• Child Labor - That no one under the legal minimum age is employed in any stage of manufacturing; that a minimum age of 16 applies in all circumstances.
• Forced Labor - That no forced or prison labor is employed, that workers are free to leave once their shift ends and that guards are posted only for normal security reasons.
• Harassment or Abuse - Employees are treated with dignity and respect, and that no employee shall be subjected to any physical, sexual, psychological or verbal harassment or abuse.
• Wages and Benefits - Vendors must recognize that wages are essential to meeting employees' basic needs. Wage and overtime pay practices must comply with the standards set by law. Including the payment of compensation for overtime hours at such premium rates as is legally required in that country, but not less than at a rate equal to their regular hourly compensation rate.
• Working Hours and Overtime - That working hours must not exceed prevailing local work hours in the country where the work is to be performed, except with respect to appropriately compensated overtime; must not require in excess of a 60 hour week on a regularly scheduled basis, and must permit at least one day off in every 7 days.
• Health and Safety - Vendors shall provide a safe and healthy working environment for their employees, and comply with or exceed all applicable local laws concerning sanitation and risk protection in order 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 employer facilities.
• Environmental Protection - Vendors shall comply with all applicable environmental laws and regulations. In addition, we proactively select and work with vendors that use higher standards than those enforced locally.
• Other Laws - Vendors shall comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise, as well as voluntary industry standards.

Edwards ensures that vendors meet corporate social responsibility requirements with a combination of:

• External 3rd party audits where independent auditing professionals perform extensive reviews looking at all key factors (i.e., compensation, benefits, labor rights, safety) using a combination of interviews with factory and administrative staff, and review of documentation to confirm that compliance requirements are being met.
• Internal staff visits and evaluations where Edwards visits the factory and confirms the conditions of the operation and the welfare of the employees. Edwards vendors operate qualified factories that are frequently certified by organizations like WRAP (Worldwide Responsible Apparel Production), and other global entities with high standards of compliance and certification levels.
• Vendor may not subcontract work without the express written permission of Edwards Garment, and then such subcontracting shall only be permitted to companies that abide by this Code of Conduct.
• Failure to comply with the Code or to implement a corrective action plan on a timely basis is a breach of contract for which the contract may be canceled.