CODE OF CONDUCT
Our goal from the beginning has been to create timeless high quality products that are made responsibly. We do not take shortcuts in the development of our caps and are proud of the close relationships we have formed with our suppliers and factories. Creating a product that is sustainable, ethically crafted and that has a longer lifespan is our top priority. It is our belief that customers should only purchase a cap when they need one - by choosing quality over quantity, we can increase the life of our products and contribute to a more sustainable industry. We continuously strive to improve every aspect of our business and will continue to search for innovative ways to improve our process.
Our fabrics are sourced from the world’s leading textile mills. These producers are chosen for many reasons including the quality, feel, colour and sustainability of their materials. We have a Code of Conduct agreement we require all of our suppliers and factories to commit to. This agreement specifies requirements for them to operate at the highest standards of health and safety, discrimmination, fair labour and sustainability.
A list of Varsity’s suppliers can be disclosed by request. However, due to increased competition, we reserve the right to withhold supplier information and disclosure will be determined on a case-by-case basis. Please email us at firstname.lastname@example.org to request more information.
THE FINAL ASSEMBLY
All of our products are assembled at our partner factory in Vietnam. We started working with this factory back in 2013 and since then have formed a close relationship with them. We are in continuous dialogue with the factory and this has resulted in the quality, details and designs our customers appreciate. Their craftsmanship is unlike anything else we can find in the world. Our team visits regularly and completes an annual review of Varsity’s Code of Conduct agreement.
WHAT WE ARE WORKING TO IMPROVE
As a small business we are continually trying to improve our processes and reduce our impact. Here is our commitment to a more sustainable future.
Today our biggest challenge is the environmental footprint of the transportation of our goods. To meet lead times and reach customers more quickly, we are forced to ship components and caps across continents by air. When possible, we choose to ship by sea but it is limited. We are very conscious of the environmental impact our products have. We are working to reduce our footprint through more sustainable transportation and offsetting our CO2 emissions.
LIFECYCLE OF OUR PRODUCTS
We are dedicated to increasing the lifespan of our caps. They are designed intentionally to withstand the test of time by using top-of-the-line raw materials and refining the way they are assembled. However, we are always looking to discover new and innovative processes to increase the cap’s lifespan. Currently, we are researching different ways to handle our caps at the end of their life cycle in order to take full responsibility for the products we create and sell. We are looking into processes, systems, logistics, recycling and reuse of components. As a manufacturer of goods it is important that we take responsibility for our products and hope to contribute to innovation in our industry.
LONGEVITY OF PRODUCT
It is important that once a cap has left Varsity Headwear, we have done everything in our control to increase its longevity. Once the cap reaches a customer, how they use it and care for it will highly influence how long it will last. We have designed ‘low maintenance’ features such as simplifying the composition and layering of the cap’s textile, so it's easier to clean. We offer our customers premium cleaning products such as brushes, cloths and soaps to encourage regular cap care. In addition, we offer products that assist with the storing and traveling of our caps to never compromise its form or fabrics. If there is ever a quality issue or if a cap has been damaged, we currently offer a repair service in Oslo and are looking at how we can offer this to our customer globally.
Traditional leather manufacturing, or the tanning industry as it's called, is a very old fashioned industry that uses significant chemicals and water in its treatment process. We are currently exploring more ecological tanneries and are testing sustainable leather cap strap options. A challenge has been the geographical location of these tanneries. They are located a great distance from our assembly factory, which causes increased transportation of goods. The additional transportation of goods quickly outweighs the benefit of using a more environmentally friendly tannery. We are committed to finding a more sustainable leather strap solution in 2021.
WHAT CAN YOU DO:
As a conscious consumer, you can help us improve.
Start by measuring your head accurately before you place an order to avoid unnecessary shipments for size exchanges or returns.
Choose a cap that you know you will cherish and are motivated to care for. If you're not sure on what cap you want, please wait. We aim to be around for a long time.
Take care of your cap by following our care instructions (link), so you can prolong its life and utilize the cap to its fullest potential.
