FAQ

Why are you giving away free jewelry? What's the catch?

Our grandmas always told us never to show up empty-handed, so we decided to come bearing gifts for our launch.
But really there's no catch or no secret loophole to jump through, we're doing this free campaign because we believe the best way to get to know a product is to try it out. So treat yo-self, it's on us.

Why are you asking me to share this?

Instead of throwing money at fancy schmancy ads and celeb promotions, we've dedicated all of our advertising budget to hook you up with these badboys for as little money as possible. So we're counting on you to help spread the word - plus, we know your BFF's are going to love this too.

Why don't your pieces ship immediately?

For this campaign, all our pieces are made to order. When we started this brand, we wanted to make a positive impact on fashion and the environment - specifically we wanted to reduce how much fashion unnecessarily contributes to the landfill. When brands hold big inventories, not all the pieces end up being sold. When they aren't, some brands will dispose of these pieces which means way more waste is contributed to the environment than needed. We decided that this just wasn't right and so to reduce this footprint, all our pieces are made to order. This means for this campaign your jewellery has been exclusively crafted just for you, when you order it.

Are you guys fine jewelry or fashion jewelry?

We like to think of ourselves as a perfect blend of both. We've fused the craftsmanship and quality standards of classic jewelry experts with the styles of today to bring you wearable luxury that lasts. Our pieces are thoughtfully designed for the modern minimalist so you can wear them from the office to the beach and basically everywhere in between.

Where are you located?

We’re a super small team based in Toronto. We like meeting new friends, so come on by if you want to say haaay.

Can I get more than one piece?

As a huge thank you for supporting us from the beginning, you can get the full collection at a massive discount. Your first piece will still be free and if you choose to get the whole collection, the remaining two pieces can be yours for just $40. (which is basically 85% off our retail price and probably the biggest discount we’ll ever run).

How much will your collection cost after the campaign?

We believe in bringing you the highest quality pieces, crafted at ethical factories and sold without traditional markups. We’re kind of obsessed in bringing you the best value so rest easy, our prices won’t be blowing up.

What are your pieces made of?

Our pieces are crafted using 925 Sterling Silver as the base metal and are dipped in 14k gold for a super buttery finish or Rhodium to really make that silver shine.

How do we know it’s really made of Sterling Silver?

Every single Finley piece comes engraved with the materials we’ve used. You’ll see a 925 engraved on every piece which stands for 925 Sterling Silver, the material we use as our base.

What's a base metal and why Sterling Silver?

All jewellry is comprised of two parts, its base (think of this like foundation) and its plating (think of this like your finishing powder). Most jewellery today use brass as its base metal and is thinly plated with silver or gold. Brass is essentially a mix of copper and zinc alloy which costs about a fraction of the price to manufacture than other precious metals like sterling silver and gold.When brass is exposed to air or moisture, it begins to tarnish on your skin which where those itchy earlobes and blotchy red spots come in. When we looked at how classic jewelers crafted their pieces to stand the test of time (and well, life in general), we noticed one key thing - despite the higher cost they used much high quality metals like Sterling Silver. We believe quality starts at the core and we wanted to do right by you so all our pieces are crafted with a base of pure sterling silver.

It says your gold pieces are "Vermeil", whats Vermeil?

Vermeil is a specific type of jewelry where the base metal is Sterling Silver (rather than metals like brass and copper) which is then plated by at least 10K of gold. Our vermeil is plated with 14k gold in a thickness that’s 5 times more than your regular flash plated jewelry. We use 14k over the usual 10k or 18k gold because it’s much more durable and less prone to bends, breakage and wear meaning your pieces last way longer. Additionally, vermeil is a great option for those with allergies to metals like nickel and brass as it contains only Sterling Silver and Gold.

How do I keep my pieces looking shiny and new?

Whether your piece is gold or silver, some TLC will keep it looking brand new. Things like lotions and hand sanitizers will dull your pieces much quicker so remove your pieces when applying. Sterling Silver is a little bit water sensitive, so before that deep cleanse or gym sesh, we highly recommend removing your pieces. When you’re not wearing your pieces, keep it in the airtight bag it came with or your Finley pouch to keep your pieces from oxidizing faster. To maintain it’s glowing shine, buff your piece gently with a dry soft cloth.

Can I track my order?

