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NICE Code of Conduct and Manual For the Fashion and Textile Industry
Nordic Fashion Association
Kronprinsensgade 13, 4.
DK-1114 Copenhagen K
Nordic Fashion Association was founded in 2008 by Helsinki Design Week, Icelandic Fashion Council, Oslo Fashion Week, Swedish Fashion Council and Danish Fashion Institute.
NICE (Nordic Initiative Clean and Ethical) is a joint commitment from the Nordic fashion industry to take a lead on social and environmental issues. NICE was launched in 2009 as a project under the Nordic Fashion Association.
This publication is a revision of the edition made in collaboration with Dansk Fashion & Textile and A Better Choice in 2009.
Published by Danish Fashion Institute and Nordic Fashion Association
© Copyright 2012 Nordic Fashion Association
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, without the prior permission in writing of Nordic Fashion Association, or as expressly permitted by law, or under terms agreed with the appropriate reprographics rights organisation. Enquiries concerning reproduction outside the scope of the above should be sent to Nordic Fashion Association, at the address above.
You must not circulate this publication in any other binding or cover and you must impose the same condition on any acquirer.
Every effort has been made to trace the copyright holders for this publication. Should any have been inadvertently overlooked, Nordic Fashion Association will be pleased to make the necessary changes at the first opportunity.
Edited by Jonas Eder-Hansen and Sophian Drif, Danish Fashion Institute
Artwork by Jakob Bay, www.baysic.com
Revised by Trine Beckett, Sisters Ink.
Printed in Denmark on Cocoon Offset by one2one
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Table of contents
0.0 | The NICE Code of Conduct and Manual 4
1.0 | Human Rights 10
2.0 | Labour 16
2.1 | Freedom of association and the right to collective bargaining 10
2.2 | Forced labour 22
2.3 | Child labour 24
2.4 | Discrimination 26
2.5 | Working hours 27
2.6 | Wages, payroll records and deductions 28
2.7 | Labour contracts 30
2.8 | Sick leave and annual leave 31
2.9 | Grievance system 32
3.0 | Occupational health and safety 34
4.0 | Environment 46
5.0 | Corruption and bribery 56
6.0 | Ethical conduct 64
6.1 | Animals 68
6.2 | Designers 70
6.3 | Models 72
6.4 | Transparency 74
6.5 | Jewellery 76
7.0 | Monitoring and Evaluation 78
8.0 | The NICE Code of Conduct principles 88
Principle 1–2 | Human rights 90
Principle 3–6 | Labour 91
Principle 7–9 | Environment 96
Principle 10 | Anti-corruption 98
Principle 11 | Animals 99 Principle 12 | Designers 100
Principle 13 | Models 101
Principle 14 | Transparency 102
Principle 15 | Jewellery 103
Principle 16 | Monitoring and evaluation 104
0.0 | The NICE Code Conduct and manual
The NICE Code of Conduct and Manual
The NICE Code of Conduct and Manual The NICE Code of Conduct and Manual strives for alignment with international standards and universal principles. For this reason, the Code and Manual have taken their inspiration from the UN Global Compact’s ten principles, but have sought to provide additional specificity from a sectoral perspective. Other sector specific content has thus been included with a view to promoting higher levels of sustainability performance on a wide range of topics relevant for the fashion and textile industry.
The NICE Code of Conduct and Manual are an initiative of the Nordic Initiative Clean and Ethical (NICE), and were developed in close consultation with industry representatives and other relevant stakeholders. Input was also sought from the UN Global Compact Office, which has welcomed this effort to align with the UN Global Compact principles.
The NICE Code of Conduct and Manual are being released as a consultation draft with a view to obtaining further input and finalising the documents by the end of 2012. Further information about the process after the Copenhagen Fashion Summit will be communicated at the Summit.
The NICE Manual
The purpose of the NICE Manual is to assist you in upholding the 16 principles in the NICE Code of Conduct.
The NICE Manual refers to the principles of the NICE Code of Conduct, but is more specific. It provides guidelines for continuous improvement toward ethical, responsible and sustainable textiles and fashion—in relation to the challenges and dilemmas specific to the industry.
The NICE Manual explains:
What it means to act in accordance with the NICE Code of Conduct,
Why it is important, and
How to do it.
Furthermore you will find important facts and information on where to learn more about creating a long-term viable and sustainable business.
Your brand is responsible
When consumers think of a brand they rarely distinguish between the supplier, subcontractors and other business partners. In case of violations of ethical or environmental standards they will hold the brand responsible. In other words, your brand pays the price when something goes wrong—or conversely, it gets the credit for the positive stories told by employees, locals, the media and stakeholders.
Thus when we refer to “you” in the NICE Manual, it designates not only you as a supplier but also your business partners and subcontractors in your own country and internationally. You are responsible for ensuring a sustainable, responsible and ethical business throughout your supply chain.
Involve your subcontractors
The textile and fashion industry of today is complex and globalised and most companies will at some point operate in countries or interact with business partners that do not respect the protection of human rights and fair working conditions. Therefore, it is important to have policies on how to ensure that your subcontractors or business partners follow the principles of the NICE Code of Conduct.
You also need to consider how to react in case a violation of the NICE Code of Conduct takes place. What kind of action do you take if a child is found involved in your subcontractor’s production facilities, if a pregnant woman is dismissed or if chemicals from the factory are found in the local lake? Should you assist your subcontractor in taking corrective measures? Or terminate your business relationship? The NICE Manual helps you make decisions concerning these sorts of problems before you encounter them.
Make visits to your business partners
NICE recommends using independent auditors and making unannounced visits to the factories producing your goods. Smaller companies could consider forming joint ventures for such controls through industry organisations or networks, e.g. by hiring independent auditors or NGOs in collaboration with another company to ensure the quality of working conditions throughout their supply chain.
The NICE structure
The NICE Manual comprises seven chapters, each of which delves deeper into the principles of the NICE Code of Conduct and develops how to work with them on a daily basis.
1 Human rights
Referring to principles 1 and 2 in the NICE Code of Conduct
Respecting human rights is the core of making a viable and sustainable business. Everyone that works for or with your business should be treated with dignity and respect. Ensure that your business activities in no way infringe on the rights of others. Where possible, seek to have a positive human rights impact and contribute to the realization of human rights.
2 Labour standards
Referring to principles 3, 4, 5 and 6 in the NICE Code of Conduct
The complex and globalised textile and fashion industry faces some specific challenges concerning working conditions. Treat all women and men fairly at work—respect and support human rights and nondiscrimination.
3 Occupational health and safety
Developing labour standards in the NICE Code of Conduct
Securing the health and safety of employees is a continuous challenge. You need to work proactively to minimise work-related risks and hazards.
