LABOR CODE OF CONDUCT
Willem Smith & Company, LLC ("WILLEM SMITH") is committed to conducting its business ethically and in compliance with all applicable laws.
WILLEM SMITH products are manufactured by partners who - to the extent they so certify and is verifiable by WILLEM SMITH - conduct their business ethically and in compliance with both the WILLEM SMITH Code of Conduct ("WS-CoC") and the laws of their countries of business.
By requiring its partners to abide by the WS-CoC, WILLEM SMITH seeks to ensure that its products are not associated in any manner with exploitative, inhumane, or unhealthy working conditions.
The WS-CoC is a statement of minimum standards. It is not thorough yet its spirit should be clear.
WILLEM SMITH's partners agree to be monitored with respect to compliance with the WS-CoC.
The WS-CoC was distilled from various publications including those of the Fair Labor Association and Social Accountability International.
Forced Labor. There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.
Child Labor. No person shall be employed at an age younger than 15 or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.
Harassment or Abuse. Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
Nondiscrimination. No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.
Health and Safety. Employers shall provide a safe and healthy working environment to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities.
Freedom of Association and Collective Bargaining. Employers shall recognize and respect the right of employees to freedom of association and collective bargaining in accordance with the laws of the countries in which they are located.
Wages and Benefits. Employers recognize that wages are essential to meeting employees' basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
Hours of Work. Except in extraordinary business circumstances, employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours of overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.
Overtime Compensation. In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.
Legal and Ethical Business Practices. Employers must fully comply with all applicable laws of the countries in which they are located including all laws, regulations and rules relating to wages, hours, employment, labor, health and safety, the environment, immigration, and the furniture manufacturing industry and must comply with all United States laws, including those relating to child and prison labor and country of origin labeling, among others. Employers must be ethical in their business practices.
Monitoring. Employers may be monitored to ensure compliance with the WS-CoC. WILLEM SMITH reserves the right to terminate its business relationship with any employer who is deemed to be in violation the WS-CoC.