Improving factory safety in Bangladesh through collective action

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Summarize by :
AKM Enayet Hossain
House # 28 (New), Road # 15 (New)
Apartment : Ashiana E Rowshan, Flat : 3 C
Dhanmondi R/A, Dhaka-1209, Bangladesh
Cell Phone: +88 01713013169
e-mail:enayet65@yahoo.com

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In Brief:
The Alliance for Bangladesh Worker Safety was founded by a group of North American apparel
companies and retailers and brands who have joined together to develop and launch the Bangladesh
Worker Safety Initiative, a binding, five-year undertaking that will be transparent, results-oriented,
measurable and verifiable with the intent of improving safety in Bangladeshi ready-made garment
(RMG) factories. Collectively, these Alliance members represent the overwhelming majority of North
American imports of RMG from Bangladesh, produced at more than 650 factories.
The Alliance provides apparel companies and retailers the unprecedented opportunity to come
together and put forward concrete solutions to issues that impact the global apparel and retail
industries. The current group of 27 includes the following companies: Ariela and Associates
International LLC; Canadian Tire Corporation, Limited; Carter’s Inc.; The Children’s Place Retail Stores
Inc.; Costco Wholesale Corporation; Fruit of the Loom, Inc.; Gap Inc.; Giant Tiger; Hudson’s Bay
Company; IFG Corp.; Intradeco Apparel; J.C. Penney Company Inc.; Jordache Enterprises, Inc.; The
Just Group; Kate Spade & Company; Kohl’s Department Stores; L. L. Bean Inc.; M. Hidary & Company
Inc.; Macy’s; Nine West; Nordstrom Inc.; Public Clothing Company; Sears Holdings Corporation;
Target Corporation; VF Corporation; and Wal-Mart Stores, Inc.; YM Inc.
Supporting associations include: American Apparel & Footwear Association, BRAC, Canadian Apparel
Federation, National Retail Federation, Retail Council of Canada, Retail Industry Leaders Association,
and United States Association of Importers of Textiles & Apparel. In addition, Li & Fung, a major
Hong Kong-based sourcing company which does business with many members of the Alliance, will
serve in an advisory capacity.
Objective :
As leaders in the apparel industry, Alliance understand the complex challenges that surround the
garment industry in Bangladesh. Many organizations have worked individually to improve safety and
training for garment workers. Bangladesh garment industry (which employs millions of workers,
roughly 80 percent of whom are women) provides invaluable economic opportunity in the country.
Collective effort may improved safety record of Bangladeshi factories it’s can prevent future
tragedies by consolidating and amplifying of individual efforts to bring about real and sustained
progress. To this end, Alliance for Bangladesh Worker Safety has intiated. These efforts constitute a
binding, five-year undertaking that will be transparent, results-oriented, measurable and verifiable.
What Alliance Do :
01. Standards & Inspections
02. Remediation
03. Worker Empowerment
04. Worker helpline
05. Training
06. Sustainability/Capacity Building

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Standards & Inspections
Objective
The Alliance is committed to conducting factory safety assessments in all ready-made garments
(RMG) factories producing for its members in Bangladesh. These assessments, conducted by
independent Qualified Assessment Firms (QAFs), provide factory owners with a technical
understanding of the fire safety and structural concerns related to their facilities, and prompt action
plans that aim to systematically and sustainably improve safety conditions for garment workers.
Strategic Initiatives
Aligned Fire Safety and Structural Integrity Standard
The Alliance Fire Safety and Structural Integrity Standard was developed collaboratively by a group
of technical experts from the Alliance for Bangladesh Worker Safety and the Bangladesh Accord on
Fire and Building Safety (Accord). To help ensure consistency in the countrywide evaluation of RMG
factories, the technical requirements of the Alliance Standard have been harmonized with the
requirements of the factory assessment guidelines developed by Bangladesh University of
Engineering and Technology (BUET) for the NTPA. Throughout this process—facilitated by the ILO—
input was incorporated from factory owners in the Bangladesh RMG industry, professors from BUET,
and other technical experts. In alignment with the NTPA, the Standard is founded on the
requirements of the 2006 Bangladesh National Building Code (BNBC), with the minimum number of
stronger requirements where deemed necessary and practical.
Factory Inspections
The Alliance Assessment Protocols for Initial Fire Safety and Structural Integrity for Existing Factories
were drafted to provide clear guidance and technical requirements for how assessments should be
conducted and findings reported, and by whom. The Assessment Protocols define the scope and
duration of assessments, the assessment and reporting requirements and process, involvement of
workers and unions throughout the process, and procedures for responding to severe safety risks
that may be found. All QAF engineers conducting assessments on behalf of Alliance members are
required to follow the protocols outlined in this operational guide. Upon completion of the
inspections, the QAFs enter the findings and evidence into the Fair Factories Clearinghouse (FFC).
The resulting reports are then quality checked, submitted to the factories, and posted on the
Alliance website (link to inspection report page). If a factory is shared with the Accord, the Alliance
will not duplicate inspections already completed by the Accord, and will instead accept and use the
Accord inspection reports and Corrective Action Plan (CAP) to track factory progress.
Member Sourcing Policies
The decision to reduce or terminate production with a factory ultimately resides with each Alliance
member, in its unilateral business discretion. However, as stated in the Alliance Members
Agreement, it remains the ultimate goal for Alliance members to utilize factories that meet the
Alliance Standard. Since the inception of the Alliance, members have been required to register all
factories from which they are currently producing – factory names are released publicly each month
on the website (include link). Based on initial inspection reports, factories are then approved by the
Alliance for production, with Alliance members agreeing not to source from factories that have not
been approved. Factory approval is subject to change after the initial inspection given that building
safety is dependent on many factors, including: development and approval of an achievable
Corrective Action Plan (CAP); and follow-up on each CAP item with remediation and final
confirmation of non-compliance closure.

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Remediation
Objective
After an inspection takes place and attention shifts to remediation, the Alliance works with factories
to appropriately address safety violations. The intent of the Alliance remediation program is to
substantially improve structural integrity, electrical and fire safety by guiding factories through the
Corrective Action Plan (CAP) process to ensure credible and compliant upgrades. The Alliance also
commits to providing compensation to workers that have been negatively impacted by factory
closure, and to addressing financial obstacles to remediation such as access to loans and reductions
in tariffs on remediation equipment.
Guiding Remediation with Corrective Action Plans
After receiving inspection reports, each factory enters the remediation phase. Some items can (and
need to) be addressed immediately, but some items (such as sprinkler installation and structural
retrofitting) can take over a year to complete. Remediation continues until the factory closes all non-
compliances in its Corrective Action Plan (CAP), at which time the factory will undergo a final
inspection.
It is important to note that all factories will need to continue undertaking measures to maintain
safety after the final inspections have been completed, including improvement of lower-risk safety
items over time, scheduled maintenance of equipment and installed systems, and on-going training
of technical staff. The Alliance will work with members to ensure that the factories from which they
source remain compliant with the Alliance Standard during the lifetime of the initiative.
Access to Finance
Remediation is estimated to cost approximately $250,000 to $350,000 per factory on average, and
many factories will require external financing to make the necessary safety improvements. Due to
prohibitive factors within such Bangladesh – such as high interest rates – many factory owners
lacked access to affordable finance during the early stages of remediation. The Alliance is

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determined to improve access to finance for Alliance factories and has created several opportunities
for financial support.
Member Commitments: Bilateral Loans
Individual Alliance members have already committed to providing a combined total of $100 million
in financing to factories in their supply chains through direct loans, loan guarantees and other
supplier financing.
International Finance Corporation (IFC): Access to Low-Cost Loans through Local Banks
The Alliance has partnered with the IFC to provide financing to local banks to increase lending to
garment factories as they undertake remediation. This partnership with the IFC, the first of its kind,
will provide a total of $50 million in low-cost, long-term financing. Five banks in Bangladesh will each
receive $10 million from the IFC to make low-cost loans to factory owners undertaking safety
repairs. This facility will offer factory owners lower interest rates and longer payback periods,
dramatically lowering the risk of borrowing money. In addition to playing a catalyzing role in
establishing this facility, the Alliance has directly contributed $250,000 to fund its operation.
USAID Development Credit Authority (DCA): Increasing SME Access
The Alliance worked with DCA to create a facility targeting smaller factories which may not be
eligible for the IFC program. This facility will make $18 million in financing available to small- and
medium-size, export-oriented factories. The partnership marks the first time that a DCA credit
facility was established directly with an industry coalition. DCA will work with two local banks to
extend credit to factories. Loans will only be available to factories that have already undergone an
inspection and have a CAP in place. The Alliance contributes $1.5 million to the risk-sharing facility.
The net effect of both facilities will be to reduce the cost of credit for Bangladesh factories from 18
percent to less than 7 percent. As these financing facilities are launched, the Alliance team in
Bangladesh has also been training the banks currently lending to garment factories on the
remediation and corrective action plan process, while providing insights into the cost of addressing
fire safety and building structural issues. The Alliance will provide technical support to the banks
going forward, as they make additional loans to factory owners.
Worker Compensation
No worker in the ready-made garment sector in Bangladesh should have to put him- or herself at risk
in order to earn a living. In line with our commitment in this regard, the Alliance works with factory
owners to pay 50 percent of workers’ salaries for up to four months when workers are displaced due
to closures for safety risks or remediation. Payments are disbursed through the Worker
Displacement Fund. Since beginning our work, the Alliance has made payments to more than 6,000
displaced workers.

