But it is an agreement drawn up largely by foreigners and buyers in the best interests of Bangladesh's garment industry. At its core, however, it is a plan for Bangladesh by Bangladesh, which puts the needs and problems of the entire Bangladesh garment industry first.
Different social standards
BSCI
Self-Assessment
Initial Audit
Mechanism
The complaints mechanism aims to maintain control and transparency and identify opportunities to improve the BSCI system. The cards also contain information about the BSCI hotline telephone number and email address.
Sharing
- WRAP
- Principles
- Self-Assessment
- Monitoring
- Evaluation
The results of the first audits in 2010 show that the working conditions in the supply factories were far behind the requirements of the BSCI code (56%). The results of all these assessments prove that the introduction of the BSCI system brings a real improvement in working conditions for most social issues.
FEES
If the factory does not implement corrective actions satisfactorily within the initial six-month grace period (see above), it must. Certification The Certification Council (currently the Board of Directors of WRAP) studies the staff's recommendation, including the monitor's report, and votes to grant or withhold certification.
Accreditation Requirements and Procedure
Independence
Monitors and their designated personnel may not own any financial interest (including but not limited to equity, debt or assets) nor have any legal, title, membership, employment or. Monitors and their designated personnel may not be directly or indirectly related in a legal or family capacity to facilities and companies participating in a WRAP certification program.
Skills
- OEKO –TEX
The objective of the Oeko-Tex® Standard 1000 is to inspect production facilities and products for environmental compatibility and to independently document that steps are being taken and that a certain level has been achieved in the process. Standard 1000, the corresponding finished product can be labeled Oeko-Tex® Standard 100plus.
Provision
Implementation and verification
Code of conduct of different buyer
- C&A
General
Supplier Relationships
Fair and Honest Dealings
The following comments should be regarded as our binding interpretation of the C&A Supply Code of Conduct. In this regard, they specifically refer to Section VI of the OECD Guidelines for International Enterprises.
Legal Aspects and Intellectual Property Rights
Employment Conditions
Child Labor
With regard to the Minimum Age Convention, the age at which compulsory education is completed (not lower than 15 years) would apply. In certain “less developed countries” a minimum age of 14 years may apply, if permitted by the national laws of those countries, or, if work is carried out under the exceptions set out in Articles 6 and 7 of the Convention on Training and education. education. In the event that the treaties are not ratified into national law, the absolute minimum age for working in the textile industry supply chain is considered to be 14 years.
Wages and Benefits
Environmental Aspects
Freedom of Association
Disclosure and Inspection
Sanctions
Corrective Plans
Carrefour
Respect for Human Right
Compliance with the Declaration of Human Rights, the ILO Conventions, or any other international agreement related to the Human Rights
Freedom of association and right to collective bargaining
Elimination of all forms of forced or compulsory labor and abolition of child labor
Social Dialogue
Principles of Business 1. Strictly respect the law
- Contribute to a safe and healthy working environment 3. Commit to diversity and good working conditions
- Guarantee confidentiality 6. Avoid conflicts of interest
- Develop loyal and transparent business practices 9. Provide reliable and accurate reporting
- Be an ambassador of the Carrefour brand
- H&M
- Legal Requirements
- Child Labor is not accepted
This Code of Conduct specifies what we require of our suppliers, their subcontractors and other business partners to deliver on our promise to our Board of Directors, to our employees, to our customers, to our shareholders and to other stakeholders. It is the responsibility of H&M's suppliers and other business partners to inform their subcontractors of the H&M Code of Conduct and Homework Policy, and to ensure that they are implemented in every factory and workplace that produces packaging, finishes or otherwise handles goods processes or provides services for H&M. Our general rule is that all our suppliers and other business partners must comply with the national laws of the countries in which they operate in all their activities.
3.Health and Safety Building Safety
- Worker’s Right Basic Rights
- Housing Conditions
- Environment
- Corrective Action
- Levi Strauss
Workers employed by an agent or contractors are the responsibility of H&M's supplier and other business partners, and are therefore covered by this Code. H&M's minimum requirement is that employers pay at least the statutory minimum wage, the prevailing industry wage or the wage negotiated in a collective agreement, whichever is the highest. H&M's audits aim to identify gaps between the requirements in this Code of Conduct and the actual practices and conditions in the workplace.
Global Sourcing & Operating Guidelines
Business Partners
Partnerships That Work
The Business Partner Terms of Engagement, which deal with issues that are substantially controllable by Levi Strauss & Co.'s individual business partners
Country assessment guidelines that address larger, external issues beyond the control of individual business partners (e.g. health and safety issues and political, economic and social issues of individual business partners (e.g. health and security issues and political, economic and social issues ).Our employees and our business partners understand that our guidelines are no less important than meeting our quality standards or delivery deadlines.
Terms of Engagement 1. Ethical Standards
- Legal Requirements
- Environmental Requirements
- Community Involvement
- Employment Standards
We will not use or purchase materials from a business partner that uses prison or forced labor. Health and safety: We will only use business partners that provide employees with a safe and healthy working environment. Disciplinary Practices: We will not use business partners who use corporal punishment or other forms of mental or physical coercion.
