Code of Ethical Conduct
Ouray appreciates the diversity of our own workforce as well as that of our manufacturers and believes this is a key factor to our success. Ouray has an unwavering commitment to our core purposes and values. Ouray makes decisions based on our values and the Code of Ethical Conduct reflecting those values. Ouray expects these same commitments to be shared by all manufacturers of Ouray product. At a minimum, we require the following standards from all manufacturers.
Child Labor: The manufacturer will not use child labor; this includes any person younger than 15 years of age or under the age of completion of compulsory education, whichever is higher. The manufacturer will be in compliance with any and all local, province, state or national regulations and where local standards are higher, no person under the legal minimum age will be employed.
Forced Labor: The manufacturer will not use forced or involuntary labor, whether prison, bonded, indentured or otherwise.
Nondiscrimination: The manufacturer will not discriminate against any person concerning recruitment, hiring, training, promotion, compensation, benefits and social or recreational programs on the basis of race, color, religion, gender, marital status, sexual orientation, national origin, ancestry, age, disability (mental, physical, or sensory), medical condition, veteran status, or genetic information, as required by state and federal law. The manufacturer will treat all employees with dignity and respect. No employee will be subjected to any physical, verbal, sexual or psychological harassment or abuse.
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.
Health and Safety: The manufacturer will provide a safe and healthy work environment to protect against work-related accidents and injuries. The manufacturer will be in compliance with any and all local, province, state or national regulations and laws concerning health and safety workplace standards, including access to potable water and sanitary facilities. Where applicable, these same standards will also apply to any housing for employees provided by the manufacturer.
Compensation: The manufacturer will comply with any and all local, province, state or national wage and hour laws and regulations including those related to minimum wage, overtime, maximum hours worked, piece rates, and any other elements of compensation. The manufacturer will pay at least the minimum wage or the appropriate prevailing wage, whichever is higher. The Manufacturer will provide each employee with a clear, written accounting of his/her hours of work and pay for each pay period. The manufacturer will provide all legally required benefits to employees. Except in extraordinary business circumstances, employees will be entitled to at least one day off in every seven-day period.
Hours of Work: Except in extraordinary business circumstances, employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.
Overtime Compensation: In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.
Employment Relationship: The manufacturer will 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.
Association: The manufacturer will recognize and respect employees’ right to free association and their right to organize and collectively bargain in a lawful and peaceful manner.
Monitoring: The manufacturer agrees to submit to labor practice audits or inspections with or without prior notice in order to insure compliance to this Code of Conduct.
Subcontracting: The manufacturer is required to obtain written approval from Ouray before utilizing any subcontractors. If permission is granted, subcontracting company must agree to this compliance manual.
Other Laws: The manufacturer will comply with any and all local, province, state or national regulations or laws, or voluntary industry standards, including those pertaining to the manufacture, pricing, sale, and distribution of products.
Publication: The manufacturer will take appropriate steps to ensure that the details of this Code of Conduct are communicated to employees, including a prominent posting at all times of this Code of Conduct in the local language.
Ouray Sportswear reserves the right to terminate any relationship in which these standards are not being upheld.
For more information please visit the Fair Labor Association website.
Our organization is committed to the ethical treatment of our employees and those of our factory partners. As a member of the Fair Labor Association and the Ethical Supplier Engagement Program, we work with our supply chain to ensure they are in compliance with the industry standards and our Code of Conduct. We use independent inspection teams to evaluate working conditions and implement corrective action plans if necessary. Supporting our team members with the highest standards of social responsibility, equal opportunity, and community service are integral to Ouray’s values.