Fair Labor Association Workshop Code of Conduct

Origin. The Workshop Code of Conduct was developed in the late 1990’s by the Apparel Industry Partnership. Implementation of the Workshop Code is overseen by the Fair Labor Association (FLA), a coalition of companies, universities, and NGOs.

Purpose. The Workshop Code articulates workplace standards for companies in the garment and footwear industries. The Code is intended to protect workers’

rights, promote humane working conditions, and help eradicate “sweatshops” worldwide. It applies to companies which adopt the code, including their suppliers and contractors. It also applies to the licensees of universities affiliated with the FLA.

Critical Content. The Workshop Code is based upon core labor standards of the International Labour Organization (ILO). It addresses nine areas of concern:

Forced Labor : Prohibits use of forced labor (e.g., prison or indentured labor)
Child Labor : Prohibits child labor, in alignment with local and international law;
Harassment of Employees : Prohibits employee abuse;
Nondiscrimination : Prohibits discrimination in all aspects of the employment relationship (e.g., hiring, promotion, benefits eligibility, etc.);
Health and Safety : Mandates safe and healthy working conditions;
Freedom of Association and Collective Bargaining : Mandates recognition of employees’ right to unionized and bargain collectively;
Wages and Benefits : Requires payment of a minimum wage;
Hours of Work : Established restrictions on the number of hours employees may work within a week; and
Overtime Compensation : Requires payment for overtime hours at the premium established by local law, or at a rate no less than the wage paid for regular hours.

Implementation. Companies adopting the Workshop Code must apply it to their own operations, as well as to their suppliers, contractors, and licensees. Where standards of conduct set by local laws conflict with those articulated within the Workshop Code , companies are called to apply the higher standard. Companies monitor their own compliance, but also must permit independent external monitoring. Both internal and external monitoring are performed in accordance with principles and guidelines established by the FLA. The FLA also accredits external monitors. When conditions are found that fail to meet the standards articulated within the Code, companies are required to implement corrective action and have the effectiveness of these corrections verified by external monitors.

To visit this code in its entirety please visit: http://www.fairlabor.org/all/code/

24.December 2003