Code of conduct

At Kristiansand Dyrepark AS (hereby called Dyreparken), we promote decent working and 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 human rights, workers’ rights, the environment and corruption. 

Dyreparken is a member of the Ethical Trading Initiative Norway (IEH), a membership organisation for private and public enterprises and organisations. IEH is a resource centre and an advocate for ethical trade practices. Dyreparken reports annually to IEH. This report is made publicly available.

Dyreparken aims to continuously improve policy and practice that supports suppliers in complying with this code of conduct.


Dyreparken’s suppliers are to supply goods and services that are produced in compliance with the code of conduct. Moreover, the suppliers are to communicate the code of conduct to their sub-­‐suppliers, and to monitor implementation. 

A supplier must be able to document compliance with the code of conduct at Dyreparken’s request. Such documentation may take the form of self-­‐declaration, follow-­‐up meetings, and/or inspections of the working conditions at production sites. The supplier will be obliged to name and provide contact information for any sub-­‐supplier that Dyreparken wishes to inspect.

In the event of a breach of the code of conduct, Dyreparken and the supplier will jointly prepare a plan for remedying the breach. Remediation must take place within a reasonable period of time. The contract will only be terminated if the supplier remains unwilling to remedy the breach following repeated enquiries.

Requirement relating to own practise

When new suppliers are selected, emphasis will be given to social and environmental standards.  

Neither Dyreparken nor any of its employees shall ever offer or accept illegal or unlawful monetary gifts or other forms of remuneration in order to secure business-­‐related or private benefit, or benefit for customers, agents or suppliers.

Dyreparken and Dyreparken’s suppliers shall avoid partners that operate in countries subject to international boycott by the United Nations and/or Norwegian Authorities.

Requirements to Supply Chain Conditions

IEH’s  Ethical  Trade  Principles  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)

There shall be no forced, bonded or involuntary prison labour.
Workers shall not be required to lodge deposits or identity papers with their employer and 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)

Workers, without distinction, shall have the right to join or form trade unions of their own choosing and  to  bargain  collectively.  The  employer  shall  not  interfere  with,  obstruct,  the  formation  of  unions  or  collective bargaining. 
Workers  representatives  shall  not  be  discriminated  and  shall  have  access  to  carry  out  their representative functions in the workplace.
Where the right to freedom of association and/or collective bargaining is restricted under law, the employer  shall  facilitate,  and  not  hinder,  the  development  of  alternative  forms  of  independent  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)

The minimum age for workers shall not be less than 15 and comply with:
i) the national minimum age for employment, or;
ii) the age of completion of compulsory education, 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.

There  shall  be  no  recruitment  of  child  labour  defined  as  any  work  performed  by  a  child  younger than the age(s) specified above.

No person under the age of 18 shall be engaged in labour that is hazardous to their health, safety or morals, including night work.

Policies and procedures for remediation of child labour prohibited by ILO conventions no. 138 and 182,  shall  be  established,  documented,  and  communicated  to  personnel  and  other  interested  parties.  Adequate support shall be provided to enable such children to attend and complete compulsory education.

4. Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)

There  shall  be  no  discrimination  at  the  workplace  in  hiring,  compensation,  access  to  training, promotion, termination or retirement based on ethnic background, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation. 
Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative  behaviour,  and  from  discrimination  or  termination  of  employment  on  unjustifiable  grounds,  e.g. marriage, pregnancy, parenthood or HIV status. 

5. Harsh or Inhumane Treatment

Physical abuse or punishment, or threats of physical abuse, sexual or other harassment and verbal abuse, as well as other forms of intimidation, is prohibited.

6. Health and Safety (ILO Convention No. 155 and ILO Recommendation No. 164)

The working environment shall be safe and hygienic, bearing in mind the prevailing knowledge of  the  industry  and  of  any  specific  hazards.  Hazardous  chemicals  and  other  substances  shall  be  carefully managed. 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. 
Workers shall receive regular and documented health and safety training, and such training shall be repeated for new or reassigned workers.
Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
Accommodation,  where  provided,  shall  be  clean,  safe  and  adequately  ventilated,  and  shall  have access to clean toilet facilities and potable water.

