Through CLC, Lafayette's licensee agreements include the the following code of conduct.
Code of Conduct, Generally. Licensee acknowledges that the Lafayette College (hereafter “Collegiate Institution”) to evidence their respective commitment to conducting their business affairs in a socially responsible and ethical manner consistent with their educational, research and/or service missions, and to protecting and preserving the global environment, has adopted the following Code of Conduct regarding the design, development, sourcing, use, manufacture, production, sale, license, distribution, or other commercialization of the Licensed Articles, and have directed their Licensing Agent to implement the Code of Conduct with Licensee as a condition of granting Licensee the rights licensed in this Agreement. Accordingly, Licensee agrees to operate work places and contract only with companies whose work places adhere to or exceed the standards and practices described below. Licensee shall cooperate with the Collegiate Institution, and/or their respective agents or representatives in periodic inspections of Licensee’s and its Manufacturers’ and suppliers’ factory sites to ensure that Licensee and its Manufacturers and suppliers are in compliance with such Code of Conduct requirements. Licensee’s failure to comply or ensure compliance with Code of Conduct requirements for the Collegiate Institution shall be considered a breach of the License Agreement.
Legal Compliance. Licensees must comply with all applicable legal requirements of the country(ies) of manufacture in conducting business related to or involving the sign, development, sourcing, use, manufacture, production, sale, license, distribution, or other commercialization of Licensed Articles. Where there are differences or conflicts with the Code of Conduct and the laws of the country(ies) of manufacture, the higher standard shall prevail, subject to the following considerations. In countries where law or practice conflicts with these labor standards, Licensees agree to consult with governmental, human rights, labor, and business organizations and to take effective actions as evaluated by the Collegiate Institution or their designees, and Licensee to achieve the maximum possible compliance with each of these standards. Licensee further agrees to refrain from any actions that would diminish the protections of these labor standards. Collegiate Institution may be elect to affiliate with non-profit, third party labor rights monitoring organizations, including, but not limited to, the WRC. Licensee agrees to incorporate the corresponding organization(s) affiliations and protocols as required by the Collegiate Institution. The Collegiate Institution may elect to change its monitoring organization affiliations during the Term, and Licensee shall agree to accommodate the changed affiliation status.
Employment Standards. Licensee shall comply with the following standards:
Wages and Benefits. Licensee recognizes that wages are essential to meeting employees’ basic needs. Licensee shall pay employees, as a floor, at least the minimum wage required by local law or the local prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
Working Hours. Except in extraordinary business circumstances, hourly and/or quota based wage 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, hourly and/or quota-based wage employees shall be compensated for overtime hours at such a 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.
Child Labor. Licensee shall not employ any person at an age younger than 15 (or 14, where, consistent with International Labor Organization practices for developing countries, the law of the country of manufacture allows such exception). Where the age for completing compulsory education is higher than the standard for the minimum age of employment stated above, the higher age for completing compulsory education shall apply to this section. Licensee agrees to consult with governmental, human rights, and nongovernmental organizations, and to take reasonable steps as evaluated by the Collegiate Institution or their designees, and the Licensee to minimize the negative impact on children released from employment as a result of implementation or enforcement of the Code of Conduct.
Forced Labor. There shall not be any use of forced prison labor, indentured labor, bonded labor or other forced labor.
Health and Safety. Licensee 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 Licensee facilities.
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.
Harassment or Abuse. Every employee shall be treated with dignity and respect. No employee shall be subject to any physical, sexual, psychological, or verbal harassment or abuse. Licensee will not use or tolerate any form of corporal punishment.
Freedom of Association and Collective Bargaining. Licensee shall recognize and respect the right of employees to freedom of association and collective bargaining.
Women’s Rights.
Women workers will receive equal remuneration, including benefits, equal treatment, equal evaluation of the quality of their work, and equal opportunity to fill all positions as male workers.
Pregnancy tests will not be a condition of employment, nor will they be demanded of employees.
Workers who take maternity leave will not face dismissal nor threat of dismissal, loss of seniority or deduction of wages, and will be able to return to their former employment at the same rate of pay and benefits.
Workers will not be forced or pressured to use contraception.
Workers will not be exposed to hazards, including glues and solvents, that may endanger their safety, including their reproductive health.
Licensees shall provide appropriate services and accommodations to women workers in connection with pregnancy.
Full Public Disclosure. Licensee shall disclose to the Collegiate Institution or their designee the location, factory name, contact name, address, phone number, e-mail address, products produced, and nature of business association, of each factory used in the production of all items that bear Licensed Indicia, including any additional disclosure information requested from time to time by the Collegiate Institution(s) or their designee. Such information shall be updated upon any change to such disclosed information. The Collegiate Institution and/or their agent or designee reserve the right to disclose this information to third parties, without restriction as to its further distribution.