L.L.Bean Position on
Labor Rights and Labor Conditions in Supplier Factories
L.L. Bean's global factory-monitoring program has been in place since 1993. In 1996 L.L.Bean joined the White House-initiated Apparel Industry Partnership (AIP), a coalition that included U.S. retailers, non-governmental organizations, labor organizations, Business for Social Responsibility and representatives of the Department of Labor and the State Department. The object of the AIP was to develop generally accepted principles in order to define reasonable treatment of workers and to launch further collaboration and organizational efforts to insure acceptable treatment of workers in a global marketplace.
In 1997 we adopted the Apparel Industry Code of Conduct and updated monitoring practices in light of the Code. Since that time the Code has served as the foundation of our vendor agreements. In support of the Code L.L.Bean monitoring teams evaluate factory performance on a broad set of criteria that cover employment practices affecting child labor, compensation, health and safety, legal requirements, freedom of association, discrimination and harassment in the workplace and forced labor (see below).
We aggressively investigate reports of code violations and require factories to make all changes necessary to achieve compliance with our code. While acknowledging that the monitoring hundreds of factories worldwide is an area of ongoing challenge, we feel L.L.Bean has an effective program that has made a meaningful contribution to improving global sourcing practices.
We constantly benchmark and review our factory-monitoring program through membership in Business for Social Responsibility, collaboration with other organizations that conduct monitoring, participation in projects and conferences and through frequent internal reviews. We also work with consultants to upgrade our practices and conduct frequent staff training exercises.
The issues surrounding product sourcing are complex and ever changing. The overall goal of our sourcing program is to ensure product quality and value standards that our customers expect while working only with vendors who share our commitment to acceptable labor practices.
CODE OF CONDUCT
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.
For more information please contact:
L.L.Bean, Inc.Public Affairs Dept.Casco St.Freeport, ME 04033-0001USA
or Email us at firstname.lastname@example.org