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CORPORATE SOCIAL RESPONSIBILITY POLICY

We are committed and focused on operating as a responsible corporate citizen. FanFave’s Corporate Social Responsibility Policy demonstrates our collective commitment with Suppliers, Contractors, and Business Partners. Whilst we place immense importance on these relationships, many of which qualify as genuine friendships of long-standing, certain values and standards have always been, and will always remain utmost to us. Adherence to these values and standards by the people and companies we do business with is a prerequisite for continuing or establishing relationships with our company. Indeed, we cannot do business with any company that fails to adhere these ideals. 

 

FANFAVE'S PRINCIPLES OUR COMMITMENT: 

1. INTEGRITY To conduct all business in keeping with the highest moral, ethical, and legal standards. 

2. RESPECT To maintain a workplace environment that encourages frank and open communications. 

3. OPPORTUNITY To recruit, train and provide career advancement to all associates without regard to gender, race, religion, age, disability, sexual orientation, nationally, political opinion and social or ethnic origin. Diversity in the workplace will be encouraged. Bigotry, racism, and sexual harassment will not be tolerated. 

4. ENVIRONMENT To be concerned with the preservation and improvement of our environment. At FanFave we value the natural environment and acknowledge the benefits responsible environmental management delivers our workers, customers, suppliers, and the broader community. We are committed to through our product research and development program the introduction of new products using 100% recycled LDPE bag and RPET fabrics that takes 53% less energy than the production of a regular polyester, as well as reducing plastic pollution. 

 

PROGRAM COMPLIANCE 

A list of guidelines for the FanFave compliance program is attached below.  Whilst every effort will be made to assist suppliers and their factories to meet FanFave’s compliance program, it will be up to the supplier and their factories to ensure at the very least the minimum requirements are met. FanFave will give suppliers and their factories who are not currently compliant a grace period of up to 6 months to comply provided the supplier and their factories confirms in writing their commitment to be compliant in the agreed time frame.  Preference on supply will be given to any suitable supplier and their factories that are certified by the Worldwide Responsible Approval Production independent organization known as “WRAP” or its equivalent.  Suppliers and their factories can forward a copy of valid certifications from leading international apparel brands, which FanFave may choose to accept in place of other certifications indicated above.   

 

COMPLIANCE GUIDELINES FOR ALL SUPPLIERS

1. EMPLOYMENT IS FREELY CHOSEN

    a) There is no forced, bonded, or involuntary prison labor.

    b) Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice. 

2. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED 

    a) Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. 

    b) The employer adopts an open attitude towards the activities of trade unions and their organizational activities.   

    c) Worker’s representatives are not discriminated against and have access to carry out their representative functions in the workplace.

    d) Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining. 

3. WORKING CONDITIONS ARE SAFE AND HYGIENIC 

    a) A safe and hygienic working environment shall be provided. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

    b) Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. Training should specifically cover safety guards on machinery, and other protective equipment which should be worn to protect workers from physical hazards.

    c) Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided. Minimum toilet ratios must be met with functional sinks and sufficient toilet supplies. 

    d) Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers. 

    e) The company must ensure adequate ventilation, appropriate lighting, noise should not be higher than 85 decibels, normal temperatures between 18 and 30 degrees Celsius should be observed, aisles should be kept unobstructed, and dust kept to a minimum.

    f) Fire safety regulations prescribed by national law must be observed including sufficient fire exits, exit signs and fire alarms, fire drills and safety training should be conducted and recorded and there must be appropriate fire equipment including fire extinguishers.

    g) Any hazardous chemicals should be stored separately, and training provided for use.

    h) First Aid kits with sufficient supplies must be provided for each floor and for every 100 workers with at least 1% of the workforce having appropriate first aid training.   

4. CHILD LABOUR SHALL NOT BE USED 

    a) There shall be no new recruitment of child labour.

    b) Children and young persons under 18 shall not be employed at night or in hazardous conditions. 

5. WAGES 

    a) Wages and benefits paid for a standard working week meet, at a minimum, national legal standards, or industry benchmark standards, whichever is higher. 

    b) 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.

    c) 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 expressed permission of the worker concerned. All disciplinary measures should be recorded. 

    d) All employee files must record information and documentation required by law including proof of age. 

6. WORKING HOURS ARE NOT EXCESSIVE 

    a) Working hours comply with national laws and benchmark industry standards, whichever affords greater protection. 

    b) In any event, workers shall not on a regular basis be required to work more than 48 hours per week and shall be provided with at least one day off for every 7day period on average. 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. NO DISCRIMINATION IS PRACTISED 

    a) 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. 

8. REGULAR EMPLOYMENT IS PROVIDED 

    a) To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice. 

    b) 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, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment. 

9. NO HARSH OR INHUMANE TREATMENT IS ALLOWED 

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

10.  ENVIRONMENT 

    a) To the extent possible manufacturers will establish and maintain programs to comply with environmental rules, regulations, and standards applicable to their operations and will observe environmentally conscious practices like recycling. 

11.  CUSTOMS COMPLIANCE 

    a) Manufacturers will comply with their applicable customs laws and will ensure there is no illegal transshipment of products. 

12.  SECURITY 

    a) Manufacturers will maintain security procedures to guard against outbound shipments including drugs and other contraband.   

 

These guidelines constitute minimum standards. Corporations applying this code are expected to comply with national and other applicable laws and, where the provisions of law and these guidelines address the same subject, then the provision which affords the greater protection should be used. 

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