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Policies

Ethical Trade Policy

Based on the Ethical Trade Initiative (ETI) of which we exceed policies for:

Employment is freely chosen
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge “deposits” or their
identity papers with their employer and are free to leave
their employer after reasonable notice

Freedom of association and the right to collective
bargaining are respected
2.1 Workers, without distinction, have the right to join or
form trade unions of their own choosing and to bargain
collectively.
2.2 The employer adopts an open attitude towards the
activities of trade unions and their organisational
activities.
2.3 Workers representatives are not discriminated against and
have access to carry out their representative functions in
the workplace.
2.4 Where the right to freedom of association and collective
bargaining is restricted under law, the employer facilitates,
and does not hinder, the development of parallel means
for independent and free association and bargaining.

Working conditions are safe and hygienic
3.1 A safe and hygienic working environment shall be
provided, bearing in mind the prevailing knowledge of the
industry and of any specific hazards. Adequate steps shall
be taken to prevent accidents and injury to health arising
out of, associated with, or occurring in the course of work,
by minimising, so far as is reasonably practicable, the
causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded health and
safety training, and such training shall be repeated for new
or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and,
if appropriate, sanitary facilities for food storage shall be
provided.
3.4 Accommodation, where provided, shall be clean, safe, and
meet the basic needs of the workers.
3.5 The company observing the code shall assign
responsibility for health and safety to a senior
management representative.

Child labour shall not be used
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute
to policies and programmes which provide for the
transition of any child found to be performing child labour
to enable her or him to attend and remain in quality
education until no longer a child; “child” and “child
labour” being defined in the appendices.
4.3 Children and young persons under 18 shall not be
employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the
provisions of the relevant ILO standards.

Living wages are paid
5.1 Wages and benefits paid for a standard working week
meet, at a minimum, national legal standards or industry
benchmark standards, whichever is higher. In any event
wages should always be enough to meet basic needs and
to provide some discretionary income.
5.2 All workers shall be provided with written and
understandable Information about their employment
conditions in respect to wages before they enter
employment and about the particulars of their wages for
the pay period concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall
not be permitted nor shall any deductions from wages
not provided for by national law be permitted without
the expressed permission of the worker concerned. All
disciplinary measures should be recorded.

Working hours are not excessive
6.1 Working hours must comply with national laws, collective
agreements, and the provisions of 6.2 to 6.6 below, whichever
affords the greater protection for workers. Sub-clauses 6.2
to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by
contract, and shall not exceed 48 hours per week.*
6.3 All overtime shall be voluntary. Overtime shall be used
responsibly, taking into account all the following: the
extent, frequency and hours worked by individual workers
and the workforce as a whole. It shall not be used to
replace regular employment. Overtime shall always be
compensated at a premium rate, which is recommended
to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any seven day period shall not
exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any seven day
period only in exceptional circumstances where all of the
following are met:
• this is allowed by national law;
• this is allowed by a collective agreement freely
negotiated with a workers’ organisation representing a
significant portion of the workforce;
• appropriate safeguards are taken to protect the workers’
health and safety; and
• the employer can demonstrate that exceptional
circumstances apply such as unexpected production
peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in
every seven day period or, where allowed by national law,
two days off in every 14 day period.

No discrimination is practiced
7.1 There is no discrimination in hiring, compensation, access
to training, promotion, termination or retirement based on
race, caste, national origin, religion, age, disability, gender,
marital status, sexual orientation, union membership or
political affiliation.

Regular employment is provided
8.1 To every extent possible work performed must be on the
basis of recognised employment relationship established
through national law and practice.
8.2 Obligations to employees under labour or social security
laws and regulations arising from the regular employment
relationship shall not be avoided through the use of
labour-only contracting, sub- contracting, or homeworking arrangements, or through apprenticeship schemes
where there is no real intent to impart skills or provide
regular employment, nor shall any such obligations be
avoided through the excessive use of fixed-term contracts
of employment.

No harsh or inhumane treatment is allowed
9.1 Physical abuse or discipline, the threat of physical abuse,
sexual or other harassment and verbal abuse or other
forms of intimidation shall be prohibited. All conduct aligns with and exceeds that of which is outlined in the USA laws.

 

Sustainable Sourcing Policy

Sustainability documentation (which includes ethical concepts such as child labor), is requested for each ingredient through our sub-contractor. We watch IUCN and CITES for red list of threatened species, we request conflict minerals paperwork, CMR reports, pesticide analysis, heavy metals testing, etc. We focus on the ethical treatment of all aspects of the ingredients we source as much as possible.


Animal Welfare Policy

We are animals lovers through and through. We are Cruelty-Free and Vegan. We are Leaping Bunny Certified, PETA Certified Vegan and Cruelty-Free, and Nature Watch Foundation Certified.

 

Factory List for Formulated Products

Ethical Earth Brands, LLC
600 Sea Island Rd Suite 20
St Simons Island, GA 31522

Earth Harbor Naturals
1032 Market Pl Dr, Spanish Fork, UT 84660

Maple Mountain
3596 Mountain Vista Pkwy #2, Provo, UT 84606