This manual provides the procedures to set up Code of Conduct According to ISO, WRAP, Compliance, Accord & Alliance to any Garments Industry. It will also help in making a better environment. Ensure motivational activity in the organization/ Factory. This will also help to maintain a good employee relationship and a sound working environment in the organization. 

1. Social Compliance in
the Garment Industries
ISO, WRAP, Compliance & Accord Alliance Audit
ANAM NASIR

2. Objectives
• This manual provides the procedures to set up
Code of Conduct According to ISO, WRAP,
Compliance, Accord & Alliance to any Garments
Industry.
• It will also help in making better environment.
• Ensure motivational activity in the organization/
Factory.
• This will also help to maintain a good employee
relationship and a sound working environment in
the organization.

3. Introduction
• Textile Industry is one of the sectors in Pakistan which provides high
employment opportunities and has had a substantial contribution to
the growth and development of the country.
• Hailed as being the backbone of Pakistan economy, more than 500
textile mills were set up during the past four decades making this
sector an important stakeholder in Pakistan’s economy.
• Pakistan’s textile industry ranks amongst the top in the world. Cotton
based textiles contribute over 60% to the total exports, accounts for
46% of the total manufacturing and provide employment to 38%
manufacturing labor force.
• The availability of cheap labor and basic raw cotton as raw material
for textile industry has played the principal role in the growth of the
Pakistan Textile Industry

4. Description

5. Aim & Description
• AIM:
• To see how implement ISO & WRAP, Compliance and Accord
& Alliance principle in our garments industry.
• And also to fulfill the labor working condition and ensure
Proper Safe Workplace to them by Maintaining all the Code of
Conduct.
• DESCRIPTION:
• “The International Organization for Standardization”
widely known as ISO is an international standard-setting body
composed of representatives from various national standards
organizations.
• Founded on February 23, 1947, the organization promulgates
worldwide proprietary, industrial, and commercial standards. It
has its headquarters in Geneva, Switzerland.

6. Continued.,
• “Worldwide Responsible Apparel
Production”
• (WRAP) is an independent, global non- profit
organization dedicated to the certification of facilities
engaged in lawful, humane and ethical production.
• Headquartered in Arlington, Virginia, WRAP has
offices in Hong Kong and Bangladesh with staff in the
UK, Mexico and East Africa.

7. Principles
• Principle 1: Customer focus
• Organizations depend on their customers and therefore should
understand current and future customer needs, should meet customer
requirements and strive to exceed customer expectations.
• Principle 2: Leadership
• Leaders establish unity of purpose and direction of the organization.
They should create and maintain the internal environment in which
people can become fully involved in achieving the organization’s
objectives.
• Principle 3: Involvement of people
• People at all levels are the essence of an organization and their full
involvement enables their abilities to be used for the organization’s
benefit.
• Principle 4: Process approach
• A desired result is achieved more efficiently when activities and
related resources are managed as a process.

8. Continued.,
• Principle 5: System approach to management
• Identifying, understanding and managing interrelated
processes as a system contributes to the organization’s
effectiveness and efficiency in achieving its objectives
• Principle 6: Continual improvement
• Continual improvement of the organization’s overall
performance should be a permanent objective of the
organization.
• Principle 7: Factual approach to decision making
• Effective decisions are based on the analysis of data and
information.
• Principle 8:
• Mutually beneficial supplier relationships

10. Compliance
• Compliance means conforming to a rule, such as
a specification , policy, standard or law.
Compliance in a regulatory context is a prevalent
business concern, perhaps because of an ever-
increasing number of regulations and a fairly
widespread lack of understanding about what is
required for a company to be in compliance with
new regulation.

11. Types of Compliance
• Regulatory compliance It describes the goal that
corporations or public agencies aspire to in their efforts to
ensure that personnel are aware of and take steps to
comply with relevant laws and regulation
• Statutory compliance statutory compliance means you
are following the laws on a given issue. The term is most
often used with organizations, who must follow lots of
regulations

12. Continued.,
• An organization and its suppliers are interdependent and a
mutually beneficial relationship enhances the ability of both to
create value. Compliance for a Factory Now day’s a Most
important issue for the garment industries in Pakistan.
• Some of The most important Compliance Are Discussed
Below…

13. SocialAccountability:
• In today’s fast changing global market, it is not only the quality of
garments which cherished the retailers and manufacturers but also the
working environments of the organization wherein the products were
produced. Those are equally important to gain and strengthen
consumer confidence and to build-up more reliable relationships with
vendors.
• In other words, specific code of conduct that protects the basic
human rights of the workforce engaged in the trade is to be respected
to satisfy consumers and to add social value to the product. Basic
awareness of the social accountability helps to understand and
monitor the compliance part of it in protecting the image of a
particular brand of product. In order to do so, the reputed and leading
market players in the garment trade have imposed compulsion on the
related factories to achieve those objectives as a condition of the
export contract. Even the exports were either withheld or cancelled
elsewhere in the event of non-compliance to such issues.

