• As more and more end-consumers in western european countries expect the consumer-articles they buy to be made in accordance with legal and humane labour conditions that at least comply with the relevant minimum standards set by the International Labour Organisation (ILO) and with local laws and regulations, Vadotex has made up the following Code of Conduct (CoC).

• This CoC is not only a mandatory requirement for Vadotex and all of its employees, but also for all of its partners (buying-agents, manufacturers, contractors, subcontractors and all other businesspartners).

• Vadotex affirms the policy of observing the provisions of the International Labour Organisation (ILO); in particular the conventions aimed at the elimination of child labour and abolishment of slavery and/or forced or compulsary labour.

• All future partners who wish to establish a businessrelationship with Vadotex, have to agree to work on the same principles and, in order to conform this, have to sign a copy of this CoC, stamp it with a companystamp and return it by fax (00-31-43-3438577) to the attention of the Vadotex buyingdept.

• Vadotex expects its partners to conduct themselves with the utmost fairness, honesty, and responsibility in all aspects of their business.

• Vadotex wishes to buy products which are only produced in workplaces managed in such a manner that basic human rights are supported.

• Business partners shall comply fully with all legal requirements relevant to the conduct of their businesses.

3) Employment Standards: We will only do business with partners who treat their employees fairly and legally with regard to wages, benefits, and working conditions. In particular, the following guidelines apply:

• Forced Labor: Business partners shall not employ forced labor, whether in the form of prison-labor, identured labor, bonded labor, or otherwise. This in accordance with the ILO-Convention, chapters 29 and 105.

• Child Labor: Business partners shall not employ children who are less than 14 years old or who are younger than the age for completing compulsory education in the country of manufacture where such is higher than 14.

• Discrimination: We recognize and respect cultural differences, we believe that workers should be employed on the basis of their ability to do the job, rather than on the personal characteristics or beliefs. We will not discriminate in employment, regardless of race, national origin, colour, gender, religion, polital affiliation, union membership, age, social origin, sexual orientation, deficiencies or handicaps (This in accordance with the ILO-Convention, chapters 100 and 111). We will seek business partners that share these values, and that do not discriminate in hiring and employment based on the above mentioned grounds.

• Wages and benefits: Business partners shall pay their employees at least the minimum wage required by law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits. Wages shall be paid directly to the employee in cash or cheque or the equivalent, and written confirmation of wages paid shall be provided to employees in a form they understand. Advances and deductions from wages shall be carefully monitored, and shall comply with the law. This in accordance with the ILO-Convention, chapters 26 and 131.

• Hours of work: Employees shall not be required to work more than the maximum hours allowed under local laws for a standard work week. Overtime will not be required on a regular basis and will be compensated at a premium as required under local laws. Total hours, inclusive of any overtime, will not exceed 60 hours per week. Employees shall be allowed at least 24 consecutive hours off per week, and should receive paid annual leave in accordance with the laws of the country of employment.

• Right of Association: Business partners shall recognize and respect the right of workers to join and organize associations of their own choosing.

• Disciplinary Practices: Every employee shall be treated with respect and dignity. No employee shall be subjected to any physical, sexual, psychological or verbal harassment or abuse by the employer.

• Health and Safety: Business partners shall provide a safe and healthy working environment, including protection from fire, accidents, and toxic substances. Lighting, heating and ventilation systems should be adequate. Employees should have access at all times to senitary facilities, which should be adequate and clean. When residential facilities are provided for employees, the same standards should apply.

4) Compliance with these Principles:

• Compliance will be monitored on a regular basis and all business partners agree to give full access to our selected buyers and monitors to conduct audits as required.

• Where non-compliances are found, suppliers will implement the necessary action and work on improvement plans to remedy the situation.

• Not observing this Code of Conduct might lead to cancellation of orders and termination of the business relationship.