GUIDELINES FOR SUPPLIERS

 

Fritz Hansen Toys AS is committed to operating a sustainable business that prioritizes the well-being of people, society, and the environment. To support this goal, Fritz Hansen Toys has developed guidelines for its suppliers to follow in order to ensure that its supply chain aligns with these values.

 

In order to achieve sustainability, Fritz Hansen Toys works closely with its suppliers and business partners, recognizing that cooperation within the supply chain is essential for responsible business practices and for meeting the UN's sustainability goals. Fritz Hansen Toys expects its suppliers and partners to adhere to its guidelines for sustainable business practices, which cover areas such as human rights, labor rights, anti-corruption, animal welfare, and the environment.

 

Suppliers are expected to actively work towards reducing any negative impact they may have on people, society, and the environment through due diligence assessments and by implementing measures to prevent and mitigate such impacts. They are also expected to be willing and able to continuously improve their practices through cooperation with Fritz Hansen Toys. If a supplier does not show a willingness or ability to comply with these guidelines, Fritz Hansen Toys may end the business relationship or cooperation.

 

To ensure transparency and accountability, Fritz Hansen Toys requires its suppliers to have a system in place for handling complaints related to human rights, employee rights, the environment, and corruption. In addition, Fritz Hansen Toys advises its suppliers to avoid trading with partners that operate in countries subject to trade boycotts by the UN or the Norwegian government.

 

1. Forced labour/slave labor (ILO Convention No. 29 and 105)

1.1. There must not be any form of forced labour, slave labor or involuntary labour.

1.2. Employees must not be required to provide a deposit or identification documents to their employer and should be able to terminate their employment with reasonable notice.

 

2. Trade union organization and collective bargaining (ILO Conventions No. 87, 98, 135, and 154)

2.1. Workers have the right to freely join or establish trade unions and to engage in collective bargaining without interference from the employer.

2.2. Trade union representatives must not face discrimination or be prevented from performing their duties.

2.3. If the right to free organization and collective bargaining is restricted by law, the employer must support alternative methods for free and independent organization and negotiation and must not block these efforts.

 

3. Child labor (UN Convention on the Rights of the Child, ILO Conventions No. 138, 182, and 79, ILO Recommendation No. 146)

3.1. The minimum age for employment should not be less than 15 years old, or the minimum age for compulsory school attendance, whichever is higher. If the local minimum age is 14 in accordance with the exception in ILO Convention 138, this can be accepted.

3.2. Recruitment of child workers below the minimum age should not occur.

3.3. Children under the age of 18 must not perform work that poses a risk to their health, safety, or morals, including night work.

3.4. Plans should be developed to quickly eliminate any instances of child labor that violate ILO Conventions 138 and 182. These plans should be documented and shared with relevant staff and stakeholders. Support schemes should be put in place to provide children with education until they are no longer of compulsory school age.

 

4. Discrimination (ILO Conventions No. 100 and 111, UN Convention on Discrimination against Women)

4.1. Employment, pay, training, promotion, dismissal, and retirement should not be based on factors such as ethnicity, caste, religion, age, disability, gender, marital status, sexual orientation, trade union work, or political affiliation.

4.2. Measures should be put in place to protect against sexually intrusive, threatening, insulting, or exploitative behavior, as well as against discrimination or dismissal on unfair grounds such as marriage, pregnancy, parenthood, or HIV status.

 

5. Physical abuse and punishment (Universal Declaration of Human Rights/UDHR)

5.1. Physical abuse or punishment, or the threat of physical abuse, is not allowed. This includes sexual or other forms of abuse and any other type of humiliation.

 

6. Health, environment and safety (ILO Convention No. 155 and Recommendation No. 164)

6.1 The health, safety, and environment of workers must be prioritized by making efforts to provide a safe and healthy working environment, properly handling hazardous chemicals and substances, and taking necessary measures to prevent and minimize accidents and health damage.

6.2 Workers must receive regular and documented training in health and safety, and this training must be provided to newly employed and redeployed workers.

6.3 Access to clean and sanitary facilities, including clean drinking water and if necessary, facilities for the safe storage of food, must also be provided to workers.

6.4 If the employer provides accommodation, it must be clean, safe, adequately ventilated, and have access to clean sanitary facilities and clean drinking water.

 

7. Salary (ILO Convention No. 131)

7.1 Workers must be paid a wage that meets or exceeds national minimum wage regulations or industry standards for a normal work week. The salary must be sufficient to cover basic needs and allow for some savings.

7.2 The terms of salary and payment must be agreed upon in writing before the start of work, and the agreement must be understandable to the employee.

7.3 Salary deductions as a disciplinary measure are not allowed.

 

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

8.1 Working hours should be in accordance with national laws or industry standards and should not exceed the limits set by relevant international conventions. The normal number of working hours per week should not exceed 48 hours.

8.2 Workers should have at least one day off per week.

8.3 Overtime should be limited and voluntary, with a recommended maximum of 12 hours per week for a total of 60 hours per week. Exceptions to this may be allowed if they are regulated by a collective agreement or national law.

8.4 Workers must receive overtime pay for any hours worked beyond normal working hours, at a rate at least in line with current laws.

 

9. Regular employment

9.1 Obligations towards workers, as outlined in international conventions, national laws, and regulations on regular employment, must not be avoided by using short-term engagements, subcontractors, or other employment relationships.

9.2 All workers are entitled to an employment contract in a language they understand.

9.3 Apprenticeship programs should be clearly defined in terms of duration and content.

 

10. Marginalized population groups

10.1 The extraction and use of natural resources should not lead to the destruction of the resource base or income for indigenous people or other marginalized population groups. This

may include actions such as confiscating large areas of land or using natural resources irresponsibly, which can negatively impact these population groups.

 

11. Environment

11.1 Efforts should be made to reduce the negative environmental impact throughout the value chain. In accordance with the precautionary principle, measures should be implemented to minimize greenhouse gas emissions, local pollution, and the use of harmful chemicals, pesticides, and to ensure sustainable resource extraction and management of water, sea, forests, and land, as well as conservation of biodiversity.

11.2 It is important to comply with national and international environmental legislation and regulations and to obtain necessary emission permits.

 

12. Corruption

12.1 Bribery in any form, including using alternative channels to secure illegitimate private or work-related benefits for customers, agents, contractors, suppliers, or their employees and public officials, is not acceptable.

 

13. Animal welfare

13.1 Animal welfare should be respected, and measures should be taken to minimize the negative impact on the welfare of production and working animals.

13.2 It is important to comply with national and international animal welfare legislation and regulations.

 

As a supplier/partner, we confirm our commitment to adhering to FRITZ HANSEN TOYS’ guidelines for suppliers, including principles for sustainable business practices, and pledge to work diligently and systematically towards compliance.

 

Date: ______________________

Place: _____________________

Name: _____________________

Company name: _________________________

Signature: ___________________

2023-05-03