Code of Conduct for Manufacturers

At Masterfit Enterprises, we are committed to:

  • A standard of excellence in every aspect of our business and in every corner of the world
  • Ethical and responsible conduct in all of our operations
  • Respect for the rights of all individuals
  • Respect for the environment

This Code is based on internationally accepted labor standards and guidance, including the International Labour Organization (ILO)’s core conventions, the Universal Declaration of Human Rights, and the United Nations (UN) Guiding Principles for Business and Human Rights.

We expect these same commitments to be shared by all manufacturers of Masterfit Enterprises merchandise. At a minimum, we require that all manufacturers of Masterfit Enterprises merchandise meet the following standards:

Child Labor
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 and Harassment
Manufacturers will treat each employee with dignity and respect and will not use corporal punishment, threats of violence or other forms of physical, sexual, psychological or verbal harassment or abuse. Sexual or any other kind of harassment is not acceptable and Masterfit Enterprises expects that all manufacturing personnel are trained on harassment and related laws annually.

Manufacturers will not discriminate in hiring and employment practices, including salary, benefits, advancement, discipline, termination or retirement, on the basis of race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, pregnancy, political opinion or disability.

Manufacturers will respect the rights of employees to associate, organize, and bargain collectively in a lawful and peaceful manner, without penalty or interference.

Health and Safety
Manufacturers will provide employees with a safe and healthy workplace in compliance with all applicable laws and regulations, ensuring, at a minimum, reasonable access to potable water and sanitary facilities; fire safety; and adequate lighting and ventilation. Manufacturers will also ensure that the same standards of health and safety are applied in any housing that they provide for employees. Manufacturers will provide reasonable arrangements for women in connection with pregnancy, childbirth and nursing. Manufacturers will also provide reasonable safety precaution to protect pregnant women.

We expect manufacturers to recognize that wages are essential to meeting employees’ basic needs. Manufacturers will, at a minimum, comply with all applicable wage and hour laws and regulations, including those relating to minimum wages, overtime, maximum hours, piece rates and other elements of compensation, and provide legally mandated benefits. Manufacturers should provide equal pay and benefits for equal work.

Hours of Work
Except in extraordinary business circumstances, manufactures will not require employees 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 local law or, where local law does not limit the hours of work, the regular work week plus 12 hours overtime. In addition, except in extraordinary business circumstances, employees will be entitled to at least one day off in every seven-day period.

Manufacturers will compensate employees for overtime hours at such premium rate as is legally required or, if there is no legally prescribed premium rate, at a rate at least equal to the regular hourly compensation rate.

Where local industry standards are higher than applicable legal requirements, we expect manufacturers to meet the higher standards.

Protection of the Environment
Manufacturers will comply with all applicable environmental laws and regulations.

Other Laws
Manufacturers will comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise. All references to “applicable laws and regulations” in this Code of Conduct include local and national codes, rules and regulations as well as applicable treaties and voluntary industry standards and, if enforcement of local or national laws is suspended, we still expect Manufacturers to comply with the laws.

Manufacturers will not subcontract production for Masterfit Enterprises products or components, which consist of Masterfit Enterprises trademarks, copyrights, designs or patents, without Masterfit Enterprise’s express written consent, and only after the subcontractor has entered into a written commitment with Masterfit Enterprises to comply with this Code of Conduct.

Monitoring and Compliance
Manufacturers will authorize Masterfit Enterprises and its designated agents (including third parties) to engage in monitoring activities to confirm compliance with this Code of Conduct, including unannounced on-site inspections of manufacturing facilities and employer-provided housing; reviewing books and records relating to employment matters; and private interviews with employees. Manufacturers will maintain on-site all documentation that may be needed to demonstrate compliance with this Code of Conduct.

Manufacturers will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct, in the local language and in a place readily accessible to employees, at all times.

Ethical Standards
Bribes, kickbacks or similar unlawful or improper payments, in cash or kind, are strictly prohibited, whether given to obtain or retain business or for any other purpose.

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