Excerpt from standard:

3.3.1 (Core/Year 0) Your company does not directly or indirectly (through sub-contracting) employ children under the age of 15 or under the age defined by local law, whichever is higher.

Referenzdokumente:

3.3.1 No children under 15 employed

Excerpt from standard:

'3.3 Child Labour and Child Protection Intent and Scope: This section intends to prevent labour that is damaging to children based on ILO Convention C182 (Worst Forms of Child Labour Convention) and on ILO Convention C138 (Minimum Age Convention). R146 (Minimum Age Recommendation), R190 (Worst Forms Labour Recommendation). 3.2.2.(Core/Year 0) Your company does not submit workers directly or indirectly (though subcontracting) less than 18 years of age to any type of work which puts their health, safety or morals, or their school attendance at risk.

Referenzdokumente:

3.3 Child Labour and Child Protection

Excerpt from standard:

3.3.7 (Core/Year 0) If the certification body detects that, in the past, your company or subcontracted operators employed children under 15 years for any type of work, or children under 18 years were engaged in dangerous and exploitative work, your company must ensure that those children neither enter nor are at risk of entering into even worse forms of labour, including hazardous work, slave-like practices, recruitment into armed conflict, sex work, trafficking for labour purposes, and/or illicit activities. Your company develops a rights-based remediation policy and programme within a UN Convention on the Rights of the Child (UNCRC) protective framework that covers how to withdraw the children and how to prevent that they enter into worse forms of labour. This programme should include remediation projects to ensure the immediate and continued protection of children. These projects can include expert partner organizations, preferably locally based.

Referenzdokumente:

3.3.7 Child Labour remediation policy

Excerpt from standard:

3.3.2 (Core/Year 0) Your company does not submit workers directly or indirectly (though subcontracting) less than 18 years of age to any type of work which puts their health, safety or morals, or their school attendance at risk. Under no circumstances shall any young worker’s school, work and transportation time exceed a combined total of 10 hours per day. 3.3.3 (Dev/Year 3) Your company encourages decent youth employment and offers apprentice/trainee programmes for young workers where possible. The length of the programme, wages and terms are in accordance with national legislation where applicable, or otherwise agreed between management and youth worker representatives. The worker is free to leave the programmes at any time.

Referenzdokumente:

3.3.2 No dangerous or exploitative work for children under 18 3.3.3 Youth employment and apprentice programmes

Excerpt from standard:

3.5.2 (Core/Year 0) If remuneration (wages and benefits) is below living wage benchmarks approved by Fairtrade International, your company must agree with trade union/workers’ representatives to a time bound plan of maximum six years from certification to increase real wages to close the gap to living wages. Once a living wage is reached, wage increases are expected to continue to keep up with inflation. 3.5.3 (Core/Year 6) Your company pays at least a living wage to all workers.

Referenzdokumente:

3.5.2 Wage increases to reach living wages 3.5.3 Living wages paid

Excerpt from standard:

3.5.1 (Core/Year 0) Your company must set wages for workers and other conditions of employment according to legal or sectoral CBA regulations where they apply, or at regional average wages or at official minimum wages for similar occupations; whichever is the highest, with the intention of continually increasing salaries (see 3.5.2).

Referenzdokumente:

3.5.1 Wages and conditions of employment

Excerpt from standard:

3.5.12 (Core/Year 0) Your company does not require its workers to work overtime. Overtime is allowable in exceptional circumstances if it is voluntary and not used on a regular basis and does not extend over a period of more than 3 consecutive months. It does not exceed 12 hours per week, or 3 months per year. 3.5.15 (Core/Year 0) Your company must compensate overtime in all cases at a premium rate and inform workers of these rates. The premium rate must be paid at a factor (ratio) of 1.5 for work performed on regular workdays, and for work performed on the day of rest, public holidays and night work a premium at a factor of 2 must be paid unless otherwise defined by national legislation, by CBA or by agreements with unions. If overtime is compensated by the allocation of time off work, your company must apply the premium factor.

Referenzdokumente:

3.5.12 Overtime not required 3.5.15 Overtime compensation

Excerpt from standard:

3.5.17 (Core/Year 0)Your company must follow national legislation regarding regular paid leave. 3.5.18 (Dev/Year 3) Your company must grant all workers at least 2 weeks of paid leave per year at minimum, not including sick and casual leave. Periods of annual leave must be in line with national legislation and/or with agreements detailed in a specific or industry sector CBA, if either of these exceeds 2 weeks. 3.5.19 (Core/Year 0) Your company must follow national legislation regarding regular temporary (paid) sick leave. 3.5.20 (Dev/Year 3) Your company has a regulation granting at least 5 days regular (paid) sick leave. The regulation must ensure that workers are protected from being dismissed during temporary sick leave. It must guarantee worker income during sick leave and it must not deduct this leave from annual leave.

