UMBC Code of Conduct for Logo
A. UMBC is committed to conducting its
business affairs in a socially
responsible and ethical manner consistent with its education, research
and service missions, including respect for human rights and commitment
to protecting and preserving the global environment.
B. To enhance its effectiveness in pursuing this commitment, UMBC has
joined other colleges and universities as a member of the Worker Rights
Consortium (WRC). The WRC’s mission is to assist colleges and
universities through the effective enforcement of manufacturing codes
of conduct through education, compliance monitoring and remediation
C. To support and inform these efforts, UMBC has adopted this Code of
Conduct, which sets forth principles that vendors producing licensed
University logo merchandise are required to follow when they conduct
D. Throughout the Code, the term “Licensee” shall include all persons
or entities which have entered into a written “License Agreement” with
UMBC to manufacture licensed apparel bearing the names, trademarks or
images UMBC (hereafter “Licensed Articles” or “Articles”). “Licensee”
shall for purposes of the Code, and unless otherwise specified in the
Code, encompass all of a Licensee’s contractors, subcontractors or
manufacturers which produce finished licensed apparel, assemble
finished licensed apparel, or package finished licensed apparel for the
A. The principles set forth in the Code shall
apply to all Licensees.
B. As a condition of being permitted to produce, assemble, finish
and/or sell Licensed Articles, Licensees must comply with the Code.
Licensees are required to adhere to the Code within six (6) months of
notification of the Code and as required in applicable license
A. Licensees agree to operate work places and
contract with companies
whose work places adhere to the standards and practices described
prefers that Licensees exceed these standards.
B. Legal Compliance: Licensees must comply with all applicable legal
requirements of the country(ies) of manufacture in conducting business
related to or involving the production or sale of Licensed Articles.
Where there are differences or conflicts with the Code and the laws of
the country(ies) of manufacture, the higher standard shall prevail,
subject to the considerations stated in Section VI.
C. Employment Standards
Licensees shall comply with the following standards:
1. Wages and Benefits: Licensees recognize that wages are
meeting employees’ basic needs. Licensees shall pay employees, as a
floor, wages and benefits which comply with all applicable laws and
regulations, and which provide for essential needs and establish a
living wage for workers and their families. *A living wage is a “take
home” or “net” wage, earned during a country’s legal maximum work week,
but not more than 48 hours that provides for the basic needs (housing,
energy, nutrition, clothing, health care, education, potable water,
childcare, transportation and savings) of an average family unit of an
employee in the garment manufacturing employment sector of the country
divided by the average number of adult wage earners in the family unit
of an employee in the garment manufacturing employment sector of the
2. Working Hours: Hourly and/or quota-based wage employees
not be required to work more than the lesser of (a) 48 hours per week
or (b) the limits on regular hours allowed by the law of the country of
manufacture, and (ii) be entitled to at least one day off in every
seven day period, as well as holidays and vacations.
3. Overtime Compensation: All overtime hours must be worked
by employees. In addition to their compensation for regular hours of
work, hourly and/or quota-based wage employees shall be compensated for
overtime hours at such a 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 one and one-half their regular hourly
4. Child Labor: Licensees shall not employ any person at an age
than 15 (or 14, where, consistent with International Labor Organization
practices for developing countries, the law of the country of
manufacture allows such exception). Where the age for completing
compulsory education is higher than the standard for the minimum age of
stated above, the higher age for completing compulsory education shall
apply to this section. Licensees agree to consult with governmental,
human rights, and nongovernmental organizations, and to take reasonable
steps as evaluated by the WRC to minimize the negative impact on
children released from employment as a result of implementation or
enforcement of the Code.
5. Forced Labor: There shall not be any use of forced prison
indentured labor, bonded labor or other forced labor.
6. Health and Safety: Licensees shall provide a safe and
working environment 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 Licensee facilities. In addition, Licensees must
comply with the following provisions:
a)The Licensee shall ensure that its direct
operations and those of
any subcontractors comply with all workplace safety and health
regulations established by the national government where the production
facility is located.
b)The Licensee shall ensure that its direct
subcontractors comply with all health and safety conventions of the
International Labor Organization (ILO) ratified and adopted by the
country in which the production facility is located.
c)Workers will not be forced or pressured to
d)Workers will not be exposed to hazards,
solvents, that may endanger their safety, including their reproductive
7. Nondiscrimination: No person shall be subject to any
in employment, including hiring, salary, benefits, advancement,
discipline, treatment, evaluation of work quality, termination or
retirement, on the basis of gender, race, color, ancestry, religion,
age, disability, marital status, veteran’s status, sexual orientation,
nationality, political opinion, or social or ethnic origin.
