We are demanding! We want to deliver products that are different, durable, of high quality and manufactured with a clear conscience.

SUSTAINABILITY IN PROMOTIONAL CLOTHING

We are aware that it is not possible for us as a company to act completely sustainably, as we put clothing into circulation that is inevitably associated with social and environmental impacts. Sustainability in promotional clothing is all about staying true to your principles and convictions. All employees – including those of our suppliers -, living beings and our environment should be treated with the same respect that we expect for ourselves and that they deserve. It is about preserving our immediate environment and dealing with it in a way that ensures it continues to exist for future generations. The best way to achieve this goal is to know your suppliers and partners well – preferably personally. The principles that guide our actions can be found in our
DECLARATION OF PRINCIPLES
. We rely on personal relationships with our producers with verifiable and traceable responsibility. Help us to preserve our habitat with sustainable promotional clothing!

You can purchase items from us that meet the
GOTS
,
GRS
or
GRÜNER KNOPF
standard to increase the sustainability of promotional clothing. Of course, we can also design textiles according to your own ideas and have them labeled with an appropriate certificate.

We try to prevent human rights violations and breaches of environmental standards in our own business operations and in our supply chain, to strengthen human rights and to take remedial action if violations occur. As 90% of our custom-made products are manufactured in Europe, we are particularly committed to fair textile production here. In Portugal, our focus is on working hours, occupational safety and living wages. In North Macedonia, we pay particular attention to living wages, as there is still a large discrepancy between minimum wages and the living wage. Here you can find our

Strategy for the promotion of living wages

.

We have nothing to hide and work with maximum transparency! You can find some information in our

SUSTAINABILITY REPORT

. Ask us if you would like more information.

With our textiles, you can be sure that the sustainability of promotional clothing complies with the guidelines of our declaration of principles and the following code of conduct:

CODE OF CONDUCT

PREAMBLE

Respectful and cooperative collaboration as well as the conscious perception of social responsibility form the basis for long-term corporate success.
textilekonzepte GmbH (hereinafter referred to as “textilekonzepte”) is committed to its social responsibility, its responsibility towards its own company and its own employees, towards its customers and suppliers and towards the environment as part of its business activities.
In the Code of Conduct, textilekonzepte sets out the key principles and basic rules for its own actions and for the conduct of the management and all employees towards employees, colleagues, business partners, customers, suppliers and the public.
The Code of Conduct is based on the internationally recognized principles for the protection of human and labour rights, as expressed in the United Nations Universal Declaration of Human Rights, the core labour standards of the International Labour Organization (ILO), the UN Guiding Principles on Business and Human Rights and the OECD Guidelines for Multinational Enterprises. The code is also based on relevant international agreements on environmental protection.

COMPLIANCE WITH LAWS

textilekonzepte undertakes to comply with the national and international laws and other relevant regulations of the countries in which it operates in all its business activities and decisions. It observes the applicable legal prohibitions and obligations at all times, even if this entails short-term economic disadvantages or difficulties for the company or individuals. textilekonzepte takes care – especially in countries with a weak state structure – to comply with the principles of this Code of Conduct in its own actions and encourages its business partners to do the same.

RESPECT FOR HUMAN RIGHTS

The protection of human rights is the duty of the respective states in which companies are economically active. In support of this duty of the state to enforce human rights on its territory, textile concepts respect human rights. The company’s activities should avoid adversely affecting the human rights of others and address adverse human rights impacts in which they are involved.
In order to fulfill its responsibility to respect human rights, textilekonzepte exercises due diligence in the area of human rights, taking into account the risk of serious human rights impacts and the nature and context of its business activities. Due diligence includes procedures to identify, prevent, mitigate and, where appropriate, remedy potential adverse human rights impacts and extends to those adverse human rights impacts that textile concepts itself causes or contributes to or that are directly linked to its business activities, products or services as a result of its business relationships.

Environmental protection

textilekonzepte complies with the applicable laws, regulations and administrative practices for the protection of people and the environment in the countries in which it operates. It generally conducts its business activities in such a way that it contributes to the general goal of sustainable development. textilekonzepte is committed to the continuous and long-term improvement of its environmental performance by promoting the introduction of appropriate technologies and production processes that enable the efficient use of natural resources and energy, water consumption and the minimization of emissions.
Proper disposal of waste and possible reuse of materials in the context of the circular economy are important, provided this is possible due to local conditions. It is our goal that our suppliers, taking into account their financial, geographical and innovative capabilities, always focus on minimizing their environmental impact.

CORRUPTION

textile konzepte takes a stand against all forms of corruption, including extortion and bribery.
Suppliers and subcontractors of textile konzepte must combat all forms of corruption, bribery and extortion. This also includes payments or other benefits to representatives of public authorities with the aim of influencing decisions.

MINIMUM SOCIAL REQUIREMENTS

The following social criteria apply to all stages of textile processing, textile manufacturing and the textile trade in which workers are employed.

SCOPE OF APPLICATION

textilekonzepte observes the ILO core labor standards and creates a safe and humane working environment.

EMPLOYMENT IS VOLUNTARY

There is no forced or slave labor. Workers may not be forced to leave a “deposit” or their identity papers with their employer and may leave their employer after a reasonable notice period.
textile konzepte does not work with companies that use forced labor, withhold identity papers or employees’ wages in order to force employees to work. Neither the company nor any entity that provides labor to the company may support or be involved in human trafficking.
textile konzepte treats its employees with dignity and respect. The company must neither engage in nor tolerate corporal punishment, psychological or physical coercion or verbal abuse of staff.
This is done in accordance with the European Convention on Human Rights of 4 November 1950, the International Covenant on Civil and Political Rights of 16 December 1966 (UN Civil Covenant), ILO Convention No. 29 of 28 June 1930 on Forced Labor and ILO Convention No. 105 of 25 June 1957 on the Abolition of Forced Labor.

FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING

Without exception, workers have the right to join or form trade unions of their own choosing and to bargain collectively.
The employer adopts an open attitude towards the activities of trade unions and their organizational activities.
Employee representatives are not discriminated against and have the opportunity to perform their representative functions in the workplace.
Where the right to freedom of association and collective bargaining is restricted by law, the employer shall facilitate and not hinder the development of analogous structures for independent and free association and collective bargaining.
This is in accordance with ILO Conventions11, 87, 98, 135 and 154.

SAFE AND HYGIENIC WORKING CONDITIONS

A safe and hygienic working environment must be provided, taking into account the current state of the art and knowledge of all specific hazards. Suitable personal protective equipment must be made available to workers and it must be ensured that it is used when necessary. Appropriate measures must be taken to prevent accidents and health hazards arising from, associated with or occurring in the course of work by minimizing as far as reasonably practicable the sources of danger inherent in the working environment.
The relevant safety data sheets (SDS) must be kept for all chemical substances and preparations used and it must be ensured that the relevant health and safety regulations for the storage and handling of these chemicals are met.
Employees must receive regular, recorded health and safety training, including fire and evacuation drills. These instructions must be repeated for new employees or employees who are assigned new tasks.
Access to clean toilet facilities and drinking water and, where appropriate, to rest areas, eating areas and hygienic food storage facilities must be provided. If accommodation is provided, it must be clean and safe and meet the basic needs of employees.
The company responsible for compliance with the Code must appoint a senior manager as a health and safety representative.
This corresponds to ILO Conventions 155 and 184 and ILO Recommendations 164 and 190.

No child labor

No children may be employed. Any form of exploitation of children is prohibited.
The companies where child labor has already been performed must develop (or participate in) policies and programs that promote the development of the children concerned and that ensure that every child who has performed child labor is given the opportunity to begin an appropriate education and to continue it at least until he or she is an adult;
Children and young people under the age of 18 are not allowed to work at night or under dangerous conditions.
These policies and measures, including the interpretation of the terms “child” and “child labor”, must comply with the provisions of ILO standards 138 and 182.

LIVING WAGES

Wages and salaries paid for a normal working week meet at least the national legal standards or industry rates, whichever is higher. In any case, wages should always be sufficient to meet basic needs and include a certain amount for free disposal.
All employees must receive written and understandable information about their terms and conditions of employment, including wages, before accepting employment. Details of their wages for the relevant payroll period (wage statement) must be submitted with each payment.
Deductions from wages as a disciplinary measure are not permitted. Wage deductions that are not provided for by national legislation are not permitted without the express permission of the employee concerned. All disciplinary measures must be documented.

NO EXCESSIVE WORKING HOURS

Working hours are in accordance with national laws or industry tariffs, whichever provides greater protection. Under no circumstances may employees regularly work more than 48 hours per week and must receive at least one day off per week on average. Overtime must be voluntary and may not exceed 12 hours per week. Overtime may not be demanded on a regular basis and must always be compensated with a wage supplement.
This is in accordance with ILO Conventions12, 26, 101, 102 and 131.

SUBCONTRACTING

Subcontracting may only take place after consultation with textilekonzepte. If approved, the subcontractor is obliged to comply with the entire Code of Conduct in the same way as the contractor.

THERE IS NO DISCRIMINATION

There is no form of discrimination, e.g. with regard to recruitment, remuneration, access to training, promotion, dismissal or retirement on the basis of race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, trade union membership or political orientation.
textile concepts must ensure that the company does not discriminate when hiring, firing, transferring, training, promoting, remunerating, retiring, setting working conditions or developing skills. All decisions regarding recruitment, promotion, dismissal, remuneration or other working conditions are based on relevant and objective criteria.
This corresponds to ILO Conventions 100, 111, 143, 158, 159, 169 and 183.

REGULAR EMPLOYMENT IS OFFERED

In every possible respect, work must be carried out on the basis of recognized employment relationships as established by national law and practice. The obligations to employees under labor and social law arising from the regular employment relationship may not be circumvented by unilateral contracts binding only the employees, contracts with subcontractors, homeworking arrangements or by training programs that are not genuinely aimed at imparting skills or regular employment. Nor should any of these obligations be circumvented through the excessive use of temporary contracts. Rough or inhumane treatment is not permitted
Physical abuse or discipline, threats of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation are prohibited.

SOCIALLY RESPONSIBLE MANAGEMENT

Companies must have a declaration of social responsibility to ensure that the social criteria can be met. They are obliged to support the implementation and monitoring of the social criteria by:

– the appointment of a person responsible for the area of corporate social responsibility
– monitoring compliance with the social criteria and implementing the necessary improvements at the respective operating sites.
– Locations
– informing its employees about the content of the social criteria in the respective common national language(s)
– Complete records of names, ages, working hours and wages for each employee
– authorization for the appointment of an employee representative for social issues by the workforce, who can provide feedback to management on the implementation of and compliance with the social criteria
– Recording and investigating complaints from employees or third parties in connection with compliance with the social criteria and recording all necessary improvement measures to be taken as a result of these complaints
– the waiver of disciplinary measures, dismissals or other forms of discrimination against employees who provide information regarding compliance with the social criteria.

Contact: Claudia Schulz claudia.schulz@textilekonzepte.de tel. +49 (0)40-89004151

Sustainability in promotional clothing is an important part of our company philosophy.

Signatur_CoC-300x182
Cookie Consent with Real Cookie Banner