Referenzdokumente:

3.5.17 Paid leave 3.5.18 Increased paid leave 3.5.19 Sick leave 3.5.20 Increased sick leave

Excerpt from standard:

3.5.9 (Core/Year 0) Your company makes payments to workers at regularly scheduled intervals in a convenient way for workers, and must document the payments with a clear and understandable payslip containing all necessary information. Workers must sign for payments received in cash. 5.4.8 (year 0): Payment must be made upon receipt of the product. Payments are made in national currency.

Referenzdokumente:

3.5.9 Wages paid regularly

Excerpt from standard:

3.4.2 (Core/Year 0) All workers have the right to join or form trade unions and to bargain collectively.Your company: - respects the right of all workers to form or join trade unions; - respects the right of workers to bargain collectively in practice; - accepts that it has a duty to bargain in good faith with unions Workers take the initiative to organize themselves and are allowed to do so independently of management. Management does not interfere in the process, nor directly or indirectly conduct elections related to the formation, recognition or governance of this organization. Your company must not have opposed any of these rights in the last 2 years prior to application for certification. 3.4.4 (Core/Year 1) Your company actively accepts and promotes the conditions in requirement 3.4.3 and 3.4.4 by signing the Freedom of Association protocol provided by Fairtrade International in Annex 3 to this standard.

Referenzdokumente:

3.4.2 Guaranteeing workers’ labour rights 3.4.4 Freedom of Association protocol

Excerpt from standard:

3.4.10(Core/Year 0) In countries where a collective bargaining agreement (CBA) is agreed for the textile sector, your company signs and adheres to this agreement. Collective bargaining at the company level may take place even if a sector-wide collective agreement exists, however company level agreements does not provide lesser terms and conditions than the sector-wide agreement. 3.4.11 (Core/Year 1) If there is no sectoral or company CBA in place, your company proactively engages in a process to enter into a collective agreement with elected worker representatives. Your company must not refuse any genuine opportunity to bargain collectively with workers. Negotiations must take place with a recognized trade union, or with elected worker representatives in the absence of a trade union, but only where such elected worker representatives are provided for by law and are legally authorized to bargain (see 3.4.1). In cases where workers have freely and specifically decided to not form or join a trade union and are not otherwise legally authorized to collectively bargain, then the collective bargaining requirement is waived. In these situations, the certification body will determine whether there was any intimidation or coercion involved in this decision. The decision cannot be the result of any vote in which management was in any way involved.

Referenzdokumente:

3.4.10 Sectoral collective bargaining agreement (CBA) 3.4.11 Negotiations in the absence of a Collective Bargaining Agreement

Excerpt from standard:

Standard is applicable in only countries where Freedom of Association is possible as determined by the geographic scope policy

Referenzdokumente:

Excerpt from standard:

1.4.4 (Core/Year 0) Your company has a grievance procedure in place,  allows workers and third parties to file complaints directly and anonymously;  protects workers who file complaints from retaliation;  ensures issues are resolved, remediation is implemented in a timely manner, and complainants updated about the ongoing resolution ensures that complaints received are forwarded to the certifying body in order to publish details about the status and resolution online;  entitles workers to representation by their trade union or other council of theirchoosing;  allows for an appeals process by the complainant;  includes documentation of all disputes;  includes a procedure for cases of sexual harassment. Your company must ensure that workers are fully aware and understand the procedure and are aware that they have the right to be heard and the right to appeal to an independent party (see 1.4.5). The procedure is implemented, communicated and introduced to workers adequately, in a way that they have easy access, full confidence (anonymity) and no psychological hurdles (self-consciousness) the use of this instrument. Your company does not discipline, dismiss or discriminate in any way against workers for using any grievance procedure. Grievances regarding sexual harassment are designated to specially appointed women or women’s committees, linked to a female senior manager when possible, and with direct access to the Chief Executive. The same principles apply in case of sexual harassment of groups other than women. This grievance procedure must be in accordance with national legislation where applicable.

Referenzdokumente:

1.4 Management systems (1.4.4-1.4.5)

Excerpt from standard:

3.2.1 (Core/Year 0) Your company does not directly or indirectly engage in, support or tolerate forced labour, including bonded or involuntary prison labour. You must explain this to all workers.