Yep! Once all your pieces are hand finished and lovingly packed we ship them off to you from our workshop in Hong Kong. Once they’ve been shipped, we’ll send you an email with a general timeline for delivery and when your order has cleared customs, we’ll send over a tracking number so you can stalk exactly where it is until it gets to your doorstep. If you have any questions about your order, please don’t hesitate to reach out to us at orders@finleyjewelry.com. Please note, we can't offer reimbursements or refunds for lost or stolen packages once it's been marked delivered by the delivery service.

Will your shipping always be $18.10?

Nope! When we fully launch our collection, we’ll be shipping from our offices in the heart of Toronto. For our launch campaign, we wanted to minimize the time spent in transit so we’ll be shipping directly from our workshop in Hong Kong

Where do you ship to?

Currently we ship to Canada, USA, Australia and the UK!

Why is international shipping more expensive than US?

Our shipping is based on both distance and customs involved in each country so the price will change accordingly. We’re currently working super hard to find cheaper options for our full line - if you have any questions (or suggestions) please don’t hesitate to reach out!

What’s your return policy?

When we launch the full site, our return policy will be much more relaxed. For this specific campaign, since all the pieces are essentially made to order, we are treating every order as final sale once it's been crafted. If you have any requests for exchanges, please email us at orders@finleyjewelry.com where we’ll review and do our best to accommodate. Unless you’ve received a damaged product which is always returnable! If you change your mind before the item is crafted/shipped, not to worry - email us and we'll refund your shipping, easy peasy.

What if I don't know my ring size?

We’re happy to help you find your perfect size, reach out to us if you’re unsure and we’ll make sure to get the right size for you.

How do we know you’re actually paying fair wages and being environmentally conscious?

Our workshop is SA8000 certified and you can read up on exactly how we found them and what we do to protect the environment here. This certification ensures that all the fair labour and environmental standards are upheld all day, everyday.

What’s SA8000?

SA8000 is a global accountability certification for manufacturers. The certification is based on nine core labour provisions that are respected internationally and help secure ethical working conditions. To be certified is no easy feat, first the organization must go through several audits to validate that their operations exceed the guidelines. Once approved, the organization is then subject to several vigorous unannounced audits throughout the year to ensure that they remain compliant on a regular basis. If you're a sucker for details, see here for the full guidelines of what we comply with. Below are the 9 provisions that all SA8000 organizations including ours must comply with:

1. Child Labor:
1.1 The organisation shall not engage in or support the use of child labour.
1.2 The organisation shall establish, document, maintain and effectively communicate to personnel and other interested parties, written policies and procedures for remediation of child labourers, and shall provide adequate financial and other support to enable such children to attend and remain in school until no longer a child as defined above.
1.3 The organisation may employ young workers (who exceed the age of 15 and are under 18 unless the minimum age for work or mandatory schooling is higher by local law, in which case the stipulated higher age applies in that locality) but where such young workers are subject to compulsory education laws, they shall work only outside of school hours. Under no circumstances shall any young worker’s school, work and transportation time exceed a combined total of 10 hours per day, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours.
1.4 The organisation shall not expose children or young workers to any situations – in or outside of the workplace – that are hazardous or unsafe to their physical and mental health and development.

2. Forced or Compulsory Labor:
2.1 The organisation shall not engage in or support the use of forced or compulsory labour, including prison labour, as defined in Convention 29, shall not retain original identification papers and shall not require personnel to pay ‘deposits’ to the organisation upon commencing employment.
2.2 Neither the organisation nor any entity supplying labour to the organisation shall withhold any part of any personnel’s salary, benefits, property or documents in order to force such personnel to continue working for the organisation.
2.3 The organisation shall ensure that no employment fees or costs are borne in whole or in part by workers.
2.4 Personnel shall have the right to leave the workplace premises after completing the standard workday and be free to terminate their employment provided that they give reasonable notice to their organisation.
2.5 Neither the organisation nor any entity supplying labour to the organisation shall engage in or support human trafficking.

