Jacmel Jewelry Inc. Vendor & Supplier Code of Conduct
EMPLOYMENT PRACTICES
1. Forced Labor
There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.
2. Child Labor
No person shall be employed at an age younger than 15 (or 14 where the governing law allows such employment), or younger than the age for completing compulsory education if the age in the country of manufacture is greater than 15.
3. Harassment or Abuse
Workers shall be treated with respect and dignity. Workers shall not be subject to any physical, verbal, sexual or psychological harassment or abuse in connection with their employment.
4. Health and Safety
Employers shall provide a safe and sanitary working environment to avoid preventable work-related accidents and injuries.
5. Nondiscrimination
Workers should be employed and compensated based upon their ability to perform their job,rather than based on gender, race, religious or cultural beliefs.
6. Freedom of Association and Collective Bargaining
Suppliers should respect the rights of employees to lawfully associate or not to associate with groups of their choosing, if such groups are legal in the country where the merchandise is manufactured. Suppliers should not interfere with, obstruct, or prevent legitimate related activities.
7. Wages and Benefits
Employers should recognize that wages are essential to meeting their employees’ basic needs. Employers shall pay workers for all work completed and shall pay at least the minimum wage required by law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
8. Work Hours
As part of normal business hours, suppliers’ factories should be working toward achieving a 60-hour work week on a regular basis. Employees shall not work more than 72 hours per 6 days or work more than a maximum total of 14 hours per a continuous 24 hour period and should limit this to peak periods. Workers shall not be asked or required to take work home or off premises and must be permitted one full day off per each seven-day week.
9. Overtime
It is understood that overtime is often required in the manufacturing process. In addition to compensation for regular hours of work, workers must be compensated for overtime hours at such a premium rate as legally required or, in countries where there is no legal standard, at industry standards. In no event shall this be at a rate less than the regular hourly rate. Factories shall carry out operations in ways that limit overtime to a level that ensures productive and humane working conditions.
10. Compliance with Laws
All Standards set forth in this Code of Conduct are subject to compliance with applicable local law. All vendors shall operate in full compliance with the laws of their respective country of manufacture. If any standard set forth in this Code of Conduct is, in the vendor’s judgment, deemed to violate an applicable local law it must advise Jacmel promptly in writing.
11. Environment
Jacmel will favor those suppliers that share its commitment to preserving our environment by reducing, re-using and recycling. Jacmel encourages suppliers to reduce excess packaging and to use non-toxic, environmentally friendly materials whenever possible. Jacmel specifically prohibits the use of ozone-depleting substances and requires compliance with the United States Endangered Species Act of 1973. Our vendors are responsible for continuing compliance with these laws, including any modifications and amendments, without notice by Jacmel of such amendment or modification.
12. Subcontractors
All subcontractors must be disclosed to Jacmel prior to production, and all subcontractors and facilities must be pre-approved by Jacmel. Any subcontractor retained by a Jacmel supplier must follow this Code of Conduct and each of Jacmel’s suppliers are responsible for ensuring its subcontractor’s compliance.
GENERAL PRINCIPLES - VERIFICATION STANDARDS
Jacmel will use the following standards in its evaluations via review of a current factory audit such as SMETA two or four pillar.
1. Age and Wage Verification
Manual or electronic timecards should be used for hourly workers. For “piecework” workers, an industry recognized system, capable of audit verification, should be used. Employers should provide to workers, for each pay period, a clear and understandable wage statement that includes days worked, wage or piece rate earned per day, hours of overtime, bonuses, allowances and a description of any and all deductions. All facilities are required to maintain official documentation in order to verify each worker’s date of birth, as well as appropriate records documenting that the employer adheres to all restrictions under local labor laws that apply to juvenile workers.
2. Health and Safety – Factories
Factories should have adequate circulation and ventilation. Free potable water should be reasonably accessible to all workers throughout the working day. Workers should have access to reasonably clean and private toilet facilities in adequate numbers for each sex. We recommend that facilities maintain a toilet to worker ratio of 1 to 30.
There is to be no use of corporal punishment.