Referenzdokumente:

3.2.1 No forced labour

Excerpt from standard:

Referenzdokumente:

Excerpt from standard:

3.2.2(Core/Year 0) Your company does not retain any part of the workers’ salary, benefits, property or documents (e.g., passports) nor require a financial deposit in order to force them to remain in your employment.

Referenzdokumente:

3.2.2 No retention of workers’ salary or property

Excerpt from standard:

3.5.26 (Core/Year 0) Your company must not terminate the employment of a woman during her pregnancy or maternity leave, except on grounds unrelated to the pregnancy or birth of the child.

Referenzdokumente:

3.5.26 No termination for pregnancy

Excerpt from standard:

3.5.5 (Core/Year 0) Your company offers equal pay for equal work to all workers – permanent, temporary and migrant, without discrimination based on gender or otherwise. This includes equivalent benefits and employment conditions for equal work. 3.5.6 (Core/Year 0) Your company provides legal social security, including contributions to a provident fund or pension scheme for all workers, whether permanent, migrant, temporary or seasonal.

Referenzdokumente:

3.5.5 Equal pay for equal work 3.5.6 Social security

Excerpt from standard:

3.5.24 (Core/Year 0) Your company must grant its female workers at least eight weeks of maternity leave with compensation consistent with national laws or not less than 2/3 regular pay, whichever is higher, not including annual leave and not incurring any loss or privilege on account of such leave. 3.5.25 (Dev/Year 3) If maternity leave is less than 12 weeks, your company must increase it by one week each year until 12 weeks is reached, with compensation consistent with requirement 3.5.20. National legislation must be complied with if it exceeds this requirement.

Referenzdokumente:

3.5.24 Maternity leave 3.5.25 Increased maternity leave

Excerpt from standard:

3.1.1 (Core/Year 0) Your company does not discriminate, support or tolerate discrimination on the basis of race, colour, gender, sexual orientation, disability, marital status, pregnancy, childbirth, disease, age, religion, political opinion, membership in trade union or workers’ representative bodies, national extraction or social origin, or any other condition in recruitment, promotion, access to training, remuneration, allocation of work, termination of employment, retirement, general treatment in the workplace, or other activities.

Referenzdokumente:

3.1.1 No discrimination

Excerpt from standard:

2.1.6 (Dev/Year 3) Your company undertakes activities to achieve equity in the workplace. This includes specifically addressing the employment and promotion of suitably qualified people from disadvantaged and minority groups.

Referenzdokumente:

2.1.6 Achieving equity

Excerpt from standard:

3.5.11 (Core/Year 0) Your company must comply with applicable national and local legislation and industry standards, and follow CBA agreements regarding working hours and overtime regulations. Your company must not require workers to work in excess of 8 hours per day and 48 hours per week on a regular basis.

Referenzdokumente:

3.5.11 Working hours

Excerpt from standard:

3.5.5 (Core/Year 0) Your company offers equal pay for equal work to all workers – permanent, temporary and migrant, without discrimination based on gender or otherwise. This includes equivalent benefits and employment conditions for equal work. 3.5.6 (Core/Year 0) Your company provides legal social security, including contributions to a provident fund or pension scheme for all workers, whether permanent, migrant, temporary or seasonal.

Referenzdokumente:

3.5.5 Equal pay for equal work 3.5.6 Social security

Excerpt from standard:

3.5.5 (Core/Year 0) Your company offers equal pay for equal work to all workers – permanent, temporary and migrant, without discrimination based on gender or otherwise. This includes equivalent benefits and employment conditions for equal work. 3.5.6 (Core/Year 0) Your company provides legal social security, including contributions to a provident fund or pension scheme for all workers, whether permanent, migrant, temporary or seasonal.

Referenzdokumente:

3.5.5 Equal pay for equal work 3.5.6 Social security

Excerpt from standard:

3.5.31(Core/Year 0)Your company has a legally binding written contract of employment for all workers, including permanent, temporary, seasonal and migrant, signed by worker and employer [...] 3.5.32(Core/Year 0) Your company must ensure that workers have a signed copy of their employment contract and that they understand the content by providing it in a format and language they understand. Your company must ensure that all workers are aware of their rights and duties, responsibilities, salaries, and work schedules as part of the legal labour contract.

Referenzdokumente:

3.5.31 Employment contracts 3.5.32 Workers have a copy of employment contract and understand content

Excerpt from standard:

1.4.1 (Core/Year 1) Your company has internal auditing policies and procedures in place designed to monitor compliance and assess the company’s performance with the requirements in this standard. The responsibilities and role of the management and Compliance Committee representatives are defined in your internal auditing procedures. Your company makes these policies and procedures publicly available.

