Social Compliance

Our Brüzer team, including employees, sales representatives, vendors and factory partners are opposed to forced, unfair, and abusive labor practices and use the Fair Labor Association Workplace Code of Conduct as our guide to selecting partners that share our values and beliefs. We strongly believe our Code of Conduct follows this commitment and contains the minimum of basic Human Rights and we require all of our vendors and suppliers to adopt this code.

Bruzer Sportsgear Ltd. is a member of the Fair Labor Association (FLA). The FLA is an organization staffed by experts in global social compliance and workers rights. They bring together leading apparel companies, colleges and universities as well as human rights and consumer groups to find and use best practices in sustainable social compliance for all parties. Our participation has enabled us to develop programs to check our suppliers as well as train them to be socially compliant and support our Workplace Code of Conduct.

The Accord is an independent, legally binding agreement between brands and trade unions designed to work towards a safe and healthy Bangladeshi Ready-Made Garment Industry. Our purpose is to enable a working environment in which no worker needs to fear fires, building collapses, or other accidents that could be prevented with reasonable health and safety measures.


At BRUZER, we take respect for human rights and compliance with labor laws very seriously. We select business partners that agree to our standards of business conduct. Our comprehensive Labor Practices program includes working with suppliers towards compliance with our labor standards and conducting periodic factory audits to confirm compliance with our standards. Our compliance monitoring program consists of both announced and unannounced visits to suppliers through accredited 3rd party audit companies, participation in the FLA Independent External Monitoring program and complete remediation of all audit findings.


Certain Collegiate Institutions have directed Bruzer Sportsgear Ltd to implement the Code of Conduct requirements as described in this Agreement as an institutional policy and requirement, as provided in the License Agreement. Accordingly, the Factory shall comply with Code of Conduct requirements as directed by the respective Collegiate Institutions and as described in this Agreement in order to remain in compliance with the Agreement. Factory failure to comply with Code of Conduct requirements shall be considered a breach of the Agreement.

The Code of Conduct must be posted in all factory locations in the local language. Verbal notification to factory workers and regularly scheduled education on each of the Code of Conduct topics must also take place to comply with this Agreement.

The factory agrees to submit to periodic inspections/audits, including by accredited external monitors.  Upon inspection/audit, the factory also agrees to work with Bruzer Sportsgear Ltd. to correct and document all steps of correcting the non-compliances found during the audit.



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.


No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.


Every employee shall be treated with respect and dignity.  No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.


There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.


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


Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.


Employers shall provide a confidential channel for employees/workers to submit grievances.  Employer shall develop an internal policy and procedure for investigation and resolution of such grievances.


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


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.


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 and provide some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.

Any Company that determines to adopt the Workplace Code of Conduct shall, in addition to complying with all applicable laws of the country of manufacture, comply with and support the Workplace Code of Conduct in accordance with the Principles of Monitoring and shall apply the higher standard in cases of differences or conflicts. Any Company that determines to adopt the Workplace Code of Conduct also shall require its licensees and contractors and, in the case of a retailer, its suppliers to comply with applicable local laws and with this Code in accordance with the Principles of Monitoring and to apply the higher standard in cases of differences or conflicts. Any Company that adopts the Workplace Code of Conduct is also consenting to periodic social compliance audits which will measure the facilities compliance with the FLA Code of Conduct.

*All references to local law throughout this Code shall include regulations implemented in accordance with applicable local law.

Sweater Distribution

Bruzer sweaters being distributed to senior homes


We are extremely grateful for our customers’ support which in turn employs and empowers many people touched by Bruzer.  It is important to give back to our communities as we continually support organizations that make a positive differences to people’s lives.  We continue to support:

  • Because I am a Girl and Plan Canada
  • – leaders in mental health reform
  • YK Chiu – fund for Youth at NBS
  • Knit for the North – supplying warm clothing to the needy of the far North
  • Warm clothing donations to Local homeless shelters

Sourcing Regions