Jackalo asks suppliers to sign on to the following code of conduct: This code of conduct applies to all stages of our supply chain.

Code of Conduct

Preamble 

1. Jackalo recognizes its responsibilities to workers for the conditions under which its products are made. These responsibilities extend to all workers producing products or services for us whether or not they are employees of us.
2. Any workers producing products or services manufactured, sold or distributed by Jackalo must be provided with living wages and decent working conditions, and the international labour standards established by Conventions 29, 87, 98, 100, 105, 111 and 138 of the International Labour Organization must be observed. 
3. Jackalo will require its contractors, their sub-contractors, and suppliers to provide these conditions and observe these standards when producing products for us. Jackalo will, prior to placing orders with suppliers, engaging contractors and subcontractors, assess whether the provisions of this code can be met. 

Content 

1. Employment is freely chosen. There shall be no use of forced, including bonded or prison, labour (ILO Conventions 29 and 105). Nor shall workers be required to lodge "deposits" or their identity papers with their employer. 
2. There is no discrimination in employment. Equality of opportunity and treatment regardless of race, color, sex, religion, political opinion, nationality, social origin or other distinguishing characteristic shall be provided (ILO conventions 100 and 111). 
3. Child labour is not used. There shall be no use of child labour. Only workers above the age of 15 years or above the compulsory school-leaving age shall be engaged (ILO Convention 138). 
4. Freedom of association and the right to collective bargaining are respected. The right of all workers to form and join trade unions and to bargain collectively shall be recognized (ILO Conventions 87 and 98). Workers' representatives shall not be the subject of discrimination and shall have access to all workplaces necessary to enable them to carry out their representation functions (ILO Convention 135 and Recommendation 143). Employers shall adopt a positive approach towards the activities of trade unions and an open attitude towards their organizational activities. 
5. Living wages are paid. Guided by authoritative sources such as the Global Organic Textile Standard (GOTS) and the World Fair Trade Organization (WFTO), we define a living wage as the remuneration received for a standard workweek that is sufficient to afford a decent standard of living for the worker and their family. This includes food, water, housing, education, health care, transportation, clothing, and other essential needs, including provision for unexpected events. To uphold this commitment, we utilize the local living wage calculator provided by the WFTO, which ensures transparency and guarantees fair pay for all workers in our supply chain. The payment received for a standard workweek by a worker in a particular place shall meet at least legal or industry minimum standards and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income. Deductions from wages for disciplinary measures shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All workers shall be provided with written and understandable information about the conditions in respect of wages before they enter employment and of the particulars of their wages for the pay period concerned each time that they are paid. The threshold for a living wage will be based on either the Living Wage Global Coalition methodology or by affirming that the workers are paid X times the minimum wage which, according to the workers, is equivalent to or greater than a living wage. Living wages will often take time to implement. In this case, tell you may report what work you are currently doing to improve wages, even if it isn’t yet a living wage.
6. Hours of work are not excessive. Hours of work shall comply with applicable laws and industry standards. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. 
7. Working conditions are decent. A safe and hygienic working environment shall be provided, and best occupational health and safety practice shall be promoted, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer is strictly prohibited. 
8. The employment relationship is established. Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Younger workers shall be given the opportunity to participate in education and training programs. 

Closing section 

Contractors, subcontractors, and suppliers will undertake to support and co-operate in the implementation and monitoring of this code by: 

• providing Jackalo with relevant information concerning their operations; 
• permitting inspection at any time of their workplaces and operations by approved inspectors;
• maintaining records of the name, age, hours worked and wages paid for each worker and making these available to approved inspectors on request; 
• informing, verbally and in writing, the workers concerned of the provisions of this code; and, 
• refraining from disciplinary action, dismissal or otherwise discriminating against any worker for providing information concerning observance of this code. 

Contractors, subcontractors, and suppliers found to be in breach of one or more terms of this Code of Labour Practices may lose the right to produce or organise production of goods for Jackalo. 

The provisions of this code constitute only minimum standards and conditions for the purpose of preventing exploitation. 

Jackalo does not intend, will not use, and will not allow any contractor, subcontractor, or supplier to use these minimum standards and conditions as maximum standards or as the only conditions permitted by Jackalo or to serve as the basis for any claim as to what standards or conditions of employment should be provided.