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The mission of the Fair Labor Association (FLA) is to combine the efforts of industry, civil society organizations, and colleges and universities to protect workers' rights and improve working conditions worldwide by promoting adherence to international labor standards.
Kustom Imprints is an FLA-affiliated collegiate licensee
FLA-affiliated collegiate licensees are companies that manufacture products for FLA-affiliated colleges and universities. One of the obligations of FLA-affiliated universities is to require their licensees - companies manufacturing or sourcing products bearing university marks in the U.S. or overseas - to register with the FLA in the appropriate category.
Kustom Imprints primarily utilizes FLA accredited apparel manufacturers
Hanesbrands
Hanes, Beefy-T, Champion, Outer Banks and other licensed brands.
Gildan Activewear Inc.
Gildan apparel
Russell Corporation
Russell Athletic, Jerzees, Cross Creek, and private labels
SanMar Corporation
All private label brands consisting of CornerStone, District Threads, Port Authority, Port Authority Signature, Port & Company, Precious Cargo, Red House and Sport-Tek
Fair Labor Association Standards Compliance
To be considered in compliance with FLA standards, the Participating Company must adhere to the following standards as stated in the FLA Charter: (i) effective implementation of an internal compliance program and independent external monitoring consistent with the Monitoring Principles; (ii) timely remediation of noncompliance with the Workplace Code or Monitoring Principles found by internal or accredited Independent External Monitors; and (iii) in situations where monitors have found a significant and/or persistent pattern of noncompliance, or instances of serious noncompliance, with the Workplace Code or Monitoring Principles, taking adequate steps to prevent recurrence in other facilities where such type of noncompliance may occur.
Fair Labor Association Workplace Code of Conduct
The FLA Workplace Code of Conduct, based internationally recognized labor standards set down by the ILO, consists of nine key elements on which factories used by affiliated companies are monitored both in the U.S. and overseas: forced labor, child labor, harassment or abuse, nondiscrimination, health and safety, freedom of association and collective bargaining, wages and benefits, hours of work, and overtime compensation. The FLA Code is supplemented by FLA Compliance Benchmarks, which outline specific, measurable benchmarks for each Code element.
Forced Labor
There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.
Child Labor
No person shall be employed at an age younger than 15 (or 14 where the law of the country of manufacture allows*) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.
Harassment or Abuse
Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
Nondiscrimination
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, sexual orientation, nationality, political opinion, or social or ethnic origin.
Health and Safety
Employers shall provide a safe and healthy working environment to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities.
Freedom of Association and Collective Bargaining
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
Wages and Benefits
Employers recognize that wages are essential to meeting employees' basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
Hours of Work
Except in extraordinary business circumstances, employees shall (i) not be required 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 the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.
Overtime Compensation
In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.
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