Code of Ethics

Last updated: June 1, 2019


N.A.bld partner manufacturers and suppliers (Partner) must abide by the below Supplier Code of Ethics. The requirements in this Code of Ethics may not be circumvented through the use of contract work, pseudo training programs, or similar measures.
No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.
Harassment or Abuse
Every employee of Partner shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.Forced LaborThere shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.

Child Labor
No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.

Freedom of Association and Collective Bargaining
Partner employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

Health, Safety and Environment
Partner employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.

Hours of Work
Partner employers shall not require workers to work more than the regular and overtime hours allowed by the law of the state and or country where the workers are employed. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.

Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract.

Working Contracts
Partner employees must receive a written contract for the documentation of their terms of employment. This documentation must indicate at a minimum: Name of the employee, date of birth, place of birth, home address, function, starting date of contract, agreed hours of work, salary and further compensation, probation period (if applicable), holiday entitlements, regulations for the termination of the working relationship (both by employer and employee), date and signature or thumb print of the employee as well as the employer. In cases of illiteracy, the terms of the contract must be additionally communicated verbally. This is to be documented in writing.

The wages must meet the basic needs of the employee and must never fall below the legally prescribed minimum wage for that state or country. The employees must receive all benefits mandated by national and state law, e.g. insurance contributions, premium payments for overtime and paid holidays. Illegal and unauthorized deductions as well as disciplinary deductions are forbidden. The wages should be provided in accordance with the local common practice.

Occupational Safety
The safety of the employee in the workplace is to be guaranteed. It is the employer’s responsibility to ensure this to its full extent. All of the respective state’s current industrial safety regulations are to be complied with, as well as the relevant legal regulations with regard to the exposure to harmful substances. Similar regulations apply to working conditions with regard to noise levels, fire, sanitation, ventilation, etc. and for the employees’ accommodation, if such are provided. Access to First Aid and emergency/evacuation plans must be present. Furthermore, all regulations are to be ensured for the protection of the environment.

Freedom of Association
The employees may not be prevented from participation in the freedom of association. They have the right to join trade unions or other labor organizations as well as the right to collective bargaining in accordance with local laws.

N.A.bld is building a model for a more sustainable retailing and manufacturing practice by enabling small batch, quick-turn, localized production. As part of this mission of sustainability, we look to our partners to also demonstrate a move toward sustainable practices. To this extent, we request documentation from partners of economically-sound processes that minimize negative environmental impacts while conserving energy and natural resources.

By becoming a N.A.bld Partner, you agree to abide by the above.

Effective Date: JUNE 1, 2019.