Referenzdokumente:

1.4.1 Performance monitoring procedures

Excerpt from standard:

3.6.1 (Core/Year 0) Your company makes work processes, workplaces, buildings, machinery and equipment on the production site as safe as possible, minimizing any inherent risks by appropriate measures and adequate control. To ensure safety  Systems to detect, avoid, or respond to potential threats to the health and safety of workers are established;  Risk areas and potential hazards are clearly identified by warning signs in appropriate languages and include pictograms if possible;  Safety instructions and procedures including accident prevention and response are in place and communicated to staff;  All hazardous machinery and equipment is equipped with adequate safety devices;  Protective guards are placed over moving parts;  Safety equipment is provided to all workers who must be instructed and monitored in its proper use;  Equipment for chemical use is stored properly.

Referenzdokumente:

3.6.1 Occupational Health & Safety

Excerpt from standard:

3.6.15(Core/Year 0)All workplaces must have adequate lighting, heating, and ventilation and control systems in place for noise, dust and vibration according to legal requirements.

Referenzdokumente:

3.6.15 Adequate lighting, heating, ventilation

Excerpt from standard:

3.6.1 (Core/Year 0) Your company makes work processes, workplaces, buildings, machinery and equipment on the production site as safe as possible, minimizing any inherent risks by appropriate measures and adequate control. To ensure safety:  Systems to detect, avoid, or respond to potential threats to the health and safety of workers are established;  Risk areas and potential hazards are clearly identified by warning signs in appropriate languages and include pictograms if possible;  Safety instructions and procedures including accident prevention and response are in place and communicated to staff;  All hazardous machinery and equipment is equipped with adequate safety devices;  Protective guards are placed over moving parts;  Safety equipment is provided to all workers who must be instructed and monitored in its proper use;  Equipment for chemical use is stored properly.

Referenzdokumente:

3.6.1 Occupational Health & Safety

Excerpt from standard:

3.6.21 (Dev/Year 3) Your company provides or enables access to free and regular occupational medical care and advice, offered at the workplace at fixed times during working hours, or at the local health centres/hospital.

Referenzdokumente:

3.6.21 Free and regular occupational medical care

Excerpt from standard:

3.5.21 (Core/Year 0) Your company has a regulation granting at least 5 days paid leave caused by employment injury. The regulation must ensure that workers are protected from being dismissed during temporary leave. It must not deduct this leave from annual leave. 3.5.22 (Core/Year 1) Your company has a regulation on disability compensation that ensures that workers sustaining long-term disabilities caused by employment injury are fairly compensated. 3.5.23 (Core/Year 1) Your company has a regulation on survivor benefits which ensures that the dependent family members of workers who are killed in an employment-related accident are fairly compensated.

Referenzdokumente:

3.5.21 Leave for injury 3.5.22 Disability compensation 3.5.23 Survivor benefits

Excerpt from standard:

3.6.27 (Core/Year 0) If safe drinking water is not ensured by local authorities, your company provides clean drinking water close to the working area of all workers and clearly labelled drinking water facilities as such in the rest or canteen area. The water quality is monitored by the company and H&S Compliance Committee representative.

Referenzdokumente:

3.6.27 Clean drinking water

Excerpt from standard:

3.6.28 (Core/Year 0)Your company provides clean toilets with hand washing facilities close by, changing rooms for all workers, and clean showers for workers who handle hazardous chemicals. Lockable storage facilities are provided where requested. Toilets, changing rooms and showers are separate for women and men, and the number of toilets and hand washing facilities are in proportion to the number of workers (minimum proportion is 1:25). Your company also provides clean hand washing facilities close to the canteen. All facilities are cleaned regularly and equipped with covered drains and pipes.

Referenzdokumente:

3.6.28 Toilets, washing facilities & changing rooms

Excerpt from standard:

3.6.1 (Core/Year 0)Your company makes work processes, workplaces, buildings, machinery and equipment on the production site as safe as possible, minimizing any inherent risks by appropriate measures and adequate control.

Referenzdokumente:

3.6.1 Occupational Health & Safety

Excerpt from standard:

3.6.5 (Core/Year 0 Properly marked fire exits, escape routes, firefighting equipment and appropriate fire alarms for each working area are required. Fire exits and escape routes are kept clear of obstacles, unlocked, and easily openable at all times when workers are present, allowing for swift and safe exit in case of an emergency. 3.6.6 (Core/Year 0 All staff is trained on evacuation procedures, and regular fire safety drills are conducted at least every 6 months and are documented. Evacuation procedures and fire safety drills are conducted according to national legislation where it exists.

