Women’s Rights. Regarding women’s rights, Licensees and their Contractors must adhere to the following items:
Women’s Rights. Compliance with all gender guidelines
Women’s Rights a. Female workers will receive remuneration, treatment, health care, working conditions, advancement, and evaluations on the quality of their work equal to their male counterparts.
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. 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:
Women’s Rights. In addition, licensees and their contractors shall ensure women’s reproductive health
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. We cannot truly uncover access to abortion in Nepal without first understanding the nuances in gender inequality and women’s rights that exist within the country. Some argue that the end of the Nepali civil war in 2006 was monumental in creating a shift toward women’s activism (Xxxxxx and Bracarense 2020). The sudden surge of citizen-level activism and free speech engendered by the Maoist Party (a.k.a. the Third People’s Party), provided a sense of empowerment to Nepali women, both urban and rural, who sought to do the same for themselves (Xxxxxx and Bracarense 2020). Part of this is also attributed to the large scale of women and girls who participated in the Maoist movement, with nearly 5,000 combatants who were female (Pant and Standing 2011). This is not particularly surprising, given that the Maoist movement gained popularity on the basis that they would fight toward land reform and equal property rights for marginalized groups and women. This newfound empowerment created changes in gender roles and activism, challenging gender norms set forth by a historically patriarchal Nepali society. A feminist movement emerged shortly after working to legally and socially empower women, particularly with regard to citizenship rights. Yet, given the Maoists party’s disruptive and aggressive intervention of the government in 2006, records of rape, child abduction, and other forms of abuse discredit the Maoists as “heroes” of any kind. Instead, many Nepalis view the Maoist regime as one that is harmful, despite the seemingly progressive platform they ran on. From my interpretation, it was not the party’s platform and messaging that created a shift toward women’s rights, but instead, a movement of anger fueled by the pain felt by so many women amidst the political transition (Xxxxxxxx et al 2007). On the matter of abortion particularly, no recorded evidence indicates that the Maoist party is collectively in favor of abortion despite their forward platform for women’s rights. It is apparent that abortion is not a partisan issue in Nepal, as it often is in the United States and in other countries. Since the inadvertent women’s activism that arose through the transition to a Maoist government, various legal steps have been taken to ensure women’s equality in citizenship and rights. It was not until the establishment of the Constitutional Assembly in Nepal in the late 2000s that there was a legal effort to recognize full and equal citizenship rights for Nepali women. Fo...
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.
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...