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Worker Empowerment
Objective
Workers are critical in driving and sustaining workplace safety—and in order for them to play an
active role, they must be supported by worker representative structures and communication
channels that are trusted, credible, and effective. The Alliance is committed to providing factory
workers with the opportunity to voice safety concerns, and to ensuring and supporting the
establishment of (democratically-elected) Safety Committees in accordance with the Bangladesh
Labour Rules.
The Alliance currently has two initiatives focused on empowering workers to voice safety concerns
so that they can be addressed.
Alliance Worker Helpline
The Alliance Worker Helpline—Amader Kotha in Bangla—is a 3rd party reporting channel that allows
workers to anonymously report safety concerns so that they can be addressed in a timely manner.
The Helpline offers an innovative approach to workplace problem solving that enhances
communication between factories and workers in the Bangladesh RMG sector. Workers use mobile
phones to report safety (and other) concerns to Amader Kotha, and reach trained Helpline staff 24
hours a day, 7 days a week. The collected information is then shared with and validated by factory
managers. Any serious safety concerns are verified by Alliance engineers. In the event that action is
necessary, factories respond to the issues raised by workers, and the Helpline staff inform the callers
of the action(s) taken. The result is a communication channel that improves factories’ awareness of
safety and worker issues, preserves worker confidentiality, and allows workers to gain confidence
that their concerns will be heard—and acted upon.
Safety Committees
The Alliance Member’s Agreement includes a commitment to support the establishment of
democratically elected worker representative structures where occupational safety and health issues
can be identified, communicated to management, and effectively addressed in all factories
producing for Alliance members. The new Bangladesh labor law requires factories to establish
occupational safety and health committees, and released the accompanying labor regulations in
September 2015.
The Alliance is partnering with the ILO / IFC Better Work program to conduct a safety committee
pilot in 12 Alliance factories. The Alliance is also partnering with other local training experts to
develop training for safety committee members. Based on the learning’s from this pilot and efforts
of other initiatives, the Alliance will develop an approach to facilitate the establishment and support
of safety committees in all factories producing for its members.

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Workers Helpline
The Alliance is committed to providing factory workers with the opportunity to voice safety concerns
so that they can be heard and acted upon in a timely manner. The Alliance Worker Helpline—
Amader Kotha (“Our Voice”) in Bangla—provides workers with a reliable 3rd-party reporting channel
that will allow them to raise safety concerns anonymously. The Helpline was first piloted and
launched in July 2014, and has received thousands of calls from workers.
How the Helpline Works
The Alliance Worker Helpline is a new, innovative approach to workplace problem solving that
enhances communication between factories and workers in the Bangladesh Ready-Made Garments
sector. Features of how the Helpline is implemented are outlined below:
 Learn: Workers are introduced to the Helpline as part of the Basic Fire Safety Training
(required of all factories). During this training, the Helpline is presented as one of the
communication channels that workers can use to report safety concerns, a demonstration call
is made, and workers are given Helpline cards (with the number) so that they can call the
Helpline on their own.
 Call: Workers use mobile phones to report safety and other concerns to Amader Kotha—
where they can reach trained Helpline staff 24/7 through a toll-free number. The Helpline
staff collect key information from the caller (including whether they want their identity to be
disclosed), so that they can determine how to route the call.
 Validate & Resolve: Helpline staff share the information received from callers with designated
factory managers, which allows factories the opportunity to respond to issues immediately.
Serious safety concerns are shared with Alliance technical experts, who investigate and
ensure resolution of the issue. In the event that action is necessary, factories respond to the
issues raised by workers.
 Report back: Helpline staff close the loop by reporting management’s response and/or action
taken back to the original caller.
 Assess & Refresh: Interactive Voice Response (IVR) surveys are used to assess workers’
satisfaction and Helpline usage patterns, and to identify opportunities to improve awareness
and implementation of the Helpline.
The result is a communication channel that improves factories’ awareness of safety issues and
worker concerns, draws attention to opportunities to improve internal communication, and can
increase confidence among workers in management’s commitment to hearing and responding to
their concerns.
Helpline Partners
The Alliance is working with the following organizations to implement the worker helpline:
Clear Voice promotes effective grievance mechanisms and creates worker hotlines in supply chains.
Clear Voice bridges the business need for pragmatic, real-world solutions and the obligations of
companies defined by the UN Guiding Principles on Business and Human Rights. Clear Voice is
currently supporting projects in East Asia, South Asia, Latin America and the United States. Clear
Voice is a project of The Cahn Group, LLC, a leading corporate responsibility consultancy.

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Phulki is one the oldest and most highly respected NGO’s working in the Ready Made Garment
sector in Bangladesh. Beginning with its groundbreaking work with factory managers to establish day
care facilities for the children of working women, Phulki continues to promote the betterment of
women in numerous ways through training, assessments and the implementation of innovative
programs. The organization has years of experience supporting the efforts of international brands to
establish and operate communication systems and problem solving mechanisms in factories.
Good World Solutions is the industry leader in mobile worker engagement. Good World leverages
the power of over 6.8 billion mobile subscriptions globally to connect directly with workers in a new
way that’s reliable, affordable, and scalable. Since 2010, its award-winning Labor Link tool has
reached more than 95,000 workers in 12 countries. By increasing transparency in global supply
chains, Good World delivers real-time data to companies and gives voice to workers that
manufacture our clothing and electronics.
Training
The Alliance's Commitment
Every worker has a role to play in improving factory safety conditions and protecting her- or himself
and others in case of an emergency. The Alliance for Bangladesh Worker Safety is committed to
providing training for workers and management in 100% of Bangladeshi RMG factories producing for
Alliance members by July 10, 2014. In light of recent tragedies and limited knowledge and awareness
of fire safety practices, our first focus is on fire safety.
The current training is focused on what was perceived to be a pressing priority across the industry:
equipping all factory members (workers, supervisors, guards, and management) with basic
knowledge and skills related to fire safety.
In addition to the current module on basic fire safety, the Alliance is planning to develop future
training modules that will focus on:
 Technical adherence to the Alliance Standard for Fire Safety and Building Integrity;
 Specialized training for key groups (e.g. guards, contractors, worker safety committee
members);
 Integration of fire and building safety training and practices into factory management
systems;
 Establishment and empowerment of democratically-elected worker safety committees

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Focus on Fire Safety
Our first training module aims to equip workers and management with fundamental knowledge and
awareness about basic fire prevention, fire protection, and emergency evacuation. (This training
does not focus on fire fighting.) In addition to fire safety content, the training covers roles and
responsibilities specific to workers and management, and suggested communication channels and
worker representation structures for reporting fire hazards and incidents.
Training Implementation
The Alliance Basic Fire Safety Training is implemented through a Train-the-Trainer approach: 43
trainers from local worker NGOs and 3rd party organizations have been selected and approved by
the Alliance to train factory representatives (management and workers), who are responsible for
creating training action plans, delivering the training to their entire workforce and integrating it into
their training and orientation programs. The in-factory training is highly participatory, can be
completed within 3 hours, and should be delivered to no more than 30 workers at a time (to
maintain a high level of participation). Training materials (flip-charts, handouts, etc.) are designed to
be easily understood by workers with a low literacy level, containing primarily pictures.
Tracking and Enabling Progress
The Alliance’s training team and 3rd party trainers partners continue to follow up with factories after
they attend the TOT training to ensure that factories have the resources they need to make progress
on their training action plans. They do this through:
Spot-checks: To ensure that in-factory training is conducted in a timely and effective manner
(and according to factories’ training action plans), factory training representatives submit weekly
progress reports and Alliance training staff conduct spot-checks (unannounced observations) of
in-factory trainings. These spot-checks intend to verify whether training is taking place as
factories are reporting it, to observe the effectiveness of the factory training representatives, and
to learn about challenges or innovations of each factory.
Support Program: Any factories that fall behind or seem to be having trouble implementing the
curriculum through their designated factory training representatives receive additional on-site
support from approved 3rd party trainers.
Impact Evaluation
With its worker baseline survey Alliance has created a baseline against which regular follow-up
surveys will be compared to assess the impact of training and other programmatic activities. These
impact surveys will be conducted using the same methodology that was used to conduct the
baseline assessment: workers are chosen randomly, and answer a set of illustrated questions on
tablets as a 3rd party facilitator guides them through the survey question and answer options.
The questions test workers’ knowledge, awareness, and experience regarding health and safety—
and fire safety, in particular. Results for the first impact evaluation are expected beginning July.
Sustainability/Capacity Building
The Alliance for Bangladesh Worker Safety (Alliance) is committed to a strong, stable, and
democratic Bangladesh – a Bangladesh that grows and flourishes with a safe and secure ready-made
garment (RMG) sector. The Alliance and its partners will continue to work with the government of
Bangladesh, donor governments, and other stakeholders to address the long-term needs of
Bangladesh to meet its governance and capacity challenges.

