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Swix и окружающая среда

Swix и окружающая среда

Экологическая стратегия SWIX

Экологическая стратегия SWIX

Благодаря тесному сотрудничеству с научно-исследовательскими и медицинскими учреждениями, SWIX является образцом для подражания в плане заботы об окружающей среде. 

Occupational environment in wax cabins – SWIX recommendations

Occupational environment in wax cabins – SWIX recommendations

From studies performed in wax cabins it has become evident that the amount of small particles is higher than earlier anticipated. The studies further show that CERA F powders create more small particles than the waxes. This has lead Swix to update our recommendations how to work in a wax cabin. 

From studies performed in wax cabins it has become evident that the amount of small particles is higher than earlier anticipated. The studies further show that CERA F powders create more small particles than the waxes. This has lead Swix to update our recommendations how to work in a wax cabin. 
Ventilation is essential, we recommend active ventilation which means use of a fan, that is only open a window is not necessary good enough. It is important to steer the air flow so that the breathing system of the user is above the intake of ventilation.

In combination to ventilation mainly due to difficulties in placing the suction entry over the whole ski we also recommend for wax technicians of many skis that they use mask with a gas and particle filter. For such filter to perform well it is important that the mask is well fitted to the face. Mask with overpressure system may be preferred as the performance of such mask is not so dependent of perfect fit in the facial area.  

Swix recommend the following type of protection equipment 


  • Particle P3, (white)
  • Gas A (brown), B (grey)
  • Facial mask with over pressure ventilation.


It is important to monitor the status of the filter and shift the filter according to instructions by the filter manufacturer. 

SWIX equip our own wax technicians with the following protection equipment, 

  • SCOTT Autolflow with Automask and combinationfilter A2B2P3 (colour coded, Brown, Grey and White)

There are other manufacturers with similar equipment that can be used, However always make sure that you use filters designed for the producers equipment.  

Further recommendations, 

Keep your waxing room clean and tidy.  

Always wash your hands after use and before meals. Never consume drinks and food in the waxing area.  

Waxes are chemicals and should be treated with precautions. Always follow the instructions and recommendations printed on packaging and instruction manuals. 


  • Wax room ventilation. Make the extra effort to see that the area where you work on skis has exhaust fans and fresh air supply. Race organizers usually give the location for working on race equipment too low a priority, and often the waxing areas have little or no ventilation.
  • If your waxing room does not have well enough ventilation we recommend the use of masks as stated above.
  • The mask should be used during the whole waxing process.
  • The mask and filter shall be store in a clean closed container.
  • Do not expose waxes to open flames such as from a waxing torch, heat guns, space heaters, fire places, etc. Do not smoke cigarettes while waxing with fluorocarbon or fluorinated hydrocarbon waxes. In fact, don’t smoke at all! There is a chemical danger associated with fluorocarbon waxes when they are overheated. If fluorocarbon waxes are exposed to a heat source having a temperature higher than approximately 300°C (570°F), the fluorocarbon material disintegrates developing a poisonous gas. Normal iron temperatures will not cause a harmful breakdown of Swix waxes.
  • When using power brushes for brushing waxes a substantial amount of wax “dust” particles occur. To prevent inhalation of the particles use a “particle” mask P3.
  • Use safety glasses when Roto-brushing.
  • If you question the quality of the waxes you are using, or feel that your exposure amount to waxing is extensive, use a respirator mask. See recommendation above. This type of mask is important to use when doing base repair with a burning polyethylene repair candle or base welder.
  • Be aware of the type of base cleaner you are using. Ensure good ventilation. Dispose the rags or Fiberlene properly.

