Excerpt from standard:

FOA.3 Alternative Means of Association When the right to freedom of association and collective bargaining is restricted under law, employers shall not obstruct legal alternative means of worker association. FOA.1.2 If not provided by law, employers must provide protection to workers who allege violations of freedom of association.

Referenzdokumente:

VI. FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING (FOA)

Excerpt from standard:

ER.17.1 Employers shall have a clear and transparent system of worker and management communication that enables workers to consult with and provide input to management. This might include suggestion boxes, worker committees, designated spaces for worker meetings, union representatives, and meetings between management and workers’ representatives. ER.17.2 There shall be a mechanism that allows workers to report harassment and grievances confidentially, including any concerns or problems they may be experiencing around legally owed payments during a retrenchment process.ER.17.3 Employers shall have in place written procedures that allow a direct settlement of the grievance by the worker and the immediate supervisor. Where this is inappropriate or has failed, there should be additional options for senior management review and consideration, depending on the nature of the grievance and the structure and size of the enterprise. ER.17.4 Employers shall ensure that the grievance procedures and applicable rules are known to workers, and that workers are fully trained on their use. ER.17.5 Employers shall have in place procedures to track the number, types, and timing and resolution of grievances, and to communicate the resolution of grievances to the workforce. ER.17.6 Employers shall have a system in place to prevent retaliation against or discrimination towards workers who are filing grievances, including grievances regarding harassment, abuse, violations of factory procedures, compensation*, or unsafe working conditions

Referenzdokumente:

ER.17 Grievance System / Worker-Management Communication

Excerpt from standard:

ER.1.1 Employers shall have in place written policies and practices and maintain proper and accurate records governing all aspects of employment from recruitment, hiring and probation, including written terms and conditions of employment, job descriptions, administration of compensation, and working hours for all positions, through to retrenchment and termination processes. ER.1.2 Employers shall assign responsibility for the administration of human resources to a clearly defined and adequately qualified staff member or staff members and ensure workers at all levels receive communication and training about existing policies and procedures or any revisions. ER.1.3 Employers should implement an annual, review process with input from workers of all policies, procedures and their implementation to ensure they meet legal requirements and the FLA Workplace Code.

Referenzdokumente:

ER.1 Employment Management Systems / Human Resources

Excerpt from standard:

ER.3 Employment Management Systems / New Employee Orientation ER.3.1 Employers shall provide an orientation to new employees at the time of hiring, which includes explanations of the employers’ rules, compensation package and policies for human resources, grievance systems, industrial relations, including respect of the right to freedom of association, workers’ rights and responsibilities, FLA Code of Conduct, health and safety, and environmental protection. ER.3.2 Training should be updated on a regular basis, and in particular, when any policies and procedures are revised. ER.3.3 Workers should be provided with written documentation that substantiates all the issues covered in orientation briefings. ER.4 Employment Management Systems / Communication Employers shall inform workers about workplace rules, environmental protection systems, health and safety information, and laws regarding workers’ rights with respect to freedom of association, compensation, working hours, and any other legally required information, and the FLA Code through appropriate means, including posted in local language(s) throughout the workplace’s common areas. ER.5 Employment Management Systems / Supervisor Training ER.5.1 Employers shall ensure that all supervisors are trained in national laws, workplace regulations, and the FLA Code, workplace grievance systems, and the appropriate practices to ensure compliance. ER.5.2 Employers shall inform supervisors that they should not use any form of harassment or abuse to maintain labor discipline. ER.5.3 Trainings should be updated on a regular basis.

Referenzdokumente:

I. EMPLOYMENT RELATIONSHIP (ER)

Excerpt from standard:

CL.8 Proof of Age Documentation. CL.8.1 Employers shall collect and maintain all documentation necessary to confirm and verify date of birth of all workers, such as birth certificates. CL.8.1.1 Employers shall take reasonable measures to ensure such documentation is complete and accurate. CL.8.1.2 In those cases where proof of age documentation is not readily available or unreliable, employers shall take all necessary precautions which can reasonably be expected of them to ensure that all workers are at least the minimum working age, including requesting and maintaining medical or religious records of workers, or through other means considered reliable in the local context.

