Code of Conduct



The Ohiopyle Prints, Inc. Workplace Code of Conduct defines labor standards that aim to achieve decent and humane working conditions. The Code’s standards are based on International Labor Organization standards and internationally accepted good labor practices. Companies affiliated with Ohiopyle Prints, Inc. are expected to comply with all relevant and applicable laws and regulations of the country in which workers are employed and to implement the Workplace Code in their applicable facilities. Affiliates agree to maintain on file such documentation as may be needed to demonstrate compliance with the Code of Conduct, and further agrees to make these documents available to Ohiopyle Prints, Inc. or its designated auditor’s inspection upon request. Ohiopyle Prints, Inc. will work with you to assure that you meet the Code of Conduct. It is our intent that all factories who manufacture goods for Ohiopyle Prints, Inc. must comply with the tenants of these workplace standards as a condition of doing business with Ohiopyle Prints, Inc. Failure to comply with these principles may be sufficient cause for Ohiopyle Prints, Inc. to exercise its right to revoke a factories “approved” status as a contractor. Ohiopyle Prints, Inc. reserves the right, as a condition of contractor approval, to conduct periodic audit inspections of subcontractors, and their facilities and business practices to verify compliance with this code. When differences or conflicts in standards arise, affiliated companies are expected to apply the highest standard. Ohiopyle Prints, Inc. expects affiliated companies to make improvements when Code standards are not met and to develop sustainable mechanisms to ensure ongoing compliance. To report suspected violation of the Code of Conduct, please contact Jennifer Glisan at Ohiopyle Prints, Inc. in the USA at 800-365-7365 Ext: 133


Employers shall adopt and adhere to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations.


No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.


Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.


There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor. Further the factory must certify that materials incorporated into the product comply with the laws regarding forced labor.


No person shall be employed under the age of 15 or under the completion of compulsory education, whichever is higher.


Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.


Employers shall provide a safe and healthy workplace setting 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 the employers’ facility. Employers shall adopt reasonable measures to mitigate negative impacts that the workplace has on the environment.


Employers shall not require workers to work more than the regular and overtime hours allowed by law. The regular workweek 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. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.


Every worker has a right to compensation for a regular workweek that is sufficient to meet the workers’ basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet worker’s basic needs and provide some discretionary income, each employer and Ohiopyle Prints, Inc. shall work with the Fair Labor Association to take appropriate actions that seek to progressively realize a level of compensation that does.