Supplier Code of Conduct

INTRODUCTION

This Code of Conduct is applicable to all suppliers, their subcontractors and other business partners that do business with Make Ready Sportswear, LLC, DBA Make Ready Range Wear (“MRRW”), registered in Travis County, Texas, USA.

MRRW’s business concept is to provide apparel and gear designed for shooting sports competitors. Our products must be manufactured in a way that is environmentally and socially sustainable. We are committed to working with our suppliers to achieve a long-term, sustainable social and environmental standard in the factories that manufacture MRRW’s products and in the operations of other business partners. 

This Code of Conduct specifies what we require from our suppliers, their subcontractors and other business partners. It is the responsibility of MRRW’s suppliers and other business partners to inform their subcontractors about MRRW’s Code of Conduct, and to ensure that these are implemented in every factory and workplace that produces, finishes, packs or otherwise handles goods or performs services for MRRW. 

Our requirements are based on internationally agreed upon standards including the Universal Declaration of Human Rights, The UN Convention on the Rights of the Child and applicable ILO Conventions, as well as national legislation. 

1.  LEGAL REQUIREMENTS

Our general rule is that all our suppliers and other business partners must, in all their activities, follow the national laws in the countries in which they operate. Should any requirement in this Code conflict with the national law in any country or territory, the law must always be followed. In such cases the supplier must notify MRRW immediately, before signing this Code. However, MRRW's requirements may go beyond the requirements set out in national law. 

2.  CHILD LABOUR IS NOT ACCEPTED

(Refer to ILO Conventions 138 and 182 and to the UN Convention on the Rights of the Child)

2.1  Child Labor

MRRW does not accept child labor. No person shall be employed at an age younger than 15 (or 14 where the national law so allows) or younger than the legal age for employment if this age is higher than 15. The company must take the necessary preventive measures to ensure that it does not employ anyone below the legal age of employment.

2.2  Young Workers

All legal limitations on the employment of persons under the age of 18 years must be followed. We acknowledge that according to the UN Convention on the Rights of the Child, a person is a child until the age of 18. We recognize the rights of every child to be protected from economic exploitation and from performing any work that is likely to be hazardous or to interfere with the child's education, or to be harmful to the child's health or physical, mental, spiritual, moral or social development.

3.  HEALTH AND SAFETY

3.1  Building Safety

We require our suppliers and other business partners to make employees' safety a priority at all times. No hazardous equipment or unsafe buildings are accepted.

3.2  Fire Safety

Emergency exits on all floors must be clearly marked, well-lit and unblocked all the way out of the building. Evacuation through emergency exits must always be possible during working hours. Everyone working on the premises, including managers and guards, must be regularly trained in how to act in case of fire or other emergency. Regular evacuation drills for all employees are required; evacuation plans and firefighting equipment must be in place.

3.3  Accidents and First Aid 

The employer must work proactively to avoid accidents causing harm to any employee in the workplace. Relevant first aid equipment must be available and where legally required a doctor or nurse should be available during working hours.

3.4  Working Environment

The premises must be regularly maintained and cleaned and must provide a healthy working environment.

4.  WORKERS' RIGHTS

4.1  Basic Rights

4.1.1 We do not accept any forms of forced or bonded labor, and we do not accept the use of prison labor or illegal labor in the production of goods or services for MRRW. (Refer to ILO Conventions 29 and 105)

4.1.2 Migrant workers shall have the same entitlements as local employees. Workers employed through an agent or contractor are the responsibility of MRRW’s supplier and other business partners and are thus covered by this Code.

4.1.3 Every employee shall be treated with respect and dignity. Under no circumstances do we accept the use by our suppliers, their subcontractors or other business partners of humiliation or corporal punishment, and no employee shall be subject to physical, sexual, psychological, or verbal harassment or abuse.

4.1.4 All employees have the right to form or join associations of their own choosing, and to bargain collectively. MRRW does not accept disciplinary or discriminatory actions from the employer against employees who choose to peacefully and lawfully organize or join an association.

