Social Compliance Issues in the Apparel Sector

LIMITATIONS

During preparation of the assignment, I actually could not receive the view of almost all the employees. Production department personnel always give priority production only. Sometimes they do not care regarding issues of safe working environment. Again to match with existing practice of some polices by the employee of CAMIO USA Knitwear Ltd, it is a little bit difficult to maintain with this standard. However, ultimately we tried to synchronize those standards with existing practise as much as possible. And we tried to make this standard easier for the employee in their day in day out practices.

Executive Summary 

The purpose of this report was to examine the implications on Social Compliance in an Apparel Sector in Bangladesh.  Research for this report included a review of current Practice & Various audit report regarding Social Compliance issues…  The major finding indicates that while there is a need for some caution, awareness should be seen as a way of enriching the standard of social compliance. While it is clear that   company needs take necessary action to develop and implement its current practise of social compliance standard to make a safe & good working conditions.

History Background

Social Compliance is now an important factor for any export oriented Industry. It not only emphasis on comply with existing labour law of country & buyers code of conduct as well. It also makes a working environment safer & comfortable for workforce.  INTRODUCTION OF SOCIAL COMPLIANCE Social Compliance / Social Accountability are an important parameter in international business today, and buyers from major markets global markets, are increasingly insisting on adherence to social compliance norms.

IMPORTANT SOCIAL COMPLIANCE PARAMETERS:

Compliance with all national laws and regulations – Organizations are required to abide by all applicable laws, regulations and standards applicable to its particular industry under the national laws of the countries where the organization is doing business. Should the legal requirements and the standards of the industry conflict, organizations must comply with the laws of the country in which the products are being manufactured. Organizations should, however, strive to meet industry standards whenever possible. If state or local legal requirements apply to the organisation’s manufacturing activities, they must comply with the state and local requirements.

Social Compliance an overview:

Whether it is large or small manufacturer, a traditional retailer or a supplier/sub-contractor – social accountability is the order of the day. Increasingly, the public and more importantly your consumer has become sensitive to how ‘business houses’ demonstrate accountability for social compliance along their supply chain.

Related Regulation For Social Compliance Audit:

International Legislation: ILO Convention The United Nations’ Universal Declaration of Human Rights, The UN’s Conventions on children’s rights and the elimination of all forms of discrimination against women, The UN Global Compact and the OECD Guidelines for Multinational Enterprises and other relevant internationally recognized agreements, National Legislation: Labor Law 2006 Rules of Factories 1979 Industrial Relation 1969 Fire Safety Act 2006 & Amended 2011 Environmental Conservation Act 1995 Environmental Conservation Rules 1997 Custom Law BangladeshNationalBuilding Code 2006 A factory Social Audit What is Social Audit? The Social Audit (CSA) should be performed to ensure that company comply with Country’s rules & regulations in which social rights are respected.  Area to check during a Social Audit?

• Child labor,
• Forced labor.
• Health & Safety.
• Freedom of association and right to bargain.
• Discrimination.
• Disciplinary practices.
• Working hours and Environment.
• Compensation.
• Management Systems.

Following a social audit, a Corrective Action Plan, explaining the required improvements and corresponding timetable to the factory. Why should take place a social audit? Dealing with a vendor who is not complying with international basic laws is not the right choice. Starting a proactive sustainable procurement approach could be valuable for a company. The Simple Factory Audit should be performed before the buyer places an order with a new vendor and only takes one day. The Simple Factory Audit is done at your manufacturer’s premises, anywhere in Bangladesh.What does auditor check during a Simple Factory Audit?

A. FACTORY PROFILE: name, contact details, licenses check etc.

SA 8000 Audit

SA8000 is a global social accountability standard for decent working conditions, developed and overseen by Social Accountability International (SAI). In summer 2000, CEPAA became known as Social Accountability International (SAI), a new entity whose remit was to develop voluntary standards governing social responsibility, and to certify companies that agreed to meet them. The first such standard is SA8000, which governs employees’ working conditions. The SA8000 standard for socially responsible employment practices first appeared in 1998 after nearly a year of drafting by the advisory board. It was modeled on the well-established ISO9000 quality standard. However, it is different from ISO 9001:2008 An advisory board comprising 25 experts from a wide range of backgrounds, including businesses, trade unions and non-governmental organizations, drafted the terms of SA8000. Now that the code has been finalized, SAI is overseeing the certification of companies that have expressed a desire to become SA8000-compliant. Social Accountability 8000 (SA8000) has been developed by Social Accountability International (SAI), known until recently as the Council on Economic Priorities Accreditation Agency. SAI is a non-profit affiliate of the Council on Economic Priorities (CEP). SA8000 is promoted as a voluntary, universal standard for companies interested in auditing and certifying labour practices in their facilities and those of their suppliers and vendors. It is designed for independent third party certification. The SA8000 provides two separate ways for companies looking forward to demonstrate their commitment to social responsibility. The first way is taking membership. This is designed for businesses that are doing retailing. The organization has to give commitment to do business only with socially responsible suppliers. SA8000 members are offered a self-assessment package and other tools to help them implement a policy on social responsibility. They are expected to notify their suppliers of their intention to implement SA8000 standards, and to set a timeframe for phasing out dealings with companies that fail to meet those requirements. The second way is certification. It is intended for manufacturers and suppliers themselves. The process is a stringent one, which begins with the company contacting an accredited auditor. Having demonstrated compliance with existing regulations and assessed how current practice compares with the provisions of SA8000, the company is given the status of ‘SA8000 applicant’. The business then implements an SA8000 programme, which is scrutinized by a ‘pre-assessment audit’. Any improvements that are recommended should be implemented before the formal audit takes place. After the formal assessment, the company is again given the opportunity to rectify any shortcomings, before being assessed again. If at the end of this process the auditors are satisfied that the company is fully compliant, they will recommend an SA8000 certificate, valid for three years. Benefits of SA8000 Initial evidence indicates that SA8000 certified facilities enjoy a competitive advantage and workers experience concrete benefits as the SA8000 management system and any needed  corrective actions are put in place. Benefits for Workers, Trade Unions and NGOs:

• Enhanced opportunities to organize trade unions and bargain collectively.
• A tool to educate workers about core labor rights.
• An opportunity to work directly with business on labor rights issues.
• A way to generate public awareness of companies committed to assuring humane working conditions.

Benefits for Business:

• Drives company values into action.
• Enhances company and brand reputation.
• Improves employee recruitment, retention and productivity.
• Supports better supply chain management and performance.

Benefits for Consumers and Investors:

• Clear and credible assurance for ethical purchasing decisions.
• Identification of ethically made products and companies committed to ethical sourcing.
• Broad coverage of product categories and production geography.

SA8000:2008 Standard The SA8000 standard is the central document of SAI. It is an auditable certification standard based on international workplace norms of International Labor Organization (ILO) conventions, the Universal Declaration of Human Rights and the UN Convention on the Rights of the Child.  This standard is the benchmark against which companies and factories measure their performance. Those seeking to comply with SA8000 have adopted policies and procedures that protect the basic human rights of workers. SA 8000 standard include contents as follows:

1. Child Labor: No workers under the age of 15; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working
2. Forced Labor: No forced labor, including prison or debt bondage labor; no lodging of deposits or identity papers by employers or outside recruiters
3. Health and Safety: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water
4. Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms, facilitate parallel means of association and bargaining
5. Discrimination: No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment
6. Discipline: No corporal punishment, mental or physical coercion or verbal abuse
7. Working Hours: Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement
8. Compensation: Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions
9. Management Systems: Facilities seeking to gain and maintain certification must go beyond simple compliance to integrate the standard into their management systems and practices.

Key Focus Areas:

• Child Labor
• Health & Safety
• Working Hours
• Discrimination
• Disciplinary Practices
• Remuneration / Compensation
• Freedom of Association and Right of Collective Bargaining
• Forced Labor
• Security
• Management Systems
• Environment

Business Social Compliance Initiative (BSCI) Business Social Compliance Initiative (BSCI) was founded in 2003 for the purpose of developing the tools and procedures for the European Business Social Compliance Programs. Business Social Compliance Initiative (BSCI) is the common European platform of retailers, industry and importing companies for monitoring and improving social standards in supplier countries for all consumer goods. The BSCI is based on the labour standards of the International Labour Organization (ILO) and other important international regulations like the UN Charter for Human Rights, as well as on national regulations. The Business Social Compliance Initiative (BSCI) was officially launched on 30 November 2004. It represents a coordinated effort by the European retail industry to implement a harmonized code of conduct and improve working conditions in supplier countries on a voluntary basis. The driving force behind the BSCI is the Brussels -based Foreign Trade Association (FTA), which is the association for European commerce lobbying particularly on foreign trade issues. What are the benefits of the BSCI? The benefits of the BSCI as a broad and comprehensive monitoring system for social standards in the supply chain are numerous: Synergy effects, reduction of multiple auditing thereby reducing costs are one characteristic. Factories/companies which are being audited can improve their competitiveness through improved social standards as better working conditions and an improved management system leads to better product quality, higher productivity, fewer work accidents, less sick leave producing more highly motivated workers and lower staff turnover. The result of this is an improvement ethically, but also economically for both involved employers as well as employees. The economic advantages in this respect – in parallel taking into account the objectives to reduce excessive overtime and raise salaries where necessary, have been shown in research studies in this field. Therefore, benefits of the individual company also have a positive effect on the broad public. Does the BSCI provide a certification? The BSCI is not a certification system and therefore does not issue a certificate. The BSCI provides a specific process with uniform management instruments for Members, suppliers, auditors and qualifiers. This approach ensures uniform audit procedures and evaluation and therefore comparability of the results. If I do not get a certificate what do I receive as proof of the audit? The cover page of the audit report outlining the results and the validity of the audit can be displayed in the factory premises and be used as proof of the audit. Which products are covered by the BSCI? Audits within the BSCI can be conducted in any production facility worldwide. The type of articles covered by the BSCI varies widely. There are quite a number of department stores as members, who sell all sorts of soft goods, clothing, home textiles, small appliances, toys, and accessories. There are also members that focus on one particular product group, for example clothing stores, shoe retailers, baby products, or sports goods. For the implementation of the BSCI in the food industry, the BSCI has developed a special module for the primary production . BSCI Social Requirements

• Management Practice.
• Documentation.
• Working Time
• Remuneration.
• Child labour/Young Labour
• Forced Labour/Discrepancy Measures/Prison Labour.
• Freedom of Association and Collective Bargain.
• No Discrimination.
• Working Conditions.
• Health and Social Facilities.
• Occupational Safety and Health.
• Dormitories.
• Environment.

