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Responsible Business Practice Policy

Introduction

The Ethics Code applies to employees, customers, and vendors of B.I.G. Jewelry. The Ethics Code is an integral part of our business is conducted at B.I.G. Jewelry and every employee is expected to follow the Code and its spirt.

 

Bribery

Bribery, of any form, is not tolerated by the Company. Bribery consists of, but is not limited to – cash payments, gifts, benefits, hospitality, expenses, advantages, or promises. Facilitation of payments, defined as payments to receive preferential treatment for something that the payment receiver is otherwise still required to do is considered bribery. Any employee who pays or receives bribes while conducting official Company business will lead to disciplinary action, up to and including termination.

 

Child Labor

B.I.G. Jewelry does not employ minors under the age of 16. Minors ages of 16 and 17 may be employed by B.I.G. Jewelry as allowed by New York State and other applicable laws. B.I.G. Jewelry follows all local, state, and federal laws regulating child labor. If the Company were to discover the use of child labor at one of its suppliers or partners immediate corrective action will be taken.

Collective Bargaining

B.I.G. Jewelry supports and upholds the elimination of discriminatory practices with respect to employment and occupation and promotes and embraces diversity in all aspects of its business operations. The Company further supports the elimination of all forms of forced, bonded or compulsory labor and the freedom of association and the right to choose a collective bargaining representative, if desired. The Company will also provide a safe and healthy working environment for all its associates.

 

Forced Labor

B.I.G. Jewelry does not practice nor benefit from forced labor as defined by national and international law and agreements.  If the Company were to discover the use of forced labor at one of its suppliers or partners immediate corrective action will be taken.

 

Human Rights Policy

B.I.G. Jewelry acknowledges and respects the principles contained in the Universal Declaration of Human Rights. B.I.G. Jewelry’ s Human Rights Policy reflects the Company’s commitment to conduct its business in a manner consistent with these principles and to protect human rights within the company’s sphere of influence. B.I.G. Jewelry demonstrates global leadership in responsible workplace practices, and endeavors to conduct its business operations in a manner that is free from complicity in human rights abuses. The Company’s core values, and culture embody a commitment to ethical business practices and good corporate citizenship.

Harassment and Sexual Harassment

B.I.G. Jewelry is committed to providing a work environment free of unlawful harassment. Company policy prohibits discriminatory harassment, including sexual harassment.

Harassment consists of unwelcome conduct, whether verbal, physical or visual, that is based upon a Protected Category.

This policy applies to all harassment occurring in the work environment, whether in the office, in Company-related settings or in the use of Company-provided business systems, including electronic mail, voicemail and the Internet. This policy covers all applicants for employment and all employees of the Company. This policy also prohibits unlawful discriminatory harassment by or directed at non-employees, such as contractors, customers and vendors.

All employees and managers are required to take the New York City Anti-Sexual Harassment Training within two weeks of starting employment at the Company.

Discrimination and Equal Employment Opportunity

B.I.G. Jewelry is an equal opportunity employer and makes all employment decisions on the basis of individual merit and personal qualifications.  Company policy prohibits unlawful discrimination based on race, color, religion, sex (including sexual harassment), sexual orientation or preference, marital status, national origin, physical or mental disability, genetic information, covered-veteran status, age, pregnancy, childbirth, parenthood or related conditions, or any other basis protected by applicable federal, state or local law (collectively, “Protected Categories”).  All such types of discrimination are unlawful.  This policy is an integral part of B.I.G. Jewelry’s generally applicable personnel practices and applies to all terms and conditions of the employment relationship, including the recruitment, hiring, training, promotion, compensation and termination of employees.

UPDATED JANUARY 2022