Corporate Social Responsibility
Corporate Social Responsibility (CSR) Policy 2018
Corporate Social Responsibility (CSR) Policy
Garb is committed to operating in a sound, ethical, and socially responsible manner that considers, manages, and sustains the balance between economic growth and the welfare of society and the environment. Our obligation to conduct business in an economic, legal, ethical, and socially responsible way is the cornerstone of our corporate culture and operational practices. Garb’s CSR policy plays an integral part in our decision-making and product sourcing strategies. Garb is responsible and responsive to our stakeholders: customers, employees, vendors, investors, and the communities in which we do business.
The Fair Labor Association Code of Conduct, the Garb Code of Conduct, and our Core Vales -- Respect, Integrity, Teamwork, Initiative, and Benevolence -- drive our expectations at our factory and our supplier factories. Our standards and policies apply to all Garb and supplier facilities. Compliance is required, and regular audits are performed at least annually as a part of our participation in the Sumerra Ethical Supplier Engagement Program (ESEP). We work aggressively to timely correct deficiencies that are discovered, utilizing the Corrective Action Plans through Sumerra’s ESEP.
Garb and its suppliers strictly comply with all relevant legislation and ensure ethical corporate behavior in accordance with its Code of Conduct across all aspects of the business, ensuring respect and support of the communities and cultures in which we, and our suppliers do business.
All groups and individuals with whom Garb has a business relationship are, and will be treated in a fair, open and respectful manner. Garb will engage stakeholders clearly, honestly, and respectfully. Garb is committed to timely and meaningful dialogue with all stakeholders.
As an equal employment opportunity employer, Garb encourages teamwork, and provides fair remuneration, respecting human rights and supporting mutual respect between employees and management. We apply fair labor practices and ensure that employees are treated fairly, with dignity, and that diversity in the workplace is embraced. Garb creates a corporate culture and environment which attracts and retains reliable, respectful, and ethical employees. Garb does this while respecting the national and local laws of the countries and communities where we operate. We will not engage in, or tolerate, unlawful workplace conduct, including discrimination, intimidation, or harassment.
During its 21 years in business, Garb has demonstrated its environmental commitment. From our conversion to a more environmentally friendly water-based screen print ink for decorating our apparel, to choosing the state of Colorado to call home, Garb continually proves its environmental responsibility.
Garb complies with environmental and governmental legislation and regulations applicable to our business operations. We are committed to meeting or exceeding applicable environmental laws and regulations and to continuously improving our environmental performance through resource conservation, waste minimization, water and energy efficiency and effective use of materials. We focus on reduce, reuse, and recycle in both our office and factory purchases and practices, and perpetually work to identify new means to support long-term ecological and environmental balance. Garb endeavors to reduce the impact on the environment through our commitment to continual improvement, and will continue to work with our partners to reduce their impact on the environment.
Community and Social Engagement
Garb interacts with the communities where we operate to develop positive relationships and support those communities’ needs. We stress collaborative, consultative, and partnership approaches in our community investment programs, and integrate community investment considerations into decision-making and business practices. Garb strives to provide employment and economic opportunities in the communities where we operate.
Work Health and Safety
Garb is committed to providing a safe, secure, and healthy workplace for all employees, and to protecting the health and safety of all stakeholders and individuals affected by our activities. All employees and representatives are responsible and accountable for contributing to a safe working environment, for fostering safe working attitudes, and for operating in an environmentally responsible manner.
An injury management system is in place to manage workplace safety, and employees are encouraged to report any hazardous conditions for immediate correction. Workers Compensation claims are monitored with a focus on improving workplace practices and reducing any lost time due to accidents.
The Garb CSR Policy is reviewed and updated annually, or more frequently as needed. All Garb employees, suppliers, and representatives will adopt the CSR Policy.
Garb Code of Conduct 2018
Garb Code of Conduct
The Garb, Inc., Code of Conduct (Code) outlines the way we work and is used throughout the process of selecting and retaining business partners who share our values and commitment to social responsibility. All Garb employees and business partners are required to comply with the Code.
Please read the Code carefully and ask your Manager if you have any questions regarding its content or application.
As a Garb employee and/or representative, you will:
~ Strive to provide excellence in service, both internally and externally, while you work and conduct yourself in accordance with the law and all Garb Policies and Procedures.
~ Work in a way that maintains and builds on the trust and confidence that our clients, communities and the general public have in Garb. You will meet or exceed their expectations of service.
~ Work in a safe, honest, and competent manner.
~ Actively contribute to the maintenance of a workplace free from discrimination, harassment and bullying.
~ Respect the emotional state, culture, ethnicity, values and beliefs of clients, colleagues, and the communities in which we operate.
~ Ensure that all information gathered and used to fulfil your role is complete, accurate, and used in accordance with legal and organizational requirements.
~ Ensure that you provide accurate, complete and impartial responses to requests for information, products or services from clients, colleagues or members of the communities in which we operate.
~ Disclose, and take reasonable steps to avoid any real, potential or perceived conflict of interest.
Forced Labor: There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor, etc.
Child Labor: No person shall be employed at an age younger than 15 or under the age for completion of compulsory education, whichever is higher.
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.
Nondiscrimination: No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group, or ethnic origin.
Health and Safety: Employers shall provide a safe and healthy working environment 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 employer facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
Freedom of Association and Collective Bargaining: Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
Wages and Benefits: Employers recognize that wages are essential to meeting employee’s basic needs. Employers shall pay employees at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
Hours of Work: Employers shall not require workers to work more than the regular or overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual between employer and employee. A regular work week and overtime hours will be determined based on the law of the country where the workers are employed. All overtime work will be compensated at a premium rate, or as is legally required in the country of the manufacturer. In countries where such laws do not exist, a rate at least equal to their regular rate is required.
Compensation: Every worker has a right to compensation for a regular work week that is sufficient to meet the workers’ basic needs and provide some discretionary income. Employers shall pay at least the minimum wage, comply with all legal requirements on wages, and provide any fringe benefit by law or contract.
Employment Relationship: Employers shall adopt and adhere to rules and conditions of employment that respect workers and safeguard their rights under national and international labor and social security laws and regulations.
Grievance Procedure: Employers shall provide a confidential channel for employees/workers to submit grievances. Employers shall develop an internal policy and procedure for investigation and resolution of such grievances.
Subcontracting: No supplier (factory or agent) shall engage in unauthorized subcontracting.
Garb’s Code is communicated to employees and supplier factories through written and verbal communication. A copy of Garb’s Code will be translated into the main language of all supplier factories located in non-English speaking countries. For illiterate workers, a factory representative will verbally discuss the Code once a year, which that representative must then sign and return a confirmation that the Garb Code was explained prior to production.
The Code is reviewed at least annually for needed updates.