BSCI Best Practices for Industry The BSCI currently recognizes SA8000 as its best practice. Some points of crucial important are as follows

• Policy Establishment.
• Proper Planning and Implementation.
• Management Review.
• Control of Subcontractors/Suppliers/Sub-suppliers.
• Control of Home workers.
• Compensation.
• Child Labour.
• Evasion.
• Outside Communications.

Commitment of BSCI audited companies At present, BSCI audited companies have to commit themselves to auditing and integrating 2/3 of their soft goods suppliers or 2/3 of their buying volume in defined risk countries into the compliance program. SA8000 Auditors must carry out this auditing and integrating within a timeframe of 3 ½ years after joining the BSCI. The Supervisory Council checks the fulfillment  Immediate requirements: Social : Work/labor rights Conditions of work Safety at work (ILO 184) Safe work environment No forced labor (ILO 29&105) Child labor prohibited (ILO 182) Condition of employment Minimum age (ILO 138) Equal remuneration (ILO 100) Workers empowerment Freedom of association (ILO 87) Collective Bargaining (ILO 98) No discrimination at work (ILO 111) Short-term requirements: Environment: Chemicals Equipment and training on chemical use Storage/disposal/waste Management of chemicals Waste Pollution management Disposal of waste Water Disposal of grey waters and run off Social: Social/human rights Housing and sanitary facilities in place Gender issues Cultural/religion rights (ILO 169) Indigenous rights Minority rights Work/labor rights

• Conditions of work
• Safety at work (ILO 184)
• Training on safety issues
• Safety equipments and emergency kits
• Safe handling chemicals
• Healthy work conditions
• Access to safe drinking water
• Access to sanitary facilities at work
• Access to medical assistance/ insurance
• Training requirements on site
• No use of physical violence
• Condition of employment
• Contract labour policies and practices
• Transparency of employment practices
• Leave days clearly specified
• Timely payment of wages
• Minimum wage requirements

Work/labor rights

• Condition of employment
• Living wages to cover basic human
• Services /savings
• Maximum number of working hours set 

BSCI Evaluation Scheme Structure of Audit

Part A – Recording Master Data: Business and master data of Supplier Company. Part B – BSCI Audit: Recording and evaluation of compliance with minimum social and environmental requirements. The implementations of corrective actions arising from Part B are compulsory. Part C – Recording and Assessment of Best Practice for Industry: Part C audit is compulsory; implementation of corrective actions arising from Part C is voluntary. Following an initial audit where serious issues have been found, corrective actions may be required before arranging for a re-audit to close these out. SGS is an accredited audit company for the BSCI program and has experience of conducting thousands of audits against this program with a dedicated Product Manager ensuring consistency across all countries. Our global network of auditors enables a quick and cost-effective response in most major manufacturing areas; while dedicated key account managers can support large programs where BSCI members are seeking to monitor supply chains against BSCI requirements

C-TPAT VALIDATION PROCESS GUIDELINES

Introduction The Customs Service has developed a validation process to ensure that C-TPAT participants have implemented the security measures outlined in their Security Profile and in any supplemental information provided to Customs. The validation process will be conducted jointly by U.S. Customs personnel and a representative of the industry participant. The validation will focus on the material in the participant’s C-TPAT security profile and any related materials provided by the participant and will be conducted under the guiding partnership principles of C-TPAT. II. Objective The purpose of the validation is to ensure that the supply chain security measures contained in the C-TPAT participant’s security profile have been implemented and are being followed. In the context of the company’s operations and the C-TPAT security recommendations, the validation team will evaluate the status and effectiveness of key security measures in the participant’s profile and make recommendations where appropriate. III. Validation Principles The guiding principle of the C-TPAT program is partnership. The C-TPAT program is voluntary and designed to share information that will protect the supply chain from being compromised by terrorists and terrorist organizations. The validation process will enable Customs and the C-TPAT participant to jointly review the participant’s C-TPAT security profile to ensure that security actions in the profile are being effectively executed. Throughout the process there will also be the opportunity to discuss security issues and to share “best practices” with the ultimate goal of securing the international supply chain. C-TPAT validations are not audits. In addition, they will be focused, concise, and will last not longer than ten work days. Based on the participant’s C-TPAT security profile and the recommendations of the validation team, Headquarters will also oversee the specific security elements to be validated. IV. Conducting a Validation A. Validation Selection Process To ensure their accuracy, the security profiles of C-TPAT participants will be validated. The order in which a C-TPAT participant’s profile will be selected for validation will be based on risk management principles. Validations may be initiated based on import volume, security related anomalies, strategic threat posed by geographic regions, or other risk related information. Alternatively, a validation may be performed as a matter of routine program oversight. Customs Headquarters will schedule a company’s first validation within approximately three years of the company becoming a C-TPAT certified participant. Customs field offices will not initiate validations and unannounced validations will not be conducted. C-TPAT participants will be given thirty days advance written notice along with a request for any supporting documentation that is needed.  B. Partnership Validation Teams A Partnership Validation Team (PVT), consisting of Customs Office of Field Operations personnel and a representative of the C-TPAT participant, will conduct the on-site C-TPAT validation. Customs representatives on a PVT will be officers knowledgeable in supply chain security matters. Customs PVT members will receive supply chain security training to assist them in working with industry representatives to promote effective corporate supply chain security programs. Customs Headquarters will determine the Customs representatives for each PVT. All Customs PVT representatives will be personnel from the Office of Field Operations. The Customs Partnership Validation Team Leader (assigned by Customs Headquarters) will be responsible for the team’s reviewing the company’s security profile, other security information provided by the company, and data and information retrievable from other sources to determine the focus of the validation. This will help ensure that the validation is effective and limited in duration. C. Validation Venue A validation is an on-site review of the participant’s C-TPAT supply chain security profile. The actual site of the validation may vary depending on the aspect(s) of the participant’s profile that the “C-TPAT Validation Team” will review. Under normal circumstances the validation will begin with a briefing of company officials at the domestic corporate office or facility of the C-TPAT participant. If additional data or information is required to validate a portion of a C-TPAT participant’s supply chain domestically or overseas, the PVT leader will request approval of travel through the Director, C-TPAT, at Customs Headquarters.  D. Validation Procedures Upon receiving direction from Headquarters, Customs PVT leader will provide the company with a written notification of the scheduled validation. The notice will be issued at least thirty days prior to the start of the validation and will include a request for supporting documentation or materials, if any. The PVT leader will also contact the C-TPAT participant to establish a single point of contact at the corporate level. Each validation will be customized for the participant involved and focused on the company’s C-TPAT security profile. Prior to the on-site validation, the Customs representatives on the PVT will review the participant’s C-TPAT security profile, any supplemental information received from the company, and any Customs Headquarters instructions, to determine the extent and focus of the validation. In preparation for the on-site validation, the validation team may also consider pertinent C-TPAT security recommendations. A complete set of recommendations is included as Attachment A below. These security recommendations are a reference tool for considering the sufficiency of specific aspects of a participant’s C-TPAT security profile. It is understood that the recommendations are not mandatory and are not all-inclusive with respect to effective security practices. As noted earlier, to begin the validation, the PVT will meet with company officials to discuss the process. Upon completion of the validation, the PVT will again convene with company officers to discuss validation findings. Although not a part of the PVT, the company’s Customs account manager will normally attend the company briefings that initiate and complete the validation process.  E. Validation Report Validation findings will be documented, included in the team’s final report, and forwarded to the Director of C-TPAT for final editing and sharing with the C-TPAT participant. Ideally the report will affirm or increase the level of benefits provided to the participant. However, depending on the findings, some or all of the participant’s C-TPAT benefits may be deferred until corrective action is taken to address identified vulnerabilities. With respect to actions resulting from a validation, Customs authority will rest with the Executive Director, Border Security and Facilitation.  Guidelines PREFACE The following outlines the C-TPAT Security Recommendations that may be used by the C-TPAT Validation Team in the planning phase of an on-site validation. The recommendations are not mandatory for C-TPAT participation, but they may be helpful in the pre-validation review of key aspects of a participant’s C-TPAT security profile. Therefore, prior to conducting an on-site validation, the validation team may review and discuss appropriate security recommendations contained in these attachments in the context of the participant’s C-TPAT security profile. This will assist the team in limiting the scope of the validation and in customizing the validation to the C-TPAT participant involved. IMPORTERS Develop and implement a sound plan to enhance security procedures throughout your supply chain. Where an importer does not control a facility, conveyance or process subject to these recommendations, the importer agrees to make every reasonable effort to secure compliance by the responsible party. The following are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Procedural Security: Procedures should be in place to protect against unmanifested material being introduced into the supply chain. Security controls should include the supervised introduction/removal of cargo, the proper marking, weighing, counting and documenting of cargo/cargo equipment verified against manifest documents, the detecting/reporting of shortages/overages, and procedures for verifying seals on containers, trailers, and railcars. The movement of incoming/outgoing goods should be monitored. Random, unannounced security assessments of areas in your company’s control within the supply chain should be conducted. Procedures for notifying Customs and other law enforcement agencies in cases where anomalies or illegal activities are detected, or suspected, by the company should also be in place. Physical Security: All buildings and rail yards should be constructed of materials, which resist unlawful entry and protect against outside intrusion. Physical security should include perimeter fences, locking devices on external and internal doors, windows, gates and fences, adequate lighting inside and outside the facility, and the segregation and marking of international, domestic, high-value, and dangerous goods cargo within the warehouse by a safe, caged or otherwise fenced-in area. Access Controls: Unauthorized access to facilities and conveyances should be prohibited. Controls should include positive identification all employees, visitors, and vendors. Procedures should also include challenging unauthorized/unidentified persons. Personnel Security: Companies should conduct employment screening and interviewing of prospective employees to include periodic background checks and application verifications. Education and Training Awareness: A security awareness program should be provided to employees including the recognition of internal conspiracies, maintaining cargo integrity, and determining and addressing unauthorized access. These programs should offer incentives for active employee participation in security controls. Manifest Procedures: Companies should ensure that manifests are complete, legible, accurate, and submitted in a timely manner to Customs. Conveyance Security: Conveyance integrity should be maintained to protect against the introduction of unauthorized personnel and material. Security should include the physical search of all readily accessible areas, the securing of internal/external compartments and panels, and procedures for reporting cases in which unauthorized personnel, unmanifested materials, or signs of tampering, are discovered. BROKERS Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Procedural Security: Companies should notify Customs and other law enforcement agencies whenever anomalies or illegal activities related to security issues are detected or suspected. Documentation Processing: Brokers should make their best efforts to ensure that all information provided by the importer/exporter, freight forwarder, etc., and used in the clearing of merchandise/cargo, is legible and protected against the exchange, loss or introduction of erroneous information. Documentation controls should include, where applicable, procedures for:

