The Get the Gallop business concept stands for sustainability, social responsibility and transparency. Our Code of Conduct is the foundation of Get the Gallop's approach to ethical, transparent and responsible purchasing.

Get Gallop AB – Code of Conduct

Get the Gallop's Code of Conduct prioritizes high standards for fair, safe and healthy working conditions and environmental responsibility throughout our supply chain. Our Code of Conduct is based on international rules established by the International Labor Organization (ILO), the UN Universal Declaration of Human Rights, and the UN Convention on the Rights of the Child.

All suppliers are expected to commit to our Code of Conduct at all stages of production for Get the Gallop. Suppliers must also ensure that their subcontractors comply with our Code of Conduct. If it turns out that the code is not followed, we will agree with the supplier on corrective measures within a reasonable time. If the code is violated repeatedly, we will terminate the cooperation and cancel existing orders. The supplier's premises must always be available for inspection by Get the Gallop employees or a third party selected by Get the Gallop.

Suppliers must ensure compliance with national legislation.

1. Employment agreement

There should be a legally binding employment contract for each employee. All workers, including short-term and part-time workers, should receive a written contract of employment in the local language, setting out the terms of employment. The employer has a responsibility to ensure that all employees are aware of their legal rights and obligations.

2. Minimum age and regulations for young workers

Get the Gallop does not accept child labour. The employment age must be at least the age for completion of primary school and always at least 15 years. According to the UN Convention on the Rights of the Child, a person is a child up to the age of 18. All legal restrictions on the employment of persons under the age of 18 must be observed. Children aged 15-18 may not perform work which, by its nature or the circumstances in which it is performed, may harm their health or physical, mental, spiritual, social or moral development. Young workers must be given the opportunity to participate in training programs.

There shall be no forms of debt slavery, serfdom, forced labor, slavery or practices similar to slavery such as the sale and trafficking of children.

• ILO Conventions 138, 182 and 79 and the UN Convention on the Rights of the Child

3. Employment must be a free choice

There must be no use of forced labor or prison labor. These conditions must be met unconditionally for all workers, including temporary workers and contract workers. The employer is also not allowed to keep his employees' identity documents.

• ILO Conventions 29 and 105

4. No discrimination

All employment relationships must be based on the principle of equal opportunities, regardless of race, colour, sex, religion, political affiliation, trade union membership, nationality, pregnancy or childbirth, social origin or disability. There must be no discrimination in recruitment, salary policies, admission to training programs, employee promotion policies, termination and retirement policies.

• ILO Conventions 100 and 111

5. Freedom of association and the right to collective bargaining

The right of all workers to form and join trade unions must be respected. Employees' right to collective bargaining must not be prevented in any way. In situations where the right to freedom of association and collective bargaining is restricted by law, the employer must facilitate other forms of independent and free association and bargaining for all employees. The employer shall develop and implement effective grievance mechanisms to resolve internal disputes and employee grievances in a respectful and transparent manner. Employee representatives must not be discriminated against and must have access to all necessary workplaces to perform their role.

• ILO Conventions 87, 98, 135 and 154

6. Compensation

Wages and benefits paid for a typical work week must at least meet legal and industry minimum requirements. Living wages are a human right. Everyone should receive a salary that covers his or her basic needs. Get the Gallop strives to fulfill the Living Wage Incubator of the Fair Wear Foundation. Get the Gallop is committed to taking actual action to raise wages, instead of just talking about it. In cases where the minimum standard is not sufficient to cover the workers' basic needs and allow for discretionary income (some savings), the employer is encouraged to strive for a living wage . Deductions from wages that are not prescribed by national legislation are not allowed. Overtime must always be compensated. Employees should be informed of how their pay is made up and receive a payslip with this information. Workers should also be entitled to all legal social benefits, such as pensions and health benefits. These benefits must be clearly marked on the salary statement.

