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TATONKA Code of Conduct 2016-12-06T12:27:23+00:00

TATONKA Code of Conduct

TATONKA produces exclusively in its own factory Mountech Co. Ltd., which is certified under the SA8000 Standard and therefore complies with the rules of SAI (Social Accountability International). Further information about the SA8000 Standard you will find under www.Sa-intl.org. TATONKA and Mountech Co. Ltd. commit themselves, to follow and respect following Code of Conduct. This Code of Conduct is based on the ILO Conventions, the United Nations’ Universal Declaration of Human Rights, the UN’s Conventions on children’s rights and the elimination of all forms of discrimination against women, the UN Global Compact and the OECD Guidelines for Multinational Enterprises and other relevant internationally recognised agreements.

Legal Compliance

Compliance with all applicable laws and regulations, industry minimum standards, ILO and UN Conventions, and any other relevant statutory requirements whichever requirements are more stringent.

Freedom of Association and the Right to Collective Bargaining

All personnel shall have the right to form, join, and organise trade unions of their choice and to bargain collectively on their behalf with the company. The company shall respect this right, and shall effectively inform personnel that they are free to join an organisation of their choosing and that their doing so will not result in any negative consequences to them, or retaliation, from the company. The company shall not in any way interfere with the establishment, functioning, or administration of such workers’ organisations or collective bargaining. In situations where the right to freedom of association and collective bargaining are restricted under law, the company shall allow workers to freely elect their own representatives. The company shall ensure that representatives of workers and any personnel engaged in organizing workers are not subjected to discrimination, harassment, intimidation, or retaliation for reason of their being members of a union or participating in trade union activities, and that such representatives have access to their members in the workplace.

– In accordance with ILO Conventions 11, 87, 98, 135 and 154.

Prohibition of Discrimination

No discrimination shall be tolerated in hiring, remuneration, access to training, promotion, termination or retirement based on gender, age, religion, race, caste, birth, social background, disability, ethnic and national origin, nationality, membership in workers’ organisations including unions, political affiliation or opinions, sexual orientation, family responsibilities, marital status, or any other condition that could give rise to discrimination.

– In accordance with ILO Conventions 100, 111, 143, 158, 159, 169 and 183.

Compensation

The basic requirement for an employment is a legal labour contract. Wages paid for regular working hours, overtime hours and overtime differentials shall meet or exceed legal minimum and/or industry standards. Illegal, unauthorised or disciplinary deductions from wages shall not be made. Mountech Co. Ltd. shall ensure that wage and benefits composition are detailed clearly and regularly for workers; the supplier company shall also ensure that wages and benefits are rendered in full compliance with all applicable laws and that remuneration is rendered in a manner convenient to workers. All overtime shall be reimbursed at a premium rate as defined by national law.

– In accordance with ILO Conventions 12, 26, 101, 102 and 131.

Working Hours

Mountech Co. Ltd. shall comply with applicable national laws and industry standards on working hours and public holidays. The maximum allowable working hours in a week are as defined by national law but shall not on a regular basis exceed 48 hours and the maximum allowable overtime hours in a week shall not exceed 12 hours. Overtime hours are to be worked solely on a voluntary basis and to be paid at a premium rate. In cases where overtime work is needed in order to meet short-term business demand and the company is party to a collective bargaining agreement freely negotiated with worker organisations (as defined above) representing a significant portion of its workforce, the company may require such overtime work in accordance with such agreements. Any such agreement must comply with the requirements above. An employee is entitled to at least one free day following six consecutive days worked.

– In accordance with ILO Conventions 1 and 14 and ILO Recommendation 116.

Workplace Health and Safety

Mountech Co. Ltd. shall provide a safe and healthy workplace environment and shall take effective steps to prevent potential accidents and injury to workers’ health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the workplace environment, and bearing in mind the prevailing knowledge of the industry and of any specific hazards. Mountech Co. Ltd. has a clear set of regulations and procedures must be established and followed regarding occupational health and safety, especially the provision and use of personal protective equipment, access to clean toilet facilities, access to potable water. All personnel shall have the right to remove themselves from imminent serious danger without seeking permission from the company. Workplace practice and conditions in dormitories which violate basic human rights are forbidden. In particular young workers shall not be exposed to hazardous, unsafe or unhealthy situations.

– In accordance with ILO Conventions 155, 184 and ILO Recommendations 164 and 190.

In particular, a management representative responsible for the health and safety of all personnel and accountable for the implementation of the Health and Safety elements of Mountech Co. Ltd. shall be appointed. All personnel shall receive regular and recorded health and safety training, moreover, such training shall be repeated for new and reassigned personnel. Systems to detect avoid or respond to potential threats to health and safety of all personnel shall be established.

Prohibition of Child Labour

Child labour is forbidden as defined by ILO and United Nations Conventions and/or by national law. Mountech Co. Ltd. does not hire any Children at all. Mountech Co. Ltd. only employs young workers for their apprenticeship. Under no circumstances shall any young worker’s school, work, and transportation time exceed a combined total of 10 hours per day, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours.

– In accordance with ILO Conventions 10, 79, 138, 142 and 182 and Recommendation 146.

Prohibition of Forced and compulsory Labour and Disciplinary Measures

All forms of forced labour, such as lodging deposits or the retention of identity documents from personnel upon commencing employment, are forbidden. Mountech Co. Ltd. shall not withhold any part of any personnel’s salary, benefits, property, or documents in order to force such personnel to continue working for the company. Personnel shall have the right to leave the workplace premises after completing the standard workday, and be free to terminate their employment provided that they give reasonable notice to their employer. Mountech Co. Ltd. shall treat all personnel with dignity and respect. The company shall not engage in or tolerate the use of corporal punishment, mental or physical coercion and verbal abuse of personnel.

– In accordance with ILO Conventions 29 and 105.

Environment and Safety Issues

Procedures and standards for waste management, handling and disposure of chemicals and other dangerous materials, emissions and effluent treatment must meet or exceed minimum legal requirements.

Management Systems

Mountech Co. Ltd. shall define and implement a policy for social accountability, a management system to ensure that the requirements of the TATONKA Code of Conduct can be met. Furthermore Mountech Co. Ltd. shall establish and follow an anti-bribery / anti-corruption policy in all of their business activities. Management is responsible for the correct implementation and continuous improvement by taking corrective measures and periodical review of the Code of Conduct, as well as the communication of the requirements of the Code of Conduct to all employees. It shall also address employees’ concerns of non compliance with this Code of Conduct. The Management requires self-certification according to the SA8000 standard for all suppliers of Mountech Co.Ltd.

TATONKA GmbH 2016

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