Referenzdokumente:

V. CHILD LABOR (CL)

Excerpt from standard:

CL.4 Employment of Young Workers Employers shall comply with all relevant laws that apply to young workers (e.g. those between the minimum working age and the age of 18), including regulations related to hiring, working conditions, types of work, hours of work, proof of age documentation, and overtime. CL.5 Hazardous Work for Young Workers. No person under the age of 18 shall undertake hazardous work, i.e. work which, by its nature or the circumstances in which it is carried out, is likely to harm the health or safety or morals of persons under the age of 18. CL.6 Young Workers Identification System. Employers shall have a system for identifying workstations and operations that are inappropriate for young workers according to applicable laws.

Referenzdokumente:

V. CHILD LABOR (CL)

Excerpt from standard:

WORKPLACE CODE PROVISIONS: Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs* and provide some discretionary income*. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does. C.23 Fair Compensation / Basic Needs Where compensation for a regular workweek is not sufficient to meet workers’ basic needs* and provide some discretionary income*, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.

Referenzdokumente:

IX. COMPENSATION (C)

Excerpt from standard:

C.2 Minimum Wage Employers shall pay workers at least the legal minimum wage or the prevailing industry wage, whichever is higher, for regular working hours (not including overtime). Workers should also be informed about the legal minimum wage. C.3 Wage & Benefits / Probationary Status C.3.1Where probationary employment is legally allowed, workers shall: C.3.1.1 Receive at least the minimum wage for regular workers or the prevailing industry wage for regular workers, whichever is higher; C.3.1.2 Receive all legally mandated benefits; C.3.1.3 No workers shall work more than three months in this employment category C.4 Wage & Benefits / Apprenticeship or Vocational Training C.4.1 For the time-period during which they receive training, apprentices and vocational trainees shall: C.4.1.1 receive at least the minimum wage for regular workers or the prevailing industry wage for regular workers, whichever is higher; and C.4.1.2 receive all legal mandated benefits. C.4.1.3 If local law allows for a lower minimum wage for apprentices/trainees, this lower minimum wage may only be applied for the first 30 days, if that time is dedicated primarily to training and not to production or other essential tasks. C.5 Wage & Benefits / Contract, Contingent or Temporary Workers C.5.1 Contract/contingent/migrant/temporary workers shall: C.5.1.1 Receive at least the minimum wage for regular workers or the prevailing industry wage for regular workers, whichever is higher; C.5.1.2 Receive all legally mandated benefits; and C.5.1.3 Receive at least the same compensation as regular workers performing the same job functions or tasks with similar levels of experience or seniority.

Referenzdokumente:

IX. COMPENSATION (C)

Excerpt from standard:

C.21 Legally Mandated Benefits C.21.1 Employers shall provide all legally mandated benefits, including holidays, leave, bonuses, severance payments and 13th month payments to all eligible workers within legally defined time periods. C.21.2 All benefits shall be calculated correctly.

Referenzdokumente:

IX. COMPENSATION (C)

Excerpt from standard:

HOW.8 Forced Overtime HOW.8.1 Employers shall not require or permit workers to work more than the overtime hours allowed by the law of the country where the workers are employed. HOW.8.2 All overtime work shall be consensual, and employers shall enact a voluntary overtime system, including for overtime utilized in exceptional circumstances*.

Referenzdokumente:

VIII. HOURS OF WORK (HOW)

Excerpt from standard:

