Ethical Manufacturing

Oliver Cabell is commited to creating products with positive impacts for the environment, our customers and those individuals who help create it.

Oliver Cabell is committed to a safe and healthy work environment for all of our team members, whether they work within our offices or at the factories we choose to partner.  We require all vendors in our supply chain to abide by our Vendor Code of Conduct, which is based on International Labor Organization (ILO) core labor standards and requires compliance with all laws in each of the countries in which our factories operate and ensures programs are in place for continuous monitoring and improvement.

Oliver Cabell does not own the factories that make our products.  As our supply chain continues to evolve with the growth of our business, Oliver Cabell will choose to partner with groups who share our commitment to protecting the earth in the choices they make and share common values in how they treat their people and operate their businesses.

Oliver Cabell Code of Conduct

Our Code of Conduct extends beyond our factories to all subcontractors and sub-suppliers and it outlines our policies on the below and beyond:

Child Labor, Forced Labor & Human Trafficking, Wages & Benefits, Hours of Work, Freedom of Association & Rights to Collective Bargaining, Environmental Responsibility, Discrimination, Subcontracting, Law and Code Compliance, Health & Safety, Dormitories, Customs.

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Hours of Work

The number of regular hours worked per week shall not exceed forty-eight and the number of regular plus overtime hours shall not exceed sixty.  Workers have the right to at least 24 hours of consecutive rest in every seven-day period.  Overtime work shall not be required by employer and must be mutually agreed upon.  Vendors must inform Oliver Cabell if additional hours are required so that we may try to work together to reduce the frequency of excessive overtime.

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Freedom of Association & Collective Bargaining

All employees at Oliver Cabell factories have the right to freedom of association and collective bargaining and participation in workers’ unions, and organizations of their choice without harassment or penalty.  We recognize that freedom of association and expression are vital to sustained progress and a continuous exchange of information is the foundation for growth. 

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Environmental Responsibility

We recognize our business has a direct impact on environmental resources.  Water, energy use, material waste, chemical management and animal welfare are all environmental impacts for which we shall be accountable.  Manufacturing partners must have written environmental policies and standards in place and shall adhere to the local regulations around water use and impact and shall responsibly handle effluents with the highest level of integrity to preserve the environment.  Manufacturers are required to assign an authority or body to review best practices to ensure creative solutions are developed to ensure the safety of workers and the security of environmental resources. Oliver Cabell seeks to partner with vendors that implement systems to minimize the negative impact of their operations on the environment. 

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Forced Labor / Human Trafficking

Employees shall be free to work at their will.  No forced labor, slave labor, prison labor, bonded labor or human trafficking will be used in the manufacture and finishing of Oliver Cabell products nor engage in human trafficking or slavery.  We require our partners take responsibility for the protection of free will and monitor third-party agents and recruiters to ensure people seeking employment are not coerced, intimidated, deceived or punished for holding or expressing political views in their search for employment.  All workers should have control of their citizenship documents at all times, and all labor contracts should be written in their native language clearly outlining the employment relationship.  In addition, Oliver Cabell vendors must not utilize or purchase materials from business partners utilizing forced labor.

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Child Labor

Child labor, defined as children under the age of 15 is strictly prohibited in any area of the workplace in order to provide safety and security to children and ensure proper mental development.  Our priority is to promote universal education for children under the age of 18 and participate in programs of sustained economic growth to promote social progress and poverty alleviation.  Partners must encourage and allow eligible workers, especially younger workers, to attend night classes, participate in work-study programs, and other government-sponsored educational programs.  In addition, they must maintain official documentation for each worker that verifies the worker’s date of birth.

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Dormitory facilities, if provided, must meet all applicable laws and regulations related to health and safety, including fire safety, sanitation, risk protection, and electrical, mechanical and structural safety.  Sleeping quarters must be segregated by gender.  Living space per employee in the sleeping quarters must meet both the minimum legal requirement, and the local industry standard.  Employees must be provided their own individual mats or beds.  Dormitory facilities must be well ventilated.  There must be windows to the outside, and air conditioners or heaters in all sleeping rooms for adequate circulation, ventilation, and temperature control.  Employees must be provided their own storage space for clothing and personal possessions.  Sleeping quarters must have adequate lighting.  Sufficient toilets and showers must be segregated by gender, and provided in safe, sanitary, accessible, and private areas.  Potable water or facilities to boil water must be made available to dormitory residents.  Residents must be free to come and go during their off-hours, under reasonable limitations imposed for their safety and comfort

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Wages and Benefits

Employees shall be compensated for the work administered in a regular work week, plus any overtime wages.  Compensation shall meet or exceed the legal minimum, industry standards, or collective bargaining agreements—whichever is higher.  Overtime rates are 150% of regular hourly rate.  Overtime rates begin when the daily working hours exceed eight hours in a day or forty hours in a week.  Employers shall consider appropriate steps towards achieving a decent living wage that covers not only minimum wage but allows employees to meet basic needs and allow for discretionary spending.  If compensation does not meet the employee’s basic needs, the vendor should develop and communicate a strategy to improve compensation such that it does.  Vendors must ensure that all wages are paid in a timely manner and that all legally mandated benefits, including holidays and leaves, are paid for when employment ends. Oliver Cabell will prioritize partners who pay wages and offer benefits programs that exceed legal requirements.

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