CODE OF CONDUCT
In 1928 quality bag-maker Martin Picard, together with his sons Edmund and Alois, founded the PICARD firm in Obertshausen. Since then PICARD has been making bags with craftsmanship. And as the name says: craftsmanship, hand-made by craftspeople.
That is why people are the focus of thought and action at PICARD. The fundamental values of respect, freedom and dignity have always been embodied within and propagated outside PICARD. At each of our production sites PICARD puts responsible conduct into practice on a societal, social and ecological level.
PICARD is an internationally operating company, for early on it recognised the global interlinking of business as a prospect. In addition to its headquarters in Obertshausen, way back in 1976 PICARD set up a production site in Tunisia. Other factories followed: China in 1982, Bangladesh in 1995 and Ukraine in 2011. From the outset PICARD has supported the development of disadvantaged regions on the spot, and attached great importance to fairness within the parts of the company and towards all other stakeholders.
Besides the internationality it embodies, PICARD is deeply committed to the principles and standards of a family-run firm. This underscores its social commitment, too: the firm’s own nursery in Bangladesh enables employees to go out to work and in parallel learn to read and write. Healthcare is also important to PICARD. We offer employees the chance to undergo regular medical examinations on site. On top of that we promote employees’ sporting and cultural activities in their leisure time.
PICARD undertakes and obliges its contractors, subcontractors, suppliers and licensees to comply with the minimum standards and recommendations below. These are based on cornerstones of the International Labour Organization (ILO) Conventions and PICARD’s own guidelines.
1. Employment is totally voluntary
(ILO Conventions 29 and 105)
There must be no forced or compulsory labour, including debt bondage and prison labour.
2. No child labour
(ILO Conventions 138 and 182)
There must be no child labour. Employees are only taken on if they are at least 14 or have passed the age of compulsory education at the time they start working. There must be no forms of slavery or similar practices, such as the sale or trafficking of children, debt bondage and servitude and forced labour.
3. No discrimination in employment
(ILO Conventions 100 und 111)
The recruitment of employees, wage policy, access to further training, rules on promotion, the termination of contracts of employment, withdrawal from the labour market and every other aspect of an employment relationship must be based on equal opportunities – regardless of race, skin colour, gender, religion, political affiliation, trade union membership, nationality, social background or disabilities.
4. Freedom of association and the right to collective bargaining
(ILO Conventions 87, 98, 135 and Recommendation 142)
The right of everyone to set up trade unions, join them and engage in collective bargaining is recognised. Wherever the freedom of association and right to collective bargaining is restricted by law, the company will take it upon itself to help all employees find parallel means of independent and free associations and bargaining. Employees must not be discriminated against and must be given access to all workplaces when performing their representative functions.
5. Payment of a living wage
(ILO Conventions 26 and 231)
Wages and additional payments for a normal working week must correspond to at least the statutory minimum and that practised in the sector, and invariably be enough to satisfy the basic needs of employees and their family, as well as for them to receive a defined, freely disposable income. This includes the principle of equal pay for male and female workers for work of equal value.
6. Standard working hours
(ILO Convention 1)
Working hours are regulated by the respective national provisions of law and standards. Employees must not be expected to regularly work more than 48 hours a week. They must have at least one day off within a seven-day period. Overtime must be voluntary, must not exceed 12 hours a week, and must be compensated with an overtime payment additional to the wage, unless regulated otherwise in flexible working time models.
7. Health and safety at work
(based on ILO Convention 155)
The working environment must be safe and hygienic. Health and safety measures are promoted, taking into account the latest state of knowledge of the industrial sector and any specific risks. Rules to maximise prevention of accidents and minimise health risks must be implemented. Physical abuse, the threat of physical violence, penalties or disciplinary measures, sexual and other forms of harassment and intimidation are forbidden.
8. Legally binding employment relationship
The obligations to employees under labour and social laws, and regulations arising from the regular employment relationship must not be circumvented by the use of temporary work arrangements or by training programmes that are not really aimed at delivering skills or a regular opportunity. Younger employees must be given the opportunity to take part in basic and further training programmes.
9. Environmental protection
The company complies with the applicable provisions on environmental protection that affect its sites at their respective locations. It acts in an environmentally responsible way at all locations. At locations where the applicable provisions have no level of protection to ensure sustainable economic activity, the company will take measures to achieve a satisfactory level of protection within the bounds of what is economically feasible. In addition the company uses natural resources responsibly in accordance with the principles of the Rio Declaration (Rio Declaration on Environment and Development of June 1992); http://www.un.org/Depts/german/conf/agenda21/rio.pdf).
PICARD expressly prefers partners that
- Eliminate from their products, production and other processes substances that are harmful to health and the environment;
- Spare resources, reduce pollution and waste, and cut consumption of energy and water;
- Manage waste responsibly;
- Act by regularly obtaining declarations of agreement from suppliers with regard to compliance with REACH provisions and statutory European framework conditions; this includes regular testing of products for banned substances, such as chromium 6.
10. The right to monitor
Our contractors, subcontractors, suppliers and licensees undertake to accept and practise this Code of Conduct. Moreover, they are willing to assist PICARD with implementing the stipulations and
- to furnish the relevant information on their activities;
- to permit an inspection of their workplaces and activities;
- provide records of the name, age, working time and wages paid for all workers, within the provisions of data protection applicable in their country;
- inform the employees concerned of the provisions of this code;
- refrain from disciplinary measures, dismissals or other discrimination of employees who have passed on information about possible breaches of this code.
Should a contractor, subcontractor, supplier or licensee be in breach of one or more provisions of this code, the site in question will be required to introduce corrective measures immediately. If these corrective measures are not implemented, PICARD can stop the current production, cancel existing orders, suspend future orders or terminate the business relationship.
11. Final provision
The contractors, subcontractors, suppliers and licensees undertake to specify who is the contact in their company for all questions relating to this code;
- to inform the supervisors and the company workers’ representative(s) of the content of this code;
- to ensure that every employee is aware of the content of the code, in a language he/she understands;
- to inform their subcontractors, suppliers and licensees of the content of the code and contractually oblige them to comply with it;
- to check compliance with the code insofar as possible and reasonable.
Version of 28 October 2014