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• • Environment

Teak has long been associated with concerns about the rainforests of the world. Those who buy teak from EUDE, however, do not need to worry about such environmental concerns. We buy solely from plantations which fulfill all of the highest demands that both we and the different environment organizations place on sustainability and sourcing. All our teak comes from state controlled teak plantations in Indonesia. The total area of the plantations has not expanded in 50 years. Through proper documentation, in accordance with the requirements of the FSC-standard, every delivery from EUDE can be traced back to its place of origin in the plantation where the trees were harvested and replaced with new plants.

Some say that a boycott would transform the teak plantations back into rainforests. That is simply not true. The plantations would just be cleared in order to make space for other plants with a similar yield.

Teak originated from Burma/Myanmar might be harvested in natural forests. EU has banned all import of teak from Burma/Myanmar as from Mars 2008. Unfortunately the illegal business continues and the timber still reaches EU with false country of origin documentation.

Teak in the products from EUDE is solely sourced from plantations in Indonesia.

Employees situation at EUDE Indonesia
EUDE recruits local, unskilled labor, train them within the company and employ people from outside only if the position demands someone with a higher education.

Salaries start far above the Indonesian minimum wage standard and, depending on tasks and position, reach European standards. Employees - none under 18 years - work a 39hr week and all overtime are paid double, or with double time off, and has to be accepted by the employee. When production year is terminated, an annual bonus is calculated and distributed to all employees. Historically in the company, the bonus equals to more than a months salary/person.

The employee-“Clubs” within the company that raise various issues with the management, the social security & pension program, and the “acute illness & accident insurance” coverage - show similarity to the conditions prevalent in a Scandinavian company.

All national holidays are no-labor days, and the employees get a  longer paid vacation during the Islamic Ramadan month.

Employee initiated social activities outside working hours are numerous and often sponsored by the company. The new production plant also includes a Sports- & Activity Centre for in-door soccer, fitness, badminton and other activities that the staff can freely benefit from.

The very much appreciated canteen provides nutrient food to all employees.

The EUDE staff policies have forced surrounding companies to start equal programs for their employees. A small step for workers’ rights in Indonesia, but which will hopefully spread.