Social Responsibility Policy
The Military Resale Agencies have a proud heritage of serving the men and women of the uniformed services and their families. We perform a vital mission in bringing an array of products and services to military members and their families serving throughout the world. Our mission is global; operating in many worldwide communities, supported by a very diverse workforce. Our work is deeply rooted in the tenets of integrity, accountability, and compassion, which are embodied in our core values. Consistent with those values, the Exchange requires suppliers of private label and direct merchandise to assess their practices, as well as those of their subcontractors, for compliance with the Exchange’s Social Responsibility Policy and Labor Standards. The Exchange continues to expect that all brand name merchandise suppliers comply with all applicable federal or international laws and regulations concerning Social Responsibility Policy and Labor Standards and take appropriate contractual or other actions if this expectation is not met.
Child Labor – Suppliers and/or subcontractors shall not employ any person under the age of 14 years, unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age will apply.
Forced Labor – Suppliers and/or subcontractors shall not use force or other compulsory labor in the manufacture of products. Suppliers shall not require employees to lodge "deposits" or identity papers upon commencing employment with the company.
Working Hours – Suppliers and/or subcontractors shall comply with applicable local laws on maximum daily/weekly working hours.
Compensation and Benefits – Suppliers and/or subcontractors shall ensure that wages paid for a standard workweek are consistent with local national laws.
Disciplinary Practice – Suppliers and/or subcontractors shall not engage in or support the use of corporal punishment, mental or physical coercion, verbal abuse, or withholding passports or travel documents.
Freedom of Association & Right to Collective Bargaining – Suppliers and/or subcontractors shall respect the right of all employees to form and join trade unions of their choice, consistent with prevailing local/national law and to bargain collectively, without any activity that impedes or suppresses freedom of association. Suppliers shall ensure that representatives of such employees are not subject to discrimination and that such representatives have access to their members in the workplace.
Discrimination – Suppliers and/or subcontractors shall be consistent with local laws regarding discrimination in hiring, compensation, access to training, promotion, termination, or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, maternity status, union membership, or political affiliation.
Safe and Healthy Workplace – Suppliers and/or subcontractors shall provide their employees with a safe and healthy workplace in compliance with all local laws.
A copy of these labor standards, translated in the language(s) of the workers, shall be posted in a location, visible to all employees at all production facilities that manufacture goods and merchandise for the Army & Air Force Exchange Service.
Any person having knowledge of any violation of these standards is encouraged to contact:
The Exchange
Attn: Director, Quality Assurance
3911 S. Walton Walker Blvd.
Dallas, Texas 75236, USA
Private label and direct import merchandise suppliers and sub-contractors are required to demonstrate their factories’ compliance with the Exchange’s Social Responsibility Policy and Labor Standards through appropriate supporting evidence. Acceptable compliance evidence may include:
- The report of a current acceptable social responsibility audit from other retailers or brands.
- Current certification by an independent social responsibility certifying organization such as Business Social Compliance Initiative (BSCI), Worldwide Responsible Accredited Production (WRAP), International Council of Toy Industries (ICTI), etc.
- The report of a recent acceptable audit conducted by an independent social responsibility audit provider such as SGS, Bureau Veritas (BV), Intertek, UL.
References to non-federal entities do not constitute or imply the Exchange endorsement of any company or organization.
Suppliers can send their compliance documents, or questions regarding social responsibility requirements, to the Exchange QA department at
QAManagement@aafes.com.
Social Responsibility
Social Responsibility Policy
The Military Resale Agencies have a proud heritage of serving the men and women of the uniformed services and their families. We perform a vital mission in bringing an array of products and services to military members and their families serving throughout the world. Our mission is global; operating in many worldwide communities, supported by a very diverse workforce. Our work is deeply rooted in the tenets of integrity, accountability, and compassion, which are embodied in our core values. Consistent with those values, the Exchange requires suppliers of private label and direct merchandise to assess their practices, as well as those of their subcontractors, for compliance with the Exchange’s Social Responsibility Policy and Labor Standards. The Exchange continues to expect that all brand name merchandise suppliers comply with all applicable federal or international laws and regulations concerning Social Responsibility Policy and Labor Standards and take appropriate contractual or other actions if this expectation is not met.
Child Labor – Suppliers and/or subcontractors shall not employ any person under the age of 14 years, unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age will apply.
Forced Labor – Suppliers and/or subcontractors shall not use force or other compulsory labor in the manufacture of products. Suppliers shall not require employees to lodge "deposits" or identity papers upon commencing employment with the company.
Working Hours – Suppliers and/or subcontractors shall comply with applicable local laws on maximum daily/weekly working hours.
Compensation and Benefits – Suppliers and/or subcontractors shall ensure that wages paid for a standard workweek are consistent with local national laws.
Disciplinary Practice – Suppliers and/or subcontractors shall not engage in or support the use of corporal punishment, mental or physical coercion, verbal abuse, or withholding passports or travel documents.
Freedom of Association & Right to Collective Bargaining – Suppliers and/or subcontractors shall respect the right of all employees to form and join trade unions of their choice, consistent with prevailing local/national law and to bargain collectively, without any activity that impedes or suppresses freedom of association. Suppliers shall ensure that representatives of such employees are not subject to discrimination and that such representatives have access to their members in the workplace.
Discrimination – Suppliers and/or subcontractors shall be consistent with local laws regarding discrimination in hiring, compensation, access to training, promotion, termination, or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, maternity status, union membership, or political affiliation.
Safe and Healthy Workplace – Suppliers and/or subcontractors shall provide their employees with a safe and healthy workplace in compliance with all local laws.
A copy of these labor standards, translated in the language(s) of the workers, shall be posted in a location, visible to all employees at all production facilities that manufacture goods and merchandise for the Army & Air Force Exchange Service.
Any person having knowledge of any violation of these standards is encouraged to contact:
The Exchange
Attn: Director, Quality Assurance
3911 S. Walton Walker Blvd.
Dallas, Texas 75236, USA
Private label and direct import merchandise suppliers and sub-contractors are required to demonstrate their factories’ compliance with the Exchange’s Social Responsibility Policy and Labor Standards through appropriate supporting evidence. Acceptable compliance evidence may include:
References to non-federal entities do not constitute or imply the Exchange endorsement of any company or organization.
Suppliers can send their compliance documents, or questions regarding social responsibility requirements, to the Exchange QA department at QAManagement@aafes.com.