Sec. 132. Sense of Congress regarding United States companies adopting counter-trafficking-in-persons policies
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It is the sense of Congress that— companies headquartered or doing business in the United States that are not small business concerns (as defined in section 3 of the Small Business Act ( 15 U.S.C. 632 )) 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; and such policy should expressly prohibit the company, its employees, or agents from— engaging in human trafficking; 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 the hazardous nature of the work, if applicable; using recruiters that do not comply with local labor laws of the country in which the recruiting takes place; 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; or along with an independent interpreter if the document cannot be provided in a language the employee understands; not later than 5 days before the employee relocates, if relocation is required to perform the work; and that includes details about work description, wages, work locations, 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.
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Sec. 132
Sense of Congress regarding United States companies adopting counter-trafficking-in-persons policies
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