HOW.11 Annual Leave HOW.11.1 Employers shall provide workers with paid annual leave as required under national laws, regulations and procedures. HOW.11.2 Even where national laws allow employers to pay extra compensation in lieu of paid annual leave, employers shall ensure that this option is not utilized. HOW.12 Annual Leave Determination HOW.12.1 Employers shall not impose any undue restrictions on workers’ use of annual leave. HOW.12.2 The time at which annual leave is taken is determined by employers in consultation with workers, taking into account work requirements and the opportunities for rest and relaxation available to workers. HOW.14 Annual Leave Wage Payments Employers shall provide workers taking annual leave their normal or average wages for the full period of annual leave in advance, unless specified differently under national laws, regulations and procedures. HOW.15 Retaliation for Taking Leave - Employers shall not impose any sanction on workers for requesting or taking any type of leave, such as annual, sick, or maternity, in line with all applicable rules and procedures. HOW.16 Sick Leave - Employers shall provide workers with sick leave as required under national laws, regulations and procedures. HOW.17 Sick Leave Restrictions Employers shall not impose any undue restrictions on sick leave. Any workplace procedures regulating sick leave (e.g. informing the employer as soon as possible, the provision of medical certificates,) must be in line with national laws, regulations and procedures and must be communicated in full to all workers. HOW.18 Calculation of Absences Absences from work for reasons beyond the control of workers, such as sick leave or periods during which workplace operations are suspended, shall not be counted as annual leave nor shall they be deducted from calculations concerning length of service, unless specified differently under national laws, regulations and procedures. HOW.10 Public Holidays HOW.10.1 Employers shall provide workers with all official public holidays as required under national laws, regulations and procedures. HOW.10.2 If not prohibited by local law, any replacement of official holidays with alternative days off must be voluntary and agreed upon in writing by the worker in advance. HOW10.3 When using replacement holidays, all legal and FLA requirements regarding overtime and hours of work apply. HOW.13 Annual Leave Procedures HOW.13.1 Any workplace procedures regulating the timing of annual leave (e.g., requiring a minimum period of service before being allowed to use annual leave, written requests to be submitted a certain time before the annual leave) must be in line with national laws, regulations and procedures. HOW13.2 Workplace procedures regulating the timing of annual leave must be communicated in full to all workers

Referenzdokumente:

VIII. HOURS OF WORK (HOW)

Excerpt from standard:

C.6 Timely and Direct Payment of Wages All wages, including payment for overtime, shall be paid directly and in full within legally defined time limits. When no time limits are defined by law, compensation shall be paid at least once a month. C.7 Accurate Calculation, Recording, and Payment of Wage All payments to all workers, including hourly wages, piecework, benefits and other incentives, shall be calculated, recorded, and paid accurately . C.8 Accurate Length of Service Calculation All workers shall be credited with all-time worked for an employer for purposes of calculating length of service and determine the benefits to which workers are entitled.

Referenzdokumente:

IX. COMPENSATION (C)

Excerpt from standard:

WORKPLACE CODE PROVISION: No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin. ND.2.2 Employment decisions shall not be made on the basis of gender, race, religion, age, sexual orientation, nationality, political opinion, social group, ethnic origin, marital status, or union affiliation or sympathy. ND.6 Marital, Partnership, or Family Discrimination ND.6.1 Employers shall not discriminate on the basis of marital, partnership, or family status. ND.6.2 Employers shall not threaten workers with dismissal or any other employment decision that negatively affects their employment status in order to prevent them from changing their marital, partnership, or family status (including getting married or becoming pregnant.) ND.6.3 Employers shall not, on the basis of a worker's marital, partnership, or family status (including pregnancy), make any employment decisions that negatively affect employment status, including decisions concerning dismissal, demotion, loss of seniority, or deduction of wages ND.7 Pregnancy Testing ND.7.1 Employers shall not require pregnancy testing of workers, except as required by national law. ND.7.1.1 Employers shall not under any circumstances use pregnancy tests or the use of contraception in their hiring or employment decisions, even in cases where pregnancy tests are required by national law.

Referenzdokumente:

II. NONDISCRIMINATION (ND)

Excerpt from standard:

ND.8 Protection and Accommodation of Pregnant Workers and New Mothers ND.8.1 Employers shall abide by all protective provisions in national laws and regulations benefitting pregnant workers and new mothers, including provisions concerning maternity leave and other benefits; prohibitions regarding night work, temporary reassignments away from work stations and work environments that may pose a risk to the health of pregnant women and their unborn children or new mothers and their new born children, temporary adjustment of working hours during and after pregnancy, and the provision of breast-feeding breaks and facilities. ND.8.1.1 Where such legal protective provisions are lacking, employers shall take all necessary measures to ensure the safety and health of pregnant women and their unborn children. ND.8.1.2 Where legal protective provisions are lacking, employers shall, at minimum provide paid leave for regular pre-natal and post-natal doctor visits as well as breast-feeding breaks. HSE.12 Protection Reproductive Health Employers shall ensure that women are not engaged in work that constitutes a substantial risk to their reproductive health.

