Code of Conduct

Date of Adoption 5/14/2025
Supply Chain Code of Conduct HEBE & HERA

At Hebe & Hera, we believe fashion should reflect our values—respect for human rights,
transparency and a commitment to community. Our mission is to create clothing that not only
looks and feels good but also does good.

We’re intentional about the partners we choose, seeking out those who share our commitment
to ethical practices, fairness, and transparency. From our suppliers to our production teams, we
work to ensure that every person involved in bringing our products to life is treated with dignity,
provided equal opportunity, and supported by safe, humane working conditions.

Transparency matters. We’re building systems to hold ourselves accountable and to create
visibility into how and where our clothing is made. Every decision we make—from fabric
sourcing to final stitching—is guided by our desire to protect people and produce quality clothing
that people love to wear.

Code Elements and Standards:

Forced Labor
We strictly prohibit all forms of forced, bonded, indentured, or involuntary labor. This includes
labor obtained through coercion, threats, deception, or any form of human trafficking. All work
must be freely chosen, and workers must be free to leave their employment after reasonable
notice in accordance with applicable laws and employment agreements.

Child Labor
We are committed to the elimination of child labor and strictly prohibit the employment or
exploitation of children in any part of our operations or supply chain.We do not employ any
person under the age of 15, or under the legal minimum age for employment in the country of
operation, whichever is higher. In cases where local law allows for light work or apprenticeship
for younger individuals, such employment must not interfere with the child’s education, health, or
development and must fully comply with applicable legal restrictions. This includes but is not
limited to exposure to harsh conditions like extreme heat or cold, dangerous machinery, and
exposure to harmful substances.

Employment Relationship
We are committed to treating all workers with dignity and respect. As an employer, we adopt
and maintain clear, fair employment terms that comply with all applicable national and
international labor and social security laws. Our practices are designed to protect employee
rights and promote a safe, lawful, and respectful working environment.

Nondiscrimination
We are committed to fostering an inclusive and respectful workplace where every individual is
valued and treated fairly. Discrimination in any form is strictly prohibited. This includes, but is not
limited to, unfair treatment, exclusion, or harassment based on race, color, or ethnicity, gender,
gender identity, or gender expression, sexual orientation, age, marital status, religion,
disabilities. We expect all employees, suppliers, and partners to actively promote diversity,
equity, and inclusion in the workplace, and to promptly address any behavior or policies that
may result in discrimination, whether intentional or unintentional.

Harassment or Abuse
We believe every individual deserves to work in an environment rooted in respect, dignity, and
fairness. Harassment and abuse of any kind are strictly prohibited in all areas of our business
and supply chain, regardless of position, seniority, or employment status. We do not tolerate any
form of physical, verbal, sexual, or psychological abuse, intimidation, or coercion.

Health Safety and Environment
We are committed to providing a safe, healthy, and supportive working environment for all
employees. We believe every person has the right to work in conditions that protect their
physical and mental well-being. All workplaces must comply with applicable local, national, and
international health and safety laws, codes, and regulations, including OSHA or ILO standards
where relevant. Workplaces must be free of known and preventable hazards, have access to
personal protective equipment, and participate in risk assessment, risk prevention and
emergency preparedness.

Freedom of association and collective bargaining
Employers should recognize that employees have the right to organize and have a collective
voice, and employers are not allowed to interfere with, restrict, or punish them for exercising
those rights.

Hours of work
Employers must comply with local labor laws regarding working hours. A standard workweek
shall not exceed 48 hours, and workers must receive at least 24 consecutive hours of rest
every seven days. Hours must be voluntary, occasional and paid at a premium. The total of
regular and overtime hours shall not exceed 60 hours per week, except in rare, exceptional
cases.

Compensation
Workers have the right to earn wages that meet basic needs and allow for some discretionary
income. Employers must pay at least the legal minimum or prevailing
wage—whichever is higher—meet all legal wage and benefit obligations, and, when needed,
work toward improving compensation in partnership with the FLA.