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Who is LA Rocks?


Corporate Social Responsibility

 

Over a decade ago our company LA Rocks was founded and has been an active participant in social responsibility.  Today as we invest in our future we continue to be strong in the CSR area, continually making advancements in social, environmental and ethical standards throughout our operations.  We incorporate sustainability into all we do nationally and internationally.  LA Rocks is committed to ethical and responsible manufacturing of our products with attention to responsible sourcing of materials and also has established a Supplier Code of Conduct to insure our suppliers are conducting business in an ethical and responsible way as well.  We continually strive to reach a common goal of building a socially responsible supply chain.

 

Conflict Minerals:

The United States Congress passed legislation requiring companies to report the use of “Conflict Minerals” under Section 1502 of the Dodd-Frank Reform Protection Act.

 

In accordance with the Conflict Mineral Section of the Dodd-Frank Reform and Consumer Protection Act, LA Rocks is undertaking with suppliers to conduct due diligence to determine if “conflict minerals” are used in any of our products.

 

Based on our purchasing policy and supplier base it is not likely that conflict minerals are used in the manufacturing of our products.

 

Code of Conduct:

LA Rocks expects all manufactures of our products to share these same commitments and at a minimum we require all our manufacturers to meet the following standards at all times:

CHILD LABOR:

  • Manufacturers will not employ workers under the minimum age for employment as defined by national or local law.
  • Workers between the minimum age and 18 will not be employed in dangerous work or work that interferes with their education.
  • Manufactures employing young persons who do not fall within the definition of “children” will also comply with any laws and regulations applicable to such persons.

FORCED / INVOLUNTARY LABOR:

  • Manufacturers will not employ forced or involuntary labor whether prison, bonded, indentured or  otherwise.
  • We will respect the worker’s rights to retain their personal documents and money.
  • We will respect the worker’s rights to leave the workplace after work.
  • We will respect the worker’s rights to resign.

COERCION AND HARASSMENT:

  • Manufacturers will treat each employee with dignity and respect.
  • Will not use corporal punishment, treats of violence.
  • Will not use any forms of physical, sexual, psychological, verbal harassment or abuse.

 

 

 

 

 

 

 

 

NONDISCRIMINATION:

  • Will not discriminate in hiring and employment practices.
  • Includes, salary, benefits, advancement, discipline, termination or retirement as well as on the basis of race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, political opinion or disability.
  • A person will be hired, promoted and compensated solely based on their ability to do the job.
  • All workers will be given equal access to training, tools and opportunities for advancement.
  • Positive discrimination may be allowable in cases where it protects disadvantaged or excluded groups and provides them special opportunities.

ASSOCIATION / WORKER’S ORGANIZATIONS:

  • Manufacturers will respect the right of employees to associate, organize and bargain collectively in a lawful and peaceful manner, without penalty or interference.
  • Worker representatives will be given access to management.
  • Worker organizations are expected to fairly represent the workforce.

NON-EMPLOYEE WORKERS:

  • Manufacturers will extend the labor standards performance policies and procedures to contractors hired directly or through employment agencies.
  • Will not use contracting as a means of circumventing labor rights and laws.
  • Monitor contractor, employment and recruitment agencies to verify their adherence to labor rights and laws.

COMPENSATION:

  • Recognize that wages are essential to meeting employees’ basic needs.
  • Manufacturers will at minimum, comply with all applicable wage and hour laws and regulations, including those related to minimum wages, overtime, maximum hour, piece rates and other elements of compensation, and provide legally mandated benefits.
  • Except in extraordinary business circumstances, manufacturers will not require employees to work more that the lesser of 1.) 48 hours per week and 12 hours overtime, or 2.) 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.
  • Except in extraordinary business circumstances, employees will be entitled to at least one day off in every seven day work week.
  • Manufacturers will compensate employees for overtime hours at such premium rate as is legally required.
  • If there is no legally prescribed premium rate, at a rate least equal to the regular hourly compensation rate.
  • Where local industry standards are higher than applicable legal requirements, manufacturers are expected to meet the higher standards.

RETRENCHMENT:

  • Develop and implement a plan to mitigate the adverse impact of retrenchment if there are an anticipated large number of layoffs.
  • The plan will incorporate non-discrimination principles and include the input of workers, their organizations, where appropriate, the government.