15. Code of Conduct (COC):
• Social Accountability standards have been developed by the
international organizations such as
• Fair Labor Association (FLA),
• Worldwide Responsible Apparel production (WRAP) ,
• Council on Economic Priorities Accreditation Agency (CEPAA),
• The Ethical Trading Initiative (ETI) and
• Business for Social Responsibility (BSR).
• Reputed brand buyers in large supply chain have taken the guideline
from those organizations and formulated their own standard of COC
and also the acceptance criteria. The basic principles of COC have
been derived from the principles of international human rights norms
as delineated in International Labor Organization Conventions, the
United Nations Convention on the Rights of the Child and the
Universal Declaration of Human Rights.

16. Code of Conduct
A code of conduct is a set of rules outlining the social norms and
rules and responsibilities of, or proper practices for, an
individual, party or organization. Related concepts include
ethical, honor, moral codes and religious laws.

17. Eight core areas to be addressed upon.
• These are as follows:
• 1. Compliance with Laws and Workplace Regulations
• 2. Labor
• Child labor
• Contract labor (if Applicable)
• Discrimination
• Forced labor
• 3. Freedom of Association and the Right to Collective Bargaining
• 4. Human Treatment
• 5. Prohibition of Harassment or Abuse
• 6. Working Hour
• 7. Working Condition
• Occupational Health and Safety
• Environment
• 8. Management systems

18. 1. Compliance with Laws and Workplace
Regulations
Facilities will comply with laws and
regulations in all locations where they
conduct business. Factories that produce
goods shall operate in full compliance with
the laws Of their respective countries and
with all Other applicable laws, rules and
regulations.
• 1. The factory operates in full compliance
with all applicable laws, rules and
regulations, including those relating to
labor, worker health and safety, and the
environment.
• 2. The factory allows Gap Inc. and/or any
Of its representatives or agents
unrestricted access to its facilities and to
all relevant records at all times, whether or
not notice is provided in advance.

19. 2. Labor
A. 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.

20. Child Labor Continued.,
Violation:
• Child labor was found at the factory. It was confirmed from the
verification of personal document and the appearance of the
employee. From the workers interview, it was understood that one
worker was about 13 years old.
Corrective Action:
• According to The Factory Act of 1968 in the Pakistan Labor Code,
any person who has not completed sixteen years of age is defined
as a child. Article 66 prohibits the employment of any children
under the age of fourteen. Factory management agreed to take care
of this matter. Most child laborers have been cleared out of
Pakistan,s RMG sector under international pressure, but sporadic
cases still exist due to economic reason.

21. B. Contract Labor Requirements (if
applicable)
• Factories that recruit or employ foreign contract
workers shall ensure that these Workers are
treated fairly and on an equal basis with workers.
• 1. Factories that recruit or employ foreign contract
workers must comply with the provisions of Gap
Inc.'s Contract Labor Requirements attached here
to as an addendum.

22. C. Discrimination
Factories Shall workers on the basis of their
ability to do the job. not on the basis Of their
beliefs. 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.
1. The factory hires, employs, provides to
training and retirement to workers without to
race, color, gender, nationality. religion,
maternity marital status, indigenous status,
social origin, disability, orientation,
membership in workers • organizations
including unions, or political affiliation.
2. The factory pays worker’s wages and
provides benefits without regard to race,
color, gender. nationality religion. age,
maternity, marital status. indigenous status.
social origin, disability sexual orientation.

23. D. Forced Labor
Facilities will not use involuntary, trafficked labor. Factories shall not use any prison,
indentured forced labor.
1. Does not use involuntary labor of any kind, bondage or forced labor by
governments.

24. 3. Freedom ofAssociation and the Right to
Collective Bargaining
• Workers are free to join associations of their own choosing.
Factories shall not interfere with workers who wish to lawfully
and peacefully associate, organize bargain The decision
whether not to do so should be made solely by the workers.

25. Continued.,
• Workers are free to choose whether or not to lawfully
organize and join associations, if freedom of association
and/or the right ta collective bargaining are restricted by
law. workers shall be free to develop parallel means or
independent and free association and collective.
• The factory does not threaten. restrictor interfere with
efforts to join Of their choosing or to bargain collusively.

26. 4. Human Treatment
• Factories shall treat all with respect and dignity Factories Shall
not punishment other form of physical psychological coercion.
• The factory does not engage in permit physical acts to punish or
coerce worker.
• The factory does not engage in o' permit psychological any Other
form of non- physical abuse, including threats of Violence, sexual
harassment. screaming or Other verbal abuse.

27. 5. Prohibition of Harassment orAbuse
Facilities will provide a work environment free of supervisory or co-worker
harassment or abuse, and free of corporal punishment in any form

28. 6. Compensation/Wages and Benefits
• Facilities will pay at least the
minimum total compensation
required by local law,
including all mandated
wages, allowances &
benefits. Factories shall pay
wages and overtime
premiums in & compliance
with all applicable laws.

29. Continued.,
1. Workers shall be paid at least the minimum legal Wage that meets local
industry Standards Whichever is greater.
2. The factory pays overtime and any incentive (or piece) rates meet all
legal requirements the local industry standard. Whichever is greater.
Hourly wage rates for overtime must be higher than the rates for the
regular work shift.
3. The factory provides paid annual leave and holidays as required by law
or which meet industry Standard, Whichever is greater.
4. For each pay period, the factory provides workers an understandable
wage statement which includes days worked. piece rate earned per day,
hours of overtime at each specified rate, bonuses, allowances and legal
contractual deductions.
5. The factory shall not modify or terminate workers' contracts for the sole
purpose of avoiding the provision Of benefit.

30. 7. Working Hours
Factories shall set working hours in compliance with all applicable
laws. While it LS understood that overtime is often in garment
production factories shall carry out operations in a Ways that limit
overtime to a that ensures humane and productive working conditions.

31. Continued.,
1. The factory complies with all applicable laws. regulations and
industry standards on working hours, Except in extra ordinary
business circumstances. the maximum allowable working hours in
any week shall be the lesser of a) what is permitted by national law,
or b) a regular week of 48 hours plus overtime hours not in excess
Of 12 hours.
2. Workers may refuse overtime Without any threat of penalty,
punishment or dismissal.
3. Workers shall have in seven.

32. Issues in the
Garment Industry

33. Problems of Workers
• The Garment industry is the most important source of foreign
currency. Pakistan has about 2,500 garment factories and 10
million people are dependent one it directly or indirectly an
about 80 percent garment workers are woman. The garments
sector has become an important institution for reduction of
poverty. But the workers face many problems during working
time and outside. The main problems faced by garments
worker are:-
• Lower wages.
• No leisure time.
• Torture [physically and mentally]
• Negative outlook to them of the society.

35. Solution
• In order to protect labor rights, job security and other benefits,
workers should be provided with appointment letters detailing
the conditions of employment.
• Fair labor, modern HRM practice and IR activities are needed
to improve working conditions in the RMG sector.
• The introduction of modern HRM would ensure that
• > labor standards are addressed
• > that workers’ rights are not violated,
• > safe working environment
• > enhances job satisfaction
• > job security
• > introducing flexible working times
• > encouraging new technology and introducing rewards, benefits
and other fringe payments

36. Concluding Remarks:
• Here is list of compliance in
which some points are
maintained fully and some are
partially.
• Following points are specially
for garments industry.
• 1. Compensation for holiday
• 2. Leave with wages
• 3. Health register
• 4. Time care
• 5. Accident register
• 6. Workman register
• 7. Equal remuneration
• 8. National festival holiday
• 9. Overtime register
• 10. Labor welfare
• 11. Weekly holiday fund
• 12. Sexual harassment policy
• 13. Child labor abolition policy
• 14. Anti-discrimination policy
• 15. Zero abasement policy
• 16. Working hour policy
• 17. Hiring /recruitment policy
• 18. Environment policy
• 19. Security policy
• 20. Buyers code of conduct
• 21. Health and safety committee
• 22. Canteen

37. Health:
• 1. Drinking water at least 4.5 L/day/employee
• 2. Cup availability
• 3. Drinking water supply
• 4. Water cooler ,heater available in canteen
• 5. Drinking water signs in native language and English locate
minimum 20 feet away from work place
• 6. Drinking water vassal clean at once in a week
• 7. Water reserve at least once a week
• 8. Water center in charge person with cleanliness
• 9. Suggestion box register

38. Toilet:
• 1. Separate toilet for women
and men
• 2. A seat with proper privacy
and lock facility
• 3. Urinal accommodation
• 4. Effective water sewage
system
• 5. Soap toilet
• 6. Water tap
• 7. Dust bins
• 8. Toilet white washed one in
every four month
• 9. Daily cleaning log sheet
• 10. No-smoking signs
• 11. Ladies /gents toilet signs
both in native language and
English
• 12. Deposal of wastes and
effluent

39. Fire:
• Sufficient fire extinguisher and active
• Access area without hindrance
• Fire signs in both languages
• Fire certified personal photo
• Emergency exit

40. Safety Guard:
• Metal glows on good condition.
• Rubber mats & ironers
• First aid box one
• Ironers wearing sleepers
• First trained employees
• Motor/needle guard
• Eye guard
• Nurse
• Doctor
• Medicine
• Medicine issuing register
• Welfare officer

41. Others Facility:
• Room temperature
• Lighting facilities
So, compliance ensures the working environment of the industry
as well as office. To protect the human rights every
management should ensure the above compliance policy.