ZQ CODE OF CONDUCT
The New Zealand Merino Company Limited (NZM) Code of Conduct describes our ethical and sustainable business operations and equivalent expectation of all our supply chain partners.
Our purpose is to connect innovative brands, value chain partners and growers (farmers) to create a sustainable economic future for our communities, set the standard for animal welfare and protect our environment for future generations.
We seek to protect and promote the wool fibre industry by continually working toward global best practice and sustainable solutions with industry peers. To achieve this, we value our close relationships with stakeholders, that include our grower suppliers, supply chain partners and brand partners, to identify opportunities and a vision for the future.
NZM respect and reference the UN Global Compact Sustainable Development Goals to seek opportunities to align future goals and objectives in all areas of our business impact.
Employees earn a fair wage and our growers have access to income stability through our forward contract model. We promote safe and healthy workplaces for all.
Our main area of impact is through our growers and the unique challenges they face on their properties. Farm environment planning is required to identify issues, set goals and provide ongoing record of improvement.
Our business partners ethos must complement our core values, include an ethical and environmental approach to doing business, and have a commitment to sustainability including social, environmental and economic sustainability in general.
COMPLIANCE WITH THE LAW
There must be compliance with all relevant and applicable laws and regulations of the country or a higher standard.
Employers shall adopt and adhere to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labour and social security laws and regulations.
No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.
HARASSMENT OR ABUSE
Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
CHILD LABOUR & YOUNG WORKER
No person shall be employed under the age of 14 or under the age for completion of compulsory education, whichever is higher. Young workers will be protected by restriction of type of work and hours of work.
FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING
Employers shall recognise and respect the right of employees to freedom of association and collective bargaining.
HEALTH, SAFETY, AND WORKPLACE ENVIRONMENT
Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
Employers shall uphold the elimination of all forms of forced and compulsory labour.
HOURS OF WORK
Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular working week shall not exceed 48 hours and the sum of regular and overtime hours in a week shall not exceed 60 hours. All overtime work shall be consensual. 24 hours off in seven consecutive days of work is upheld.
Every worker has a right to compensation for a regular work week that is sufficient to meet the workers’ basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work to take appropriate actions that seek to progressively realise a level of compensation that does.
TRANSPARENCY & TRACEABILITY
Supply chain transparency and traceability must be in place to identify risk and mitigate non-compliance of applicable laws and regulations.
Approach to non-compliance must be one of continuous improvement which first seeks to remedy the situation through collaboration. Where there is continued evidence of no commitment to remedy the situation, an exit strategy from the relationship must be undertaken.
Egregious violations to this code of conduct must be reported to NZM within 48hrs of identification by any stakeholder. NZM reserve the right to determine the severity and impact of egregious violations which occur at any point of the supply chain where wool fibre has been supplied by NZM. In the event that an egregious violation is proved to have occurred, NZM reserve the right to cease all business.