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The government of Bangladesh is responsible for the oversight of the industry and the enforcement
of laws, regulations, and policies, but all stakeholders have an important role in ensuring the safety
and security of the sector. As a result of the concerted efforts of all stakeholders to date, the
government, garment factory workers, trade unions, and garment factory owners have greater
knowledge, skills, and resources to address fire, electrical, and building safety issues.
The Alliance will continue our efforts to coordinate and collaborate effectively with all groups
committed to bringing about the sustainable transformation of the garment sector in Bangladesh.
F A Q
What is the Alliance ?
The Alliance is a group of 26 global apparel companies, retailers and brands that recognized the
urgent need to rapidly improve working conditions for garment industry workers and have joined
together to help improve worker safety in Bangladeshi ready-made garment (RMG) factories.
What is the goal of the Alliance ?
The Alliance is focused on systemic and sustainable improvements in fire, structural and electrical
safety within Bangladesh’s garment factories. We are seeking to ensure that garment workers work
in safer environments.
Will factory inspection findings be made public ?
Yes. Member companies make inspection findings public via the Fair Factories Clearinghouse (FFC)
platform, and inspection summary reports will be updated monthly. This information is also being
provided to worker groups operating within the factories.
Will the Alliance help pay for factory improvements ?
Individual Member companies have committed a total of $100 million in accelerated access to low-
cost capital to help factory owners to make factory safety improvements.
Has the Alliance provided compensation to victims of factory tragedies ?
The Alliance recently organized the first Fire and Safety Expo in Dhaka, all proceeds of which were
donated to the ILO’s Rana Plaza Donors Trust Fund, established to assist victims of the Rana Plaza
tragedy. Additionally, several individual Member companies have made substantial contributions to
the Bangladesh Humanitarian Fund, administered through BRAC USA. This fund will be directed to
three specific programs, including the ILO Rana Plaza Donos Trust Fund.
Are workers protected if they feel their factory is unsafe ?
Yes. Alliance Members require that all factories from which they source respect the right of any
worker to refuse work due to imminent safety concerns, and that such worker shall be protected
from undue consequences.
Will Alliance Member companies source from a factory that fails safety inspections ?
signing the Alliance Membership agreement, our Member companies have committed to sourcing
from factories that meet or are making good progress towards meeting the Alliance Building & Fire
Safety Stand. For remediation of factories that Alliance inspectors deem unsafe, we follow the
process established by the National Tripartite Committee (NTC), which requires that any factories we
recommend for immediate closure be reviewed by a Panel of Experts for a thorough analysis and

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recommendation. If and when Alliance inspectors identify safety concerns that constitute a severe
and imminent risk to workers, they immediately notify the factory owner, Alliance Member(s)
sourcing from the factory, and Alliance staff to ensure worker safety and notify the NTC’s Panel of
Experts.
At the same time, Alliance Members are committed to working with factories that ensure a safe
working environment. Alliance Members are able to access and review factory safety inspection
reports and remediation plans through the Fair Factories Clearinghouse (FFC) database, and are
tracking progress on implementing recommended safety measures through the FFC and regular
interaction with their factories.
Is the Alliance legally binding ?
Yes. Membership to the Alliance is a five-year commitment – and the agreement and its terms that
are legally binding on all of its Members. The Alliance Board of Directors – chaired by an
Independent Director – has the authority to seek binding arbitration against any Member who does
not satisfy its obligations under the agreement, and to publicly expel them for failure to abide by
other commitments set forth in the Members Agreement.
To what extent is the Alliance committed to pay workers’ wages ?
We recognize that there is a need for investment at every level of the garment industry in
Bangladesh. The Alliance has committed nearly $50 million to a worker safety fund, comprised of
member dues. Ten percent of this fund is earmarked for a Worker Compensation Fund, which is
administered by BRAC and will be used to support all workers displaced as a result of the closure and
remediation of factories. This will provide for 50% of workers’ wages—with the other 50% supplied
by factory ownership—for up to two full months.
In addition to this, we’ve also made an additional $100 million available in affordable access to
capital to help factories implement safety upgrades.
Does the Alliance have a protocol for receiving and resolving ethics complaints ?
The Alliance has an Integrity Program to ensure ethical practices and compliance with applicable
laws in the implementation of our work in Bangladesh and internationally. This program includes a
hotline, hosted by third party provider Ethics Point – reports are submitted to Ethics Point on a
confidential and anonymous basis (if so chosen) and sent to the Alliance Compliance Committee,
which comprises only independent observers (that have no affiliation with Alliance members).
For General information: info@afbws.org
*NOTE : Alliance (for Bangladesh Worker Safety) is much more wider than above presentation.
Ref. http://www.bangladeshworkersafety.org/............................................ENAYET
>>> END <<<

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Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

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In Brief:
The Accord on Fire and Building Safety in Bangladesh (the Accord) was signed on May 15th 2013. It is
a five year independent, legally binding agreement between global brands and retailers and trade
unions designed to build a safe and healthy Bangladeshi Ready Made Garment (RMG) Industry.
The Accord has been signed by over 200 apparel brands, retailers and importers from over 20
countries in Europe, North America, Asia and Australia; two global trade unions; and eight
Bangladesh trade unions and four NGO witnesses.
The agreement was created in the immediate aftermath of the Rana Plaza building collapse that led
to the death of more than 1100 people and injured more than 2000. In June 2013, an
implementation plan was agreed leading to the incorporation of the Bangladesh Accord Foundation
in the Netherlands in October 2013.
The agreement consists of six key components:
1. A five year legally binding agreement between brands and trade unions to ensure a safe
working environment in the Bangladeshi RMG industry
2. An independent inspection program supported by brands in which workers and trade unions
are involved
3. Public disclosure of all factories, inspection reports and corrective action plans (CAP)
4. A commitment by signatory brands to ensure sufficient funds are available for remediation
and to maintain sourcing relationships
5. Democratically elected health and safety committees in all factories to identify and act on
health and safety risks
6. Worker empowerment through an extensive training program, complaints mechanism and
right to refuse unsafe work.
What Alliance Do :
01. Inspection
02. Remediation
03. Worker Participation & Training
Inspections
All factories producing for Accord signatory companies are subject to independent inspections on
fire, electrical and structural safety.
Factories are inspected against the Accord Building Standards, which are largely based on the
Bangladesh National Building Code and the product of discussions facilitated by the ILO between the
Accord, the National Tripartite Plan of Action, and the Alliance for Bangladesh Worker Safety
(Alliance).
The initial inspections were conducted by international engineering firms contracted by the Accord.
After each inspection, the engineers provide inspection reports with findings and remedial actions
with recommended timelines. A team of permanent Accord staff engineers and case handlers
support and monitor safety remediation throughout the five year program.
In cases of inspections which identify immediate and critical danger due to weaknesses in the
structural integrity of the building, the Accord CSI requires Accord companies to ensure the owner
evacuates the building and stops Accord company production until it is determined the building is
safe for re-occupancy. The CSI simultaneously requests the Bangladesh government to order the

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evacuation of the building until additional strength testing has taken place or immediate remedial
measures are taken.
Inspection reports are publicly available on the Accord’s website in English and Bangla and include
pictures of findings. The CSI, as he determines, shall publicly disclose factories that are not making
the necessary improvements in the required timeframes. The CSI will periodically report on remedial
progress for all factories.
Remediation
Once the initial inspections of a factory have been completed, the Accord and signatory companies
facilitate the remediation process. The inspection reports are shared with factory owners, the
relevant Accord signatory companies and worker representatives.
The factory owner and the companies develop a Corrective Action Plan (CAP) that details what
remedial actions will be taken with clear timelines and a financial plan signed off by each party. In
order to induce factories to comply with upgrade and remediation requirements of the Accord
programme, participating brands and retailers will negotiate commercial terms with their suppliers
which ensure that it is financially feasible for the factories to maintain safe workplaces and comply
with the remediation requirements.
In case of temporary full or partial closure of a factory while remediation takes place, the signatory
companies shall require their supplier factories that are inspected under the Accord programme to
maintain workers’ employment relationship and regular income for a period of no more than six
months. Failure on the part of suppliers to comply may trigger a warning notice, and ultimately
termination of the business.
The Accord has a team of case handlers who provide support in the CAP development and
implementation. They work closely with the Accord engineers who provide necessary technical
guidance, and conduct verification visits to monitor and verify corrective actions.
Worker Participation & Training
An integral component of the Accord is a comprehensive worker participation programme with
workers and factory owners. The goal of this programme is to empower workers and support factory
owners to take ownership for making and keeping their factories safe.
This includes: making an effective contribution to the inspections, monitoring and implementing
CAPs, building functioning Safety and Health Committees, having access to a credible safety and
health complaint mechanism, and being protected to refuse unsafe work if necessary.
Safety and Health Complaints Mechanism
The Accord has a safety and health complaints mechanism to remedy safety concerns which are not
being effectively addressed at the factory level. Workers and employees at Accord signatory
producing factories shall have access to this complaint system. Accord complaint handlers will
investigate and facilitate resolution of safety and health complaints received. Accord engineers will
be utilized to determine the technical requirements for correcting the submitted complaint. Factory
employees who utilize the safety and complaints mechanism will be protected from discrimination
or reprisal for submitting a complaint to the Accord. Workers can raise concerns about health and
safety risks safely, and if they choose so confidentially, with the Accord. The complaint mechanism
ensures that safety and health concerns at the factories are properly addressed and remediated, and
that the right to refuse unsafe work is upheld where necessary.