Referenzdokumente:

II. NON-DISCRIMINATION (ND) VIII. HOURS OF WORK (HOW)

Excerpt from standard:

F.3.1 Employers, employment agencies, or intermediaries shall not bind workers to employment as a condition of fulfilling terms of a debt F.3.2 Employers, employment agencies, or intermediaries may provide loans directly to workers only if they are a component of a larger loan program (e.g. housing or education loans) available to all workers. F.3.2.1 Lending and savings programs provided to workers by employers, employment agencies, or intermediaries must comply with all national laws and regulations for such programs. F.3.3 The continuance of loans may not be dependent on continued employment at the workplace, and no penalties may be assessed on the loan for workers ending employment at the workplace. F.3.4 Interest may not exceed the cost of administering the loan program and any tax liabilities incurred by the program, and according to legal limits.

Referenzdokumente:

F.3 Debt / Bonded Labor

Excerpt from standard:

F.9 Personal Identification and Other Documents -Workers shall retain possession and control of their passports, identity papers, travel documents, work permits, and other personal legal documents. F.10.1 Employers shall provide at employee request secure storage for employee’s documents such as passports, identity papers, travel documents, and other personal legal documents. Such storage shall be freely accessible to workers at all times. F.10.2 Employers shall not withhold any such documents or restrict workers’ access to them for any reason, including ensuring that workers shall remain in employment in the workplace.

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IV. FORCED LABOR (F) F.9 Personal Identification and Other Documents F.10 Storage for Employee Documents

Excerpt from standard:

F.4 Freedom of Movement - F.4.1 If workplace entrances are locked or guarded to prevent non employee access to the premises for security reasons, workers shall have free egress at all times, F.4.2 No terms imposed by the employer or any employment agencies or intermediaries shall confine or restrict employees’ freedom of movement or free transit. F.5 Employer Controlled Residence - Employers shall not require, or influence, workers to live in employer-owned or -controlled residences as a condition of recruitment, continued employment or to receive the same terms of employment and working conditions as other workers in the same position. F.6 Freedom of Movement in Employer Controlled Residence - The freedom of movement of workers who live in employer-owned or -controlled residences shall not be unreasonably restricted. F.7.1 Employers shall not utilize, nor shall they use employment agencies or intermediaries that utilize, practices that restrict any worker’s freedom of movement, ability to terminate their employment, or that create a threat of penalty. H/A.7 Employers shall not restrain the freedom of movement of workers, including movement in canteens, during breaks, using toilets, accessing water, or accessing necessary medical attention, as a means to maintain labor discipline.

Referenzdokumente:

IV. FORCED LABOR (F) F.4 Freedom of Movement F.5 Employer Controlled Residence F.6 Freedom of Movement in Employer Controlled Residence H/A.7 Discipline / Freedom of Movement

Excerpt from standard:

WORKPLACE CODE PROVISION: No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin. ND.5 Compensation Discrimination There shall be no differences in compensation for workers for work of equal value on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin. ND.13.1 Employers shall make all reasonable modifications and adjustments to accommodate specific religious, ethnic, gender, and disability-based needs of all workers within the workplace as well as within any employer-provided facilities such as dormitories or transportation. ND.13.2 Workers shall not be required to reimburse the factory for the cost of these accommodations..14.2 In cases where the workplace requires uniforms or other specific clothing, accommodations shall be made for religious practice or disability.ER.2 Employment Management Systems / Special Categories of Workers: Employers shall ensure that all legally mandated requirements for the protection or management of special categories of workers, including migrant, juvenile, contract/contingent/temporary, probationary workers, home workers, and pregnant or disabled workers, are implemented. Where local laws and FLA standards differ, the employer is expected to follow the highest applicable standard.

