; (v) whether an employer guarantees a high weekly benefit cap or no such cap; (vi) whether the employer’s paid family leave policy include job protection for all employees; (vii) whether such leave may be used when an employee’s child, parent, legal guardian or ward, sibling, grandparent, grandchild, spouse, registered domestic partner under any State or local law, or other person reasonably designated as family is deployed abroad on active military service; and (viii) whether such policy allows for flexible hours once an employee returns to work following paid family and medical leave; (H) whether the employer has a policy to employ individuals who are represented by a labor organization that has entered into a collective bargaining agreement on the behalf of such individuals, the quality of which shall be assessed by determining— (i) whether an employer has policies guaranteeing the employees’ right to be represented by a labor organization and has committed to engage in timely good faith negotiations with the such labor organization; (ii) whether an employer has policies that recognize labor organizations formed as a result of an election or use of authorization cards; (iii) whether an employer has policies guaranteeing its employees right to strike; and (iv) whether an employer has policies guaranteeing that an employee will not be subject to informal or formal retaliation (such a demotion, reduction in hour, harassment, or termination) for joining or attempting to be represented by a labor organization; (I) whether the employer provides high-quality healthcare that is subsidized by the employer; (J) whether the employees have an opportunity to form a worker or employment cooperative; (K) whether the employer has policies in places to proactively manage the ethical, social, and environmental risks in the supply chain; and (L) any other relevant requirements as determined by the Secretary and the Director