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. 

2. 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.

3. 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.

4. 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.

5. 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.

6. 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. 

7. 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.

8. 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.

9. 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.

10. 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.

11. 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.

12. 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.

13. 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.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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.

11. 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.

12. 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.

13. 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.

14. 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.

15. 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.

 

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Suddora 成立于 2008 年，在开展业务的过程中致力于承担社会责任，遵守伦理要求，并严格遵守内华达州拉斯维加斯市和美利坚合众国法律。Suddora 已注册为公平劳工协会第 C 类学院被许可人，致力于在设施内遵守公平劳工社会《工作场所行为准则》和《公平劳工和负责任采购原则》，以保护其全部产品 — 无论是学院产品还是非学院产品。

 

Suddora 已制定并批准了以下行为准则，以进一步强化我们对作为负责任企业开展运营和在我们的供应链中改进相关业务实践的承诺。我们致力于在我们的业务的每一方面（包括我们的全部运营中的法律、伦理和负责行为）达到卓越标准。

 

Suddora 将达到或超越以下标准：

 

1.禁止强迫劳动

绝对禁止非自愿或强制的劳动，无论是契约劳动、抵债劳动、监狱劳动还是其他非法劳动。

 

2.禁止使用童工

我们不使用童工。“儿童”一词指 15 周岁（或 14 周岁，如果当地法律规定）或更高年龄（当地最低法定受雇年龄或当地最低法定完成义务教育年龄）以下的人。

 

3.禁止骚扰或虐待

所有员工均应被尊重。不得对员工进行身体、性、心理或口头上的骚扰、霸凌、报复或虐待。制造商亦不得使用或容忍任何形式的体罚。

 

4.禁止歧视

不得在雇用方面（包括招聘、工资、福利、晋升、处分、终止受雇或退休），或依据性别、种族、宗教、年龄、是否残疾、性取向、国籍、政治主张或社会或民族血统对任何人加以任何歧视。

 

5.健康与安全

我们将提供安全和健康的工作环境，防止在工作过程中或因雇主设施运行而产生或与其相关或在其中出现的事故和伤害。

 

6.结社自由和集体谈判

我们承认并尊重员工的结社自由和集体谈判权利，例如建立工会。

 

7.薪酬 - 工资和福利

每个工人均有权就正常工作周获得足以满足其基本需求并提供一些自由支配收入的薪酬。我们至少应支付最低工资或适当的普遍工资（以较高者为准），遵守关于工资的全部法律要求，并提供法律或合同要求的任何附加福利。如果薪酬不能满足工人的基本需求，不能提供一些自由支配收入，我们将努力采取适当措施，以寻求逐步实现前述薪酬水平。

 

8.工作时间

特殊情况除外，小时工和/或被支付定额的员工不得被要求 (i) 工作时间超过以下较低者： (a) 48 小时每周和 12 小时加班，或 (b) 我们运营所在国允许的正常工作和加班时间限制，或，如果该国的法律未对工作时间进行限制，则为该国的每周正常工作时间加 12 小时加班；和 (ii) 有权每七天休息至少一天。我们将允许工人每七天休息至少连续 24 小时。

 

9.加班薪酬

除了正常工作时间薪酬外，小时工和/或被支付定额的员工应就加班时间获得加班薪酬，加班小时薪酬不得低于运营所在国的法律要求，如果该等国家未就此做出法律规定，则加班小时薪酬应至少等于正常工作的小时薪酬加百分之五。所有加班工作均应在双方同意后方可进行。我们通常不要求加班。特殊情况除外，我们同意，一周的正常工作时间和加班时间的总和不得超过 60 小时。

 

10.女性权利

女性将获得与男性工人同等的薪酬（包括福利）、待遇、工作质量评估及聘用机会。不要求对员工进行妊娠检查，不强迫员工进行避孕。妊娠工人休产假不会被辞退，也不会受到辞退、降级或降工资威胁，并能够回到以前岗位，享有原有的薪酬和福利。女性工人不会暴露在会为其生殖健康带来危险的条件中。

 

11.环境保护

我们将遵守适用的全部环境法律法规。我们将采取负责任的措施来减轻工作场所对环境造成的负面影响。

 

12.发布

我们将采取适当措施来确保本行为准则的规定被传达给员工，包括用当地语言在员工必经之地的醒目位置张贴本行为准则副本。

 

13.其他法律

我们将遵守全部适用法律法规，包括与商品的制造、定价、销售和经销相关的法律法规和自愿采用的行业标准。

 

