Social Responsibility

d.hudson is committed to doing business with integrity and treating all people with dignity and respect, supporting our communities, and honoring the laws that govern our operations. We value all third-party providers whose goods and services enable us to make products that people enjoy every day, and we hold our providers to the same ethical standards to which we hold ourselves. Learn more about our commitment to social responsibility by reviewing our Code of Conduct below.

  1. d.hudson Golfwear 3rd Party Code of Conduct

COMMITMENT TO CORPORATE RESPONSIBILITY

  1. d.hudson strongly values and takes seriously its obligation to respect the people who manufacture our products and to protect the environment.

It is our responsibility to identify social and environmental risks in our business operations and to apply influence to address those risks, resulting in improved workplace conditions and reduced environmental impacts over time.

We do this through strategic partnerships with business partners who share our values and in collaboration with trusted individuals and organizations that have knowledge and expertise.

Fair Labor Association

  1. d.hudson is registered with the Fair Labor Association (FLA), an organization that promotes human rights at work. FLA is an international network of companies, universities and civil society organizations collaborating to ensure that millions of people working at the world’s factories and farms are paid fairly and protected from risks to their health, safety and well-being.
  2. d.hudson team members take ongoing FLA training, which include evaluation in areas ranging from the commitment of our company’s leadership to fair labor standards, to our implementation of systems designed to ensure that our factories provide decent and humane working conditions.

California Transparency in Supply Chains Act of 2010 Statement

The California Transparency in Supply Chains Act requires the disclosure of companies' efforts to eradicate slavery and human trafficking from direct supply chains. We take this obligation very seriously. Human trafficking and slavery is the result of exploitation, deception and coercion that can occur during the recruitment process or within the workplace. We seek business partners who comply with all applicable national laws and international principles aimed at preventing and eradicating trafficking and slavery as described in the 2000 United Nations Polermo Protocol and the 1926 Slavery Convention.

Assessing Risk

We currently place orders in 2 factories in China. To monitor risk, we routinely review reports on workplace issues that are compiled by governments, international agencies, and civil society organizations.  Independent external monitoring conducted by the Fair Labor Association helps us to understand our risks and maintain a careful watch on our supply chain.  The Fair Labor Association also independently assesses a subset of the factories that make our products annually.

Sourcing Relationships

  1. d.hudson obtains a signed disclosure agreement each year from the management of the factory that makes our products attesting to their commitments to abide by the d.hudson Vendor Code of Conduct. Indicators of human trafficking and slavery are contained within the provisions of the d.hudson Vendor Code of Conduct.

Maintaining and Enforcing Accountability.

  1. d.hudson maintains and enforces internal accountability procedures for employees and contractors regarding company standards. In the case of non-compliance, d.hudson reserves the right to examine the specific situation and develop the best possible strategy for resolution. In cases where non-compliance is not resolved within a timely manner, is a recurring offense, or is a severe violation for which d.hudson employs a Zero Tolerance Policy, d.hudson may terminate the business relationship.

Code of Conduct

  1. d.hudson is committed to conducting its business affairs in a socially responsible manner consistent with its ethical accountability for improving the workplace. This Code of Conduct shall apply to all vendors, manufacturers, contractors, subcontractors, agents, and any person or entity involved in the production of d.hudson products, including those providing business services. When differences occur between this Code of Conduct and legal or other requirements, the highest standards shall apply.
  2. Employment Relationship - 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. Obligations of employers shall not be avoided through the excessive use of temporary contracts, subcontracting or apprenticeship schemes.
  3. Nondiscrimination - No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination, or retirement, based on gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.
  4. 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.
  5. Forced Labor - There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
  6. Child Labor - No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.
  7. Freedom of Association and Collective Bargaining - Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
  8. Health & Safety– Employers shall provide a safe and healthy workplace setting, including dormitories where applicable. Suppliers shall adopt and implement systems that prevent, minimize, detect and respond to potential health and safety risks. These include but are not limited to fire protection, proper management and disposal of chemicals and hazardous waste, structural safety, electrical safety, personal protective equipment and adequate lighting, heating, cooling and ventilation systems. Employees should always have access to adequate sanitary facilities and potable water. The workplace shall have safety and health policies and procedures that are clearly communicated to all employees.
  9. Environmental Protection- Suppliers shall comply with all applicable environmental laws and regulations, including but not limited to air emissions, solid and hazardous waste storage and disposal, energy usage and water consumption and discharge. d.hudson encourages suppliers to make progressive improvements in the environmental performance of their operations and mitigate any negative impacts on the environment, including but not limited to responsible use of natural resources, reduction of waste, energy efficiency, and cleaner production methods.
  10. Hours of Work - Employers shall not require workers to work more than the regular and 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. 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.
  11. 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 or the 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 workers' basic needs and provides some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.
  12. Women's Rights - Because many workers are women, women will receive equal remuneration including benefits, equal treatment, equal evaluation of the quality of their work, and equal opportunity to fill positions as male workers. Pregnancy tests will not be demanded of employees nor will employees be pressured to use contraception. Pregnant workers who are taking maternity leave will not face dismissal nor threat of dismissal, loss of seniority or deduction of wages, and will be able to return to their former employment at the same rate of pay and benefits. Women workers will not be exposed to conditions that may endanger their reproductive health.

 

Commitment to Fair Compensation

We are committed to ensuring that all workers have a right to fair compensation and to make a living wage and have adopted the FLA’s code of conduct which upholds fair compensation for all workers. We believe that fair compensation and the ability for all workers to receive compensation that is sufficient to meet the workers’ basic needs and to provide some discretionary income is central to every worker establishing financial security to support themselves and their family members.

  1. d.hudson supports the Global Living Wage Coalition’s (GLWC) definition for a living wage, which is defined as the following: The renumeration received for a standard workweek by a worker in a particular place sufficient to afford a decent standard of living for the worker and his or her family. Elements of a decent standard of living include food, water, housing, education, health care, transportation, clothing and other essential needs including provision for unexpected events. To achieve this standard, d.hudson uses the FLA’s Fair Compensation Dashboard and tools to measure living wage process for workers in the country of manufacture. We utilize the FLA wage benchmarks and the FLA’s fair compensation and living wage dashboard to provide guidance on and to understand workers’ wages in the country and regions where d.hudson branded products are manufactured and to work with our facilities to determine and achieve living wage progress. The FLA’s wage tools that are provided to utilize the Anker living wage methodology for d.hudson to measure living wage progress in the supply chain.
  2. d.hudson is committed to its continued work with the FLA to develop its fair compensation blueprint, an operational action plan to drive living wage progress for all workers. Through this blueprint, we will continue to analyze wage data and set targets and goals for our facilities to continue to work towards sustainable living wages throughout our supply chain. As we continue to develop our Fair Compensation Strategy and Program our focus will be to work directly with our factory to implement a sustainable living-wage strategy to make it easier for suppliers to maintain a living wage for all employees during all phases of business.
  3. d.hudson is committed to establishing purchasing and production practices that support living wages, and which allow our factories to provide fair compensation for all workers. We will continue to evaluate our purchasing and business practices and work collaboratively with our suppliers to help maintain workers’ wages and to promote a healthy, viable workforce that can sustain economic fluctuations and hardships.