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Occupational Safety and Health Committees
The Accord will facilitate the election of genuine labour-management safety and health committees
at each factory producing for Accord brands. Building these committees and making them effective
in addressing and monitoring safety and health issues on a day- to-day basis is a central focus of the
Accord training efforts. Functioning safety and health committees are key to making sure the aims of
the Accord continue to be realised after the five year agreement and for the long term.
FAQ
What is the Accord?
The Accord is a legally binding agreement between international trade unions Industrial and UNI
Global, Bangladesh trade unions, and international brands and retailers (Companies). International
NGOs, including the Clean Clothes Campaign and the Workers’ Rights Consortium, International
Labour Rights Forum and Maquila Solidarity Network are witnesses to the agreement. The
International Labour Organisation (ILO) acts as the independent chair.
What is the aim of the Accord?
The aim of the Accord is the implementation of a programme for reasonable health and safety
measures to ensure a safe and sustainable Bangladeshi Ready Made Garment industry for a period
of five years.
How will the cost of structural repairs be funded?
Under the Accord, Companies are responsible for ensuring sufficient funds are available to pay for
structural repairs or renovations. This includes negotiating commercial terms with suppliers to
ensure that it is financially feasible for factories to maintain safe workplaces and comply with any
structural repairs or safety improvements, and where appropriate, the use of alternative means such
as joint investments, loans, accessing donor or government support.
When are the inspection scheduled?
In September 2014, the Accord completed the initial inspections of 1103 RMG factories producing
for Accord signatory companies. A new round of initial inspections of factories that were added by
signatory companies after August 2014 have started in January 2015. The Accord will continue to
inspect any new factories added to its list of factories.
The Accord is conducting follow up inspections at all factories to verify safety improvements. We
plan 2-3 visits to each factory to verify all issues.
What happens if an inspection shows that a building is unsafe?
Where a building or structure is found to pose an immediate threat to worker safety, the Accord will
recommend that the building be temporarily evacuated until such time that more in-depth tests can
be conducted, substantial weight and load is removed from the building, and/or immediate
strengthening measures are completed. In such cases, the Accord requests that the Review Panel,
established through the Ministry of Labour and Employment led National Plan of Action, be
convened. The Review Panel was established for inspections which lead to determinations that a

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building evacuation or suspension to operations is required. In order to overturn the initial
production suspension / evacuation recommendation of the inspection, a unanimous decision of the
team of 4 Review Panel engineers (1 Accord, 1 Alliance, 2 Government of Bangladesh/BUET) must be
reached.
Workers will be notified and will continue to receive salary payments while the building is repaired
to standard.
What happens if the factory owner refuses to suspend manufacturing?
If the factory owner refuses to suspend manufacturing, Company members of the Accord are
obligated to withdraw their business. Where this results in termination of workers’ jobs, Companies
will make reasonable efforts to ensure these workers are offered preferential hiring processes for
employment through other factories that supply them.
What happens if a company that has signed the Accord decides to pull out their business from
Bangladesh?
In signing the Accord, Companies demonstrate their commitment to continue sourcing from
Bangladesh for at least the five year period of the Accord.
Does the Accord recognise the Alliance for Bangladesh Worker Safety?
We urge all brands to join the Accord as it provides a tripartite, transparent, and robust governance
structure and mechanism. However, we are committed to working with all relevant stakeholders
including members of the Alliance, to ensure a safe and sustainable Bangladeshi Ready Made
Garment industry.
How would the Accord ensure that small and medium-sized Companies’ needs are represented
within the Accord?
The Accord structure takes into account that different Companies, regardless of their overall size,
source in different volumes from Bangladesh. This is reflected in the membership cost for
Companies.
All Companies have equal voting rights and election opportunities for representation on the various
working groups of the Accord.
What does the agreement between the Accord and the Fair Factories Clearinghouse cover?
The Fair Factories Clearinghouse (FFC) provides a secure platform for sharing and analysing factory
information submitted by Companies. In addition, the FFC will host and develop an online tool for
Companies to access factory-based data.
What is the Accord’s position on unauthorised sub-contracting?
Unauthorised sub-contracting is one of the many recognised challenges for the Accord and it is
impossible for the Accord alone to end the practice of unauthorised subcontracting. Where factories
of unauthorised subcontractors are identified and confirmed as supplying an Accord signatory, they
will be subject to the same process of inspection as primary suppliers.

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Contact :
Accord Office Bangladesh
12th Floor, AJ Heights,Cha-72/1/d, North Badda
Pragati Sarani, Dhaka-1212,Bangladesh
Phone:+88 02 9852093,+88 02 9852094,+88 02 9852095
*NOTE : Accord on Fire and Building Safety in Bangladesh is much more wider than above presentation.
Ref.www. http://bangladeshaccord.org.......................................ENAYET
>>> END <<<

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Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

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Back Ground :
Headquartered in Arlington, Virginia, USA with offices in Hong Kong and Bangladesh and
representatives in India and Southeast Asia, Worldwide Responsible Accredited Production (WRAP)
is an independent organization.
Objective :
A non-profit team of global social compliance experts dedicated to promoting safe, lawful, humane
and ethical manufacturing around the world through certification and education.
Principles :
1.Compliance with Laws and Workplace Regulations
Facilities will comply with laws and regulations in all locations where they conduct business.
2. Prohibition of Forced Labor
Facilities will not use involuntary, forced or trafficked labor.
3. Prohibition of Child Labor
Facilities will not hire any employee under the age of 14 or under the minimum age established by
law for employment, whichever is greater, or any employee whose employment would interfere
with compulsory schooling.
4. Prohibition of Harassment or Abuse
Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and
free of corporal punishment in any form.
5. Compensation and Benefits
Facilities will pay at least the minimum total compensation required by local law, including all
mandated wages, allowances & benefits.
6. Hours of Work
Hours worked each day, and days worked each week, should not exceed the limitations of the
country’s law. Facilities will provide at least one day off in every seven-day period, except as
required to meet urgent business needs.
7. Prohibition of Discrimination
Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job,
rather than on the basis of personal characteristics or beliefs.

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8. Health and Safety
Facilities will provide a safe and healthy work environment. Where residential housing is provided
for workers, facilities will provide safe and healthy housing.
9. Freedom of Association and Collective Bargaining
Facilities will recognize and respect the right of employees to exercise their lawful rights of free
association and collective bargaining.
10. Environment
Facilities will comply with environmental rules, regulations and standards applicable to their
operations, and will observe environmentally conscious practices in all locations where they operate.
11. Customs Compliance
Facilities will comply with applicable customs laws, and in particular, will establish and maintain
programs to comply with customs laws regarding illegal transshipment of finished products.
12. Security
Facilities will maintain facility security procedures to guard against the introduction of non-
manifested cargo into outbound shipments (i.e. drugs, explosives biohazards andor other
contraband).
Advantage of the WRAP Certification
Having a WRAP certification shows potential buyers that you are dedicated to ethical and
responsible business standards. It demonstrates that you obey the laws of your country, treat your
workers with dignity and respect, and are conscious of the impact your operation has on the
environment. The WRAP certificate is a recognized symbol of high social and ethical standards.
Certification Process
Application
A production facility submits basic information to WRAP and pays a registration fee of US$1195.
Self-Assessment
Facilities complete a self-assessment of their facility to show that they have been utilizing socially-
compliant practices for a minimum of 90 days (for new facilities; facilities seeking re-certification are
expected to have been compliant throughout their preceding certification period).
Monitoring
After submitting their self-assessment, the facility selects a WRAP-accredited monitoring
organization to audit the facility against WRAP's 12 Principles. The audit must be successfully passed
within 6 months of paying the registration fee to avoid having to re-register.

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Evaluation
WRAP will review the monitor's audit report and decide whether or not to certify the facility. If
WRAP decides not to issue a certification, the facility will be notified of the corrections that need to
be made and the monitoring firm will conduct an additional inspection. If the facility does not
satisfactorily implement the recommendations within the original six-month period, it must pay the
registration fee again.
Certification
There are three levels of WRAP certification – Platinum, Gold and Silver. The certificate issued to a
facility is determined by WRAP and depends on the extent to which the audit indicates full
compliance and management commitment to the WRAP Principles.
*All certified facilities are subject to random, unannounced Post-Certification Audits during their certification period.
Certification Levels
PLATINUM (Valid for 2 years)
Platinum certification is only available to facilities that have established an excellent track record of
commitment to social compliance with WRAP. In order to qualify, facilities must demonstrate full
compliance with WRAP’s 12 Principles for 3 consecutive certification audits, during which time there
should be no gaps between successive WRAP certifications and no non-compliances during any
WRAP audits.
GOLD (Valid for 1 year)
Gold certifications are awarded to facilities that demonstrate full compliance with WRAP's 12
Principles during an audit.
*NOTICE: Any facility that cannot show complete and accurate records regarding wages and/or working hours during
ANY audit (initial, re-certification, or post-certification) will automatically lose eligibility for Platinum and Gold
certification for their current period. This includes any violations of Principles 5 or 6 where WRAP monitors indicate
issues with record keeping or cannot verify them due to inconsistencies.
SILVER (Valid for 6 months)
A facility may request a Silver level certification if an audit finds that it is in substantial compliance
with the WRAP principles, but has minor non-compliances in policies, procedures or training that
need to be addressed. Facilities seeking certification through this route must request a Silver
certificate in writing from a WRAP office at the conclusion of their first formal audit as a certificate
will not be automatically issued. Important points to note in this regard are:
• Facilities may not have any "red flag" non-compliances such as child labor,
egregious health & safety or environmental issues, prison labor, forced or
involuntary labor, or harassment or abuse of employees.
• Facilities must demonstrate that their employees are paid at least the
minimum wage and any required overtime compensation.