Referring to principles 7, 8 and 9 in the NICE Code of Conduct
Ensure the health, safety and well-being of all women and men workers. This requires you to work proactively to minimise work-related risks and hazards.
Referring to principle 10 in the NICE Code of Conduct
Corruption is a major hindrance to development and fair competition and should be eliminated in all its forms.
6 Ethical relations
Referring to principles 11, 12, 13, 14 and 15 in the NICE Code of Conduct
Be proactive when it comes to the treatment of animals, design processes, body image ideals, mining or extraction of gemstones and promoting transparency in the supply chain.
7 Monitoring and evaluation
Referring to principle 16 in the NICE Code of Conduct
Transparency is key to ensuring credibility among stakeholders and keeping your own company committed to responsibility. Monitoring and evaluation is key to securing supplier compliance.
The NICE Code of Conduct and Manual does not cover every aspect of how to operate ethically in the manufacturing industry, nor does it cover any of the legal requirements in the countries in which you operate. Always be sure to follow local rules and regulations in the production country and be aware of the fact that not all countries have ratified the UN and International Labour Organization (ILO) core conventions, which set international rules and regulations regarding minimum standards for acting in accordance with basic human rights.
Please inform us if you become aware of any additional aspects, challenges, or new ways of responding to these, issues that we should include in the NICE Manual. Please contact us through the Nordic Fashion Association website: www.nordicfashionassociation.com
The Danish Fashion Association wishes to thank the following contributors for comments, insights and valuable help throughout the process of revising the NICE Code of Conduct and Manual:
Ole Overgård, Auluna Group
Dorte Rye Olsen, Bestseller
Carien Duisterwinkel, Business Social Compliance Initiative
Maria Kim Lassen, Danish Ethical Trading Initiative
Cathrine Poulsen-Hansen and Dylan Tromp et al., Danish Institute for Human Rights
Pia Odgaard, Dansk Fashion & Textile
Julia Kilbourne, UK Ethical Trading Initiative
Henrik Lampa and Maritha Lorentzon, H&M
Morten Lehmann and Ken Daniel Petersen, IC Companys
Peter Beckett, International Fur Trade Federation
Harsh Saini, Li & Fung Ltd.
Katja Lemmens, Modström
Pernille Lind Olsen and Per Henning Nielsen, Novozymes
Claus Teilmann Petersen, PANDORA
Cecilia Brandenhoff and Anders Holbech, PwC Denmark
Michael Rae, Responsible Jewellery Council
Michael Spenley, Shop Direct Group
Rebecca Earley and Kay Politowicz, Textile Futures Research Centre
David Hasanat, Viyellatex Group
Soren Petersen, Mads Ovlisen and Ursula Wynhoven, United Nations Global Compact
Anne Prahl, WGSN
1.0 | Human Rights
The fashion and textile industry has complex connections to many diff erent contractors in many diff erent countries. The search for profit is likely to create the temptation to exploit people associated with the industry, e.g. workers and models. But respecting human rights is the core of making a viable and sustainable business and you have the responsibility to make sure that everyone who works for or with your business is treated with dignity and respect.
1.0 | Human Rights
Principle 1 | Businesses must support and respect the protection of internationally proclaimed human rights, and
Principle 2 | Make sure that they are not complicit in human rights abuses
Anyone who works for or with our business and contributes to or is impacted by it in any way should be treated with dignity and respect, regardless of social status, personal characteristics and beliefs. Discrimination in any form is prohibited and abuse is not tolerated.
People, production and quality are interrelated. Genuine respect for a company’s labour force and stakeholders can promote long-term viable business, whereas violations of human rights and discrimination risk isolating a business from the wider community and damaging a company’s reputation. A poor image potentially affects a company’s profitability and stock valuation.
The NICE Manual refers to human rights as described in the United Nations Universal Declaration of Human Rights. The declaration defines human rights as the basic rights and freedoms to which all humans are entitled. These include civil and political rights, such as the right to life and liberty, freedom of expression, and equality before the law; and economic, social and cultural rights, including the right to participate in culture, the right to food, the right to work, and the right to education.
Respecting human rights includes avoiding complicity in human rights abuse. This basically means that businesses should avoid being implicated in human rights abuse beyond their own direct business activities, or, in other words, in human rights abuse caused by another company, government, individual, group etc.
Publish a written procedure defining the step-by-step process involved in hiring and firing workers
Raise awareness about the importance of human rights issues among your workers
Ensure that every worker in your supply chain knows what it means to respect human rights
Ensure that every worker knows who is responsible for safeguarding the protection of human rights at all staff levels
In the case of violation of human rights, be sure that your workers and managers know who to contact and what actions to take
International governmental recommendations: Global Compact, Principle 1-2
NGO work on human rights: Amnesty International – Business and Human Rights
Human rights in general: Danish Institute for Human Rights International governmental recommendations on human rights: United Nations Office of the High Commissioner for Human Rights (UNOHCHR)
2.0 | LABOUR
The manufacturing industry faces some specific challenges concerning working conditions, not least because production often takes place in undeveloped countries, where respect for human rights and the wellbeing of workers are overshadowed by problems related to poverty. This chapter will guide you through the challenges you are most likely to meet.
2.1 | Freedom of association and the right to collec tive bargaining
Principle 3 | Businesses must uphold the freedom of association and the effective recognition of the right to collective bargaining
We encourage the workers’ right to freedom of association and collective bargaining. We ensure that workers participating in unions are not subject to discrimination or punitive disciplinary actions.
A genuine dialogue with freely chosen worker representatives enables workers and employers to reach better mutual understandings. Security of representation is a foundation for building trust on both sides. Dialogue makes it easier to anticipate problems related to the workplace and to make agreements that are mutually beneficial. In some countries, though, there are severe restrictions on the right to free association. NICE recommends that factories operating under such circumstances facilitate the formation of parallel means to independent and free association, such as working groups or committees that include all workers in the factory.
Freedom of association mechanisms (unions, workers’ groups/committees) can also enable proper grievance systems to develop.
International governmental recommendations:
UN Global Compact, Principle 3,
International labour conventions:
The Labour Principles of the United Nations Global Compact: A Guide for Business (2008) and ILO Convention No. 83 on Labour Standards
Protect the right of workers to meet in the factory during breaks, after or before work to discuss working conditions and concerns
Be informed about local laws in regard to collective bargaining and free association, in your own and your subcontractors’ countries
Communicate your policy about the right to collective bargaining and freedom of association to the workers
Train your managers and supervisors in freedom of association compliance and give your workers instructions on their rights under national law and company standards
Facilitate the formation of parallel means to independent and free association for all workers, such as working groups or committees, in the factory
2.2 | Forced labour
Principle 4 | The elimination of all forms of forced and compulsory labour
We do not use prison or forced labour. Workers have permission to leave the factory under reasonable circumstances, such as personal or family emergencies. Workers are not required to leave any original ID documents or monetary deposits at the factory, with employers or agents acting for employers. Overtime has to be performed voluntarily. No labour should be demanded as a means of repayment for a loan. We do not under any circumstances support forced or bonded labour, trafficking or the exploitation of human beings in general. Trafficking and exploiting another human being for the purpose of monetary gain is not in alignment with the NICE ideals. We can only condemn such actions in every respect.
