Code of Conduct

Innovative Marketing Consultants (IMC) believes that all employees deserve to be treated with dignity and respect. Responsible employers should treat employees as they themselves would be treated.

The actions of manufacturers and subcontractors IMC contracts with may also be considered a reflection of IMC and its business practice. IMC upholds a high level of integrity and honesty in its practice and strives to protect its reputation. In order to ensure the actions of those IMC contracts with are a reflection of its principals, IMC has published this code of conduct.

IMC also reserves the option to audit manufacturers and subcontractors it contracts with as a provision these guidelines are followed.

Failure to comply with this code of conduct will be considered sufficient cause for IMC to terminate its business relationship with supplier and/or its subcontractors in violation of the code outlined below.

Forced Labor
There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.

Child Labor
No person shall be employed at an age younger than 15 (or 14 where the law of the country of manufacture* allows) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.

Harassment or Abuse
Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.

Nondiscrimination
No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.

Health and Safety
Employers shall provide a safe and healthy working environment to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities.

Freedom of Association and Collective Bargaining
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

Wages and Benefits
Employers recognize that wages are essential to meeting employees� basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.

Hours of Work
Except in extraordinary business circumstances, employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.

Overtime Compensation
In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.

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