The Principles Behind
Our Production

At League, every piece we proudly design and manufacture is constructed with respect for, and resonant of, the rich heritage of the institutions decorated on them—casting a reverent glance back to the past while keeping an eye on the future. Because it’s never about fashion, but always about style.

If we can’t improve the lives of our employees while making our statement in the retail market, then making that statement means nothing. So we settle for nothing less than total compliance to the Fair Labor Policy, offer jobs to the homeless and people with disabilities, provide gang rehabilitation programs, and much more. We are firm believers that our company has a higher purpose—to lead the way for a collective global conscience and ethical practices in the collegiate licensed sportswear industry. And beyond.

Fair Labor
Gang Rehab
Child Care

Fair Rates, Fresh Starts

The average employee in El Salvador doesn’t have easy access to credit for the sort of needs life throws at everyone—big or small, sudden or expected. Most of us take that credit for granted. But in El Salvador, the usual – and almost always problematic – solution to this dilemma is the black market. League Central America’s (LCA) solution is our employee-operated Co-op. The Co-op operates as a separate entity from LCA, however, there is administrative and financial assistance provided by LCA.

We established the Co-op as a savings and loan entity for our employees so that they would have somewhere helpful to turn for once. You see, it didn’t take us long after launching our manufacturing facility in El Salvador to realize that an alarmingly large percentage of our workforce was in debt to loan sharks and had nowhere to turn to borrow money at a fair rate. Now they do. On the average, we have about a hundred active loans to employees for various reasons—school, hospital bills, home repairs, and, yes, even for finally paying off those loan sharks.

A Better World for Workers

It’s not enough for us to make styles that look good, they also have to do good. This is why, even though it goes against the grain of the industry, we make our own goods. Not only do we refuse to outsource to low-cost factories but we also have our own world-class socially conscious manufacturing facility in El Salvador. We proudly empower our staff to be value-added employees.

                                                                             League’s Workplace Code of Conduct

 League believes in doing business responsibly in the apparel industry. Honoring and protecting workers’ rights and ensuring each of our employee’s personal health and safety is just the beginning. We continuously strive to take it a step further and work to improve the lives of our employees and the communities in which they live and work. Part of our commitment includes expecting our suppliers to treat their employees in the same way. We have developed a workplace code of conduct (see below) to make sure our expectations are clear to our suppliers.

League reserves the right to ask for documentation from our vendors and contractors to support adherence to the League Code of Conduct. Any violation of the below standards by a vendor or contractor of League Collegiate Outfitters will result in the termination of our business relationship.

Legal Compliance and Employment Relationship:  League and its subcontractors 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.

Forced Labor:  There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or other forms of forced labor.

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

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

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

Health, Safety and Environment:  League and its subcontractors 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. League and its subcontractors shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.

Freedom of Association and Collective Bargaining:  League and its subcontractors shall recognize and respect the right of employees to freedom of association and collective bargaining.

Hours of Work :  League and its subcontractors 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. League and its subcontractors shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. League and its subcontractors 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.

Compensation: Every worker has a right to compensation for a regular work week that is sufficient to meet the workers’ basic needs and provide some discretionary income. League and its subcontractors 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, League and its subcontractors shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.

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





Made From Second Chances

When we decided to set up shop in one of the world’s most impoverished and violent societies, we knew we’d have to build more than a factory. This is why League Central America (LCA) partnered with Central American University to build a program—one that provides job opportunities to ex-gang members who are actively looking to leave gang life, especially couples who have recently had babies and want to offer a better way of life for their children.

Today, 15% of our workforce is comprised of rehabilitated gang members. This actually makes our work community a safer one. And we’re proud of that.

Peace of Mind for Moms

Most garment workers in Central America are mothers who are forced to leave their young children home alone or with people they may not trust. This is why League Central America (LCA) set up an on-site daycare center. Now, our employees – as well as other employees from American Industrial Park (location of our facility) – can work without the stress of worrying about the welfare of their children. And what a difference that makes not only in their workdays, but also in their lives.

The well-being of our employee’s children was an early and immediate objective of ours. Shortly after opening our factory, League Central America (LCA) petitioned the park management to donate a space for day care. In return for that space, we promised to staff and manage the day-care. Today, the center has 20 kids, a few months to 5 years of age.

We charge each family a nominal fee to help subsidize the cost, while the remaining costs are subsidized by League Central America (LCA), American Park and at-will donations from other League employees.