Working by free will is essential in creating a viable business. Forced labour undermines the society in which you do business, reducing the lifetime earnings of whole families and depriving societies of the opportunity to develop human resources for the modern labour market. An inhuman number of involuntary overtime hours above legal limit can to certain extent be considered a form of modern slavery.
According to article 2, paragraph 1 of ILO Convention No. 29 on Forced Labour, forced labour is deﬁned as “all work or services exacted from any persons under the menace of any penalty and for which the said person has not offered himself voluntarily”.
Bonded labour occurs when workers are obliged to keep on working to reimburse a debt to the employer of a credit facilitator, often because they are subject to penalties or deductions in the context of their work.
Communicate to all workers that your factory does not tolerate any kind of forced labour
Ensure that all overtime is voluntary, through audits or regular assessments
Do not keep workers’ ID documents, passports or tickets
Pay wages directly to the worker
Ensure that workers who have to leave the factory do not suffer any penalties as a result
Do not restrict or limit workers in any way when they need access to religious facilities, toilets or drinking water
Train supervisors and workers on your policies
In cases where you use contractors or agents for labour recruitment, ensure that the terms of employment for those workers do not include conditions violating the ILO Forced Labour Convention
Do not withhold any part of worker wages in an effort to prevent them from resigning
International governmental regulations and recommendations:
“Prevent Human Trafficking a Joint UN Commentary on the EU Directive: A Human Rights- Based Approach” (2011) and the UN Protocol to Prevent, Suppress and Punish Trafficking in Persons
International labour conventions on trafficking:
ILO Convention No. 20 The Right to freedom from slavery, servitude, forced labour or bonded labour (art. 5 EU Charter and art. 4 ECHR; art. 8 ICCPR; art. 10 ICESCR; art. 11 ICRMW)
2.3 | Child Labour
Principle 5 | The effective abolition of child labour
We do not accept child labour, and we do our utmost to determine the correct age of the workers employed by us and by our subcontractors. More concretely, we reject work that deprives children of their childhood, their potential, their schooling and their dignity, and whatever is harmful to their physical and mental development, e.g. heavy, night or dangerous work.
Child labour is a sensitive issue. While it is easy to agree that children should generally not be working before they have reached the age of completing compulsory education, the fact remains that in some societies child labour does exist, often due to very poor social conditions. NICE encourages you to always work for the children and the improvement of their situation. For example if a child is found in your workforce, the best solution is often not to dismiss the child. Instead you should have clear guidelines on how to cope with the situation in a manner that assists the child with e.g. compensation, alternative work and education or vocational training.
The ILO defines hazardous work for children as:
– Work that exposes children to physical, psychological or sexual abuse;
– Work underground, underwater, at dangerous heights or in confined places;
– Work with dangerous machinery, equipment and tools, or involving the manual handling or transport of heavy loads;
– Work under particularly difficult conditions, such as work for long hours or during the night or work where the children are unreasonably confined to the premises of the employer;
– Work in an unhealthy environment that may expose children to hazardous substances, agents or processes, temperature, noise levels and vibrations damaging to their health.
Establish an age verification procedure when hiring workers
Ensure that all labour contracts include an identity card with date of birth and photo
If a child is discovered in the workforce, have an action plan that points out the role of the company, suppliers and family and takes measures to ensure that the child’s situation is improved
Be familiar with the NGOs that work for children’s rights and who to contact in case you have questions and need help
Have responsible managers to ensure that no youth ts are exposed to night work or hazardous work as defined by the ILO
Collaborate with relevant parties, i.e. trade unions, subcontractors, NGOs, or other companies, to improve the systems and processes that prevent children from working in the manufacturing industry and setting clear minimum age requirements in accordance with international standards
International governmental recommendations:
UN Convention on Rights of the Child ILO Convention No. 182 on Elimination of the Worst Forms of Child Labour and No. 138 on Minimum Age Convention
Save the Children Denmark: Child Labour Toolkit, Responsible Approaches to Child Labour in the Textile and Garment Industry (2006) Save the Children, UNICEF and UN Global Compact: Children’s Rights and Business Principles Danish Ethical Trading Initiative: Tackling Child Labour in Global Supply Chains
2.4 | Discrimination
Principle 6 | The elimination of discrimination in respect of employment and occupation
We do not accept discrimination in regard to race, skin colour, religion, political or sexual orientation, gender, national origin, or social rank or status. Workers should be hired because of their ability to do the job and not because of their individual characteristics. Creating and fostering equality and endorsing equal rights should be the sound base for any company. Female applicants are not to be tested for pregnancy and not to be discriminated in their hiring, advancement, discipline or retirement practise.
Discrimination is not only cruel to individuals, minority groups and people in general, but is also a source of unstable social relations, affecting not only businesses but also communities negatively. NICE urges working against discrimination in any form.
International labour conventions: ILO Convention No. 183 on Maternity Protection; No. 111 on Discrimination; No. 100 on Equal Remuneration; No. 143 on Migrant Workers
International governmental recommendations: UN Global Compact, Principle 6, and the UN Women’s Empowerment Principles
Have an employment policy that prohibits discrimination
Communicate this policy to your subcontractors and to relevant HR and management staff
Train your staff on non-discrimination policies and practises
If the policy is violated have an action plan for how to remove the discriminatory elements
Have a policy that prohibits discrimination against pregnant women
Encourage flexible work options to support women that have multiple roles such as being the primary caregiver for young and elderly
Pay equal remuneration, including benefits, for work of equal value and strive to pay a living wage to all women and men
Provide a favourable environment for all pregnant workers in accordance with ILO No. 183, such as granting six weeks leave before and after the presumed date of confinement and a job that is compatible with the worker’s physical condition from the moment she is informed about the pregnancy until 120 days after childbirth
2.5 | Working hours
We do not exceed local limits on working hours. In accordance with the ILO we do not require workers to exceed 48 hours of work per week on a regular basis and we encourage reducing work hours to 40 hours per week and a maximum of 8 hours per day. Workers should be provided with at least one day off for every seven-day period. Overtime is voluntary and should not exceed 12 hours per week. Overtime is not demanded on a regular basis and is always compensated at a premium rate of wages. We keep work hour records for at least two years.
