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Human Rights Policy


Management no: RBM-JSVB-05

Version: 02

Julie Sandlau Vietnam (JSV) is an international Danish high-end jewelry manufacturer. We are dedicated to the adoption of internationally recognized human rights standards in all our operations.

What are Human Rights?

Human Rights are the universal rights that every human being is entitled to enjoy and to have protected.

They are most appropriately defined as those rights that require us to treat others as we ourselves would want to be treated, and which protect us – as individuals and groups – from abuses of power. We have adopted a series of human rights principles across all business sectors:

General Principles

We are committed to performing our business to the highest standard of ethics and in accordance with our values.

We are open and fair in dialogue with all our stakeholders and commit to communicate effectively and courteously with external parties.

We respect all fundamental human rights and will be guided in the conduct of our business by the provisions of the United Nations Universal Declaration of Human rights (UNUDHR), the International Labor Organization’s (ILO) core labor standards and national legislation.

If any sourcing diamonds, gold or platinum group metals directly from a conflict affected areas, we commit to avoid contributing to any conflict which abuse human rights.

We commit not to knowingly conduct business with suppliers who violate human rights.

Employee relations

All our employees shall conduct themselves in accordance with the highest ethical standards.

We aim to ensure that no form of discrimination is practiced in any area of our business including, recruitment, compensation, promotion, training, termination or retirement based on race, color, ethnic origin, gender, age, religious beliefs, disability, marital status, social class, nationality, sexual orientation, gender reassignment or employment status.

We recognize our employee’s rights to join trade unions.

We are committed to ensuring that our employees are able to work in an environment free of physical, psychological or verbal abuse, the threat of abuse and sexual or other harassment and, accordingly such actions are forbidden.

In accordance with legislation, best practice and a prevailing knowledge of our industry we shall take all reasonable steps to prevent accidents and injury to health arising out of, associated with or in the course of work, by minimizing so far as is reasonably practicable the causes of hazards inherent in the working environment.

All employees shall receive an appropriate level of training to enable them to perform their duties.

Social responsibility

  • Environmental Impact

Conserving and protecting the environment is a principle of high importance. We shall not engage in activities that have unacceptable risks and such risks shall be identified as early as possible with a view to facilitating timely and appropriate actions.

We shall seek to avoid methods of operation which give rise to environmental risks where there are suitable alternatives available and shall endeavor, within our remit, to ensure our clients and supply chain strive for environmentally positive options whenever possible.

We shall adopt systems which allow the impact of our work on the environment and communities to be evaluated and considered with a view to minimizing any negative impact.

  • Community Relations

Julie Sandlau Vietnam (JSV) recognizes its impact on the communities in which we operate. We are committed to engaging with stakeholders in those communities to ensure that we are listening to, learning from, and taking into account their views as we conduct our business.

We believe that local issues are most appropriately addressed at the local level. We are committed to creating economic opportunity and fostering goodwill in the communities in which we operate through locally relevant initiatives.


Human rights remedy

 We place importance on the provision of effective remedy wherever human rights impacts occur through company-based grievance mechanisms. We continue to build the   awareness and knowledge of our employees and workers on human rights, including labour rights, encouraging them to speak up, without retribution, about any concerns they may have, including through our grievance channels. We are committed to continue increasing the capacity of our management to effectively identify and respond to concerns.

Flow process of the Remedy Procedures:

1. HR department hear the details of an issue or a violation

2. HR dept conduct an investigation if necessary. The investigation will be conducted non-coercively with unforced cooperation from the concerned persons.

3. HR dept decide whether a human rights violation is found from the investigation result and will take an appropriate measure depending on the case.

*The remedy measure is not compulsory but aims to encourage voluntary improvement of issues with the understanding of concerned persons.

4. Inform about the result of the investigation and the measures taken. Take subsequent measures after the remedy procedure is completed, if necessary 


Julie Sandlau Vietnam undertakes to ensure that its Human Rights Policy and those policies which derive from it are communicated effectively to Directors, Management and its Employees effectively including but not limited to:

Directors Policies and Procedures manual, notice boards, company intranet, employee handbooks.



Julie Sandlau Vietnam expects its employees, managers and supply chain to maintain the highest standards in conformity with our principles. It is management’s responsibility to communicate the expected standards to our employees and ensure that they conduct themselves in an appropriate manner. Disciplinary sanctions shall be enforced against any employee who is in breach of our human rights principles.


This policy shall be reviewed on an annual basis and as and when necessary to reflect changes in relevant legislation.


Soren Roed Pedersen

General Director

Date of effect: 20/08/2019

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