Code of Conduct
- Legal requirements – law and compliance code
- Employee rights : employment relations, right to a decent wage
- Child and forced labour
- Harassment, discrimination, abuse and disciplinary practices
- Diversity, inclusion and equal opportunities
- Freedom of association and collective bargaining
- Working hours
- Health and safety at work
- Subcontracting: choice and responsibility of suppliers, anti-corruption policy
- Traceability
- Environmental requirements, sustainable materials
- Implementation and monitoring of the code of conduct
- References
Introduction
At Corporess AG, we believe in sustainable and responsible business practices that respect the environment, protect workers rights and contribute to a more equitable society. Sustainability is a priority in our strategic decisions and operations, and we are committed to promoting a sustainable textile industry among all our stakeholders. Today, our customers are concerned not only about product quality, but also about the social and environmental conditions in which they are manufactured. We work hand in hand with our suppliers and customers to make our contribution to a more sustainable textile industry.
This code establishes a set of standards for fair, safe and healthy working conditions and sound environmental practices throughout our value chain. It applies to all players in our value chain, including subcontractors, and concerns all types of workers. Employees, suppliers, subcontractors, commercial partners must undertake to comply with this Code of Conduct, and Corporess AG undertakes to assist them in its application.
1. Legal requirements – law and compliance code
Legal compliance is an integral part of our company ethos. For this reason, Corporess AG requires strict compliance with the laws and regulations in force in all the countries in which we operate. Partners, subcontractors and suppliers are themselves responsible for complying with these laws and acting ethically. We expect all parties involved with Corporess AG to seek to improve their practices beyond the minimum legal requirements.
2. Employees rights: employment relations, right to a decent wage
We place great emphasis on respecting and promoting human rights in all Corporess AG activities. We guarantee respect for the dignity of every individual and promote fair and equitable working practices. This includes guaranteeing fair remuneration, based on legal minimum wages or industry standards, and rejecting unjustified wage deductions. The wages paid must be sufficient to cover basic needs and provide a personal financial margin.
Every employee has the right to be informed in a clear and comprehensible manner of the terms and conditions of their employment. It is mandatory to provide a written employment contract in the local language to all employees. We honour and preserve the right of employees to terminate their employment in accordance with the applicable notice period.
3. Child forced labour and modern slavery
Corporess AG prohibits child labour. Any person under the mandatory schooling age according to the legislation of the place of employment, and under the age of 15, shall not be employed. Young people between the ages of 15 and 18 may be employed provided that their employment poses no risk to their health, safety or morals and is not harmful to their development. This means that they must not work at night or do excessive overtime. Corporess AG expects subcontractors to have age verification methods and to take immediate action if child labour is identified, always putting the interests of the child first.
We prohibit all forms of forced or compulsory labour, including bonded labour, modern slavery and similar conditions. It is essential that employees are never forced to work by intimidation or coercion, and they must be free to leave their employment. In addition, we stress the importance of monitoring the practices of third-party recruitment agencies to avoid any deceit or intimidation in obtaining employment.
4. Harassment, discrimination, abuse and disciplinary practices
Corporess AG condemns all forms of harassment, violence, abuse and discrimination within our organisation and among our partners. We treat all our employees with dignity and respect. We apply a policy of non-discrimination based on gender, ethnic origin, sexual orientation or other similar criteria. We encourage our subcontractors, suppliers and partners to adopt a system for reporting inappropriate behaviour to maintain a safe and inclusive working environment.
5. Diversity, inclusion and equal opportunities
All employees at Corporess AG are entitled to equal treatment. Employment decisions must be based on the competences and the merit, ensuring that all individuals have the same opportunities of recruitment and promotion. Corporess AG is dedicated to creating an inclusive environment where diversity is valued and actively encouraged. In addition, we subscribe to the principle of equal pay for work of equal value, regardless of gender or any other conditions.
6. Freedom of association and collective bargaining
The right of employees to freedom of association, social dialogue, the creation of trade unions or other professional groupings is recognised by Corporess AG, and we expect the same from our subcontractors, suppliers and partners.
It is essential that all employees can enjoy these rights without fear of harassment, retaliation or discrimination. Workers must also be free to share their opinions and wishes concerning their working environment. Employee representatives must not be discriminated against and must have access to all the workspaces they need to carry out their duties.
