Code of Conduct

This Code of Conduct describes the minimum standards of business conduct which we see as fundamental in our dealings with suppliers. References in the Code of Conduct to EXSET are to Exset Services BV (a company registered in the Netherlands under company number with registration number 53941799).

We consider ourselves responsible for all of the activities carried out in our name worldwide. We feel a particular responsibility to provide decent working conditions for the employees producing our products. We acknowledge that this responsibility extends to all employees who make products for EXSET, regardless of whether they are directly employed by EXSET or by third party subcontractors and suppliers.

The Code of Conduct specifies minimum standards only. National and international laws should be respected at all times. The Code of Conduct should not be used against employees in any way.
We expect all our business partners – from the component sourcing through to the final production process – to fully comply with the following standards. Just as we do ourselves.
Where it becomes apparent that supplier does not act in accordance with the requirements set out in this Code of Conduct, we will not hesitate to end our business relationship with this supplier (including the cancellation of any outstanding orders) if the supplier does not immediately take the necessary corrective action in order to ensure compliance with the Code of Conduct.

Legal Requirements

All our employees and business partners are to abide by the national and international laws that apply to the business that is conducted.

Fair and Honest Dealings

Fair and honest dealings must be observed by every chain of the production process and business. “Fair and honest” should be defined in accordance with the applicable national and international norms.

No Child Labor

The use of child labor will not be tolerated. EXSET respects the applicable international law conventions (e.g. ILO Convention No. 138 and 182). For a definition of “child”, we will first adhere to the national laws of the country in which the business is being conducted. If, however, the laws of that country do not provide such a definition or if the definition includes individuals below the age of 16, we will define “child” as any one who is:
1: less than 16 years of age; or
2: younger than the compulsory age to attend school in the country in which business is being conducted, if that age is higher than 16.
The minimum age for production workers is 18 years when, in accordance with the above mentioned ratified conventions of international law, the specific work to be carried out by the employee is regarded as being dangerous in terms of health, safety or morals of the employee.

No exploitation of any (vulnerable) individual or group

Under no circumstances will the exploitation of any individual or group be tolerated. The applicable national and international law that protects vulnerable individuals and groups from such exploitation should be adhered to at all time.

No Forced Labor

The use of forced labor of any kind as well as any other practice that would restrict free movement of employees or involves physical or mental abuse or any form of corporal punishment, will not be tolerated.

Health and Safety

The business must be conducted and employees must be treated with proper and adequate regard for the health and safety of those involved.

Freedom of association

Employees must have the right to exercise their lawful rights of free association and to decide whether or not to join any legally admitted association.

Wages and Benefits

Employees shall at least be paid the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall be provided with legally mandated benefits.
All employees should be made aware of their payment conditions before they commence their employment. Any deductions from salaries/wages should be in accordance with national and international law. Illegal or unauthorized deductions from wages shall not be made. In situations in which the legal minimum wage does not cover living expenses and provide some additional disposable income, companies shall strive to provide employees with adequate compensation to meet these needs.

Hours of Labor

Except in extraordinary business circumstances, employees shall not be required to work more than 48 hours per week, excluding overtime hours, or the limits on regular and overtime hours allowed by the law of the country of manufacture, whichever is lower. Except in extraordinary circumstances, employees shall be entitled to at least one full day of rest in every 7-day period.

Any working day, including overtime, must not exceed 12 hours, whilst overtime work must be a balance between the individual capacity of the employee on one hand, and business requirements on the other hand. Overtime working should be considered as an exception and not something to be requested on a regular basis throughout a given term of employment.

EXSET Services may adhere to additional standards through acceptance in writing of a Code of Conduct as used by a third party. The applicability of a third party Code of Conduct shall never in any way affect the standards contained in this Code of Conduct.