Help us improve! If you experience issues or have ideas on how our caps can be improved, please get in touch. No issue is too small. We love to learn and create better products.
Pass it on, if you're not regularly using your cap, please pass it on to someone that will continue to wear and care for it.
Code of Conduct for Varsity Headwear and our suppliers / business partners
At Varsity Headwear / FiftyTwo AS (Hereinafter referred to as ”VH”), we promote decent workingand environmental standards in our supply chains. We cooperate closely with our suppliers and business partners in pursuit of this aim. Accordingly, we have prepared this code of conduct to illustrate what we expect of our suppliers and business partners. The code of conduct covers fundamental requirements for human rights, workers’ rights, the environment andanti-corruption in our supply chains.
Varsity Headwear / FiftyTwo AS expects our suppliers to communicate the requirements of this code of conduct, or a code of conduct as extensive, to their sub-suppliers and work towards their compliance with the requirements, in addition to their own efforts to be compliant.
Requirements relating to own practice VH will continuously work to improve our own policies and practices, including our purchasing practices, to support our suppliers in complying with our code of conduct. We will do this in dialogue with our suppliers and other stakeholders. Neither VH nor any of its employees shall ever offer or accept illegal or unlawful monetary gifts,or any other form of remuneration, in order to secure a business related or private benefit, orfor the benefit of their customers, suppliers or business partners. VH and VH’s suppliers shall avoid partners that operate in countries subject to international boycott by the United Nations or Norwegian Authorities.
Monitoring suppliers’ compliance with the requirements
The supplier shall be able to document their efforts to secure compliance with the code of conduct, and those of their sub-suppliers, at VH’s request. Such documentation may take the form of follow-up meetings, inspections or other means of mapping the working conditions at production sites. The supplier shall be obliged to provide the name and contact information forany sub-supplier that VH requests in order to map compliance with the requirements.
In the event of a breach of the code of conduct, VH and the supplier will jointly prepare a contingency plan for remedying the breach. Remediation shall take place within a reasonable period of time, as mutually agreed. The business relationship will only be terminated if the supplier shows unwillingness to remedy the breach following repeated enquiries.The supplier shall have an effective management system for handling complaints relating to human rights, workers’ rights, environmental issues and corruption. The supplier shall ensure that both workers and external parties, such as local communities and civil society organizations, are able to submit complaints.
Requirements to Supply Chain Conditions
This document is based upon Ethical Trading Initiative Norway´s (Hereinafter referred to as”IEH”) Ethical Trade Principles that are founded on key UN and International Labour Organization conventions and documents. National laws shall be respected, and where the provisions of law and IEH’s ethical trade principles address the same subject, the most stringent shall apply.
1. Forced and compulsory labour (ILO Conventions Nos. 29 and 105)
1.1.There shall be no forced, bonded or involuntary prison labour.1.2. Workers shall not be required to lodge deposits or identity papers with their employerand shall be free to leave their employer after reasonable notice.2. Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98,135 and 154)
2.1. Workers, without distinction, shall have the right to join or form trade unions of their ownchoosing and to bargain collectively. The employer shall not interfere with, obstruct, theformation of unions or collective bargaining.
2.2. Workers’ representatives shall not be discriminated and shall have access to carry outtheir representative functions in the workplace.
2.3. Where the right to freedom of association and/or collective bargaining is restricted underlaw, the employer shall facilitate, and not hinder, the development of alternative forms ofindependent and free workers representation and negotiations.
3. Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos. 138, 182 and 79,and ILO Recommendation No. 146)
3.1. The minimum age for workers shall not be less than 15 and comply withi) the national minimum age for employment, or;ii) the age of completion of compulsory education,
3.2. whichever of these is higher. If local minimum is set at 14 years in accordance with developing country exceptions under ILO Convention 138, this lower age may apply.
3.3. There shall be no recruitment of child labour defined as any work performed by achild younger than the age(s) specified above.
3.4. No person under the age of 18 shall be engaged in labour that is hazardous to theirhealth, safety or morals, including night work.
