.
WRAP (Worldwide Responsible Accredired Production)
WRAP is an independent, non-profit organization dedicated to the certification of lawful, humane and ethical manufacturing throughout the world.
Apparel Certification Program Principles
The objective of the Apparel Certification Program is to independently monitor and certify compliance with the following standards, ensuring that a given factory produces sewn goods under lawful, humane, and ethical conditions. Note that it is not enough to subscribe to these principles; WRAP monitors the factory for compliance with detailed practices and procedures implied by adherence to these standards.
Compliance with Laws and Workplace Regulations - Manufacturers of Sewn Products will comply with laws and regulations in all locations where they conduct business.
Prohibition of Forced Labor - Manufacturers of Sewn Products will not use involuntary or forced labor -- indentured, bonded or otherwise.
Prohibition of Child Labor - Manufacturers of Sewn Products will not hire any employees under the age of 14, or under the age interfering with compulsory schooling, or under the minimum age established by law, whichever is greater.
Prohibition of Harassment or Abuse - Manufacturers of Sewn Products will provide a work environment free of harassment, abuse or corporal punishment in any form.
Compensation and Benefits - Manufacturers of Sewn Products will pay at least the minimum total compensation required by local law, including all mandated wages, allowances and benefits.
Hours of Work - Manufacturers of Sewn Products will comply with hours worked each day, and days worked each week, shall not exceed the legal limitations of the countries in which sewn product is produced. Manufacturers of sewn product will provide at least one day off in every seven-day period, except as required to meet urgent business needs.
Prohibition of Discrimination - Manufacturers of Sewn Products will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.
Health and Safety - Manufacturers of Sewn Products will provide a safe and healthy work environment. Where residential housing is provided for workers, apparel manufacturers will provide safe and healthy housing.
Freedom of Association & Collective Bargaining - Manufacturers of Sewn Products will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.
Environment - Manufacturers of Sewn Products will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.
Customs Compliance - Manufacturers of Sewn Products will comply with applicable customs law and, in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of apparel products.
Security - Manufacturers of Sewn Products will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments (e.g. drugs, explosives, biohazards, and/or other contraband).
SA 8000 GO TO TOP
Overview
SA8000 is a global social accountability standard for decent working conditions, developed and overseen by Social Accountability International (SAI). Detailed guidance for implementing or auditing to SA8000 are available from its website. SAI offers training in SA8000 and other workplace standards to managers, workers and auditors. It contracts with a global accreditation agency, Social Accountability Accreditation Services (SAAS) that licences and oversees auditing organisations to award certification to employers that comply with SA8000.
SA8000 is based on the UN Universal Declaration of Human Rights, Convention on the Rights of the Child and various International Labour Organization (ILO) conventions. SA8000 covers the following areas of accountability:
BSCI GO TO TOP
(Business Social Compliance Initiative)
Overview
A solution for retail, industries and importers to implement a common monitoring system for social standards and to improve the social performance in supplying countries
An initiative of the Foreign Trade Association (FTA)
Objectives
q To improve social standards in supplier countries as part of companies' social responsibilities as members of the global economy. This will be a long-term ongoing process for which the responsibility for action will most likely be shared between suppliers, the governments and other stakeholders of the supplier countries.
q To serve as an interface between companies, employees' representatives, NGO's and other groups in civil society. A common monitoring system can help convince consumers that the retail industry is acting in a socially responsible manner. The system's remarkable transparency gives it the greatest possible internal and public credibility.
q To provide a practicable monitoring system which is internationally applicable and which focuses on assisting suppliers comply with it. Member companies and associations should treat their suppliers as partners in this process. The initiative covers all kinds of consumer goods, but focuses initially on textiles, clothing, shoes and toys. The BSCI does not aim to replace any other verification system.
q To bring economic advantages to suppliers and retail companies. With a common social standards monitoring system in place in suppliers' facilities, multiple and redundant auditing can be avoided, saving time and costs. Compliance with social standards can increase suppliers' productivity and product quality and higher quality products can also make retailers more competitive.
q To serve as a forum for the exchange of knowledge and opinions of the BSCI members. The BSCI aspires to integrate the broad experience and expertise of the participants of the initiative.
q The BSCI will endeavour to cooperate with any other equivalent systems. This cooperation can take the form of common action or mutual recognition. The BSCI considers itself part of the international efforts to bring sustainable improvement in social conditions to the worldwide supply chain.
b) Organisation
The BSCI is a non-profit organisation, based in Brussels. BSCI membership is open to any and all European and non-European companies or associations. The BSCI is intended as a sector-solution for retail but is also open to importers and manufacturers of consumer goods.
3. Principles
The BSCI social requirements are based on relevant:
- Relevant ILO Labour Conventions
- United Nations Conventions on children's rights
- United Nations Conventions to eliminate all forms of discrimination
- The United Nations Universal Declaration of Human Rights
- OECD's Guidelines for Multinational Enterprises
1. Legal Compliance
Compliance with all applicable national laws and regulations, industry minimum standards, ILO
and UN Conventions, and any other relevant statutory requirements whichever requirements
are more stringent.
