UNC Licensing Labor Code

In February 1999 the University adopted a labor code designed to ensure fair working conditions in factories where its logoed goods are produced. The University has since affiliated with two organizations, the Worker Rights Consortium and the Fair Labor Association, as a means of implementing the code and of ensuring, to the degree possible, compliance with the workplace standards that are part of that code. In addition the University requires its licensees to disclose factory locations where logoed goods are produced; lists of these sites are maintained at the FLA and WRC websites. UNC licensees are required to affiliate with the FLA.

1. Wages and Benefits
Licensees recognize that wages are essential to meeting employees’ basic needs. Licensees shall pay employees, as a floor, at least the minimum wage required by local law or the local prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.

2. Working Hours
Except in extraordinary business circumstances, hourly and/or quota-based wage employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime; and (ii) be entitled to at least one day off in every seven day period.

3. Overtime Compensation
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 equal to their regular hourly compensation rate.

4. Child Labor
Licensees shall not employ any person at an age younger 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 employment 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 CLC, an advisory committee of Member Institutions, and the applicable Licensee(s) 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 labor, indentured labor, bonded labor or other forced labor

6. Health and Safety
Licensees shall provide a safe and healthy 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.

7. Non-discrimination
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, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.

8. Harassment and Abuse
Every employee shall be treated with dignity and respect. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse. Licensees will not use or tolerate any form of corporal punishment.

9. Freedom of Association
Licensees shall recognize and respect the right of employees to freedom of association and collective bargaining.

Licensing Labor Code Advisory Committee

The University’s Licensing Labor Code Advisory Committee (LLCAC), a committee composed of faculty, students, and administrators, attends to questions of the Code’s implementation and enforcement. Working with committed licensees, the Worker Rights Consortium, the Fair Labor Association, and other interested parties, the University has helped to remedy violations to the University’s Code.

The documents below relate to the work of the committee and are categorized by academic year.

Related Documents

Category Title Description
2014-2015 News release concerning UNC-logoed products sourced in Bangladesh UNC-CH to require licensees sourcing UNC-logoed product in Bangladesh to join The Accord
2013-2014 LLCAC Membership
2009-2010 LLCAC Membership
2008-2009 Chancellor Thorp’s Letter to the LLCAC concerning Russell Athletic dated March 6, 2009
2007-2008 LLCAC Letter to Chancellor Moeser regarding New Era Cap Co. dated February 1, 2008
2007-2008 Chancellor Moeser Letter to New Era Cap Co. dated February 7, 2008
2007-2008 Chancellor Moeser Letter to New Era Cap Co. dated February 15, 2008
2007-2008 UNC Fair Labor Practices Fact Sheet April 2008
2007-2008 Chancellor Moeser Letter, dated May 6, 2008 providing a charge for the Committee in the 2008-2009 Academic Year
2006-2007 LLCAC Report to Chancellor Moeser, dated May 31, 2007 regarding the Committee’s activities and its recomendations
2006-2007 Chancellor Moeser Letter, dated August 20, 2007 to the LLCAC regarding the Committee’s previous report and recommendations.
2005-2006 LLCAC Letter to Chancellor Moeser, dated May 8, 2006 regarding the Designated Supporter Program proposed by United Students Against Sweatshops
2005-2006 Chancellor Moeser Letter, dated May 15, 2006 to the LLCAC regarding the Committee’s report and recommendations.