{'index': '7', 'text': 'Social Compliance (including disclosures under the California Transparency in Supply Chains Act of 2010)\n\nBed Bath & Beyond Inc. is committed to sourcing quality merchandise and developing meaningful relationships with its vendors who share common principles of social responsibility. Bed Bath & Beyond Inc. aims to cooperate with its vendors and their subcontractors on a systematic, long term basis to ensure our sourced merchandise is produced under socially responsible conditions.\n\nBed Bath & Beyond Inc. is constantly looking for ways to improve in the area of corporate social responsibility.\xa0 In connection with this effort, we encourage our vendors to adopt a comprehensive program of responsible practices and to prepare a corporate responsibility (or “sustainability”) report if they do not already do so.\xa0\n\nAll vendors and their factories must follow our "Code of Conduct", which details our policies in regard to child labor, involuntary labor, human trafficking, disciplinary practices, non-discrimination, health and safety, environmental protection, wages and benefits, working hours, employee relations, and other items.\n\nCode of Conduct\n\nThe Bed Bath & Beyond Inc. Code of Conduct summarizes the basic requirements concerning working conditions that must be satisfied by each vendor for every location. Bed Bath & Beyond Inc. reserves the right to change and supplement the Code of Conduct at any time.\n\nVendors shall familiarize workers with the Code of Conduct and display it, translated in the local language, at each of their facilities in a place readily visible and accessible to workers. Vendors shall ensure that their contractors and suppliers adhere to the Code of Conduct.\n\nChild Labor\n\nVendors shall not use child labor. The international standard for defining “Child Labor” is found in the International Labor Organizations’ Convention 138 on Minimum Age for Employment (1973) which provides as follows:\xa0 “The minimum age […] should not be less than the age of compulsory schooling and, in any case, shall not be less than 15 years.” If the country of production has a more restrictive definition of child labor, then Bed Bath & Beyond will not produce product made by persons in violation of that country’s laws. Vendors must verify the age of their workers and maintain copies of their workers’ proof of age.\xa0\xa0 Vendors must follow all applicable laws and regulations regarding working hours and conditions for minors. \n\nInvoluntary Labor\n\nVendor shall not use involuntary labor. “Involuntary Labor” is defined as work or service which is extracted from any person under threat or penalty for its non-performance and for which the worker does not offer himself or herself voluntarily, and includes all manner of prison, bonded, indentured and forced labor.\n\nHuman Trafficking \n\nVendors and all direct suppliers to such Vendors shall comply with the laws addressing human trafficking and slavery of the country or countries where the Vendors do business. For purposes of this Code of Conduct, the operative standard for defining “Human trafficking” is taken from the U.N. Convention against Transnational Organized Crime (Palermo Protocol):\xa0\xa0 “[…] the recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having control over another person, for the purpose of exploitation.\xa0\xa0 Exploitation shall include, at a minimum, the exploitation of the prostitution of others or other forms of sexual exploitation, forced labor or services, slavery or practices similar to slavery, [or] servitude; […]”\n\nVendors shall certify that they have implemented procedures to manage all aspects of the supply chain to ensure they comply with laws on slavery and human trafficking. Workers must be allowed to maintain control over their identity documents.\n\nHealth and Safety\n\nVendors shall provide workers with a clean, safe, and healthy workplace in compliance with all applicable laws and regulations.\n\nThe work environment must be safe and sanitary to ensure there are no unreasonable risks to the health and safety of all workers. Factories must implement procedures and safeguards to prevent accidents and injuries to workers; procedures and safeguards include, but are not limited to, inspection of buildings, machinery, and fire extinguishers. Regular and recorded health and safety training shall be provided for all new or reassigned workers and management.\n\nVendors shall ensure that workers have access to clean drinking water, sanitary washing facilities, and an adequate number of toilets.\n\nAisles, exits, and stairwells must be kept unblocked at all times. The workplaces must provide adequate lighting and ventilation.\n\nVendors must maintain appropriate chemical safety ensuring proper chemical storage, eye wash stations, and Personal Protective Equipment for workers, as applicable.\n\nEnvironmental Protection\n\nVendors should ensure that every manufacturing facility complies with environmental laws, including all laws related to waste disposal, air emissions, discharges, toxic substances, and hazardous waste disposal, as well as procedures for notifying local authorities in the event of an environmental accident resulting from the Vendor’s operations.