To minimise to amount of small dust particles we consider the following, 

  • Rub on and cork products instead of ironing.
  • When ironing only use recommended iron temperatures and use irons where you can control the iron temperature well.
  • Lower the temperature on the iron while not waxing.
  • Place the iron away from your working area and in place where ventilation is sufficient.
Продукция Swix и окружающая среда

Продукция Swix и окружающая среда

Исследовательская работа была основным направлением компании с момента её создания в 1946 году, и продолжает фокусироваться на развитии и совершенствовании лыжного спорта. Наряду с общими тенденциями, Swix разрабатывает и предлагает на рынке продукты для лыжников любого уровня, от элитных спортсменов до любителей и начинающих. Мы гордимся тем, что можем гарантировать выпуск нетоксичных продуктов, которые не наносят вреда окружающей среде.

Code of Conduct


At Swix Sport AS, we promote decent working and environmental standards in our supply chains. We cooperate closely with our suppliers and business partners in pursuit of this aim. Accordingly, we have prepared this code of conduct to illustrate what we expect of our suppliers and business partners. The code of conduct covers human rights, workers’ rights and the environment.

Swix Sport AS is a member of the Ethical Trading Initiative Norway (ETI Norway), a membership organisation for private and public enterprises and organisations. ETI Norway is a resource centre and an advocate for ethical trade practices. Swix Sport AS reports annually to ETI Norway. This report is made publicly available.

Swix Sport AS is continuously seeking to improve policy and practice to assist suppliers in complying with this code of conduct.


Swix Sport AS’s suppliers are to supply goods and services that are produced in compliance with the code of conduct. Moreover, the suppliers are to communicate the code of conduct to their sub- suppliers, and to monitor implementation.

A supplier must be able to document compliance with the code of conduct at Swix Sport AS’s request. Such documentation may take the form of self-declaration, follow-up meetings, and/or inspections of the working conditions at production sites. The supplier will be obliged to name and provide contact information for any sub-supplier that Swix Sport AS wishes to inspect.

In the event of a breach of the code of conduct, Swix Sport AS and the supplier will jointly prepare a plan for remedying the breach. Remediation must take place within a reasonable period of time. The contract will only be terminated if the supplier remains unwilling to remedy the breach following repeated enquiries.

Requirement relating to own practise

When new suppliers are selected, emphasis will be given to social and environmental standards.

Neither Swix Sport AS nor any of its employees shall ever offer or accept illegal or unlawful monetary gifts or other forms of remuneration in order to secure business-related or private benefit, or benefit for customers, agents or suppliers.

Swix Sport AS and Swix Sport AS’s suppliers shall avoid partners that operate in countries subject to international boycott by the United Nations and/or Norwegian Authorities.

Requirement relating to working and environmental conditions

This code of conduct is based on internationally acknowledged UN and ILO conventions, and sets out a minimum standard. The employment legislation applicable to the place of production must be

respected. Where national laws and regulations cover a topic that is also dealt with in this code of conduct, the higher standard shall apply.

1. Freely Chosen Employment (ILO Conventions Nos. 29 and 105)
1.1 There shall be no forced, bonded or involuntary prison labour
1.2 Workers shall not be required to lodge “deposits” or identity papers with their employer and shall be free to leave their employer after reasonable notice.

2. Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98, 135 and 154)
2.1 Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2 Workers representatives shall not be discriminated and shall have access to carry out their representative functions in the workplace.
2.3 Where the right to freedom of association and collective bargaining is restricted under law, the employer shall facilitate, and not hinder, the development of parallel means for independent and free association and bargaining.

3. No Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos. 138, 182 and 79, and ILO Recommendation No. 146)
3.1 Children and young persons under the age of 18 shall not be engaged in labour that is hazardous to their health or safety, including night work.

3.2 Children under the age of 15 (14 or 16 in certain countries) shall not be engaged in labour that is detrimental to their education.
3.3 New recruitment of child labour in infringing of the above mentioned conventions is unacceptable. If child labour, as described above, is already in existence, sustained efforts shall be made to redress the situation as quickly as possible. However, the children concerned shall be given the possibility of earning a livelihood, as well as acquiring an education until they are no longer of compulsory school age.

