Principle 9: EVERY WORKER HAS A RIGHT TO COMPENSATION FOR A REGULAR WORK WEEK THAT IS SUFFICIENT TO MEET THE WORKER'S BASIC NEEDS AND PROVIDE SOME DISCRETIONARY INCOME. EMPLOYERS 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, EACH EMPLOYER SHALL WORK WITH THE FLA TO TAKE APPROPRIATE ACTIONS THAT SEEK TO PROGRESSIVELY REALIZE A LEVEL OF COMPENSATION THAT DOES. Compliance Benchmarks include: payment at or above legal minimum + prevailing wage; full payment of fringe benefits + social-security contributions; timely + transparent wage payment (worker-language payslip); no illegal wage deductions; the FAIR COMPENSATION PATHWAY (FCP) - the FLA's signature methodology for benchmarking + closing the gap between wages paid + living-wage estimates (Anker / WageIndicator / Global Living Wage Coalition methodologies); pricing + purchasing-practice alignment with fair compensation; gender-pay-gap analysis + remediation; worker access to financial services + wage-related grievance mechanisms.
This control maps to 3 controls across 3 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 3 it maps to, and the evidence behind each claim, over MCP and REST.