• Maintaining the accuracy of information received, including the shipper and consignee name and address, first and second notify parties, description, weight, quantity, and unit of measure (i.e. boxes, cartons, etc.) of the cargo being cleared.
• Recording, reporting, and/or investigating shortages and overages of merchandise/cargo.
• Safeguarding computer access and information.

Personnel Security: Consistent with federal, state, and local regulations and statutes, companies should establish an internal process to screen prospective employees, and verify employment applications. Such an internal process could include background checks and other tests depending on the particular employee function involved. Education and Training Awareness: A security awareness program should include notification being provided to Customs and other law enforcement agencies whenever anomalies or illegal activities related to security are detected or suspected. These programs should provide:

• Recognition for active employee participation in security controls.
• Training in documentation fraud and computer security controls.

MANUFACTURERS Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case by case basis depending on the company’s size and structure and may not be applicable to all. The company should have a written security procedure plan in place that addresses the following: Physical Security: All buildings should be constructed of materials, which resist unlawful entry and protect against outside intrusion. Physical security should include:

• Adequate locking devices for external and internal doors, windows, gates, and fences.
• Segregation and marking of international, domestic, high-value, and dangerous goods cargo within the warehouse by a safe, caged, or otherwise fenced-in area.
• Adequate lighting provided inside and outside the facility to include parking areas.
• Separate parking area for private vehicles separate from the shipping, loading dock, and cargo areas.
• Having internal/external communications systems in place to contact internal security personnel or local law enforcement police.

Access Controls: Unauthorized access to the shipping, loading dock and cargo areas should be prohibited. Controls should include:

• The positive identification of all employees, visitors and vendors.
• Procedures for challenging unauthorized/unidentified persons.

Procedural Security: Measures for the handling of incoming and outgoing goods should include the protection against the introduction, exchange, or loss of any legal or illegal material. Security controls should include:

• Having a designated security officer to supervise the introduction/removal of cargo.
• Properly marked, weighed, counted, and documented products.
• Procedures for verifying seals on containers, trailers, and railcars.
• Procedures for detecting and reporting shortages and overages.
• Procedures for tracking the timely movement of incoming and outgoing goods.
• Proper storage of empty and full containers to prevent unauthorized access.
• Procedures to notify Customs and other law enforcement agencies in cases where anomalies or illegal activities are detected or suspected by the company.

Personnel Security: Companies should conduct employment screening and interviewing of prospective employees to include periodic background checks and application verifications. Education and Training Awareness: A security awareness program should be provided to employees including recognizing internal conspiracies, maintaining product integrity, and determining and addressing unauthorized access. These programs should encourage active employee participation in security controls. WAREHOUSES Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Warehouses as defined in this guideline are facilities that are used to store and stage both Customs bonded and non-bonded cargo. The company should have a written security procedure plan in place addressing the following: Physical Security: All buildings should be constructed of materials, which resist unlawful entry and protect against outside intrusion. Physical security should include:

• Adequate locking devices for external and internal doors, windows, gates and fences.
• Adequate lighting provided inside and outside the facility to include parking areas.
• Segregation and marking of international, domestic, high-value, and dangerous goods cargo within the warehouse by a safe, caged, or otherwise fenced-in area.
• Separate parking area for private vehicles separate from the shipping, loading dock, and cargo areas.
• Having internal/external communications systems in place to contact internal security personnel or local law enforcement police.

Access Controls: Unauthorized access to facilities should be prohibited. Controls should include:

• The positive identification of all employees, visitors, and vendors.
• Procedures for challenging unauthorized/unidentified persons.

Procedural Security: Procedures should be in place to protect against unmanifested material being introduced into the warehouse. Security controls should include:

• Having a designated security officer to supervise the introduction/removal of cargo.
• Properly marked, weighed, counted, and documented cargo/cargo equipment verified against manifest documents.
• Procedures for verifying seal on containers, trailers, and railcars.
• Procedures for detecting and reporting shortages and overages.
• Procedures to notify Customs and other law enforcement agencies in cases where anomalies or illegal activities are detected or suspected by the company.
• Proper storage of empty and full containers to prevent unauthorized access.

Personnel Security: Companies should conduct employment screening and interviewing of prospective employees to include periodic background checks and application verifications. Education and Training Awareness: A security awareness program should be provided to employees including recognizing internal conspiracies, maintaining cargo integrity, and determining and addressing unauthorized access. These programs should encourage active employee participation in security controls. AIR CARRIERS Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Conveyance Security: Aircraft integrity should be maintained to protect against the introduction of unauthorized personnel and material. Conveyance security procedures should include the physical search of all readily accessible areas, securing all internal/external compartments and panels, and reporting cases in which unmanifested materials, or signs of tampering, are discovered. Access Controls: Unauthorized access to the aircraft should be prohibited. Controls should include the positive identification of all employees, visitors and vendors as well as procedures for challenging unauthorized/unidentified persons. Procedural Security: Procedures should be in place to protect against unmanifested material being introduced aboard the aircraft. Security controls should include complete, accurate and advanced lists of international passengers, crews, and cargo, as well as a positive baggage match identification system providing for the constant security of all baggage. All cargo/cargo equipment should be properly marked, weighed, counted, and documented under the supervision of a designated security officer. There should be procedures for recording, reporting, and/or investigating shortages and overages, and procedures to notify Customs and other law enforcement agencies in cases where anomalies or illegal activities are detected or suspected by the carrier. Manifest Procedures: Companies should ensure that manifests are complete, legible, accurate, and submitted in a timely manner to Customs. Personnel Security: Employment screening, application verifications, the interviewing of prospective employees and periodic background checks should be conducted. Education and Training Awareness: A security awareness program should be provided to employees including recognizing internal conspiracies, maintaining cargo integrity, and determining and addressing unauthorized access. These programs should encourage active employee participation in security controls. Physical Security: Carrier’s buildings, warehouses, and on & off ramp facilities should be constructed of materials which resist unlawful entry and protect against outside intrusion. Physical security should include adequate locking devices for external and internal doors, windows, gates and fences. Perimeter fencing should also be provided, as well as adequate lighting inside and outside the facility; including parking areas. There should also be segregation and marking of international, domestic, high-value, and dangerous goods cargo within the warehouse by means of a safe, cage, or otherwise fenced-in area. SEA CARRIERS Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Conveyance Security: Vessel integrity should be maintained to protect against the introduction of unauthorized personnel and material. Conveyance security should include the physical search of all readily accessible areas, the securing all internal/external compartments and panels as appropriate, and procedures for reporting cases in which unmanifested materials, or signs of tampering, are discovered. Access Controls: Unauthorized access to the vessel should be prohibited. Controls should include the positive identification of all employees, visitors, and vendors. Procedures for challenging unauthorized/unidentified persons should be in place. Procedural Security: Procedures should be in place to protect against unmanifested material being introduced aboard the vessel. Security procedures should provide for complete, accurate and advanced lists of crews and passengers. Cargo should be loaded and discharged in a secure manner under supervision of a designated security representative and shortages/overages should be reported appropriately. There should also be procedures for notifying Customs and other law enforcement agencies in cases where anomalies or illegal activities are detected, or suspected, by the company. Manifest Procedures: Manifests should be complete, legible, accurate and submitted in a timely manner pursuant to Customs regulations. Personnel Security: Employment screening, application verifications, the interviewing of prospective employees and periodic background checks should be conducted. Education and Training Awareness: A security awareness program should be provided to employees including recognizing internal conspiracies, maintaining cargo integrity, and determining and addressing unauthorized access. These programs should encourage active employee participation in security controls. Physical Security: Carrier’s buildings should be constructed of materials, which resist unlawful entry and protect against outside intrusion. Physical security should include adequate perimeter fencing, lighting inside and outside the facility, and locking devices on external and internal doors, windows, gates, and fences. LAND CARRIERS Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Conveyance Security: Integrity should be maintained to protect against the introduction of unauthorized personnel and material. Conveyance security procedures should include the physical search of all readily accessible areas, securing all internal/external compartments and panels, and procedures for reporting cases in which unmanifested materials, or signs of tampering, are discovered. Physical Security: All carrier buildings and rail yards should be constructed of materials, which resist unlawful entry and protect against outside intrusion. Physical security should include adequate locking devices on external and internal doors, windows, gates and fences. Perimeter fencing should be addressed, as well as adequate lighting inside and outside the facility, to include the parking areas. There should be segregation and marking of international, domestic, high-value, and dangerous goods cargo within the warehouse by a safe, caged or otherwise fenced-in area. Access Controls: Unauthorized access to facilities and conveyances should be prohibited. Controls should include the positive identification of all employees, visitors, and vendors as well as procedures for challenging unauthorized/unidentified persons. Procedural Security: Procedures should be in place to protect against unmanifested material being introduced aboard the conveyance. Security controls should include the proper marking, weighing, counting, and documenting of cargo/cargo equipment under the supervision of a designated security representative. Procedures should be in place for verifying seals on containers, trailers, and railcars, and a system for detecting and reporting shortages and overages. The timely movement of incoming and outgoing goods should be tracked and there should be procedures for notifying Customs and other law enforcement agencies in cases where anomalies or illegal activities are detected or suspected by the company. Manifest Procedures: Companies should ensure that manifests are complete, legible, accurate, and submitted in a timely manner to Customs. Personnel Security: Companies should conduct employment screening and interviewing of prospective employees to include periodic background checks and application verifications. Education and Training Awareness: A security awareness program should be provided to employees including recognizing internal conspiracies, maintaining cargo integrity, and determining and addressing unauthorized access. These programs should encourage active employee participation in security controls. AIR FREIGHT CONSOLIDATORS/OCEAN TRANSPORTATION INTERMEDIARIES, AND NVOCCS Develop and implement a sound plan to enhance security procedures. These are general recommendations that should be followed on a case-by-case basis depending on the company’s size and structure and may not be applicable to all. Procedural Security: Companies should notify Customs and other law enforcement agencies whenever anomalies or illegal activities related to security issues are detected or suspected. Documentation Processing: Consolidators should make their best efforts to ensure that all information provided by the importer/exporter, freight forwarder, etc., and used in the clearing of merchandise/cargo, is legible and protected against the exchange, loss or introduction of erroneous information. Documentation controls should include, where applicable, procedures for: Maintaining the accuracy of information received, including the shipper and consignee name and address, first and second notify parties, description, weight, quantity, and unit of measure (i.e. boxes, cartons, etc.) of the cargo being cleared. Recording, reporting, and/or investigating shortages and overages of merchandise/cargo. Tracking the movement of incoming and outgoing cargo. Safeguarding computer access and information. Companies should participate in the Automated Manifested System (AMS) and all data submissions should be complete, legible, accurate and submitted in a timely manner pursuant to Customs regulations. Personnel Security: Consistent with federal, state, and local regulations and statutes, companies should establish an internal process to screen prospective employees, and verify applications. Such an internal process could include background checks and other tests depending on the particular employee function involved. Education and Training Awareness: A security awareness program should include notification being provided to Customs and other law enforcement agencies whenever anomalies or illegal activities related to security are detected or suspected. These programs should provide:

