1. Introduction

Coop Norge SA believes in social accountability. An important aspect of social accountability is the working situation for the workers taking part in the production of the products sold by Coop Norge SA. The aim of Coop Norge SA is to develop an effective partnership with its suppliers in order to secure decent working conditions for anybody involved in the production of the products sold by Coop Norge SA.

   

Coop Norge SA has been inspired to create this Code of Conduct by the different international laws, treaties and conventions covering social accountability. These are the relevant ILO conventions and the United Nations’ Universal Declaration of Human Rights.

   

The Coop Norge SA Code of Conduct defines certain standards with which Coop Norge SA expects its suppliers to comply. Coop Norge SA is making its suppliers aware of the standards through distribution of this Code of Conduct. The suppliers of Coop Norge SA must continuously work to ensure that the production of their products takes place in compliance with the Coop Norge SA standards as defined in this Code of Conduct and they must ensure that their subcontractors comply with the Coop Norge SA standards. Contract workers, day labourers and casual workers of the suppliers and their subcontractors must all be included in the work. [1]

   

Where improvement is necessary, Coop Norge SA will agree with the supplier a programme to deliver and sustain improvements. Suppliers are required to reach the Coop Norge SA standards as defined in this Code of Conduct within a reasonable timeframe and this will be a prerequisite for further trading with Coop Norge SA. Failure to improve conditions and gain noticeable headway will lead to considerations from Coop Norge SA as to whether to end its business relationship with the supplier.

   

2. National laws and the Coop Norge SA standards defined in this Code of Conduct

As a general rule the supplier and the supplier’s subcontractors must follow their respective national laws. When a relevant national law and one of the Coop Norge SA standards as defined in this Code of Conduct address the same issue, the more stringent of the two should be applied.

   

If any contradiction is found between a relevant national law and one of the Coop Norge SA standards as defined in this Code of Conduct the supplier must inform Coop Norge SA and give all relevant details of the contradiction.

   

3. The Coop Norge SA standards

   

The Coop Norge SA standards are as follows:

   

1.Employment shall be freely chosen – no forced labour

The supplier shall not be engaged in or supporting the use of forced labour (personnel who have not offered their labour voluntarily) or who suffer illegal restriction by not being free to withdraw from the labour contract. Workers shall not required to deposit money or property or their identity papers with their employer and shall be free to leave their employer after reasonable notice.

   

2.The right to organise and to bargain collectively

Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively. If these rights are limited by law the employer shall facilitate and under no circumstances hinder parallel means for independent and free association and bargaining. Workers representatives must not be discriminated against and shall have access to carry out their representative functions

   

3. No child labour

Business will be avoided with any company engaged in the use of child labour (as defined in the next paragraph) for production of any product of whatever nature.

 

According to the UN Convention of The Rights of Children and ILO Conventions 138 and 182, children under the age of 18 shall not be employed in work that may put their health or safety in danger, including night work. Children under 15 years (14 in some developing countries) shall not be employed in work that may harm their health and/or education.

   

New recruitment of child labour that does not conform to the above conventions will not be accepted. If such child labour is already taking place, work for immediate phasing-out should be initiated. Work will also be put down in order to ensure arrangements for providing subsistence and education for children until no longer of compulsory school age.

 

4. No discrimination

There shall be no discrimination based on ethnic origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation. The company shall hire the personnel based on their working capabilities and skills. All workers with the same experience and qualifications should receive equal pay for equal work.

 

Systems for protection against sexually intrusive, threatening, insulting or exploitive behaviour and against discrimination or unjust dismissal, e.g. on account of marriage, pregnancy, parenthood, HIV-positive status, should be established.

 

5. No harsh or inhumane treatment

Physical abuse or discipline and the threat of physical abuse shall be prohibited. The same applies to sexual or other harassment as well as other forms of intimidations.

 

6. Safe and hygienic working conditions

The supplier shall provide a healthy working environment and appropriate sanitary facilities, the workers’ safety being a priority. A system to detect, avoid or respond to potential threats to health and safety of all personnel should be established.

 

7. Living wage

Wages and benefits paid must meet, at a minimum, national legal standards or industrial benchmark standards, and always be enough to meet basic needs. Conditions in respect to wages shall be agreed upon before entering employment. Deductions from wages as a disciplinary measure shall not be permitted.

 

8. Working hours

Working hours shall be in accordance with national legislation or industrial standards and shall not exceed the working hours laid down in current international conventions (ILO Convention No. 1). It is recommended that working hours do not exceed 48 hours per week (8 hours per day). Employees shall have at least one day free per week. Overtime shall be limited. The recommended maximum overtime is 12 hours per week. Employees shall always receive overtime pay, at a minimum in accordance with current legislation.

 

9. Regular employment relations

To every extent possible, work performed shall be on the basis of recognised employment relationships that protect the employees’ rights and social security as established through national law and practice. Obligations to employees shall not be avoided through the use of labour-only contracting, sub-contracting, or other irregular labour relations.

   

4. Reporting and verification

Upon Coop Norge SA’s request, the supplier must report to Coop Norge SA in writing its level of compliance with each of the Coop Norge SA standards defined in this Code of Conduct and, if full compliance has not been achieved, what measures are being taken to achieve compliance with the standards and the time frame for implementation of such measures.

 

The supplier must, for inspection and verification purposes, allow Coop Norge SA or those authorized by Coop Norge SA unrestricted access to its facilities and to all relevant records at all times, whether or not notice is provided in advance.

 

[1] In some cases, political or cultural circumstances may make it difficult to comply with one or more of the Coop Norge SA standards or to obtain the identities of or contact with all subcontractors. In such cases, one must choose an alternative approach. Adobted by Coop Norge SA on 1 December 2004 Jan Lundgren Senior Vice President Food Claes Eriksson Senior Vice President Nonfood

  

  

Adobted by Coop Norge SA on 1 December 2004

   

Jan Lundgren Senior Vice President Food	Claes Eriksson Senior Vice President Nonfood