(Refer to ILO Conventions 87, 98 and 135)

4.1.5 No employee shall be discriminated against in employment or occupation on the grounds of sex, race, color, age, pregnancy, sexual orientation, religion, political opinion, nationality, ethnic origin, disease, or disability. (Refer to ILO Conventions 100 and 111)

4.1.6 All employees are entitled to a written employment contract, in the local language, stipulating the employment terms and conditions. The employer has a responsibility to ensure that all employees are aware of their legal rights and obligations.

4.2  Wages, Benefits, Working Hours and Leave

4.2.1 Wages must be paid regularly, on time, and must reflect the experience, qualifications, and performance of the employee. MRRW’s minimum requirement is that employers shall pay at least the statutory minimum wage, the prevailing industry wage or the wage negotiated in a collective agreement, whichever is higher. All other types of legally mandated benefits and compensations shall be paid. No unfair deductions are allowed, and the employee has the right to a written specification of how the wage has been calculated.

4.2.2 Ordinary working hours must not exceed the legal limit and shall never exceed 48 hours per week. Overtime hours must not exceed the numbers allowed by the law of the country. If such limits do not exist, overtime work should not exceed 12 hours per week. Overtime work must always be voluntary and compensated for in accordance with the law. Piece-rate work should not be exempted from the right to overtime compensation. Employees are entitled to at least one day off in every seven-day period.

4.2.3 The employees shall be granted and correctly compensated for any types of paid leave to which they are legally entitled. Examples of such leave include annual leave, maternity/parental leave and sick leave.

5.  HOUSING CONDITIONS

If a company provides housing facilities for its employees, the requirements regarding fire safety and cleanliness under point 3 above should also cover the dormitory. The dormitory must be separated from the workplace and have a separate entrance. Employees should have free access to the dormitory.

6.  ENVIRONMENT

Our suppliers must comply with all applicable environmental laws and regulations in the country of operation.

6.1  Environmental Permits

The company must have the relevant environmental permits and licenses for its operations.

6.2  Handling of Chemicals 

Chemical containers must be properly labelled and safely stored. A material safety data sheet (MSDS) must be available (in the local language) in the workshop. The instructions in the MSDS must be followed. (Refer to ILO Convention 170)

6.3  Water Management and Wastewater Treatment

All outgoing wastewater from wet processes must be treated before it is discharged. The treated wastewater quality must meet the requirements in local.

6.4  Waste Management

Any waste, and in particular hazardous waste, must be taken care of in a responsible manner and in accordance with local law.

7.  SYSTEMS APPROACH

In order to maintain compliance with MRRW’s Code of Conduct, local labor laws and environmental laws, it is important that MRRW’s suppliers and other business partners have the necessary policies and management systems in place.

8.  MONITORING AND ENFORCEMENT

8.1  Transparency and Cooperation

MRRW expects all its suppliers and other business partners to respect this Code of Conduct and to actively do their utmost to achieve our standards.  We also expect our suppliers and other business partners to be transparent. We believe in cooperation, and we are willing to work with our suppliers and other business partners to achieve sustainable solutions and to promote suppliers and other business partners who are in compliance.

8.2  Monitoring 

All suppliers and other business partners are obliged to keep MRRW informed at all times of where each product is being produced. Relevant documentation must be maintained for auditing purposes.

8.3  Supply Chain  

MRRW’s Code of Conduct applies only to our direct suppliers, other business partners and manufacturers of goods or services for MRRW and their downstream subcontractors.  However, we encourage our suppliers and other business partners to impose social and environmental requirements upstream in their supply chain, for example on suppliers of fabric, labels, leather, wood, cotton and other components and raw materials. Examples of such requirements include banning the use of forced labor and child labor, chemical restrictions, and treatment of wastewater.

8.4  Corrective Action

Unwillingness to cooperate or repeated serious violations of MRRW’s Code of Conduct and local law may lead to reduced business and ultimately termination of the business relationship with MRRW.