Sec. 133. Sense of Congress on United States companies adopting counter-trafficking-in-persons policies
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/bill/117/hr/5150/ih/section-133·A research copy — for the controlling text, always check the official state or federal source. Not legal advice.
It is the sense of Congress that— companies headquartered or doing business in the United States that are not defined as a small business according to the Small Business Administration should adopt a written policy not later than 18 months after the date of the enactment of this Act that prohibits trafficking in persons, is published annually, and is accessible in a prominent place on their public website; such policy should expressly prohibit the company, its employees, or agents from, at a minimum— engaging in severe forms of trafficking in persons; using forced labor for the development, production, shipping, or sale of its goods or services; destroying, concealing, confiscating, or otherwise denying access by an employee to the employee’s identity or immigration documents, such as passports or drivers’ licenses, regardless of issuing authority; using misleading or fraudulent practices during the recruitment of employees or offering of employment, such as failing to disclose, in a format and language understood by the employee or potential employee, basic information, or making material misrepresentations during the recruitment of employees regarding the key terms and conditions of employment, including wages and fringe benefits, the location of work, the living conditions, housing and associated costs (if employer- or agent-provided or arranged), any significant costs to be charged to the employee or potential employee, and, if applicable, the hazardous nature of the work; using recruiters that do not comply with local labor laws of the country in which the recruiting takes place; charging employees or potential employees recruitment fees; providing or arranging housing that fails to meet the host country housing and safety standards; and failing to provide an employment contract, recruitment agreement, or other required work document in writing in a language the employee understands (and is provided to the employee at least five days prior to the employee relocating if required to perform the work), that includes details about work description, wages, prohibition on charging recruitment fees, work location(s), living accommodations and associated costs, time off, round-trip transportation arrangements, grievance processes, and the content of applicable laws and regulations that prohibit trafficking in persons; and contracting officers should consider the risk that the contract or subcontract will involve services or supplies susceptible to trafficking in persons, and the number of non-United States citizens expected to be employed, when deciding whether to require work documents in the contract.