SENSE OF CONGRESS REGARDING UNITED STATES COMPANIES ADOPTING COUNTER-TRAFFICKING-IN-PERSONS POLICIES.

SEC. 132. SENSE OF CONGRESS REGARDING UNITED STATES COMPANIES ADOPTING COUNTER-TRAFFICKING-IN-PERSONS POLICIES. It is the sense of Congress that— (1) 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— (A) prohibits trafficking in persons; (B) is published annually; and (C) is accessible in a prominent place on their public website; and (2) such policy should expressly prohibit the company, its employees, or agents from— (A) engaging in human trafficking; (B) using forced labor for the development, production, shipping, or sale of its goods or services; (C) 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; (D) using misleading or fraudulent practices during the recruitment of employees or offering of employment, such as— (i) failing to disclose, in a format and language understood by the employee or potential employee, basic information; or (ii) making material misrepresentations during the recruitment of employees regarding the key terms and conditions of employment, including— (I) wages and fringe benefits; (II) the location of work; (III) the living conditions; (IV) housing and associated costs (if employer- or agent-provided or arranged); (V) any significant costs to be charged to the employee or potential employee; and (VI) the hazardous nature of the work, if applicable; (E) using recruiters that do not comply with local labor laws of the country in which the recruiting takes place; (F) providing or arranging housing that fails to meet the host country housing and safety standards; and (G) failing to provide an employment contract, recruitment agreement, or other required work document— (i) in writing— (I) in a language the employee understands; or (II) along with an independent interpreter if the document cannot be provided in a language the employee understands; (ii) not later than 5 days before the employee relocates, if relocation is required to perform the work; and (iii) 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.