• Recognition for active employee participation in security controls.
• Training in documentation fraud and computer security controls.

Customs-Trade Partnership Against Terrorism (C – TPAT) Document Checklist No Description                                                                                                          Concern Department 01 List of security guard force                                                                                                             Admin 02 Service contract with external security company                                                                           Admin 03 Job description of a Security Guard                                                                                               Admin 04 List of employees are allowed access to shipping document                                                Commercial 05 List of employees responsible for issuing and tracking seals                                                Commercial 06 Authorized trucker list                                                                                                             Commercial 07 Shipment Docs. (Export & Import) One copy of full sets of document                                  Commercial 08 Procedure for transit of finished goods to forwarder                                          Commercial/Compliance 09 Written Contact with the Transporter                                                                Commercial/Compliance 10 Written security standards & procedure for contractors                                    Commercial/Compliance 11 Registration/license of commencement                                                                                Compliance 12 Security procedure policies (FSP)                                                                                          Compliance 13 Register on security awareness programme/briefing to Employees                                     Compliance 14 List of subcontractors                                                                                                            Compliance 15 Record of on-site inspection of the subcontractors                                                              Compliance 16 Policy in controlling the security of cargo handling and storage areas                                 Compliance 17 List of restricted areas                                                                                                           Compliance 18 Written inspection procedure of empty ocean containers                                                    Compliance 19 Procedure for reporting of in transit violation to the Management                                       Compliance 20 Written Communication regarding the C-TPAT requirements to contractors                         Compliance 21 Background Check of Subcontractor                                                                                      Compliance 22 Security Guard force training records (as per FSP)                                                              Compliance 23 Written policy/procedure for Affixing, Replacing, Recording, and Tracking the Seals.                                                                                                                                          Compliance 24 Internal Audit Report Compliance 25 Crisis management plan                                                                                                       Compliance 26 List of personnel has the access to loading/packing areas                                                        Finishing 27 Packing Procedure of Finished Goods                                                                  Finishing/Compliance 28 Records of employees background checking                                                                                  HR 29 Training Material and Record of Employees orientation                                                                  HR 34 Factory ID return & missing record                                                                                                  HR 35 Employees job application form                                                                                                       HR 36 Hand Book stating companies rules & regulations                                                          HR/Compliance 37 Written personnel security guidelines for hiring                                                             HR/Compliance 38 Employees Termination Procedure & listing it on HRD & Security Guard Room                HR/Security 39 Register of individual accounts and passwords created for employees can access the computer system                                                                                                                   IT 40 Information access control procedure

WORLDWIDE RESPONSIBLE ACCREDITED PRODUCTION (WRAP)

The Background of WRAP Worldwide Responsible Accredited Production (WRAP) is an independent, non-profit corporation dedicated to the promotion and certification of lawful, humane, and ethical manufacturing throughout the world. The WRAP Principles have received the public endorsement of the American Apparel Manufacturers Association (AAMA) Board of Directors in 1998. More recently, the Principles have been endorsed by groups representing apparel manufacturers from 18 countries. The principles cover basic standards that address labor practices, factory conditions, and environmental and customs compliance. WRAP Principles Consist of Twelve Elements

1. Compliance with Laws and Workplace Regulations
2. Prohibition of Forced Labor
3. Prohibition of Child Labor
4. Prohibition of Harassment or Abuse
5. Compensation and Benefits
6. Hours of Work
7. Freedom of Association and
8. Collective Bargaining
9. Health and Safety
10. Prohibition of Discrimination
11. Environment
12. Customs Compliance
13. Security

WRAP Certification Process Step 1: Application: Manufacturer first contacts WRAP for an audit request and sends back the completed application form and fee to initiate the certification process. Step 2 : Self-Assessment: The facility must adopt procedures described in the WRAP Handbook and provide evidence they have been implemented for at least 45 days (not less than 90 days for new applicants). Step 3 : Monitoring: The facility then chooses and contacts a WRAP certified auditing firm to get audited. The report and recommendations are sent to both the facility and WRAP. Step 4 : Evaluation: WRAP Staff may notify the facility that it needs to correct certain procedures and have the monitor make an additional inspection and report or may recommend to the Certification Board that the factory be certified. Step 5 : Certification: The Certification Board studies the recommendation of the staff, including the monitor’s report, and votes to award or withhold certification. Certification may be granted for six months or one to two years, depending on the final audit results and the length of time that the facility has held certification successfully. SGS SGS has WRAP approved auditors in most major sourcing countries and is able to provide consistent monitoring and reporting to support certification recommendations. With over 10 years’ experience of undertaking WRAP audits SGS is able to guide companies through the process while ensuring that professional audit standards are maintained. SGS Basic Code of Conduct program Consist of Nine Elements

1. Child and Young Labor
2. Forced Labor
3. Health and Safety
4. Freedom of Association
5. Discrimination
6. Disciplinary Practices
7. Working Hours
8. Compensation
9. Environment

SGS Basic Quality System Audit Program Consist of Eight Elements

1. Purchase Control
2. Incoming Material Control
3. Process Control
4. Calibration of Measurement Equipment
5. Inspection of Finished Product
6. Random Product Inspection
7. Continuous Improvement
8. Quality Assurance Records

SGS Basic Security Audit Program Consist of Eight Elements

1. Physical Security
2. Warehouse/Conveyance Security
3. Access Control
4. Electronic and Security Staff Investments
5. Procedural Security
6. Personnel Security
7. Education and Awareness Training
8. Service Provider Security

