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Code of Conduct

Suddora Code of Conduct

Suddora was founded in 2008 and is committed to conducting its business in a socially-responsible and ethical manner in strict adherence to the laws of the city of Las Vegas, the State of Nevada, and the United States of America. Suddora is registered with the Fair Labor Association as a Category C collegiate licensee and is committed to upholding the FLA Workplace Code of Conduct and the Principles of Fair Labor and Responsible Sourcing in facilities producing all of its products – collegiate and non-collegiate.

Suddora has developed and adopted the following Code of Conduct to further strengthen our commitment of operating as a responsible business and improve responsible business practices in our supply chain. We are committed to a standard of excellence in every aspect of our business, including legal, ethical and responsible conduct in all of our operations.

Suddora will meet or exceed the following standards:

  1. No Forced Labor

There shall be absolutely no use of involuntary or forced labor, whether indentured, bonded, prison or otherwise. 

  1. No Child Labor

We will not use child labor. The term “child” refers to a person younger than 15 (or 14 where local law allows) or, if higher, the local legal minimum age for employment or the age for completing compulsory education.

  1. No Harassment or Abuse

All employees shall be treated with respect and dignity. No employee shall be subject to physical, sexual, psychological or verbal harassment, bullying, retaliation or abuse. Manufacturers will also not use or tolerate any form of corporal punishment.

  1. No Discrimination

No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, or on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion or social or ethnic origin.

  1. Health and Safety

We will 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.

  1. Freedom of Association and Collective Bargaining

We recognize and respect the right of employee’s freedoms of association and collective bargaining, such as the creation of unions. 

  1. Compensation - Wages and Benefits

Every worker has a right to compensation for a regular work week that is sufficient to meet the workers' basic needs and provide some discretionary income. We shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers' basic needs and provide some discretionary income, we will endeavor to take appropriate actions that seek to progressively realize a level of compensation that does.

  1. Working Hours

Except in extraordinary circumstances, hourly and/or quota-based wage employees shall not be required to (i) work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country where we operate 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. We will allow workers at least 24 consecutive hours of rest in every seven-day period.

  1. Overtime Compensation

In addition to their compensation for regular hours of work, hourly, and/or quota-based wage, employees shall be compensated for overtime hours at such a premium rate as is legally required in the country of operation or, in those countries where such laws do not exist, at a premium rate at least equal to their regular hourly compensation rate plus five per cent. All overtime work shall be consensual. We will not request overtime on a regular basis. Other than in exceptional circumstances, we agree that the sum of regular and overtime hours in a week shall not exceed 60 hours.

  1. Women's Rights

Women will receive equal remuneration including benefits, equal treatment, equal evaluation of the quality of their work, and equal opportunity to fill positions as male workers. Pregnancy tests will not be demanded of employees, nor will employees be pressured to use contraception. Pregnant workers who are taking maternity leave will not face dismissal nor threat of dismissal, loss of seniority or deduction of wages, and will be able to return to their former employment at the same rate of pay and benefits. Women workers will not be exposed to conditions that may endanger their reproductive health.

  1. Environmental Protection

We will comply with all applicable environmental laws and regulations. We shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.

  1. Publication

We will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct, in the local language and in a place readily accessible to employees at all times.

  1. Other Laws

We will comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise, as well as voluntary industry standards.

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Suddora Code of Conduct for Suppliers and Subcontractors

At Suddora, we are committed to a standard of excellence in every aspect of our business, including legal, ethical and responsible conduct in all of our operations. We require our suppliers and subcontractors (Suppliers) to meet these high standards, and at a minimum, all Suppliers must operate in compliance with all applicable laws, regulations, and treaties. At a minimum, we require that all Suppliers involved in the manufacture of Suddora’s merchandise meet the following standards:

  1. No Forced Labor

There shall be absolutely no use of involuntary or forced labor, whether indentured, bonded, prison or otherwise.

  1. No Child Labor

We will not use child labor. The term “child” refers to a person younger than 15 (or 14 where local law allows) or, if higher, the local legal minimum age for employment or the age for completing compulsory education.

  1. No Harassment or Abuse

All employees shall be treated with respect and dignity. No employee shall be subject to physical, sexual, psychological or verbal harassment, bullying, retaliation or abuse. Manufacturers will also not use or tolerate any form of corporal punishment.

  1. No Discrimination

No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, or on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion or social or ethnic origin.

  1. Health and Safety

We will 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.

  1. Freedom of Association and Collective Bargaining

We recognize and respect the right of employee’s freedoms of association and collective bargaining, such as the creation of unions.

  1. Compensation - Wages and Benefits

Every worker has a right to compensation for a regular work week that is sufficient to meet the workers' basic needs and provide some discretionary income. We shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers' basic needs and provide some discretionary income, we will endeavor to take appropriate actions that seek to progressively realize a level of compensation that does.

  1. Working Hours

Except in extraordinary circumstances, hourly and/or quota-based wage employees shall not be required to (i) work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country where we operate 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. We will allow workers at least 24 consecutive hours of rest in every seven-day period.

  1. Overtime Compensation

In addition to their compensation for regular hours of work, hourly, and/or quota-based wage, employees shall be compensated for overtime hours at such a premium rate as is legally required in the country of operation or, in those countries where such laws do not exist, at a premium rate at least equal to their regular hourly compensation rate plus five per cent. All overtime work shall be consensual. We will not request overtime on a regular basis. Other than in exceptional circumstances, we agree that the sum of regular and overtime hours in a week shall not exceed 60 hours.

  1. Women's Rights

Women will receive equal remuneration including benefits, equal treatment, equal evaluation of the quality of their work, and equal opportunity to fill positions as male workers. Pregnancy tests will not be demanded of employees, nor will employees be pressured to use contraception. Pregnant workers who are taking maternity leave will not face dismissal nor threat of dismissal, loss of seniority or deduction of wages, and will be able to return to their former employment at the same rate of pay and benefits. Women workers will not be exposed to conditions that may endanger their reproductive health.

  1. Environmental Protection

We will comply with all applicable environmental laws and regulations. We shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.

  1. Publication

We will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct, in the local language and in a place readily accessible to employees at all times.

  1. Other Laws

We will comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise, as well as voluntary industry standards.

  1. Subcontracting

We will not use subcontractors for the manufacture of Suddora’s merchandise without Suddora’s express written consent, and only after the subcontractor has entered into a written commitment with Suddora to comply with this Code of Conduct.

  1. Monitoring and Compliance

We authorize Suddora and its designated agents (including The Fair Labor Association [FLA], The Workers Rights Consortium [WRC] and other third parties) to engage in monitoring activities to confirm compliance with this Code of Conduct, including unannounced on-site inspections of manufacturing facilities and employer-provided housing; reviews of books and records relating to employment matters, and private interviews with employees. We will maintain on site, all documentation that may be needed to demonstrate compliance with this Code of Conduct.