3.5. Policies and procedures for remediation of child labour prohibited by ILO conventions no.138 and 182, shall be established, documented, and communicated to personnel andother interested parties. Adequate support shall be provided to enable such children toattend and complete compulsory education.
4. Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on DiscriminationAgainst Women)
4.1. There shall be no discrimination at the workplace in hiring, compensation, access totraining, promotion, termination or retirement based on ethnic background, caste,religion, age, disability, gender, marital status, sexual orientation, union membershipor political affiliation.
4.2. Measures shall be established to protect workers from sexually intrusive, threatening,insulting or exploitative behaviour, and from discrimination or termination of employmenton unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.
5. Harsh or Inhumane Treatment (UN Covenant on Civil and Political Rights, Art. 7)
5.1. Physical abuse or punishment, or threats of physical abuse, sexual or other harassmentand verbal abuse, as well as other forms of intimidation, is prohibited.
6. Health and Safety (ILO Convention No. 155 and ILO Recommendation No. 164)
6.1. The working environment shall be safe and hygienic, bearing in mind the prevailingknowledge of the industry and of any specific hazards. Hazardous chemicals and othersubstances shall be carefully managed. Adequate steps shall be taken to preventaccidents and injury to health arising out of, associated with, or occurring in, the courseof work, by minimizing, so far as is reasonably practicable, the causes of hazards inherentin the working environment.
6.2. Workers shall receive regular and documented health and safety training, and suchtraining shall be repeated for new or reassigned workers.
6.3. Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilitiesfor food storage shall be provided.
6.4. Accommodation, where provided, shall be clean, safe and adequately ventilated, andshall have access to clean toilet facilities and potable water.
7. Wages (ILO Convention No. 131)
7.1. Wages and benefits paid for a standard working week shall as minimum meet nationallegal standards or industry benchmark standards, whichever is higher. Wages shouldalways be enough to meet basic needs, including some discretionary income.
7.2. All workers shall be provided with a written and comprehensible contract outlining theirwage conditions and method of payments before entering employment.
7.3. Deductions from wages as a disciplinary measure shall not be permitted.
8. Working Hours (ILO Convention No. 1 and 14)
8.1. Working hours shall comply with national laws and benchmark industry standards, andnot more than prevailing international standards. Weekly working hours should not on aregular basis be more than 48 hours.
8.2. Workers shall be provided with at least one day off for every 7 day period.
8.3. Overtime shall be limited and voluntary. Recommended maximum overtime is 12 hoursper week, i.e. that the total working week including overtime shall not exceed 60 hours.Exceptions to this are accepted when regulated by a collective bargaining agreement.
8.4. Workers shall always receive overtime pay for all hours worked over and above thenormal working hours (see 8.1 above), minimum in accordance with relevant legislation.
9. Regular Employment (ILO Convention No. 95, 158, 175, 177 and 181)
9.1. Obligations to employees under international conventions, national law and regulationsconcerning regular employment shall not be avoided through the use of short termcontracting (such as contract labour, casual labour or day labour), sub-contractors orother labour relationships.
9.2. All workers are entitled to a contract of employment in a language they understand.
9.3. The duration and content of apprenticeship programs shall be clearly defined.
10. Marginalized Populations (UN Covenant on Civil and Political Rights, art. 1 and 2)
10.1. Production and the use of natural resources shall not contribute to the destruction and/or degradation of the resources and income base for marginalized populations, such as inclaiming large land areas, use of water or other natural resources on which thesepopulations are dependent.
11.1. Measures to minimize adverse impacts on human health and the environment shall betaken throughout the value chain. This includes minimizing pollution, promoting anefficient and sustainable use of resources, including energy and water, and minimizinggreenhouse gas emissions in production and transport. The local environment at the production site shall not be exploited or degraded.
11.2 National and international environmental legislation and regulations shall be respectedand relevant discharge permits obtained.
12.1. Corruption in any form is not accepted, including bribery, extortion, kickbacks andimproper private or professional benefits to customers, agents, contractors, suppliersor employees of any such party or government officials.