The purpose of Budweg Caliper A/S’s (hereinafter “Budweg Caliper”) “Code of Conduct” is to promote responsible production principles worldwide. The intention is to ensure that suppliers and their suppliers produce and deliver products and services to Budweg Caliper in a way that considers the environment and the rights of employees. In this way, Budweg Caliper wants to support and promote the principles of the Universal Declaration of Human Rights.
Acceptance and compliance with this “Code of Conduct” is an integral part of any business agreement entered into with Budweg Caliper. The content of this Code of Conduct must be considered as a minimum requirement, and Budweg Caliper encourages its suppliers to strive for continuous improvement in all areas covered by this Code of Conduct, to promote human rights, labor rights, environmental protection, and the fight against corruption.
• The company should support and respect the protection of international human rights within its sphere of influence.
• The company must ensure that it does not contribute to human rights violations.
• The company should maintain freedom of association and recognize the right to collective bargaining.
• The company should support the abolition of all forms of forced labor.
• The company should support the abolition of child labor.
• The company should eliminate discrimination in working and employment conditions.
• The company should apply a precautionary principle in relation to environmental issues.
• The company should take initiatives to promote greater environmental responsibility.
• The company should encourage the development and diffusion of environmentally friendly technologies.
• The company should counter all forms of corruption, including extortion and bribery.
It is crucial for Budweg Caliper that the employees involved in the production of Budweg Caliper’s products and components, whether in factories owned by our suppliers or their subcontractors, are treated with dignity and respect.
Field of application
Budweg Caliper follows the principles of this “Code of Conduct” and requires suppliers to do the same.
Budweg Calipers’ suppliers must ensure that all their subcontractors comply with this “Code of Conduct”. In the following, the word “supplier” also includes all suppliers’ subcontractors.
All Budweg Calipers suppliers must ensure that the provisions of Budweg Calipers’ Code of Conduct are passed on to managers and supervisors in their own language.
Child labor and youth workers
Child labor must not be used or taken advantage of.
Child labor is defined as the employment of a full-time person who is younger than the local minimum age for full-time employment. The minimum age of employment must not be lower than the age of compulsory education in the country concerned, and in any case not lower than 15 years (14 years in countries with a derogation in accordance with ILO rules for developing countries).
If Budweg Caliper finds that child labor is being used, Budweg Caliper reserves the right – in addition to the actions that follow from this “Code of Conduct” – to involve local or international organizations to secure the child’s future.
Suppliers must comply with all laws and regulations on the employment of young workers, ie. laws and regulations on permitted forms of work, working hours and workload. Employees must be over 18 years of age to perform night work or be engaged in hazardous work.
Forced labor and freedom of movement
Forced labor must not be used or taken advantage of. Employees must have the right to free movement during their employment. Guards may only be used for normal security reasons to protect employees and company property.
Employees’ personal papers or salaries must not be withheld, thereby preventing employees from terminating their employment.
Enforcement and penalties
Corporal punishment, threats of violence or other forms of mental or physical coercion or abuse may not be used.
Complaint procedures must be established which give employees effective access to have any disciplinary sanctions applied against them tried. Decisions made in connection with such procedures must be accepted and complied with.
If fines are used as a disciplinary sanction, the fines must be imposed based on objective criteria known to the employees. In no case may fines be imposed to reduce the net salary within a given pay period so that it becomes less than the minimum wage set by local law.
Discrimination in connection with employment, directly or indirectly, on the basis of race, color, gender, language, religion, political or other opinion, age, national, social or ethnic origin, wealth, sexual orientation, birth or other position must not occur or be supported.
Female employees must not be required to undergo pregnancy tests.
There is no requirement for an HIV / AIDS test.
Salary, rest, leisure and vacation
Salary and employee benefits – Employees must be paid a decent living wage and at least the minimum wage set by local law. In addition, all employee benefits provided for in local law must be made available. Salary must be paid in legal tender and at least once a month.
Employees are entitled to sick leave and maternity leave as stipulated in local legislation.
Working hours – Employees may not be required to work more than 48 hours per week and 12 hours of overtime or the number of hours set by local law as the maximum limit for normal working hours and overtime.