• ILO Conventions 26 and 131

7. Working hours

There must not be excessively long working hours. The regular working week must not exceed 48 hours or the maximum allowed by the law of the country of manufacture, whichever is less. Employees get at least 24 consecutive hours off during each seven-day work period. All overtime work must be done by agreement. Employers shall not request overtime hours on a regular basis. The sum of regular hours and overtime hours in a week must not exceed 60 hours or the maximum allowed by law in the country of manufacture, whichever is less. All employees must have the right to contractual holidays, sick leave and parental leave.

• ILO Conventions 1 and 14

8. Safe and healthy working conditions, no harassment or abuse

Get the Gallop requires suppliers to provide safe and healthy workplaces for their employees. The employer must implement effective regulations and routines to prevent accidents and minimize health risks. The employer must also make sure to cover any costs related to work incidents. First aid equipment should be readily available and a sufficient number of staff should be trained in basic first aid. The employer must provide adequate protective equipment where necessary and train workers to use it. Evacuation plans should be in place and well known to all workers, escape routes must be clearly marked and unobstructed, and firefighting equipment must be adequate. The temperature should be tolerable for work environments and the ventilation should be sufficient to keep the indoor air clean from any contamination from processes. The lighting must be sufficient for all workplaces. The employer must ensure free and unrestricted access to clean drinking water. Sanitary facilities must be clean and workers must have access without unreasonable restrictions. The number of sanitary facilities should be sufficient and segregated by gender.

Every employee must be treated with respect and dignity. No employee shall be subjected to any physical, sexual, psychological or verbal harassment or abuse.

• ILO Convention 155 and Recommendation 164

9. Living conditions

If housing is provided by the employer, the buildings must be safe and hygienic. Evacuation plans should be in place and well known to all workers, escape routes must be clearly marked and unobstructed, and firefighting equipment must be adequate. The living space per worker must meet the statutory minimum requirement. Sanitary facilities must be segregated by gender. There must be no restrictions on access to dormitories.

10. Environmental protection

Get the Gallop encourages progressive environmental work. As a minimum, national environmental legislation and standards in the country of operation must be followed. Get the Gallop prioritized and the most used certifications are GOTS, GRS, OCS, Oeko-Tex® standard 100 and FSC. All mentioned certificates require a higher position than national local regulations.

Waste management and disposal of chemical waste and other hazardous materials must be done in accordance with national laws. Discharge and wastewater management must meet or exceed local legal requirements. Relevant environmental permits and permits for the business must be collected.

11. Animal welfare

Suppliers must respect animal welfare and progressively work to adopt healthy and humane practices towards animals. All animals must be treated well and protected from suffering and disease. Animals should be kept in an environment that allows them to perform normal behavioral patterns. Get the Gallop only accepts leather from animals that have been raised for meat production. Material that comes from endangered animals according to CITES (Convention on International Trade in Endangered Species of Wild Fauna and Flora) is not allowed.

12. Management

Management must ensure a well-established and functioning anti-corruption policy and handling of any cases of corruption. Get the Gallop does not tolerate acts of corruption, extortion, embezzlement or bribery.

Functional means of two-way communication between management and workers must exist. Management must give everyone equal opportunities and employees must not be discriminated against. Management shall provide a system to collect complaints and suggestions from employees.

There should be an appointed person in a senior position with responsibility for social and environmental compliance and implementation of the code of conduct.

DISCIPLINARY ACTIONS

Disciplinary action may be taken by Get the Gallop in the following circumstances:

• Authorize or directly participate in actions that violate this Code of Conduct;
• Conceal a breach of this Code of Conduct;
• Refusing to cooperate in the investigation of a violation of the principles or actions set forth in this Code of Conduct;
• Failure to detect or report a subordinate's violation of this Code of Conduct in cases where such failure reflects inadequate supervision or oversight; or
• Retaliate, directly or indirectly, against an individual who reports a violation of this Code of Conduct.
• If appropriate, disciplinary action may include termination of employment.