Long working hours and overtime are a huge challenge in the manufacturing industry, in which problems with quality, late delivery of raw materials or last minute alterations often minimise the time left for production. The amount of working hours has a direct impact on the workers’ health and safety situation—too much work imposes more injuries and accidents as well as a lower overall productivity—therefore NICE recommends working proactively on reducing overtime. Furthermore, reduction of overtime can lead to reduced worker turnover.
International labour conventions: ILO Convention No.1 on Working Hours
Have a work schedule that limits overtime and encourages workers not to work on their days off
Keep work hour records containing overtime and lunch breaks or other statutory breaks during the day for at least two years
Keep work hour records for temporary and subcontracted workers
Make work hour records that are accessible to workers and comparable with payroll records
Have a system for assessing the skills of new workers and provide the necessary introduction or training soon after their employment
Have a well-developed production plan that includes information about critical paths and standard roduction times
Continuously work to improve communication between merchandisers, factory management and production to minimise problems of e.g. late delivery and tight deadlines
2.6 | Wages, payroll records and deductions
We respect the workers’ right to earn a living wage and we ensure that wages paid for a normal work week meet at least legal or industry minimum standards—whichever is greater. The wage should always be sufficient to meet the basic needs of workers and their families. We keep understandable payroll records for at least two years. We do not accept deductions as a disciplinary measure. Wages are paid regularly, on time and in a way that is convenient for the workers.
Wages above the minimum requirement attract the best and most stable labour force. Factories that pay and focus on living wages often have a higher productivity and lower amount of overtime. To maintain a healthy workforce NICE encourages the provision of at least one free daily meal at work. Payroll records help you document an accurate and complete amount of working hours.
At no time is it acceptable for any worker to earn less than USD 2.3 (before legal taxes and deductions) per standard working day of 8 hours, which is equal to a monthly income for 24 days’ work or no less than USD 56. This reflects the World Bank’s definition of “moderate poverty”, which is defined as living on less than USD 2 per day.
The monthly payroll records should contain:
– Number of regular hours worked that month
– Amount of overtime hours worked that month
– Sick leave or other absence that month
– Bonuses for that month
– Deductions—why and how much they are
– Worker’s contracted allowance agreement
– Basic salary for that month
– Overtime payment for that month – Wage for that month
– Payment day
– Worker’s signature
Prior to employment provide all workers with written and easily understood information about wage conditions
Pay wages that are sufficient to meet the basic needs of workers and their families
Pay all wages regularly, on time and in a way convenient for the workers
Only deduct wages according to national laws
Deductions must never constitute an amount that will result in the worker receiving less than minimum wage
Provide workers with a pay slip when they receive their salary showing regular and overtime hours as well as regular and overtime rates
Inform workers how calculations are made if you use a piece-rate system. If the piece-rate wage does not meet legal minimum wage, then pay the difference so it does
ILO Convention No. 95 on Protection of Wages
2.7 | Labour Contracts
All workers should have a written employment contract that contains an accurate and complete summary of the terms of employment, including wages, benefits and working conditions. This also counts for foreign, migrant or home workers, who in any case are not to be treated less favourably. If an worker is illiterate, the working conditions should be explained to the worker prior to signing the contract. No workers are to be asked to sign any blank papers. Labour contracts should extend to sub‑contracted workers.
In countries where the law permits apprenticeship programmes, we accept apprentices working on the basis of an apprenticeship contract, but we monitor continuously that apprentices actually perform an apprentice function.
A labour contract protects both the employer and worker from misunderstandings. It protects the worker from being exploited, and the employer from being accountable for incidents that are beyond the employer’s responsibility.
If workers do not directly work for the employer but for the foreman it can lead to poor working conditions such as low pay, excessive and compulsory overtime, poor health and safety in work and living environments etc.
Home worker is defined as a person who is contracted by a company or by a supplier, sub-supplier or subcontractor, but does not work in the factory or in the factory area.
OECD Social, Employment and Migration Working Papers
Employment contracts state the responsibilities of both parties and contain work assignments, salary agreements (both regular and overtime allowances), special benefits, and include a copy of the worker’s identity card (photo and age)
The employment contract is signed by both employer and worker—often required by national law
The worker has a copy of the contract in a language that he or she understands
The employment contracts of migrant, temporary or home workers are equivalent to the standard of the contracts of permanent workers
Keep all paperwork for dismissed workers for at least two years (contracts, any disciplinary action taken etc.)
Work proactively to outline, define and work collaboratively on addressing the important and growing issue of contract/sub-contracted labour within key sourcing markets
Apprentices are subject to the same statutes and enjoy the same protection and benefits as normal workers e.g. the time period is reasonable and offers opportunities for advancement, increased payment and more permanent employment
2.8 | Sick leave and annual leave
All workers should be able to leave without any negative repercussions if they are sick or have stipulated annual leave. If an worker is injured during work, the factory should pay any costs not covered by the national social security.
A healthy and stable workforce is the backbone of every viable business. Therefore, sick workers should be allowed to stay home until they have recovered. A sound health and sickness policy demonstrates respect for and valuation of the workers, which in the end results in a better and more dedicated work force as well as a higher productivity.
ILO Convention No. 152 on Sick Leave and No. 139 on Holidays with Pay
Have a health and sickness policy that states clearly what happens if an worker gets sick or injured
Clearly inform workers about the health and sickness policy when they are hired
Provide workers with a copy of the health and sickness policy in easily understandable language
Keep records of social security transactions, industrial injury insurances and the paid sick leave accorded, for at least two years
2.9 Grevance System
A grievance system ensures that workers have the opportunity to anonymously present matters of concern related to their employment and workplace.
A grievance system is a way to obtain information from workers about issues of importance in the workplace. Often a grievance system is the only way to get to know what workers think about working conditions, thus enabling you to listen and help the workers in order to prevent problems or make improvements. Freedom of association mechanisms (unions, workers’ groups/committees) can enable proper grievance systems to develop.
Have a grievance system in place that allows workers to report anonymously
If you have a suggestion box, place it where workers can make a contribution unnoticed in an out-of-the-way place, e.g. in a bathroom or a stairwell
Encourage workers to express their opinions, e.g. by talking about complaints and suggestions, how you dealt with them and how they made a difference
Provide opportunities for workers to talk with someone other than their supervisor
Assign a committee to be responsible for guaranteeing improvements in the working area
Have a system that documents your efforts
3.0 | Occupational Health and Safety
Securing the health and safety of workers is a continuous challenge. You need to work proactively to minimise work-related risks and hazards. This chapter points out how to handle important health and safety issues such as fire and other emergencies, first aid, safety equipment, housekeeping and working conditions in general.
