Fair Labor Solutions

To find out more about Fair Labor Solutions, go to our website here; http://www.fairlaborsolutions.com/

Friday, November 16, 2012

Compliance initiatives to move your program forward

If you are thinking of updating your compliance program and are not quite sure what direction to take, have a listen to this recording of a webinar I did just recently on that very subject. Contact me if you need further details.

Monday, October 22, 2012

Towards a safe, just workplace. A report by the As You Sow foundation.

I am bringing this to your attention, as the summary of the report (see below) is also a summary of what I have identified as the way forward for more effective and sustainable compliance. The full report can be accessed here

 
If you would like to implement any of these recommendations, but are not sure how to, or have limited resources, contact me.
 
As You Sow’s research finds that in order for apparel brands and retailers to continue to improve compliance both
with their codes of conduct and conditions for workers, companies should:
• put more resources into continuous improvement – working with suppliers to build management capacity, training
workers and managers on labor rights and health and safety, as well as tracking key performance indicators;
• place greater emphasis on initiatives specifically aimed at empowering workers;
• integrate factory compliance performance into compensation for executives in headquarters. Evaluating executives
on working conditions in factories throughout the supply chain brings attention to workers to center stage;
• analyze their purchasing practices to assess if internal policies could be exacerbating compliance violations and
commit resources to improve those practices;
• develop more sophisticated technology to track the resolution and recurrence of compliance violations; and
• increase detailed public reporting on specific supply chain audit findings and remediation actions.

Regards
Wally


Sunday, September 9, 2012

Join my Webinar



 Here is a link to a webinar I am hosting about labor compliance. It is on Thursday, Sept. 20th 2012
 
Time: 8 am Pacific | 11 am Eastern
 
Please join me if you can.



Key discussion points:

  • How to increase supplier involvement and ownership
  • Setting up audit scope: social and fair labor, environmental, workplace health and safety
  • Developing management system assessments to understand root cause
  • Managing Vendor Compliance program
  • Building an approach for Sustainability
  • Brand Collaboration to share results

Monday, July 23, 2012

Recent Olympic merchandise claims.

In a recent report, The Daily Telegraph discovered that machinists were working up to 10 hours a day, six days a week, to produce the official Olympics merchandise that thousands of fans will buy in stores throughout Britain.

Living in squalid conditions, workers said they earned a basic salary of $61 (£40) a month for working eight hours a day, six days a week, plus a $5 allowance for health care. They said they could take their wages up to $120 (£78) by increasing their hours to 10 per day.
Adidas insisted on Friday that workers at the factory made an average of $130 a month, and would get a pay rise later this year, along with other garment industry workers.

A spokesman for Adidas confirmed that the Phnom Penh factory produced Olympic "fanwear" but denied that the workers' pay and conditions were in breach of the organising committee's standards.
"Adidas is confident we comply with all Locog standards. Workers at the factory earn an average of $130 a month, which is well above the minimum wage," he said.

A Locog spokesman said: "We understand that the Shen Zhou factory is part of the International Labour Organisation labour rights programme, which means that it is inspected."

In this case, Locog are correct. The daily Telegraph is correct and Adidas are also correct. So what is the issue?

Well, if you go into the ILO/better Work web site, you will see that the above hours of work and overtime claims are legal. Adidas is working in a factory that meets the ILO core conventions.

However, they also have statistics such as these;
  • 97% of factories audited in the last 6 months are out of compliance with overtime restrictions.
  • During  the  reporting  period, garment  factories  experienced  27  strikes  involving  36,053 workers. This represents approximately a doubling of the number of strikes and the number of  workers involved as compared to the last reporting period.
Couple this with the reports of late about workers fainting in factories, clearly all is not well.

Take a good look at the better factories report, especially if you are working in Cambodia. It makes good reading.

