All our responsible manufacturers are credited with numerous certifications although the WRAP certification is arguably the most well-known.
WRAP (Worldwide Responsible Accredited Production) is a globally recognized, independent 3rd party certifying body whose mission is to promote ethical, humane and lawful conditions and practices in all manufacturing facilities. Companies accepted into the WRAP organization go through an extensive application process in which manufacturing facilities, working environments, and worker's rights are inspected and approved by the WRAP association1. Compliance with Laws and Workplace Regulations
BELLA+CANVAS is committed to maintaining and upholding responsible workplace and environmental standards. All US production and office facilities have received Platinum accreditation from WRAP. We only work with partners who share our values of a humane and safe workplace and are in the process of getting all our international facilities WRAP certified as well
Bella Canvas recycles everything possible – fabric, plastic, bottles, paper… you name it! Their goal is to soon have a completely paper-free warehouse – and they're close to that! They have only one trash can in each building, so employees take part in sorting and recycling all waste. They also don’t let any fabric go to waste. Anything that isn’t turned into a BELLA+CANVAS product, is picked up daily and taken to different recycling centers. The fabric is then recycled into different things like tile, bottles, stuffing, upholstery – even energy!
Bella Canvas takes every opportunity to reduce our CO2 emissions. Their sewing and cutting facilities are run on solar power. All the buildings at our headquarters are equipped with motion-sensor LED lighting, which use nine times less energy than traditional lights. All the buildings are insulated in a way that allows for minimal artificial heating and cooling.
Bella Canvas dyes all of their fabric in California at dye houses that use 7x less water than the average clothing manufacturer. California has some of the most strict EPA (Environmental Protection Agency) regulations, so by dying in California, they are adhering to the highest level of environmental compliancy.
In 2016, our Board of Directors adopted an updated Code of Ethics, applicable to all Gildan directors, officers and employees serves as a framework in guiding the Company's operations and business practices and as a guide to help employees make decisions that are consistent with Gildan's core values and guiding principles.
The Code of Ethics addresses matters that include conflicts of interest, integrity and confidentiality of corporate records and information, protection and use of corporate assets, employee relations, protection of human rights, health and safety, anti-corruption laws, insider trading, compliance with laws and reporting of unethical or illegal behavior.
The Corporate Governance and Social Responsibility Committee is responsible for monitoring compliance with the Code of Ethics. All employees who are in management positions and above (including key personnel) undergo an annual certification process, and all new employees are asked to read and sign the Code of Ethics during their on-board training.
One of the ways Gildan gives back is through donations: they support youth education and humanitarian aid. Investing in youth education can have a transformational impact as it builds job and life skills and prepares a whole generation to contribute to their own community. In 2016 they organized Gildan’s Glow Run 09 and raised through the participation of over $13000 attendees in Honduras, The Dominican Republic and Nicaragua which has helped thousands of children getting the education that they deserve. Since 2005, Gildan contribution to the IPC (International Primary Curriculum) represents over $1.9 million
Another way Gildan Gives back is by improving the community development: generating social and economic impact. Gildan’s presence in a community generates a positive impact on a great variety of local businesses and service providers. Examples include medical services, training, transportation and food service suppliers, as well as raw materials and accessories suppliers that include dyes, buttons, zippers, boxes and office supplies. They create many business opportunities by buying the majority of our materials locally. Over the years, as Central America and the Carribean basin developed into an important textile and apparel hub, they made key relationships with local manufacturers. Last year, Gildan’s operations in the region purchased in excess of $100 million worth of materials and services from local suppliers.
At Next Level Apparel, we are committed to:
We expect these same commitments to be shared by all manufacturers of Next Level Apparel. At a minimum, we require that all manufacturers of Next Level Apparel merchandise meet the following standards:
Manufacturers will not use child labor. The term “child” refers to a person younger than 15 (or 14 where local law allows) or, if higher, the local legal minimum age for employment or the age for completing compulsory education. Manufacturers employing young persons who do not fall within the definition of “children” will also comply with any laws and regulations applicable to such persons.
Manufacturers will not use any forced or involuntary labor, whether prison, bonded, indentured or otherwise.
Manufacturers will treat each employee with dignity and respect, and will not use corporal punishment, threats of violence, or other forms of physical, sexual, psychological or verbal harassment or abuse.
We expect manufacturers to recognize that wages are essential to meeting employees’ basic needs. Manufacturers will, at a minimum, comply with all applicable wage and hour laws and regulations, including those relating to minimum wages, overtime, maximum hours, piece rates and other elements of compensation; and provide legally mandated benefits. Except in extraordinary business circumstances, manufacturers will not require employees 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 local law or, (c) where local law does not limit the hours of work, the regular work week plus 12 hours overtime. In addition, except in extraordinary business circumstances, employees will be entitled to at least one day off every seven-day period. Manufacturers will compensate employees for overtime hours at the premium rate that is legally required or, if there is no legally prescribed premium rate, at a rate at least equal to the regular hourly compensation rate. Where local industry standards are higher than applicable legal requirements, we expect manufacturers to meet the higher standards.
Manufacturers will not discriminate in hiring and employment practices based on salary, benefits, advancement, discipline, termination or retirement, race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, political opinion, or disability.
Manufacturers will respect the rights of employees to associate, organize, and bargain collectively in a lawful and peaceful manner, without penalty or interference.
Manufacturers will provide employees with a safe and healthy workplace in compliance with all applicable laws and regulations, ensuring, at a minimum: reasonable access to potable water and sanitary facilities, fire safety, adequate lighting, and ventilation. Manufacturers will also ensure that the same standards of health and safety are applied in any housing that they provide for employees.
Manufacturers will comply with all applicable environmental laws and regulations.
Manufacturers will not use subcontractors for the manufacture of Next Level Apparel’s merchandise or components thereof without Next Level Apparel’s express written consent, and only after the subcontractor has entered into a written commitment with Next Level Apparel to comply with this Code of Conduct.
Manufacturers will authorize Next Level Apparel and its designated agents (including third parties) to engage in monitoring activities to confirm compliance with this Code of Conduct, including unannounced on-site inspections of manufacturing facilities and employer-provided housing; reviews of books and records relating to employment matters, and private interviews with employees. Manufacturers will maintain on site all documentation that may be needed to demonstrate compliance with this Code of Conduct.
Manufacturers will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct in the local language and in a place readily accessible to employees, at all times.
Manufacturers will comply with all applicable laws and regulations, including those pertaining to the manufacturer, pricing, sale and distribution of merchandise. All references to “applicable laws and regulations” in this Code of Conduct include local and national codes, rules and regulations as well as applicable treaties and voluntary industry standards.