Code of Conduct

For Parties Involved in the Production of KOMPAN Products.

1. INTRODUCTION

This code of conduct is an expression of KOMPAN's attitude towards human rights, human safety and health as well as environment in connection with the production of KOMPAN playground equipment. The contents are based on relevant ILO (International Labour Organisation) and UN conventions.

This code of conduct applies to KOMPAN's own companies as well as direct suppliers and subsuppliers, who deliver raw materials, components, preparation and handling processes in connection with the production of KOMPAN products. Below KOMPAN companies, suppliers and sub-suppliers are all described as ‘suppliers'.

The purpose of this code of conduct is to ensure that suppliers manufacture components to KOMPAN in a manner that respects the rights of their employees.

2. LOCAL LEGISLATION AND OTHER REGULATIONS

If the demands in this code of conduct represent a higher standard than the local legislation and other local regulations in the country in question prescribe, the conditions in this code of conduct will take precedence.

3. CONDITIONS OF EMPLOYMENT

3.1 Child Labour
KOMPAN will not conduct business with any supplier that exploits child labour.

Child labour is defined as employing young people under the age of completing compulsory education or younger than 15 years (14 years where this is allowed according to ILO convention No. 138). If local legislation or local regulations determine a higher age limit, this has to be observed.

With the UN convention on children's rights in mind KOMPAN requests the supplier to consider employees between the age of 15 and 18 years as a particular vulnerable group of employees, who have to be treated accordingly.

At all times it is the supplier's responsibility to verify the age of the entire workforce.


3.2 Forced Labour and Psychological/Physical Harassment of Employees
KOMPAN will not conduct business with any supplier using forced labour or involuntary work, including work in prisons, work on compulsory contracts, slavery, as well as other types of work, which take place against the employee's own will or choice.

Employees must neither be exposed to physical or psychical harassment nor to corporal punishment, threats of violence, sexual violations or other types of mal-treatment.


3.3 Compensation and Working Hours
Suppliers shall pay employees at least the minimum wage prescribed by the existing local legislation in the country in question. Moreover, suppliers must pro-vide all legally mandated benefits.

Unless local legislation limits the maximum working hours and unless extraordinary business conditions prescribe this, the employee cannot be demanded to work more than 48 hours as a standard working week or a total working week of more than 60 hours inclusive any overtime.

Working hours exceeding 60 hours per week must be on a voluntary basis and must be planned in a way that ensures safe and humane working conditions. Employees must be compensated for overtime consistent with local legislation.

With the exception of extraordinary working situations all employees must be entitled to at least one day off in a seven-day period.

3.4 Discrimination
Cultural diversities have to be recognized and respected. All employees have to be treated in accordance with capabilities and qualifications in every decision concerning work, in relation to employment, promotion, education, dismissals and termination as well as other relevant conditions for the employee.

The employee must not be discriminated on the basis of race, religion, age, national origin, sexual orientation, or sex.


3.5 Freedom of Association
Every employee has the right to choose to found a trade union, to be a member of a trade union, or to abstain from being a member of a trade union, which attends to the interests of the employees.

The employee must neither be exposed to treats nor to harassment in connection with peaceful execution of these rights. If requested, collective bargains must be possible without any risk of interference and restrictions.

4. WORKING ENVIRONMENT/HEALTH AND SAFETY
All employees must have a safe and healthy working environment in compliance with all applicable legislation and regulations. As a minimum the working envi-ronment must ensure that:

 Facilities comply with or exceed existing legislation regarding building safety and fire code rules.
 Facilities respect proper lighting and ventilation regulations at the workplace.
 Facilities have clear circulation areas and exits, which are operative and accessible at all times.
 All employees are familiar with the emergency/medical and evacuation plan.
 All types of applied safety equipment is systematically tested and controlled.

The employer has to ensure that industrial accidents and/or working environment contingent illness are avoided.

5. EXTERNAL ENVIRONMENT
The supplier has to comply with all local legislation and regulations regarding the protection of the external environment.

KOMPAN will favour suppliers, who act responsible and wherever possible, abstain from impacting the environment.

6. MONITORING AND EVALUATION
KOMPAN reserves the right to supervise relevant suppliers and their facilities. Suppliers must keep all required documentation on site to demonstrate compliance with the code of conduct, and upon request suppliers must make all necessary information available for KOMPAN in the shape of inspections, document records and access to employees for confidential interviews, carried through by KOMPAN's own employees or designated substitutes (including third parties).

The supplier will be asked to complete a questionnaire concerning the observance of the contents in this code of conduct before a possible cooperation can be initiated. After this KOMPAN will follow-up according to the description in KOMPAN's quality and environmental control system.