All those involved in the production and manufacturing of products or business materials for Lumight shall comply with the SA8000 standards and follow the rules under all circumstances. Participating companies must voluntarily comply and demonstrate strict adherence to these standards or face the risk that the certification of their production facilities and those of their contractors may be revoked.The SA8000 code of practice is broken down into 9 key areas:

 

1. CHILD LABOR

We do not hire any employee under the age of 16, or under the age interfering with compulsory schooling, or under the minimum age established by law, whichever is greater.

 

3. HEALTH AND SAFETY

We provide a safe and healthy work environment. Where residential housing is provided for workers, suppliers will provide safe and healthy housing.

 
5. DISCRIMINATION

To not engage in or support discrimination in hiring, remuneration, access to training, promotion, termination or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, union membership, political affiliation, or age. To not allow behavior, including gestures, language, and physical contact, that is sexually coercive, threatening, abusive or exploitative.

 

7. WORKING HOURS

We do not exceed the legal limitations with regard to hours worked each day and hours worked each week in the countries in which items are produced. Suppliers will provide at least one day off in every seven-day period, except as required to meet urgent business needs.

 

9. MANAGEMENT SYSTEMS

Lumight needs to adopt the structures and procedures in order to ensure that compliance with the SA8000 standard is continuously reviewed.

 

 

 

 

2. FORCED LABOR CRITERION:

We do not use involuntary or forced labor - indentured, bonded or otherwise.

 

4. FREEDOM OF ASSOCIATION

We recognize and respect the right of employees to exercise their lawful rights of free association, including joining or not joining any association.

 

6. DISCIPLINARY PRACTICES

Lumight shall not engage in or support the use of corporal punishment, mental or physical coercion, and verbal abuse.

 

8. REMUNERATION

We ensure that wages paid for a standard working week shall always meet at least legal or industry minimum standards and shall be sufficient to meet basic needs of personnel and to provide some discretionary income. Deduction of wages is not allowed for disciplinary purposes.