Supply Chain Transparency

Supply Chain Transparency

A Note About Soleil Toujours’ Supply Chain

pursuant to the

UK Modern Slavery Act 2015 and California Transparency in Supply Chains Act of 2010

Soleil Toujours, LLC (including its subsidiaries and affiliates, “Soleil Toujours”) is committed to doing business in an ethically responsible manner. Our company was founded and built on its community, which includes its customers and employees as well as partners that develop, manufacture, and supply products on Soleil Toujours’ behalf (“suppliers”). We seek to partner with suppliers that embody Soleil Toujours’ core values in their own operations.

We expect our suppliers to be in full compliance with the applicable laws of the countries and regions where they operate, including all labor laws, and to respect the rights of their employees in accordance with internationally recognized standards. Soleil Toujours’ Supplier Code of Conduct (the “Code of Conduct”), which you can read in full below, sets out our zero-tolerance policy on any use of forced labor, human trafficking, child labor, harassment, and abuse. We make it a point to provide the Code of Conduct and clearly communicate its requirements to our suppliers.

Members of our supply chain team may conduct visits to our suppliers’ facilities to strengthen our relationships with our partners and work together to see that our standards are being met. Soleil Toujours may also, with prior notice, engage in audits of its suppliers, either directly or through an independent firm, that provide the support and resources needed to help us identify, assess and manage labor issues throughout our supply chain. If we suspect that a supplier may be at risk of violating our Code of Conduct, we will launch an inquiry into the matter, and in the event that a potential violation of our Code of Conduct is identified, we will work with the supplier to address and correct the issue, as appropriate. We reserve the right to terminate our relationship with any supplier that has violated our Code of Conduct. When exploring prospective suppliers, Soleil Toujours may conduct evaluations to ensure that they can comply with our Code of Conduct, which may include, without limitation, pre-engagement questionnaires and on-site visits.

Soleil Toujours aims to ensure that its employees who interact with suppliers are knowledgeable of the risks related to human trafficking and slavery in the supply chain. To facilitate greater awareness, we provide training to educate those employees on such risks so they are better able to identify and address potential issues in the supply chain as appropriate. We maintain internal accountability standards and procedures for employees who fail to meet our standards of conduct, which align to the values stated in our Code of Conduct.


Soleil Toujours, LLC, including its affiliates and subsidiaries (“Soleil Toujours”), aims to develop and maintain strong relationships with manufacturers, vendors, and other suppliers that supply the products that Soleil Toujours sells (“suppliers”). To ensure those relationships are grounded in mutual respect of our shared values, we require our suppliers to fully comply with our Supplier Code of Conduct below, which demonstrates Soleil Toujours’ commitment to doing business in an ethical, responsible, and thoughtful manner.

Under our Supplier Code of Conduct, Soleil Toujours suppliers must:

  • Legal Compliance: Meet or exceed the requirements of all applicable laws, regulations, and standards where we and they do business, including, without limitation, all applicable health and safety, environmental, and human rights laws.
  • Responsible Sourcing: Not conduct or commission animal testing of any of our products, including, without limitation, ingredients or formulations of such products, and not purchase from providers that do not comply with the same standard.
  • Underage Labor: Not employ child labor. “Child” is defined as anyone under the age of 15 (or 14 where the law of the country permits), or under the minimum age of employment in the country, whichever is greater.
  • Forced Labor: Not use any kind of forced or compulsory labor, including, without limitation, slave, prison, indentured, bonded, or trafficked labor.
  • Human Rights: Treat their employees with respect, compassion, and dignity, and not engage in any form of harassment or abuse, be it physical, sexual, psychological, or verbal.
  • Working Hours: Respect the local legal limits on work hours, or if there are none, not exceed 60 hours per week at most except under extraordinary circumstances. Employees must have at least one day off per week.
  • Wages and Benefits: Set wages and all other compensation, including overtime pay and any benefits, in compliance with all applicable laws. Employees must be paid at least the local minimum wage or the prevailing industry wage, whichever is higher.
  • Discrimination: Not discriminate on the basis of race, color, creed, religion, sex, gender, gender identity, transgender, transitioning, gender expression, pregnancy, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, caregiver status, unemployment status or any other characteristic prohibited by applicable laws.
  • Freedom of Association: Respect the right of employees to freely associate and comply with all applicable laws governing employees’ rights to seek adequate representation.
  • Health and Safety: Uphold high standards for clean, safe, and healthy work environments for their employees, including any residential facilities, and maintain protections from exposure to hazardous conditions or materials.
  • Environment: Demonstrate compliance with all applicable environmental laws, as well as a regard for preserving the environment.
  • Anti-corruption and Bribery: Comply with all applicable anti-bribery and corruption laws and regulations, including, without limitation, the USA Foreign Corrupt Practices Act and the UK Bribery Act, and prevent improper payments made to obtain or retain any business.
  • Subcontracting: Ensure their subcontractors, including, without limitation, providers, comply with our Supplier Code of Conduct.