3.0 | Occupational Health and Safety
We require that worker safety is a priority at all times. We also require suppliers to ensure that workers are protected from hazardous equipment, insufferable surroundings or unsafe premises. The workplace should be safe and hygienic, and the supplier should take effective steps to prevent potential accidents and to minimise health risks as much as possible. Safety awareness should always be a priority and should be understood and implemented daily by everyone working in the factory.
Lack of control over the safety situation can cause injuries or death, which is why establishing systems to detect, avoid or respond to potential threats to the health and safety of workers is crucial. NICE recommends that you investigate work-related accidents and keep a record of them that states the causes and remedial measures taken to prevent similar incidents. NICE also recommends creating a detailed safety policy.
In particular, the following safety issues should be taken into account: general routines and working conditions, emergency preparedness, emergency exits, fire, first aid, safety equipment (sandblasting), housekeeping (food, water and sanitary facilities), housing facilities and dormitories.
General routines and working conditions
Document the status of health and safety issues and plans for improvements in an annual written report
Train your workforce on a regular basis to raise awareness of health and security issues
Provide all workers with information in their local language about the health and safety standards relevant to their activities that includes the effects of chemicals and substances used in manufacturing processes, lists potential hazards and explains what measures are available to protect workers
Provide the information orally and in writing
Provide all workers with regular and recorded health and safety training
Ensure that all work stations have adequate body positioning, lighting, air, ventilation and temperatures at all times
Provide fans or heaters where required Set up a routine for regular cleaning of the heating, ventilation, and/or air conditioning system
Provide all workers with access to water at all times
Have a procedure in place for identifying workplace hazards and assessing the risks
Have a safety committee or group that includes management representatives, workers from various factory divisions and, if possible, representatives from trade unions. They meet regularly to discuss safety in various work areas, possible scenarios, different responsibilities in an emergency situation, complaints and the overall level of safety in the factory
Keep a record of the meetings and their outcomes
Have procedures to prepare for and respond to possible emergencies, such as fires, earthquakes, hurricanes or chemical spills
Ensure that all workers are aware of the safety precautions, such as emergency exits, fire extinguishers and first aid equipment
Clearly display an evacuation plan in your factory written in a language(s) that all workers understand and with symbols showing the location of e.g. fire equipment and escape routes
Have a description of the role and responsibility of workers in the event of an emergency to make them well prepared if an accident occurs
Regularly hold evacuation drills to ensure that all workers are familiar with evacuation procedures
Document the drills with date, evacuation time, participants and photos. Evaluate the drills afterwards
Have clearly marked exits, and preferably emergency exits, on all floors at all factories and/or housing facilities
All emergency exit doors must open outwardly
Emergency exit doors must not be blocked on the inside or the outside by e.g. goods, fabrics or boxes
If emergency exits are locked for safety reasons or to prevent theft, place the keys behind breakable glass next to the exit doors or make them easily accessible and thus available to all staff at all times
Ensure that the factory has enough emergency exits to safely serve the number of workers. NICE suggests that if there are less than 150 workers there should be two exits; between 150-1,000 workers, three exits; and more than 1,000 workers, four exits. Emergency exits must not lead to elevators
Clearly mark all exits with signs written in language(s) that all workers understand
Ensure that exit signs are visible from a distance of 30 m (100 ft) and that the letters are at least 15 cm (6 in) high, brightly coloured and contrast with surrounding surfaces
Install emergency lighting that shows where the emergency exits are in the event of a power shortage
Post fire brigade telephone number on notice boards
Ensure that all workers know how to contact the fire brigade in the event of an emergency
Have an audio or visual device, such as an alarm, that is triggered by fire or smoke and can alert occupants in the entire building
Check the fire alarm regularly
Install all floors and sections of the factory with fire extinguishers that are regularly checked and clearly marked so they are visible from at least 30 m (100 ft) away
Make a sufficient number of fire extinguishers available on all floors
Train an adequate number of workers in the proper use of fire extinguishers
Document fire fighting drills with date, participants and photos
Equip the factory and, if present, dormitories with first aid kits that are simple to use for lay persons
Have a doctor or nurse available at short notice if accidents occur
Keep a record of work-related accidents in a logbook that describes the cause of the accident and the remedial measures taken to prevent future accidents
Regularly provide workers with first aid training
What a suitable number of workers trained to give first aid is depends on the number of workers in the factory and the distance from the factory to the nearest medical facility. NICE recommends training at least one worker on every factory floor. This person should be easy to identify, e.g. by a visible Red Cross or Red Crescent symbol on the sleeve.
We also recommend one first aid kit for every onehundred workers. The kit should be located on the factory floor to give workers immediate access and should be clearly marked.
Supply workers with personal protective equipment, i.e. specialised clothing or equipment that guards against health and safety hazards
Maintain, service and equip all machinery with proper protection measures
Do not accept any hazardous work equipment or unsafe factories and/or housing facilities
Install adequate ventilation in a separate, closed area, if you sandblast. Educate workers on how to use adequate personal protection equipment
Examples of typical personal protection equipment include hearing protection, such as earmuffs and earplugs (required when the noise exposure level is over 85 dB); eye protection, such as safety glasses, goggles, masks, face shields, gloves, aprons and hard hats; and foot protection, such as safety shoes.
Sandblasting involves propelling an abrasive material at high-velocity to clean or etch a surface. Widely used in the manufacturing industry sandblasting requires paying particular attention to safeguarding the health and safety of workers. Extended inhalation of the dust created by sand (or similar materials) causes silicosis, an occupational lung disease.
Housekeeping (food, water and sanitary facilities):
Clean your factory on a daily basis
Keep stairs, aisles and exits clear
Keep workstations free of dust, clutter and litter
Keep roofs and roof drains clean and unclogged
Make drinking water available on every floor that meets local quality standards for potable water
Store flammable and combustible chemicals and materials properly
Store and handle hazardous chemicals in a safe manner at all times
Provide workers with a clean canteen/dining area equipped with cooking stoves, refrigeration, adequate counter space for food preparation and hot and cold running water
Provide clean sanitary facilities with separate facilities for men and women.
Provide worker access devoid of unreasonable restrictions
In general, provide workers with easy access to food, sanitary food storage, fresh, clean, potable water, toilet and bath facilities and medical aid
Housing facilities and dormitories
Equip housing facilities and dormitories with conditions similar to those required in the workplace with regard to cleanliness and health and safety arrangements
Ensure that housing facilities meet national standards for living facilities
Equip dormitories with safety lockers
Provide all workers with their own individual bed
Do not place restrictions on the workers’ right to leave the dormitory outside of work hours
Set the rent in accordance with the local housing market, the workers’ salaries, and the conditions of the facilities
Ensure that dormitories are in compliance with local and national housing laws and/or occupancy requirements, in addition to health and safety laws
Keep a record of investments or other initiatives made to improve the worker living conditions
The United States Department of Labor defines hazardous chemicals as a substance capable of doing harm to people.
