Social Compliance Standards

Code of Conduct

Compliance with Laws and Workplace Regulations

Facilities will comply with laws and regulations in all locations where they conduct business.

Prohibition of Forced Labor

Facilities will not use involuntary or forced labor.

Prohibition of Child Labor

Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.

Prohibition of Harassment or Abuse

Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporal punishment in any form.

Compensation and Benefits

Facilities will pay at least the minimum total compensation required by local law, including all mandated wages, allowances & benefits.

Hours of Work

Hours worked each day, and days worked each week, shall not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.

Prohibition of Discrimination

Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.

Health and Safety

Facilities will provide a safe and healthy work environment. Where residential housing is provided for workers, facilities will provide safe and healthy housing.

Freedom of Association and Collective Bargaining

Facilities will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.

Environment

Facilities will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.

Customs Compliance

Facilities will comply with applicable customs laws, and in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of finished products.

Security

Facilities will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments (i.e. drugs, explosives biohazards and /or other contraband).

California Transparency in Supply Chains Act 2010

Pukka Inc. defines slavery according to United Nations Geneva Slavery Convention of (11926) “the status or condition of a person over whom any or all of the powers attaching to the right of ownership are exercised. The slave trade includes all acts involved in the capture, acquisition or disposal of a person with the intent to reduce to slavery; All acts involved in the acquisition of a slave with a view to selling or exchanging him; all acts of disposal by sale or exchange of a slave acquired with a view to being sold or exchanged and, in general, every act of trade or transport in slaves”. http://treaties.un.org/doc/Treaties/1926/09/19260925%2003-12%20AM/Ch_XVIII_3p.pdf

Pukka Inc. defines human trafficking according to Victims of Trafficking and Violence Protections Act (TVPA) of 2000, as any recruitment, harboring, transportation, provision, or obtaining of a person for labor services, through the use of force, fraud, or coercion for the purpose of subjection to involuntary servitude, peonage, debt bondage or slavery. http://www.state.gov/g/tip/rls/tiprpt/2008/105376.htm

  1. Pukka Inc. assesses the risk related to the apparel supply chain through membership in Fair Labor Association, audits through WRAP, and various customer social compliance protocols. Risk assessment is performed by third party and results are reviewed for compliance.
  2. Pukka Inc. conducts audits of direct suppliers. We have adopted, developed, issued a codes of conduct to our direct suppliers. Direct suppliers are evaluated on their compliance of our codes though audits. Our audits are unannounced and are performed by WRAP and other customer specific third party auditing agencies.
  3. Pukka Inc. purchasing agreements require all suppliers to comply with applicable laws within the country of business and codes of conduct, regarding slavery and human trafficking.
  4. Pukka Inc. maintains and rigorously enforces internal accountability procedures for employees and contractors regarding company standards in slavery and human trafficking. In the case of non-compliance, Pukka Inc. reserves the right to examine the specific situation and develop a best possible strategy for resolution. If cases of non-compliance are not resolved within a timely manner, Pukka Inc. may terminate the business relationship. While Pukka Inc. wishes to aid in the resolution of incidences of human trafficking and slavery within Pukka Inc.’s supply chain, it is not possible to effectively solve the issue of noncompliance without the cooperation of the supplier.
  5. Pukka Inc. conducts internal training on Pukka Inc. codes of conduct to ensure the necessary participants in supply chain management are knowledgeable and aware of the issues and concerns surrounding the supply chain, including human trafficking and slavery, with a particular focus on mitigating risks. Pukka Inc. also encourages employees involved in Pukka Inc.’s supply chain to regularly participate in external training programs and seminars on social compliance issues including on the issues of human trafficking and slavery.

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