Our Commitment To Social Responsibility

Earthabart is committed to sourcing products from suppliers who conduct their business in a fair and responsible manner and share our belief in protecting human rights and preserving the environment. All Earthabart suppliers are expected to make every effort possible to prevent any abusive, exploitative or illegal conditions in their factories. Below are some of our efforts to ensure that our suppliers are honoring their promise to uphold our principles:

• Code of Conduct (the “Code”): Earthabart created the Code in line with international labor standards and laws. All supplier factories and subcontractor factories producing Earthabart's proprietary branded merchandise are required to comply with the Code.
• Factory Audits: Earthabart uses third-party monitoring firms to ensure that factories producing our goods are complying with the Code. All factory assessments are conducted on a semi-announced and announced basis. Throughout the assessment process, the auditors advise factory management on how to correct any noncompliance issues that are found. Earthabart also accepts global certifications from organizations such as WRAP and SA8000. In some cases we may accept recent audits from peer companies in the apparel industry whose principles are in line with international labor standards and the Code.
• Remediation: We are committed to continuous improvement of our supplier factories. When noncompliance issues are identified, we believe the best way to resolve these issues are to provide the factory with assistance and guidance by placing them on a corrective action plan. However, if a critical issue of noncompliance is identified and/or when a supplier is unable to comply with our requirements, it is our policy to terminate the business relationship.
• Environment: Earthabart requires all supplier factories and their subcontractors to comply with all local and international laws regarding the protection and preservation of the environment. Our supplier audits also verify that factories have obtained all required operating permits to handle hazardous materials and waste. Factories are also required to have waste management systems in place to ensure the proper handling and treatment of wastewater and hazardous materials as well as to prevent any catastrophic release of chemicals in the environment.

Earthabart is continually researching potential program enhancements and will update our efforts as necessary in order to maintain a robust and comprehensive program. All updates to our program will be noted on our Social Responsibility page.

The Code

All workers must be treated fairly, in accordance with law, and with dignity and respect. Specifically, this means that factories manufacturing Earthabart product shall comply with the following conditions:

Management System

Factories shall maintain a publicly available policy committed to social accountability and compliance with applicable laws and other requirements. In the event of a discrepancy between the Code and any applicable laws, the provision that provides the most protection to workers shall take precedence.

• Factories are to operate in full compliance with the laws of their respective countries and with all applicable laws, rules, and regulations, including those regarding labor, worker health and safety and the environment.
• In order to verify compliance, factories shall allow the Social Compliance Officer of Earthabart unrestricted access to all areas of the facilities, workers for confidential interviews, and to all relevant documents and records at all times for the past 12 months, whether or not advance notice has been provided.
• Factories must document their compliance with the Code. Factory shall not: (i) alter records, (ii) tell workers how to answer confidential interview questions, (iii) bribe, or (iv) mislead the Social Compliance Officer of Earthabart or any of Earthabart’s representatives.

Child Labor

Factories shall not employ any worker who is:

• younger than 15 years of age (or 14 years of age where local law of the country of manufacture allows such exception, consistent with the International Labor Organization guidelines), or
• younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.

In addition, factories must comply with all legal requirements for authorized young workers, particularly those pertaining to hours of work, wages, and working conditions. For the benefit of authorized young workers, factories are encouraged to offer educational programs whenever possible.

Forced Labor

Factories shall not use forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise, or permit their subcontractor factories to do so. “Forced labor” is labor that is not paid lawful wages for its work, is not working voluntarily, or may not quit at will. In addition, factories shall not use any materials for the manufacture of products for Earthabart that factories know, or have reason to believe, were produced by factories using forced labor or by factories located where forced labor is prevalent, including but not limited to the Xinjiang Uyghur Autonomous Region of China as well as Tier 2 Watch List or Tier 3 countries as defined by the U.S. Department of State pursuant to the Trafficking Victims Protection Act of 2000. Factories are responsible for employment eligibility fees of all workers, including recruitment fees. Factories will ensure that workers retain control of their travel documents and have full freedom of movement. Factories are responsible for ensuring that workers are informed of the basic terms of their employment before leaving their home country.

Working Conditions

Factories must provide their workers with a clean, safe and healthy work environment in compliance with all applicable, legally mandated standards for workplace health and safety in the countries in which they operate. This includes residential facilities, if applicable.