Referenzdokumente:

3.6.5 Fire safety 3.6.6 Training on evacuation procedures

Excerpt from standard:

3.6.6 (Core/Year 0) All staff is trained on evacuation procedures, and regular fire safety drills are conducted at least every 6 months and are documented. Evacuation procedures and fire safety drills are conducted according to national legislation where it exists.

Referenzdokumente:

3.6.6 Training on evacuation procedures

Excerpt from standard:

3.1.2(Core/Year 0) Your company does not directly or indirectly engage in, support or tolerate the use of corporal punishment, mental or physical coercion, bullying, abuse, or other harassment of any kind.

Referenzdokumente:

3.1.2 No abuse of any kind

Excerpt from standard:

2.1.4 (Dev/Year 3) Your company provides opportunities to workers and staff to develop appropriate personal skills and/or professional qualifications.

Referenzdokumente:

2.1.4 Skill development

Excerpt from standard:

1.1.1 (Dev./Year 3):In order to demonstrate commitment to Fairtrade, your company’s mission statement or policy includes:  measures on how continuous improvement of social and sustainable production practices is implemented in your company;[...] 5.6.3 (applies to brand owners): You have a long term commitment with your suppliers, so they can in turn have long term contracts with their suppliers.

Referenzdokumente:

1.1 Commitment to Fairtrade 5.6 Requirements for brand owners

Excerpt from standard:

1.1.1 (Dev/Year 3) : In order to demonstrate commitment to Fairtrade, your company’s mission statement or policy includes: - measures on how continuous improvement of social and sustainable production practices is implemented in your company; - a statement on your commitment to achieve the aims and values of Fairtrade; - how workers are informed about commitment to Fairtrade; - Fairtrade goals which are included in measurable key performance indicators for the CEO and senior management of your company.

Referenzdokumente:

1.1.1 Mission statement and performance indicators

Excerpt from standard:

5.4.4(Core/Year 0) Buyers of seed cotton may buy seed cotton as Fairtrade eligible (see definitions), and sell the lint or derived products as Fairtrade provided that the conditions below are met:  To be Fairtrade eligible, the seed cotton has to have been produced as Fairtrade.  When the buyer of Fairtrade eligible seed cotton sells cotton lint or derived products as Fairtrade, the buyer must notify the supplying producers within 15 days of the sale. The buyer must inform each of the supplying producers of the volumes of their Fairtrade eligible seed cotton sold as Fairtrade, of the corresponding Fairtrade price adjustment (the difference between the market price and the Fairtrade Price, if applicable), and of the Fairtrade Premium due.  When the buyer of Fairtrade eligible seed cotton sells only a certain percentage of the total Fairtrade eligible seed cotton as Fairtrade, then this percentage is applied to each producer‘s supplied volume, and the Premium and price adjustment (if applicable) are calculated pro rata. If the second buyer (the buyer of the cotton lint or derived product) requests in writing for cotton from a specific producer, the Fairtrade price adjustment and Premium is to be paid to that specific producer.

Referenzdokumente:

5.4.4 Buying Fairtrade eligible cotton

Excerpt from standard:

1.4.2 (Core/Year 1) Your company has procedures in place that enables you to evaluate your suppliers in order to have full insight and assess risks in the working conditions in your supply chain. The procedures ensure that current and new suppliers and subcontractors comply with requirement 1.4.4 (grievance procedure), and the Labour Conditions and Environmental Responsibility requirements, chapters 3 and 4 in this Standard. The minimum actions your company must undertake to fulfil this requirement include:  Effectively communicate the requirements of this standard to senior leadership of suppliers, commissioned operators and subcontracted sites;  Assess significant risks of non-conformance by these entities;  Make efforts to ensure that these significant risks are effectively addressed by these entities and your company; Your company records how these actions are fulfilled.

Referenzdokumente:

1.4.2 Ensuring subcontractor compliance

Excerpt from standard:

Referenzdokumente:

Excerpt from standard:

1.4.5: The Compliance Committee determines one or two local ‘grievance handlers’, individuals whoare part of the local civil society, i.e., a local trade union or workers’ rights NGO to aid workers in filing and reconciling complaints to supplement the company grievance mechanism. The grievance handler(s) must be:  the same gender as the majority of the workforce. The CC can also determine one male and one female grievance handler;  in regular contact with, accessible to, and trusted by the workers;  made publicly known through the Fairtrade International website. The process: 1. Grievances are filed with the grievance handler(s), by workers, or a third party if thecompany grievance procedure has not addressed a grievance sufficiently according to the complainant. 2. The grievance handler discusses the received complaint with the CC (within the same week of issue, but depending on the urgency of the matter may be faster). ...

Referenzdokumente:

1.4 Management systems