Referenzdokumente:

II. NONDISCRIMINATION (ND) ND.5 Compensation Discrimination ND.13 Reasonable Accommodation, Modifications, and Adjustments ND.14 Dress Codes and Uniforms ER.2 Employment Management Systems / Special Categories of Workers:

Excerpt from standard:

WORKPLACE CODE PROVISIONS: Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances*, the sum of regular and overtime hours in a week shall not exceed 60 hours. HOW.4 Protected Workers (Women and Young Workers)/Regulations on Hours of Work The workplace shall comply with all applicable laws governing work hours regulating or limiting the nature, frequency and volume of work performed by women or workers under the age of 18. HOW.5 Protected Workers (Women and Young Workers) / Record Keeping Employers shall maintain necessary records identifying all women workers and all workers under the age of 18 entitled to legal protection concerning work hours. HOW.6 Maintenance of Reasonable Levels of Staff Employers' personnel practices shall demonstrate an effort to maintain a level of staffing that is reasonable in view of predictable or continuing fluctuations in business demand. HOW.19 Suspension of Work HOW.19.1 Employers can only suspend work in accordance with national laws, regulations and procedures. HOW.19.2 Workers shall be paid in full during periods of suspension, unless national laws stipulate otherwise, workers and their representative organizations agree otherwise, or the relevant national authorities authorize the alternative arrangement.HOW.19.3 Conditions of suspension should be communicated in full to all workers.

Referenzdokumente:

VIII. HOURS OF WORK (HOW)

Excerpt from standard:

ER.14 Recruitment and Hiring / Employers Agreement with Employment Agencies ER.14.1 Employers shall use standard contract language with employment agencies or intermediaries that specifically imparts power to employers to directly pay wages to migrant/contract/contingent/temporary workers and ensures equality of compensation and workplace standards as set under the FLA Workplace Code and national laws and regulations. ER.2 Employment Management Systems / Special Categories of Workers Employers shall ensure that all legally mandated requirements for the protection or management of special categories of workers, including migrant, juvenile, contract/contingent/temporary, probationary workers, home workers, and pregnant or disabled workers, are implemented. Where local laws and FLA standards differ, the employer is expected to follow the highest applicable standard."

Referenzdokumente:

ER.14 Recruitment and Hiring / Employers Agreement with Employment Agencies ER.2

Excerpt from standard:

ER.14 Recruitment and Hiring / Employers Agreement with Employment Agencies ER.14.1 Employers shall use standard contract language with employment agencies or intermediaries that specifically imparts power to employers to directly pay wages to migrant/contract/contingent/temporary workers and ensures equality of compensation and workplace standards as set under the FLA Workplace Code and national laws and regulations.

Referenzdokumente:

I. EMPLOYMENT RELATIONSHIP (ER)

Excerpt from standard:

ER.1 Employment Management Systems / Human Resources ER.1.1 Employers shall have in place written policies and practices and maintain proper and accurate records governing all aspects of employment from recruitment, hiring and probation, including written terms and conditions of employment, job descriptions, administration of compensation, and working hours for all positions, through to retrenchment and termination processes. ER.14.1 Employers shall use standard contract language with employment agencies or intermediaries that specifically imparts power to employers to directly pay wages to migrant/contract/contingent/temporary workers and ensures equality of compensation and workplace standards as set under the FLA Workplace Code and national laws and regulations.