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Alternatively, the WRAP Review Board may issue a Silver certificate if any of these criteria are
met:
The facility is a first-time applicant and has demonstrated difficulty in achieving full compliance or
has shown non-material non-compliances in one of these areas:
•working hours
•training and communications with employees
•payment of regular wages and overtime premiums
•any other factors that would bar the facility from being
granted a Gold certificate
The facility is applying for a re-certification, but non-material non-compliances are found during
the audit
*Special Notices for Silver Certifications:
All Silver-certified facilities wishing to renew their certification must reapply prior to the expiration of their certificate, pay a
reduced registration fee of US$895, and demonstrate improvement toward achieving Gold certification at the subsequent
audit.
A facility may be awarded no more than 3 consecutive Silver certificates. If a facility fails to achieve full compliance within
this time period, its certification will be revoked, however the facility may reapply for certification using its original
registration number following a waiting period of 6 months.
Facilities that have two successive "clean" audits will be eligible for a Gold certificate.
F A Q :
Who is WRAP ?
WRAP is an independent, objective, non-profit team of global social compliance experts dedicated to
promoting safe, lawful, humane, and ethical manufacturing around the world through certification
and education……… primary activity is factory certification program, which is the largest of its kind in
the world mainly focused on the apparel, footwear, and sewn products sectors.
Where is WRAP located?
Headquarters are located in Arlington, Virginia, USA just outside of Washington, DC. Have branch
offices in Hong Kong S.A.R., China, and Dhaka, Bangladesh, and additional representation in India
and Southeast Asia (Thailand & Vietnam).
How is WRAP funded?
To maintain it independence and credibility, this is funded solely by the registration fees paid by
factories in their certification program as well as by revenues generated through the training
program.
How is WRAP governed?
WRAP is governed by a 10-member Board of Directors, the majority of whom are required by
WRAP's Articles of Incorporation to be from outside the apparel and footwear industries.

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Facilities
Contact :
House 52 (Level 2), Road 13/C, Block E, Banani, Dhaka, Bangladesh
Tel: +880-2-883-6356
knahar@wrapcompliance.org
*NOTE: WARP (Worldwide Responsible Accredited Production) is much more wider than above presentation.
Ref.www. wrapcompliance.org……………………………ENAYET
>>> END <<<

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OEKO-TEX® Standard 1000
(Factory Certification)
Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

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Concept
OEKO-TEX® Standard 1000 is a testing, auditing and certification system for environmentally friendly
operations along the textile chain. It includes all operationally relevant areas (management,
production technologies, use of resources, quality assurance, safety precautions, social working
conditions etc.) in its examination of sustainability.
To be certified according to OEKO-TEX® Standard 1000, companies have to meet defined criteria
regarding their environmentally friendly and socially acceptable production process at all production
stages and provide proof that at least 30% of total production have already been certified according
to OEKO-TEX® Standard 100.
The company is inspected by an independent auditor from OEKO-TEX® International - Association for
the Assessment of Environmentally Friendly Textiles. The certificate is valid for three years and can
be renewed upon request.
Principles
01. Product certification according to OEKO-TEX® Standard 100
02. Compliance with national laws
03. Observance of strict specifications regarding waste water treatment and waste air
emissions /environmentally-friendly waste management
04. Use of environmentally-compatible technologies, chemicals and dyes (e.g. no
chlorine bleach)
05. Optimised energy and material use
06. Proof of quality and environmental management system
07. Workplace hygiene and work safety (low noise and dust pollution, provision of
required protection measures etc.)
08. Compliance with social criteria (prohibition on child labour, no discrimination/forced
labour, wages commensurate with performance, regulated work hours and vacation
time etc.)
Certification
A prerequisite for certification according to OEKO-TEX® Standard 1000 is compliance with the
defined
environmental and social criteria, as well as proof that at least 30% of total production is already
certified according to OEKO-TEX® Standard 100.
Environmental management systems which span across industries, such as ISO 14000 or EMAS, are
credited towards a certification according to OEKO-TEX® Standard 1000 and also support these in an
ideal manner. The same applies to already established quality assurance systems based on an
internal model or ISO 9000.
Companies with several operating locations must have each location inspected separately.

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Certification process
*Company makes an application to one of the 15 OEKO-TEX® member institutes.
*Documentation of the company's environmental situation using a strength/weakness analysis
(applicant). Preparation of an action plan to implement the required criteria (applicant/institute).
*Implementation of required measures at the company.
*Audit of operation by commissioned member institute.
*Following a successful audit, an OEKO-TEX® Standard 1000 certificate is issued for a period of 3
years.
*Company submits an annual environmental report documenting achieved and non-achieved goals
to the OEKO-TEX® auditor. This is followed by a so-called conformity audit.
Advantages for OEKO-TEX® Standard 1000 certificate
*Specially aligned to the needs of the textile and clothing industry
*Available worldwide, independent standard
*Clear and firmly defined criteria and limits
*Competitive advantages through improved image and credibility
*Marketing argument for own products
*Improved employee identification through inclusion/co-responsibility
*Cost savings through efficient production processes, relieves resources, limits emissions, keeps
waste
at minimum etc.
* meaningful combination of economic and ecological interests
*Allows for an overall statement regarding the origin of a product
(OEKO-TEX® Standard 100plus label) – across all stages
Contact :
info@oeko-tex1000.com
*NOTE: OEKO-TEX® Standard 1000 is much more wider than above presentation.
Ref.www. oeko-tex.com……………………………ENAYET
>>> END <<<

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Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

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Back Ground
The Business Social Compliance Initiative (BSCI) is a leading business-driven initiative supporting
retailers, importers and brands to improve working conditions in supplying factories and farms
worldwide.
BSCI is an initiative of the Foreign Trade Association (FTA). All BSCI participants are also FTA
members and share the FTA vision of free Trade & Sustainable Trade. To fulfill this vision, BSCI has
been given specific governance bodies through which BSCI companies are invited to actively take
part, to develop and implement an excellent system for improved working conditions in the global
supply chain, in which factories and farms are compliant with national labour legislation as well as
with ILO Conventions protecting workers’ rights.
BSCI do not have any certification scheme; they provide a system that helps companies to gradually
improve working conditions in their supply chain. Producers that meet all BSCI requirements are
encouraged to go further and achieve our best practice, the SA8000 social management certification
developed by Social Accountability International (SAI).
BSCI Offer
 One single Code of Conduct
 One single Implementation System
 Various tools and activities to support companies and producers
 For all retailers, importers and brand companies
 For all types of products
 For all sourcing countries
Benefits of BSCI
BSCI is an initiative open to retailers, importers and brands engaged in improving working conditions
in their global supply chain. The initiative is working to support buying companies to integrate the
BSCI Code of Conduct into the heart of their business practices and develop their supply chain while
respecting labour rights. In parallel, BSCI also brings direct benefits to the other actors of the supply
chain, including producers, stakeholders and ultimately, workers.
Benefits for Retailers, Importers and Brands
 One holistic and simple approach
 Improved internal management systems
 Efficient risk management
 No duplication of efforts and costs
 More leverage throughout the supply chain
 One aligned message to all producers
 Reduced audit fatigue
 Increased time and resources for improvements and remediation
 Influence on key players of the supply chain
 Opportunity to network and exchange best practices

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Benefits for Producers
 Fewer social audits
 Access to a broad network of international buying companies
 Improve internal management processes
 Focus on improvements and remediation
 Influence on key players at national level
Benefits for Stakeholders
 Advise and influence a leading initiative impacting the social compliance of 1,500+
companies
 Participate and guide improvement and remediation activities
Benefits for Workers
 Increased awareness of labour rights
 Better access to grievance mechanisms
 Improvement of working conditions
BSCI Code of Conduct
The BSCI Code of Conduct aims at setting out the values and principles that BSCI participants strive
to implement with their business partners along their supply chains. Each BSCI participant endorses
the Code of Conduct when joining the initiative.
The Highest Labour Protection
The BSCI Code draws on important international labour standards protecting workers’ rights such as
International Labour Organization (ILO) conventions and declarations, the United Nations (UN)
Guiding Principles on Business and Human Rights as well as guidelines for multinational enterprises
of the Organization for Economic Co-operation and Development (OECD). It sets out 11 core labour
rights, which participants and their business partners commit to implementing within their supply
chains in a step-by-step development approach.
01. The Rights of Freedom of Association and Collective Bargaining
Our enterprise respects the right of workers to form unions or their kinds of
worker’s associations and to engage in collective bargaining.
02. Fair Remuneration
Our enterprise respects the right of workers to receive fair remuneration.
03. Occupational Health and Safety
Our enterprise ensures a healthy and safe working environment, assessing risk and
taking all necessary measures to eliminate or reduce it.

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04. Special Protection for Young Workers
Our enterprise provides special protection to any workers that are not yet adults.
05. No Bonded Labour
Our enterprise does not engage in any form of forced servitude, trafficked or non-
voluntary labour.
06. Ethical Business Behaviour
Our enterprise does not tolerate any acts of corruption, extortion, embezzlement or
bribery.
07. No Discrimination
Our enterprise provides equal opportunities and does not discriminate against
workers.
08. Decent Working Hours
Our enterprise observes the law regarding hours of work.
09. No Child Labour
Our enterprise does not hire any worker below the legal minimum age.
10. No Precarious Employment
Our enterprise hires workers on the basis of documented contracts according to the
law.
11. Protection of the Environment
Our enterprise takes the necessary measures to avoid environmental degradation.
Social Responsibility At The Core Of Business
The Code of Conduct sets the approach undertaken by BSCI participants and their producers to
incorporate social responsibility at the core of their business.
 Code Observance
BSCI enterprise is obliged to protect workers’ rights as mandated by the law and the BSCI
Code.
 Workers' Involvement and Protection
BSCI enterprise keeps workers informed about their rights and responsibilities.
 Supply Chain Management and Cascade Effect
BSCI enterprise uses the BSCI principles to influence other business partners.
 Grievance Mechanism
BSCI enterprise provides a system to collect complaints and suggestions from employees.

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The Implementation System
BSCI “2.0” is the implementation system of the BSCI Code of Conduct. It aims at fostering improved
working conditions in the global supply chain by supporting strong internal management systems
that include responsible business practices and management of expectations all along the supply
chain.
Two Core Concepts
Two main concepts underpin BSCI 2.0 implementation and enable participants to integrate social
responsibility into business processes and relationships with their business partners:
 Due Diligence: Through BSCI 2.0, we advise companies on how to implement a systematic
risk-based approach in order to proactively identify, prevent and address adverse human
rights impacts detected in the supply chain
 Cascade Effect: As purchasing activities offer leverage for influencing social change in supply
chains, we help companies to engage with business partners at each level to maximise that
opportunity
Three Pillars of Action for a Step-by-Step Approach
BSCI drives improvements in labour conditions at producer level through three fundamental pillars:
monitoring, empowering and engaging. BSCI participants unite through the initiative and commit to
developing actions along each pillar in order to generate lasting improvements in their global supply
chains.
Engaging
BSCI engages with a wide range of local, national and international stakeholders such as
governments, business associations, buyers, suppliers, trade unions and NGOs, based on the fact
that labour issues often stem from systemic political, economic or cultural challenges in sourcing
countries. To maximise impact, BSCI uses dialogue, partnerships and joint capacity building efforts.
Monitoring
We provide a methodology to monitor factories and farms against the BSCI Code of Conduct. Many
labour issues are linked to sensitive political, economic and cultural circumstances that can be hard
to address. BSCI acknowledges that improvements take time. Full observance with the BSCI Code is
part of a long-term vision which participants and producers strive to achieve through ongoing, step-
by-step
Empowering
In order to support true implementation of the BSCI Code of Conduct, BSCI participants actively
involve their staff and their producers in the various capacity building activities proposed by BSCI in
Europe and in sourcing countries. These activities are either developed by BSCI directly or in close
partnership with other existing organisations that follow the same goal. Capacity building activities
help build the knowledge, skills and ownership required to embed BSCI requirements in the internal
policies and processes and achieve sustainable improvements in working conditions in factories and

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farms worldwide. The focus and content of capacity building are adapted to the type of audience,
the maturity level, sector, country or region.
CONTACT :
Bangladesh Representative
Daniel Seidl
German House, 1st Floor
House #10/C Road #90, Gulshan 2
1212 Dhaka, Bangladesh
Phone: +880 2 8826480, Fax: +880 2 8824858
Email: daniel.seidl@bsci-intl.org
*NOTE: The BSCI is much more wider than above presentation.
Ref. WWW. bsci-intl.org……………………………………ENAYET
>>> END <<<

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Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

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In Brief:
Primark, as a leading and expanding international clothing retailer, is committed to sourcing the
highest quality products from many countries with diverse cultures and economies. they work with
around 700 suppliers - from China, India & Bangladesh, to Turkey and Eastern Europe. Most of the
factories that make their products make for other retailers and even some luxury brands!
Primark is committed to the procurement of these products being carried out in strict accordance
with the Primark Code of Conduct which incorporates the United Nations Charter, Chapter IX, article
55. All suppliers of products to Primark will do so in accordance with this Code of Conduct. For these
purposes “Suppliers” include our contractors and suppliers of goods and services.
Primark Ethics
*How can Primark offer the lowest prices on the high street ?
Fact 01 of 03:
No expensive advertisement campaign………. Primark prefer to let their customers do the talking.
Fact 02 of 03:
Huge Volumes, low mark-ups……….Primark place large orders with their suppliers.
Fact 03 of 03:
They Design and make their clothes efficiently…….. Amazing fashion, amazing price
*Are workers making Primark clothing paid a fair wage ?
Fact 01 of 03:
Low prices doesn’t mean low wages………. Primark offer great prices by keeping their own overheads
low.
Fact 02 of 03:
They take issue of wages seriously……….Every factory is inspected carefully.
Fact 03 of 03:
Better wages better livelihoods…….. aim to help workers have better livelihoods, from earning a fair
wage and knowing their rights at work, through to managing a household budget and saving money
effectively.

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*How Green is Primark ?
Fact 01 of 03:
Primark are helping farmers grow greener cotton……….. Primark work with CottonConnect.
Fact 02 of 03:
Primark helping factories to be greener……….Primark We promote cleaner production
.
Fact 03 of 03:
They are making their stores greener…………….. Primark reduce, reuse and recycle.
*Does Primark use child labour ?
Fact 01 of 03:
Primark Code of Conduct prohibits child labour…… Every single factory is carefully audited.
Fact 02 of 03:
Primark promote children’s rights…………….Primark We raise awareness.
Fact 03 of 03:
Primark works with the experts……………… They work with international organisations & local
partners.
*Where does Primark make its cloths ?
Fact 01 of 03:
Primark source globally …… They work with expert suppliers.
Fact 02 of 03:
Every single factory is inspected……………. We take worker welfare seriously.
Fact 03 of 03:
Primark don’t cut & run……… We believe in working with our suppliers to help them improve.

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Primark Code of Conduct
The Code is a mandatory requirement and will be subject to Audit. In order to achieve this Primark
expects is Suppliers to adopt an open attitude to the monitoring activities that will be implemented
and to give all cooperation to its own and any third party auditors employed.
1. Employment is Freely Chosen
1.1 There is no forced or compulsory labour in any form, including bonded, trafficked, or prison
labour. 1.2 Workers are not required to lodge "deposits" or their identity papers with their employer
and are free to leave their employer after reasonable notice.
2. Freedom of Association and the Right to Collective Bargaining are Respected
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing
and to bargain collectively.
2.2 The employer adopts an open attitude towards the activities of trade unions and their
organisational activities.
2.3 Workers representatives are not discriminated against and have access to carry out their
representative functions in the workplace.
2.4 Where the right to freedom of association and collective bargaining is restricted under law, the
employer facilitates, and does not hinder, the development of parallel means for independent and
free association and bargaining.
3. Working Conditions are Safe and Hygienic
3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing
knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent
accidents and injury to health arising out of, associated with, or occurring in the course of work, by
minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working
environment.
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be
repeated for new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for
food storage shall be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
3.5 The company observing the code shall assign responsibility for health and safety to a senior
management representative.

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4. Environmental Requirements
4.1 Primark wishes to share its commitment to the environment with suppliers whose practices
conform to applicable environmental standards.
5. Child Labour Shall Not be Used
5.1 There shall be no recruitment of child labour.
5.2 Companies shall develop or participate in and contribute to policies and programmes which
provide for the transition of any child found to be performing child labour to enable her or him to
attend and remain in quality education until no longer a child; "child" and "child labour" being
defined in the appendices.
5.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
5.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.
6. Living Wages are Paid
6.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal
standards or industry benchmark standards, whichever is higher. In any event wages should always
be enough to meet basic needs and to provide some discretionary income.
6.2 All workers shall be provided with written and understandable Information about their
employment conditions in respect to wages before they enter employment and about the
particulars of their wages for the pay period concerned each time that they are paid.
6.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions
from wages not provided for by national law be permitted without the express permission of the
worker concerned. All disciplinary measures should be recorded.
7. Working Hours are Not Excessive
7.1 Working hours comply with national laws and benchmark industry standards, whichever affords
greater protection.
7.2 Workers shall not be required to work in excess of 48 hours per week and shall be provided with
at least one day off for every 7 days period on average.
7.3 Overtime must be on a voluntary basis, shall not exceed 12 hours a week, shall not be demanded
on a regular basis and shall always be compensated at a premium rate.
8. No Discrimination is Practiced
8.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or
retirement based on race, caste, national origin, religion, age, disability, gender, marital status,
sexual orientation, union membership or political affiliation.

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9. Regular Employment is Provided
9.1 To every extent possible work performed must be on the basis of recognised employment
relationship established through national law and practice.
9.2 Obligations to employees under labour or social security laws and regulations arising from the
regular employment relationship shall not be avoided through the use of labour-only contracting,
sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is
no real intent to impart skills or provide regular employment, nor shall any such obligations be
avoided through the excessive use of fixed-term contracts of employment.
10. No Harse or Inhumane Treatment is Allowed
10.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal
abuse or other forms of intimidation shall be prohibited.
11. Legal Requirments
11.1 Primark is committed to full compliance with the laws and regulations in each procurement
location where Primark conducts business, and will not knowingly operate in violation of any such
law or regulation.
11.2 Primark will not knowingly use suppliers who violate applicable laws and regulations
12. No Bribery or Corruption will be Tolerated
12.1 The offering, paying, soliciting or accepting of bribes or kick-backs, including facilitation
payments, is strictly prohibited. A bribe may involve giving or offering ANY form of gift,
consideration, reward or advantage to someone in business or government in order to obtain or
retain a commercial advantage or to induce or reward the recipient for acting improperly or where it
would be improper for the recipient to accept the benefit. Bribery can also take place where the
offer or giving of a bribe is made by or through a third party, e.g. an agent, representative or
intermediary. Some examples of bribes are as follows. This is not an exhaustive list: - gifts, or travel
expenses - the uncompensated use of company services, facilities or property; - cash payments; -
loans, loan guarantees or other credit; - the provision of a benefit, such as an educational
scholarship or healthcare, to a member of the family of a potential customer/public or government
official; providing a sub-contract to a person connected to someone involved in awarding the main
contract; and - engaging a local company owned by a member of the family of a potential
customer/public or government official.
12.2 Facilitation payments are small payments or fees requested by government officials to speed up
or facilitate the performance of routine government action (such as the provision of a visa or
customs clearance). Such payments are strictly prohibited.
12.3 Suppliers, representatives and their employees must comply with all applicable antibribery and
corruption laws. If no such anti-bribery or corruption laws apply, or are of a lesser standard to that
prescribed in the UK Bribery Act 2010, suppliers, representatives and their employees must adhere
to the UK Bribery Act 2010.