\n\nFactories must take steps to ensure that all input materials and components were obtained from permissible sources consistent with international treaties and local laws and regulations. Appropriate and adequate environmental training should be provided to all workers and management.\n\nWages and Benefits\n\nVendors shall provide wages and benefits that comply with all applicable laws and regulations or match the prevailing local manufacturing or industry rates, whichever is higher. Overtime pay shall be calculated at the legally required rate, regardless of whether workers are compensated hourly or by piece rate.\n\nFactories must compensate all workers in accordance with the law and where applicable with contractual agreements. Workers must be provided with written and understandable details regarding their employment and compensation.\n\nWorking Hours\n\nVendors shall not require workers to work, including overtime, more than 60 hours per week or more than any maximum number of hours per week established by applicable laws and regulations, whichever is less. Vendors shall guarantee that workers receive at least one day off during each seven day period.\n\nEmployee Relations\n\nVendors shall respect the right of workers to take advantage of any laws relating to employee management relations.\n\nDormitories and Canteen\n\nFactories that provide residential and dining facilities for their workers must provide safe, healthy, and sanitary facilities.\n\nAll areas of the dormitory facilities shall be kept secure, clean and have safety provisions (such as fire extinguishers, first aid kits, unobstructed emergency exits, emergency lighting, etc.). Emergency evacuation drills shall be conducted at least once a year. Additionally, Factories shall provide appropriate washroom facilities, including adequate toilets and showers segregated by gender. The facility should also have security measures to protect employees and their property.\xa0 Dormitories must be in compliance with all housing laws and regulations, occupancy requirements, and health and safety laws. \n\nLegal Requirements\n\nVendors shall comply with all legal requirements applicable to the conduct of their businesses, including those set out above.\n\nManagement at the Company has also participated in webinars and attended presentations organized by reputable third party industry groups with respect to the requirements of the California Transparency in Supply Chains Act of 2010. Internal team members with direct responsibility for supply chain have also participated in training on slavery and human trafficking.\n\nSocial Compliance Audits\n\nThough the amount of product sold in our stores that is imported directly by us is a very small portion of our business, Bed Bath & Beyond, buybuy BABY, and Harmon, Harmon Face Values have developed a Social Compliance Audit Program for all vendors of direct import merchandise.\xa0 In addition, Bed Bath & Beyond and buybuy BABY have instituted the same requirements for vendors of private label products whether imported or domestically sourced.\xa0 The requirements of the Social Compliance Audit Program are communicated to vendors through our Quality Assurance Manual.\n\nAll vendors or Buying/Selling Agents are required to be fully knowledgeable of all factories and labor arrangements used in the production of goods. \n\nThe Company has partnered with an ISO accredited, worldwide, independent laboratory to implement the Social Compliance Audit Program.\xa0 Audits initiated by the Company are conducted on a semi-unannounced basis. All vendors or their agents must allow the Company’s partner to conduct both scheduled and unscheduled inspections of their facilities for the purpose of ensuring compliance with the Code of Conduct and employee health and safety standards. During audits, the Company maintains the right to, among other things, review all employee related books and records maintained by the vendor and to interview workers outside the presence of factory management.\xa0 The audit also includes protocols to assess risks of human trafficking and slavery.\xa0 Any deficiencies identified in a Social Compliance Audit must be remedied within a reasonable timeframe.\xa0 \n\nAll vendors are required to sign our Import Vendor Compliance Guide Acknowledgment Form, which confirms their acceptance and certifies their compliance with all of the above policies.'}
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Question: Does the above disclosure meet the following criteria: Does the above statement disclose to what extent, if any, that the retail seller or manufacturer provides company employees and management, who have direct responsibility for supply chain management, training on human trafficking and slavery, particularly with respect to mitigating risks within the supply chains of products? Answer yes or no.
Answer:
Social Compliance (including disclosures under the California Transparency in Supply Chains Act of 2010)
Question: Does the above disclosure meet the following criteria: Does the above statement disclose to what extent, if any, that the retail seller or manufacturer provides company employees and management, who have direct responsibility for supply chain management, training on human trafficking and slavery, particularly with respect to mitigating risks within the supply chains of products? Answer yes or no.
Answer: