The final standard is not just certification, but a demonstrated commitment by the company to lawful, humane and ethical standards that respect the dignity of all workers. Student interest Student interest in sweatshop labor issues and a resolution adopted by the Council of the Princeton University Community earlier this year focused not only on many of the provisions in the FLA code, effective monitoring and public disclosure of factory locations, but on the question of wage levels. But the FLA charter also explicitly recognizes that this issue will need further attention over time and anticipates reviewing additional data and the results of a number of studies in considering possible future modifications of the code. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse. 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.
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. 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. In addition to complying with all applicable laws and regulations of the country of manufacture, companies must comply with this code and the FLA's principles of monitoring, applying the higher standard in cases of differences or conflicts, and must require their licensees, contractors and suppliers to do the same.