OCH Orthopedics – Sustainable Business Practice Policy
OCH works to have a sustainable business practice that respects people, society and the environment. This policy document, including principles for sustainable business practices, forms the basis for our sustainability work.
OCH sees sustainable business practices as a prerequisite for sustainable development, which means that today's generations will be able to meet their needs without destroying the ability of future generations to have their tyres covered. The UN Sustainable Development Goals are the world's joint action plan for sustainable development. OCH is actively working on the sustainability goals.
OCH is a member of the Orthopedic Technical Association (OVL). OVL is a member of the Ethical Trade Norway. As a way, through its membership in OVL, OCH undertakes to actively work with due diligence assessments for sustainable business practices. Due diligence assessments are a risk-based approach to respecting and safeguarding people, communities and the environment in our own business and throughout the supply chain. We expect our suppliers and partners to follow the same approach.
Requirements for own business
OCH acknowledges that our business practices can have a potential negative impact on people, society and the environment. At the same time, we see our potential to contribute to positive developments in the supply chain. Based on this, we have prepared the following principles and requirements for our own business:
Due diligence assessments
OCH shall carry out due diligence assessments for sustainable business practices. That is: make their own risk assessments of negative impact on people, society and the environment, and stop, prevent and reduce such impact.
The measures are monitored and assessed the effectiveness of, and communicated to those affected. Where our activities cause or adversely affect people, communities or the environment, we will stop this activity and we will seek to recover the damage. Where the supplier is responsible for the negative impact/damage, the supplier is also responsible for recovery.
Responsible procurement practices
OCH considers responsible procurement practice to be one of our most important instruments in the work for sustainable business practices.
OCH will adapt our own procurement practices so that we strengthen, and not undermine, suppliers' ability to deliver on the demands we set to ensure good conditions for people, society and the environment. We will strive for long-term supplier relationships with suppliers who show particular willingness and ability to work with positive developments in the supply chain.
Free trade union and Worker's Discretion
OCH supports the right to free trade union and other forms of democratically elected worker representation. We will involve worker representatives and other relevant stakeholders in our work on sustainable business practices.
Supplier development and partnerships
In dialogue with suppliers, we will consider contributing relevant competence raising or resources that enable our suppliers to comply with OCH's requirements for supply chain conditions. In this way, we lay the foundation for good cooperation with suppliers who show particular willingness and ability to work with positive development for people, society and the environment in the supply chain.
OCH, including all employees, shall never offer or receive illegal or improper monetary gifts or other allowances in order to obtain business or private benefits for their own part or benefits to customers, agents orsuppliers.
Countries under trade boycott
OCH, including our suppliers and partners, shall avoid trading partners whose activities are in countries imposed trade boycotts by the UN and/or norwegian authorities.
Supply chain conditions requirements
We expect our suppliers and partners to work purposefully and systematically to comply with our supplier guidelines, including principles for sustainable business practices, covering basic human rights, workers' rights, anti-corruption, animal welfare and the environment. Our suppliers shall:
- Follow guidelines for suppliers, including principles for sustainable business practices.
- Work actively with due diligence assessments, that is: make their own risk assessments for negative impact on people, society and the environment, and stop, prevent and reduce such impact. The measures must be monitored and assessed the effectiveness of, and communicated to those affected. Where the supplier is responsible for the negative impact/damage, the supplier is also responsible for recovery.
- Demonstrate the will and ability to continuously improve people, society and the environment through cooperation.
- At the request of OCH could document how they themselves, and possibly subcontractors, work to comply with the guidelines.
If, after repeated inquiries, the supplier does not show the will or ability to comply with supplier guidelines, the termination of the contract may occur.
Principles of Sustainable Business Practice (Code of Conduct)
These principles of sustainable business practices are based on UN and ILO conventions and set minimum and not maximum standards. The legislation at the production site shall be respected. Where national laws and regulations cover the same issue as these guidelines, the highest standard shall apply.
- Forced labour/slave labour (ILO Convention Nos. 29 and 105)
1.1. There shall be no forced labour, slave labour or involuntary work.
1.2. Workers shall not be required to provide deposits or identity papers to the employer and shall be free to terminate the employment with a reasonable notice period.
- Trade union and collective bargaining (ILO Convention Nos. 87, 98, 135 and 154)
2.1. Workers shall, without exception, have the right to join or establish trade unions at will and to negotiate collectively. The employer shall not interfere with, prevent or oppose trade unions or collective bargaining.
2.2. Union representatives shall not be discriminated against or prevented from carrying out their union work.
2.3. If the right to free organisation and/or collective bargaining is limited by law, the employer shall facilitate, and not prevent, alternative mechanisms of free and independent organisation and negotiation.
