law, facilitate the development of parallel means of independent and free association and bargaining for all personel?
  • Are written policies and procedures in place to ensure equal opportunities or eliminate/avoid discrimination? (e.g. gender, race, religion, ethnic minority, sexual orientation, disability.)
  • Does your company make sure that each employee receives and understands all applicable rules with respect to non-discrimination such as: race, color, sex, age, language, religion, political or other opinion national or social origin, property, birth or other status?