Code of conduct

1. Introduction

This Code of Conduct has been formulated by and adopted by Avisera AB, referred to below as Avisera. Avisera is a Swedish registered corporation with corporate registration number 556441-9538. This Code of Conduct applies to all suppliers, their sub-contractors and all other business partners of Avisera, referred to below as supplier or suppliers. The Swedish and English versions of this Code of Conduct have the same validity.

Avisera’s business concept is to market brands with the help of carrier bags, bags, packaging tape and profile products. Avisera specialises in supplying high-quality products with minimum environmental impact – at every stage of the process. Avisera’s products shall, to the extent possible, be manufactured in an environmentally-friendly and socially sustainable way. Avisera wants working conditions for employees of suppliers to be good and that no one is denied their fundamental human rights or suffer injuries in any way. Avisera also does not accept child labour being utilised by suppliers.

To clarify Avisera’s standpoints we have formulated this Code of Conduct. The Code of Conduct defines the requirements that we place on suppliers. Avisera’s suppliers are obligated to inform the parties concerned regarding the Code of Conduct and ensure that it is adhered to. Avisera expects suppliers’ active participation in the fulfillment of the requirements in this Code of Conduct and in commitments to Avisera, Avisera’s customers, Avisera’s employees and other people.

2. Legal requirements

The supplier must comply with applicable legislation in all regards in each country of operation. All laws and legislation, including those relating to work, health, safety and the environment, must be observed.

Goods and services supplied to Avisera must be produced under conditions that are compatible with:

  • The UN Universal Declaration of Human Rights (1948)
  • The ILO (International Labour Organisation (ILO) eight core conventions on fundamental principles and rights at work) eight core conventions nos. 29, 87, 98, 100, 105, 111, 138 and 182
  • The UN Convention on the Rights of the Child, article 32
  • The labour protection and working environment legislation applicable in the country of manufacture
  • The labour legislation, including legislation on minimum wages, and social insurance protection applicable in the country of manufacture.
  • The environmental protection legislation applicable in the country of manufacture
  • The UN Declaration against Corruption

If this Code of Conduct is in any way contrary to the prevailing legislation in the country, the law prevails. In cases where the law takes precedence, the supplier shall notify Avisera.

3. The environment

Avisera is very interested in environmental issues and we work daily to minimise our impact on the environment. Avisera expects suppliers to have the same ambitions that it does. Suppliers shall constantly prevent pollution and take measures to minimise the negative impact on the environment. When requested, suppliers shall be able to show valid certificates for environmental work in accordance with internationally recognised standards.

Suppliers to Avisera shall follow environmental laws and environmental provisions that are applicable in the various countries of operation. Suppliers shall sort waste and promote recycling of materials and energy to the extent possible. Suppliers’ dangerous waste shall be handled in an environmentally acceptable manner. The suppliers shall also handle and store chemical products in an environmentally acceptable manner.

4. Child labour is not acceptable

Avisera does not accept child labour. According to the definition in the United Nation’s Convention on the Rights of the Child, all people up to the age of 18 are children and children have the right to be protected from being utilised for economic gain and the carrying out of work tasks, which are dangerous, hinder the child’s educational opportunities, damage the child’s health or restrict the child’s physical, mental, spiritual, moral or social development.

5. Workers’ rights

Avisera does not accept forced labour or hard labour in any form. Avisera does not accept physical punishment or any other form of mental, verbal or physical violence or threat of violence. We do not accept sexual harassment under any circumstances. All workers shall be treated with respect and dignity and shall not be discriminated against under any circumstances. No worker may be discriminated against due to; gender, race, skin colour, age, pregnancy, sexual orientation, religious beliefs, political views, nationality, ethnicity, illness or physical disabilities.

All workers have the right to organise and become affiliated with a union as well as negotiate collectively. Avisera will not accept that workers who organise are punished or disciplined by the employer.

Workers’ salaries shall be reasonable in relation to work carried out and the supplier shall pay the statutory minimum wage. Salaries shall be paid out on time and regularly. The country of operation’s working hour laws shall be followed and the scope of overtime work may not exceed the number of hours stated in the laws of the country of operation. Overtime work may be ordered within the framework of what the laws of the country of operation allow.