- Child labour (UN Convention on the Rights of the Child, ILO Convention Nos. 138, 182 and 79, ILO Recommendation No. 146)
3.1. The minimum age of workers shall not be less than 15 years and in line with the national minimum age of employment, or; minimum age for compulsory schooling, with the highest age as applicable. If the local minimum age is set at 14 years in line with the exception of ILO Convention 138, this can be accepted.
3.2. Re-recruitment of child workers contrary to the above minimum age shall not take place.
3.3. Children under the age of 18 shall not perform work that harms their health, safety or morality, including night work.
3.4. Action plans shall be established for the rapid phasing out of child labour that are contrary to ILO Conventions 138 and 182. The action plans shall be documented and communicated to relevant staff and other stakeholders. Support schemes shall be facilitated where children are given the opportunity to be educated until the child is no longer of a schoolable age.
- Discrimination (ILO Conventions Nos. 100 and 111 and the UN Women's Discrimination Convention)4.1. There shall be no discrimination in terms of employment, remuneration, training, promotion, termination or retirement based on ethnicity, caste, religion, age, disability, gender, marital status, sexual orientation, union work or political affiliation.
4.2. Protection against sexually intrusive, threatening, abusive or exploitative behaviour shall be established, and against discrimination or termination on an unspeakable basis, e.g. marriage, pregnancy, parenthood or status of HIV infected.
Brutal treatment (Declaration of Human Rights/UDHR)
5.1. Physical abuse or punishment, or threat of physical abuse is prohibited. The same applies to sexual or other abuse and other forms of humiliation.
6. Health, safety and environment (ILO Convention No. 155 and Recommendation No. 164)
6.1. Efforts must be made to ensure workers a safe and healthy working environment. Hazardous chemicals and other substances should be handled securely. Necessary measures shall be taken to prevent and minimize accidents and health damage as a result of, or related to, workplace conditions.
6.2. Workers shall have regular and documented training in health and safety. Health and safety training should be repeated for new hires and relocated workers.
6.3. Workers shall have access to clean sanitary facilities and clean drinking water. If applicable, the employer shall also ensure access to facilities for the safe storage of food.
6.4. If the employer offers lodging, this shall be clean, secure, adequately ventilated and with access to clean sanitary facilities and clean drinking water.
- Salary (ILO Convention No. 131)
7.1. Wages of workers for a normal working week shall at least be in line with national minimum wage regulations or industry standard, the highest applicable. Wages should always be sufficient to meet basic needs, including some savings.
7.2. Wage ratio and payment of salary shall be in writing contractual before starting work. The agreement should be understandable to the worker.
7.3. Deductions in salary as disciplinary sanctions are not permitted.
- Working hours (ILO Convention Nos. 1 and 14)
8.1. Working hours shall be in line with national laws or industry standard, and do not exceed working hours in accordance with applicable international conventions. Normal working hours per week should usually not exceed 48 hours.
8.2. Workers must have at least one day off per 7 days.
8.3. Overtime shall be limited and voluntary. The recommended maximum overtime is 12 hours per week, i.e. total working hours of 60 hours per week. Exceptions to this may be accepted if it is regulated by a collective agreement or national law.
8.4. Workers shall always have overtime allowances during working hours above normal working hours (see section 8.1 above), minimum in accordance with applicable laws.
- Regular hires
9.1. Obligations to workers, in accordance with international conventions, national laws and regulations on regular employment shall not be circumvented through the use of short-term engagements (such as the use of contract workers, loose workers and day laborers), subcontraholders or other employment relationships.
9.2. All workers are entitled to a contract of employment in a language they understand.
9.3. Apprenticeship programme shall be clearly defined in terms of duration and content.
- Marginalised populations
10.1. The production and use of natural resources shall not contribute to the destruction of resource and income bases for indigenous peoples or other marginalised populations, for example by seizing large land areas, unjustifiable use of water or other natural resources on which population groups depend.
11.1. Negative environmental impact shall be reduced throughout the value chain. In line with the precautionary principle, measures must be implemented to continuously minimize greenhouse gas emissions and local pollution, the use of harmful chemicals, pesticides and to ensure sustainable resource extraction and management of water, sea, forests and land, and biodiversity conservation.
11.2. National and international environmental legislation and regulations shall be observed and relevant emission permits shall be obtained.
12.1. All forms of bribery are unacceptable, such as the use of alternative channels to secure illegitimate private or work-related benefits to customers, agents, contractors, suppliers or their employees as well as government officials/women.
- Animal welfare
13.1. Animal welfare shall be respected. Measures should be taken to minimise negative impact on the welfare of production animals and working animals.
13.2. National and international animal welfare legislation and regulations shall be observed.