The mark is an extension of what your brand values. Brands that is awarded this mark represent these values:
- Purpose driven brands are driven by passion
- Purpose driven brands talk the talk and walk the walk
- Purpose driven brands stand for something beyond themselves
- Purpose driven brands takes the 360 lifecycle approach and strive to make a positive impact
TO RECIEVE AND QUALIFY FOR THIS CERTIFICATE, BRANDS MUST BE:
ability to maintain high standards in everything the company does and stands for
brands that understand that people and the planet are as important as the profits
means thinking about the planet and the impact you make through your product and services
CSR CODES OF ETHICS
Code of labour practices
The Code of Labour Practices is based on the conventions of the International Labour Organisation (ILO)
Employment is freely choose
There shall be no use of forced, including bonded or prison, labour. (ILO Conventions 29 and 105)
There is no discrimination in employment
Recruitment, wage policy, admittance to training programmes, employee promotion policy, policies of employment termination, retirement, and any other aspect of the employment relationship shall be based on the principle of equal opportunities, regardless of race, color, sex, religion, political affiliation, union membership, nationality, social origin, deficiencies or handicaps (ILO Conventions 100 and 111)
No exploitation of child labour
There shall be no use of child labour. The age for admission to employment shall not be less than the age of completion of compulsory schooling and, in any case, not less than 15 years.” (ILO Convention 138) “There shall be no forms of slavery or practices similar to slavery, such as the sale and trafficking of children, debt bondage and serfdom and forced or compulsory labour. [...] Children [in the age of 15-18] shall not perform work which, by its nature or the circumstances in which it is carried out, is likely to harm their health, safety or morals.” (ILO Convention 182)
Freedom of association and the right to collective bargaining
The right of all workers to form and join trade unions and bargain collectively shall be recognized. (ILO Conventions 87 and 98) The company shall, in those situations in which the right to freedom of association and collective bargaining are restricted under law, facilitate parallel means of independent and free association and bargaining for all workers. Workers’ representatives shall not be the subject of discrimination and shall have access to all workplaces necessary to carry out their representation functions. (ILO Convention 135 and Recommendation 143)
Payment of a living wage
Wages and benefits paid for a standard working week shall meet at least legal or industry minimum standards and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income. (ILO Conventions 26 and 131). Deductions from wages for disciplinary measures shall not be permitted nor shall any deductions from
No excess working hours
Hours of work shall comply with applicable laws and industry standards. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every seven-day period. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. (ILO Convention 1)
Safe and healthy working conditions
A safe and hygienic working environment shall be provided, and best occupational health and safety practice shall be promoted, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Appropriate attention shall be paid to occupational hazards specific to this branch of the industry and assure that a safe and hygienic work environment is provided for. Effective regulations shall be implemented to prevent accidents and minimize health risks as much as possible (following ILO Convention 155). Physical abuse, threats of physical abuse, unusual punishments or discipline, sexual and other harassment, and intimidation by the employer is strictly prohibited.
Legally-binding employment relationship
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Younger workers shall be given the opportunity to participate in education and training programmes.
All applicable environmental laws and regulations must be followed and an environmental management system or plan should be in place.
The company must have the relevant environmental permits and licenses for its operations.
Use of chemicals
Chemicals used must be in compliance with Toteme’s Restricted Chemical List (RCL). Chemical containers must be properly labeled and safely stored. A material safety data sheet (MSDS) must be available (in the local language) and the instructions in the MSDS must be followed.
Water should be used as efficient as possible and all outgoing wastewater from wet processes must be treated according to local legislation before it is discharged.
Any waste and in particular hazardous waste must be taken care of in a responsible manner and in accordance with local law.