Code of Conduct

When placing production orders internationally, we look not only at quality standards, but also at social standards. This is particularly important where production in emerging markets is concerned.

Our binding codes of conduct require our suppliers to undertake in writing to comply with certain social standards. COMCOPLAST uses independent auditing companies and buying agents, as well as checks by our own employees as part of regular production inspections, to verify compliance with these rules. 

We at COMCOPLAST expect our manufacturers and their suppliers to introduce and implement the social and environmental standards listed below. Furthermore COMCOPLAST is member of the Business Social Compliance Initiative (BSCI) and also sells products with GOTS and Fairtrade certification. 

As a general rule, where the standards of national legislation, the Code of Conduct and non-statutory regulations conflict, the highest standard will always apply.

Our Code of Conduct comprises the following standards:

1. Child labour

The employer may not employ any persons below the national legal minimum age, nor tolerate their employment. In no circumstances may persons under the age of 14 be employed. Children under the age of 18 may not be employed in work at night or in dangerous work. The employer shall promote the training of young employees.

2. Forced labour

The employer shall not make use of or tolerate any forced labour whatsoever, including bonded labour and prison labour.

3. Disciplinary measures

The employer shall not use or tolerate any forms of physical, sexual, psychological or verbal harassment or abuse.

4. Discrimination

The employer shall not discriminate, or tolerate discrimination, against anyone on the grounds of skin colour, race, social class, nationality, religion, disability, gender, sexual orientation, membership of an association or political affiliation, particularly in relation to appointment, remuneration, training, promotion, dismissal or retirement. All employees shall have access to vacancies and training provision, with account being taken of their professional competence.

5. Remuneration

The employer must ensure that at least the statutory minimum wage is paid, and that the wage paid is sufficient to cover the basic needs of employees. All employees must be informed of their regular work start time, their working hours, remuneration, their holiday entitlement, protection against dismissal and maternity leave.

6. Working hours

Regular working hours shall not exceed 48 hours per week. The employer must grant at least one day off for each seven-day period.

7. Health and safety

The employer must provide a working environment (and, where appropriate, accommodation) that is safe and clean and poses no health concerns. The employer must take appropriate measures to prevent accidents and any damage to health that may arise in connection with the work or the operation of its facilities. Clean sanitary facilities, access to clean drinking water and hygienic facilities for the storage of foodstuffs must be provided for all staff. All work involving hazardous goods shall be carried out in compliance with the appropriate safety regulations and only by personnel who have undergone extensive training.  

8. Environmental protection

The employer must use natural resources as efficiently as possible, handle hazardous substances in an environmentally sound manner and dispose of waste and containers correctly.  

9. Management systems

The employer must comply with the requirements of these standards, periodically check that they are being implemented and regularly communicate the content of the standards to the entire staff. Appropriate documentation verifying compliance with these standards must be maintained. The employer must ensure that the requirements of these standards are also complied with by its suppliers.