Corporate Codes of Conduct
Kyle Cavan Inc. will adhere to the strictest ethical and legal standards in all business matters. The same holds true for all Kyle Cavan Inc. suppliers, contractors and consultants. Kyle Cavan Inc. will strictly conform to all national and international laws relating to all aspects of product manufacturing, distribution, sales and marketing.
Kyle Cavan Inc. and its suppliers, contractors and consultants will adhere to the following guidelines in the conduct of business.
BRIBERY: It is illegal to make offers or to receive any type of compensation not specifically listed in a contractual agreement between Kyle Cavan Inc. and any supplier, consultant or contractor.
The U.S. Foreign Corrupt Practices Act (FCPA) and international law strictly prohibit giving, promising or offering money or anything of value, directly or indirectly, to officials of foreign governments or foreign political candidates in order to obtain or retain business or any improper advantage.
CONFIDENTIALITY & INTELLECTUAL PROPERTY: Kyle Cavan Inc. and it suppliers, contractors and consultants will maintain full confidentiality of all business aspects including but not limited to, product design, marketing strategies, sales and sales projections, manufacturing and total product costs. This also applies to trademarks, logos and related marketing and sales materials.
Of paramount importance to Kyle Cavan Inc. is the manner in which it suppliers operate. The only acceptable standard for Kyle Cavan Inc. suppliers, globally, is complete adherence to the Fair Labor Association (FLA) Code of conduct.
Kyle Cavan Inc. will conduct periodic inspections of its suppliers. The inspections will be performed by Kyle Cavan Inc. or an accredited FLA Monitor. Particular attention will be paid to:
EMPLOYMENT RELATIONSHIP: Suppliers 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.
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.
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.
FORCED LABOR: There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
CHILD LABOR: No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.
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.
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 fringe benefits required by law or contract.
WORKPLACE CODE PROVISION: 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.
GENERAL DOCUMENTATION & INSPECTION: Employers shall maintain on file all documentation needed to demonstrate compliance with the FLA Workplace Code and required laws. Employers shall make these documents available to third-party
assessors commissioned by the FLA and shall submit to
inspections without prior notice.
HIRING PROOF AND AGE DOCUMENTATIOM: Employers shall collect and maintain all documentation necessary to confirm and verify date of birth of all workers, such as birth certificates. Employers shall take reasonable measures to ensure such documentation is complete and accurate. In those cases where proof of age documentation is not readily available or unreliable, employers shall take all necessary precautions which can reasonably be expected of them to ensure that all workers are at least the minimum working age, including requesting and maintaining medical or religious records of workers, or through other means considered reliable in the local context.
For Additional Information:
Any and all violations of the Kyle Cavan Inc. Code of Conduct should be reported to Kyle Cavan Inc. by e-mail to: firstname.lastname@example.org