CODE OF CONDUCT
Concepts Sport is committed to conducting business in a socially responsible and ethical manner. As part of that commitment, we expect companies affiliated with Concepts Sport to recognize the responsibility to employees for the conditions under which its licensed products are made. Employees producing and/or assembling products must be provided with fair wages and decent working conditions and must be treated with dignity and respect. In order to attain these goals, we have adopted the following Code of Conduct. Companies affiliated with College Concepts are expected to comply with all relevant and applicable laws and regulations of the country in which workers are employed and to implement the Workplace Code in their applicable facilities. We expect all companies to assist in educating their employees regarding the standards set forth in this Code of Conduct. We have adopted the FLA Code of Conduct and partnered with licensors who may have higher workplace code standards. When differences or conflicts in standards arise, affiliated companies are expected to apply the highest standard.
COLLEGE CONCEPTS WORKPLACE CODE OF CONDUCT
EMPLOYMENT RELATIONSHIP: Employers shall adopt and adhere 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.
NONDISCRIMINATION: 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.
FORCED LABOR: There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
CHILD LABOR: No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.
FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING:
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining. No employee shall be subject to harassment, intimidation or retaliation for her/his efforts to freely associate or bargain collectively. Union organizers shall be allowed access to employees. Employers shall recognize the union of the employee’s choice.
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.
HOURS 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.
COMPENSATION: Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with College Concepts, LLC to take appropriate actions that seek to progressively realize a level of compensation that does.
WOMEN’S RIGHTS – Women’s rights are included in the previous sections of this Code of Conduct. Without restricting the generality of the foregoing and for purposes of greater clarity and specificity, licensees shall abide by the following conditions:
Female workers shall have the same work opportunities as men, without arbitrary restriction on the types of jobs or special limits on hours of work.
Criteria related to marital or reproductive status shall not be used (for example, pregnancy tests, the use of contraception, fertility status) as conditions of employment.
New mothers shall be entitled to leaves of absence (with the right to return to work) for childbirth and recovery from childbirth.
Female 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 after the maternity leave has ended.
Female workers, especially pregnant women, will not be exposed to hazards, including glues and solvents, that may endanger their safety (including their reproductive health), unless thorough protections are in place.
Employer will provide appropriate services and accommodation to women workers in connection with pregnancy.
Freedom of Association and Collective Bargaining – recognize and respect the rights of female employees to freedom of association and collective bargaining. No employee shall be subject to harassment, intimidation or retaliation for her/his efforts to freely associate or bargain collectively. Union organizers shall be allowed access to employees. Employers shall recognize the union of the employee’s choice.
To report suspected violations of this Code of Conduct or any other grievances, contact the Corporation’s Human Resources department via email at email@example.com. We strictly prohibit any retaliation against persons that report violations or grievances.