The code of conduct describes the requirements and expectations that Polarica puts on its own organization as well as on our suppliers, which also applies to those who choose to wear Polarica.

The Code of Conduct is based on the Global Compact's ten principles based on the UN Declaration of Human Rights, ILO's Basic Conventions on Human Rights at Work, the Rio Declaration on Environment and Development, the United Nations Convention against Corruption, and laws and agreements in the countries where the business is conducted.

 1. Human Rights

Discrimination

All employees should be treated equally, impartial and with respect regardless of race, gender, age, nationality, disability, sexual orientation, association or political opinion.

Forced labor and disciplinary action

Employees are treated with respect and dignity. Forced labor, involuntary or unpaid work shall not occur. Salaries or possessions may never be deposited / taken in pledge by anyone in return for work. No person may be detained for work for some time, against his will. No employee may under any circumstances be subjected to bodily punishment or other forms of physical, sexual or psychological punishment or harassment.

Child Labor

No person may be employed until he has completed compulsory schooling. They may not be employed until they reach the age of 15 years. If younger children work as apprentices in accordance with their country's labor laws, they must be protected from all forms of exploitation. Employment of younger people up to the age of 18 may not risk their education or their physical, mental, social or moral development.

Salary

The salary is to be paid on a regular basis, on time and reasonable in relation to work performance. The statutory minimum wage is the lowest accepted salary.

Working hours

Laws and agreements shall be followed in terms of working hours and overtime.

Vacancy and sick leave

Workers should be entitled to take legal leave and other legal leave (eg parental leave) in consultation with the employer and have sick leave without any negative consequences.

Employment Contract

Employees are entitled to employment contracts.

Freedom of association

Employees have the freedom to exercise their right to be members of organizations representing their interests as employees, without fear of threat or harassment.

2. Legal requirements

We comply with national laws that apply in the countries where business is conducted. Should any requirement in the Code of Conduct be in conflict with national law, the law prevails.

3. Good Working Conditions

Our employees and hired partners are offered a safe and healthy work environment and that the requirements set out in national legislation are met. In cases where housing is provided, the living space per worker must meet the minimum requirements of the law, be hygienic and provide satisfactory personal integrity.

4. External environment

We comply with environmental requirements in legislation and regulations and have knowledge of and control of our environmental impacts. We are constantly working to reduce the impact on the environment.

5. Corruption

Through good ethics and morals, we counteract all forms of corruption, including extortion and bribery.

6. Animal protection

We seem that animal welfare and nursing aspects are a natural part of the business. Together with our suppliers, we work to create good natural conditions. Minimum requirements for animals to:

• Protect from unnecessary suffering
• Handled in accordance with the current country's animal welfare legislation
• When disposing of live animals, access to suitable water and suitable feeding should be provided. Those who provide wildlife that are listed on the Convention on International Trade in Endangered Species of Wild Fauna and Flora (CITES) list must comply with this Global Conservation Convention.

Application and follow-up the code of conduct is a natural part of our business and is the focus of continuous throughout our production chain. This improvement. We demand that our Code of Conduct be ensured is ensured by risk analyzes with supplier assessments as a basis.

Deficiencies and discrepancies should be reported, action and action plans will be established which will then be followed up. Throughout this process, Polarica offers support to suppliers to ensure that the requirements of our Code of Conduct are met. Polarica reserves the right to unannounced visits for inspection and follow-up by the suppliers.