Referenzdokumente:

I. EMPLOYMENT RELATIONSHIP (ER)

Excerpt from standard:

ER.11 Recruitment and Hiring / Terms for Contract, Contingent, Migrant or Temporary Workers. Employers must ensure the following minimum terms and conditions are met in the employment of contract/contingent/migrant/temporary workers: ER.11.2 contract/contingent/migrant/temporary workers shall be provided an employment agreement in their native language setting out the employment terms and conditions. For migrant workers, a copy of their employment contract in their native language shall be provided prior to departure from their country of origin;

Referenzdokumente:

I. EMPLOYMENT RELATIONSHIP (ER)

Excerpt from standard:

WORKPLACE CODE PROVISION: Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse H/A.1.1 Employers shall comply with all national laws, regulations and procedures concerning discipline, violence, harassment and abuse, including that which is gender-based Employers shall not use any form of – or threat of – physical violence, including slaps, pushes or other forms of physical contact as a means to maintain labor discipline. Employers shall not use any form of verbal violence, including screaming, yelling, or the use of threatening, demeaning, or insulting language, as a means to maintain labor discipline. Employers shall not use any form – or threat – of psychological abuse, such as forcing workers to sign letters of self-criticism or posting names of workers subject to disciplinary measures as a means to maintain labor discipline. H/A.8.1 Employers shall ensure that the workplace and all workplace facilities (such as employer provided transportation or dormitories) are free from any type of violence, harassment or abuse, be it physical, sexual, psychological, verbal, or otherwise. H/A.4 Employers shall not use any form of – or threat of – physical violence, including slaps, pushes or other forms of physical contact as a means to maintain labor discipline. H/A.6 Employers shall not use any form – or threat – of psychological abuse, such as forcing workers to sign letters of self-criticism or posting names of workers subject to disciplinary measures as a means to maintain labor discipline.

Referenzdokumente:

III. HARASSMENT OR ABUSE (H/A) H/A.1 General Compliance Harassment or Abuse H/A.4 Discipline / Physical Abuse H/A.6 Discipline / Psychological Abuse

Excerpt from standard:

HSE.13 Ventilation/Electrical/Facility Installation and Maintenance All necessary ventilation, plumbing, electrical, noise and lighting services shall be installed and maintained to conform to applicable laws and to prevent or minimize hazardous conditions to workers in the facility.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.17 Ergonomics HSE.17.1 Workstations, including seating and standing arrangements and reach required to obtain tools, shall be designed and set-up in such a manner as to minimize bodily strains. HSE.17.2 Employers shall train workers in proper lifting techniques, and items such as lifting belts shall be provided. HSE.29 High-Risk Areas Employers shall provide all necessary protection for workers when working at heights, confined spaces, and other high-risk areas. HSE.30.2 The health, safety, and environmental policies shall contain the framework for a comprehensive health, safety, and environmental management system including a HS&E risk assessment within which the following are clear and regularly tested and reviewed: HSE.30.2.1 employers’ responsibilities; HSE.30.2.2 workers’ rights and duties; HSE.30.2.3 responsibilities of designated personnel; HSE.30.2.4 procedures that enable workers to raise health, safety, and environmental concerns; HSE.30.2.5 procedures for reporting death, injury, illness and other health and safety issues (for instance, near-miss accidents) and environmental emergencies; HSE.30.2.6 protections to workers who allege health, safety, and environmental violations; HSE.30.2.7 conducting root cause analysis on workplace accidents and taking proactive action to prevent future accidents.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

H/A.3 Discipline / Access to Facilities Access to food, water, toilets, medical care or health clinics or other basic necessities shall not be used as either reward or as a means to maintain labor discipline. HSE.18 Medical Facilities HSE.18.1 Medical facilities shall be established and maintained in factories as required by applicable laws. HSE.18.2 Medical staff shall be fully licensed and recognized under applicable national rules and regulations. HSE.18.2.1 An appropriate number of medical staff shall be on duty during all working hours, including any type of overtime, as required under national law. HSE.18.3 An appropriate stock of medical supplies shall be maintained at all times. HSE.18.3.1 Medicines of which the expiration date has passed must be replaced immediately and disposed of in a safe manner.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.23 Drinking Water HSE.23.1 Safe and clean drinking water shall be freely available at all times, within reasonable distance of the workplace. HSE.23.1.1 Drinking water shall be of a reasonable temperature. HSE.23.1.2 The means to drink water (e.g. cups) must be safe and sanitary and available in an appropriate number. HSE.24 Drinking Water/Restrictions Employers shall not place any undue restrictions on drinking water in terms of time and frequency