Evaluation & Compliance
Wages and benefits: We will only do business with partners who provide wages and benefits that comply with any applicable law and are consistent with prevailing local manufacturing or finishing industry practices. While we favor partners who use less than sixty hour work weeks, we will not use contractors who require more than a sixty hour week on a regular basis. Prison labour/forced labour: We will not use prison or forced labor in contract relationships in the manufacture and finishing of our products.
Commitment
- Tchibo
- Forced Labor
- Child Labor and Young Workers
- Discrimination
- Disciplinary Measures
- Working Contracts
- Compensation
- Hours of Work
- Freedom of Association and Collective Bargaining
- Working Conditions and Health & Safety
- Environment
- Management Practice
- Employment Relationship
- Bangladesh labor law 2006
- Introduction
All overtime will be paid at the higher rate according to legal or industry standards, whichever is higher. Overtime is voluntary, may not exceed 12 hours per week, and is not required on a regular basis. Employees should be regularly informed and trained about these health and safety practices and procedures.
Conditions of employment
An Act to consolidate and amend the laws relating to the employment of labor and relations between employees and employers. whereas it is appropriate to revise the laws governing the employment of workers, relations between workers and employers, the setting of minimum wages, the payment of wages and compensation for injuries to workers, the formation of trade unions, the raising and settlement of industrial disputes , to consolidate and amend healthcare, safety, welfare and working conditions of employees, apprenticeships and related matters;
Classification of workers and period probation
Workers’ Rights Indicators
Bargaining rights and scope, bargaining procedures, rights to strike, conciliation, arbitration, protection versus enforcement Administrative capacity Staff and budget for inspection, inspection process Inspection and punishment Scope of inspections, penalties.
Entries in the service book
Overview of Bangladesh labor law
After the partition of the Indian subcontinent in 1947, almost all the laws of the preparatory period were kept in force with some modifications and changes, in the form of administrative rules, by the Government of Pakistan. It also passed additional laws in response to the changing circumstances and needs of the working class and the country. The law's comprehensive nature can be immediately deduced from its coverage - service and employment conditions, youth employment, maternity benefits, health and hygiene, safety, welfare, working hours and leave, wages and payment, of workers.
Salient features of the BLL
However, the BLA stipulates that the minimum age for work is 14 (although a special clause states that children between 12 and 14 can be employed for "light work" that does not endanger their health, development and education). 2) Badli: A worker who is employed in the plant during the temporary absence of a permanent worker or intern. Children (under the age of 14) are not allowed to work in any profession or establishment.
Occupational safety and health
Welfare and social protection
Labor relations and social dialogue
Enforcement
Finding from the field
More than half (52.4%) of the respondents do not know whether they are paid according to their grades. Harassment in the workplace: About 40 percent of garment workers and 30 percent of construction workers said they face psychological harassment (due to verbal abuse and the like). However, a large number of respondents said they do not have many of these facilities.
GAPS and Weakness in the BLL
Employment standards
First, the law does not provide specific guidelines for setting basic wages for piece workers. However, the law is discriminatory in the sense that the level of leave entitlement is not the same for all categories of employees. For example, some workers, such as workers in the Tea State, do not enjoy temporary leave. Although the current law has extended maternity leave, many who are on short-term employment contracts do not benefit from it, especially as the law stipulates that six months' employment is required to obtain maternity leave.
Occupational Safety and Health
Furthermore, the mandatory salary review every five years is too long given the rapid changes in the economy and increasing needs of workers. The law still lacks clarity about which items can be deducted from the basic salary, what cannot be deducted, and what are the sources (and basis) for any salary deductions. The Act lacks specific provisions on discrimination in workplace facilities, handling of non-wage issues (eg promotion and placement) and other grounds of discrimination such as race, religion, ethnic group etc.
Welfare and Social Protection
Labor Relations and Social Dialogue
According to the law, an injured person can appeal against the labor court's ruling on dismissal, retrenchment, dismissal and dismissal within 30 days. The law is not clear about the right of union leaders and the workers themselves to represent union members and themselves in the labor courts. As discussed in the research results, there are also numerous problems related to the labor inspection system.
Labor Reform for Decent work and industrial democracy The Constitution of Bangladesh, in Article 14, states
Factories observation
Code of conduct
Emergency exits
Fire and alarm
Evacuation plan
Emergency lighting
Personal protective equipment
Electrical installations
Fast aid
Drinking water
Cleanliness
Canteen/dining space
Sanitary facilities
Advantages and Barriers of compliance in RMG
- Advantages of compliance i) Gets higher price of products
- Barriers of compliance in textile industry
It is necessary to check the welfare of the people working within the boundaries of the garment factory if they receive their wages on time, check the working hours and the health and safety of the workforce. Compliance program team with regular audit can bring desired change in code of conduct, ethics and other issues based on compliance. Further, they provide training on business code of conduct, workplace violence, various competition laws, drug abuse prevention and several other important issues.
Basic Areas of Compliance
The perception of rich countries about environmental problems is different from that of poor countries. Therefore, even on moral grounds, our priorities will be different from those of the rich countries. Most domestically focused industries will not be able to afford those high wages.
Conclusion