7. Working hours
We undertake to comply with local laws and regulations on working hours. The maximum working week is 48 hours (based on international labour standards set by the International Labour Organization), with the possibility of overtime in exceptional cases. Our employees are entitled to breaks, and the observance of public holidays. Six consecutive working days must be systematically followed by a rest day. Overtime must be ordered in exceptional cases and in accordance with the law.
8. Health and safety at work
Corporess AG is committed to providing all employees with a safe and healthy working environment to prevent accidents and protect employee health, a requirement we extend to our subcontractors and suppliers. We and our partners adhere to national and international occupational health and safety standards. We ensure that our employees are trained in the essential aspects of health and safety at work and stress the importance of this education for everyone. We require each entity in our value chain to provide training and adequate personal protective equipment. We encourage a proactive approach to identifying and reducing health and safety risks in the workplace. It is essential to clearly mark emergency exits, install up-to-date fire alarm systems, fire extinguishers and first aid equipment. In our value chain, responsibility for implementing health and safety measures lies directly with our subcontractors and suppliers.
9. Subcontracting: choice and responsibility of suppliers
Corporess AG strictly prohibits any sub-subcontracting that is not authorised by our prior written agreement. We demand that all orders, whether for samples or series production, are carried out in facilities that we have validated in advance. Direct suppliers have a duty to monitor their subcontractors to ensure compliance with social and environmental standards.
10. Anti-corruption
We condemn all forms of corruption, bribery and illicit financial practices. We comply with all applicable laws and regulations, including those relating to the fight against corruption and money laundering. We insist on individual responsibility to report any suspicious behaviour that may suggest corruption or money laundering. We are committed to transparency and integrity in our operations and expect the same from our partners.
11. Traceability
We expect our suppliers to be transparent in every aspect of their operations. We are committed to ensuring full visibility on the origin of raw materials and to promoting circular economy initiatives. By working closely with our partners, we are committed to monitoring and controlling every stage of the process, to meet our expectations of transparency and sustainability. We actively encourage our suppliers to obtain environmental and social certifications (such as GOTS, cradle to cradle, etc.) for the various raw materials they use and for their production methods.
12. Environmental requirements, sustainable materials
Corporess AG is committed to protecting and preserving the environment. We stress the importance of all partners and suppliers complying with all applicable environmental laws and regulations in their jurisdictions. We aim to reduce the ecological impact of our activities and those of our business partners. We encourage more efficient use of natural resources such as water and energy. To address industry-specific concerns, we are taking steps to prevent pollution in the textile sector by reducing waste and emissions. Additionally, we are actively combating climate change by lowering our carbon footprint and endorsing climate resilience efforts. We promote recycling, and other practices helping to extend the product lifetime. Suppliers are required to follow their own environmental policies and standards. By signing this code, they are requested to follow it.
13. Implementation and monitoring of the code of conduct
Corporess AG is committed to this code of conduct and expects the same from our business partners. We communicate the content of this code of conduct to our employees and business partners and organise training on the relevant topics. We express a high expectation of supply chain compliance with this code of conduct. Corporess AG reserves the right to monitor the compliance of our partners, including through auditing. We reserve the right to terminate the business relationship in the event of a breach of this code of conduct.
14. Grievance mechanism
Suppliers shall have an effective mechanism to report grievances and facilitate open communication between management and employees. This system should allow employees to raise concerns in a confidential and secure manner, ensuring that all complaints are dealt with fairly and promptly. The system will be anonymous. Corporess AG also applies this principle, guaranteeing high standards of transparency and fairness in all its operations.
15. References
• UN Universal Declaration of Human Rights (1948): establishes basic human rights standards
• UN Guiding Principles on Business and Human Rights (2011): provides a framework for companies to respect human rights
• United Nations Convention against Corruption (2003): aims to combat corruption, influencing ethical business conduct
• Fair Wear Foundation (1999): provides frameworks and guidelines to improve labour practices in the textile industry
• Fair Labor Association (1999): set standards for workers rights and social engagement
• International Labour Organization (ILO) standards (1919): ILO Conventions 1, 26, 30, 87, 98, 100, 105, 111, 135, 138, 155, 182: addressing topics such as hours of work, minimum wages, freedom of association, right to organize, equal remuneration, non-discrimination in employment, protection of workers’ representatives, minimum age for employment, occupational safety and health, and abolition of forced labour.