Statutory compensation for overtime work shall be paid out to workers. Workers shall obtain statutory vacation pay with the correct compensation for, for example, vacations and parental leave. If the supplier provides housing to the worker, the worker shall have free access to the housing and the housing shall be satisfactory from a security, hygiene and health viewpoint.

6. Worker health and safety

The workplace shall be clean and hygienic. The work environment shall be free of pollutants. Other physical conditions such as temperature, air exchange, noise and noise conditions shall give conditions for workers to maintain good health during working hours. Workers shall have access to necessary protective equipment. A first-aid kit shall always be accessible at the workplace. Suppliers shall actively prevent workers from being injured or killed through accidents at work.

Workers shall have access to clean toilets, clean water and also have the possibility to store food in an acceptable sanitary manner. All these conditions and prerequisites shall be offered without restrictions to the workers.
Human rights shall be respected at the workplace as well as in housing for the workers. All activities that are in violation of these human rights are forbidden.

Security of Employment
The supplier must endeavour to employ personnel for longer periods of time. Employees have a right to a written, negotiated employment contract. The employer must have at least the same notice period in relation to the employee as the employee has in relation to the employer.
Female employees must be entitled to take parental leave of absence based on applicable legislation in the country in which the supplier operates. Employees who take parental leave of absence are entitled to return to the workplace on the same terms as before the parental leave of absence. Employees must not be subjected to any discrimination or salary reductions linked to the fact that they are parents.

The supplier must ensure that the employee is covered by relevant State or private insurance that covers invalidity, accidents or pensions. Employees who are injured in the workplace or as a result of negligence or safety breaches must be compensated for their loss of income. In cases where the accident is fatal, that compensation must be paid to the family.

Animal products: Wool, feathers, leather and other animal products
All subcontractors of companies that adopt this code of conduct must agree to comply with national and international legislation regarding the protection of animals and must also adopt The five freedoms for animal welfare developed by the EU Farm Animal Welfare Council/World Organization by Animal Health. These are as follows:

  1.  Freedom from hunger or thirst by ready access to fresh water and a diet to maintain full health and vigour.
  2. Freedom from discomfort by providing an appropriate environment including shelter and a comfortable resting area.
  3. Freedom from pain, injury or disease by prevention or rapid diagnosis and treatment.
  4. Freedom to express normal behaviour by providing sufficient space, proper facilities and company of the animal’s own kind.
  5. Freedom from fear and distress by ensuring conditions and treatment which avoid mental suffering.

7. Inspections and compliance

Avisera expects suppliers to respect this performance code and that suppliers will do their utmost to adhere to these requirements. Avisera expects suppliers to show openness in questions that concern the Code of Conduct and that the suppliers will not mislead us in any way.
Avisera believes in a regular dialogue and close cooperation with suppliers in order to find acceptable and effective solutions in every individual case. Avisera’s promotion of cooperation with the supplier shall lead to sustainable and environmentally acceptable solutions that benefit Avisera, Avisera’s customers, Avisera’s suppliers and other people.

Avisera expects suppliers to continuously keep us informed about the manufacturing methods for manufactured products. Avisera will carry out annual supplier assessments. Avisera assumes that suppliers will answer truthfully to all questions, provide relevant information and submit relevant documentation to Avisera for assessment.

Avisera retains the right to make unannounced visits to suppliers at any time in order to check the application of this Code of Conduct. Avisera retains the right to engage an independent third party for the aforementioned inspections.

8. FSC® Policy

Avisera is neither directly nor indirectly involved in:

  • Illegal logging and trade in illegally logged timber or forest products;;
  • Violations of traditional and human rights in forestry;;
  • Destruction of great natural values in forestry;;
  • Significant transformation of forest to plantations or non-forestry;;
  • Introduction of genetically modified organisms in forestry;;
  • Violations of any of the ILO’s core conventions, according to the definition in the ILO’s declaration of fundamental principles and rights at work.