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Code Of Conduct
At Bredengen, we live up to our values of quality, competence, responsibility, and innovation. In line with our values, we are conscious of our social responsibility and environmental footprint. We aspire to be agents of positive change, contributing to the creation of a more sustainable world.
Our presence extends locally, nationally, and even internationally. We place great importance on being a responsible and ethical supplier in all our markets. To ensure responsible engagement, we set clear goals and develop comprehensive action plans in accordance with the United Nations' Sustainable Development Goals. Moreover, we uphold ISO certification to guarantee the quality and reliability of our internal and external processes.
Bredengen's Code of Conduct serves as a fundamental framework, guiding our ethical standards and organizational culture. It applies not only to our internal operations but also to the conduct we expect from our partners and suppliers. By aligning our values with our Code of Conduct, we reinforce our commitment to effective corporate social responsibility management.
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1. Freely Chosen Employment (ILO Conventions Nos. 29 and 105)
1.1 There shall be no forced, bonded or involuntary prison labour
1.2 Workers shall not be required to lodge “deposits” or identity papers with their employer and shall be free to leave their employer after reasonable notice.
2. Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98)
2.1 Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively.
2.2 Workers representatives shall not be discriminated and shall have access to carry out their representative functions in the workplace.
2.3 Where the right to freedom of association and collective bargaining is restricted under law, the employer shall facilitate, and not hinder, the development of parallel means for independent and free association and bargaining.
3. No Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos. 138, 182)
3.1 Children and young persons under the age of 18 shall not be engaged in labour that is hazardous to their health or safety, including night work.
3.2 Children under the age of 15 (14 or 16 in certain countries) shall not be engaged in labour that is detrimental to their education.
3.3 New recruitment of child labour in infringing of the above mentioned conventions is unacceptable. If child labour, as described above, is already in existence, sustained efforts shall be made to redress the situation as quickly as possible. However, the children concerned shall be given the possibility of earning a livelihood, as well as acquiring an education until they are no longer of compulsory school age.
4. No Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)
4.1 There shall be no discrimination at the work place based on ethnic background, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
4.2 Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative behaviour, and from discrimination or termination of employment on unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.
5. Safe and Hygienic Working Conditions
5.1 The working environment shall be safe and hygienic, bearing in mind the prevailing knowledge of the industry and of any specific hazards. The working environment at the production site shall meet, at minimum, national legal standards governing safe and hygienic working conditions.
5.2 Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in, the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment. All employees shall have access to relevant health and safety equipment which meet at minimum, national legal standards. (
5.3 Employees shall be informed of eventual health risks associated with the work.
6. Adequate Wages
6.1 Wages and benefits paid for a standard working week shall meet, at minimum, national legal standards or industry benchmark standards, whichever is higher.
7. No Excessive Working Hours
7.1 Working hours per week shall not exceed national legal standards.
7.2 Workers shall always receive overtime pay, minimum in accordance with national legal standards.
8. Regular Employment
8.1 All workers are entitled to a contract of employment that shall be written in a language they understand.
8.2 Obligations to employees under international conventions and national social security laws, and regulations arising from the regular employment relationship, shall not be avoided through the use of short term contracting (such as contract labour, casual labour or day labour), Sub-contractors or other labour relationships.
9. Management Systems
9.1 The Corporate shall take positive actions to implement the requirements of this standard, to incorporate the standard into all of its operations, and to make the standard an integral part of its overall philosophy.
9.2 The Corporate shall assign responsibility for all matters pertaining to this Code of Conduct to a manager within its organisation.
9.3 The Corporate will make observance of this Code of Conduct a condition of all agreements that it enters into with Sub-contractors. These agreements shall oblige these Sub-contractors to conform to all requirements of this standard and participate in the contractor’s monitoring activities as requested.
