Foreign Factory Code of Conduct
All production employees at our facilities making our products earn significantly more than the legally-mandated minimum industry wages in all the countries where we operate. Moreover, in the majority of our locations, our employees receive valuable competitive benefits such as 24-hour access to onsite medical clinics, free transportation to and from work, subsidized meals, and access to financial aid programs. These incentives have had a direct and positive impact on the quality of life of our employees, their families and their communities.
We are committed to:
- -A standard of excellence in every aspect of our business and in every corner of the world
- -Ethical and responsible conduct in all of our operations
- -Respect for the rights of all individuals
- -Respect for the environment
We expect these same commitments to be shared by all manufacturers. At a minimum, we require that all manufacturers of our merchandise meet the following standards:
Child Labor
Manufacturers will not use child labor. The term “child” refers to a person younger than 15 (or 14 where local law allows) or, if higher, the local legal minimum age for employment or the age for completing compulsory education. Manufacturers employing young persons who do not fall within the definition of “children” will also comply with any laws and regulations applicable to such persons.
Involuntary Labor
Manufacturers will not use any forced or involuntary labor, whether prison, bonded, indentured or otherwise.
Coercion and Harassment
Manufacturers will treat each employee with dignity and respect, and will not use corporal punishment, threats of violence, or other forms of physical, sexual, psychological or verbal harassment or abuse.
Compensation
We expect manufacturers to recognize that wages are essential to meeting employees’ basic needs. Manufacturers will, at a minimum, comply with all applicable wage and hour laws and regulations, including those relating to minimum wages, overtime, maximum hours, piece rates and other elements of compensation; and provide legally mandated benefits. Except in extraordinary business circumstances, manufacturers will not require employees to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by local law or, (c) where local law does not limit the hours of work, the regular work week plus 12 hours overtime. In addition, except in extraordinary business circumstances, employees will be entitled to at least one day off every seven-day period. Manufacturers will compensate employees for overtime hours at the premium rate that is legally required or, if there is no legally prescribed premium rate, at a rate at least equal to the regular hourly compensation rate. Where local industry standards are higher than applicable legal requirements, we expect manufacturers to meet the higher standards.
Nondiscrimination
Manufacturers will not discriminate in hiring and employment practices based on salary, benefits, advancement, discipline, termination or retirement, race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, political opinion, or disability.
Association
Manufacturers will respect the rights of employees to associate, organize, and bargain collectively in a lawful and peaceful manner, without penalty or interference.
Health and Safety
Manufacturers will provide employees with a safe and healthy workplace in compliance with all applicable laws and regulations, ensuring, at a minimum: reasonable access to potable water and sanitary facilities, fire safety, adequate lighting, and ventilation. Manufacturers will also ensure that the same standards of health and safety are applied in any housing that they provide for employees.
Protection of the Environment
Manufacturers will comply with all applicable environmental laws and regulations.
Subcontracting
Manufacturers will not use subcontractors for the manufacture of Next Level Apparel’s merchandise or components thereof without Next Level Apparel’s express written consent, and only after the subcontractor has entered into a written commitment with us to comply with this Code of Conduct.
Monitoring and Compliance
Manufacturers will authorize us to engage in monitoring activities to confirm compliance with this Code of Conduct, including unannounced on-site inspections of manufacturing facilities and employer-provided housing; reviews of books and records relating to employment matters, and private interviews with employees. Manufacturers will maintain on site all documentation that may be needed to demonstrate compliance with this Code of Conduct.
Publication
Manufacturers will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct in the local language and in a place readily accessible to employees, at all times.
Other Laws
Manufacturers will comply with all applicable laws and regulations, including those pertaining to the manufacturer, pricing, sale and distribution of merchandise. All references to “applicable laws and regulations” in this Code of Conduct include local and national codes, rules and regulations as well as applicable treaties and voluntary industry standards.