Thursday, June 28, 2012

Sourcing practices at odds with compliance goals

This story from the Financial Times gives a bit more information about Nike's assertion that their business practices can exacerbate a factory's ability to meet compliance goals.

http://www.ft.com/cms/s/0/d609cf9e-a434-11e1-84b1-00144feabdc0.html#axzz1z67lVImy

If Brands are really interested in making improvements to working conditions in their supply chain, they need to take a long hard look at their own sourcing practices.
Maybe if I say this long enough and loud enough, someone might take notice.

Wednesday, June 6, 2012

1000 workers riot in Foxconn factory.


I was having dinner last night with a good friend who's opinions I value. He said that I come across in this blog as a bit of an Apple hater and that I should tone it down.  If anyone else thinks this then I apologize. Apple is no worse than any other US brand making in China. My goal here is not to vilify Apple so much, rather it is to point out some obvious inadequacies in their Labor Compliance process.

Unless they focus on Root Causes, and Yes, that might mean taking a good look at their business practices, the improvements they say they will make will not happen anytime soon.
In a a recent article about 1000 workers in a Foxconn factory rioting, workers said the improvements promised are not happening. Whilst the reason for the riot was not labor related, tensions between management and workers remain high.

Here's a report from the Guardian outling recent investigations from SACOM, an NGO in Hong Kong

http://www.guardian.co.uk/technology/2012/may/30/foxconn-abuses-despite-apple-reforms?newsfeed=true

I reiterate that unless Apple, or any other company engaged in Labor Compliance understands the probable impact that their business practices and sourcing decisions have on a factory's ability to meet their compliance objectives, they will fail to deliver on their promises.
Regards
Wally

Wednesday, May 30, 2012

Labor unrest continues in China and Cambodia.

Here are two reports from this month, one in China http://www.rfa.org/english/news/china/death-05292012103808.html and one in Cambodia, see below.  Both reports are from Radio Free Asia.

Heavy handedness by factory management and local police were a factor in both protests getting out of hand. Low wages, and non payment of wages also seem to be the trigger.

Thousands Protest Garment Factory Conditions

2012-05-21
On their third straight day of protests, Cambodian workers take their demands to the government.


Some 3,000 employees of a textile factory in Cambodia’s capital of Phnom Penh gathered to demand better working conditions on Monday, in one of the largest recent strikes to hit a garment industry plagued by complaints of low wages and few protections for labor rights.
On the third day of their strike, workers from the Chinese-owned SL Garment Processing Cambodia company’s two factories in the outskirts of Phnom Penh took their protest downtown, gathering in front of the Social and Labor Ministry building in the capital.
The protesters said they were determined to continue the mass strike until they receive better working conditions, benefits, and protection of their rights.
“If we don't have a solution, what will we do next? We will struggle until we can see a solution,” one worker shouted at the protest.
The demands are not an unusual refrain in the country’s garment factories, which are the country’s largest employers and hire more than 300,000 people, mostly women.
Art Thun, president of the Coalition of Cambodian Apparel Workers' Democratic Union, said the company should address the workers’ concerns.
“They will go to negotiate right at the factory, since whether or not the factory owner agrees [to their conditions] they still need to seek a proper solution for the workers. The owner can't avoid responsibility for this matter,” he said.
The factory’s management has condemned the strike as illegal and warned protesters not to try to take over the factory buildings.
“Don’t take any action to incite or lead workers to block the entrance gates to the SL factory companies,” a member of the management company shouted to the strikers through a loudspeaker.
Strikes and protests are not uncommon at textile factories, where laborers often work long shifts for little pay.
In February, protests by two thousand workers at the Chinese-owned Manhattan Textile and Garment Corp’s factory in southeastern Cambodia’s Kampong Cham province turned violent when workers blocked a national highway and vandalized the factory.
The industry has also been rocked by nearly a dozen incidents of mass fainting in the past year. The faintings are mostly blamed on workers' poor health, bad ventilation in the workplace, or exposure to dangerous chemicals, although some factory managements have disputed this.
Reported by Uon Chhin for RFA’s Khmer service. Translated by Taing Sarada. Written in English by Rachel Vandenbrink