3. Health and Safety:
3.1 The organisation shall provide a safe and healthy workplace environment and shall take effective steps to prevent potential health and safety incidents and occupational injury or illness arising out of, associated with or occurring in the course of work. It shall minimise or eliminate, so far as is reasonably practicable, the causes of all hazards in the workplace environment, based upon the prevailing safety and health knowledge of the industry sector and of any specific hazards.
3.2 The organisation shall assess all the workplace risks to new, expectant and nursing mothers including those arising out of their work activity, to ensure that all reasonable steps are taken to remove or reduce any risks to their health and safety.
3.3 Where hazards remain after effective minimisation or elimination of the causes of all hazards in the workplace environment, the organisation shall provide personnel with appropriate personal protective equipment as needed at its own expense. In the event of a work-related injury the organisation shall provide first aid and assist the worker in obtaining follow-up medical treatment.
3.4 The organisation shall appoint a senior management representative to be responsible for ensuring a safe and healthy workplace environment for all personnel and for implementing this Standard’s Health and Safety requirements.
3.5 A Health and Safety Committee, comprised of a well-balanced group of management representatives and workers, shall be established and maintained. Unless otherwise specified by law, at least one worker member(s) on the Committee shall be by recognised trade union(s) representative(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the organisation is not unionised, workers shall appoint a representative(s) as they deem appropriate. Its decisions shall be effectively communicated to all personnel. The Committee shall be trained and retrained periodically in order to be competently committed to continually improving the health and safety conditions in the workplace. It shall conduct formal, periodic occupational health and safety risk assessments to identify and then address current and potential health and safety hazards. Records of these assessments and corrective and preventive actions taken shall be kept.
3.6 The organisation shall provide to personnel, on a regular basis, effective health and safety training, including on-site training and, where needed, job-specific training. Such training shall also be repeated for new and reassigned personnel, where incidents have occurred, and when changes in technology and/or the introduction of new machinery present new risks to the health and safety of personnel.
3.7 The organisation shall establish documented procedures to detect, prevent, minimise, eliminate or otherwise respond to potential risks to the health and safety of personnel. The organisation shall maintain written records of all health and safety incidents that occur in the workplace and in all residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
3.8 The organisation shall provide, for use by all personnel, free access to: clean toilet facilities, potable water, suitable spaces for meal breaks, and, where applicable, sanitary facilities for food storage.
3.9 The organisation shall ensure that any dormitory facilities provided for personnel are clean, safe and meet their basic needs, whether it owns, leases or contracts the dormitories from a service provider.
3.10 All personnel shall have the right to remove themselves from imminent serious danger without seeking permission from the organisation.

4. Freedom of Association and Right to Collective Bargaining
4.1 All personnel shall have the right to form, join and organise trade union(s) of their choice and to bargain collectively on their behalf with the organisation. The organisation shall respect this right and shall effectively inform personnel that they are free to join a worker organisation of their choosing without any negative consequences or retaliation from the organisation. The organisation shall not interfere in any way with the establishment, functioning or administration of workers’ organisation(s) or collective bargaining.
4.2 In situations where the right to freedom of association and collective bargaining are restricted under law, the organisation shall allow workers to freely elect their own representatives.
4.3 The organisation shall ensure that union members, representatives of workers and any personnel engaged in organising workers are not subjected to discrimination, harassment, intimidation or retaliation for being union members, representative(s) of workers or engaged in organising workers, and that such representatives have access to their members in the Workplace.

5. Discrimination
5.1 The organisation shall not engage in or support discrimination in hiring, remuneration, access to training, promotion, termination or retirement based on race, national or territorial or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, age or any other condition that could give rise to discrimination.
5.2 The organisation shall not interfere with the exercise of personnel’s rights to observe tenets or practices or to meet needs relating to race, national or social origin, religion, disability, gender, sexual orientation, family responsibilities, union membership, political opinions or any other condition that could give rise to discrimination.
5.3 The organisation shall not allow any behaviour that is threatening, abusive, exploitative or sexually coercive, including gestures, language and physical contact, in the workplace and in all residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
5.4 The organisation shall not subject personnel to pregnancy or virginity tests under any Circumstances.

6. Disciplinary Practices
6.1 The organisation shall treat all personnel with dignity and respect. The organisation shall not engage in or tolerate the use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No harsh or inhumane treatment is allowed.

7. Working Hours
7.1 The organisation shall comply with applicable laws, collective bargaining agreements (where applicable) and industry standards on working hours, breaks and public holidays. The normal work week, not including overtime, shall be defined by law but shall not exceed 48 hours.
7.2 Personnel shall be provided with at least one day off following every six consecutive days of working. Exceptions to this rule apply only where both of the following conditions exist:
a) National law allows work time exceeding this limit; and
b) A freely negotiated collective bargaining agreement is in force that allows work time averaging, including adequate rest periods.
7.3 All overtime work shall be voluntary, except as provided in 7.4 below, shall not exceed 12 hours per week and shall not be requested on a regular basis.
7.4 In cases where overtime work is needed in order to meet short-term business demand and the organisation is party to a freely negotiated collective bargaining agreement representing a significant portion of its workforce, the organisation may require such overtime work in.


