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Management no: RBM-JSVB-05


Julie Sandlau Vietnam (JSV) is an international Danish high-end jewelry manufacturer. We recognize our responsibility to respect human rights. We believe that our business has a role to play in protecting and promoting human rights.

JSV is committed to respect internationally recognised human rights throughout our operations and supply chains. In line with the UN Guiding Principles on Business and Human Rights, Chapter II of the 2013 Constitution of Vietnam, our Policy is based upon the international standards enshrined in the Universal Declaration of Human Rights and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work.

Human rights refer to a set of basic rights and freedoms that belong to every person in the world, regardless of where they are from, what they believe or how they choose to live their life. It is a broad concept, with economic, social, cultural, political and civil dimensions. For JSV, respecting human rights means ensuring that any person involved in, or coming into contact with, our operations, supply chains and products is treated with dignity, respect, fairness and equality.

Our Policy sets out overarching principles for how we conduct business at JSV. Together with our employees and business partners, we are committed to drive forward the implementation of this Policy throughout our operations and supply chains. We recognise unique challenges to these standards may arise and we will work to address these challenges in partnership with relevant partners and stakeholders.

We commit:

1. Employment is freely chosen

2. Freedom of association and the right to collective bargaining are respected

3. Working conditions are safe and hygienic

4. Child labour shall not be used. There is no recruitment of child labour. The Employer shall develop or participate in policies and programmes which provide for the transition of any child involved in child labour into quality education until no longer a child. No one under eighteen years old is employed at night or in hazardous work or conditions. In this Code, “child” means anyone under fifteen years of age, unless national or local law stipulates a higher mandatory school leaving or minimum working age, in which case the higher age shall apply; “child labour” means any work by a child or young person, unless it is considered acceptable under the ILO Minimum Age Convention 1973 (C138). ILO Minimum Age Convention 1973 (C138).

5. Living wages are paid. Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income. All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

6. Working hours are not excessive

7. No discrimination is practiced. There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

8. Regular employment is provided

9. No harsh or inhumane treatment is allowed

 JSV will continuously work to embed this Policy throughout the relevant processes and procedures of the company to ensure its effective implementation.

JSV expects our employees, managers and supply chain to maintain the highest standards in conformity with our principles.

We recognise that we must take steps to identify and address any actual or potential adverse impacts, whether they are directly or indirectly linked to our business activities or relationships.

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.

We understand that human rights due diligence is a dynamic, on-going process which requires acting on the findings, tracking our actions, and communicating to our stakeholders how we address impacts.

Julie Sandlau Vietnam undertakes to ensure that our Human Rights Policy is communicated effectively to Directors, Management, Employees, Supplie and other relevant parties effectively including but not limited to: company’s website, company intranet, notice boards, employee handbooks.

As our human rights risks and impacts may vary over time, this policy will be subject to review if proven inadequate by our human rights due diligence process.



 Soren Roed Pedersen

General Director

Date of effect: 20/09/2022

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