In July 2019 we pledged our support to the joint American Apparel & Footwear Association (AAFA) and FLA industry
pledge, committing to working with our suppliers to ensure the following:
1. No worker pays for their job or right to work;
2. Workers retain control of their travel documents and have full freedom of movement; and
3. All workers are informed of the basic terms of their employment before leaving home.
We expect our suppliers to adopt and maintain terms of employment for their employees that comply with local
law and our Supplier Code of Conduct and the below provisions addressing factors that are “enablers” or
contributors to situations or risks of human trafficking and forced labor. These standards apply equally to
permanent, temporary, and agency workers, as well as piece-rate, salaried, hourly, part-time, night workers,
homeworkers, young workers, and migrant workers. Please view Appendix H for benchmarks to help serve as a
basis for establishing and monitoring performance indicators.
● FORCED OR INVOLUNTARY LABOR: Workers shall not be subject to any form of forced, compulsory,
bonded, indentured, or prison labor. All work must be voluntary and workers shall have the freedom to
terminate their employment at any time without penalty, given notice of reasonable length.
● RECRUITMENT FEES: Workers shall not be charged any fees or costs for recruitment, directly or indirectly,
in whole or in part, including costs associated with travel, processing official documents, and work visas in
both home and host countries. All costs and fees associated with recruitment, travel, and processing of
migrant workers from their home community to the workplace, including through to return when the
relocation is not permanent should be covered by the employer. The employer should pay the costs of
recruitment directly to the extent possible. When not possible, or where the migrant worker is legally
required to pay a fee or cost directly, the migrant worker shall be reimbursed by the employer as soon as
practicable upon discovery.
● CONTRACTS OF EMPLOYMENT: Written contracts of employment shall be provided to migrant workers in
a language they understand, clearly indicating their rights and responsibilities with regard to wages,
working hours, and other working and employment conditions. Migrant workers shall be provided with
their employment contract prior to departing their home country. The use of supplemental agreements
and the practice of contract substitution (the replacement of an original contract or any of its provisions
with those that are less favorable) are strictly prohibited.
● DOCUMENT RETENTION: Confiscating or withholding worker identity documents or other valuable items,
including work permits and travel documentation (e.g. passports), is strictly prohibited. The retention of
personal documents shall not be used as a means to bind workers to employment or to restrict their
freedom of movement.
● DEPOSITS: Migrant workers shall not be required to lodge deposits or security payments at any time.
● HUMANE TREATMENT: The workplace shall be free of any form of harsh or inhumane treatment.
Disciplinary policies and procedures shall be clearly defined and communicated to all workers, and shall
not include any inhumane disciplinary measure, including any corporal punishment, mental or physical
coercion, or verbal abuse of workers; nor shall they include sanctions that result in wage deductions,
reductions in benefits, or compulsory labor. The use or threat of physical or sexual violence, harassment,
and intimidation against a worker, his or her family, or close associates, is strictly prohibited.
● WORKPLACE EQUALITY: All workers, irrespective of their nationality or legal status, shall be treated fairly
and equally. Migrant workers shall benefit from conditions of work (including but not limited to wages,
benefits, and accommodations) no less favorable than those available to country nationals. Migrant
workers (or their family members) shall not be threatened with denunciation to authorities to coerce
them into taking up or maintaining employment.