STATEMENT OF PRINCIPLES

It is hoped that the school or school system will preface the apparel purchasing code with a statement of key principles based on moral or ethical teachings. Such statements are often found in a district's mission statement. The statement could focus on the combined role of the institution as educator, citizen and purchaser of goods.

PURPOSE

The purpose of this policy is to ensure that apparel purchased, licensed or required by the school be manufactured by responsible employers and not in sweatshop conditions. It is the intent of this policy to provide strong incentives to the producers and vendors of school apparel to ensure that decent conditions prevail in their factories. Where conditions are substandard, it is our purpose to be a positive influence toward raising standards.

The school will only use vendors that comply with the terms and conditions defined below. Eligible vendors must, of course, be able to meet competitive requirements in terms of price, quality, style and service. In line with our statement of principles, however, vendors that drive prices down on the basis of exploitative labor shall not set the standard of "competitive price" for this school's purchases.

In the event that the school cannot, for certain items, find satisfactory vendors that meet the terms and conditions defined below, the school will, for those items, show a preference for vendors that come closest to these standards.

1. LABOR STANDARDS

1. Compensation. Vendors shall ensure that all manufacturers, including sub-contractors, provide a living wage to their employees involved in the manufacture and distribution of apparel for the school. A living wage allows a worker and her family to meet basic needs plus provide some discretionary income. For U.S production, a living wage is based on the standard of living in a specific geographic area.
2. Working conditions. Each contractor or sub-contractor shall provide a safe and healthy working environment, and have a safety program that proactively identifies and eliminates workplace hazards. Proper sanitation, including hygienic toilet facilities and drinking water, shall be provided. Employees shall not be required to work more that the lesser of 48 hours per week or the limits on the regular hours allowed by the law of the country of manufacture.
3. Worker rights. Employees of contractors or sub-contractors shall have the right to speak up about working conditions without fear of retaliation and have the right to form unions of their own choosing without employer resistance. No employee may be subjected to physical, sexual or verbal harassment. No employee may be discriminated against in employment in any way on the basis or sex, race, religion, age, disability, nationality, political opinion or social or ethnic origin. Due process procedures shall be in place for discipline or discharge.
4. Child labor. Child labor shall not be used. No person shall be employed at an age younger than 15 (or 14 where the law of the country allows) or be younger than the age for competing compulsory education in the country of manufacture where such an age is higher than 15.
5. Legal compliance. The company complies with all laws and regulations governing the workplace. Where there are differences or conflicts with the Code of Conduct and the applicable laws of the country of manufacture, the higher standard will prevail.

1. REPORTING AND VERIFICATION

1. Disclosure. Vendors shall report the name and location of every plant, including every sub-contractor plant, engaged in the production and distribution of apparel for the school, along with a statement from each manufacturer declaring the compliance of each site with the standards listed above. It is understood by the vendors and manufacturers that to verify compliance, the school will make this information public. That statement shall specify any areas of non-compliance with the above standards.
2. On-going compliance. Vendors and manufacturers are responsible for immediately notifying the school of any sub-standard practices found at plants producing apparel for the school.
3. Reports of monitoring activity. Manufacturers using reports of in-house or independent monitors to assure the school of compliance with the above standards shall make such reports available to the school.
4. Verification. The school may commission an independent inspection of the facility to verify compliance or may wish to consult with parties such as labor and human rights groups that have knowledge of working conditions at supplier facilities. It is the vendor's responsibility to ensure compliance, however.

1. PENALTIES

1. Any vendor or manufacturer found to have given false information under this policy is subject to immediate termination.
2. Past compliance with the above standards shall be a major component of whether the school uses a given vendor or manufacturer in the future.

This Code of Conduct was drafted by the New York State Labor-Religion Coalition, with the help of human rights organizations, people of faith, unions familiar with the issues and academics as part of the New York Sweatfree Schools Campaign. We are convinced that this Code, which is an ethical more than a legal document, can help to raise the standards for the manufacture of apparel used in schools. The Labor-Religion Coalition, with ten local affiliates, is a not-for-profit, tax-exempt corporation that educates, advocates and organizes campaigns on behalf of social and economic justice. For more information about the Campaign, contact the Coalition at (518) 213-6000, ext. 6294, info@labor-religion.org or www.labor-religion.org