8. Remuneration
8.1 The organisation shall respect the right of personnel to a living wage and ensure that wages for a normal work week, not including overtime, shall always meet at least legal or industry minimum standards, or collective bargaining agreements (where applicable). Wages shall be sufficient to meet the basic needs of personnel and to provide some discretionary income.
8.2 The organisation shall not make deductions from wages for disciplinary purposes. Exception to this rule applies only when both of the following conditions exist:
a) Deductions from wages for disciplinary purposes are permitted by national law; and
b) A freely negotiated collective bargaining agreement is in force that permits this practice.
8.3 The organisation shall ensure that personnel’s wages and benefits composition are detailed clearly and regularly to them in writing for each pay period. The organisation shall lawfully render all wages and benefits due in a manner convenient to workers, but in no circumstances in delayed or restricted forms, such as vouchers, coupons or promissory notes.
8.4 All overtime shall be reimbursed at a premium rate as defined by national law or established by a collective bargaining agreement. In countries where a premium rate for overtime is not regulated by law or there is no collective bargaining agreement, personnel shall be compensated for overtime at the organisation’s premium rate or at a premium rate equal to prevailing industry standards, whichever is higher.
8.5 The organisation shall not use labour-only contracting arrangements, consecutive short-term contracts and/or false apprenticeship or other schemes to avoid meeting its obligations to personnel under applicable laws and regulations pertaining to labour and social security.

9. Management System
9.1 Policies, Procedures and Records
9.1.1 Senior management shall write a policy statement to inform personnel, in all appropriate languages, that it has chosen to comply with SA8000.
9.1.2 This policy statement shall include the organisation’s commitment to conform to all requirements of the SA8000 Standard and to respect the international instruments as listed in the previous section on Normative Elements and Their Interpretation. The statement shall also commit the organisation to comply with: national laws, other applicable laws and other requirements to which the organisation subscribes.
9.1.3 This policy statement and the SA8000 Standard shall be prominently and conspicuously displayed, in appropriate and comprehensible form, in the workplace and in residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
9.1.4 The organisation shall develop policies and procedures to implement the SA8000 Standard.
9.1.5 These policies and procedures shall be effectively communicated and made accessible to personnel in all appropriate languages. These communications shall also be clearly shared with customers, suppliers, sub-contractors and sub-suppliers.
9.1.6 The organisation shall maintain appropriate records to demonstrate conformance to and implementation of the SA8000 standard, including the Management System requirements contained in this element. Associated records shall be kept and written or oral summaries given to the SA8000 worker representative(s).
9.1.7 The organisation shall regularly conduct a management review of its policy statement, policies, procedures implementing this Standard and performance results, in order to continually improve.
9.1.8 The organisation shall make its policy statement publicly available in an effective form and manner to interested parties, upon request.
9.2 Social Performance Team
9.2.1 A Social Performance Team (SPT) shall be established to implement all elements of SA8000. The Team shall include a balanced representation of:
a) SA8000 worker representative(s); and
b) management.
Compliance accountability for the Standard shall solely rest with Senior Management.
9.2.2 In unionised facilities, worker representation on the SPT shall be by recognised trade union(s) representative(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the organisation is not unionised, workers may freely elect one or more SA8000 worker representative(s) from among themselves for this purpose. In no circumstances shall the SA8000 worker representative(s) be seen as a substitute for trade union representation.
9.3 Identification and Assessment of Risks
9.3.1 The SPT shall conduct periodic written risk assessments to identify and prioritise the areas of actual or potential non-conformance to this Standard. It shall also recommend actions to Senior Management that address these risks. Actions to address these risks shall be prioritised according to their severity or where a delay in responding would make it impossible to address.
9.3.2 The SPT shall conduct these assessments based on their recommended data and data collection techniques and in meaningful consultation with interested parties.
9.4 Monitoring
9.4.1 The SPT shall effectively monitor workplace activities for:
a) compliance with this Standard;
b) implementation of actions to effectively address the risks identified by the SPT; and
c) for the effectiveness of systems implemented to meet the organisation’s policies and the requirements of this Standard.
It shall have the authority to collect information from or include interested parties (stakeholders) in its monitoring activities. It shall also liaise with other departments to study, define, analyse and/or address any possible non-conformance(s) to the SA8000 Standard.
9.4.2 The SPT shall also facilitate routine internal audits and produce reports for senior management on the performance and benefits of actions taken to meet the SA8000 Standard, including a record of corrective and preventive actions identified.
9.4.3 The SPT shall also hold periodic meetings to review progress and identify potential actions to strengthen implementation of the Standard.
9.5 Internal Involvement and Communication
9.5.1 The organisation shall demonstrate that personnel effectively understand the requirements of SA8000, and shall regularly communicate the requirements of SA8000 through routine communications.
9.6 Complaint Management and Resolution
9.6.1 The organisation shall establish a written grievance procedure that is confidential, unbiased, non-retaliatory and accessible and available to personnel and interested parties to make comments, recommendations, reports or complaints concerning the workplace and/or non-conformances to the SA8000 Standard.
9.6.2 The organisation shall have procedures for investigating, following up on and communicating the outcome of complaints concerning the workplace and/or non-conformances to this Standard or of its implementing policies and procedures. These results shall be freely available to all personnel and, upon request, to interested parties.
9.6.3 The organisation shall not discipline, dismiss or otherwise discriminate against any personnel or interested party for providing information on SA8000 compliance or for making other workplace complaints.
9.7 External Verification and Stakeholder Engagement