Workers in the manufacturing industry related to the fashion and textile industry deal with numerous chemicals every day. Labelling and registration of the chemicals are needed on a global scale in order to ensure that workers and companies are able to identify hazardous from safe chemicals and thereby guarantee a high level of protection for people and nature.
ILO Plan of Action 2010-2016: Ratification and effective implementation of the occupational safety and health
4.0 | Environment
The textile and fashion industry is a large-scale player when it comes to environmental impact. Ensuring a sustainable production with a minimisation of negative environmental consequences is part of your obligation as a responsible player in the industry.
4.0 | Environment
Principle 7 | Businesses must support a precautionary approach to environmental challenges, and
Principle 8 | Undertake initiatives to promote greater environmental responsibility
Environmental sustainability concerns an organisation’s impact on living and non-living natural systems, including the ecosystems of land, air and water. In some textile producing regions freshwater and drinking water have become a scarce resource, which often has to do with industrial consumption and waste. We work for more efficiency in the conservation of freshwater. We consider environmental initiatives an integrated part of management planning and we work for continuously improving environmental responsibility.
The world is facing a complex set of challenges regarding environmental issues. Each day we dump millions of tonnes of hazardous waste, we use toxic chemicals, diffuse heavy metals and produce wastewater. The manufacturing industry is a large-scale consumer of clean water and as water scarcity becomes a serious problem in many parts of the world, the industry has to work on finding new ways to minimise water consumption. There may be corollary pressure, both regulatory and reputational, on products that require a significant quantity of water. Such products may be phased out by law, lose market share to less water-intensive products or cause reputational damage to the company. Furthermore increasing water prices and other natural commodity prices such as oil are pushing the industry to think the environment into their core business strategy.
Also when it comes to pollution challenges like chemicals, air emissions and hazardous waste, prevention is better and cheaper than cure. Pollution is likely to impose irreversible and severe damage to local communities, the labour force and hence to the business of suppliers and subcontractors. NICE recommends working continuously towards cleaner, more environmentally friendly production and addressing, in particular, the usage of sustainable energy throughout the supply chain.
In particular, the following environmental issues should be taken into account: waste, water, chemicals, energy usage, carbon dioxide and air emissions.
Work with integration, engagement and action when it comes to environmental management in general
Integrate environmental issues in your business plan by e.g. setting goals to minimise the amount of wastewater produced and recycle as much as possible
Engage people—the workforce, locals, NGOs and other stakeholders—by sharing your concern for the environment with them
Take collective action, collaborate and share knowledge about best practices and methods with business partners and colleagues
Develop a better mutual understanding of sustainable business practices by engaging in partnerships with suppliers. Partnerships can also create a societal and environmental impact that goes beyond the business scope
Taking the environmental impacts that occur in a typical garment lifecycle and stakeholder concerns into consideration, the following issues need to be addressed by the fashion and textile industry: waste, water, chemicals, energy usage, carbon dioxide and air emissions:
Reduce or eliminate waste of all types, including of water and energy, at the source or by employing practices such as modifying production, maintenance and facility processes, material substitution, conservation, recycling and re-using materials
Monitor, control and treat wastewater and solid waste generated from operations and industrial processes such as wet processing as well as sanitation facilities as required by national law prior to discharge or disposal
Conduct any discharge or disposal under the highest national standard when it comes to preserving the environment
Identify and manage chemicals and other materials that pose a hazard if released into the environment to ensure safe handling, movement, storage, recycling or reuse and correct disposal
Have established guidelines that explain how and where the waste is kept and delivered, and if any special precautions should be taken
Monitor and record the amount of water used for specific processes Monitor and record the amount of recycled water
Monitor and record your water footprint throughout the value chain
Monitor and manage the risks related to water issues— regulatory, reputational etc.
Summarise improvements regarding water issues in your factory in an annual written report
Make your water policy available to the public and communicate it to everyone involved in your business
Combine processes when possible
Use clean technology which allows for a reduced number of cleaning/rinsing steps
Principle 9 | Encourage the development and diff usion of environmentally friendly technologies
Close cooperation with stable and trustworthy suppliers is fundamental to ensuring the production of secure textiles. Testing and certification are important, but not enough. You must ensure a common understanding between you and your suppliers of the necessary requirements regarding the use of chemicals. Consider upgrading your suppliers’ level of knowledge of the chemicals, their effect and environmental impact as an investment that pays off
Ensure that your factory possesses a list of all chemicals used in the processes at the factory that describes their use and environmental impact
The supplier of chemicals should provide all information about the contents, and a material safety data sheet (MSDS) form should be applied in all transactions
Inform all workers working with hazardous chemicals of the risks involved and train them to cover, handle, move, store, recycle or reuse and dispose of the chemicals in question
Work actively to replace all hazardous chemicals by introducing a restricted substance list prohibiting certain materials and chemicals
Ensure that all chemicals or substances classified as hazardous bear an information label that lists details about the specific chemical Provide workers with written instructions on the properties of the chemicals
Substitute harsh and environmentally polluting chemicals with less impacting chemicals or enzymes
Energy usage, carbon dioxide and air emissions
Measure the carbon footprint of the facilities you own and operate
Set reduction targets and request that suppliers do the same
Report the carbon footprint of the facilities you own and operate and begin requesting that suppliers do the same
Work actively to increase the portion of products made out of less carbon-intensive materials
Monitor emissions and the greenhouse gases emitted during production
Characterise, monitor, control and treat all air emissions of volatile organic chemicals, aerosols, corrosives, particulates, ozone depleting chemicals and combustion by-products as required by national law prior to discharge
Regularly check the efficiency and age of your production equipment Use environmentally friendly energy sources
Move away from fuels with high CO2 emissions towards fuels with low CO2 emissions
Use environmentally friendly auxiliaries
Focus on auxiliaries with:
– Low environmental impact when produced
– Efficient in production including increasing through put, shortening process time, and hereby low volumes of auxiliaries with high impact
– Readily degradable in effluent treatment plants
– Low toxicity in the atmospheric and aquatic environment
The above can be achieved by e.g. environmentally friendly chemicals and biotechnological solutions such as enzymes
Implement clean technologies
– Recycle water and heat
– Implement water saving equipment
– Combine process steps when possible
– Implement clean processes/technology to avoid cleaning/rinsing steps
– Implement low temperature processes
The above can be achieved by e.g. implementing the most recent developments in machinery with low energy and water consumption and biotechnology, which allows for low temperature and combined processing.
