A growing trend among the big-name companies is offering workers a way to keep their designs on their bodies without having to sell them.
Many of the biggest firms in the US are doing just that, using an innovative new way of managing the work.
For the first time, workers are getting paid for their work in a way that allows them to retain control over how they use their own bodies, even after the products they design have been sold, or when they’re retired or on their way out.
And the practice is a big deal for both workers and companies.
The shift comes as technology and robotics have made it easier to make new and more efficient garments for people who need them.
The change is part of an increasingly global shift toward more sustainable practices in clothing manufacturing.
But in the United States, the shift is being driven by a handful of major companies, and the new arrangements have sparked outrage among environmental activists.
How do we pay for it?
The biggest firms say the changes are about ensuring workers are paid enough to use their body in their jobs, even if they’re not in it to the fullest.
The biggest companies say the change is about ensuring people are paid too much to use the clothes they make.
The big brands, including Gap Inc and Gap Inc. GPE, have said the new models allow workers to get the best value for their money.
A spokeswoman for Gap said it had no comment on the controversy, but the company is “fully committed to ethical sourcing”.
It’s not the first big clothing company to offer workers the option of keeping their work to themselves.
For years, some American manufacturers have offered their workers the ability to keep clothes they made themselves.
In 2014, Gap Inc introduced a program in which some of its workers could be paid to work on their own sewing machines.
Gap said at the time that the program was “to encourage employees to create garments and provide them with a platform to make the products that they create”.
At Gap, employees also could work on projects on their machines, but only on projects they could afford to make.
Gap says its policy is aimed at “creating a better workplace for our people” and that it will pay for the cost of clothing made in the factory.
Gap also said that some of the new designs allowed workers to stay in the clothes for up to six months, rather than the usual three.
A Gap spokesman said the program has since been extended to cover the company’s 100,000-plus workers, and that the company plans to continue to offer it to more employees.
Some of the bigger firms, such as Gap Inc, said that the shift was about ensuring they were paying workers enough to wear the clothes.
“We recognize that there are a variety of circumstances when people might want to make a change in their clothes and we don’t necessarily want to be making decisions based on their current or past activities,” the spokeswoman said in an email.
The Gap spokeswoman said the policy was not about “keeping the clothing going forever”, and that a change of work was only made to allow employees to continue their jobs after they had returned to their home countries.
How much money is paid?
While most people would be comfortable paying less for their clothes, some big firms say they want to pay workers enough so that they can continue to wear them.
Gap Inc is offering a bonus of $15,000 to workers who keep their work clothes on for a year, said the spokeswoman, who declined to identify the company.
A spokesman for Gap did not immediately respond to a request for comment.
Gap has been trying to recruit more women to join its sewing machine factory for several years, but said that it has struggled to attract more women.
Gap is also offering its employees the option to work as part of a team, which some workers have embraced.
Gap spokeswoman Laura Smith said that Gap’s decision to offer the option was made in order to ensure that the “best-skilled and best-paid workers are available to us at every stage of the supply chain”.
But some activists said the change was unfair and would make it more difficult for women to work with men, who are the majority of workers in garment manufacturing.
Gap’s policies on pay vary widely.
In a statement, the company said that its policy on pay was based on “best practices and industry best practices”.
It said it would not be paying bonuses to employees who wear their work on, or to workers if they were working in a team.
The spokeswoman said Gap was “working with local labor organizations to ensure it is a safe and equitable environment for workers to work”.
The company’s decision is “unfortunately part of the same culture that we are fighting against” in the global garment industry, said Sarah Rieger, executive director of the Environmental Working Group, a Washington-based group that advocates for worker rights.
She added that Gap and other big American retailers were “significantly less progressive” than most other companies.
Gap and the