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.19 Sanitation in Workplace Facilities All facilities including workplace buildings, toilets, canteens, kitchens, and clinics, shall be kept clean and safe and be in compliance with all applicable laws, including relevant sanitation, medical, and safety and health regulations. HSE.20 Toilets Employers shall establish the number of toilets required under applicable laws within reasonable distance of the workplace. In addition, the following should also be considered: number of toilets based on number of workers, privacy for each individual and gender, accessibility and hygiene. HSE.21 Toilets/Restrictions Employers shall not place any undue restrictions on toilet use in terms of time and frequency.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.6.2 A sufficient number of workers shall be trained in first aid and firefighting techniques. Training shall be upon hire and with periodic refresher training. HSE. HSE.8 Use of Personal Protective Equipment Workers shall be provided with training on the use and maintenance of personal protective equipment. Training shall be upon hire with periodic refresher training offered to all workers. Management will ensure use of PPE as necessary. HSE.9.2 Workers shall receive training, appropriate to their job responsibilities, concerning the hazards, risks and the safe use of chemicals and other hazardous substances. HSE.14.2 Workers shall receive training in the proper use and safe operation of machinery, equipment and tools they use. HSE.17.2 Employers shall train workers in proper lifting techniques, and items such as lifting belts shall be provided.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.25 Dormitory Facilities HSE.25.1 Dormitory facilities, including those provided by employment agencies or intermediaries associated with the employer, shall meet all applicable laws and regulations related to health, safety, and environment, including fire safety, sanitation, risk protection and electrical, mechanical, and structural safety. HSE.25.1.1 All dormitories shall be kept secure, clean, and have safety provisions (e.g. fire extinguishers, first aid kits, unobstructed emergency exits, emergency lighting). HSE.25.1.2 Emergency evacuation drills shall also be conducted at least semi-annually. HSE.26 Dormitories Separate from Production Facilities All dormitory facilities must be structurally sound, in good repair, and located separately from production, warehouse and hazardous chemical storage areas. HSE.22 Food Preparation HSE.22.1 All food made available to workers shall be prepared, stored, and served in a safe and sanitary manner in accordance with all applicable laws and international standards. HSE.22.2 All workers handling food must be trained and/or certified to work in the facility preparing or serving food

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.19 Sanitation in Workplace Facilities All facilities including workplace buildings, toilets, canteens, kitchens, and clinics, shall be kept clean and safe and be in compliance with all applicable laws, including relevant sanitation, medical, and safety and health regulations.

Referenzdokumente:

HSE19

Excerpt from standard:

HSE.5 Evacuation Requirements HSE.5.1 All applicable, legally required or recommended elements of safe evacuation shall be complied with, including all of the following elements: HSE.5.1.1 posting evacuation plans; HSE.5.1.2 installation and maintenance of fire alarms; HSE.5.1.3 Installation and maintenance of emergency lighting; HSE.5.1.4 ensuring aisles/exits are not blocked and that workers are not blocked within their workstations; HSE.5.1.5 employee education and training; and HSE.5.1.6 evacuation procedures and fire drills. HSE.5.2 Workers shall be trained in evacuation procedures. HSE.5.3 Alarm systems shall be regularly tested and evacuation drills shall be undertaken at least annually. HSE.5.4 The emergency evacuation procedure (EEP) includes procedures for notifying local community authorities in case of accidental discharge or release of chemical/waste products or any other environmental emergency. HSE.25.1.1 All dormitories shall be kept secure, clean, and have safety provisions (e.g. fire extinguishers, first aid kits, unobstructed emergency exits, emergency lighting). HSE.25.1.2 Emergency evacuation drills shall also be conducted at least semi-annually.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

HSE.5 Evacuation Requirements HSE.5.1 All applicable, legally required or recommended elements of safe evacuation shall be complied with, including all of the following elements: HSE.5.1.1 posting evacuation plans; HSE.5.1.2 installation and maintenance of fire alarms; HSE.5.1.3 Installation and maintenance of emergency lighting; HSE.5.1.4 ensuring aisles/exits are not blocked and that workers are not blocked within their workstations; HSE.5.1.5 employee education and training; and HSE.5.1.6 evacuation procedures and fire drills. HSE.5.2 Workers shall be trained in evacuation procedures. HSE.5.3 Alarm systems shall be regularly tested and evacuation drills shall be undertaken at least annually. HSE.5.4 The emergency evacuation procedure (EEP) includes procedures for notifying local community authorities in case of accidental discharge or release of chemical/waste products or any other environmental emergency.

