STAUBER Performance Ingredients, Inc. (“STAUBER”) has always been committed to transacting business with manufacturers and distributors (“Suppliers”) that share our values including; but, not limited to a commitment to fair and ethical labor laws and practices[1], both in the United States and abroad. As a condition of doing business with STAUBER, it is required that Suppliers comply with labor laws and practices applicable to the country or countries in which they are doing business or in which the product is manufactured. STAUBER is also committed to cooperating with state and federal agencies or any state or foreign government who are responsible for enforcing these labor laws and practices.
To further this commitment, STAUBER reserves the right to verify the Supplier’s compliance with labor laws and practices which includes; but, is not limited to the right to make periodic, unannounced inspections of the Supplier’s facility. Furthermore, upon learning of potential or actual violation of labor laws and practices, either through our Supplier and Ingredient Qualification SOPs or notification by the U.S. Department of Labor or any state or foreign government, STAUBER will take the following actions as appropriate:
• Request the Supplier to provide a written statement explaining and describing the circumstances surrounding the violation, the Supplier’s position with respect to the violation, etc.
Depending on the facts and circumstances of the violation, STAUBER may act further by:
• Requesting the Supplier to institute corrective actions.
• Suspending all product shipments (if any).
• Suspending or decline further business with the Supplier.
STAUBER believes that quality begins at the source and it is an important part of quality management system and social responsibility. Through these policies, procedures and proactive approach, STAUBER believes that it is encouraging its Suppliers to comply with labor laws and practices, both in the United States and abroad.
[1] Fair and ethical labor laws and practices means — but not limited to, and as defined, limited and applicable to the laws and regulations of the country or countries in which they are doing business or in which the product is manufactured — (i) voluntary employment (no use of force or involuntary labor such as use of slave, prison, bonded labors or other forms of labor provided or obtained by force, fraud, coercion or threats); (ii) no human trafficking and child labor; (iii) ensuring that working hours are not excessive; (iv) no discrimination on the basis of race, color, national origin, gender, marital status, sexual orientation, religion, disability, and other similar factors; (v) workers are treated with respect and dignity (not subject to physical, sexual, psychological, verbal harassment or abuse); (vi) workers are respected for their rights to freedom of association and collective bargaining; (vii) workers are timely paid and properly compensated; and (viii) providing safe and healthy working conditions.
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