UNC's Licensing Labor Code
  
 

In February 1999 the University adopted a labor code designed to ensure fair working conditions in factories where its logoed goods are produced. The University has since affiliated with two organizations, the Worker Rights Consortium and the Fair Labor Association, as a means of implementing the code and of ensuring, to the degree possible, compliance with the workplace standards that are part of that code. In addition the University requires its licensees to disclose factory locations where logoed goods are produced; lists of these sites are maintained at the FLA and WRC websites. UNC licensees are required to affiliate with the FLA.

1. Wages and Benefits
  Licensees recognize that wages are essential to meeting employees' basic needs. Licensees shall pay employees, as a floor, at least the minimum wage required by local law or the local prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
2. Working Hours
  Except in extraordinary business circumstances, hourly and/or quota-based wage 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.
3. Overtime Compensation
  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.
4. Child Labor
  Licensees shall not employ any person at an age younger than 15 (or 14, where, consistent with International Labor Organization practices for developing countries, the law of the country of manufacture allows such exception). 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. Licensees agree to consult with governmental, human rights and nongovernmental organizations, and to take reasonable steps as evaluated by CLC, an advisory committee of Member Institutions, and the applicable Licensee(s) to minimize the negative impact on children released from employment as a result of implementation or enforcement of the Code
5. Forced Labor
  There shall not be any use of forced prison labor, indentured labor, bonded labor or other forced labor
6. Health and Safety
  Licensees 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 Licensee facilities.
7. Non-discrimination
  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.
8. Harassment and Abuse
  Every employee shall be treated with dignity and respect. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse. Licensees will not use or tolerate any form of corporal punishment.
9. Freedom of Association
  Licensees shall recognize and respect the right of employees to freedom of association and collective bargaining

Licensing Labor Code Advisory Committee

The University's Licensing Labor Code Advisory Committee (LLCAC) -- a committee composed of faculty, students, and administrators --  attends to questions of the Code’s implementation and enforcement. Working with committed licensees, the Worker Rights Consortium, the Fair Labor Association, and other interested parties, the University has helped to remedy violations to the University’s Code.

Documents related to the work of the LLCAC

2007-2008 Academic Year

2006-2007 Academic Year

2005-2006 Academic Year

 

  
5/3/2004