Referenzdokumente:

VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

ER.6 Employment Management Systems / Skills Development Training ER.6.1 Employers shall have written policies and procedures and implement practices that encourage ongoing training of all categories of workers with the goal of raising or broadening skills in order to advance in their careers within the workplace or beyond. ER.6.2 The policies and procedures should include how workers will be informed of training opportunities, eligibility requirement for participation, if the training will be compulsory or voluntary, if it will take place during or after working hours, and if the training time will be compensated.

Referenzdokumente:

I. EMPLOYMENT RELATIONSHIP (ER)

Excerpt from standard:

Workplace Code of Conduct and Compliance Benchmarks EMPLOYMENT RELATIONSHIP: Employers shall adopt and adhere to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations. ER.19 General Compliance / Documentation and Inspection ER.19.1 Employers shall maintain on file all documentation needed to demonstrate compliance with the FLA Workplace Code and required laws. ER.19.1.1 Employers shall make these documents available to third-party assessors commissioned by the FLA and shall submit to inspections without prior notice.

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Assessment questionnaire of workplace level assessment: 6 Business license/registration SELECTYesNo Yes FSA-BF-Q6 7 Does it cover all factory premises? SELECTYesNo Yes FSA-BF-Q7 For being a member company (brand) of FLA, companies need to submit a self-assessment during the application process covering Responsible Sourcing and Production Principles of FLA. In affiliate profile section, companies need to provide information about their company including business legality. Question Number Question APQ01 Name of Company APQ02 Category for Application APQ03 Headquarter address APQ04 Company website (CSR website, if applicable) APQ05 Is the company public traded or privately held? APQ06 Total annual revenue (USD) APQ07 Annual revenue from collegiate licensing (USD) APQ08 Please list the company's brands APQ09 Which brands does the company seek to include in the FLA affiliation? APQ10 What products does the company manufacture and/or market? APQ11 In which countries does the company market/sell products? APQ12 Does the company need to affiliate with the FLA to meeting licensor requirements? (University, USMC) APQ13 Using the template provided, please upload a list of the company's owned and contracted, collegiate and non-collegiate factories sorted by sourcing country.

Excerpt from standard:

HSE.4 Permits and Certificates HSE.4.1 Employers shall at all times be in possession of all legally required and valid permits and certificates related to health, safety, and environmental issues, such as: HSE.4.1.1 Purchase and storage of chemicals; HSE.4.1.2 Fire safety inspections; HSE.4.1.3 Machinery inspections; HSE.4.1.4 Waste disposal; HSE.4.1.5 Environmental licenses/permits; HSE 4.1.6 Sanitation permits, including those required for canteens; and HSE 4.1.7 Vehicle inspection and driver permits for all employer provided transportation.

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VII. HEALTH, SAFETY, AND ENVIRONMENT (HSE)

Excerpt from standard:

"Standard hours of work remediation language includes the following: ""5. FLA-affiliated company’s Sourcing and Social Compliance teams should adhere to the FLA Principles of Fair Labor and Responsible Sourcing and address the topics mentioned below to help the factory address the issue of excessive hours: a. How to provide better order forecasts to the factories; b. Possible workshops for the factory on how to improve productivity/quality; c. Clear guidelines on how to extend shipment deadlines in case of contingencies; d. Steps that factory management must follow if OT is inevitable (steps for how to communicate with the brand’s Sourcing and Social Compliance teams); e. Clear guidelines on calculation and the setting of reasonable production targets that will not demand work beyond regular working hours or during breaks; f. Clear guidelines on how and when the factory can use subcontractors and/or temporary workers to

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Section 8