Change the world with your wardrobe 

 

Viva-La-Vegan! What's in a name?

Viva meaning 'Life' ... Viva la - 'long live' ...  it conjures up strong images of hands raised in revolution, both very fitting for the vegan movement and for our graphic brand that is all about making a statement and in our own way bringing about revolution/ evolution in the clothes we wear.

I'm not vegan is VLV for me?

Sure is, Welcome! Vegan, veggie or V-curious. You don't have to be vegan to wear Viva La Vegan.
We design for mindful people that care about sustainable, environmental and ethical issues and love trend aware fashion.

 

What is organic cotton?

As cotton is not indigenous to the UK, Viva La Vegan sources all our cotton from Turkey, it is organic certified GOTS.

Organic cotton is grown without the use of toxic pesticides or fertilizers. Third-party organizations certify that organic cotton farms use only approved methods and do not spray toxic chemicals on their crops.

According to the Organic Trade Association " Organic cotton is a natural, renewable and biodegradable fibre. It benefits cotton producers and the environment in developing countries by avoiding the harmful effects of toxic pesticides, and the reduced cost of production improves social conditions."

 

Is organic cotton sustainable?

To sustain a method of production in the long term, thus making it sustainable, healthy and climate change resilient soils must be maintained, biodiversity of seeds and wildlife must be promoted and the livelihoods of farmers protected. Organic agriculture is based on this approach.

 

Organic cotton- Why does this matter?

About 25 percent of the world’s insecticide use and more than 10 percent of the world’s pesticide goes to cotton crops.  According to the Organic Trade Association In 2003 that amounted to about 55 million pounds of pesticides being sprayed on 12.8 million acres of cotton. Some of these chemicals are considered to be the most toxic chemicals in the world. The health risks of pesticide exposure include birth defects, reproductive disorders and weaker immune systems.

In many countries, cotton is still hand picked; therefore anyone working in those fields is exposed to extreme amounts of toxic chemicals. The chemicals can also affect others in the community once they have seeped into the water supply.

Besides helping the environment, there are other benefits from organic cotton products. Working environments are better for those on farms and small-scale farmers save money by not having to buy large amount of pesticides. Consumers benefit too, some suggest that organic cotton products are softer and easier on your skin. 

 

Is organic cotton more expensive?

There is no way to get around the fact that organic cotton items are anywhere from 10 to 45 percent more expensive than conventional cotton products. But before you put back that organic tee remember what you are paying for: clean water, fresh air, fair wages, healthy farmers, global economic progression, sweatshop-free production and more.

Conventional cotton prices don’t take into account the impact that its production has on the planet and the many people involved in its manufacture. With organic cotton, you maybe paying more initially but that cost is passed not only to the retailer but to the weavers, seamstresses, pickers and growers who made that item’s production possible. In turn you are also investing in your own health with a garment that is gentler on your own skin and mind .

 

Ethically Mindful- What does that mean?

The factory we use to produce our garments in is assessed against the guidelines of the ETI base code below;

1. Employment is freely chosen

1.1 There is no forced, bonded or involuntary prison labour.

1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.

 

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

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

 

3. Working conditions are safe and hygienic

3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.

 

4. Child labour shall not be used

4.1 There shall be no new recruitment of child labour.

4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined in the appendices.

4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.

 

5. Living wages are paid

5.1 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.

5.2 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.

5.3 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

 6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards. 

6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.* 

6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay. 

6.4 The total hours worked in any 7 day period shall not exceed 60 hours, except where covered by clause 6.5 below. 

6.5 Working hours may exceed 60 hours in any 7 day period only in exceptional circumstances where all of the following are met: 

• this is allowed by national law; 

• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce; 

• appropriate safeguards are taken to protect the workers’ health and safety; and 

• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies. 

6.6 Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.

* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.

 

7. No discrimination is practised

7.1 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

8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

 

9. No harsh or inhumane treatment is allowed

9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

 

 

Last but not least...

Whilst we are committed to be as eco and ethically sound as we can be, our supply chain is not perfect. We are trying , always looking for new products, sources, procedures and materials that further us in our mission. This is a journey...