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12.4 Suppliers and representatives must have in place anti-corruption and bribery procedures to
prevent employees or persons associated with its business from committing offences of bribery or
corruption. Suppliers and representatives will properly implement these procedures into their
business and review them regularly to ensure that they are operating effectively.
13. APPENDIX A Definitions
Child
Any person less than 15 years of age unless local minimum age law stipulates a higher age for work
or mandatory schooling, in which case the higher age shall apply. If however, local minimum age law
is set at 14 years of age in accordance with developing country exceptions under ILO Convention No.
138, the lower will apply.
Young Person
Any worker over the age of a child as defined above and under the age of 18.
Child Labour
Any work by a child or young person younger than the age(s) specified in the above definitions,
which does not comply with the provisions of the relevant ILO standards, and any work that is likely
to be hazardous or to interfere with the child’s or young person’s education or to be harmful to the
child’s or young person’s health or physical, mental, spiritual, moral or social development.
F A Q
1. Does Primark own any factories?
Like most retailers, Primark sources the majority of its products from countries overseas such as
India, China, Bangladesh, Vietnam and Turkey. We have approximately 700 first-tier suppliers who
produce goods to our specification and design.
We do not own the companies or factories that produce our goods, but we do choose to take
responsibility for the workers in those factories, to our customers and to our shareholders, to ensure
that our products are made in good working conditions. Aproximately 98% of the factories we work
with also produce for other retailers.
2. Do you publish the list of factories that you work with?
We do not publish the list of factories that we work with because this information is commercially
sensitive.
3. Does Primark have a Code of Conduct? How strict is it?
Yes. Our Code of Conduct sets out the core principles that our suppliers must follow to ensure
products are made in good working conditions and the people making them are treated decently
and paid a fair wage. It is based upon the Ethical Trading Initiative Base Code, which is itself founded
on the conventions of the ILO (the International Labour Organisation) and is an internationally
recognised code of labour practice.

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4. Does Primark “cut and run” if suppliers do not meet its Code of Conduct?
No. We believe in working with suppliers so that they improve their performance to meet and
maintain our ethical standards. Only very rarely and as a last resort do we consider terminating a
supplier’s contract for failure to comply with our Code of Conduct.
5. Do you allow your suppliers to subcontract work out?
Our Code of Conduct expressly bans our suppliers from sub-contracting without specific consent or
agreement from Primark in advance.
6. Do workers making clothes for Primark earn a fair wage?
The Primark Code of Conduct is founded on the ETI Base Code which states that “wages and benefits
paid for a standard working week meet, at a minimum, national legal standards or industry
benchmarks, whichever is higher. In any event, wages should always be enough to meet basic needs
and to provide some discretionary income”. We require our suppliers to abide by this definition for
all workers in our supply chain including ‘piece-rate’, subcontracted, informal and home-workers.
Our programmes aim to help workers have better livelihoods, from earning a fair wage and knowing
their rights at work, through to managing a household budget and saving money effectively. We’re
also working with other organisations and retailers on what else we can do to help workers earn a
living wage, which is one that includes the total cost of living, including healthcare, food, education
and housing.
7. Does Primark train its buyers on how to purchase products ethically?
Yes. Our ethical trade team works hand in hand with our buyers and sourcing team, providing
support on a daily basis, and running dedicated training programmes so that buyers are aware of
ethical issues in the countries that our products are sourced from.
Our factory database, developed by the British Standards Institute, enables our buyers to receive a
regularly updated and detailed report of all suppliers and factories producing for their department.
The report includes information on each factory’s ethical performance, recent audit results, and any
outstanding non-compliance, along with other key sourcing data. Having integrated data like this
allows buyers to make informed sourcing decisions.
8. Does Primark have a policy on home workers?
Yes. Our suppliers are required to disclose where home working takes place in the supply chain as
part of our auditing and monitoring programme. We then visit the home working sites to talk to
home workers and learn about the conditions where home workers are based. If the home working
sites meet our standards, they will be approved for the production of Primark products.
Home working is an important source of income for many families. Often it creates economic
independence for women who may not normally go out to work due cultural norms or domestic
responsibilities.
9. Does Primark use sandblasting on any of its products?
We made a business decision in 2010 to stop using sandblasting on all our products, following
concerns about potential risks to workers' health. Throughout 2011 we worked with our buyers and
suppliers to look at potential alternative techniques that are safe and viable. During this period we

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phased out our sandblasted product. As of October 2011, Primark has fully eradicated the process
from its supply chain.
10. Does Primark use leather?
We use some leather in our products, predominantly in accessories and shoes. We are currently
working to map and assess tanneries in our supply chain.
11. Does Primark sell organic or Fair trade cotton?
We have sold organic cotton products in the past and we plan on selling organic and Fairtrade cotton
products in the future depending on market demand.
12. Has Primark signed up to Greenpeace’s Detox campaign?
Yes. Primark has long recognised the importance of reducing the environmental impact of the
manufacturing process. We have committed to work with industry and stakeholders, including
Greenpeace, to ban the use of certain chemicals from the supply chain. As part of that commitment
we have become a member of the ZDHC (Zero Discharge of Hazardous Chemicals) Group an industry
working group of major apparel and footwear brands.
Our Detox Commitment to phase out the use of certain chemicals was published in 2014, and is
supported by our Restricted Substances List.
13. Does Primark have a policy on the use of Uzbek cotton?
Primark has signed up to the Responsible Sourcing Network’s Cotton Pledge, in doing so it has
committed to not knowingly source Uzbek cotton for the manufacturing of any of its products.
CONTACT :
Need on line login.
*NOTE: PRIMARK is much more wider than above presentation.
Ref.www. primark.com/en/homepage…………………….ENAYET
>>> END <<<

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Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

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Back Ground
Sedex is a not for profit membership organisation dedicated to driving improvements in ethical and
responsible business practices in global supply Chains.
As the largest collaborative platform for sharing ethical supply chain data, Sedex is an innovative and
effective supply chain management solution, helping you to reduce risk, protect your company
reputation and improve supply chain practices.
Sedex has two main aims:
01. to ease the burden on suppliers facing multiple audits, questionnaires and certifications
02. to drive improvements in the ethical performance of global supply chains.
Sedex at a glance is……
 a not for profit membership organisation dedicated to driving ethical improvements in global
supply chains.
 a secure online platform for sharing and viewing information on labour standards, health and
safety, the environment and business ethics.
 the largest collaborative platform for sharing ethical supply chain data.
 a truly global organisation with members in over 150 countries.
 not a standard setting body, code of conduct or certification.
What Sedex Do?
Sedex offers a simple and effective way of managing ethical and responsible practices in your supply
chain.
Our core product is Sedex Advance, a secure, online database which allows members to store, share
and report on information on four key areas:
 Labour Standards
 Health & Safety
 The Environment
 Business Ethics
For Buyers Sedex Offer an electronic system for collecting and analysing information on ethical and
responsible business practices in your supply chain.
A variety of reporting tools enables you to keep track of your suppliers’ performance and you will
also have access to an advanced Risk Assessment Tool that we have developed with our partner.
For Suppliers – Sedex provides an efficient and cost effective way of sharing ethical information with
multiple customers, helping cut down on unnecessary paperwork and saving you time and money.
Suppliers complete one self assessment questionnaire and can choose to share this with multiple
customers on Sedex, along with any other relevant ethical information, such as audit reports and
certifications.
The Sedex system is secure and confidential and suppliers have complete control over who can view
their data.
By allowing suppliers to share the same data with many customers, Sedex helps reduce the need for
multiple audits, allowing both parties to concentrate on making real improvements.

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F A Q
What codes is Sedex based on ?
Sedex stores information on ethical and responsible practices covered by ILO Conventions, ETI Base
Code, SA8000, ISO14001 and industry specific codes of conduct. Sedex members can use the
information on the system to evaluate suppliers against any of these codes or the labour standards
provisions in individual corporate codes. Sedex itself does not specify a particular code or state that
suppliers have ‘passed’ or ‘failed’.
How does Sedex differ from other organisations such as the Ethical Trade Initiative (ETI)
Sedex Sedex is an online database which allows companies to store and view data on ethical and
responsible business practices. Sedex does not set any standards or determine the policy of its
members. It is purely a tool for facilitating access to information.
Is Sedex just adding another level of bureaucracy?
No; Sedex aims to prevent the unnecessary duplication of information. We are driving convergence
in ethical trade and believe that Sedex can actually help to reduce bureaucracy. By becoming a
member of Sedex you only have to fill out one questionnaire and can share this with multiple
customers.
Is the information on Sedex accurate?
The rules of Sedex require members to use their best endeavours to ensure that the information
placed on Sedex is correct. However, we do not verify or validate this information. If you need
validation of the data we suggest that you request a third party ethical audit to be conducted at the
supplier’s site.
I’m a supplier and I already provide self-assessment and audit information to my customers; what
are the benefits of Sedex for me?
Sedex provides an efficient and cost effective way of communicating with your customers, by making
one set of data available to multiple customers. This helps reduce the need for multiple audits,
allowing both parties to concentrate on making improvements.
How can the Sedex Self Assessment Questionnaire (SAQ) help my company?
Completing the SAQ can help you to identify important issues in ethical and responsible trade. The
SAQ can also be used to help compile a company’s code of conduct.
If I’m on Sedex, does that mean I’m an approved supplier?
No; being on Sedex does not mean that you have met any ethical standards or are in compliance
with any code, but it does mean that you have committed to continuous improvement. It is up to
each customer to assess their suppliers’ information on Sedex and to decide whether it meets their
own standards.
I already have an assessment system for my suppliers; why should I join Sedex?
Sedex provides an electronic system for collecting and analysing comparable information on ethical
and responsible business practices. It can be accessed by any supplier or site, anywhere in the world,