Integrated Approach Code of Conduct Audit Solutions are often combined with other programs such as Quality, Environment or Security, as well as audits against Counterfeit Products, to provide a cost and time-effective mechanism thus ensuring conformance to local law and regulatory, and other industry requirements such as ISO 9001, ISO 14001, or SA 8000 requirements. SGS can offer a “one stop” and complete vendor evaluation program to include “capability and capacity” audits and Corporate Social Responsibility monitoring requirements, including Human Rights and the Environment. This offers increased efficiency and business opportunities to meet the multiple criteria demanded by diverse buyers and a source of competitive advantage where larger buyers seek to rationalize their supply chains. ETI (Ethical trade Initiative) ETI is a UK-based alliance of companies, trade unions and NGOs dedicated to improving the lives of workers and their families in global supply chains. It focuses on companies producing, supplying and selling goods for consumer markets. The organisation identifies and promotes responsible corporate practices that observe national and international labour laws. Recognised by almost all UK retailers, ETI has established an international reputation for combining a practical focus with a critical but balanced view of labour rights issues. ETI members must adhere to a code of labour practices based on key conventions of the International Labour Organisation and accompanied by a set of general principles. Code of Conduct audits In addition to operating within the highest standards of business ethics in accordance with applicable local laws, many businesses choose to go a step further. They expect their vendors to maintain these same high standards Technical Audit and Factory Evaluation To ensure your vendors and suppliers are able to undertake a specific order as per your requirements, we carry out technical audits at their business premise. This process establishes a manufacturer’s ability to design and produce according to your legal or normative requirements. Audits are conducted to any checklist specified. Alternatively, our experienced auditors can compile a checklist to match your requirements. Code of Conduct Compliance with Laws Suppliers and their designated manufacturing facilities (“Suppliers”) must fully comply with all applicable national and/or local laws and regulations, including but not limited to those related to labor, immigration, health and safety, and the environment.  Voluntary Labor All labor must be voluntary. Child, forced, bonded, prison, or indentured labor will not be tolerated. Workers must be allowed to maintain control over their identity documents. Suppliers must provide workers with rest days and must ensure the working hours are consistent with local regulations and not excessive.  Hiring and Employment Practices Suppliers must implement hiring practices that accurately verify workers’ legal right to work in the country and age prior to employment. All terms and conditions of employment including, but not limited to, hiring, pay, promotion, termination, and retirement must be based on an individual’s ability and willingness to do the job. Compensation Suppliers must compensate all workers with wages, overtime premiums, and benefits that meet or exceed local legal standards, local industry standards, or collective agreements, whichever are higher. Suppliers are encouraged to provide wages and benefits that are sufficient to meet workers’ basic needs and provide some discretionary income for workers and their families. Freedom of Association and Collective Bargaining Suppliers must respect the right of workers to choose whether to lawfully and peacefully form or join trade unions of their choosing and to bargain collectively. Health and Safety Suppliers must provide workers with a safe and healthy work environment and, where applicable, safe and healthy residential facilities. Suppliers must take proactive measures to prevent workplace hazards  Environment Suppliers must ensure every manufacturing facility complies with national and local environmental laws, including all laws related to air emissions, water discharges, toxic substances and hazardous waste disposal. Suppliers must validate that all input materials and components were obtained from permissible harvests consistent with international treaties and protocols in addition to local laws and regulations. Gifts and Entertainment Suppliers must not offer gifts or entertainment to Comapys associates. Conflicts of Interest Suppliers must not enter into transactions with company’s  associates that create a conflict of interest. Anti-Corruption Suppliers must not tolerate, permit, or engage in bribery, corruption, or unethical practices whether in dealings with public officials or individuals in the private sector. Financial Integrity Suppliers must keep accurate records of all matters related to their business w in accordance with standard accounting practices . Disciplinary Practices Vendors shall not use corporal punishment or any other form of physical or psychological coercion or intimidation against workers.  Wages and Benefits Vendors shall provide wages and benefits that comply with all applicable laws and regulations or match the prevailing local manufacturing or industry rates, whichever is higher. Overtime pay shall be calculated at the legally required rate, regardless of whether workers are compensated hourly or by piece rate. Working Hours Vendors shall not require workers to work, including overtime, more than 60 hours per week or more than any maximum number of hours per week established by applicable laws and regulations, whichever is less. Vendors shall guarantee that workers receive at least one day off during each seven-day period. Contractors and Suppliers Vendors shall ensure that their contractors and suppliers adhere to this Code of Conduct. Monitoring of Compliance Vendors principals to conduct scheduled and unscheduled inspections of Vendors’ facilities for the purpose of ensuring compliance with this Code of Conduct. During these inspections, its principals shall have the right to review all employee-related books and records maintained by Vendors and to interview workers. Familiarization and Display of This Code of Conduct Vendors shall familiarize workers with this Code of Conduct and display this Code of Conduct, translated in the local language, at each of their facilities in a place readily visible and accessible to worker.

Social Codes of Conduct in the RMG Industry

What are Social Codes of Conduct? Voluntary Codes of Conduct

• Social codes of conduct are rules and guidelines imposed by buyers upon themselves and along their supply chains, both in response to consumer pressure and as part of comprehensive marketing strategies aimed at     improving their image.
• Social and environmental standards as outlined in the Bangladesh Labor Law and Environmental Act set out minimum standards to which manufacturers in Bangladesh must adhere. In contrast, compliance with general codes of conducts, which usually contain standards slightly higher than those defined by the Bangladesh laws, is voluntary.
• The social compliance status of the Bangladesh RMG industry refers to the extent to which the industry meets the requirements of the labor law and/or any other buyer-specific code of conductor voluntary certification scheme.
• The current social compliance status of the industry is not satisfactory; there is an urgent need to improve the situation.

• The voluntary codes of conduct most widely used by the RMG sector include those of:
  • Social Accountability International (SAI) – SA8000
  • Ethical Trading Initiative (ETI)
  • Fair Labor Association (FLA)
  • Fair Wear Foundation (FWF)
  • Business Social Compliance Initiative (BSCI)
  • Worldwide Responsible Apparel Production
  • (WRAP).

Only WRAP and SAI have certifications for factories, whereas FLA certifies brands, not factories. The other above-mentioned codes of conduct do not have any certification options. Generally, adherence by a particular manufacturer to a given standard or code of conduct is verified through periodic audits/ inspections. These inspections are carried out by buyers and/or thirdparty auditors nominated by the buyers. Bangladesh Labor Law 2006 (BLL 2006) Implementation of the BLL 2006 is monitored primarily by Ministry of Labor and Employment (MoLE) factory inspectors and BGMEA and BKMEA social compliance monitors. Besides inspecting and monitoring the status of the factories, BGMEA and BKMEA monitors provide advisory support to factory personnel so that they are able to implement the required, correct measures as stated in BLL 2006. General codes of conduct (CoCs) are usually voluntary and developed using a multi stakeholder approach. SA8000, ETI, WRAP, BSCI, FWF and FLA are some of the prevailing general CoCs. Areas of Code of conduct:

1. ILO Core Labor Standard:
2. Child Labor
3. Forced Labor
4. Freedom of Association
5. Discrimination
   1. Employment Conditions :
   2. Harassment and Abuse
   3. Wages
   4. Working Hours
   5. Leave and Holidays
      1. Occupational Heath &safety :
      2. Health
      3. Workplace Conditions
      4. Welfare
      5. Safety
      6. OHS Management System & Training
         1. Others aspects ;
         2. Environment
         3. Women’s right
         4. Management
         5. Employment Relations
         6. Others.

Corrective Action 

When violations are found, Company and the Vendor will determine a corrective action plan to eliminate the problem in a timely manner. If it is identified that the Vendor is knowingly and/or repeatedly in violation of this Code of Conduct, Company and its principals shall take necessary action which may include cancellation of orders and/or termination of business with the Vendor in question.

