Code of Conduct
Spell & The Gypsy Collective is a global fashion label. Our vision is to become one of the most inspiring and conscious fashion brands in the world.
We understand that every garment we produce has an impact. We are committed to truly understanding and finding the most effective way to control and reduce these impacts on the environment and communities in which our global families live and work, empowering our global workforce & our community of customers.
The foundations of our Spell Code of Conduct are based on the most respected global standards and initiatives relating to the three pillars of sustainability: social, economic and environmental. This code of conduct outlines the minimum requirements that should be implemented throughout every stage of our value chain as we work together to ensure the highest standards are being met within our business operations.
Our Code is based upon the foundations of the Ethical Trading Initiative Base Code and the International Labour Organisation respectively. The categories pertain to: freedom of association and the effective recognition of the right to collective bargaining, the elimination of forced or compulsory labour, the abolition of child labour and the elimination of discrimination in respect of employment and occupation.
If we determine a supply chain partner is not compliant, then we will work with them to implement a corrective action plan to remedy the problem. Failure to improve will result in Spell seeking new partners who share our vision.
- Our code terms apply to all supply chain partners including agents, traders, manufacturers, farmers and subcontractors. Should a direct partner require a subcontractor, Spell must be notified. It is the direct partner’s responsibility to ensure all subcontractors comply to Spell’s code of conduct and respective policies.
- Our supply chain partners are responsible for implementing this code and applicable local / international laws into the business.
- The code will be provided to all supply chain partners in the applicable local languages and communicated to all direct and indirect employees of our organisation.
Hours of work shall comply with applicable local laws and industry standards. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off in every seven-day period. 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 which is recommended not to be less than 125% of the regular pay-rate. Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:
- This is allowed by national law
- This is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce
- Appropriate safeguards are taken to protect the worker’s health and safety
- The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies
Recruitment, wage policy, admittance to training programmes, employee promotion policy, policies of employment termination, retirement, and any other aspect of the employment relationship shall be based on the principle of equal opportunities, regardless of race, colour, sex, religion, political affiliation, union membership, nationality, social origin, deficiencies or handicaps.
There shall be no use of child labour. The age for admission to employment shall not be less than the age of completion of compulsory schooling and, in any case, not less than 15 years. It is expected that companies develop adequate policies and programmes which provide for the transition of any child found to be performing child labour to enable them to remain and attend in education until no longer classified as a child. Children and persons under 18 shall not be employed in hazardous conditions or at night. These policies and procedures shall confirm to the provisions of the relevant ILO standards.
FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING
The right of all workers to form and join trade unions and bargain collectively shall be recognised. Workers’ representatives should not be discriminated against and have the support of the organisation to carry out their functions in the workplace. An open mind and encouraging attitude towards trade unions and their activities must be a prerequisite. If the right to freedom of association and collective bargaining is restricted under law, the employer must facilitate the means for independent and free association and bargaining.
Wages and benefits paid for a standard working week shall meet at least legal or industry minimum standards, whichever is higher, and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income. Workers must be provided with appropriate information in their language of understanding, about their employment conditions in respect to wages before they agree on employment. Disciplinary measures around wages such as deductions shall not be permitted.
At Spell we support living wages and our suppliers are audited against a criteria in which living wages are taken into consideration.
Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer is strictly prohibited.
HEALTH AND SAFETY
A safe and hygienic working environment shall be provided, and best occupational health and safety practice shall be promoted, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Appropriate attention shall be paid to occupational hazards specific to this branch of the industry and assure that a safe and hygienic work environment is provided for. Effective regulations shall be implemented to prevent accidents and minimise health risks as much as possible. Effective health and safety training shall be implemented and repeated for new workers. Access to clean and safe sanitary facilities should be provided. If accommodation is provided, these environments shall be clean and safe, meeting the basic needs of the workers. A senior management representative must be assigned to manage and uphold the health and safety of workers.
There shall be no use of forced, including bonded or prison, labour. No workers shall be required to lodge identity papers with their employer and are free to leave their employer after reasonable notice.
LEGALLY BINDING EMPLOYMENT RELATIONSHIP
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 arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Younger workers shall be given the opportunity to participate in education and training programmes.
BRIBERY AND CORRUPTION
Spell does not tolerate any bribery within its supply chain. A bribe includes financial or other advantages which are given, promised, offered, accepted, requested or received with the intention to influence the ability to make objective and fair business decisions.
We choose to work with businesses who share our commitment to sustainability and preservation of the environment. We ask our suppliers to choose leading technologies that reduce the environmental impacts that their manufacturing has on the environment. We expect (or are working with suppliers) to have systems and policies in place that examine resource, water and air footprints. It is compulsory that suppliers comply with all applicable environmental laws in the country of business. In addition, we expect businesses to promote initiatives that promote environmental responsibility and garner relevant certifications to demonstrate their commitment. Spell has a commitment to ensure its products are made without the use of hazardous chemicals to the environment and will at any stage work with suppliers to test against a provided RSL and MRSL list. Compliance with this list is essential and in the case we identify non-compliance we will work with partners within the value chain to find an adequate solution.
Born and Raised in Byron, the idea of community is at the heart of SPELL. We align with suppliers who show commitment to their communities. Be it investment in education or local infrastructure, we work with our suppliers to be the leaders of social development in their local communities.
SUSTAINABLE SOURCING AND TRANSPARENCY
Spell chooses companies that share a similar vision and are leaders in social and environmental responsibility. Upon request, any partners within our value chain shall present relevant documentation to qualify the sustainability claims in the aim of ensuring full transparency within the value chain.
Spell may at any time request information of a third-party provided and these details shall be presented upon request.
Animal welfare standards and practices that focus on the OIE Five Freedoms must be upheld. We strongly believe that animals are entitled to humane treatment and have the freedom to express normal behaviour. This must be achieved through implementation of good animal husbandry and certifications as well against selected animal welfare programs or initiatives where applicable.