EMPLOYMENT PRACTICES

 

1.       Forced Labor

       There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.

 

2.       Child Labor

       No person shall be employed at an age younger than 15, or younger than the age for completing compulsory education if the age in the country of manufacturer is greater than 15.

      

3.       Harassment or Abuse

      Workers shall be treated with respect and dignity. Workers shall not be subject to any physical, verbal, sexual or psychological harassment or abuse in connection with their employment.

       

 

4.       Health and Safety

      Employers shall provide a safe and sanitary working environment in order to avoid preventable work-related accidents and injuries.

       

 

5.       Nondiscrimination

            Workers should be employed and compensated based upon their ability to perform their job, rather than on the basis of gender, race, religious or cultural beliefs.

            

 

6.       Wages and Benefits

       Employers should recognize that wages are essential to meeting their employees basic needs. Employers shall pay workers for all work completed and shall pay at least the minimum wage required by law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.

        

7.       Overtime

       It is understood that overtime is often required in the manufacturing process. In addition to compensation for regular hours of work, workers shall be compensated for overtime hours at such a premium rate as legally required or, in countries where there is no legal standard, at industry standards. In no event shall this be at a rate less than the regular hourly rate. Factories shall carry out operations in ways that limit overtime to a level that ensures productive and humane working conditions.

        

8.       Work Hours

       As part of normal business operations, workers shall be entitled to one full day off out of each seven-day week. Suppliers should not require in excess of a 60-hour work week on a regularly scheduled basis, and any such work week shall be subject to the laws regarding the payment of overtime. In the case of those countries where laws do not limit the hours of work, workers should not be required to work on a regular basis in excess of a regular work week plus 12 hours overtime. Workers shall not be asked or required to take work home or off premises.

 

9.    Compliance with Laws

 All standards set forth in this Code of Conduct are subject to compliance with applicable local law. All vendors shall operate in full compliance with the laws of their respective country of manufacture. If any standard set forth in this Code of Conduct is, in the vendor¡¯s judgement, deemed to violate and applicable local law it must advise Federated promptly in writing.

Federated policy specifically prohibits the use of ozone-depleting substances and requires compliance with the United States Endangered Species Act of 1973. Our vendors are responsible for continuing compliance with these laws, including any modifications and amendments, without notice by Federated of such amendment or modification.

10.   Subcontractors

        All subcontractors must be disclosed to Federated prior to production, and all subcontractors and facilities must be pre-approved by Federated. Any subcontractor retained by a Federated supplier must be in compliance with this Code of Conduct and each of Federated¡¯s suppliers is responsible for ensuring its subcontractor¡¯s compliance.