We are proud to position sustainable and ethical practices at the heart of our business and endeavor to conduct our business to the highest ethical standards
We aim to place responsible business practices at the heart of our company. We will drive positive social and environmental change within our business and across our relationships. We actively seek out suppliers who share a commitment to our values, as well as internationally recognised standards and appropriate codes of practice.
Sustainability is at the heart of the way we do business. We believe our own actions and those of our suppliers are linked to how we measure our success. At all times we encourage:
- Ethical business practices
- Environmental management
- Occupational health and safety
- Management practices that respect the rights of all employees, suppliers and the community
We and our suppliers respect the rights of employees and contractors and ensure they are treated fairly, with dignity and without discrimination of any kind. Provide a safe and healthy workplace and guarantee a legal minimum wage. We do not tolerate forced or child labour in throughout our supply chain. We and our suppliers respect the planet and aim to reuse resources including raw materials and minimise energy and water usage and greenhouse gas emissions whilst avoiding pollution to air, water and soil and the use of toxic chemicals.
One Percent for the Planet is an international organization whose members contribute at least one percent of their annual sales to environmental causes. Their mission is to "build, support and activate an alliance of businesses financially committed to creating a healthy planet. nokoclub.com is proud to be a contributing supporter to One Percent for the Planet. We are at the start of our journey and this is our contribution to a sustainable environment for all.
You will see some or all of the following descriptives attributed to our garments:
Fair Wear Foundation works with brands and industry influencers to improve working conditions where your clothing is made.
The core of this code is made up from eight labour standards derived from International Labor Organization (ILO) Conventions and the UN’s Declaration on Human Rights
- No bonded labour
- No discrimination
- No child labour
- Freedom of association
- A living wage
- Reasonable hours of work
- Safe conditions
- A legal contract
More information can be found at www.fairwear.org
Tens of thousands of companies use Sedex (Supplier Ethical Data Exchange) to manage their performance around labour rights, health & safety, the environment and business ethics.
More information can be found at www.sedexglobal.com
The WRAP (Worldwide Responsible Accredited Production) Principles are based on generally accepted international workplace standards, local laws and workplace regulations, and include the spirit or language of relevant conventions of the International Labor Organization (ILO). The Principles encompass human resources management, health and safety, environmental practices, and legal compliance including import/export and customs compliance and security standards.
WRAP's 12 Principles:
1. Compliance with Laws and Workplace Regulations
Facilities will comply with laws and regulations in all locations where they conduct business.
All facilities will comply with the legal requirements and standards of their industry under the local and national laws of the jurisdictions in which the facilities are doing business, along with any applicable international laws. This will cover all labor and employment laws of those jurisdictions, as well as laws governing the conduct of business in general, including rules and standards of ethics dealing with corruption and transparency, and any relevant environmental laws.
2. Prohibition of Forced Labor
Facilities will not use involuntary, forced or trafficked labor.
Facilities will maintain employment strictly on a voluntary basis. Facilities will not use any forced, prison, indentured, bonded or trafficked labor. This will include ensuring that any workers they hire will be under labor contracts that fully comply with all relevant legal requirements and do not impose any form of coercion (including imposing substantial fines or loss of residency papers by workers leaving employment or restricting a worker’s ability to voluntarily end his/her employment). In addition, when hiring workers through an employment broker or agency, facilities will ensure that the workers’ passports are not withheld, all written contracts are in the native language of the workers, and recruitment fees are not borne by the workers themselves.
3. Prohibition of Child Labor
Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.
Facilities will ensure they do not engage in any form of child labor, including, but not limited to, the internationally recognized worst forms of child labor. Facilities may not employ any person at an age younger than the law of the jurisdiction allows and in any case not below the age of 14, even if permitted by local law. In addition, facilities will adhere to local legal requirements regarding mandatory schooling. Further, if, where permitted by local law, a facility employs young workers (defined as workers whose age is between the minimum age of employment and 18 years), the facility will also comply with any applicable legal restrictions on the nature and volume of work performed by such young workers, as well as any other requirements imposed by law, including ensuring that such young workers do not perform any hazardous work (e.g., chemicalhandling or operating heavy machinery).
