Fair Labor & Environmental Practices Matter When Making Apparel

Kady Zinke fashion designer in Wuxi China

While making activewear is glamorous, it also has serious environmental and human implications without conscious rules of engagement. We don’t just work with anyone – we aim to find partners throughout our textile supply chain who share our mission. 

KadyLuxe has been a member of the Fair Labor Association (FLA) since 2017. The FLA is a non-profit collaborative effort of universities, civil society organizations, and businesses. It describes its mission as promoting adherence to international and national labor laws

We also share and review our Code of Conduct (COC) and Sustainability/Environmental Standards with each factory owner we contract with. These issues are important to us internally; therefore, our contractors overseas must adhere to the same standards. 

KadyLuxe Code of Conduct

Updated 5.26.21

 

While making activewear is glamorous, it also has serious environmental and human implications without conscious rules of engagement. We don’t just work with anyone – we aim to find partners throughout our textile supply chain who share our mission.

 

PROHIBITION OF CHILD LABOR

Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.

 

PROHIBITION OF FORCED LABOR

Facilities will maintain employment strictly on a voluntary basis. Facilities will not use any forced, prison, indentured, bonded or trafficked labor.

 

FREEDOM FROM COERCION AND HARASSMENT

Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporal punishment in any form.

 

NONDISCRIMINATION

Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.

 

WOMEN’S RIGHTS

The contractor shall provide appropriate and reasonable accommodations for women employees in connection with pregnancy, childbirth, and nursing. The contractor must comply with any working hour limits or other work restrictions for pregnant employees required by country law and take other reasonable measures to protect pregnant women from hazardous work, including restricted work hours as recommended by a licensed physician. Pregnancy tests will not be a condition of employment, nor shall they be demanded of employees. Voluntary pregnancy tests may be provided, but only at the request of the employee, and each such request must be documented. Employees will not be forced or pressured by the contractor to use contraception. Women employees are entitled to maternity leave in accordance with the requirements of country law.

 

FREEDOM OF ASSOCIATION & COLLECTIVE BARGAINING

Facilities will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.

 

HEALTH AND SAFETY

Facilities will provide a safe, clean, healthy and productive workplace for their employees. Facilities shall prioritize worker health and safety above all else, and proactively address any safety issues that could arise. This will include a wide variety of requirements, such as, ensuring, among other things, the availability of clean drinking water (at no charge to workers), adequate medical resources, fire exits and safety equipment, well-lit and comfortable workstations, clean restrooms. Further, facilities shall adequately train all their workers on how to perform their jobs safely.  

 

 

FAIR COMPENSATION

Facilities will ensure proper compensation for their employees for all the work done, by providing in a timely manner all the wages and benefits that are in compliance with the local and national laws of the jurisdiction in which they are located. This will include any premiums for overtime work or work done during holidays, as well as any other allowances or benefits, including any mandatory social insurance, required by local law.

 

HOURS OF WORK

Hours worked each day, and days worked each week, should not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.

 

ENVIRONMENTAL IMPACT

Facilities will ensure compliance with all applicable legally mandated environmental standards, and should demonstrate a commitment to protecting the environment by actively monitoring their environmental practices. In particular, facilities will ensure proper waste management, including monitoring the disposal of any waste material - whether solid, liquid or gaseous - to ensure such disposal is done safely and, in a manner, consistent with all relevant laws.

 

USE OF SUBCONTRACTORS

Any subcontractors are only approved by our manufacturing partner and must comply with our Code of Conduct. In most cases, we do not allow subcontractors.

 

COMPLIANCE WITH LAWS & WORKPLACE REGULATIONS

All facilities will comply with the legal requirements and standards of their industry under the local and national laws of the jurisdictions in which the facilities are doing business, along with any applicable international laws. This will cover all labor and employment laws of those jurisdictions, as well as laws covering the conduct of business in general, including rules and standards of ethics dealing with corruptions and transparency and any environmental laws.

 

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.