2. Freedom of Association and the Right to Collective Bargaining
The right of all personnel to form and join trade unions of their choice and to bargain
collectively shall be respected. In situations or countries in which the rights regarding freedom
of association and collective bargaining are restricted by law, parallel means of independent
and free organisation and bargaining shall be facilitated for all personnel. It shall be ensured
that representatives of personnel have access to their members in the workplace.
- In accordance with ILO conventions 87, 98, 135 and 154.
3. Prohibition of Discrimination
No discrimination shall be tolerated in hiring, remuneration, access to training, promotion,
termination or retirement based on gender, age, religion, race, caste, social background,
disability, ethnic and national origin, nationality, membership in workers' organisations
including unions, political affiliation, sexual orientation, or any other personal characteristics.
- In accordance with ILO conventions 100, 111, 143, 158 and 159.
4. Compensation
Wages paid for regular working hours, overtime hours and overtime differentials shall meet or
exceed legal minimums and/or industry standards. Illegal, unauthorised or disciplinary
deductions from wages shall not be made. In situations in which the legal minimum wage
and/or industry standards do not cover living expenses and provide some additional
disposable income, supplier companies are further encouraged to provide their employees with
adequate compensation to meet these needs. Deductions from wages as a disciplinary
measure are forbidden. Supplier companies shall ensure that wage and benefits composition
are detailed clearly and regularly for workers; the supplier company shall also ensure that
wages and benefits are rendered in full compliance with all applicable laws and that
remuneration is rendered in a manner convenient to workers.
- In accordance with ILO conventions 26 and 131.
5. Working Hours
The supplier company shall comply with applicable national laws and industry standards on
working hours. The maximum allowable working hours in a week are as defined by national
law but shall not on a regular basis exceed 48 hours and the maximum allowable overtime
hours in a week shall not exceed 12 hours. Overtime hours are to be worked solely on a
voluntary basis and to be paid at a premium rate. An employee is entitled to at least one free
day following six consecutive days worked.
- In accordance with ILO conventions 1 and 14.
6. Workplace Health and Safety
A clear set of regulations and procedures must be established and followed regarding
occupational health and safety, especially the provision and use of personal protective
equipment, clean bathrooms, access to potable water and if appropriate, sanitary facilities for
food storage shall be provided. Workplace practice and conditions and conditions in
dormitories which violate basic human rights are forbidden. In particular young workers shall
not be exposed to hazardous, unsafe or unhealthy situations.
- In accordance with ILO Convention 155 and ILO Recommendations 164 and 190.
In particular, a management representative responsible for the health and safety of all
personnel and accountable for the implementation of the Health and Safety elements of the
BSCI shall be appointed. All personnel shall receive regular and recorded health and safety
training, moreover, such training shall be repeated for new and reassigned personnel.
Systems to detect, avoid or respond to potential threats to health and safety of all personnel
shall be established.
7. Prohibition of Child Labour
Child labour is forbidden as defined by ILO and United Nations Conventions and/or by national
law. Of these various standards, the one that is the most stringent shall be followed. Any
forms of exploitation of children are forbidden. Working conditions resembling slavery or
harmful to children's health are forbidden. The rights of young workers must be protected. In
the event that children are found to be working in situations which fit the definition of child
labour above, policies and procedures for remediation of children found to be working shall be
established and documented by the supplier company. Furthermore, the supplier company
shall provide adequate support to enable such children to attend and remain in school until no
longer a child.
- In accordance with ILO Conventions 79, 138, 142 and 182 and Recommendation 146.
8. Prohibition of Forced Labour and Disciplinary Measures
All forms of forced labour, such as lodging deposits or the retention of identity documents
from personnel upon commencing employment, are forbidden as is prisoner labour that
violates basic human rights.
The use of corporal punishment, mental or physical coercion and verbal abuse is forbidden.
- In accordance with ILO Conventions 29 and 105.
9. Environment and Safety Issues
Procedures and standards for waste management, handling and disposure of chemicals and
other dangerous materials, emissions and effluent treatment must meet or exceed minimum
legal requirements.
10. Management Systems
The supplier company shall define and implement a policy for social accountability, a
management system to ensure that the requirements of the BSCI Code of Conduct can be met
as well as establish and follow an anti-bribery / anti-corruption policy in all of their business
activities. Management is responsible for the correct implementation and continuous
improvement by taking corrective measures and periodical review of the Code of Conduct, as
well as the communication of the requirements of the Code of Conduct to all employees. It
shall also address employees' concerns of non compliance with this Code of Conduct.
Annexes to this Code of Conduct:
- Declaration of the supplier company
- Terms of implementation
- Consequences of Non-Compliance GO TO TOP
For more information contact:
|
|
|
|
