BSCI Code of Conduct

BSCI Participants and their business partners strive to further detail the root causes of any

such adverse impact in human rights, particularly when sourcing from high-risk regions or

sectors. So as to embed this responsibility, business enterprises should act with due

diligence and develop the necessary management systems, policies and processes to a

reasonable extent as well as effectively prevent and address any adverse human rights

impacts that may be detected in the supply chain.

For producers that will be monitored, internal management systems are particularly

encouraged as an effective way to embed the BSCI Code of Conduct in their business

practices.

Terminating a business relationship or an individual contract with a business partner because

of a struggle to implement the BSCI Code of Conduct is considered a last resort. However, it

may be necessary to terminate a business relationship or individual contract if the business

partner fails to act in a manner consistent with the principles set out in the BSCI Code of

Conduct, and/or when the business partner is unwilling to undertake the measures needed to

fulfill any of the obligations set out in and/or inherent to the BSCI Code of Conduct.

V. Principles

BSCI Participants expect all their business partners to observe the BSCI Code of Conduct.

Furthermore, any business partners that are monitored against the principles below are to

show evidence that they take (a) all necessary measures to ensure their own observance of

the BSCI Code of Conduct and (b) reasonable measures to ensure that all of their business

partners involved in the production process(es) observe the BSCI Code of Conduct.

The rights of Freedom of Association and Collective Bargaining

Business partners shall:

(a) respect the right of workers to form unions in a free and democratic way;

(b) not discriminate against workers because of trade union membership and

(c) respect workers’ right to bargain collectively.

Business partners shall not prevent workers’ representatives from having access to workers

in the workplace or from interacting with them.

When operating in countries where trade union activity is unlawful or where free and

democratic trade union activity is not allowed, business partners shall respect this principle by

allowing workers to freely elect their own representatives with whom the company can enter

into dialogue about workplace issues.

No Discrimination

Business partners shall not discriminate, exclude or have a certain preference for persons on

the basis of gender, age, religion, race, caste, birth, social background, disability, ethnic and

national origin, nationality, membership in unions or any other legitimated organisations,

political affiliation or opinions, sexual orientation, family responsibilities, marital status,

diseases or any other condition that could give rise to discrimination. In particular, workers

shall not be harassed or disciplined on any of the grounds listed above.

Fair Remuneration

Business partners observe this principle when they respect the right of the workers to receive

fair remuneration that is sufficient to provide them with a decent living for themselves and

their families, as well as the social benefits legally granted, without prejudice to the specific

expectations set out hereunder.