For Bare Feet, Inc.
Workplace Code of Conduct
For Bare Feet, Inc., (FBF) is committed to the Principles of Fair Labor and Responsible Sourcing and requires our Workplace Code of Conduct be implemented throughout our supply chain. Our Code of Conduct is based on the International Labor Organization (ILO) standards and internationally accepted good labor practices. FBF Workplace Code of Conduct seeks to protect workers who manufacture our products in each of our factories around the world. Our Code of Conduct defines labor standards that aim to achieve decent and humane working conditions.
As a condition of doing business with FBF, all of our facilities implement and integrate this Code and applicable laws into its business and submit to verification and monitoring. All manufacturers that produce products for FBF must post this Code in all major workspaces and train employees on their rights and obligations as defined by this Code. All of our suppliers (including factory name, contact name, address, phone number, email address, products produced and nature of business association) are disclosed to each Collegiate Institution and/or Licensor. Such information shall be updated upon change of any factory site location.
FBF complies with all relevant and applicable laws and regulations of the country in which workers are employed and fully implement the Workplace Code of Conduct in their facilities. When differences or conflicts in standards arise, our facilities are expected to apply the highest standard.
FBF monitors compliance with the Workplace Code by carefully examining adherence to the Compliance Benchmarks and the Principles of Monitoring. The Compliance Benchmarks identify specific requirements for meeting each Code standard, while the Principles of Monitoring guide the assessment of compliance. FBF expects our facilities to make improvements when Code Standards are not met and to develop sustainable mechanisms to ensure ongoing compliance. FBF performs audits and continuous monitoring with any necessary corrective action plan through 3rd party auditors. This is to additionally ensure the code is followed.
The FBF model of collaboration, accountability, and transparency serves as a catalyst for positive change in workplace conditions. As an organization we promote continuous improvement in establishing best practices for respectful and ethical treatment of our workers and in promoting sustainable conditions through which workers earn fair wages in safe and healthy workplaces.
FBF has adopted and adheres to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations.
No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.
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. FBF does not use or tolerate any form of corporal punishment.
There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher. 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. FBF consults with governmental, human rights and non-governmental organizations and takes reasonable steps to minimize the negative impact on children released from employment as a result of implementation or enforcement of our code.
Freedom of Association and Collective Bargaining
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
Health, Safety and Environment
Employers shall provide a safe and healthy workplace setting 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 employers’ facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
Hour of Work
Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.
Every worker has a right to compensation for a regular work week that is sufficient to meet the workers’ basic needs and provide some discretionary income. Employers shall pay at least the minimum wage required by local law or the local appropriate prevailing industry wage, whichever is higher; comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Each employer shall work with FBF to ensure compensation meets workers’ basic needs, provides some discretionary income and take appropriate actions that raise compensation to a level that meets these requirements.
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.
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. Employees will not be forced or pressured to use contraception. Employees will not be exposed to hazards, including glues and solvents that may endanger their safety including their reproductive health. FBF and its suppliers shall provide appropriate services and accommodations to women workers in connection with pregnancy.