DAILY'S NOTHING'S BETTER - Zahlen, Daten, Fakten

CODE OF CONDUCT FOR DAILY’S
NOTHING’S BETTER SUPPLIERS
A) All garment manufacturers produce merchandise
for Daily’s Nothing’s Better must be abided with
the rules and regulations of the factory act imposed
by local government. Also all workers should have
the liberty to follow the norms of ILO (International
Labour Organisation)

I. WORKING ENVIRONMENT
1. The factory must be sufficiently well ventilated
and minimum work room provided to each worker
not less than 8-cubic meter /worker. Work
place must be safe with suitable and sufficient
light also required.

2. Emergency evacuation plan should be displayed
on every floor with clear plan marking for
emergency exit. The exit must be kept unobstructed
and unlocked during working hours.
The emergency exit must be marked in bold letters
in both English and local Language.

3. In every Floor at least 1-fire extinguisher must
be installed for the area of 200-sqm. Trained fire
tenders should be available in the factory and
every month fire drills must be conducted. The
fire extinguisher should be marked with expiry
date and serviced regularly every year.

II. LEGAL COMPLIANCE
Employers shall comply, as a minimum, with all
applicable legal requirements of the country in
which products are manufactured. Such compliance
shall include compliance with all applicable
environmental laws.

III. FORCED LABOUR
There shall not be any use of forced labour,
whether in the form of prison labour, indentured
labour, bonded labour or otherwise.

IV. CHILD LABOUR
No person shall be employed at an age younger
than 15 (or 14 where, consistent with International
Labour Organization practices for developing
countries, the law of the country of manufacture
allows such exemption) or younger than
the age for completing compulsory education in
the country of manufacture where such age is
higher than 15.

V. HARASSMENT OR ABUSE
Every employee shall be treated with respect
and dignity. No employee shall be subject to any
physical, sexual, psychological, or verbal harassment
or abuse. Employers will not use or tolerate
any form of corporal punishment. No employee
or prospective employee shall be subjected to
involuntary use of contraceptives or pregnancy
testing.

VI. NONDISCRIMINATION
No person shall be subject to any discrimination
in employment, Including hiring, salary, benefit,
advancement, discipline, termination, or
retirement on the basis of gender, race, religion,
age, disability, sexual orientation, nationality,
political opinion, or social or ethnic origin, union
membership, pregnancy, maternity leave status,
marital status. Workers will be permitted to take
maternity leave without facing threat of dismissal,
loss of seniority or deduction in wages, and
will be able to return to their former employment
at the same rate of pay and benefits within six
weeks or the local legal requirement.

VII. HEALTH AND SAFETY
Employers shall 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. All factories must have
first aid medicine kit with sufficient stock of needed
medicines and perfectly fixed in unlocked
boxes.
All the machine should be equipped safety installations
like emergency stop, covers for moving
parts, needle shield, knife shield, safe electrical
wiring etc.. to prevent any untoward incidents. In
the cutting area workers must wear metal glove
and sewing workers should wear cloth masks.

VIII. FACILITIES FOR WORKERS
Enough toilets needed in all factories especially
for men and ladies. It must be kept clean and
hygienic. Clean dining area must be provided to
the workers with adequate seating and tables.
FREEDOM OF ASSOCIATION AND COLLECTIVE
BARGAINING:
Employers shall recognize and respect the right
of employees to form and join trade unions of
their choice and to bargain collectively. Where
the right to freedom of association and collective
bargaining is restricted under law, the employer
shall facilitate, and not hinder, the development
of parallel means for independent and free association
and bargaining.

IX. WAGES AND BENEFITS
Employers recognize that wages are essential
to meeting employees’ basic needs. Employers
shall ensure that wages paid for a standard working
week shall always meet at least legal or industry
standard and shall be sufficient to meet
basic needs of personnel. Wages that meet “basic
needs” by local standards are most effectively
determined through free collective bargaining. In
the absence of free collective bargaining, wages
that meet “basic needs” should be defined as
wages paid for a normal work week that are sufficient
by local standards to provide for the food,
clothing, housing, health care, education, potable
water, child care and transportation needs of
the worker and his/her dependents and provide
some discretionary income. Workers shall receive
all legally mandated benefits.

X. HOURS OF WORK
Employers shall comply with applicable laws
and industry standards on working hours. The
normal workweek shall be as defined by law but
shall not on a regular basis exceed 48 hours.
Personnel shall be provided with at least one
day off in every seven-day period. All overtime
work shall be reimbursed at a premium rate and,
except in extraordinary circumstances, shall not
exceed 12 hours per employee per week.
1. Where the company is party to a collective
bargaining agreement freely negotiated worker
organizations representing a significant portion
of its workforce it may require overtime work in
accordance with such agreement to meet short
term business demand.

XI. PUBLIC DISCLOSURE
The company names, owners, and/or officers,
addresses, and nature of the business association,
including the steps performed in the manufacturing
process, of all the contractors, subcontractors
and manufacturing plants which are
involved in the manufacturing process of Products
supplied.