Work areas should be sufficiently lit so that manufacturing tasks may be safely performed. All equipment should be tested regularly and properly maintained. Operational safety devices should be installed on equipment where appropriate. Where appropriate, factories should make available personal protective equipment to workers performing hazardous tasks.
Hazardous and combustible materials should be stored in secure, well-ventilated areas and should be properly labeled and posted with safety and warning signage.
Each factory should maintain an adequate number of well-stocked, visible, and easily accessible first aid kits.
We require that each enclosed manufacturing facility have an adequate number of clearly marked, unlocked exits to provide for an effective evacuation in case of emergency. By adequate, it is meant that each workstation should be within 200 feet of an exit. All exits should have battery operated emergency lights placed above them. Aisles, exits and stairwells should be kept clear of any obstructions that could prevent the orderly evacuation of workers. Exit stairwells and corridors and aisles leading to them are required to be at least 22 inches wide. It is recommended that they be at least 44 inches wide. Exits should be at least 33 inches wide.
Each facility should have appropriate fire prevention capability based upon the size of the facility and number of workers normally occupying the premises. While we recommend that facilities install fire hoses, extinguishers, overhead sprinklers, alarms, photoluminescent exit routes marked on the floor and other warning and control devices, our minimum standard, where fire hoses or overhead sprinklers are not present, is one fully charged fire extinguisher within 75 feet of each work station. Fire extinguishers should be properly maintained and inspected annually, tagged with the most recent inspection date, and properly deployed throughout the premises to be visible and accessible to workers in case of fire.
Factories should conduct a minimum of one emergency evacuation drill per year. Emergency evacuation diagrams should be posted and clearly visible to employees.
Workers should not be exposed for extended periods to noise levels above 80 decibels without being required to use factory provided safety equipment.
3. Dormitories/Living Facilities
The following standards shall apply where workers are housed in facilities provided by the manufacturer:
Facilities should have adequate ventilation and circulation.
Free potable water should be readily accessible.
Clean and private toilet and bathing facilities should be reasonably accessible.
Living spaces should be segregated by gender.
Each housing facility should have at least one well-stocked first aid kit.
Each housing facility should have an adequate number of unlocked and clearly marked exits for evacuation in case of emergency.
Aisles, exits and stairwells should be kept clear from any obstructions that could prevent orderly evacuation. Exits should be at least 33 inches wide.
Each living facility should have appropriate fire prevention capability based upon the size of the facility and number of workers normally occupying the premises. The minimum standard, where fire hoses or overhead sprinklers are not present, is one fully charged fire extinguisher per 1000 sq. ft. of living space.
Fire extinguishers should be properly maintained and inspected annually, tagged with the most recent inspection date, and properly deployed throughout the premises to be visible and accessible to employees in case of fire.
A minimum of one emergency evacuation drill per year should be conducted.
Emergency evacuation diagrams should be posted and clearly visible to employees.
The living space per worker in their sleeping quarters must meet all minimum legal requirements. It is recommended that each worker be provided with a minimum of 50 square feet of space exclusive of common areas and that individual mats or beds be provided to each worker.
GENERAL PRINCIPLES - VERIFICATION METHODS
Jacmel jewelry Inc. holds its suppliers accountable that the merchandise produced for us is manufactured in compliance with this Code of Conduct.
Jacmel jewelry Inc. expects its suppliers to monitor their compliance to this Code of Conduct.
Jacmel Jewelry Inc. will use the following methods to evaluate its suppliers and their facilities:
• Each of Jacmel’s suppliers must sign and return our Receipt and Acknowledgment form at the back of our Vendor Guidelines Manual. This acknowledges they have received all guidelines, policies and this Code of Conduct and are in full compliance.
• Acceptance of Jacmel’s purchase orders and shipment of merchandise to Jacmel represents a continuing affirmation of compliance.
Any feedback and/or questions concerning this policy should be directed to Ms. Dominique M. Railey (drailey@jacmel.com)
Thank you,
Dominique Railey
Global Compliance Manager
January 12, 2024