Vendor Code of Conduct
Everlane aims to conduct business to the highest level of ethical standards and expects our business partners to operate in full compliance with all applicable laws, rules, and regulations, as well as to abide by our Vendor Code of Conduct (VCoC) and promote continuous improvement of working conditions throughout our supply chain. All Everlane-approved factories must post the below VCoC in the native language(s) of all workers in the facility.
Everlane seeks partnerships with vendors and suppliers whose values align with our own: commitment to human rights in our value chain, environmental responsibility in both practice and product creation, and high value placed on transparency, accountability, and sustainability. This document communicates the minimum standards and principles we expect our suppliers to comply with in order to do business with us. Everlane will partner with vendors that share our same commitment to the environment and will favor vendors who are leading the industry in environmental best practices and innovation.
Child Labor
No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher. Juvenile workers (workers under the age of 18) must not be exposed to hazardous, unsafe or unhealthy working conditions or materials. Adequate protection against such hazards must be provided to all juvenile workers. (ILO Conventions: 138, 182)
Forced Labor
Everlane’s policy against forced labor is one of zero tolerance. Our suppliers and vendors must not use involuntary or forced labor, whether indentured, bonded, prison or labor obtained through slavery or human trafficking. All workers should have access to and/or control of their citizenship and travel documents at all times and are guaranteed full freedom of movement. All labor contracts should be written in their native language clearly outlining the employment relationship and workers shall be informed of such terms before leaving home. No workers should pay for their job and if third party employment agencies are used, the vendor is responsible for employment eligibility fees of all the workers, including all recruitment related fees. Suppliers are required to monitor any third-party assisting in recruitment or hiring employees to ensure no individual is compelled to work through force, deception, intimidation, coercion or as punishment for personally held views. (ILO Conventions: 29, 105, 182)
Discrimination
Suppliers and vendors may not discriminate against its employees during any stage of the employment relationship on the basis of race, religion, gender, sexual orientation, color, national origin, age, physical or mental disability, medical condition, political opinion, union affiliation, social group, marital status, pregnancy or any other classification protected by local, national, and international law. All employment relationships should include effective mechanisms to protect migrant, temporary or seasonal workers from any form of discrimination. (ILO Conventions: 100, 111)
Harassment, Abuse & Disciplinary Practices
Suppliers are required to treat all employees with respect and dignity. No employee shall be subject to physical, sexual, psychological or verbal harassment or abuse or to monetary fines as a disciplinary practice. (ILO Convention: 190)
Health & Safety
Employers must provide their employees with a safe and healthy workplace, designed to prevent accidents and injury arising from or occurring in the course of work. Suppliers must comply with all applicable laws of the countries in which they operate regarding work environment, sanitation and safety. Suppliers providing employee housing must ensure clean, safe and adequate sleeping quarters, bathing and toilet facilities. (ILO Convention: 155)
Terms of Employment
Employers shall adopt and adhere to the rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations. (ILO Convention: 198)
Wages & Benefits
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 benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work to take appropriate actions that seek to progressively realize a level of compensation that does. (ILO Conventions: 25, 131)
Hours of Work
Suppliers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours or the maximum allowed by the law of the country of manufacture, whichever is less. Vendors must inform Everlane if additional hours are required so that we may try to work together to reduce the frequency of excessive overtime. 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 hours on a regular basis. (ILO Convention: 1)
Freedom of Association & Rights to Collective Bargaining
All suppliers’ and vendors’ employees must be free to join organizations of their own choosing. This includes the right to form and join trade unions and other worker organizations and participate in collective bargaining without fear of harassment, interference, or retaliation. Suppliers and vendors must develop effective, respectful, and transparent grievance mechanisms to resolve disputes, complaints and ensure effective communication between employees, employee representatives and management. (ILO Conventions: 87, 98, 135)
Subcontracting
Suppliers and vendors must not engage any subcontractor to perform any work for or on Everlane products or components without prior written approval from Everlane, and only after the minimum requirements set forth in this Code of Conduct have been adhered to by the subcontractor. This includes using unauthorized subcontractors as a solution for capacity challenges or to avoid excess overtime. If a subcontractor is approved by Everlane representatives, the supplier or vendor is required to disclose in writing the physical locations of all facilities that contribute to the production or transit of Everlane goods.
Environment
Suppliers must have policies and procedures in place to manage and minimize their environmental impacts. This includes resource consumption, as well as water use and air emissions, and mitigation of the release of chemicals and hazardous materials. Suppliers and vendors must comply with all applicable environmental laws and regulations where they do business and undertake initiatives to promote greater environmental responsibility. All suppliers and vendors shall maintain written environmental policies and standards. Suppliers and vendors shall continuously monitor, and disclose their energy and natural resource usage, emissions, discharges, carbon footprint and disposal of wastes to Everlane as requested.
No Conflict Labor
Everlane condemns and prohibits forced labor or human rights abuses of any kind within our supply chain and only sources materials and operates in manufacturing facilities that ensure fair and humane practices. To ensure safe and secure working conditions are upheld, we conduct both semi-announced and unannounced audits throughout our supply chain. We are continuously expanding our audit program to ensure that no products or raw materials originate from conflict regions. We consider forced labor a zero-tolerance violation of human rights, and any finding or indication related to the subject will result in the immediate termination of the business relationship. If goods are found to be made with forced labor, Everlane will not re-export goods to alternative markets.