7. Wages (ILO Convention No. 131)

Wages  and  benefits  paid  for  a  standard  working  week  shall  as  minimum  meet  national  legal  standards or industry benchmark standards, whichever is higher. Wages should always be enough to meet basic needs, including some discretionary income.
All  workers  shall  be  provided  with  a  written  and  comprehensible  contract  outlining  their  wage conditions and method of payments before entering employment.
Deductions from wages as a disciplinary measure shall not be permitted.

8. Working Hours (ILO Convention No. 1 and 14)

Working hours shall comply with national laws and benchmark industry standards, and not more  than prevailing international standards. Weekly working hours should not on a regular basis be more than 48 hours.
Workers shall be provided with at least one day off for every 7-­‐day period
Overtime shall be limited and voluntary. Recommended maximum overtime is 12 hours per 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.
Workers shall always receive overtime pay for all hours worked over and above the normal working hours (see 8.1 above), minimum in accordance with relevant legislation.

9. Regular Employment

Obligations to employees under international conventions, national law and regulations concerning  regular  employment  shall  not  be  avoided  through  the  use  of  short  term  contracting  (such  as  contract labour, casual labour or day labour), sub­‐contractors or other labour relationships.
All workers are entitled to a contract of employment in a language they understand. 9.3
The duration and content of apprenticeship programmes shall be clearly defined.

10. Marginalized Population

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 in claiming large land areas, use of water or other natural resources on which these populations are dependent. 

11. Environment

Measures  to  minimize  adverse  impacts  on  human  health  and  the  environment  shall  be  taken  throughout the value chain. This includes minimizing pollution, promoting an efficient and sustainable use of  resources,  including  energy  and  water,  and  minimizing  greenhouse  gas  emissions  in  production  and  transport. The local environment at the production site shall not be exploited or degraded.
National  and  international  environmental  legislation  and  regulations  shall  be  respected  and  relevant discharge permits obtained.

12. Corruption

Corruption in any form is not accepted, including bribery, extortion, kickbacks and improper private  or  professional  benefits  to  customers,  agents,  contractors,  suppliers  or  employees  of  any  such  party  or government officials.

13. Management systems of suppliers

The management system is key to the implementation of the code of conduct. Dyreparken emphasises the importance of suppliers having systems that support such implementation. Dyreparken’s expectations in this regard are summed up in the following measures:

* The supplier should make a centrally placed employee responsible for the implementation of the code of conduct in the supplier’s business.
* The supplier must make the code of conduct known in all relevant parts of its organisation.
* The supplier must obtain Dyreparken’s consent prior to outsourcing production or parts of production to a sub-­‐supplier/contractor, if this has not been agreed in advance.
* The supplier must be able to give an account of where goods ordered by Dyreparken are produced.

14. Animal welfare

Ethical aspects such as traceability, sustainability, safety, animal welfare, and labour and farm  conditions shall be taken into account when choosing suppliers of animal fibres (e.g. wool, mohair, silk) 
Only synthetic fur is to be used in the production of goods supplied to Dyreparken. 
Leather products ought to be manufactured using only the skins of utility animals such as pigs,   heep and cows, where the animals having been originally slaughtered for the meat market. 
Dyreparken shall not purchase leather, skins or animal fibres from areas known for bad farming  practices or for transporting animals under inhumane conditions. The use of unethical and inhumane production processes such as mulesing is not in accordance with the Dyreparken’s animal welfare policy.
Dyreparken is against animal testing and encourages all business partners to follow our policy on  this matter.

15. Confirmation

As partner of Dyreparken we declare to have read and understood Dyreparkens Code of Conduct and will work to comply with these regulations. We will also inform our suppliers and subcontractors of the Code of Conduct, and together with Dyreparken, make sure these also comply with the Code of Conduct.


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