Ethical Sourcing Policy

At Asaleo Care, taking care is central to everything we do. For us, taking care means understanding the needs of others, developing new solutions and innovative products to meet those needs. Our values – Integrity, Courage and Pride – are reflected in all that we do.  

Our sustainability goal is to help support a more sustainable society through our products and business operations.  We recognise our responsibility to respect human rights and are committed to eliminate modern slavery within our supply chain and source goods and services free from the exploitation of workers. 

We have aligned our policy principles with Ethical Trade Initiative (ETI) and International Labour Organisation (ILO) Conventions and national and international laws.  We will operate a due diligence program to identify, prevent and mitigate any adverse human rights impacts of our supply chains in alignment with the principles and guidance contained in the United Nations Guiding Principles on Business and Human Rights.

We expect our suppliers and our suppliers’ suppliers to be committed to the same principles as us.  If our suppliers are unwilling or unable to comply with our ethical sourcing requirements within the timeframes we set, we will end our relationships with them.  All suppliers are required to commit to ensure that:

Local laws and regulations are observed.

  1. All local laws and regulations regarding labour, health and safety of the countries in which the supplier operates are complied with fully.

Employment is freely chosen.

  1. There is no forced, bonded or involuntary labour and employment is freely chosen.
  2. Workers are not required to lodge "deposits" or their identity papers with their employer.
  3. Workers are free to leave their employer after reasonable notice.

 No child labour is used.

  1. Suppliers must not use child labour. Child labour is defined as work that deprives children of their childhood, the opportunity to attend school and fulfil their potential, or that is harmful to their physical and mental development.
  2. Suppliers must be able to verify the age of all employees to ensure no child labour is used.  Asaleo Care refers to ILO’s Minimum Age Convention, 1973 (No. 138), where the minimum age for work is defined as being below the age for finishing compulsory schooling.

 No harsh or inhumane treatment is allowed.

  1. Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

 Living wages are paid.

  1. Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.
  2. All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
  3. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the written consent of the worker concerned.

 Working hours are not excessive.

  1. Working hours, including any overtime, must not exceed the maximum hours per week or per month as stipulated by local laws, or where local laws do not exist, a total of 60 hours per week.
  2. All overtime shall be voluntary and compensated as prescribed by local laws.
  3. Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.
  4. Record keeping on hours worked must be accurate, complete and transparent at all times

 Freedom of association and the right to collective bargaining are respected.

  1. Workers have the right to join or form trade unions of their own choosing and to bargain collectively.
  2. Suppliers adopt an open attitude towards the activities of trade unions and their organisational activities.
  3. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
  4. Where the right to freedom of association and collective bargaining is restricted under law, suppliers will not hinder the development of parallel means for independent and free association and bargaining.

 Working conditions are safe and hygienic.

  1. Suppliers will provide a safe and hygienic working environment, bearing in mind the prevailing knowledge of the industry and of any specific hazards.
  2. Adequate steps are taken to prevent accidents and injury to 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 working environment.
  3. Workers receive regular and recorded health and safety training to perform their jobs in a safe manner, and such training is repeated for new or reassigned workers.
  4. Workers have access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage and preparation.
  5. Where suppliers provide worker accommodation, it is clean, safe, and meets the basic needs of the workers.
  6. The supplier shall assign responsibility for health and safety to a senior management representative.

 No discrimination is practised.

  1. There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

 Regular employment is provided.

  1. To every extent possible, work performed must be on the basis of recognised employment relationship established through national law and practice.
  2. 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, sub- contracting, or home-working arrangements, fixed contracts or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment.

This policy complements our existing codes and policies:

  • Code of Conduct,

  • Whistleblower and Reporting of Improper Conduct Policy

  • Diversity Policy

  • Responsible Forestry and Fibre Sourcing Policy