Working hours of more than 60 hours per. week may occur only on a voluntary basis and must be planned in a way that guarantees humane and safe working conditions. Employees must receive overtime compensation in accordance with local law.
Consecutive working days must be in accordance with existing legislation, and employees must be guaranteed at least one weekly day off. Employees must be entitled to periodic paid leave.
Terms of employment
Employees must receive written confirmation of their terms of employment, where this is a requirement of local law.
Freedom of association and the right to collective bargaining
Employees’ right to be a member of a trade union and to be able to negotiate collectively in accordance with local law must not be restricted or interfered with.
Freedom of expression
Retaliation must not be used as a means of preventing employees from expressing dissatisfaction with their working conditions in an open and loyal manner.
A healthy and safe working environment that complies with all applicable laws and regulations must be ensured.
As a minimum, it must be ensured that:
• the facilities comply with applicable local legislation regarding health, safety, environment and working conditions.
• one or more management representatives are responsible for health, safety, welfare and general facilities, as well as the written procedures established and maintained.
Emergency procedures and evacuation plans
The facilities have appropriate written emergency and evacuation plans that both management and employees have a good knowledge of:
• Firefighting equipment, including fire alarms and fire extinguishers, is installed, maintained, and inspected in accordance with all local laws and regulations.
• Aisles are always passable and that emergency exits are always in order and available.
• waste is stored in fireproof containers and removed regularly
• all hazardous materials, including flammable liquids, are labeled, stored, used and disposed of in accordance with all local laws and regulations and only handled by personnel who are properly trained and properly protected
• all necessary registrations and permits regarding hazardous materials, waste disposal, gas emissions, wastewater and the like have been obtained from the local authorities
• Electrical equipment and cabling are properly installed and maintained to prevent injury to employees
• all reported accidents and approaches to accidents are investigated and measures are taken to prevent similar accidents
• all machines are properly maintained and serviced, and appropriate safety precautions are taken
• dormitories, where such are used, are safe and clean and separate from work rooms
• there are adequate, gender-segregated toilet and shower facilities in the immediate vicinity of the dormitories
• appropriate dormitory rules are laid down for users and guests and appropriate precautions are taken if these rules are violated
• employees are free to come and go in the dormitory at any time
• canteens, where available, are clean, hygienic, and well-lit
• food handling is safe and hygienic; food handling staff are properly trained in kitchen hygiene and the food served meets generally accepted nutritional requirements
Applicable laws and regulations on environmental protection must be complied with.
Suppliers must strive to:
– reduce waste and emissions to air, soil, and water,
– handle chemicals in an environmentally safe way,
– handle, store and dispose of environmentally hazardous waste in an environmentally sound manner,
contribute to the recycling of materials and products, and
– implement environmentally friendly technologies.
Corruption and bribery
Bribes may not be offered, promised, given, accepted, required or knowingly taken advantage of.
Control and evaluation
Budweg Caliper reserves the right to inspect and verify suppliers at any time to ensure compliance with this Code of Conduct. Suppliers are responsible for storing all necessary material that can document that Budweg Caliper’s “Code of Conduct” is complied with.
All suppliers are obliged to provide Budweg Calipers:
• full access to on-site inspections, including in the form of unannounced visits by Budweg Caliper and / or designated representatives.
• access to all information necessary to assess whether Budweg Caliper’s “Code of Conduct” is complied with, including general employment documents, payroll and working time records, work environment reports and inspection reports.
• access to confidential conversations with randomly selected employees during inspection visits. If full access is not granted, the requirements of this “Code of Conduct” are considered not to be met and the cooperation with the supplier will be interrupted.
The inspection results will be documented in a report.
If an inspection reveals that the requirements of this Code of Conduct have not been met (in addition to denying Budweg Caliper access, as described above), Budweg Caliper will enter into a constructive dialogue with the supplier concerned with a view to improving conditions. Budweg Caliper will require adequate action plans to correct errors found during the inspection, and follow-up visits will be made to ensure that the improvements are implemented.
If no improvements are made in a way that is acceptable to Budweg Caliper, the cooperation with the supplier will be interrupted.