Suppliers must ensure there is no forced, bonded or involuntary prison labour within the supply chain.

Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.

Workers, without distinction, irrespective of gender, have the right to establish or join trade unions or organisations of their own choosing in order to bargain collectively.

Trade unions or organisation members who collectively bargain are to be respected.

Representatives of trade unions or organisations who collectively bargain are not to be discriminated against and are to have free access to carry out their representative functions in the workplace.

Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder the development of parallel means for independent and free association and bargaining.

Employers are prohibited from the use of any form of physical violence, threats, intimidation, retaliation, harassment, or abuse against trade union or organisation representatives and members, irrespective of their gender, seeking to establish or join an organization of their choosing.

Child labour is prohibited. Suppliers must take reasonable steps to determine the age of employees working within their business. The age of any employee shall not be less than the local legal age for employment or completion of compulsory schooling, whichever is higher.

Employees working at night in hazardous conditions and/or with hazardous materials must be over the age of 18.

Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.

These policies and procedures shall conform to the provisions of the relevant International Labour Organisation (ILO) Standards.

Our suppliers must provide a safe and hygienic work environment. Adequate steps must be taken to prevent accidents and injuries 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.

Employees shall have access to regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

Access to clean toilet facilities, potable water, and if appropriate, sanitary facilities for food storage shall be provided.

The company observing the code shall assign responsibility for worker health and safety to a senior management representative.

Working hours must comply with local national laws, collective agreements and the provisions of overtime, whichever affords the greater protection to employees.

Wages and benefits paid must meet, at a minimum, national legal standards or industry benchmarks, whichever is higher.

Deductions from wages as a disciplinary action shall not be permitted nor shall any deductions from wages not provided for by local national law be permitted without the expressed permission of the worker concerned.

Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.

All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a while. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate.

The total hours worked in any seven-day period shall not exceed 60 hours, except where covered below:

Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where the following are met.

– This is allowed by national law

– This is allowed by collective agreement freely negotiated with the workers’ organisation representing a significant portion of the workforce;

– Appropriate safeguards are taken to protect the workers’ health and safety; and

– The employer can demonstrate that exceptional circumstances apply such an unexpected production peaks, accidents or emergencies.

Our suppliers must not discriminate in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home- working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed- term contracts of employment.

Discipline or physical abuse, the threat of abuse, physical, sexual or verbal, or other forms of harassment or intimidation shall be prohibited.

Unauthorised subcontracting is strictly prohibited. Intended use of subcontractors must be disclosed with Odet and may only proceed with Odet's prior approval.

Suppliers must comply with local and national environmental regulations regarding waste disposal, water usage and restricted substances.

Suppliers must not use harmful materials, dyes or chemicals that pose any risk to the health of workers or the environment during production, use or disposal.

Suppliers must remain updated with and comply to all current and specific legal requirements regarding restricted substances, such as but not limited to, lead, cadmium, nickel, phthalates, azo, and dispersed dyes, for the production of Odet product/s.

As regulations are continuously updated, our suppliers and their supply chain must remain diligent and adopt any new standards or changes.

Odet advocates for animal welfare and is of the belief that animals are entitled to human treatment, having the freedom to express normal behaviours. We are committed to ensuring cruelty-free practises where animal based raw materials are utilised. It is our expectation that our suppliers adhere to the highest standards of care for all animals within their supply chain. Products produced from animal based raw materials must meet the ethical welfare standards and practises that focus on the OIE Five Freedoms.

Suppliers must not use banned animal- derived materials including vulnerable or endangered species appearing on either the international union for the conservation of nature (IUCN) or the convention of international trade in endangered species (CITES) lists.

All materials supplied or procured must comply with international and local regulations.

Odet encourages suppliers to commit to their own internal code in addition to the odet scoc.

Odet requires suppliers to engage with an external auditing body periodically in order to verify compliance against globally recognised standards in labour, health and safety, environment and business ethics.

Our policy requires that all suppliers be open, transparent, and cooperative by allowing full access to facilities and provide full disclosure on all practices, locations and resources related to the production of Odet product/s. In the event of a breach of this code, a supplier’s relationship with Odet may be terminated. If it is found that a supplier has misled Odet relating to the terms of this code, Odet will seek recovery costs and damages.