Fair Labor Association (FLA) Workplace Code of ConductvsILO Declaration on Fundamental Principles and Rights at Work (Core Conventions)
See exactly how Fair Labor Association (FLA) Workplace Code of Conduct controls map to ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions). Pre-computed mappings, identified gaps, and coverage analysis.
Need this as a report you can hand to an assessor? A coverage crosswalk for this pair can be built to order.
According to the TheArtOfService Compliance Knowledge Graph:
Fair Labor Association (FLA) Workplace Code of Conduct maps to ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) with 31% coverage across 4 directly mapped controls. Analysis of 13 Fair Labor Association (FLA) Workplace Code of Conduct controls identifies 9 compliance gaps, primarily concentrated in FLA: Employment Relationship, Nondiscrimination and Harassment / Abuse.
Source: TheArtOfService Knowledge Graph | 13 controls analysed | 686 frameworks | 310K+ cross-framework mappings
Control Mappings
Showing 4 of 4 mapped controls across 4 domains. Sign up to explore all 310K+ mappings across 686 frameworks.
FLA: Employment Relationship, Nondiscrimination and Harassment / Abuse(1 mappings)
FLA: Forced Labor, Child Labor and Modern Slavery(1 mappings)
FLA: Freedom of Association and Collective Bargaining(1 mappings)
FLA: Hours of Work and Compensation(1 mappings)
A Fair Labor Association (FLA) Workplace Code of Conduct to ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) crosswalk, built to order
The table above lists candidate mappings. A crosswalk answers the narrower question you are probably here for: which ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) controls your existing Fair Labor Association (FLA) Workplace Code of Conduct work already satisfies, which are real gaps, and the reasoning behind every claim so you can check it. One pair, $299, one time.
This direction has not been through crosswalk review and sign off, so no coverage figure is published for it. Reporting an unreviewed number would be worse than reporting none. It can be built to order at the same price as a pair that is already on the shelf.
If the two frameworks turn out to have too little in common for a crosswalk to help you, we say so and refund it rather than send a number worth nothing.
This direction has not been through crosswalk review and sign off, so no coverage figure is published for it. Reporting an unreviewed number would be worse than reporting none. It can be built to order at the same price as a pair that is already on the shelf.
If the two frameworks turn out to have too little in common for a crosswalk to help you, we say so and refund it rather than send a number worth nothing.
- Every evidenced control, with the reasoning behind it
- Every gap, with what it requires
- Its level of review stated plainly, not a bare number
Why this page shows two different percentages. The 31% in the header counts how many Fair Labor Association (FLA) Workplace Code of Conduct controls carry at least one candidate mapping in the graph, before any review. The crosswalk percentage counts something stricter: how many ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) controls are actually evidenced, after a pass that argued against each mapping and kept only what survived. They answer different questions and they are not meant to agree.
A crosswalk narrows the work. It does not replace an audit, and your assessor may take a different view on individual controls. Mappings between frameworks are judgements, not text printed in either standard, which is why every claim in the report shows its reasoning. Questions go to support@theartofservice.com.
Related Comparisons
Other Fair Labor Association (FLA) Workplace Code of Conduct comparisons
Other ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) comparisons
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What are the key differences between Fair Labor Association (FLA) Workplace Code of Conduct and ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions)?
Fair Labor Association (FLA) Workplace Code of Conduct has 13 controls across its framework, while ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) covers 8 controls. Direct mapping analysis identifies 4 overlapping controls (31% coverage). The frameworks diverge most significantly in FLA: Employment Relationship, Nondiscrimination and Harassment / Abuse, where 2 Fair Labor Association (FLA) Workplace Code of Conduct controls have no direct ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) equivalent.
How many controls map between Fair Labor Association (FLA) Workplace Code of Conduct and ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions)?
Of 13 total Fair Labor Association (FLA) Workplace Code of Conduct controls, 4 map directly to ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions) controls, representing 31% coverage. The remaining 9 controls represent compliance gaps requiring additional documentation or compensating controls to satisfy both frameworks simultaneously.
What are the compliance gaps when mapping Fair Labor Association (FLA) Workplace Code of Conduct to ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions)?
9 Fair Labor Association (FLA) Workplace Code of Conduct controls have no direct equivalent in ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions). The highest concentration of gaps is in FLA: Employment Relationship, Nondiscrimination and Harassment / Abuse with 2 unmapped controls. These gaps represent areas where additional controls, policies, or documentation must be created to achieve compliance with both frameworks.
Which control domains have the most gaps between Fair Labor Association (FLA) Workplace Code of Conduct and ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions)?
The domain with the highest gap count is FLA: Employment Relationship, Nondiscrimination and Harassment / Abuse (2 gaps). Export the full domain-by-domain gap breakdown via the Professional tier to generate a prioritised remediation roadmap.
Related Resources
This platform provides educational compliance tools, not legal, regulatory, or professional compliance advice. Cross-framework mappings are AI-assisted interpretations and do not reproduce or replace official standards. Framework names and trademarks belong to their respective owners. Consult qualified professionals for your specific compliance requirements. See our Terms of Service.