Code of Conduct

At Wind ’n’ Sails, we believe that quality, integrity, and responsibility extend beyond the products we create to the people, workplaces, and communities involved in bringing them to life.

This Code of Conduct establishes the standards we expect of suppliers, vendors, factories, manufacturers, contractors, and other business partners involved in the sourcing, manufacture, production, or supply of Wind ’n’ Sails products.

Our business partners are expected to conduct their operations lawfully, ethically, safely, and responsibly and to uphold working conditions that respect the dignity and rights of workers throughout our supply chain.

Business partners must comply with all applicable national and local laws and regulations in the countries and jurisdictions in which they operate. Where this Code establishes a higher standard than applicable law, we expect business partners to work toward meeting the higher standard where legally permissible.

Wind ’n’ Sails may assess compliance with this Code through appropriate monitoring, documentation, review, or other reasonable measures. Where concerns are identified, business partners are expected to cooperate in addressing them and implementing appropriate corrective measures.

We believe responsible business practices require accountability, transparency, respect for workers, responsible stewardship, and a commitment to continuous improvement.

Employment relationships must be voluntary, lawful, and conducted in accordance with applicable labor, employment, immigration, and social security laws. Workers must receive clear and accurate information regarding the material terms and conditions of their employment.

Employment decisions must be based on legitimate, job-related considerations and must not involve unlawful discrimination. Workers must be treated fairly and without discrimination on the basis of any characteristic protected by applicable law.

All workers must be treated with dignity and respect. Physical, sexual, psychological, or verbal harassment, abuse, intimidation, threats, coercion, or other forms of unlawful or abusive treatment are prohibited.

Forced, bonded, indentured, trafficked, prison, or other forms of involuntary labor are prohibited.

Workers must not be subjected to coercion, restriction of movement, unlawful recruitment practices, or unreasonable restrictions on their ability to terminate employment. Workers must not be required to surrender passports, government-issued identification, or other personal documents as a condition of employment, except where temporarily required by applicable law for legitimate administrative purposes.

Child labor is prohibited. Business partners must comply with all applicable minimum-age and compulsory-education laws and must not employ any person below the legal minimum working age.

Where young workers may lawfully be employed, their work must comply with applicable restrictions concerning working hours, occupational duties, education, health, and safety.

Business partners must respect workers’ lawful rights to freedom of association and collective bargaining in accordance with applicable law.

Workers must be able to exercise these rights without unlawful discrimination, retaliation, intimidation, harassment, or interference.

Business partners must provide workers with a safe, healthy, and sanitary working environment and take reasonable measures to prevent workplace accidents, injuries, and occupational health risks.

Facilities must comply with applicable health, safety, fire, building, and environmental laws and regulations. Appropriate emergency procedures, safeguards, training, and protective measures should be maintained based on the nature of the workplace and its operations.

Business partners are also expected to conduct their operations responsibly and seek to reduce adverse environmental impacts associated with their activities where reasonably practicable.

Working hours, rest periods, days off, and overtime must comply with applicable laws and regulations.

Overtime must be managed responsibly, and workers must receive all legally required rest periods, days off, and overtime compensation.

Workers must receive wages, overtime compensation, and legally mandated benefits in accordance with applicable law.

Compensation practices must be communicated clearly, accurately documented, and administered in a timely manner. Unlawful deductions from wages are prohibited.

Business partners are responsible for maintaining practices and records reasonably necessary to demonstrate compliance with applicable law and this Code.

Wind ’n’ Sails may request relevant information or documentation and may conduct or arrange appropriate reviews or assessments where reasonably necessary to evaluate compliance.

If a potential violation is identified, Wind ’n’ Sails may require the business partner to investigate the matter, provide relevant information, and implement appropriate corrective action within a reasonable period of time.

Wind ’n’ Sails recognizes that responsible sourcing requires ongoing improvement and will generally seek constructive remediation where appropriate. Serious violations, repeated noncompliance, failure to cooperate, or failure to implement appropriate corrective action may result in reconsideration or termination of the applicable business relationship.

This Code of Conduct reflects Wind ’n’ Sails’ commitment to responsible business practices, respect for workers, safe and lawful workplaces, environmental responsibility, and the continued improvement of standards throughout our supply chain.

We expect the business partners who help create Wind ’n’ Sails products to share these principles and to conduct their operations with integrity, accountability, and respect.