According to ILO’s International Occupational Safety Health Information Centre, the properties of a chemical should be described on a material safety data sheet. The data sheet should provide the following information:
– Name of the substance or preparation
– Name, address and telephone number of the company/supplier/undertaking
2 Composition and information on ingredients
3 Hazards identification
4 First-aid measures
5 Fire-fighting measures
6 Spillage, accidental release measures
7 Handling and storage
8 Exposure controls and personal protection
9 Physical and chemical properties
10 Stability and reactivity
11 Toxicological information
12 Ecological information
13 Disposal considerations
14 Transport information
15 National regulations and references
16 Other information
International Occupational Safety and Health Information Centre
Water management: UN Global Compact’s CEO Water Mandate
Climate: UN Global Compact’s Caring for Climate
European energy sustainability: EU directive REACH (Registration, Evaluation, Authorisation and Restriction of Chemical substances)
International governmental recommendations: UNECE classification model, Globally Harmonized System of Classification and Labelling of Chemicals (GHS)
International standardisation on environmental management: ISO 14001
International labour tools: ILO environmental assessment approach
5.0 | Corruption and bribery
Corruption not only damages investments and growth rates in countries. It also makes firms become ineff icient. Corruption is a major hindrance to development and fair competition, and should be eliminated in all its forms.
5.0 | Corruption and bribery
Principle 10 | Businesses must work against corruption in all its forms, including extortion and bribery
All forms of corruption, facilitation payments, extortion and embezzlement are strictly prohibited. Such activities may result in immediate termination of the business relationship, in communication with relevant authorities and organisations, as well as in legal actions. We expect the highest standards of integrity in all business interactions.
It is widely recognised that corruption is one of the world’s greatest challenges. Each year more than USD1 trillion is paid in bribes. These payments undermine fair competition and affect the profitability of businesses operating globally. They are a hindrance to development as they divert public resources away from their legitimate uses, such as providing education, clean water and health care for citizens. Nevertheless, corruption is in some countries considered normal and is found necessary to secure a firm and run a business. NICE recommends striving towards a business where corruption is eliminated completely. No bribery, improper gifts or the like can be offered or accepted.
Have policies, procedures and management systems in your organisation ensuring that your employees know how to deal with bribery and corruption
Define the vulnerabilities in your organisation and describe the preventive measures you intend to implement to eliminate corruption
Introduce anti-corruption policies and programmes within your organisations and business operations
Communicate your policy to all relevant persons
Report on the work carried out against corruption annually
Join forces and cooperate within your industry and with other stakeholders to eliminate all forms of corruption
Have established procedures on how to handle corruption if you discover it inside your organisation
Corruption is defined by Transparency International as “the abuse of entrusted power for private gain,” which means both financial and non-financial gains.
Extortion is defined in the OECD Guidelines for Multinational Enterprises as follows: “The solicitation of bribes is the act of asking or enticing another to commit bribery. It becomes extortion when this demand is accompanied by threats that endanger the personal integrity or the life of the private actors involved.”
Facilitation payments are defined in Transparency International’s Business Principles for Countering Bribery as “small unofficial payments made to secure or expedite the performance of a routine or necessary action to which the payer of the facilitation payment has legal or other entitlement.” Facilitation payments are also called facilitating, speed or grease payments.
Bribery is defined in Transparency International’s Business Principles for Countering Bribery as follows: “An offer or receipt of any gift, loan, fee, reward or other advantage to or from any person as an inducement to do something which is dishonest, illegal or a breach of trust, in the conduct of the enterprise’s business.”
International governmental recommendations: UN Guiding Principles on Business and Human Rights – “Protect, Respect and Remedy” Framework, Section II
UN Global Compact, “Guidance Document: Implementation of the 10th Principle against Corruption” (2004)
Transparency International’s “Business Principles for Countering Bribery” (2002)
6.0 | Ethical Conduct
The textile and fashion industry is subject to a great deal of criticism since fashion in itself inspires the consumption of goods people do not necessarily need. A line of clothing only lasts one season. Therefore it is extremely important to be proactive when it comes to creating ethical relationships with respect to the treatment of animals, design processes, body image ideals, mining or extraction of gemstones, and transparency in the supply chain.
6.1 | Animals
Principle 11 | Many fashion businesses have made a conscious ethical decision not to use real animal fur (e.g. fox, sable, mink, rabb it) or exotic and wild-caught animal species (e.g. snake, crocodile and ostrich). We recognise this choice, and we acknowledge that other businesses have chosen to take a diff erent path. In businesses where animals are used for labour and/or production such animals must be treated with dignity and respect. No animal must be deliberately harmed or exposed to pain. Taking the lives of animals must at all times be conducted using the quickest and the least painful and non-traumatic methods available. These must be approved by trained veterinarians and only conducted by competent personnel.
We do not tolerate the maltreatment of animals and animals must be cared for and protected from harm. We do not support the use of any endangered species listed in the International Union for Conservation of Nature (IUCN) Red List of Threatened Species. We recommend following the guidelines in the European Convention for the Protection of Animals Kept for Farming Purposes.
Animals are sentient beings and it is the responsibility of humans to ensure that they have a “life worth living”. We do not support the usage of down and feather plucked from living birds. The maltreatment of animals can cause severe reputational damage in relation to retailers, consumers and other stakeholders. Animal activists are very persistent in their work and have a record of greatly influencing decision makers.
European regulation on the protection of farming animals, animal welfare and industry regulations: The EC strategy 2012-2015
Information on threatened animals: IUCN Red List of Threatened Species
International guidelines on international governmental recommendations and regulative instruments: UN Food and Agricultural Organisation (FAO)
Have an animal treatment policy that clearly states that garments containing animal-derived products are produced using abundant species that have been treated in accordance with international animal welfare standards, as well as animal welfare standards laid down by European law
Clearly label garments containing parts of animal origin as such, including the name of the part used (such as leather or natural fur) to ensure that consumers are not deliberately or unintentionally mis-sold goods they do not wish to purchase
Species farmed for any consumer goods must be produced to standards found on highly regulated European farms. This includes Directive 98/58 on the protection of animals kept for framing, and the 1999 Council of Europe Recommendations on the keeping of animals for fur. Animals taken from the wild must have been afforded the protection of the International Agreement on Humane Trapping Standards, and hunted in accordance with the International Union for the Conservation of Nature’s ’sustainable use’ policy
Where possible, reputable voluntary schemes should be used to ensure that the highest possible standard of care is given to all animals used for the purposes of fashion
Always obtain a guarantee that down and feather only originate solely from dead birds
6.2 | Designers
Principle 12 | Businesses and their designers must work actively to encourage and support sustainable design and design processes
Sustainability considerations should be mandatory for all lifecycle stages when designing a new product. We want to reduce negative environmental and social impacts by having designers rethink every stage of the design process, including concept, material and production choices and sampling and development, as well as consider creative concepts for sale, use and end-of-life of a product, from a sustainable and responsible perspective.