Standard   Code of Conduct

1. Compliance with Laws

Suppliers and their designated manufacturing facilities (“Suppliers”) must fully comply with all applicable national and/or local laws and regulations, including but not limited to those related to labor, immigration, health and safety, and the environment. Standard  requires, at a minimum, that its suppliers are in compliance with all laws and regulations in the communities and countries where the suppliers and their designated factories operate. This standard is also applicable to all sub-contractors producing merchandise for sale by Walmart. In addition to laws and regulations pertaining to labor, immigration, health and safety, and the environment, compliance with laws and regulations extends to other matters such as intellectual property rights, labeling, documentation and certifications. 2. Voluntary Labor All labor must be voluntary. Child, underage, forced, bonded, prison, or indentured labor will not be tolerated. Workers must be allowed to maintain control over their identity documents. Suppliers must provide workers with rest days and must ensure that the working hours are consistent with the regulation and not excessive. Employment must be on a voluntary basis and thus workers must be able to terminate the employment relationship at any time with reasonable notice. Workers must be able to freely leave the locale (municipality, country, etc.) and therefore it is essential the workers maintain control over their identity documents. Forced, prison, and child labor are prohibited and those factories that are found to have violated this provision will cease to produce merchandise for standard and all merchandise produced will be subject to destruction. Suppliers and factories found to have used child labor will be asked to remediate the situation by implementing a satisfactory solution that places the best interest of the child first. Suppliers and factory management must ensure working hours are not only consistent with local laws and regulations but also are not excessive. In the absence of regulations regarding working hours and rest days, employers must provide workers with rest days. Specifically: Child Labor, Underage workers and juvenile (minor) workers o Child Labor: Factories are prohibited from employing any workers under the age of 14 regardless of local and national regulations. o Under age workers: Factories are prohibited from employing workers below the minimum working age as defined by local and national regulations. All workers must be at or above the legal minimum age at time of employment. o Juvenile (minor) workers: Where a national law specifies juvenile (minor) employment restrictions or requirements, the factory must demonstrate their compliance with the local legal requirements. o Factories must have age-verification procedures that are effectively implemented. The personnel (personal) file of each worker must contain copies of identification documents (such as birth certificates, national ID cards or school certificates) submitted by the worker as proof of age and education (where applicable). Forced Labor o All forms of prison or forced labor are prohibited as well as any subcontracting arrangement with prisons is prohibited. o Any restrictions for workers to voluntarily end their employment, such as, excessive notice periods or substantial fines for terminating their employment contracts, are prohibited. o Factories must grant employees permission to leave the factory under reasonable circumstances, such as personal or family emergencies, without disciplinary penalty. Factories must never physically prevent or delay workers from leaving the facility or its grounds. o Factories must not require or allow employment agents to require any monetary deposits or keep any original identification documents. The practice of deposits (money/original identification) may prevent workers from freely ending their employment (within the legal context). Working Hours o Overtime must be strictly voluntary. Any form of pressure to perform overtime is prohibited. o Factories must comply with local and national regulations regarding limitations on overtime hours. If local and/nor national regulations regarding the number of maximum overtime hours that may be worked by individual workers do not exist, then the working hours should not exceed 60 hours per week consisting of a maximum of 48 hours of regular hours and 12 hours of overtime. o Factories must meet the requirements for working hours as stipulated by the local and national regulations. o Schedules implemented by factories must be in compliance with national and local regulations where the regular workday, workweek, rest days and/or holidays are defined. o Where regulations do not specify rest days, workers should have a minimum of one day off in seven; workers may work on their rest day but no more than once in every two weeks. Factories should ensure that workers do not consistently work on their rest day by monitoring and limiting the practice of working on a rest day. Workers ability to work on a rest day should be limited to twice per month and only two months consecutively in one calendar year. For example, a worker may only be allowed in a one year period to have two consecutive months where 2 days of rest were taken. Generally, workers must have 4 days of rest in every month. o Time records for all workers must be available for review. Employees must maintain their own time records, i.e. punch in and out themselves. o Factories must record all employee working hours completely and accurately. o Factories should have a working time clock that employees use to record their hours, both regular and overtime. 3. Hiring and Employment Practices Suppliers must implement hiring practices that accurately verify workers’ legal right to work in the country and age prior to employment. All terms and conditions of employment including, but not limited to, hiring, pay, training, promotion, termination, and retirement must be based on an individual’s ability and willingness to do the job. Suppliers as well as factory management must implement internal controls to validate the legal right of foreign workers to work in the country, that is, each worker has a valid work permit and are in the country lawfully. Additionally, suppliers and factory management must validate the age of their workers prior to employment. Work permits as well as copies of government issued identification documents must be maintained in the personnel files of all workers. Employment practices of suppliers and factory management must be based on equal opportunity for all workers. Employment practices include, but are not limited to, recruiting, hiring, training, job assignments, pay, benefits, promotions, discipline, termination or retirement. Suppliers and factory management must not engage in any discrimination based on gender, age, religion, marital status, race, social background, diseases, disability, pregnancy, ethnic and national origin, nationality, membership in worker organizations or any other personal characteristic. Specifically: The process used by factories for hiring, compensation, promotion, termination and retirement practices and access to training should be based on a person’s ability to perform the job effectively, and not on a person’s individual characteristics. Practices that use religion, sex, ethnicity or nation origin, disability, political affiliation, social status, sexual orientation, actual or perceived HIV status or legal migrant worker status as a basis for the above is prohibited. Discrimination in any form is prohibited. Factories must not require female applicants, contract workers or employees to be tested for pregnancy unless the factory is required by law to conduct such tests. Pregnancy testing should be voluntary not mandatory. Mandatory pregnancy testing (if not a legal requirement) is prohibited. It is prohibited for factories to ask female applicants about their pregnancy status and must not discriminate in their hiring, salary, benefits, advancement, discipline, termination or retirement practices. Restricting or limiting reproductive rights is prohibited. Factories must meet any legal conditions on working environment for women and pregnant, post-partum and lactating women. Women returning from maternity leave must be given an equivalent position and equal pay as required by local laws and regulations Factories must make reasonable accommodations in job conditions for pregnant women (such as job reassignments to non-hazardous or lighter work, provision of seating, extended breaks, etc.). 4. Compensation Suppliers must compensate all workers with wages, overtime premiums, and benefits that meet or exceed legal standards, local industry standards, or collective agreements, whichever are higher. Suppliers are encouraged to provide wages and benefits that are sufficient to meet workers’ basic needs and provide some discretionary income for workers and their families. Suppliers and factory management must compensate all workers in accordance with local regulations and where applicable with contractual agreements. Workers must be provided with written and understandable details regarding their employment and compensation. Deductions from wages must not be made without the express permission of workers and must not be made as a disciplinary measure. Specifically: Factories must be in compliance with respect to all workers, including employees on piece rate. Where the industry wage is greater than the minimum wage, the industry wage should be paid. Factories must provide all benefits and bonuses in accordance with the law. Workers should be aware of their benefits and understand how their wages are calculated. Workers should be provided with pay slips in a language the workers understand and that show regular and overtime hours worked, regular and overtime rates and wages, bonuses and deductions. Factories must only deduct from wages what is legally permitted; factories must not deduct for tardiness exceeding the actual hour(s) lost and recruitment agency fees. 5. Freedom of Association and Collective Bargaining Suppliers must respect the right of workers to choose whether to lawfully and peacefully form or join trade unions of their choosing and to bargain collectively. Workers must be able to join or form trade unions consistent with laws and regulations. Suppliers and factory management must not prevent workers from exercising their rights and must not discriminate against worker representatives and union members due to their membership or affiliation with a trade union. In accordance with local regulations, suppliers and factory management must give worker representatives access to the workplace in order to carry out their representative functions. Specifically: Freedom of Association o Factories must respect employee rights to freedom of association; they must not impose any punitive actions against workers in supporting a union such as threatening, fining, suspending or firing workers exercising those rights. Any action that suppresses freedom of association is prohibited, and may be an act deemed illegal in some countries’ labor codes. o Where the right to freedom of association and collective bargaining is restricted under law, the supplier should not hinder the development of lawful parallel means for independent free association and bargaining. o Managers and supervisors should be trained in freedom of association compliance when possible, and workers should receive instruction on their rights under national law and company standards. Collective Bargaining o Factories must honor the right of workers to bargain collectively. o Employees should be able to raise issues regarding any collective bargaining agreement compliance by the employer/factory without retaliation. o In situations where a Trade Union is not recognized as the bargaining agent of some or all of the workers in a factory, the Trade Union should have the means for defending the occupational interests of its members. 6. Health and Safety Suppliers must provide workers with a safe and healthy work environment and where applicable, safe and healthy residential facilities. Suppliers must take proactive measures to prevent workplace hazards. The work environment and, where applicable, residential facilities must be safe and clean to ensure the health and safety of all workers. Supplier and factory management must implement procedures and safeguards with the spirit of preventing accidents and injuries to workers; procedures and safeguards include, but are not limited to, inspection of buildings (residential and factories), machinery, and fire extinguishers. Workers must be provided with periodic health and safety training related to the handling and disposal of hazardous materials. Additionally, personal protective equipment and clothing must be provided to all workers handling hazardous materials. Specifically: Fire Safety – Suppliers must ensure: o Aisles and exits are kept clear and unblocked at all times o Exits are unlocked at all times during working hours and are clearly marked o Factories conduct regular fire drills per local laws, but not less than once yearly o Factories have functional and sufficient fire fighting equipment Electrical Safety – Suppliers must ensure: o Factories maintain appropriate electrical wiring and circuit box conditions PPE/Chemical Safety – Suppliers must ensure: o Factories establish appropriate spill response programs o MSDS sheet information is available for utilized chemicals in local language o Factories provide appropriate PPE (Personal Protective Equipment) and training for workers o Factory workers properly utilize PPE o Factories appropriately store chemicals (proximity of incompatible chemicals, away from ignition sources, etc) o Eye wash stations are appropriately located and maintained Sanitation – Suppliers must ensure: o Accessibility of drinking water for their workers Restrooms, canteens, food preparation areas, dormitories, etc. are maintained in a safe and clean condition o Factories possess appropriate hygiene certificates for their canteen and its workers per local laws Accident/First Aid – Suppliers must ensure: o Factories maintain detailed accident/incident logs o Factories maintain an appropriate First Aid program with locally mandated and trained responders/clinics/hospitals per local requirements/laws o Factories maintain sufficient First Aid boxes (1 per 100 employees) which are consistently monitored/refilled 7. Environment Suppliers must ensure every manufacturing facility complies with national and local environmental laws, including all laws related to waste disposal, air emissions, discharges, toxic substances and hazardous waste disposal. Suppliers must validate that all input materials and components were obtained from permissible harvests consistent with international treaties and protocols in addition to local laws and regulations. In addition to meeting specific laws and regulations such as acquiring the necessary permits and approvals relating to waste disposal, air emissions, wastewater discharge, water use, energy conservation, Greenhouse Gases, hazardous substances, environmental impact assessment, land use, and noise pollution, Walmart expects its suppliers to implement measures for reducing air and water pollutants, energy and water usage, and waste. Specifically: Waste Management – Suppliers must ensure factories: o Obtain appropriate permits for on site waste disposal as required by local and national regulations o Deliver hazardous waste for offsite treatment and disposal only to contractors licensed by appropriate competent authority (if any) o Handle and store hazardous waste in a safe and environmentally sound manner to control any risks of environmental contamination o Maintain waste containers and labels in an appropriate condition Maintain waste inventory and tracking records Wastewater & Effluents Management – Suppliers must ensure factories: o Obtain appropriate permits for wastewater/effluents treatment and discharge as required by local and national regulations o Conduct regular wastewater monitoring (sampling & testing) as required by local and national regulations o Strictly comply with wastewater/effluents discharge limits as required by local and national regulations o Take immediate corrective actions in the event discharge limits are exceeded o Have a drainage system in place to convey wastewater to treatment plant and/or final discharge points. Drainage layout must be made available upon request. Drains must be regularly cleaned and maintained o Maintain wastewater treatment plant in safe operating conditions to avoid any risks to environment and/or human health Air Emissions Management – Suppliers must ensure factories: o Obtain appropriate permits for air emissions as required by local and national regulations o Conduct regular air emissions monitoring (sampling & testing) as required by local and national regulations o Strictly comply with air emissions limits as required by local and national regulations o Take immediate corrective actions in the event emission limits are exceeded o Maintain on a regular basis air emission control equipment o Establish an inventory of sources related to air emission points o Expand the inventory of ODS (ozone depleting substances) containment equipment Inspect and maintain ODS (ozone depleting substances) containment equipment to prevent the accidental release of substances Water Management – Suppliers must ensure factories: o Obtain appropriate permits for water use / extraction as required by local and national regulations o Maintain data regarding water use consumption (e.g. water consumption data from water bills and meter readings) Energy use and GHG (greenhouse gases) management – Suppliers must ensure factories: o Meet applicable legal requirements in terms of energy use and GHGs emissions o Set up energy use inventory (e.g. energy consumption data from energy bills and meter readings, fuel bills, gas bills) o Maintain Greenhouse Gas Emissions (direct and indirect) inventory Land Use and Biodiversity– Suppliers must ensure factories: o Conduct Environmental Impact Assessment and submit the results to competent authority for review and approval as required by local and national regulations o Obtain appropriate permits for land use and facilities construction as required by local and national regulations o Meet applicable local and national regulations regarding protected land Environmental Management System – Suppliers must ensure factories: o Adopt environmental policy o Have a mechanism in place to monitor environmental laws and regulations changes to achieve compliance Appoint a member of management team for the coordination of environmental management activities and ensure he/she is properly trained o Develop an emergency protocol to deal with environmental incidents. The emergency protocol should include emergency plan, trained emergency team and regular drills o Provide regular environmental training to impacted employees Hazardous Substances Management / Soil & Ground water Pollution Prevention – Suppliers must ensure factories: o Do not utilize banned chemicals as required by local and national regulations o Obtain appropriate permits for hazardous substances handling & storage as required by local and national regulations o Take appropriate measures to prevent & control any risks of environmental pollution from hazardous substances release o Verify the existence of sensitive receptors (e.g. rivers, underground water, etc.) close to production facilities and implement special measures to prevent contamination where needed Noise Pollution – Suppliers must ensure factories: o Obtain appropriate permit for noise pollution as required by local and national regulations o Perform noise pollution assessments as required by local and national regulations o Conduct regular noise pollution monitoring as required by local and national regulations o Strictly comply with noise pollution limits as required by local and national regulations o Take immediate corrective actions in the event the noise pollution limits are exceeded Permissible harvests and origin of raw (input) materials: Suppliers and factories should maintain inventory records and production records to demonstrate origin of incoming materials and place of production o Factories must demonstrate through Chain of Custody documents (certifications) that raw materials (cotton, wood, etc.) were obtained from legal harvests consistent with international treaties and protocols in addition to local laws and regulations even if national regulations do not regulate harvests. 8. Gifts and Entertainment Company’s  policy of not permitting any gifts and entertainment stems from our goal to maintain Every Day Low Costs. Suppliers offering gifts, favors or entertainment to associates put our associates into difficult positions, where they must decline and report the incident. Specifically: Suppliers must ensure factories do not offer gifts or entertainment to company’s  associates .Gifts include but are not limited to: o Meals o Travel expenses o Money or the equivalent o Free goods o Tickets or access to events o Personal favors 9. Conflicts of Interest Suppliers must not enter into transactions with Companies that create a conflict of interest. A conflict of interest may exist when personal interests interfere or appear to interfere with business interests. 10. Anti-Corruption Suppliers must not tolerate, permit, or engage in bribery, corruption, or unethical practices whether in dealings with public officials or individuals in the private sector. Suppliers and factories may not promise, offer, or pay anything of value to a government official or political party to obtain or retain business or secure an improper advantage on behalf of vendor. Suppliers and factories may not promise, offer, or pay anything of value to any business or any individual in the private sector to obtain or retain business or secure an improper advantage on behalf of vendor. 11. Financial Integrity Suppliers must keep accurate records of all matters related to their business with vendor. in accordance with standard accounting practices such as Generally Accepted Accounting Principles (GAAP) or International Financial Reporting Standards (IFRS). Suppliers and factories must keep only one set of financial records, and should accurately record all legitimate financial transactions within those records using standard accounting practices. Financial records must be made available for both pre-arranged and unannounced audits by vendor or third party representatives.