Freedom of Association and Right to Collective Bargaining

Factories shall recognize and respect workers’ right to freedom of association and collective bargaining. Workers shall not be harassed or discriminated against in their efforts to freely associate or bargain collectively. Factory management must establish communication methods with workers where the right to freedom of association and collective bargaining is restricted by law.

No Subcontracting

To ensure that our factories do not transfer responsibility for compliance with the Code to other parties, Earthabart does not allow its factories to use subcontractors or “homeworker” subcontractors in the manufacture of products unless:

1. the identity and location of the subcontractor has been disclosed in advance to Earthabart;
2. Earthabart or the factory has had an independent third party perform an audit of the subcontractor to verify compliance with the standards articulated in the Code to Earthabart’s satisfaction; and
3. Earthabart approves the subcontracting of work to the subcontractor.
4. PLEASE NOTE THAT EACH PRODUCTION UNIT OR FACTORY OF MANUFACTURING MUST BE APPROVED BY Earthabart – APPROVAL OF ONE FACTORY DOES NOT MEAN THAT ALL OTHER FACTORIES OWNED BY THE MANUFACTURER ARE APPROVED.

Nondiscrimination

No person shall be subject to any discrimination in employment, including hiring, work assignment, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender identity or expression, race, religion, age, disability, sexual orientation, maternity status, marital or partnership status, nationality, political opinion, trade union affiliation, or social or ethnic origin. Any complaints of discrimination shall be promptly investigated, and appropriate action taken to discipline or remove any person engaged in discrimination. No worker shall be retaliated against for complaining about discrimination.

Harassment or Abuse Disciplinary Practices

Factories will treat every worker with respect and dignity. Factories shall not engage in or support the use of: (i) corporal punishment, (ii) mental or physical coercion, (iii) verbal abuse including but not limited to threats of violence, or (iv) sexual harassment. In addition, factories shall not use monetary fines as a disciplinary practice. Workers shall be free to make complaints about workplace conditions without the risk of factory retaliation. Any complaints of harassment or abuse shall be promptly investigated and appropriate action taken to discipline or remove any person engaged in harassment or abuse. No worker shall be retaliated against for complaining about harassment or abuse.

Wages/Benefits/Overtime Compensation

Factories must pay workers at least the minimum compensation required by local law and provide all legally mandated benefits. In addition to their compensation for regular hours of work, workers must be compensated for overtime hours at such premium rate as is legally required or, in those countries where such laws do not exist, at least equal to their regular hourly compensation rate. Workers shall not be brought on as temporary workers or terminated for periods of time for the purpose of avoiding the payment of mandatory benefits.

Hours of Work

Factories must ensure that, except in extraordinary business circumstances, on a regularly scheduled basis, workers shall not be required to work more than the regular and overtime hours allowed by the law of the country of manufacture. For example, the limits on regular and overtime hours allowed by the following countries of manufacture are as follows:

• China: regular working hours are eight (8) hours per day forty-four (44) hours per week. Overtime working hours shall not exceed three (3) additional hours per day and not more than thirty-six (36) additional hours per month.
• Bangladesh: regular working hours are eight (8) hours per day. Overtime working hours shall not exceed two (2) additional hours per day; provided however, the Bangladesh authority can extend overtime hours up to four (4) additional hours per day for the public or national interest.
• Vietnam: regular working hours are eight (8) hours per day or forty-eight (48) hours per week. Overtime working hours shall not exceed two (2) additional hours per day and not more than forty-eight (48) hours per week where a weekly basis is applied.

In addition, except in extraordinary business circumstances, all workers shall be entitled to at least one day off in every consecutive seven- day period. Overtime work must be on a voluntary basis and factories shall not compel workers to work excessive overtime hours.

Environmental

Factories must comply with all local environmental laws applicable to their operations and adopt measures to reduce the impact of their operations on the environment. Factories must manage chemicals and not intentionally use Per- and Polyfluoroalkyl Substances (PFAS) in the manufacturing process of Earthabart products.

Animal Welfare

Animal welfare is important to Earthabart and no animals should be harmed in the making of our products. Although Earthabart offers only a limited selection of products containing animal-derived materials, we are committed to supporting ongoing animal welfare standards and improving animal welfare across our supply chain. Factories must comply with our values of protecting animal welfare and abide by our standards of treating animals humanely and ensuring they are properly handled, fed, housed, and in good health. Factories will not use animal-derived materials from animals that have been killed solely for garment production.

Communication

The Code shall be translated into the language of the workers and prominently posted in an area where all workers have access. Factories must communicate the provisions of the Code to workers and supervisors.