4. Prohibition of Harassment or Abuse
Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporal punishment in any form.
Facilities will ensure a workplace that is respectful of a worker’s rights and dignity. This includes ensuring that no corporal punishment or physical coercion be used. Facilities will not engage in or tolerate sexual harassment, indecent or threatening gestures, abusive tone or language or any other kind of undesired physical or verbal contact, such as bullying. In particular, facilities will ensure proper training at all levels - including management, supervisors and workers - to secure a workplace free of harassment or abuse.
5. Compensation and Benefits
Facilities will pay at least the minimum total compensation required by local law, including all mandated wages, allowances & benefits.
Facilities will ensure proper compensation for their employees for all the work done, by providing in a timely manner all the wages and benefits that are in compliance with the local and national laws of the jurisdiction in which they are located. This will include any premiums for overtime work or work done during holidays, as well as any other allowances or benefits, including any mandatory social insurance, required by local law.
6. Hours of Work
Hours worked each day, and days worked each week, should not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.
Facilities are required by local law to adhere to any limits set on regular working hours as well as any limits set on overtime work. Long term participation in the WRAP Certification Program is contingent upon meeting the limitations set by local law. WRAP recognizes that this can be a particularly challenging requirement, especially when taking into account local enforcement norms and customs. In light of this reality, WRAP will permit full compliance with local laws on working hours to be achieved incrementally, provided that a given facility meets the following conditions: is fully transparent about its working hours; ensures that those hours are all being worked voluntarily, in conditions that protect worker safety and health; compensates all employees in keeping with WRAP Principle 5; and shows improvement toward meeting the working hours requirements from one audit to the next.
7. Prohibition of Discrimination
Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.
Facilities will ensure that all terms and conditions of employment are based on an individual’s ability to do the job, and not on the basis of any personal characteristics or beliefs. Facilities will ensure that any employment decision - involving hiring, firing, assigning work, paying or promoting - is made without discriminating against the employees on the basis of race, color, national origin, gender, sexual orientation, religion, disability, or other similar factors (pregnancy, political opinion or affiliation, social status, etc.).
8. Health and Safety
Facilities will provide a safe and healthy work environment. Where residential housing is provided for workers, facilities will provide safe and healthy housing.
Facilities will provide a safe, clean, healthy and productive workplace for their employees. Facilities shall prioritize worker health and safety above all else, and proactively address any safety issues that could arise. This will include a wide variety of requirements, such as, ensuring, among other things, the availability of clean drinking water (at no charge to workers), adequate medical resources, fire exits and safety equipment, well-lighted and comfortable workstations, clean restrooms. Further, facilities shall adequately train all their workers on how to perform their jobs safely
9. Freedom of Association and Collective Bargaining
Facilities will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.
Facilities will respect the freedom of each employee to choose for him- or her-self whether or not to join a workers’ association. Facilities cannot discriminate against workers based on whether or not they choose to associate. Both the facility and the workers shall ensure they conduct themselves in accordance with all relevant laws in this regard. Facilities will ensure an effective mechanism is in place to address any workplace grievances.
Facilities will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.
Facilities will ensure compliance with all applicable legally mandated environmental standards, and should demonstrate a commitment to protecting the environment by actively monitoring their environmental practices. In particular, facilities will ensure proper waste management, including monitoring the disposal of any waste material - whether solid, liquid or gaseous - to ensure such disposal is done safely and in a manner consistent with all relevant laws.
11. Customs Compliance
Facilities will comply with applicable customs laws, and in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of finished products.
Facilities will ensure that all merchandise is accurately marked or labeled in compliance with all applicable laws. In addition, facilities will keep records for all materials and orders, as well as maintain detailed production records.
Facilities will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments (i.e. drugs, explosives biohazards and/or other contraband).
Facilities will ensure adequate controls are in place to safeguard against introduction of any non-manifested cargo. In this regard, WRAP recognizes the United States Customs and Border Protection (CBP)’s C-TPAT Guidelines for Foreign Manufacturers as a best practice program, and has adopted those guidelines under this Principle.
More information can be found at www.wrapcompliance.org
Please address any concerns or comments to email@example.com