Hempfortex - Fair Wear Foundation

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Fair Wear Foundation – Social report 2011 In the table below include estimated average weekly overtime. Add more rows if necessary. When it is not possible to specify per department, include average weekly overtime for the complete workforce. Department Average overtime in low season (hrs) Average overtime in peak season (hrs) Cutting No overtime 16.5hrs/week 9hrs/week Sewing No overtime 16.5hrs/week 9hrs/week Ironing No overtime 16.5hrs/week 9hrs/week Packaging No overtime 16.5hrs/week 9hrs/week Quality control No overtime 16.5hrs/week 9hrs/week 7. Safe and healthy working conditions Social report - [Hemp Fortex Industries Limited] – [04.01.2012] 8/ 10 Local requirement (hrs) Describe what measures the factory has taken to ensure health and safety regarding fire safety, chemical safety, electrical safety, machine safety, noise, dust and ergonomic. - We held twice fire drills in 2011 and one time 1 st aid training to workers and supervisors. 1 st aid boxes are added in every work shops. - Cafeteria was re-organized and made cleaner. - Gloves, masks, hats, antiskid shoes and uniforms are offered to workers. 2 sets of new uniforms were provided to workers. - 10minutes broadcasting exercise in the morning and afternoon workers can relax their arms and legs. 8. A legally binding employment relationship Describe when and how the factory signs employment contracts with workers. Describe the percentage of the workforce covered by social insurance and commercial insurance. - The contracts are signed once a worker is employed. Workers’ personal information are filed together with the contracts. Around 70% workers are covered by social insurance and the other 30% are covered with commercial insurance. Execution of Corrective Action Plans Describe how you executed corrective action plans (CAPs) 1 and what kind of support you have gained from your customers. 1 CAPs (Corrective Action Plans) contain the findings, requirements and recommendations of monitoring activities. It could result from your own monitoring activities; it could also be the result of external audits. In case of FWF audits, the audit team and/or the customer (brand/company) discuss findings and make timebounded plans for factories to follow up.
Fair Wear Foundation – Social report 2011 - the necessary actions are taken to correct the non-compliance items and reports are made to the related parties. One of our customers, Hemp Age, which is also a FWF member, confirmed that they can accept late delivery if Rushan is too much occupied. Involvement of workers Describe how workers were informed, consulted about and involved in the process of improving working conditions. - The factory decisions regarding the working conditions and benefits are written on the papers and posted on the whiteboard in the workshops. The workers’ representative committee now plays an important role. They bring concerns to upper management. Actions towards these concerns are taken and informed to workers in the same way by posting the solutions on the whiteboard. Role of agents In case you work with agents, describe how you communicated with the agent and/or the customer (brand/company) on improving working conditions. - N/A 4. Grievance procedure Describe the grievance procedure in your factory, how many grievances you received last year and specify how you dealt with these grievances. - We use suggestion box and published telephone numbers. But in most cases workers go to team leaders and office managers to talk about their concerns. They also pass their concerns to Workers Representative Committee. The resolutions from the management were posted in the workshop. In 2011 we received 11pcs of grievances. 5. Training and capacity building Describe in what way and by what means workers have been informed about FWF membership. Describe what training is provided to staff members who are involved in human resource management and/or other activities to improve working conditions. - We’ve posted the FWF code of labour practices to workers in workshop. Code of labour practices were trained again with managers at factory floor. We have a Social Compliance Committee which has regular meetings every 3 months, to talk about the issues raised from the audits and Workers Representative Committee meetings. 6. Transparency Describe how the general public has been informed about your FWF membership and the outcomes of the activities in the work plan. Social report - [Hemp Fortex Industries Limited] – [04.01.2012] 9/ 10
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Hempfortex - Fair Wear Foundation

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