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FARM
LABOR EMPLOYER CODE OF CONDUCT INTRODUCTION As
key players in the food supply chain, we take an interest in the conditions in
which we grow and harvest our products. We constructively engage with our customers,
employees, and other stakeholders as we strive for continuous improvement. We
understand that our reputations, and those of our customers, depend upon the quality
of the products that we provide, and that this quality includes not merely the
freshness, taste, cost, and timeliness to market of our products, but also that
our labor force is afforded all of the rights entitled them. Consequently, we
are committed to the development of tools that will enable us to satisfy our own
expectations, those of our customers and, in turn, those of their customers and
stakeholders. What
follows is a statement of principles that set forth, at a general level, the principles
by which we commit to grow and harvest agricultural products. These principles
define benchmarks against which we can be measured with respect to a variety of
criteria of interest and importance to all stakeholders. PRINCIPLES I.
General Employment Practices: Each
participating grower commits to comply with all applicable laws and regulations
governing employment in the jurisdictions in which they operate. Employees will
be treated fairly and have a workplace free of intimidation, violence, and harassment.
Each participating grower is an equal opportunity employer and complies with all
relevant nondiscrimination laws and regulations. Participating growers are committed
to respectful and open communications with their employees. Each participating
grower agrees that when it's necessary to do so, it will only obtain workers from
or through a third party that adopts and adheres to these same employment practices
and standards.
II.
Employment Standards: Forced
Labor: Participating growers will not use forced labor. Forced labor includes
prison labor, indentured labor, or any other activity in which the worker's freedom
is improperly or unlawfully restricted. Child
Labor: Participating growers will not use child labor, as defined by the laws
and regulations regarding agriculture activities of the jurisdiction in which
the work is being performed. Discrimination:
Each participating grower commits to base all employment decisions exclusively
upon a person's ability to perform the specific job, and will not base employment
decisions upon other factors such as race, gender, marital status, religion, age,
disability, nationality, or ethnicity. "Employment decisions" include
hiring, salary, benefits, promotion and advancement, discipline, and termination. Wages
and Benefits: Each participating grower commits to pay no less than the established
lawful wages. Workers will receive all benefits required by the laws and regulations
of the jurisdiction in which the work is being performed. Employment
Records: Each participating grower commits to keep and maintain all payroll records
in a complete and accurate manner as required by law. Each participating grower
also agrees to provide clear and understandable wage statements to each employee
at the time of payment, which shall be no less than semi-monthly. These statements
include the basis upon which wages have been paid; if piece rates were used, the
number of units produced; hours worked; any lawful deductions from wages; and
all other information required by law. Healthy
and Safe Work Environment: Participating growers will provide a safe and healthy
working environment for their employees. Workers will be trained to ensure safe
procedures and proper use of pesticides in the work environment, in accordance
with the laws and regulations of the jurisdictions in which the work is performed. Housing:
Participating growers who provide housing will ensure that it meets all the applicable
laws and regulations of the jurisdictions in which it is located. No employee
will be required to live in grower provided housing as a condition of employment.
III.
Implementation: Participating growers commit to develop implementation, training,
third-party monitoring, and corrective action programs to ensure the principles
set forth in this code of conduct become part of our daily work environment.
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