Job Description of Compliance Professional:

Implementing law-2006, & various compliance related issues, COC of different reputed buyers and implementation of those in the factory. Handle workers compensation, disability claims, evaluate employees. Conduct vendor compliance audits in factories and follow up compliance issues. Improve factories’ social compliance and quality performances by following up on Corrective Action Plans with frequent factory visits, training and support appropriate measures. Good knowledge in social compliance programs (e.g. BSCI, SA8000) and quality a (e.g. ISO9000, ISO14000) Do all paper work related to keeping office and factory ready to face audits Help prepare reports and mails for correspondence with buyers and various compliance monitoring agencies as needed. Interact with factory floor personnel to prepare them for compliance audits and make them aware on maintaining better compliance standards Prepare regular compliance reports Support HR and Welfare and other departments as the case may be, in successfully implementing compliance related initiatives Looks after various Compliance Issues in the Factory. Complying the Buyer’s COC and applicable Labor Law- 2006 in every area. Looks after and ensure Health and Safety issue under the individual Buyer’s requirement. Maintain good relation with workers and management. Should be responsible to maintain all issues related to compliance and provide the summaries feedback. Procure regulatory documents relating to labor ordinance, health & safety and others. Train concerned/staffs on compliance standards and requirements. To follow up the progress of internal factory audit. Ensure facility’s Compliance requirements as per local-international legal standards, Find out any non-conformity in relation to Compliance and make sure that those findings are resolved in a systematic and planned manner. Collect and maintain regulatory documents relating to labour ordinance, occupational health & safety and social responsibility etc. Stand for vendor compliance requirements and follow up compliance issues. Interface with internal and external customers on compliance-related requests, inquiries and matters. Sufficient knowledge on compliance issues of a sweater factory is essential. Individuals must have the capability to handle all compliance issues of a sweater factory independently. Assist & coordinate in HR Recruitment and selection process. Assist the Management in conducting Skill/Competency Assessment of staff. Ensure occupational Health, Hygiene and safety management of the company. Handle employee grievance, counseling and ensure employee disciplinary functions. Employment:- Selection, interviewing, Testing, Recruitment & Placement. Employee benefits: Salary, Wages, pay scale, increment, incentives, allowances etc. Job Change: Transfer, Promotion, & demotion Handling Employee grievance for- employees’ compliance. Employees’ Performance Evaluation. Industrial Relation: Relation between Employee and Management. Employee Services: Employee Wale fare. Occupational Health, Safety & Hygiene. Employee counseling. Developing Personnel Policy- HR Handbook Needs for training assessment. Disciplinary Action Attendance, Leave & Holiday Management. Time Management Productivity enhancement. To Up-date Company policies, prepare work place, code of conduct, formulate workers handbook, training policy, training development. To organize separate training program for the factory management, middle management and staff / workers regarding HR and Compliance Issues. To develop the physical and Mental Capacity of workers, so that they can fulfill the highest standard of production. To ensure the health, safety and better working condition in all work place. To arrange orientation and professional training program for each category of staff and workers. To ensure leave and rest facilities, salary, OT allowances and compensation to all the workers and staff within the stipulated time. To maintain and monitor proper disciplinary procedure among the workers and staff. To implement the buyers COC/ institution, factory acts and compliance in all the factories as per buyer desire. To pre-evaluate the factories before buyers evaluation and make ready the factories as per buyer desire. To conduct constant and regular visit to all the factories in search of new points of compliance and put suggestions to the factory management to remedy as soon as possible time. To make good and peaceful relationship between the employees and employer. To maintain the chemical compliance per buyer’s desire. To maintain and monitor the compliance. To keep the security system update under the security policy . Maintain relation and discipline in the factory for all staffs and workers Deal Recruitment Process Leave Management, Attendance monitoring, Salary Administration, Performance Appraisal. Handling Disciplinary & Grievance issues. Look after employees Health, Safety & Welfare. Look after social security of employees. Organizational Development. Maintain Buyers CoC. Look after the Compliance & HR issues of the factory Complying the EU/USA buyers requirement Maintaining the standard in social and technical compliance issues Updating the essential legal matter i,e Fire certificate, environmental certificate and all statutory permissions Providing reports to the queries of buyer and meet their requirement in connection with compliance issue Supervise the health and safety issues and ensure the readiness for Emergency Conducting Training Program in different level Efficient at all HR Issues (Increment, Disciplinary action, File management, Payroll, training & development etc)Looks after all Compliance Issues in the Factory. Complying the deference Buyer’s COC and applicable Labour Law- 2006. Maintain Register Separately for Leave Employee Insurance. Maternity Cases and Disciplinary procedure and prepare update leave statement, Yearly Increment, Salary Adjustment and individual Salary Statement. Looks after and ensure that Health and Safety issue under the individual Buyer’s requirement. Maintains the good relationship with workers and management. Responsible to deal with labor Law and Law related occupational Safety. Should be responsible to manage all issues related to compliance and provide the summaries feed back.  Look after social security of employees. Organizational Development. Maintain requirement of SA 8000, ISO, WRAP, SEDEX, BSCI, FLO-Fare trade, GOTS etc.

Important Component of Social Compliance

Labor Welfare Labour welfare activities in an industrialized society has far reaching impact not only on the work force but also all the facets of human resources. Labour welfare includes all such activities, which not only secures existential necessities but also ensures improvement in spiritual and emotional quotient. It comprises of short term and long terms goal toward building a humane society. PRINCIPLES FOR SUCCESSFUL IMPLEMENTATION OF WELFARE ACTIVITIES The success of welfare activities depends on the approach which has been taken into account in providing such activities to the employees. Welfare policy should be guided by idealistic morale and human value. Every effort should be made to give workers/ employees some voice in the choice of welfare activities so long as it does not amount to dictation from workers. There are employers who consider all labour welfare activities as distasteful legal liability. There are workers who look upon welfare activities in terms of their inherent right. Both parties have to accept welfare as activities of mutual concern. Constructive and lasting Progress in the matter of social justice can be achieved only if welfare activities are accepted as essential factors in the progress of the business organization Labour welfare is dependent on certain basic principles. The following are the principles on which successful implementation of welfare programmes depends :

