While making clothes is fun, it’s also serious business. We don’t just work with anyone – we’ve got rules, and they all support our mission.
NON-USE OF CHILD LABOR
No person shall be employed at an age younger than the age of 15 (or 14 where the law of the country allows) or, the age for completing compulsory education where such age is higher than 15.
NON-USE OF INVOLUNTARY LABOR
There shall not be any use of forced labor, whether in the form of prison labor,
indentured labor, bonded labor, or otherwise.
FREEDOM FROM COERCION AND HARASSMENT
Each employee will be treated with dignity and respect. No employee will be
subject to corporal punishment, threats of violence or any other forms of physical,
sexual, psychological or verbal harassment or abuse.
No person shall be subject to any discrimination in employment, including
hiring, salary, benefits, advancement, discipline, termination or retirement on the basis
of gender, race, religion, age, disability, pregnancy, union membership, marital status,
sexual orientation, nationality, political opinion, or social or ethnic identity.
FREEDOM OF ASSOCIATION
Each employee shall have the rights of freedom of association and collective
bargaining, so long as such activity is conducted in a peaceful and lawful manner,
without penalty or interference. In the absence of freedom of association laws,
manufacturers must facilitate parallel means to provide workers the option to
communicate confidentially and/or work in a collaborative manner to address
HEALTH AND SAFETY STANDARDS
Employers shall provide a safe and healthy working environment to prevent
accidents, injury, and illness arising out of, linked with, or occurring in the course of
work or as a result of the operation of employer facilities. Employers shall comply with
all applicable laws regarding workplace safety and health, however employers may
be expected to substantially exceed such laws in the event that such local laws do not
provide adequate protection. At a minimum, employers should provide reasonable
access to potable water and sanitary facilities, fire safety, adequate lighting and
ventilation, and reasonable assurance of personal safety. Such minimum standards
must be met both in workplaces as well as in any employer-provided housing.
We expect our partners to recognize that wages are essential to meeting
employees’ basic needs. Our partners will, at a minimum, comply with all applicable
wage and hours laws and including those related to minimum wages, overtime,
maximum hours, piece rates and other elements of compensation and provide legally
Wages shall be paid in a timely manner.
HOURS OF WORK
Except in extraordinary circumstances employees shall (1) not be required to
work more than the lesser of (a) 48 hours per week plus 12 hours overtime or (b) the
limits on regular and overtime hours allowed by the law of the country, if such laws
are more restrictive, and (2) be entitled to choose to take at least one day off in every
seven day period. Additionally, all employees will be entitled to either (1) all physically
and legally required breaks during the work period or (2) at least one ten minute
break every four hours worked and one thirty minute meal break per each eight hour
shift. Extraordinary business circumstances will not justify work in excess of 72 hours
per week for more than four months per year.
In addition to compensation for regular hours of work, employees shall be
compensated for overtime hours at the greater of (1) the legally required or prevailing
premium rate or (2) 1.5 times the regular hourly rate for hours in excess of 48 per week
(or lower, if required by local law).
Partners shall develop appropriate mechanisms for resolving employee
grievances. Such mechanisms should include at least the following components: (a)
employees have a right to representation by a person of their own choosing during
use of the grievance procedure, (b) employees have a right to express their viewpoint
without fear of retaliation, (c) the result of use of such grievance procedure shall be
documented, indicating clearly the reasoning behind all final resolutions of grievances.
Such documents will be reviewable by Tulong LLC to assure compliance with the code
of conduct and fair treatment of employees.
Deductions from wages as a disciplinary measure shall not be permitted.
Partners shall strive to minimize the negative impact of operations on the
environment to the greatest extent possible.
USE OF SUBCONTRACTORS
All subcontractors are expected to express in writing their commitment
to comply with the entirety of this TCC (Tulong LLC Code of Conduct), including
monitoring and compliance. Licensees will not use subcontractors for the manufacture
of lur® merchandise without Tulong LLC’s express written consent, and
only after the subcontractor has entered into a written commitment with Tulong LLC
to comply with this Code of Conduct.
Should there be a prevailing industry standard higher than those minimums
enunciated above, the higher standard should be met.
Tulong LLC will have oversight of licensees to monitor compliance with this
Code of Conduct. Partners agree to provide all data and access necessary, including
unannounced on-site inspections of facilities, reviews of books and records relating to
employment matters; and private interviews with employees to monitor compliance.
Licensees will maintain on site all documentation that may be needed to demonstrate
compliance with this Code of Conduct. Oversight may be performed by a 3rd party.
PUBLICATION OF THIS CODE OF CONDUCT
This code of conduct shall be translated into local language(s), provided in
writing (in local languages) to all employees and posted (in local languages) in a
prominent location readily accessible by all employees in the workplace.