This Code of Conduct applies to all TAA employees and all their business partners, they must undertake to respect / comply with the following human rights standards:
1. Child labor
The use of child labor can not be invoked or allowed. Young workers may not be exposed to dangerous situations, admitting only their performance of hazardous work when, being over 18 years of age, they are perfectly protected and have been suitably trained.
2. Forced Labor
The use of forced labor can not be invoked or permitted, either the way to demand the work is direct, through a physical obligation, or indirectly, through threats, intimidation or other forced methods, including slavery and human trafficking. Forced labor should not be allowed under any circumstances, and if detected in any subcontractor, the TAA link with the subcontractor is withdrawn.
3. Safety, Hygiene and Health
Safety and Health services must be available to all employees, contributing to the promotion and maintenance of health and safety of employees in the workplace
4. Freedom of Association and Right to Collective Bargaining
All workers, without exception, have the right to associate or form trade unions, associations, representations, according to their will and free choice. All workers, without exception, have the right to Collective Bargaining.
Workers' representatives should not be discriminated and should have the possibility and accessibility to carry out their duties as a representative.
5. Equality and Non-Discrimination
There can be no discrimination in recruitment, remuneration, access to training, promotion, termination or retirement depending on ancestry, age, marital status, family status, genetic heritage, reduced working capacity, ethnic origin, nationality , religion, disability or chronic illness, sex, sexual orientation, trade union membership or political or ideological convictions.
Under no circumstances should any employee be discriminated and must be guaranteed non-retaliation.
6. Harassment and Sexual Abuse
All workers should be treated with respect and dignity. No employee may be subjected to any form of harassment or physical, psychological or verbal abuse.
7. Disciplinary power
The practice of corporal punishment, mental or physical coercion or verbal insult can not be invoked or admitted. Disciplinary practices must be in a verbally disciplined manner, followed in written form and subsequently with termination of the employment contract, in accordance with legal requirements.
8. Working hours
The legislation in force and the rules applicable in the sector in respect of working hours must be complied with.
Withholding of wages should not be carried out for disciplinary reasons and salary and other benefits should be clearly and regularly specified for workers. Wages and other benefits are paid in full compliance with applicable laws.
Social Responsability - Policy
Textile André Amaral recognizes its responsibility in generating value for the community where it is inserted and is committed to conducting its activity in an ethical, social and environmentally responsible manner, taking on commitments with the various stakeholders.
It is on the basis of this feeling that we promote an organizational climate characterized by the excellence of Social Responsibility policies, investing in professional development, in the protection of our employees, in respect for rights and equalities, in order to contribute to sustainable development at the level of the defense Social causes and the existence and promotion of ethical values and principles.
In pursuing its policy of Social Responsibility, Textil André Amaral seeks to continuously improve the effectiveness of its activity, which is assumed to guarantee stakeholder satisfaction, employee involvement and motivation, and the best relationship with the environment.