We can no longer afford to ignore the impact on our ecosystems caused by wasteful and destructive design and manufacturing processes that cause harm to both society and nature. By focusing on sustainability and design ethics in the fashion and textile industry, we encourage and support those who lead the way in creating new design processes that satisfy customer demand while fostering more sustainable consumption, as well as reflect the pressing social and environmental needs of the planet.
Sustainable design strategies for textile and fashion designers: TED’s TEN developed by Textiles Environment Design (TED)
A design tool to evaluate waste, energy, toxics and water in materials and manufacturing: Nike Environmental Design Tool
Encourage designers to be curious about where materials come from and the environmental impact a product creates during its entire lifecycle to ensure responsibility in making design and production choices.
Ensure that the design process, in all its stages follows or exceeds international working and environmental standards.
Consider consumer involvement and culture—ensuring products are created and marketed in a way that reflects diverse, multicultural societies and depict and engage with men, women and children in a positive and healthy way.
Help designers to connect ideas both internally and externally—encouraging the use of open innovation methods—to enable and promote systemic change.
6.3 | Models
Principle 13 | Businesses must through their choice and treatment of models promote a healthy life style and healthy body ideals, and the models’ minimum age must be 16 during fashion weeks and other occasions where the workload is excessive
The fashion industry has often been blamed for promoting a body image ideal of extreme thinness, eating disorders and poor body image among people whose bodies do not conform to the idealised image. We are aware of the impact of the fashion industry on body image ideals, especially among young people. Consequently we work towards promoting a healthy life style in relation to food, body and exercise. We only use models over the age of 16 for shows during fashion weeks and we secure a healthy working environment by providing wholesome and nourishing food at photo shoots and shows.
The health and working conditions of models are part of securing a sustainable business. Therefore we take care of the models’ welfare. By promoting a healthy life style among our employees and other business relations, we contribute to building a credible and sustainable brand.
Children under 18 years and relation to business and human rights: “Children’s Rights and Business Principles” by Save the Children, UNICEF and UN Global Compact Securing a healthy working environment for models: “Danish Fashion Ethical Charter”, by Danish Fashion Institute and Danish National Society Against Eating Disorders and Self-Mutilation
Support a healthy way of living for models, whose livelihood depends on their bodies and looks. Help them to live healthily, sleep regularly, eat right and exercise
Be attentive to the influence of the fashion industry on body image ideals, especially with younger people
Provide wholesome and nourishing food at photo shoots and shows
What the Code is About
Companies Who have signed the Homeworkers' Code of Practice
Retailers, manufacturers, fashion houses and labels who have not signed the Homeworkers Code Of Practice
Co's targetted for letters to sign code
What the Code is about
The homeworkers' code of practice has been developed by the TCFUA
together with representatives of the retail and manufacturing in the textile, clothing and footwear industries. The Code is a self regulatory system that intends to regulate and monitor the production chain from the retailer to the homeworker.
It also attempts to simplify the reporting requirements of manufacturers building solidly on award entitlements to workers.
There are two parts of the code.
Part one is the part relevant to retailers, "The Statement of Principles Regarding Homeworkers Wages and Conditions".
Ten principles that outline the parties to the agreement intent.
The acceptable work conditions and pay rates homeworkers should receive.
That parties to the agreement will promote that manufacturers must comply with these standards.
Retailers who purchase products not produced by exploited labour may use or identify these products with a logo or other sign of compliance.
Retailers committ not to sell products which have been produced by exploited labour, this may include terminating a relationship with a supplier.
The Code will lead to garments carrying a sign that they are manufactured ethically and that shops will carry a logo if they stock such clothing. Retailers may promote the fact that they only deal with accredited manufacturers who do not exploit homeworkers.
Part Two The Code of Practice: This part sets out the criteria for participating manufacturers.
There is a Code of Practice Committee which will oversee the setting up and ongoing management of the Code.
It involves an accreditation procedure whereby manufacturers who give work to contractors or directly to homeworkers seek accreditation.
The accreditation process will ensure that from the retailer down to the homeworker the chain is transparent.
This will be achieved by the following steps:
Retailer signatory to the Principles will provide to the union lists of their suppliers
Retailer will require their suppliers in their purchase contracts, to comply with all laws and regulations including payment of the sewing garment rate relevant to homeworkers.
Manufacturers or suppliers to retailers will seek accreditation
Accredited suppliers will provide documentation to Code Committee verifying that the subcontractors they use are keeping all appropriate documentation and paying their homeworkers according to the agreed garment sewing time manual standard.
Pay rates for homeworkers
The introduction of a timing manual where garments will be classified into three levels of complexity and become the standard for fixing sewing time rates translated into pay rates for homeworkers.
The minute sewing time per garment provided to the homeworker to sew will be adjusted with percentages for annual leave and public holidays. The homeworker must receive with each batch of work paperwork which identifies that the homeworker is being paid correctly according to the standard.
The code also specifies the minimum garments (total amount of work) per week a homeworker can receive from a contractor over a two week period as well as the maximum work load they can receive over a two week period.
Manufacturers will risk loosing accreditation and contracts with retailers if their contractors fail to pay homeworkers correctly.
Code of Practice Committee:
The committee will undertake an education and information program to educate and inform Manufacturers , Homeworkers and Consumers about the code.
Companies Who have signed the Homeworkers' Code of Practice
LIST OF COMPANIES WHO HAVE AGREED TO TAKE RESPONSIBILITY FOR THE LABOUR BEHIND THEIR LABELS
Retailers, manufacturers, fashion houses and labels who have not signed the Homeworkers Code Of Practice
Aust. Fashion Grp
Billie Cart Clothing
CR Brearley & Co
Eastbound Cloth Co
Eco Vision Elite
Genuine Article Clth.
Hilton Fashion stores
Hilton Kayser Impressions
Inroads Clothing Items
JPD by Jump Julie Slade Jump distributors
Kelly Country clthing
Last Gasp Jeans
Luva Wear New Attitude Fashions Nif Naf
M Hambour & Sons
Man to Man
Mark Richards Designs
New Kid in town
Part of mePerri Cutten
Pretty Girl Fashion
Run Scotty Run
RustlersSammi of melb.
Scanlan & Theodore
Scooter ManagementSfida Sports
State of Art
Stubbies Clothing Co
Supre Sweet Dreams
The Santuary Thomas
Cook Time Frame
Trend Avenue Apparel
Victoria Pde Clothing
Victory Vita pacific
Co's targetted for letters to sign code:
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