 

 

 

 

Change the world with your wardrobe 

 

Viva-La-Vegan! What's in a name?

Viva meaning 'Life' ... Viva la - 'long live' ...  it conjures up strong images of hands raised in revolution, both very fitting for the vegan movement and for our graphic brand that is all about making a statement and in our own way bringing about revolution/ evolution in the clothes we wear.

I'm not vegan is VLV for me?

Sure is, Welcome! Vegan, veggie or V-curious. You don't have to be vegan to wear Viva La Vegan.
We design for mindful people that care about sustainable, environmental and ethical issues and love trend aware fashion.

 

What is organic cotton?

As cotton is not indigenous to the UK, Viva La Vegan sources all our cotton from Turkey, it is organic certified GOTS.

Organic cotton is grown without the use of toxic pesticides or fertilizers. Third-party organizations certify that organic cotton farms use only approved methods and do not spray toxic chemicals on their crops.

According to the Organic Trade Association " Organic cotton is a natural, renewable and biodegradable fibre. It benefits cotton producers and the environment in developing countries by avoiding the harmful effects of toxic pesticides, and the reduced cost of production improves social conditions."

 

Is organic cotton sustainable?

To sustain a method of production in the long term, thus making it sustainable, healthy and climate change resilient soils must be maintained, biodiversity of seeds and wildlife must be promoted and the livelihoods of farmers protected. Organic agriculture is based on this approach.

 

Organic cotton- Why does this matter?

About 25 percent of the world’s insecticide use and more than 10 percent of the world’s pesticide goes to cotton crops.  According to the Organic Trade Association In 2003 that amounted to about 55 million pounds of pesticides being sprayed on 12.8 million acres of cotton. Some of these chemicals are considered to be the most toxic chemicals in the world. The health risks of pesticide exposure include birth defects, reproductive disorders and weaker immune systems.

In many countries, cotton is still hand picked; therefore anyone working in those fields is exposed to extreme amounts of toxic chemicals. The chemicals can also affect others in the community once they have seeped into the water supply.

Besides helping the environment, there are other benefits from organic cotton products. Working environments are better for those on farms and small-scale farmers save money by not having to buy large amount of pesticides. Consumers benefit too, some suggest that organic cotton products are softer and easier on your skin. 

 

Is organic cotton more expensive?

There is no way to get around the fact that organic cotton items are anywhere from 10 to 45 percent more expensive than conventional cotton products. But before you put back that organic tee remember what you are paying for: clean water, fresh air, fair wages, healthy farmers, global economic progression, sweatshop-free production and more.

Conventional cotton prices don’t take into account the impact that its production has on the planet and the many people involved in its manufacture. With organic cotton, you maybe paying more initially but that cost is passed not only to the retailer but to the weavers, seamstresses, pickers and growers who made that item’s production possible. In turn you are also investing in your own health with a garment that is gentler on your own skin and mind .

 

Ethically Mindful- What does that mean?

The factory we use to produce our garments in is assessed against the guidelines of the ETI base code below;

1. Employment is freely chosen

1.1 There is no forced, bonded or involuntary prison labour.

1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.

 

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

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

 

3. Working conditions are safe and hygienic

3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.

 

4. Child labour shall not be used

4.1 There shall be no new recruitment of child labour.

4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined in the appendices.

4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.

 

5. Living wages are paid

5.1 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.

5.2 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.

5.3 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

 6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards. 

6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.* 

6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay. 

6.4 The total hours worked in any 7 day period shall not exceed 60 hours, except where covered by clause 6.5 below. 

6.5 Working hours may exceed 60 hours in any 7 day period only in exceptional circumstances where all of the following are met: 

• this is allowed by national law; 

• this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce; 

• appropriate safeguards are taken to protect the workers’ health and safety; and 

• the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies. 

6.6 Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.

* International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.

 

7. No discrimination is practised

7.1 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

8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.

 

9. No harsh or inhumane treatment is allowed

9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

 

 

Last but not least...

Whilst we are committed to be as eco and ethically sound as we can be, our supply chain is not perfect. We are trying , always looking for new products, sources, procedures and materials that further us in our mission. This is a journey...