9.7.1 In the case of announced and unannounced audits for the purpose of certifying its compliance with the requirements of this Standard, the organisation shall fully cooperate with external auditors to determine the severity and frequency of any problems that arise in meeting the SA8000 Standard.
9.7.2 The organisation shall participate in stakeholder engagement in order to attain sustainable compliance with the SA8000 Standard.
9.8 Corrective and Preventive Actions
9.8.1 The organisation shall formulate policies and procedures for the prompt implementation of corrective and preventive actions and shall provide adequate resources for them. The SPT shall ensure that these actions are effectively implemented.
9.8.2 The SPT shall maintain records, including timelines, that list, at minimum, non-conformances related to SA8000, their root causes, the corrective and preventive actions taken and implementation results.
9.9 Training and Capacity Building 9.9.1 The organisation shall implement a training plan for all personnel to effectively implement the SA8000 Standard as informed by the results of risk assessments. The organisation shall periodically measure the effectiveness of training and record their nature and frequency.
9.10 Management of Suppliers and Contractors
9.10.1 The organisation shall conduct due diligence on its suppliers/subcontractors, private employment agencies and sub-suppliers’ compliance with the SA8000 Standard. The same due diligence approach shall be applied when selecting new suppliers/subcontractors, private employment agencies and sub-suppliers. The minimum activities for the organisation to fulfil this requirement shall be recorded and shall include:
a) effectively communicating the requirements of this Standard to senior leadership of suppliers/subcontractors, private employment agencies and sub-suppliers;
b) assessing significant risks of non-conformance by suppliers/subcontractors, private employment agencies and sub-suppliers. [Note: an explanation of “significant risk” is found in the guidance document];
c) making reasonable efforts to ensure that these significant risks are adequately addressed by suppliers/subcontractors, private employment agencies and sub-suppliers and by the organisation where and when appropriate, and prioritised according to the organisation’s ability and resources to influence these entities; [Note: an explanation of “reasonable effort” is found in the guidance document]; and
d) establishing monitoring activities and tracking performance of suppliers/subcontractors, private employment agencies and sub-suppliers to ensure that these significant risks are effectively addressed.
9.10 Management of Suppliers and Contractors
9.10.2 Where the organisation receives, handles or promotes goods and/or services from suppliers/subcontractors or sub-suppliers who are classified as home workers, the organisation shall take effective actions to ensure that such home workers are afforded a level of protection substantially equivalent to that afforded to the organisation’s other workers under the requirements of this Standard.

Why does it matter?

Simply put, we don't believe in cutting corners. There are too many brands and manufacturers that sacrifice quality, decent wages and environmental responsibility at the expense of their bottom line. This really isn’t something we feel should ever be accepted let alone normal in the industry so we decided to make a change with Finley.

Why Hong Kong and not Canada or USA?

Believe it or not, there are only 13 manufacturers in the entire world that are SA8000 certified in this area and all of them are located overseas. For what we wanted to accomplish in quality and sustainability, the only manufacturer up for the challenge was located in Hong Kong.