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providing they are able to use the internet. Sedex allows you to access and analyse ethical
assessments, action plans and corrective actions, and to track progress over time.
If I join Sedex, does that mean I don’t need an ethical trading programme?
No; Sedex provides a framework for gathering and sharing information but everyone in the chain
needs to verify the accuracy of the information submitted and act on that information in order to
drive improvement.
CONTACT :
email helpdesk@sedexglobal.com
Phone +44 (0)20 7902 2320.
*NOTE: Sedex is much more wider than above presentation.
Ref.www.sedexglobal.com.......................................ENAYET
>>> END <<<

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Summarize by :
AKM Enayet Hossain
Cell Phone: +88 01713013169

47 of 81
In Brief:
Saving people money so they can live better. This is our mission statement. It is what we stand for at
Walmart. And it is what guides each and every associate as we work to serve more than 130 million
customers every week. Saving people money so they can live better encompasses more than merely
having the lowest prices, it also requires Walmart be a leader on how we treat our resources. “Living
better” means both we and our suppliers operate in an environmentally and ethically sustainable
manner wherever we do business. From sourcing operations to stores, Walmart can and will lead the
way to a more sustainable future.
The Standards
The Standards for Suppliers (“Standards”) are Wal-Mart Stores, Inc.’s (“Walmart”) fundamental
expectations from suppliers on the treatment of factory workers and the suppliers’ impact on the
environment. The Standards must be visibly posted in English and in the shared language(s) of its
employees in a common area at all facilities that manufacture products for Walmart and its
affiliates.In this section, the term “supplier(s)” shall include all manufacturing, subcontracting and
packaging facilities, all of which will be held to these Standards.
1. Compliance with Laws
Suppliers and their designated manufacturing facilities (“Suppliers”) must fully comply with all
applicable national and/or local laws and regulations, including but not limited to those related to
labor, immigration, health and safety, and the environment.
This standard is a minimum for Walmart suppliers. In addition to the laws and regulations stated
above, suppliers’ compliance also extends to other matters such as intellectual property rights,
labeling, documentation, and certifications.
Walmart is aware that in many of the jurisdictions in which its suppliers conduct business, the
interplay between local, regional and national laws and regulations can cause confusion. In light of
this reality, Walmart’s position is that when there is an apparent conflict between the terms of
applicable laws, the
supplier is expected to adhere to the most stringent version.
2. Voluntary Labor
All labor must be voluntary. Slave, child, underage, forced, bonded, or indentured labor will not
be tolerated. Suppliers shall not engage in or support trafficking in human beings. Suppliers shall
certify that they have implemented procedures to manage the materials, including all labor
related processes, incorporated into their products to ensure they comply with laws on slavery
and human trafficking. Workers must be allowed to maintain control over their identity
documents. Employment must be on a voluntary basis and workers must be able to travel freely
as allowed by law. Slave, forced, and child labor are prohibited and those factories that are
found to have violated this provision will cease producing merchandise for Walmart and all
previously produced merchandise may be subject to destruction.

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Specifically:
• Child Labor, Underage workers and Juvenile (minor) workers.
Child Labor: Suppliers are prohibited from employing any workers under the age of 14 regardless of
national and/or local laws or regulations.
Underage workers: Suppliers are prohibited from employing workers below the minimum working
age as defined by legal regulations. All workers must be at or above the legal minimum age at time
of employment. If there is a conflict in permissible age between laws, the supplier must conform to
the one with a higher minimum age. Children under the minimum working age should not be
allowed in factory work areas at any time.
Juvenile (minor) workers: Where legal regulations specify juvenile (minor) employment restrictions
or requirements, the supplier must demonstrate compliance with said requirements. Workers above
the legal minimum working age but younger than 18 shall be considered juvenile workers. ƒ
* Workers under the age of 18 should be allowed to complete compulsory education per legal
regulations. ƒ
* Suppliers shall comply with all applicable laws governing work hours regulating or limiting the
nature, frequency and volume of work performed by workers under the age of 18. ƒ
* Suppliers shall maintain necessary records identifying all workers under the age of 18. ƒ
* 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 of persons under
the age of 18.
>> Suppliers must have effective age-verification procedures. The personnel (personal) file of each
worker must contain copies of identification documents (such as birth certificates and national ID
cards) as proof of age.
>> Suppliers found to have used child/underage labor will be asked to remediate the situation by
implementing a satisfactory solution that places the best interest of the child/underage worker first.
Forced Labor:
*All forms of forced and slave labor are prohibited.
*Suppliers shall not engage in or support trafficking in human beings.
*Suppliers must verify that their product supply chains address risks of slavery and human
trafficking.
*Suppliers shall certify that they have implemented procedures to manage the materials, including
all labor related process, incorporated into their products to ensure they comply with laws on
slavery and human trafficking.

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*Workers must be able to voluntarily end their employment without any restrictions. Any
restrictions for workers to voluntarily end their employment, such as excessive notice periods or
substantial fines for terminating their employment contracts, are prohibited. o Suppliers must never
physically prevent or delay workers from leaving the facility or its grounds unless for reasonable
safety reasons.
*Suppliers must never physically prevent or delay workers from leaving the facility or its grounds
unless for reasonable safety reasons.
*Suppliers must grant employees permission to leave the factory under reasonable circumstances,
such as personal or family emergencies, without disciplinary penalty.
*Suppliers must not require employees to make any monetary deposits or require employees to
surrender any original identification documents as a condition of employment.
*Suppliers should never require employees to incur debt through recruitment fees or make any
financial guarantees to secure employment.
3. Labor Hours
Suppliers must provide workers with rest days and must ensure that working hours are consistent
with the law and not excessive.
Suppliers shall comply with all working hour laws and regulations, public holidays and leave.
Specifically:
• Overtime should be voluntary. Workers may not be physically coerced to perform overtime work.
• Suppliers must comply with legal regulations on overtime hours. If regulations regarding the
number of maximum overtime requirements do not exist, then the working hours should not exceed
60 hours per week consisting of a maximum of 48 regular hours and 12 hours of overtime.
• In the absence of regulations, workers must have a minimum of one day off in seven; workers may
work on their rest day but should not do so more than once in every two weeks. Suppliers should
ensure that workers do not consistently work on their rest day by monitoring and limiting this
practice.
• Suppliers must ensure that time worked by all workers, including those on a piece rate payment
scheme, is fully documented by time cards or other accurate and reliable recording systems such as
electronic swipe cards. This should include all regular and overtime hours, as well as any breaks.
• Employees must record their own working hours, i.e. clock in and out themselves.
*Time records for all workers must be available for review. This includes agency and temporary
workers.
* Suppliers shall provide reasonable meal and rest breaks, which at a minimum is compliant with the
law.

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• Suppliers shall provide workers with all official public holidays as required by law. Suppliers shall
provide workers with paid annual leave as required by law.
• Suppliers shall have work hour policies and procedures in place to ensure compliance with the law.
• Written approval from local government parties permitting tolerance of excessive overtime
contrary to legal regulations will not be accepted.
3. Hiring and Employment Practices
Suppliers must implement hiring practices that accurately verify workers’ age and legal right to
work in the country prior to employment. All terms and conditions of employment including, but
not limited to, hiring, pay, training, promotion, termination, and retirement must be based on an
individual’s ability and willingness to do the job.
Suppliers must have internal controls validating the legal right of foreign workers to work in the
country. Every foreign worker must have a valid work permit and be in the country lawfully.
Suppliers must validate the age of workers prior to employment. Work permits as well as copies
of government issued identification documents must be maintained in the personnel files of all
workers.
Employment practices of suppliers should be based on equal opportunity for all workers.
Employment practices include, but are not limited to, recruiting, hiring, training, job
assignments, compensation, benefits, promotions, discipline, termination or retirement.
Specifically:
• When required, Suppliers must issue an employment contract to all employees that is
compliant with the law.
• The employment contract should be provided in the national language or the prevalent
language of a majority of the employees.
• Suppliers should not use consecutive short-term contracts and/or apprenticeship schemes
absent a bona fide intent to impart skills or provide regular employment.
• Suppliers shall not engage in any form of home-working unless prior consent is obtained from
Walmart.
• Suppliers shall treat all workers with dignity and respect.
• Suppliers shall not engage in or tolerate bullying, harassment or abuse of any kind (physical,
verbal, sexual, corporal punishment).
 Suppliers should establish written disciplinary procedures that are clear, understandable and
in a language comprehensible to workers.
• All disciplinary actions should be recorded.
• Suppliers shall not use monetary fines and penalties to maintain labor discipline, including for poor
performance or violating company rules, regulations, and policies.
• Workers should be allowed reasonable movement in the workplace, including unrestricted access
to bathrooms and drinking water.
• Unless prescribed by law, mandatory pregnancy testing of female applicants, contract workers or
employees is prohibited. Suppliers should not ask female applicants about their pregnancy status.
• Restricting or limiting reproductive rights is prohibited.

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