Social Compliance Standards

Social Compliance Standards

Workplace Standards and Code of Conduct

General Principle
Business partners must comply fully with all legal requirements relevant to the conduct of their businesses.

Forced Labor
Business partners must not use forced labor, whether in the form of prison labor, indentured labor, trafficked labor, bonded labor or otherwise. No employee may be compelled to work through force or intimidation of any form, or as a means of political coercion or as punishment for holding or expressing political views. We commit to work with our global supply chain partners to create conditions so that:

  • No workers pay for their job
  • Workers retain control of their travel documents and have full freedom of movement;
  • All workers are informed of the basic terms of their employment before leaving home.

Child Labor
Business partners must not employ children who are less than 15 years old, or less than the age for completing compulsory education in the country of manufacture where such age is higher than 15.

Business partners must not discriminate in recruitment and employment practices. Decisions about hiring, salary, benefits, training opportunities, work assignments, advancement, discipline and termination must be based solely on ability to perform the job, rather than on the basis of personal characteristics or beliefs, such as race, national origin, gender, religion, age, disability, marital status, parental status, association membership, sexual orientation or political opinion. Additionally, business partners must implement effective measures to protect migrant employees against any form of discrimination and to provide appropriate support services that reflect their special status.

Wages & Benefits
Wages must equal or exceed the minimum wage required by law and legally mandated benefits must be provided. In addition to compensation for regular working hours, employees must be compensated for overtime hours at the rate legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate exceeding the regular hourly compensation rate.

Working Hours
Employees must not be required, except in extraordinary circumstances, to work more than 60 hours per week including overtime or the local legal requirement, whichever is less. Employees must be allowed at least 24 consecutive hours rest within every seven-day period and must receive paid annual leave.

Freedom of Association & Collective Bargaining
Business partners must recognize and respect the right of employees to join and organize associations of their own choosing and to bargain collectively. Business partners must develop and fully implement mechanisms for resolving industrial disputes, including employee grievances, and ensure effective communication with employees and their representatives.

Disciplinary Practices
Employees must be treated with respect and dignity. No employee may be subjected to any physical, sexual, psychological or verbal harassment or abuse or to fines or penalties as a disciplinary measure. Business partners must publicize and enforce a non-retaliation policy that permits factory employees to express their concerns about workplace conditions directly to factory management or to us without fear of retribution or losing their jobs.

Health & Safety
A safe and hygienic working environment must be provided, and occupational health and safety practices which prevent accidents and injury must be promoted. This includes protection from fire, accidents and toxic substances. Lighting, heating and ventilation systems must be adequate. Employees must have access at all times to sanitary facilities which should be adequate and clean. Business partners must have health and safety policies which are clearly communicated to employees. Where residential facilities are provided to employees, the same standards apply.

Environmental Requirements
Business partners must ensure they are compliant with local and national laws regarding the environment, including regulatory agency requirements designed to limit consumer exposure to harmful chemicals

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”.

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.

  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.