Women’s Rights. Regarding women’s rights, Licensees and their Contractors must adhere to the following items:
i. Women workers will receive: equal remuneration, including benefits; equal treatment; equal evaluation of the quality of their work; and equal opportunity to fill all positions open to male workers.
ii. Pregnancy tests will not be a condition of employment, nor will they be demanded of employees.
Women’s Rights a. Women workers will receive equal remuneration, including benefits; equal treatment; equal evaluation of the quality of their work; and equal opportunity to fill all positions open to male workers.
b. Pregnancy tests will not be a condition of employment, nor will they be demanded of employees.
Women’s Rights. Compliance with all gender guidelines
a. No discrimination based on gender and pregnancy.
b. Adequate work for pregnant women and special leave at pre- and post-delivery (according to local law, at least ILO 183)
c. Provision of adequate facilities for babies and small children at workplace
d. Equal wage for equal work (ILO 100)
e. Company takes steps to protect women against sexual violence and harassment at the workplace.
Women’s Rights. Because the overwhelming majority of apparel workers are women, assuring and safeguarding women's rights is of particular interest to all parties. In addition to not discriminating on the basis of sex, pregnancy, marital status, or sexual orientation (as detailed above in section IV. D. 8), the following specific guidelines must be followed:
1. Women workers will receive equal remuneration, including benefits; equal treatment; equal evaluation of the quality of their work; and equal opportunity to fill all positions open to male workers.
2. Pregnancy tests will not be a condition of employment, nor will they be demanded of employees.
Women’s Rights. VF Authorized Facilities must ensure that women workers will receive equal remuneration, including benefits, equal treatment, equal evaluation of the quality of their work, and equal opportunity to fill all positions open to male workers. Pregnancy tests will not be a condition of employment, nor will they be demanded of employees. Workers who take maternity leave (of a duration determined by local and national laws) 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. Workers will not be forced or pressured to use contraception. Workers will not be exposed to hazards, including glues and solvents, which may endanger their safety, including their reproductive health. Facilities shall provide appropriate services and accommodation to women workers in connection with pregnancy.
Women’s Rights. All Business Partners will ensure that workers who are women receive equal treatment in all aspects of employment. Pregnancy tests will not be a condition of employment or continuation thereof and pregnancy testing, to the extent it is provided, will be voluntary and at the option of the worker. Workers will not be exposed to hazards that may endanger their reproductive health and Business Partners will not force workers to use contraception. Health & Safety: TBG will only utilize Business Partners who provide workers with a clean, safe and healthful work environment designated to prevent accidents and injuries arising out of or occurring while in the course of work or as a result of the operation of a Business Partner’s facility. All Business Partners must comply with all applicable, legally mandated standards for workplace health and safety. Where applicable, Business Partners who provide residential facilities for their workers must provide safe and healthy facilities that comply with legally mandated standards for health and safety.
Women’s Rights global visions and strategies. London; New York: ZED Books; New York: Distributed exclusively in the U.S. by Palgrave Macmillan, 2004. Xxxxxx, Xxx .F., "Human Dependency and Rawlsian Equality," in X. Xxxxxx (ed), Feminists Rethink the Self. Boulder, CO: Westview Press, 1997. Xxxxx, Xxxxx X. “Xxxxxxx Xxxxxxx’x Marxist Spinoza.” Philosophy Today, Vol. 44, 2000, pp. 41-50. Xxxxxx, Xxx. “A New Document in Xx Xxxx’x Attitude toward Spinoza.” Studia Spinozana Volume 9: Spinoza and Modernity: Ethics and Politics. Wurzburg: Konigshausen & Xxxxxxx, 1993. - “Xxxxxxx Xxxxxxxxxx and his Spinozistic Appraisal of Vices.” Xxxxxx Spinoziano, no. 2, 2002. - “Conflicting ‘consideration of state’. Van den Ende’s opposition against De la Court’s aristocratic republicanism and its follow up in Spinoza’s Work.” Xxxxxx Spinoziano, No. 17, 2001. Xxxxx, Xxxxxx. “Xxxxxx Xxxxxxxx’x Xxxxx ou Spinoza” in Xxxxx Xxxxxx and Pierre-Xxxxxxxx Xxxxxx. Spinoza: Issues and Directions. Leiden: Xxxxx, 1990. - Spinoza in Soviet Philosophy. London: Routledge and Xxxx, 1952. Kumar, Xxxxx X. “Communication Approaches to Participation and Development: Challenging the Assumptions and Perspectives,” in Participatory Communication: working for change and development. SAGE Publications, 1994. Lachterman, D. “The Physics of Spinoza's Ethics,” in Spinoza: New Perspectives, Xxxxxx Xxxxxx and X.X. Xxxx (eds.). Xxxxxx: University of Oklahoma Press, 1978. Laclau, E. and X. Xxxxxx. Hegemony and Socialist Strategy: Towards a radical democratic politics. London: Verso, 1985. Lang, S. “Local political participation and citizen participation” in Philippe Maarek and Xxxx Xxxxxxxxx (eds.) Political Communication in a New Era: a cross-national perspective. New York: Routledge, 2002. Xxxxxxxx, Xxxxxxxxx. “We Do Not Yet Know What the Law Can Do.” Contemporary Political Theory, Volume 5, Number 1, February 2006, pp. 52-67. Xxxxx, X. X. “From the Destruction of the ancient social system to the creation of the new,” in - The State and Revolution. London: Communist Party of Great Britain, 1925. Xxxxx, Xxxxx. “Organic Tendencies in Medieval Political Thought.” The American Political Science Review. Vol. 32, No. 5, 1938. Xxxxx, Xxxxxxx. Xxxxx Xxxxxxxxx and the Traditions of French Marxism. Xxxxxx: Lexington, 2005. Lijphart, A. Patterns of Democracy: Government Forms and Performance in Thirty-Six Countries. New Haven: Yale University Press, 1999. Xxxxxxx, Xxxxx. “The ‘Disembodied Self’ in Political Theory.” Philosophy and Soci...
Women’s Rights. In addition, licensees and their contractors shall ensure women’s reproductive health
Women’s Rights. Compliance with all gender guidelines
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; •Licensees shall not use criteria related to marital or reproductive status (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. •Freedom of Association and Collective Bargaining – Licensees 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. Licensees shall allow union organizers access to employees. Licensees shall recognize the union of the employee’s choice. Hours of Work and Overtime – Licensees shall comply with applicable laws and industry standards on working hours. In any event, personnel shall not, on a regular basis, be required to work in excess of 48 hours per week and shall be provided with at least one day off in every seven-day period. Mandatory overtime shall be limited to extraordinary and short-term business circumstances and the policy concerning mandatory overtime shall be explained to employees before they are hired. Regular working hours plus mandatory overtime shall not exceed 60 hours per week. All overtime shall be remunerated at an appropriate premium rate. Compensation – Licensees recognize that wages are the principal means of meeting the basic needs of employees and their families, and therefore shall pay a wage that enables employees to satisfy their basic needs and provide legally mandated benefits. Licensees shall ensure that wages and benefits for a standard working week meet at least legal minimum standards and industry averages, whichever is greater, and that net compensation is at least sufficient to meet the worker’s basic needs. Compensation standards will be adjusted periodically based on experience and increased knowledge concerning local labor markets and living conditions. Remediation - When a violation of the Code of Conduct occurs, remediation of the violation by the Lic...