8. Harassment or Abuse: Every employee shall be treated with
and respect. No employee shall be subject to any physical, sexual,
psychological, or verbal harassment or abuse. Licensees will not use
any form of corporal punishment.
9. Freedom of Association and Collective Bargaining: Licensees
recognize and respect the right of employees to freedom of association
and collective bargaining. No employee shall be subject to harassment,
intimidation or retaliation in their efforts to freely associate or
bargain collectively. Licensees shall not cooperate with governmental
agencies and other organizations that use the power of the State to
prevent workers from organizing a union of their choice. Licensees
shall allow union organizers free access to employees. Licensees shall
recognize the union of the employees’ choice.
10. Women’s Rights
a) Pregnancy tests will not be a condition of employment, nor will they
be demanded of employees.
b) Workers who take maternity leave will not face dismissal nor threat
of dismissal, loss of seniority or deduction of wages upon return, and
will be able to return to their former employment at the same rate of
pay and benefits.
c) Licensees shall provide accommodation to women workers during and
after pregnancy including such steps as adjusting work to meet physical
constraints and lactation support.
IV. Compliance and Disclosure
Licensees (for themselves and on behalf of
subcontractors, or manufacturers) shall disclose to the Worker Rights
Consortium and the public the information set forth in Sections A, B,
and C below:
A. Upon execution and renewal of the License Agreement and upon the
selection of any new manufacturing facility which produces Licensed
Articles, the company names, contacts, addresses, phone numbers, e-mail
addresses, and nature of the business association for all such
facilities which produce Licensed Articles;
B. At least sixty (60) days prior to the end of each contract year of
the License Agreement, written assurance that (i) Licensees are in
compliance with the Code and/or (ii) licensees are taking reasonable
steps to remedy non-compliance in facilities found not to be in
compliance with the code;
C. At least sixty (60) days prior to the end of each contract year of
the License Agreement, a summary of those steps taken to remedy
material violations, and/or difficulties encountered, during the
preceding year in implementing and enforcing the Code at all of
Licensees’ facilities which produce Licensed Articles.
It shall be the responsibility of Licensees
(for themselves and on
behalf of their contractors, subcontractors, or manufacturers) to
ensure their compliance with the Code. The WRC, acting in consultation
with UMBC, will undertake efforts to determine and clearly define the
obligations associated with the development of
adequate methods and training for independent external monitoring, as
guided by the principles in the founding document of the Consortium.
VI. Labor Standards Environment
In countries where law or practice conflicts
with these labor
standards, Licensees agree to consult with governmental, human rights,
labor and business organizations and to take effective actions as
evaluated by the WRC in consultation with UMBC to achieve full
compliance with each of these standards. Licensees further agree to
refrain from any actions that would diminish the protections of these
labor standards. In addition to all other rights under the Licensing
Agreement, UMBC reserves the right to refuse renewal of Licensing
Agreements for goods made in countries where:
A. Progress toward implementation of the employment standards in the
Code is no longer being made; and
B. Compliance with the employment standards in the Code is deemed
impossible. UMBC shall make such determinations based upon examination
of WRC reports after consultation with the relevant Licensees.
Remedies herein apply to violations which
occur after the Effective
Date of the Code.
A. If a Licensee has failed to self-correct a violation of the Code,
the WRC in consultation with UMBC will consult with the Licensee (for
itself and on behalf of its contractors, subcontractors, or
manufacturers) to determine appropriate corrective action.
UMBC, acting on the recommendation of the WRC, may require the licensee
to take steps necessary to correct such violations without limitation.
B. If agreement on corrective action is not reached, and/or the action
does not result in correction of the violation within a specified
reasonable time period, UMBC reserves the right to terminate its
relationship with any Licensee that continues to conduct its business
in violation of the Code.
C. If UMBC terminates its relationship with the Licensee, UMBC will
provide the Licensee with thirty (30) days written notice of
termination. In order to ensure the reasonable and consistent
application of this provision, UMBC will seek advice from the Worker
Rights Consortium regarding possible corrective measures.