CORPORATE SOCIAL RESPONSIBILITY POLICY AND CODE OF CONDUCT

Helmet Hoodie Corporate Responsibility Code (CR Code)

Helmet Hoodie was founded in 2019 and is committed to conducting its business in a socially responsible and ethical manner in strict adherence to the laws of the city of Los Angeles, the State of California, and the United States of America. Helmet Hoodie is registered with the Fair Labor Association as a licensee affiliate (FLA Affiliate ID #1387) and is committed to upholding the FLA Workplace Code of Conduct and the Principles of Fair Labor and Responsible Sourcing in facilities producing all of its products – collegiate and non-collegiate.

Helmet Hoodie has developed and adopted the following Corporate Responsibility Code (CR Code) to further strengthen our commitment of operating as a responsible business and improve responsible business practices in our supply chain. We are committed to a standard of excellence in every aspect of our business, including legal, ethical and responsible conduct in all of our operations.

Helmet Hoodie will meet or exceed the following standards:

  1. Employment Relationship

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 labor and social security laws and regulations.

  1. Nondiscrimination

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.

  1. No 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.

  1. No Forced Labor

There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.

  1. No Child Labor

No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.

  1. Freedom of Association and Collective Bargaining

Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

  1. Health, Safety and 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.

  1. Hours of Work and Overtime

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 work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.

  1. Compensation

Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s 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 benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.

  1. Publication

We will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to our employees, including the prominent posting of a copy of this Code of Conduct in a place readily accessible to employees at all times.

  1. Other Laws

We will comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise, as well as voluntary industry standards.

Furthermore, Helmet Hoodie has made a commitment to the Principles of Fair Labor and Responsible Sourcing and agrees to uphold the following Code of Conduct in our supply chain:

Principles of Fair Labor and Responsible Sourcing

  1. Top Management Commitment & Workplace Standards

Commitment to accountability and transparency through established workplace standards.

  1. Responsible Purchasing Practices

Commitment to align planning and purchasing practices with workplace standards.

  1. Responsibility & Head Office Training

Commitment to identify and train specific staff responsible for implementing workplace standards and responsible purchasing practices and provide training to all head office and regional staff.

  1. Supplier Training

Commitment to train relevant supplier management on workplace standards and track effectiveness of supplier workforce training.

  1. Monitoring

Commitment to conduct workplace standards compliance monitoring.

  1. Functioning Grievance Mechanisms

Commitment to ensure workers have access to functioning grievance mechanisms, which include multiple reporting channels of which at least one is confidential.

  1. Collection & Management of Compliance Information

Commitment to collect, manage, and analyze workplace standards compliance information.

  1. Timely & Preventative Remediation

Commitment to work with suppliers to remediate in a timely and preventative manner.

  1. Consultation with Civil Society

Commitment to identify, research, and engage with relevant labor non-governmental organizations, trade unions, and other civil society institutions.

  1. Verification Requirements

Commitment to meet FLA verification and program requirements.

 

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Helmet Hoodie Corporate Responsibility Code (CR Code) for Suppliers and Subcontractors

 

 

At Helmet Hoodie, we are committed to a standard of excellence in every aspect of our business, including legal, ethical and responsible conduct in all of our operations. We require our suppliers and subcontractors (Suppliers) to meet these high standards, and at a minimum, all Suppliers must operate in compliance with all applicable laws, regulations, and treaties. At a minimum, we require that all Suppliers involved in the manufacture of Helmet Hoodie’s merchandise meet the following standards:

 

  1. Employment Relationship

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 labor and social security laws and regulations.

 

  1. Nondiscrimination

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.

 

  1. No 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.

 

  1. No Forced Labor

There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.

 

  1. No Child Labor

No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.

 

  1. Freedom of Association and Collective Bargaining

Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

 

  1. Health, Safety and 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.

 

  1. Hours of Work and Overtime

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 work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.

 

  1. Compensation

Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s 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 benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.

 

  1. Publication

We will take appropriate steps to ensure that the basic principles of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct, in the local language and in a place readily accessible to employees at all times.

 

  1. Other Laws

We will comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise, as well as voluntary industry standards.

 

  1. Subcontracting

We will not use subcontractors for the manufacture of Helmet Hoodie’s merchandise without Helmet Hoodie’s express written consent, and only after the subcontractor has entered into a written commitment with Helmet Hoodie to comply with this Code of Conduct.

 

  1. Monitoring and Compliance

We authorize Helmet Hoodie and its designated agents (including The Fair Labor Association [FLA], The Workers Rights Consortium [WRC] and other third parties) to engage in monitoring activities to confirm compliance with this Code of Conduct, including unannounced on-site inspections of manufacturing facilities and employer-provided housing; reviews of books and records relating to employment matters, and private interviews with employees. We will maintain on site, all documentation that may be needed to demonstrate compliance with this Code of Conduct.

 

 

Furthermore, Helmet Hoodie has made a commitment to the Principles of Fair Labor and Responsible Production and agrees to require that all suppliers and subcontractors (Suppliers) involved in the manufacture of Helmet Hoodie’s merchandise agree to the following commitments:

 

Principles of Fair Labor and Responsible Production

 

  1. Top Management Commitment & Workplace Standards

Commitment to accountability and transparency through established workplace standards.

 

  1. Responsible Production Practices

Commitment to align sales, planning, and production practices with workplace standards.

 

  1. Responsibility & Head Office Training

Commitment to identify and train specific staff responsible for implementing workplace standards, responsible production practices, and provide training to all head office staff.

 

  1. Production Staff Training

Commitment to train all management staff and employees at owned facilities on workplace standards and track effectiveness of training.

 

  1. Monitoring

Commitment to conduct workplace standards compliance monitoring.

 

  1. Functioning Grievance Mechanisms

Commitment to provide workers access to functioning grievance mechanisms, which include multiple reporting channels of which at least one is confidential.

 

  1. Collection & Management of Compliance Information

Commitment to collect, manage, and analyze workplace standards compliance information.

 

  1. Timely & Preventative Remediation

Commitment to remediate in a timely and preventative manner.

 

  1. Consultation with Civil Society

Commitment to identify, research, and engage with relevant labor non-governmental organizations, trade unions, and other civil society institutions.

 

  1. Verification Requirements

Commitment to meet FLA verification and program requirements.