Code of Conduct
Team Golf requires all of our suppliers in the U.S. and abroad to comply with the “Workplace Code of Conduct” as outlined in detail below. Team Golf agrees to operate and contract with companies whose work places adopt and/or exceed the standards and practices described below. We are members of the Fair Labor Association (FLA) as a Collegiate Licensee, Category C. We also support and cooperate with the mission of the Worker Rights Consortium (WRC). We are also working together with Sumerra’s audit department to ensure compliance in the following areas.
WORKPLACE CODE OF CONDUCT
Nondiscrimination: 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, marital status, reproductive or familial situation, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.
Harassment or Abuse: Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse. Employers will not use or tolerate any form of corporal punishment.
Forced Labor: There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
Child Labor: No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher. Employers agree to consult with governmental, human rights, and non-governmental organizations, and to take reasonable steps to minimize the negative impact on children released from employment as a result of implementation or enforcement of the Code.
Freedom of Association: Employers shall recognize and respect the right of employees to freedom of association and collective bargaining with bargaining representatives of their own choice. No employee shall be subject to harassment, intimidation or retaliation as a result of his or her efforts to freely associate or bargain collectively.
Health and Safety: Employers must provide workers with a safe and healthy work environment and must, at a minimum, comply with local and national health and safety laws 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 employer equipment. Workers will not be exposed to hazards, including clues and solvents, which endanger their safety, including their reproductive health unless told about those dangers before undertaking the work in a way calculated to permit an informed reasonable judgment. If residential facilities are provided to workers, they must be safe and healthy facilities. Employers will protect their factories and the residential areas around their factories by disposing of garbage and waste appropriately.
Working Hours: Except in extraordinary circumstances, employees shall not be required to work more than the lesser of (a) 48 hours per week and 12 hours of overtime per week, or (b) the limits on regular and overtime hours allowed by the low of the country of manufacture; and be entitled to at least one day off in every 7-day period.
Wages and Benefits: Employers must provide wages and benefits which comply with all applicable laws and regulations and which match or exceed the local prevailing wages and benefits in the relevant industry or which constitute a “living wage,” whichever provides greater wages and benefits.
Overtime Compensation: In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such a premium rate as is legally required in that country, but not less than at a rate equal to their regular hourly compensation rate.
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 as male workers.
2. Pregnancy tests will not be a condition of employment, nor will they be demanded of employees.
3. Workers who take maternity leave 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.
4. Workers will not be forced or pressured to use contraception.
5. Workers will not be exposed to hazards, including glues and solvents, that may endanger their safety, including their reproductive health.
6. Licensees shall provide appropriate services and accommodations to women workers in connection with pregnancy.