Privacy policy

General Principle

Partners must comply fully with all legal requirements relevant to the conduct of their businesses and must adopt and follow practices which safeguard human rights, workers’ employment rights, safety and the environment.

1. Ethical Standards

We will conduct business only with Partners who display sound and legal practices by conforming to all applicable local and national laws, rules and regulations and applicable treaties. We require that our Partners minimize the potential for conflicts of interest, prohibit the giving or receiving of gifts or gratuities, conduct their business with us in a truthful and open manner, and comply with all specifications, quality criteria, and product requirements.

2. Employment Practices

CHILD LABOUR

Partners must not employ children who are less than fifteen (15) years old, or less than the age for completing compulsory education in the country of manufacture where such age is higher than fifteen (15).

FORCED LABOUR

Partners must not use forced labour, whether in the form of prison labour, indentured labour, bonded labour or otherwise, or permit the trafficking in persons for the purposes of forced labour.

DISCRIMINATION

Partners must not discriminate in recruitment and employment practices. Decisions about hiring, salary, benefits, training opportunities, work assignments, advancement, discipline and termination must be based solely on ability to perform the job, rather than on the basis of personal characteristics or beliefs, such as race, national origin, gender, religion, age, disability, marital status, parental status, association membership, sexual orientation or political opinion.

HARASSMENT AND ABUSE

Employees must be treated with respect and dignity. No employee may be subjected to any physical, sexual, psychological or verbal harassment or abuse, or to fines or penalties as a disciplinary measure.

FREEDOM OF ASSOCIATION

Partners must recognize and respect the right of employees to join and organize associations of their own choosing and to bargain collectively. Partners must develop and fully implement mechanisms for resolving industrial disputes, including employee grievances, and ensure effective communication with employees and their representatives.

Business partners must publicize and enforce a non-retaliation policy that permits factory employees to express their concerns about workplace conditions directly to factory management or to us without fear of retribution or losing their jobs.

WAGES AND BENEFITS

All legal requirements relating to wages and benefits must be met. Wages must equal or exceed the minimum wage required by law or the prevailing industry wage, whichever is higher. Any wage deductions must comply with applicable law and be clearly communicated to employees.

WORKING HOURS

Employees must not be required, except in extraordinary circumstances, to work more than sixty (60) hours per week including overtime or the local legal requirement, whichever is less.

All overtime work must be consensual and not requested on a regular basis. Employees must be allowed at least twenty four (24) consecutive hours rest within every seven-day period.

3. Health & Safety

Partners must be committed to providing a safe and healthy working & living (if housing is provided) environment that complies with all local laws and regulations, including: well-lighted and comfortable work stations, protection from fire, accidents and toxic substances, adequate medical facilities, fire exits, safety equipment, clean restrooms, personal protective equipment, safe storing of chemicals, and a well-known emergency evacuation plan with clear and accessible aisles and exits.

4. Environmental

Partners must be committed to environmentally safe practices and must be in compliance with all applicable laws and environmental regulations. All waste materials and manufacturing by-products must be disposed of properly in an environmentally responsible manner according to local laws and regulations.

DRM-LND Code of Conduct updated May 2025.