GRIEVENACNE:

  • Establish a transparent process for workers to express concerns and file grievances, including anonymous complaints.
  • There will be no retaliation or discrimination against those that express grievances.
  • Grievances will be treated seriously by Management and prompt and appropriate action will be taken.
  • Grievance mechanism will not replace other channels as defined by law or collective bargaining agreements.

 

 

 

 

 

OCCUPATIONAL HEALTH AND SAFETY:

  • Provide a safe and healthy workplace in compliance with all applicable laws and regulations.
  • Ensure at minimum reasonable access to potable water and sanitary facilities, fire and safety, adequate lighting and ventilation.
  • All necessary precautions will be taken to mitigate work-related risks and develop an emergency prevention and response system.
  • Provide personal protective equipment and training in its use at company expense.
  • Document and report accidents, diseases, and incidents.
  • Same standards shall apply to any housing provided to the employees.

ENVIRONMENTAL PROTECTION:

  • Comply with all applicable environmental laws and regulations and international standards (whichever is the higher standard).
  • Continually seek to use good judgment with respect to the environmental impact of business operations, and to develop and implement plans, programs and policies for eliminating or minimizing significant threats to the environment.
  • Work closely with suppliers to develop products, packaging and procedures that are environmentally responsible.
  • Efficiently use available resources to minimize or mitigate environmental impacts.
  • Seek to reduce carbon emissions, discharges, waste and use of water and energy.
  • Demonstrate sensitivity to environmental issues that may impact local communities.
  • Develop processes and procedures for handling, storage, transportation and
  • disposal of hazardous waste

CONFLICT MINERALS:

  • Manufacturers may not include in any products any tin, tantalum, tungsten or gold mined in the DRC or adjoining countries that fund armed conflict.
  • Manufacturers are required to develop a Conflict Minerals policy, due diligence frameworks and management systems that drive those efforts throughout their supplier chain.
  • Manufacturers will be required to provide written evidence of due diligence documentation including completion of the EICCGeSI (Electronic Industry Citizenship Coalition – Global E-Sustainability Initiative) Conflict Minerals Reporting Template.
  • As designated by the Conflict Free Sourcing Initiative, a program developed by the EICC-GeSI, Manufacturers must use Conflict-Free Smelters as the source for any of the Conflict Minerals used in the products sold to LA Rocks.

CONFLICT DIAMONDS:

  • Suppliers must comply with the Kimberley Process and require all trade suppliers of diamonds and diamond jewelry to provide a warranty that they do not supply conflict diamonds.
  • Invoices must state: Diamonds herein invoiced have been purchased from legitimate sources not involved in funding conflict and in compliance with United Nations Resolutions. The seller hereby guarantees that these diamonds are conflict free, based on personal knowledge and/or written guarantees provided by the supplier of these diamonds.”

BUSINESS ETHICS and FINANCIAL INTEGRITY:

  • Comply with all applicable laws and regulations, and LA Rocks standards.
  • Maintain independence and impartiality in all business relationships.
  • Never offer or give associates anything of value.
  • Never engage in bribery or corruption, or offer anyone an improper payment or gift for the purpose of obtaining or retaining business or securing an improper advantage.
  • Protect LA Rocks confidential information.
  • Maintain accurate books and records in accordance with laws and accepted accounting practices.
  • Cooperate with legitimate government investigations.

 

 

SUBCONTRACTING:

  • Manufacturers will be responsible for subcontracting.
  • In some cases Manufactures will need the permission of LA Rocks to subcontract work.
  • Subcontractors must be committed to these same “Code of Conduct”.
  • Subcontractors must agree to be Audit by LA Rocks, Retailer or Third Party Auditing Company.
  • Subcontractors must give access whether announced or unannounced to LA Rocks, Retailer or Third Party Auditing.

MONITORING / COMPLIANCE:

  • Manufacturers and Subcontractors will authorize LA Rocks, Retailers and Third Party Auditors to engage in monitoring activities to confirm compliance with “Code of Conduct” as well as Social Responsibility.
  • Manufacturers and Subcontractors must agree to allow access to LA Rocks, Retailer and Third Party Audits – announced or unannounced to their facilities and employer-provided housing.
  • Manufacturers and Subcontractors will be subject to reviews of books and records, employment matters and payroll records as well as private interviews with employees.  All documentation that may be needed to demonstrate compliance with this “Code of Conduct” or Social Compliance must be available or posted.

PUBLICATION / POSTING:

  • Appropriate steps must be taken to ensure that the “Code of Conduct” is communicated to employees as well as posting it in the local language and readily accessible to employees at all times.