Responsible Business Conduct Policy

 

 

Maggie’s Organics is committed to responsible business practices that seek to eliminate harm to the environment and all workers within our supply chain. We commit to conduct due diligence of our own activities, operations, and supply chain regarding human rights and the environment. We follow the process outlined in the Global Organic Textile Standard (GOTS) that is preventative, dynamic, commensurate with risk, informed by meaningful engagement with stakeholders, appropriate to the circumstances, involves multiple processes and objectives, ensures ongoing communication, involves risk-based prioritization, and does not cause a shift of responsibilities.

 

We recognize that the apparel industry has known risks of harm, and our due diligence process examines the policies and processes in our own operations, in addition to those of our suppliers, in efforts to mitigate these risks.

 

Unless workers have organized to improve working conditions and negotiated different standards in an independent union contract, employment must abide by the human rights and labor standards outlined below. The standards have international consensus and are codified in the United Nations General Assembly Declaration of Universal Human Rights, and the U.N.-sponsored International Labor Organization’s (I.L.O.) conventions regarding forced labor, freedom of association, the right to organize and bargain collectively, and the rights of the child.

 

Child labor – Children are not subject to working conditions that jeopardize their physical, psychological, or intellectual development. No person is employed at an age younger than 15 (or 14, where, consistent with In International Labor Organization practices for developing countries, the law of the country allows such exception). No person is employed before attaining the legal minimum age requirement for compulsory education.

 

Working conditions – Working conditions are just and fair and include freedom from excessive working hours and forced labor in all its forms, freedom from physical, sexual, and emotional abuse, and protection from workplace health and safety hazards.

               Employees are: 

               (a) not be required to work more than the lesser of (i) 48 hours per week, or (ii) the limits on regular hours allowed by the law of the                                country of manufacture; and 

               (b) are entitled to holidays, vacations, and at least one day off in every 7-day period.

 

                Hourly employees work overtime hours only voluntarily. In addition to their compensation for regular hours of work, employees are                                compensated for any overtime hours at the greater of either (a) one and one half times the regular rate of pay during the 

                work week and twice the regular rate of pay on holidays and the seventh consecutive day of work (or the equivalent for rotation                                      schedules), or (b) the rate legally required in the country of manufacture.

 

               Manufacturers and their contractors provide workers with a healthy and safe work environment.  Workers are not to be exposed to                                 hazards that may endanger their safety, including their reproductive health. If residential facilities are provided to workers, they are                                 safe and healthy facilities.

 

               There is no discrimination in hiring, salary, benefits, performance evaluation, discipline, promotion, retirement, or dismissal based

               on age, sex, pregnancy, maternity leave status, marital status, race, nationality, country of origin, social or ethnic origin, disability,                                     sexual orientation, religion, or political opinion.  In the U.S.A., manufacturers and contractors follow equal opportunity guidelines as                               set forth in federal law.

 

               Every employee is treated with dignity and respect.  No employee is subject to corporal punishment or any physical, sexual,                                             psychological, or verbal harassment or abuse.

 

               Female and male workers receive equal remuneration, including equal benefits, equal treatment, equal evaluation of the quality of                                  their work, and equal opportunity to fill all positions.

 

               Pregnancy tests are not a condition of employment, nor are they demanded of employees.

 

               Workers are not forced or pressured to use contraception.

                                                                                                                                       

               Workers who take maternity leave according to the law that govern this policy do not face dismissal or threat of dismissal, or loss                                 of seniority.  They can return to their former employment at the same rate of pay and benefits.

 

               Manufacturers and their contractors provide appropriate services and accommodations to women workers in connection with                                        pregnancy.

 

               Workers are, as much as possible, allowed family leave and assistance with childcare.

 

Collective bargaining – Workers are free to organize and negotiate collective bargaining agreements without reprisals. Workers have the right to have a voice at work by organizing unions or representative groups and negotiating collective bargaining agreements. These unions or employee bodies must have leadership freely elected by the workforce without interference from management. Workers have the right to speak up about working conditions without fear of retaliation.
Complaint procedures are seen to ensure direct input at any given time from workers and their organizations in the monitoring and verification process. Mechanisms are in place for handling employee complaints, including making improvements addressing these complaints.

 

Wages – Workers receive a fair living wage and benefits, securing for them and their families an existence worthy of human dignity. Wage and benefit levels are sufficient to meet basic needs for an average family unit – that is: housing, energy, nutrition, clothing, health care, education, potable water, childcare, and transportation – and provide discretionary income. “Living Wage” refers to net or “take-home” pay to an employee within the legal maximum work week, but no more than a 48-hour period.

Migrant workers, subcontracting, and homeworkers – Suppliers are required to be transparent about migrant workers, subcontractors, and homeworkers being hired for our products. These workers should be treated with the same dignity and respect and have the same rights as regular employees and should provide social security, occupational health, and safety protection.

 

Environmental policies – All of our production, at the minimum, is required to follow the standard outlined in GOTS regarding chemical inputs and materials used to minimize the harmful effects on the environment. Additionally, steps should be taken to avoid industrial water pollution, reduce greenhouse gas emissions, and reduce water consumption. We work to have the highest organic content available in our garments while maintaining their functionality to reduce the use of plastics and the release of microfibers.

The above policies and expectations are communicated with our business partners. We expect our suppliers to conduct due diligence on their part of the supply chain and provide honest and transparent communication with us.

We practice responsible sourcing practices with our suppliers and work to provide them with appropriate lead times, do not apply excessive cost pressure, advance notice in change of volume/styles, and pay them promptly. We are open to receiving and will address complaints of harm in the supply chain that is caused/contributed to by us.