4. No Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)
4.1 There shall be no discrimination at the work place based on ethnic background, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

4.2 Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative behaviour, and from discrimination or termination of employment on unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.

5. No Harsh or Inhumane Treatment

5.1 Physical abuse or punishment, or threats of physical abuse, sexual or other harassment and verbal abuse, as well as other forms of intimidation, shall be prohibited.

6. Safe and Hygienic Working Conditions (ILO Convention No. 155 and ILO Recommendation No. 164 6.1 The working environment shall be safe and hygienic, 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.

6.2 Workers shall receive regular and documented health and safety training, and such training shall be repeated for new workers.
6.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

6.4 Accommodation, where provided, shall be clean, safe and adequately ventilated, and shall have access to clean toilet facilities and potable water.

7. Adequate Wages (ILO Convention No. 131)
7.1 Wages and benefits paid for a standard working week shall meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. Wages should always be enough to meet basic needs and to provide some discretionary income.
7.2 All workers shall be provided with a written and comprehensible contract outlining their wage conditions and method of payments before entering employment.
7.3 Deductions from wages as a disciplinary measure shall not be permitted.

8. No Excessive Working Hours (ILO Convention No. 1 and 14)
8.1 Working hours shall comply with national laws and benchmark industry standards, whichever affords greater protection. It is recommended that working hours do not exceed 48 hours per week (8 hours per day).
8.2 Workers shall be provided with at least one day off for every 7 day period.
8.3 Overtime shall be limited. Recommended maximum overtime is 12 hours per week.
8.4 Workers shall always receive overtime pay, minimum in accordance with current legislation.

9. Providing Regular Employment

9.1 Obligations to employees under international conventions and social security laws, and regulations arising from the regular employment relationship, shall not be avoided through the use of short term contracting (such as contract labour, casual labour or day labour), sub-contractors or other labour relationships.
9.2 All workers are entitled to a contract of employment that shall be written in a language they understand.
9.3 The duration and content of apprenticeship programmes shall be clearly defined.


10. Consideration for Marginalized Populations

10.1. Production and extraction of raw materials for production shall not contribute to the destruction of the resources and income base for marginalized populations, such as in claiming large land areas or other natural resources on which these populations are dependent.

11. Protection of the Environment

11.1. Environmental measures shall be taken into consideration throughout the production and distribution chain ranging from the production of raw material to the consumer sale. Local, regional and global environmental aspects shall be considered. The local environment at the production site shall not be exploited or degraded by pollution.

11.2 National and international environmental legislation and regulations shall be respected. 11.3 Relevant discharge permits shall be obtained where required.
11.4 Hazardous chemicals and other substances shall be carefully managed.

12. Management systems of suppliers
The management system is key to the implementation of the code of conduct. Swix Sport AS emphasises the importance of suppliers having systems that support such implementation. Swix Sport AS’s expectations in this regard are summed up in the following measures:

  •   The supplier should make a centrally placed employee responsible for the implementation of the code of conduct in the supplier’s business.
  •   The supplier must make the code of conduct known in all relevant parts of its organisation.
  •   The supplier must obtain Swix Sport AS’s consent prior to outsourcing production or parts of

    production to a sub-supplier/contractor, if this has not been agreed in advance.

  •   The supplier must be able to give an account of where goods ordered by Swix Sport AS are


    13. Animal welfare

    13.1 Mulesing. Mulesing is a practise that occurs in some wool production of wool in Australia and New Zeeland. This kind of treatment shall not occur in Swix Sport AS’s supply chain with regards to the production of Swix Sport AS’s wool products.
    13.2 Down. Down used in Swix Sport AS’s products shall be taken only from birds killed for food purposes.

    13.3 Leather products. Leather products are only to be made from utility animals as pigs, sheep and cattle, where the animals was slaughtered for the purpose of meat productions.