Meeting buyers' demand for social compliance
Saturday, 22 September 2007
Kazi Saifuddin Ahmed
THE term, social compliance, is very familiar these days, especially in the readymade garment (RMG) sector. The users of garments in the European countries and in America viewed that the garments manufactured in unethical working conditions in the garment manufacturing countries should be avoided. The buyers of the RMG goods encountered a problem of selling garments in those countries. Therefore, the buyers started imposing various compliance issues on the garment factories. They expressed unwillingness to buy garments from those factories which do not fulfil the conditions under social compliance. They expect maintenance of good working environment, exploitation-free atmosphere, workers receiving good treatment and fair wages, workplace being discrimination-fee in employment and occupation etc. Furthermore, they expect that the workers are provided with the facilities as per provisions of the existing laws of the country.
Different buyers raise different issues for implementation of conditions in the name of social compliance in different times and such issues involve costs. The garment owners face problems to meet their demands under social compliance.
The term "social compliance" has no national or international definition. But it is understood that the workers who are working, must enjoy exploitation-free environment. Here it must be remembered that there should not be impositions of any task or duties on the garment sector in the name of social compliance that affect the trade itself. Social compliance must be viewed in the country-specific situation and the employers need to be particular in implementing the standards of the country in workplaces.
Bangladesh having regard to the ILO Conventions, ratified 33 Conventions including seven Core Conventions. The ILO's Fundamental Principles and Rights at Work comprise eight Conventions which are called Core Conventions. Out of eight such Conventions, Bangladesh ratified seven Conventions. The Convention No. 138 concerning minimum age for employment has not yet been ratified considering socio-economic conditions of the country, but Bangladesh followed the clause 4 of the Article 1 of the Convention No. 138 and in conformity with this provision, fixed the minimum age for employment at 14 years.
The existing labour law of the country is exhaustive and it covers different fields of employment and occupations. The Bangladesh Labour Act, 2006 has been enacted by the Parliament after repealing twenty-five age-old labour laws. The Act was framed after concentrated thought and consideration of the socio-economic conditions of the country and in conformity with the provisions of the ILO Conventions so far ratified. The achievement of enactment of this law may be considered as "Magna Carta" of the country. The country studied the minimum age level of the neighbouring countries and after consultation with the organisations of employers and workers fixed the age level for employment.
Social compliance in the industries including the RMG section should be the compliance of the country's standards which have been framed after considering the national and international standards. Social compliance is a continuous process and more than 90% of it can be achieved through implementation of the Bangladesh Labour Act, 2006. When this law will be implemented in its true sense of the term, the factories would be vibrant and compliant. In such situation "decent work" environment, as ILO desires, would be established.
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The writer is a former Director of Labour, Government of Bangladesh
THE term, social compliance, is very familiar these days, especially in the readymade garment (RMG) sector. The users of garments in the European countries and in America viewed that the garments manufactured in unethical working conditions in the garment manufacturing countries should be avoided. The buyers of the RMG goods encountered a problem of selling garments in those countries. Therefore, the buyers started imposing various compliance issues on the garment factories. They expressed unwillingness to buy garments from those factories which do not fulfil the conditions under social compliance. They expect maintenance of good working environment, exploitation-free atmosphere, workers receiving good treatment and fair wages, workplace being discrimination-fee in employment and occupation etc. Furthermore, they expect that the workers are provided with the facilities as per provisions of the existing laws of the country.
Different buyers raise different issues for implementation of conditions in the name of social compliance in different times and such issues involve costs. The garment owners face problems to meet their demands under social compliance.
The term "social compliance" has no national or international definition. But it is understood that the workers who are working, must enjoy exploitation-free environment. Here it must be remembered that there should not be impositions of any task or duties on the garment sector in the name of social compliance that affect the trade itself. Social compliance must be viewed in the country-specific situation and the employers need to be particular in implementing the standards of the country in workplaces.
Bangladesh having regard to the ILO Conventions, ratified 33 Conventions including seven Core Conventions. The ILO's Fundamental Principles and Rights at Work comprise eight Conventions which are called Core Conventions. Out of eight such Conventions, Bangladesh ratified seven Conventions. The Convention No. 138 concerning minimum age for employment has not yet been ratified considering socio-economic conditions of the country, but Bangladesh followed the clause 4 of the Article 1 of the Convention No. 138 and in conformity with this provision, fixed the minimum age for employment at 14 years.
The existing labour law of the country is exhaustive and it covers different fields of employment and occupations. The Bangladesh Labour Act, 2006 has been enacted by the Parliament after repealing twenty-five age-old labour laws. The Act was framed after concentrated thought and consideration of the socio-economic conditions of the country and in conformity with the provisions of the ILO Conventions so far ratified. The achievement of enactment of this law may be considered as "Magna Carta" of the country. The country studied the minimum age level of the neighbouring countries and after consultation with the organisations of employers and workers fixed the age level for employment.
Social compliance in the industries including the RMG section should be the compliance of the country's standards which have been framed after considering the national and international standards. Social compliance is a continuous process and more than 90% of it can be achieved through implementation of the Bangladesh Labour Act, 2006. When this law will be implemented in its true sense of the term, the factories would be vibrant and compliant. In such situation "decent work" environment, as ILO desires, would be established.
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The writer is a former Director of Labour, Government of Bangladesh