Application for Listing in the "Shop with a Conscience" Consumer Guide

Section 1: Sweatfree Criteria

We promote clothing produced by democratic and independent worker associations where workers have an effective, collective voice in determining their wages and working conditions. Such associations can be labor unions, that is, associations of workers recognized by law that have the power to negotiate a contract with management which specifies workers’ rights, wages, and benefits, and that allow workers to file formal complaints alleging violations of the contract. Another type of association that provides workers with an effective voice in the workplace is a worker-owned cooperative, that is, an entity in which the workforce owns the company; decisions regarding significant matters are made democratically by the worker-owners; and both the labor involved in running the enterprise and the proceeds that result are shared on a democratic basis.

In the event that a democratic and independent worker association does not exist at the production facility, an authorized representative of the production facility must agree to take proactive steps to ensure that workers can freely exercise their associational rights without fear of retaliation according to the requirements in Section 6-3.

When workers have a meaningful right to freedom of association, they are most fully protected against sweatshop conditions. Therefore, we expect workplaces producing products listed in the "Shop with a Conscience" Consumer Guide to have achieved or be striving towards international fair labor standards, including:

• Healthy and safe working conditions.
• Wages and benefits sufficient to support the basic needs of workers’ families.
• Treatment with respect, dignity, and justice.

Although we only require information about the production facilities involved in the manufacturing of the products to be listed in the "Shop with a Conscience" Consumer Guide, we urge featured retailers to sell only sweatfree products as defined above. We reserve the right to reject an application based on either a) credible information that any of the retailer’s products are made in sweatshop conditions and/or are made in places where workers are not free to exercise their associational rights without fear of retaliation; or b) the lack of reliable information about the conditions under which any of the retailer's products are made.

Section 2: Instructions

Please answer each question completely and accurately. If you use multiple production facilities, please fill out the form for one of them first. After you submit the form you will be asked if you want to provide information about additional production facilities. Follow the link provided to an abbreviated form where you only need to respond to Sections 5-11.

The disclosure must be signed by the retailer. In the absence of a democratic worker-controlled association at the production facility, an authorized representative of the production facility must also sign an agreement agreeing to take proactive steps to ensure that workers can freely exercise their associational rights without fear of retaliation.

In the case that the retailer, manufacturer, and production facility are the same company, make a note of this in the "name" box. For example, if the retailer and manufacturer are the same, write "same as retailer" in the "manufacturer name" box and leave the rest of the section empty.

Section 3: Definitions

Retailer: a business that sells directly to the public.

Manufacturer: a company that designs clothes under its own label, contracts out production, and wholesales to retailers. For purposes of this disclosure form, the manufacturer is the brand.

Production facility: the place where the apparel is produced through cutting, sewing, assembling, finishing, application of marks, color application, washing, packaging and any other processes that contribute significantly to the finished product. Production facilities often contract with manufacturers to make their garments. Information about working conditions and wages should be associated with the production facility.

Section 4: Retailer, Manufacturer, and Product Information
Retailer Name:
Mailing Address:
City:
State:
Zip:
Country:
Phone:
Fax:
E-mail:
Website:
Contact Name:
Contact Phone:
Contact E-mail:
Manufacturer Name:
Street Address:
City:
State:
Zip:
Country:
Phone:
Fax:
E-mail:
Website:
Contact Name:
Contact Phone:
Contact E-mail:
1. Please list and describe the product(s) to be promoted in the "Shop with a Conscience" Consumer Guide. Please note if any of the products are made with certified or non-certified organic and/or fair trade textiles or materials, as well as the name of the certifying body if applicable.
2. We strive to promote retailers that sell only sweatfree products. Please indicate what portion of the products the retailer sells is sweatfree according to the criteria in Section 1.
100%      other %: Please explain if less than 100%:
3. Please provide a 40 word description of the retailer and products for the "Shop with a Conscience" Consumer Guide.
4. Indicate how shoppers can purchase the products, including website, phone number, and/or store front locations.
5. Mark whether you sell individual items, wholesale, or both. Individual sales Wholesale Minimum order: pieces
Section 5: Source of Products
Please provide information about each production facility that makes products that will be listed in the "Shop with a Conscience" Consumer Guide.
Production Facility Name:
Street Address:
City:
State:
Zip:
Country:
Phone:
Fax:
E-mail:
Website:
Contact Name:
Contact Phone:
Contact E-mail:
Languages in which the contact person is proficient:
Products listed in Section 3 that are made at this facility:
Section 6: Demonstration of Respect for Workers' Associational Rights
1. Do workers at the production facility presently belong to a democratic worker-controlled association? Yes      No
Worker Association Name:
Street Address:
City:
State:
Zip:
Country:
Phone:
Fax:
E-mail:
Website:
Contact Name:
Contact Phone:
Contact E-mail:
Languages in which the contact person is proficient:
2. Is a collective bargaining agreement in force? Yes      No
3. In the event that there is no democratic worker-controlled association at the production facility, management must demonstrate respect for the right to organize and bargain collectively by taking proactive steps to ensure that workers can freely exercise these rights without fear of retaliation. These steps shall include: a. Communicating to the workforce the factory's openness to workers' exercise of their associational rights, its commitment to refrain from any punitive action against workers for the exercise of their right to unionize and bargain, and its commitment to recognize and commence good faith negotiations with any duly constituted worker body, without unreasonable delay. b. Granting free access to the worksite for union representatives to carry out their organizing and representational functions without unreasonable restriction, and in the context of a formal neutrality or recognition agreement where a union so requests. c. Ensuring that there is no effort by management and/or supervisory employees, through word or action, coercive or otherwise, to influence any worker's decision about unionization or participation in union activities (with the exception of communicating the factory's openness to unionization and its commitment to abiding by the standards outlined herein). d. Fulfilling V management's commitment to grant recognition and to bargain in good faith. e. Permitting access to the factory to labor rights experts and representatives of NGOs and trade unions to conduct a program of worker rights education. If you answered "no" to question 6-1, an authorized representative of the production facility must commit to taking the steps listed above to guarantee workers' associational rights. After completing this application, you will be directed to a form which you should forward to the production facility for this purpose.
Section 7: Wages
Method of pay for non-supervisory workers is by:
Check all that apply: Piece Hour
How is the legal minimum wage guaranteed for piece rate workers?
The minimum base-pay for non-supervisory workers at the facility is per (hour, day, week, etc.) excluding benefits.
Full-time non-supervisory workers work an average number of hours: per day, per week, per month.
The pay-rate for overtime compensation is:
Other wage information:
Section 8: Additional comments:
Section 9: Annual Renewal Requirement
Thirty (30) days prior to the date of the annual renewal of this information disclosure, the retailer will confirm or update information. In the event that any changes take place concerning the retailer's production facility, it is the responsibility of the retailer to update their information within thirty (30) days of the change(s).
Section 10: Verification of Information
I have answered the questions in this application completely and truthfully to the best of my knowledge.
Verify Date:
Verify Name:
Verify Title:
Verify Company: