final REPORT COMPLAINT IN BANGLADESH AT FACTORY SUPPLYING Blackout, Continental Clothing, Nudie Jeans and Hessnatur
On 24 January 2014 FWF’s complaints handler in India received a complaint from a worker from a factory supplying the brands above. The complain related to the folowing labour standards of FWF’s Code of Labour Practices: ‘Legally binding employment relationship’, ‘Safe and healthy working conditions’ and ‘Payment of a living wage’.
Two workers claim getting incorrect treatment after an accident that happened at the factory. After the complaint was addressed to the factory, immediate response was given. FWF’s Audit Report of December 2013 indicates that not all workers are covered by social securities. The complaints handler is currently checking the social insurance calculations with the FWF documents inspector. FWF suggests consulting an independent doctor (paid by the FWF affiliate, not factory) to inspect the level of disablement of both workers and to clarify correct payment and compensation.
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Final REPORT COMPLAINT IN India AT FACTORY SUPPLYING mcgregor
On 3 May FWF received a complaint through it’s local complaints handler from a worker working for a factory supplying McGregor. The complaint related to the standard ‘safe and healthy working conditions’ which is part of FWF’s Code of Labour Practices.
The worker complaints that the drinking water provided to the workers is not clean. During the month of March 2014, there was water shortage for a couple of days. Workers were instructed not to wash their lunch box at the factory premises. There was no water shortage of drinking water and water in the toilet. Documents showed that the annual maintenance contract for water filters was available. Management stated that everybody in the factory drinks the same water, also them. No remediation is needed. FWF advises the factory to explain in more detail problems coming with water shortage to the workers to ensure they understand the problem and know when water supply is provided again.
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Final report of complaint in Bangladesh at factory that supplies Takko – August 2014
On 10 August FWF received a complaint through it’s local complaints handler from a worker working for a factory supplying Takko. The complaint related to the labour condition ‘safe and healthy working conditions’, which is part of FWF’s Code of Labour Practices.
The complainants called FWF’s helpline and claimed that a worker was missing after a big argument with the production manager. Workers suspected that the management of the factory abducted him. After a few days the missing worker was found and looked healthy but was fired from the factory because of his absence. The missing person and his family were not allowed to discuss with anyone about the incidence. The police office refused to provide information to FWF. At this point, FWF is not able to verify the situation.
All workers went on silence strike the same day and demanded the management to release the missing worker. During the investigation process the factory filed a court case against 93 employees, who were believed to behave violently during the demonstration. The factory also blacklisted 13 workers and put their photos up in front of the factory. The 13 workers who were blacklisted said that the factory took their photos off the announcement, but their reputation was ruined. The management requested the court not to punish the 93 workers, who are now all working at other factories. All workers were bailed out and the case will automatically expire in one year if the workers are not involved in other cases.
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final REPORT OF COMPLAINT IN BANGLADESH AT FACTORY THAT SUPPLIES TAKKO
On 22 September FWF received a complaint through it’s local complaints handler from a worker working for a factory supplying Takko. The case related to the labour standards ‘No discrimination in employment’ and ‘Occupational health and safety (related to violence against women at work)’, which are part of FWF’s Code of Labour Practices.
The complainant claimed that for the last few months she and her colleagues have been harassed by their admin officer. At the time of the complaint, the factory was taking part in a training programme on preventing violence against women. FWF’s complaints handler suggested contacting the anti-harassment committee, using the factory’s internal process to handle the issue. By October 2014 the situation had escalated. The complainant expressed mistrust of the anti-harassment committee.
On 11 November FWF informed Takko Fashion of the situation, and urged the company to contact the FWF country representative. Further FWF discussed the matter with the anti-harassment committee and factory management.
The matter was resolved amicably, with apologies from both sides, partly due to the mediation from the anti-harassment committee. The complainant worked at the factory until June 2015, when she decided to resign due to personal circumstances. In the personnel file of the complainant, a note was found in which management expressed concerned about situations of bad behaviour towards workers.
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Final REPORT OF COMPLAINT IN Vietnam AT FACTORY THAT SUPPLIES Deuter
On 14 November FWF received a complaint through a news report forwarded to FWF’s contact person for Deuter. The complaint to the labour standards ‘Employment is freely chosen’, ‘Payment of a Living Wage’ and ‘Safe and healthy working conditions’, which are all part of FWF’s Code of Labour Practice.
In November, approximately 2000 workers of two of the production sites were on strike to ask for better payment of overtime hours, better food quality and a salary increase. A report of the NGO ‘Viet Labor’ following the strike highlighted a number of issues. FWF’s worker interviewer of South Vietnam spent 3 days conducting interviews with workers outside of the production locations to verify the abovementioned points. Aside from the 2 factories mentioned in the NGO report, the investigation was conducted at 3 production sites that all produce for Deuter and fall under the same management.
FWF recommended that Deuter follow up the findings with factory management, focusing on toilet restrictions, payment system, overtime hours and the canteen hygiene. Most importantly the factory must work on strengthening the communication between workers, management and supervisors.
To verify remediation, FWF audted the production sites in September 2015. Progress was observed in all areas, although it is not always clear whether workers can talk to outsiders. Workers stated that the factory accept applicant resignations without any deduction, provided they follow legal procedures. Nevertheless, payment after resignation still takes place later than allowed by law. Overtime is paid at a rate higher than the legal requirement, but workers still work more overtime than the legal limit, and overtime voluntary agreements are signed by the line leader, and for a whole month, rather than individually. Workers confirmed that toilet restrictions were stopped after the Lunar New Year, and that the canteen subcontractor has obtained a food safety and hygene certificate. Workers also confirmed they were paid for the days they went on strike.
The production sites participated in FWF’s Workplace Education Programme in August 2015. The audits verified that comunication between workers and management improved, and that there is more awareness of the FWF Code of Labour Practices, complaints mechanism and relevant legislation. A written grievance procedure has been developed, and information about FWF’s hotline is posted in places that are convenient for workers.
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INITIAL REPORT COMPLAINT IN Turkey AT FACTORY SUPPLYING hessnatur
On 24 April FWF received a complaint through it’s local complaints handler from a worker working for a factory supplying Hess Natur. The case related to the labour standards ‘Legally binding employment relationship’ and ‘Safe and health working conditions’, which are part of FWF’s Code of Labour Practices.
Plaintiff has the condition of high blood pressure. After working at the sampling department, the managementrecently made her work at finishing department. She needs to achieve production targets and must work standing whole day. She claims that she cannot work in these conditions because of her high blood pressure. She communicated this to the management and submitted a statement of doctor about her condition; however the factory management did not accept to change her place. The case is yet to be investigated.
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final REPORT COMPLAINT IN Tunesia AT FACTORY SUPPLYING Nudie jeans
On 29 April FWF received a complaint through its local complaints handler in Tunisia of a worker, working for a factory supplying Nudie Jeans. The complaint related to the labour standards ‘Legally-binding employment relationship’ and ‘Safe and healthy working conditions’ which are part of FWF’s Code of Labour Practices.
The complainant claimed that he has only received employment contracts for 1 or 2 months. Furthermore, he was suspended from his work and the manager has threatened to not renew his contract. Finally, the worker claims that his manager shouts at and offends workers. The factory has indicated that in general there is a problem with dialogue and communication between workers and management, as well as the issue of short-term contracts, which is common in Tunisia.
Four concrete actions were outlined by factory management as a response to the complain. With regards to the short-term contracts, further remediation is necessary as the use of these contracts is widespread in the Tunisian garment sector, and therefore FWF must work together with brands and local partners to investigate the root cause and propose remediation of this issue on a national level. As a first step towards remediation, Nudie Jeans is recommended to discuss the issue of short-term contracts with factory management and communicate the desire to have this practice ended and to enroll the factory in FWF’s Workplace Education Programme.
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INITIAL REPORT COMPLAINT IN macedonia AT FACTORY SUPPLYING albiro
In May 2014, five workers from a factory in Macedonia supplying FWF member Albiro called FWF’s complaint helpline. They claimed that a new wage calculation method had pushed their wages down to below the legal minimum. They also complained about forced overtime and harassment. The investigation showed that wages had indeed dropped to below the legal minimum wage when the new wage calculation method was introduced. And while harassment and forced overtime couldn’t be proven, there were no systems in place to avoid forced overtime and the internal grievance mechanism was found wanting.
To remediate the wage issue, the factory should work with the worker committee to revise the wage calculation system. Overtime registration must be improved and a proper consent procedure implemented. The internal grievance mechanism will be improved. An audit to monitor the improvements is planned for the last quarter of 2015.
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Final REPORT COMPLAINT IN India AT FACTORY SUPPLYING mcgregor
On both 19 January and 3 May FWF’s complaints handler in India received a complaint from two workers from a factory supplying McGregor. Both complaints related to the labour standard ‘Safe and healthy working conditions’, which is part of FWF’s Code of Labour Practices.
Both workers complain that they are verbally and physically abused by the supervisor. The supervisor would shout at them. They sometimes get scolded. Factory management denies sexual harassment at its factory. FWF has conducted a verification audit to investigate this complaint on 27 and 28 June 2014. Workers informed the audit team that the mentioned supervisor has been dismissed from the factory. None of the workers complained about physical abuse both during the external and internal interviews from the time they have started working.
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FInal REPORT COMPLAINT IN India AT FACTORY SUPPLYING Triaz
On 22 June FWF reiceved a complaint through it’s local complaints handler in India, from a worker working for a factory supplying Triaz. The case related to the labour standards ‘Safe and healthy working conditions’ and ‘Legally binding employment relationship’ which are part of FWF’s Code of Labour Practices.
The complainant claimed that (s)he has been asked to clean the premises, offices etc. The plaintiff denied as (s)he felt that (s)he has been given lot of work outside the purview of his/her work duties. This denial led to an argument which ended with the plaintiff being slapped, beaten up with the broom and finally beign dismissed.
The management stated that cleaning the office would be part of the assignment of the complainant and confirmed that there had been an argument. They were hesitant to confirm that they have beaten the worker but confirmed the dismissal saying that the complainant has signed a paper stating that ‘(s)he was at fault and (s)he accepts his/her termination with the terms and conditions proposed by the management’. After two months of trying, FWF complaints handler reached the complainant who stated that (s)he holds his story true, thanked FWF for all efforts but does not want FWF to investigate further as (s)he is working at another factory premise now.
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