VARGO CODE OF CONDUCT
CODE OF CONDUCT
Compliance with law All VARGO employees are required to protect our company’s legality, therefore they should comply with all environmental, safety and fair dealing laws. We do expect employees to be ethical and responsible whenever dealing with our company finances, products, partnerships and public image. Respect in the workplace All VARGO employees are expected to respect their colleagues. We will not allow for any kind of discriminatory behavior, harassment, or victimization. Employees should also conform with the equal opportunity policy in all aspects of their job duties. Protection of company property All employees are expected to treat VARGO property with respect and care. This means that employees:
- Should not misuse company equipment or frivolously use it.
- Should respect all incorporeal property such as trademarks, copyright and other property. Employees should, however, use them to complete their job duties only.
- Should protect the company facilities and material property from damage and vandalism.
- Professionalism at the workplace
We strongly discourage employees from accepting gifts from outside parties. We also prohibit briberies that can benefit an external or internal party. Job duties and authority All employees should fulfill their job duties with integrity and respect toward customers, and the community. Supervisors and managers mustn’t abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload. Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner.
Absenteeism and tardiness
Employees need to follow their schedules. However, there are exceptions that may prevent employees from following the standard working hours or days. In any case, we do expect all employees to be punctual when clocking in and clocking out.
Conflict of interest
Employees are expected to avoid any personal, financial or other interests which may hinder their capability or willingness to fulfill their job duties.
At the workplace, employees are expected to act friendly and collaborative with everyone. We don’t want anyone to disrupt the workplace or create obstacles to colleagues’ work.
All employees are required to remain open for communication and dialogue with their co-workers, supervisors, team members, and third-party “employees” or clients.
All employees are expected to not abuse their employment benefits, including time off, holidays, insurance, facilities, or other benefits we offer.
All employees are required to read and follow all of our company policies. Disciplinary actions We may take disciplinary action against any employees who have repeatedly or intentionally failed to follow our code of conduct. The disciplinary actions will vary based on the violation committed. Possible consequences include: • Demotion. • Reprimand. • Suspension or termination, when dealing with serious offenses. • Detraction of benefits for a specific amount of time.
VARGO Outdoors, Inc. may take legal action if corruption, theft, embezzlement, or other unlawful behavior takes place at any given time.
UPDATES ON SUSTAINABILITY
VARGO Outdoors, Inc has taken the following actions to improve our sustainability efforts:
- Reduced the use of poly bags in multiple products and replaced them with paper alternatives
- Modified packaging of existing products to better utilize recycled materials
- Weekly recycle all paper and plastic products at local recycling center
MANUFACTURING CODE OF CONDUCT
It is important that all suppliers for VARGO Outdoors, Inc. review and understand this document.
Facilities manufacturing VARGO Outdoors Products must implement a labor compliance program and meet or exceed the standards given here.
Use of child labor is not permissible. The term “child“ refers to a person younger than 15, or, if higher, the local country's legal minimum age of employment or age to complete compulsory education. The minimum age for hazardous work is 18 (16 under certain strict conditions). INVOLUNTARY LABOR Use of any forced and/or involuntary labor is not permissible. The term forced and/or involuntary labor refers to any individual who has been hired in any form of coercive and deceptive recruitment, bonded, or indentured, or the said person has not offered himself voluntarily for employment.
COERCION & HARASSMENT
All workers must be treated fairly and with respect. Physical punishment, threats of violence, or any other forms of mental, sexual, or verbal harassment of abuse are not permissible.
Discrimination in hiring and employment practices on the basis of race, religion, age, nationality, social or ethnic origin, gender, disability, sexual orientation, or political opinion is not permissible. Discrimination in employment practices includes salary, benefits, advancement, discipline, termination, and/or retirement.
FREEDOM OF ASSOCIATION
The right of employees to freedom of association and collective bargaining shall be recognized and respected.
HEALTH AND SAFETY
A safe and healthy environment in all workspaces shall be provided. Any housing/dormitories that are made available to employees shall be safe and healthy. This shall include access to potable water and sanitary facilities, fire safety, adequate lighting, ventilation, personal safety equipment, and proper handling and storage of chemicals.
All local wage and hour laws and regulations relating to minimum wages, overtime wages, holiday wages, maximum hours, piece rates, and any other form of compensation shall be complied with. Employees shall be provided with legally mandated benefits. Except in extraordinary business circumstances, an employer will not require employees to work more than the lesser of (a) a 48-hour week plus 12 hours overtime or (b) the limits of regular and overtime hours allowed by local labor law. Also, except in extraordinary business circumstances or as explicitly permitted by local labor law, employees shall be entitled to at least one day off in a seven-day period. Employers shall compensate employees for overtime hours at such rate as is required by local labor laws.
All applicable environmental laws and regulations shall be enforced strictly.
All applicable laws and regulations, including local and national codes, rules, and regulations as well as applicable treaties and voluntary industry standards shall be enforced strictly.
COMPLIANCE PROGRAM MAINTENANCE
Each manufacturing facility must maintain its compliance program. A committee of employees who are trained on factory compliance standards and procedures must be established. This committee shall use a checklist to regularly review the status of these standards. Checklists shall be retained for a period of not less than 7 years.
All employers shall authorize Vargo Outdoors and/or its designated agents (including third-party auditing companies) to engage in monitoring activities to confirm compliance with this Code of Conduct. This includes: unannounced on-site inspections of manufacturing facilities and employer-provided dormitories; reviews of books and records relating to employment matters (all of which must be retained for a period of not less than 7 years); and private interviews with employees. Employers will retain all documentation on site that may be needed to demonstrate compliance with this Code of Conduct for a period of not less than 7 years. At all times, employers shall be transparent with all documents and records requested during the audit.
The use of subcontractors to manufacture any Vargo Product is prohibited. Each facility manufacturing Vargo Products must be registered with Vargo, receive prior written consent to start production, and comply with this Code of Conduct.
RESTRICTED SUBSTANCE LIST (RSL)
For a complete list of restricted substances, please click the following link
Estimated carbon footprint for 2021 was 1,794.97 tCO2