 

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Suddora 供应商和分包商行为准则

 

 

在 Suddora，我们致力于在我们的业务的每一方面（包括我们的全部运营中的法律、伦理和负责行为）达到卓越标准。我们要求我们的供应商和分包商（供应商）满足该等高标准，最低程度上，全部供应商的运营必须遵守适用的全部法律、法规和条约。最低程度上，我们要求参与 Suddora 产品制造的全部供应商满足以下标准：

 

1.禁止强迫劳动

绝对禁止非自愿或强制的劳动，无论是契约劳动、抵债劳动、监狱劳动还是其他非法劳动。

 

2.禁止使用童工

我们不使用童工。“儿童”一词指 15 周岁（或 14 周岁，如果当地法律规定）或更高年龄（当地最低法定受雇年龄或当地最低法定完成义务教育年龄）以下的人。

 

3.禁止骚扰或虐待

所有员工均应被尊重。不得对员工进行身体、性、心理或口头上的骚扰、霸凌、报复或虐待。制造商亦不得使用或容忍任何形式的体罚。

 

4.禁止歧视

不得在雇用方面（包括招聘、工资、福利、晋升、处分、终止受雇或退休），或依据性别、种族、宗教、年龄、是否残疾、性取向、国籍、政治主张或社会或民族血统对任何人加以任何歧视。

 

5.健康与安全

我们将提供安全和健康的工作环境，防止在工作过程中或因雇主设施运行而产生或与其相关或在其中出现的事故和伤害。

 

6.结社自由和集体谈判

我们承认并尊重员工的结社自由和集体谈判权利，例如建立工会。

 

7.薪酬 - 工资和福利

每个工人均有权就正常工作周获得足以满足其基本需求并提供一些自由支配收入的薪酬。我们至少应支付最低工资或适当的普遍工资（以较高者为准），遵守关于工资的全部法律要求，并提供法律或合同要求的任何附加福利。如果薪酬不能满足工人的基本需求，不能提供一些自由支配收入，我们将努力采取适当措施，以寻求逐步实现前述薪酬水平。

 

8.工作时间

特殊情况除外，小时工和/或被支付定额的员工不得被要求 (i) 工作时间超过以下较低者： (a) 48 小时每周和 12 小时加班，或 (b) 我们运营所在国允许的正常工作和加班时间限制，或，如果该国的法律未对工作时间进行限制，则为该国的每周正常工作时间加 12 小时加班；和 (ii) 有权每七天休息至少一天。我们将允许工人每七天休息至少连续 24 小时。

 

9.加班薪酬

除了正常工作时间薪酬外，小时工和/或被支付定额的员工应就加班时间获得加班薪酬，加班小时薪酬不得低于运营所在国的法律要求，如果该等国家未就此做出法律规定，则加班小时薪酬应至少等于正常工作的小时薪酬加百分之五。所有加班工作均应在双方同意后方可进行。我们通常不要求加班。特殊情况除外，我们同意，一周的正常工作时间和加班时间的总和不得超过 60 小时。

 

10.女性权利

女性将获得与男性工人同等的薪酬（包括福利）、待遇、工作质量评估及聘用机会。不要求对员工进行妊娠检查，不强迫员工进行避孕。妊娠工人休产假不会被辞退，也不会受到辞退、降级或降工资威胁，并能够回到以前岗位，享有原有的薪酬和福利。女性工人不会暴露在会为其生殖健康带来危险的条件中。

 

11.环境保护

我们将遵守适用的全部环境法律法规。我们将采取负责任的措施来减轻工作场所对环境造成的负面影响。

 

12.发布

我们将采取适当措施来确保本行为准则的规定被传达给员工，包括用当地语言在员工必经之地的醒目位置张贴本行为准则副本。

 

13.其他法律

我们将遵守全部适用法律法规，包括与商品的制造、定价、销售和经销相关的法律法规和自愿采用的行业标准。

 

14.分包

仅在 Suddora 明确书面同意，分包商向 Suddora 做出遵守本行为准则的书面承诺后，我们才使用分包商制造 Suddora 商品。

 

15.监督和合规

我们授权 Suddora 及其指定代理（包括公平劳工协会 [FLA]、劳工权利协会 [WRC] 及其他第三方）开展监督活动，以核实是否遵守本行为准则，包括未经通知对制造设施和雇主提供的住房的检查；对与雇用事项相关的账簿和记录的审查，以及与员工的私下谈话。我们将在现场维护证明对本行为准则的遵守情况所需的全部文件。