Code of Conduct and Ethics


It is the intention of Anderson's Srl to conduct itself to the highest possible standard of business behaviour, within the laws of the countries in which it operates.

Anderson's Srl intends only to work with reputable customers and suppliers and
endeavour to ensure that all products are produced lawfully and without any exploitation of the people producing them.

The code of conduct is designed to be ethical, auditable and achievable and to promote the development of Anderson's Srl, their customers and suppliers. It is our intention to withdraw business from any customer and suppliers found to be in breach of this code. The provisions of the code constitute the minimum required standards; Anderson's Srl along with all customers and suppliers should strive to exceed these standards.


1. Employment is freely chosen


I. The use of any form of forced labour in the production of Anderson's Srl is prohibited.
This includes all forms of prison labour, indentured labour and bonded labour.
II. Employees are not required to lodge deposits, identity papers or any other
documentation with their employer. Employees are free to leave their employment after giving reasonable notice.


2. Freedom of association and the right to collective bargaining are Respected


I. Anderson's Srl, recognises the rights of all employees to join or form trade unions of their own choosing and to bargain collectively. Employees also have the right to choose not to join a trade union.
II. All customer and suppliers must adopt an open attitude towards the activities of trade unions and their recruitment of members.
III. Employees' representatives must not be discriminated against and are to be allowed access to the workplace to carry out their roles.
IV. Where the rights of freedom of association and collective bargaining are restricted under local law, the employer must support an equivalent means of independent representation for employees.


3. Working conditions are safe and hygienic


I. A safe and hygienic working environment must be provided (subject to any specific hazards intrinsic to the job). Hazards must be minimised, as far as is reasonably practical, in order to prevent accidents and damage to health which may be caused by, associated with, or result from the work or from handling the equipment.
II. Employees must receive health and safety training on recruitment and subsequently, at regular intervals during employment.
III. Employees are to be provided with access to clean toilet facilities and drinking water. Where appropriate, hygienic facilities for food storage are to be provided.
IV. Any accommodation provided must be clean, safe and meet the basic needs of employees.
V. Any processing and workmanship must provide a high level of protection of human health and the environment from the use of chemicals.


4. Child labour shall not be used


I. There is to be no recruitment of child labour. "Child" means any person under 16 years of age, unless national or local law stipulates a higher mandatory school leaving or minimum working age, in which case the higher age must apply.
II. If any incidence of child labour is identified at a customer or supplier, the customer or the supplier shall ensure that all children are transferred to quality education until they are no longer children.
III. No one under 18 years of age is to be employed at night or in hazardous work or conditions.


5. Living wages are paid


I. The wage and benefits paid must be at or above national minimum legal levels or industry benchmark levels (whichever are higher). Wages must always be sufficient to meet basic needs and to provide some discretionary income for the employee.
II. Before entering employment, employees must be provided with written, understandable information on the basis and calculation of their wages and any deductions. Employees must also receive an understandable payslip with each payment.
III. No deductions are to be taken from wages as a disciplinary measure. No other deductions can be made without the express permission of the employee, unless required by law.
IV. Training or apprenticeship wages, pre-employment fees, deposits or other practices that lower an employee's pay are not allowed.
V. Employees must be paid a premium rate for any overtime hours worked; this rate must be no lower than local law.
VI. If there is no legal minimum wage or overtime pay in the country of origin, customer and supplier shall ensure that the wages are at least equal to the average minimum in the industrial sector in question and that overtime pay is at least the same as the usual rate of pay. Deductions from wages are not to be made for disciplinary purposes.


6. Working hours are not excessive


I. Working hours must comply with national laws or benchmark industry standards, whichever afford greater protection. Employees should not be required to work more than 48 hours per week on a regular basis.
II. Total working hours (including overtime) must not exceed 60 hours in a given week or 12 hours in a given day.
III. Employees must receive at least one day off per week.
IV. All overtime must be voluntary.


7. No discrimination is practised


I. There is to be no discrimination in recruitment, wages, access to training, promotion, termination or retirement on any basis unrelated to the ability to do the job. This includes sex, age, religion, political affiliation, race, caste, disability, marital status, union membership, sexual orientation, political opinions, nationality, social or ethnic origin and pathology.
II. We expect our suppliers to treat all employees equally and fairly.


8. Regular employment is provided


I. As far as possible, work is to be performed on the basis of a regular employment relationship established through national law and practice.
II. The customer or the supplier must not attempt to avoid the normal obligations of employer to employees under labour or social security laws and regulations by replacing the regular employment relationship with any of the following:

1)Labour-only contracting
2)Sub-contracting
2)Home-working
3)Apprenticeship schemes with no real intent to impart skills or provide regular employment
4)Excessive use of short-term contracts of employment


9. No harsh or inhumane treatment is allowed


I. Physical abuse or discipline, verbal abuse, the threat of physical abuse, sexual or other harassment and other forms of intimidation are not permitted and not practised.
II. We expect our customers and suppliers to treat their employees with respect and dignity.


10. Country of Origin


I. Anderson's Srl herewith guarantee that any goods which are regularly supplied to our customers are entirely Made in Italy.
II. Anderson's Srl guarantee that the skins used on these goods are from domestically reared cattle, tanned in the best European tanneries and do not belong to species protected by the Declaration of Washington , except for exotics which are reared cattle and imported under CITES according to the European law .
III. Fabrics are Natural Fabrics only created from fibers of animals' coats, silkworm cocoons, plants' seeds, leaves, and stems.


11. Environment


I. Anderson's Srl mission has always been to achieve excellence throughout the entire production system. Nowadays this complete dedication to the best quality must join a sustainable development . Our priority is the development of much more resource-efficient procedures playing our part in reducing the environmental impact of our business activities. Improving energy efficiency, reducing at minimum waste and expanding our existing recycling systems are some examples of these opportunities.
II. Anderson's Srl expect our customers and suppliers to share our commitment to a clean and safe environment pushing for the transition to a sustainable economy at the global level. We plan to continue to develop and implement initiatives to help us operate our business in an environmentally sustainable manner that creates value for the enterprise, while safeguarding the interests of future generations.


12. General issue


Please note that where national and other applicable laws and the "Code of Conduct and Ethics" address the same issue, the provision that is the highest workplace standard will apply. Furthermore, where the Supplier's code of conduct is in contradiction with the applicable law, the applicable law shall apply.

We seek to work with suppliers that agree to comply with the requirements of this code of Conduct which also abides by the principles stipulated in the Conventions of the International Labor Organization, the Universal Declaration on Human Rights, the guiding principles of the OECD and the principles of the Global Compact.

Any breach of conduct or any violation of this code of conduct by our customers and suppliers will result in a review and possible termination of the business relationship.