Apr 2012 - FWF Audit Report – Heshan Rondor Garments ... - KTC

Factory encourages the involvement of workers committee into the resolve of workers
grievances and in case the internal grievance channel has been generally exhausted, the
workers are free to call FWF local complaint handler or choose formal legal options such as
arbitration.
Factory makes good records of all workers complaints and factory’s response. All together in
2011, factory received only a handful of complaints, the total is less than 10 and factory took
action to settle workers complaints in a timely manner.
Some key complaints from workers and action taken by factory in 2011 were: workers
suggested installing a projector and screening with hi-fi system so every night the security
guards can display DVD movies for workers to watch; it is now being shown at 8 o’clock every
night. Factory changed all sport facilities by building one extra storey for setting up one
basketball full playground and two badminton courts, on the ground floor; factory also installed
three brand new table tennis tables. Factory acquired new bats, rackets and basketballs etc
and these gears for sports are changed from time to time due to wear and tear. Factory also
increased the frequencies of shuttle bus for workers going out shopping. Factory listened when
workers complained about certain piece rate prices were too low on specific orders; and took
action to investigate and adjust the rates if their voices proved to be substantiated.
Mr. Flatz, the managing director of the factory is quite open to listen to workers’ complaints and
he took immediate action to respond to one of the workers complaints regarding eating too
much cabbages at factory canteen; the cabbage is seasonal vegetable and factory cannot
afford to provide out-of-season vegetable to workers.
Management state they forward the FWF Code of Labour Practices to its screen printing
subcontractor and require it to follow the Code for business practices.
Interviews with workers
Workers confirm they are briefed of the employment terms and conditions during their
orientation training.
Workers confirm they are aware of the PRC labour law and FWF Code of Labour Practices.
Workers have not mentioned any important or serious issues on labour relations or labour
conditions in the factory, and, feel that the factory are transparent and clear on employment
terms and wage calculation.
Workers have a good understanding of the factory’s grievance procedures and they know
there are 3 stages for grievance; the 1 st stage is to discuss complaint with line supervisor; the
2 nd stage is to submit the complaints in written form to suggestion box; and the last stage is to
call FWF local complaint handler or turn to the labour department.
Workers state normally factory takes effective and immediate action for their complaints. For
example, factory installed new recreation facilities, such as basket ball court, badminton court,
and hi-fi movie display system.
Workers do not have any serious complaints on labour relations and conditions to report.
Workers complain about the food quality in canteen and they hate eating cabbage everyday.
Workers expect to have lunch at 12:00 instead of the current time of 13:00.
Some workers are not satisfied with the unit price and they expect better unit price and better
welfare.
Consultation of local stakeholders
Firms in China frequently receive multiple audits. It is the norm for Chinese suppliers to look for
ways to circumvent accurate fact findings. Instructions to workers on what to say to auditors is
one of the methods suppliers frequently apply to this end.
At times, even if a code of conduct is posted in the workplace in Chinese or even the local
dialect, workers still do not understand how the code functions. Not understanding how the
code functions, workers often do not feel at ease talking with auditors about the truth of the
work environment.
Audit report – Heshan Rondor Garments Limited – April/2012 Page 16 of 45