As a social enterprise, share bears and assumes responsibility. In addition to transparency, this extends to responsibility towards employees, the environment and economic activity. We also demand this from our suppliers.

This code of conduct defines standards for fair, safe and healthy working conditions, environmental protection and compliance with sustainable competition, including in the supply chain. In this regard, share is guided by the requirements of the ILO (International Labour Organization), among others. The requirements must be complied with by suppliers, their sub-suppliers and all other companies involved in the supply chain. Through the code of conduct, we encourage our contractual partners to continually improve conditions for workers and the environment.

1. Compliance We expect our suppliers to comply with all relevant and applicable laws and regulations of the country in which the employees are employed, including those at the federal, state/provincial and local municipal level, our Code of Conduct and, where applicable, collective bargaining agreements. The supplier agrees to grant share and third parties commissioned by share the right to audit.

2. Transparency share and our suppliers share a shared responsibility to ensure the social and environmental responsibility and integrity of our product content claims from farm to finished goods factory. The only way to achieve this goal is transparency and traceability at all levels of our supply chain. share requires its suppliers to map and continuously track and monitor all locations at all levels of their supply chain and to provide transparency information upon request on the owned and/or subcontracted farms, mills, plants, factories and other locations involved in the production of our products and to agree to an unannounced audit at the respective facility.

3. Publication All suppliers are required to post information on social standards and codes of conduct, as well as a separate complaint telephone number/email, in a prominent location frequented by all employees, in the local languages ​​spoken by employees, supervisors and managers; to undertake annual, documented training measures to inform current and new employees about the standards and codes of conduct and the use of the complaint telephone number/email.

1. Child labor
No person shall be employed under the age of 15 years or the age for completing compulsory education, whichever is higher. Young workers (aged 15 to 17 years) shall not perform any work which, by its nature or the circumstances in which it is performed, is likely to endanger their health, safety or morals. (ILO Conventions 138 and 182)

2. Forced labor
No forced labor may be used, including prison, forced, bonded, slave or other forms of forced labor. Acts of human trafficking are also prohibited. Suppliers are required to monitor any third-party companies that assist them in recruiting or hiring employees to ensure that individuals seeking employment in their facility are not forced to work through force, deception, intimidation, coercion or as a punishment for holding or expressing political views. (ILO Conventions 29, 105, 182)

3. Freedom of association
Workers must have the freedom to join organizations of their choice. Suppliers must recognize and respect workers' rights to freedom of association and collective bargaining. All suppliers must develop and fully implement effective grievance mechanisms that resolve internal labor disputes and grievances from workers and ensure effective, respectful and transparent communication between workers, their representatives and management. (ILO Conventions 87, 98 and 135)

4. regulated working hours, regularity of the employment relationship and remuneration
Suppliers shall not require their workers to work more than the regular working hours and overtime permitted by the laws of the country in which they are employed. Regular working hours per week shall not exceed 48 hours or the maximum working hours permitted by the law of the country of manufacture, whichever is lower. Employers shall provide workers with at least 24 consecutive hours of rest in any seven-day period. All overtime shall be done by mutual agreement. Employers shall not require overtime on a regular basis. The sum of regular working hours and overtime in a week shall not exceed 60 hours or the maximum permitted by law in the country of manufacture, whichever is lower. (ILO Convention 1)

5. Wages and benefits
We seek and prefer suppliers that progressively increase the standard of living of employees through improved wage systems, social benefits, welfare programs and other services that go beyond legal requirements and improve the quality of life. Every worker has the right to remuneration for a regular working week sufficient to meet the basic needs of the worker and his/her family and to generate a certain amount of discretionary income. Employers must pay wages at least equal to the minimum wage or the fair prevailing wage, whichever is higher, meet all legal requirements for wages and provide all benefits required by law and/or contract. (ILO Conventions 26 and 131)

6. Compensation for overtime
In addition to remuneration for regular working hours, workers must be compensated for overtime at the rate prescribed by law in the country of manufacture or, in countries where such laws do not exist, at a rate that exceeds the regular hourly rate by at least 125%. (ILO Conventions 1 and 30)

7. Safety and Health
Suppliers must provide a safe and healthy workplace to prevent accidents and health damage arising from, related to or occurring in the work or operation of the employer's facilities. The employer must take a proactive approach to health and safety by implementing policies, systems and training designed to prevent accidents and injuries and to protect the health of workers. (ILO Convention 155)

8. Discrimination
No one shall be discriminated against in any aspect of the employment relationship, including recruitment, hiring, compensation, benefits, job duties, access to training, promotion, disciplinary action, termination or retirement, on the basis of religious belief, color, sex, pregnancy, childbirth or related medical conditions, age, national origin, ancestry, sexual orientation, gender identification, physical or mental disability, medical condition, disease, genetic characteristics, family welfare, marital status, status as a veteran or qualified disabled veteran (US only), caste, socioeconomic situation, political opinion, union membership, ethnic group, disease or any other classification protected by applicable law. All employment decisions must be based on the principle of equal employment opportunity and include effective mechanisms to protect migrant, temporary or seasonal workers from any form of discrimination. (ILO Conventions 100, 111)

9. Harassment, abuse and disciplinary practices
Every employee must be treated with respect and dignity. No employee may be physically, sexually, psychologically or verbally harassed or abused, or subjected to fines or embarrassing acts as a disciplinary measure.

10. Data Protection
European suppliers must comply with the General Data Protection Regulation (EU) 2016/679. Suppliers from third countries must comply with these regulations. In particular, employee data protection must be strived for, e.g. secure storage of personal data.

1. Standards & Laws
Sustainable business and environmental protection are part of our corporate values, and we also expect this from our business partners. Our partners are committed to environmental and climate protection by complying with applicable environmental standards. In addition, effective measures should be taken that reflect their responsibility for the environment and avoid or compensate for externalities as best as possible. We therefore ask our partners to create written environmental guidelines and standards that reflect the applicable environmental laws and pursue a progressive approach to minimizing negative impacts on the environment. Compliance with these standards and guidelines must be documented at regular intervals.

2. Additional measures
Monitoring: Factories must continuously monitor and disclose their energy and natural resource consumption, emissions, discharges, carbon footprint and waste disposal and adopt a progressive approach to minimise negative impacts on the environment.

3. Animal Welfare
Suppliers must respect the welfare of animals and progressively work towards introducing healthy and humane practices towards animals based on the best available technology and standards.

1. Anti-corruption
The supplier declares that it agrees to the following anti-corruption requirements. The legally binding universal instrument for combating corruption is the United Nations Convention against Corruption. The Convention's broad approach and the binding nature of many of its provisions make it a unique tool for developing a comprehensive response to a global problem.

2nd competition
All employees and business partners are committed to fair competition without reservation and comply with the laws against restrictions on competition in all countries in which they do business. Any agreements or arrangements with competitors that restrict or hinder competition are prohibited. Corresponding prohibitions under competition law also apply to customers, suppliers and other business partners. Furthermore, a business partner's dominant market position may not be abused to influence competition. Confidential or sensitive information must be treated with care at all times and may not be passed on to third parties without consent.

3. Subcontracting
share does not permit subcontracting without our prior written approval. All vendor sample and large production orders must be placed at facilities pre-approved by share, without exception. Direct suppliers are required to continuously monitor approved subcontractors and sub-suppliers for social and environmental responsibility.