Code of conduct

CODE OF CONDUCT

Although Les Artistes does not own any of the factories making its products, it does not mean we are not responsible for how they operate. Les Artistes: from people in the head office in Paris, to behind the scenes in production, all the way to customers worldwide. To make sure that this is something guaranteed all the way, we only work with suppliers who agree to sign our Code of Conduct. This Code of Conduct is a clarification of our requirements for environmental and social equity.

The requirements set in our Code of Conduct are based on the Universal Declaration of Human Rights, the UN Convention on the Rights of the Child and the ILO 8 Core Conventions. Apart from the Les Artistes Code of Conduct, audits are also carried out for each production by Les Artistes People , this is to confirm that the Les Artistes guidelines & and environmental requirements are being followed.

1. EMPLOYMENT IS FREELY CHOSEN

No form of involuntary or forced labour is acceptable. We do not accept the use of prison or illegal labour in the production of Les Artistes. Migrant workers shall have the same rights as local employees. The employer must cover any commissions and other fees in connection with employment of migrant workers.

2. THERE IS NO DISCRIMINATION IN EMPLOYMENT

All employees shall be met with respect. Under no circumstances are humiliating or corporal punishment acceptable. No employee shall be subject to physical, sexual, psychological or verbal harassment or abuse. No employee shall be discriminated against in employment or occupation on the grounds of sex, race, colour, age, pregnancy, sexual orientation, religion, political opinion, nationality, ethnic origin, disease or disability.

3. FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAIN COLLECTIVELY

All employees have the right to form and/ join associations, and to bargain collectively. Les Artistes does not accept disciplinary or discriminatory actions from the employer against employees who choose to peacefully and lawfully organise or join associations.

4. LIVING WAGES

All employees are entitled to a written working contract, in the local language, stipulating the employment terms and conditions. Wages must be paid regularly, on time, and the supplier shall at least pay the employers the statutory minimum wage, the prevailing industry wage or the wage negotiated in a collective agreement, whichever is higher.

5. HOURS OF WORK ARE NOT EXCESSIVE

Ordinary working hours must not exceed the legal limit and shall never exceed 48 hour per week. Overtime work should not exceed 12 hours per week. Overtime work must always be voluntary and compensated in accordance with the law. Piece-rate work should not be freed from the right to overtime compensation. All employees are entitled to at least one day off in every seven-day period. The employees shall be granted and correctly compensated for any types of paid leave to which they are legally entitled. Examples of such leave include annual leave, maternity/parental leave and sick leave.

6. CHILD LABOUR IS NOT USED

No employee younger than the age of 18 is acceptable.

7. IN CASE OF EMERGENCY

The employer must work proactively to avoid accidents causing harm to any employee in the workplace. Relevant first aid equipment must be available and where legally required a doctor or nurse should be available during working hours. Emergency exits on all floors must be clearly marked, well lit and unblocked all the way out of the building. Evacuation through emergency exits must always be possible during working hours.

8. WE ALSO REQUEST THAT OUR SUPPLIERS ARE BSCI

CERTIFIED BSCI, a common Code of Conduct, regulates working environment issues, including workplace health and safety, working hours, industrial compensation and the prohibition of child labour.

9. FOOD SAFETY & BPA FREE

To ensure that our products comply with EU & FDA regulations we perform testing to ensure the quality of our products and the absence of BPA.