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Code of Conduct

Introduction

MV Sport-The Game is committed to conducting its business affairs in a socially responsible manner. MV Sport, Inc. is a member of the Fair Labor Association and has adopted the FLA’s Code of Conduct.  Factories producing products for  MV Sport-The Game agree to comply with the following Code of Conduct. 

The FLA Workplace Code of Conduct defines labor standards that aim to achieve decent and humane working conditions. The Code’s standards are based on International Labor Organization standards and internationally accepted good labor practices.

MV Sport-The Game expects all suppliers to comply with all relevant and applicable laws and regulations of the country in which workers are employed and to implement the Workplace Code in their applicable facilities. When differences or conflicts in standards arise, companies are expected to apply the highest standard.

Compliance with the Workplace Code is monitored by carefully examining adherence to the Compliance Benchmarks and the Principles of Monitoring. The Compliance Benchmarks identify specific requirements for meeting each Code standard, while the Principles of Monitoring guide the assessment of compliance. MV Sport-The Game expects trading partners to make improvements when Code standards are not met and to develop sustainable mechanisms to ensure ongoing compliance.

The FLA code provides a model of collaboration, accountability, and transparency and serves as a catalyst for positive change in workplace conditions.  MV Sport-The Game adopted this Code because it aims to be an organization that promotes continuous improvement and strives to be a global leader in establishing best practices for respectful and ethical treatment of workers, and in promoting sustainable conditions through which workers earn fair wages in safe and healthy workplaces.

Employment Relations: Employers shall adopt and adhere to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations.

Legal Compliance: Factories must comply with all applicable legal requirements of the country(ies) of manufacture in conducting business related to or involving the production of MV Sport products. Where there are differences or conflicts with this Code and the laws of the country(ies) of manufacture, the higher standard shall prevail, subject to the following considerations. In countries where law or practice conflicts with these labor standards, factories agree to consult with governmental, human rights, labor and business organizations and to take effective actions as evaluated by MV Sport to achieve the maximum possible compliance with each of these standards. Factories further agree to refrain from any actions that would diminish the protections of these labor standards.

Full Public Disclosure: Factories acknowledge that MV Sport agrees to publically disclose the location (including factory name, contact name, address, phone number, e-mail address, products produced, and nature of business association) of each factory used in the production of all MV Sport products. Such information shall be updated upon change of any factory site location. MV Sport acknowledges that interested parties reserves the right to disclose this information to third parties, without restriction as to its further distribution.

Monitoring: Factories agree to fully cooperate with inspections and audits conducted by approved Independent External Monitoring organizations.  These audits will include a full review of the factories records, policies and safety measures to insure complete compliance with this code.  Factories agree to allow employees the opportunity to report any areas on non-complaince.  The external monitor will produce a report of each facility.  Factory agrees to work with monitors and MV Sport to address and remediate any issues that might be identified in the audit.

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

Child Labor. No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.

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.

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, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.

Health and Safety. Employers shall provide a safe and healthy workplace setting 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 employers’ facilities.

Environment. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.

Freedom of Association and Collective Bargaining. Employers shall recognize and respect the right of employees to freedom of association and collective bargaining. 

Wages and Benefits. Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs (which include the cost of housing, energy, nutrition, clothing, education, health care, transportation, and child care for an employee and two dependents) and provide some discretionary income, the company will work with MV Sport-The Game to take appropriate actions that seek to progressively realize a level of compensation that does. 

Hours of Work. Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.

Overtime Compensation. In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such 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 one-and-a-quarter times to their regular hourly compensation rate.

Women’s Rights: 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. Pregnancy tests will not be a condition of employment, nor will they be demanded of employees. 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. Workers will not be forced or pressured to use contraception. Workers will not be exposed to hazards, including glues and solvents, that may endanger their safety, including their reproductive health. Licensees shall provide appropriate services and accommodations to women workers in connection with pregnancy.

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