1. Adequacy of Wages: Labour welfare measures cannot be a substitute for wages. Workers have a right to adequate wages. But high wage rates alone cannot create healthy atmosphere, nor bring about a sense of commitment on the part of workers. A combination of social welfare, emotional welfare and economic welfare together would achieve good results.
2. Social Liability of Industry: Industry, according to this principle, has an obligation or duty towards its employees to look after their welfare. The constitution of India also emphasizes this aspect of labour welfare.
3. Impact on Efficiency: This plays an important role in welfare services, and is based on the relationship between welfare and efficiency, though it is difficult to measure this relationship. Programmes for housing, education and training, the provision of balanced diet and family planning measures are some of the important programmes of labour welfare which increases the efficiency of the workers, especially in underdeveloped or developing countries.
4. Increase in Personality: The development of the human personality is given here as the goal of industrial welfare which, according to this principle, should counteract the baneful effects of the industrial system. Therefore, it is necessary to implement labour welfare services. Both inside and outside the factory, that is, provide intra-mural and extra-mural labour welfare services.
5. Totality of Welfare: This emphasizes that the concept of labour welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of labour welfare programme will never really get off the ground.
6. Co-ordination or Integration: This plays an important role in the success of welfare services. From this angle, a co-ordinated approach will promote a healthy development of the worker in his work, home and community. This is essential for the sake of harmony and continuity in labour welfare services.
7. Democratic Values: The co-operation of the worker is the basis of this principle. Consultation with, and the agreement of workers in, the formulation and implementation of labour welfare services are very necessary for their success. This principle is based on the assumption that the worker is “a mature and rational individual.” Industrial democracy is the driving force here. Workers also develop a sense of pride when they are made to feel that labour welfare programmes are created by them and for them.
8. Responsibility: This recognizes the fact that both employers and workers are responsible for labour welfare. Trade unions, too, are involved in these programmes in healthy manner, for basically labour welfare belongs to the domain of trade union activity. Further, when responsibility is shared by different groups, labour welfare work becomes simpler and easier.
9. Accountability: This may also be called the Principle of Evaluation. Here, one responsible person gives an assessment or evaluation of existing welfare services on a periodical basis to a higher authority. This is very necessary, for then one can judge and analyze the success of labour welfare programmes.
10. Timely: The timeliness of any service helps in its success. To identify the labour problem and to discover what kind of help is necessary to solve it and when to provide this help are all very necessary in planning labour welfare programmes. Timely action in the proper direction is essential in any kind of social work.

Last, but not the least is the fact that labour welfare must aim at helping workers to help themselves in the long run. This helps them to become more responsible and more efficient. STATUTORY WELFARE SCHEMES The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking water should be provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

Occupational Health and Safety (OHS) in the RMG Sector Occupational health and safety (OHS) in the garment sector relates to: temperature, noise, light, ventilation, machine, chemical, electrical, and fire safety; and ergonomics. OHS requirements and measurement parameters (if applicable) can be found in:

• The Bangladesh Labor Law 2006 (sections 51-94)
• The NationalBuilding Code 2006
• The ILO Core Labor Conventions (C155, C161)
• Standards as given by the Occupational Safety and Health Authority (OSHA) of the US Labor Department
• International standards (SA8000, BSCI, ETI, WRAP, etc.) and buyers’ codes of conduct

Both employers and workers have a responsibility to contribute to a working environment free of health and safety hazards. OHS training to both mid-level management and workers raises awareness and reduces workplace-related accidents, injuries and diseases. OHS factory improvement activities are implemented in four steps. Step : 01 Orient factory management and the social compliance office Baseline floor visit Develop corrective action plan (CAP). Step : 02 Monitor implementation of CAP Recommend ways to overcome shortcomings Train mid-level management.  Step : 03 Monitor implementation of recommendations Guide workers’ OHS training activities Assess impacts of mid-level management training. Step : 04 Evaluate OHS improvement measures Discuss progress achieved with management Recommend further improvement measures. Occupational Safety and Health Machine Guards Accidents in the workplace Many serious accidents at work involve machinery and occur for several reasons, including:

• Lack of machine guards
• Poorly designed machine guards (e.g., those that can be removed)
• Poor maintenance of machines and guards
• Lack of supervisory system to ensure that guards are used
• Payment/bonus systems that encourage “shortcuts” (e.g., guards can be removed if they restrict production)
• Lack of adequate training for workers on the safe use of machines

Machine guards are essential for protecting workers from needless and preventable injuries (see the picture below). Any machine part, function, or process which may cause injury must be guarded. All too often workers can get caught in unguarded machinery. A combination of unguarded machines and loose clothing, long hair, dangling chains, gloves, rings, etc., can be fatal. How workers get injured at machines A worker may be injured at machinery as a result of:

• Coming in contact with moving parts of a machine – being hit or getting caught
• Getting trapped between moving parts of a machine or material and any fixed      structure
• Being hit by material or parts which have been thrown out of the machine

Machine guards: requirements and types There are a number of general requirements for all machine guards if they are to protect workers against mechanical hazards. Guards must:

• Prevent contact – The guard must prevent hands, arms, or any other part of a worker’s body from coming in contact with dangerous moving parts. A good guard eliminates the possibility of the operator placing their hands near dangerous moving parts.
• Be secure – The guards should be firmly fixed to the machine (or preferably an integral part of the machine) and not easily removed. Remember that if a guard can be removed easily, it is no safeguard at all! Guards should be made of durable materials that can withstand workplace conditions over the lifetime of the machine.
• Protect from falling objects – The guard should ensure that no objects (such as a tool) can fall into moving parts.
• Create no new hazards – A guard defeats its own purpose if it creates another hazard such as its own shear point or a jagged or sharp edge, which can cause cuts.
• Create no interference with work – Any guard which impedes a worker from performing his/her job efficiently and in comfort is likely to be removed or overridden. It should be pointed out that proper guards on machines can actually improve productivity, as workers then have confidence that they will not be injured.
• Allow safe lubrication – If possible, the operator or maintenance worker should be able to lubricate the machine safely without removing the guard or having to reach inside the machine and into any hazardous area.

There are various types of guards that can be used to prevent injury in the workplace, including:

• Fixed guards – These are the most common type of guard found in garment factories and basically prevent any contact between hands, arms, or other body parts and any moving machine parts. They should not easily be removed. In the best cases they provide the maximum amount of protection and require the minimum amount of maintenance. In some cases these guards can interfere with visibility.
• Interlocking guards – When this type of guard is opened or removed, the tripping mechanism and/or power automatically shuts off or disengages. The machine cannot start until the guard is back in place.
• Adjustable guards – These guards are useful because, as the name implies, they allow flexibility in accommodating various sizes (thickness, width, height, etc.) of stock. The best examples in a garment factory are the band knives in the cutting section where the guards are adjustable and can deal with varying thickness of material blocks.
• Self-adjusting guards – The openings of these barriers are determined by the movement of the stock. As the operator moves the stock into the danger area, the guard is pushed away, providing an opening which is only large enough to admit the stock. After the stock is removed, the guard returns to the rest position. In some cases, these guards can interfere with visibility.

There are also a number of other techniques that can be used, including restraints, two-hand controls, safety trips, pullback mechanisms, and automatic feeds. Their name describes the mode of action but all work on a principle of disabling the machine as soon as a part of the body gets near a dangerous, moving component. Guard-related problems in garment factories The most common accidents in the garment industry tend to be:

• Cut fingers, for machine operators in the cutting section
• A needle in the finger, for sewers
• Burns from irons, in the ironing section

(Note: A close analysis of the factory’s accident record book can help to identify priority areas that need to be addressed as a matter of urgency.) As with all machinery, the machines in the garment industry are potentially dangerous. The most obvious are probably the band knives in the cutting section. In a walk-through survey of a garment factory, one of the most common observations is the number of machines that have missing or inadequate guards. As has been discussed, it is important to purchase so-called safe machines with fixed guards as an integral part – guards that cannot be removed, that allow for safe maintenance, and that provide clear visibility. Accidents and unguarded machines Tragically, accidents occur in all workplaces and the garment industry is no different. Accidents are costly to the employer in terms of loss of productivity; to the worker in terms of injury, loss of wages, etc.; and to society as a whole. The three factors that contribute to accidents are:

• faulty technical equipment
• the working environment
• the worker

In the analysis of workplace accidents, it is clear that they are always the result of either unguarded machines, unsafe conditions in the workplace, and/or unsafe acts. In companies with poor industrial relations, there tends to be a “culture of blame”. In apportioning blame:

• Many employers tend to blame the worker for unsafe acts
• Many workers tend to blame the employer for faulty equipment and unsafe environments

Personal Protective Equipment  Personal protective equipment (PPE) is special gear used to protect the wearer from specific hazards of a hazardous substance. It is a last resort protection system, to be used when substitution or engineering controls are not feasible. PPE does not reduce or eliminate the hazard, protects only the wearer, and does not protect anyone else. PPE includes gloves, respiratory protection, eye protection, and protective clothing. The need for PPE is dependent upon the type of operations and the nature and quantity of the materials in use, and must be assessed on a case by case basis. Workers who rely on PPE must understand the functioning, proper use, and limitations of the PPE used. Occupational Health & Safety

• Has a task analysis been completed for jobs requiring use of hand tools on a regular basis? Are suitable ergonomically designed tools selected where possible?
• Did the employees have a say in your tool use options and selection?
• Have the employees been educated on proper ergonomic tool use?
• Does your ergonomic tool selection take into account various hand sizes and grips of employees? Are various sizes made available to the employees?
• Do employees understand that ergonomic tools are to be used within design limitations and only for intended tasks/purposes?
• Are tasks designed where possible to reduce force and strain on the employees?
• Do you ensure tools do not require excessive force or grip to use?
• Are hand tools selected with soft grips, non-slip surfaces, comfortably curved shapes, and appropriate lengths for employees’ use during shifts?
• Is overtime reduction considered as a method to reduce excess strain?
• Are ergonomic tools inspected before use and as needed to keep them in good repair? By policy, does dullness, damage, bending, stress-related cracking, or other wear require that items be removed from service or replaced?
• Are awkward task positions reduced /avoided where possible?
• Is power tool assistance utilized where possible to reduce hand/arm strain?
• Are employees aware of potential injury associated with “non” neutral positions, excessive grip, or excessive force with various tasks and that they can ask for assistance to correct without fear of reprisal?
• For those tasks requiring additional PPE (such as gloves), are additional selection criteria such as fit, decreased grip ability, and size taken into consideration?
• Are work positions adjusted where possible to avoid excessive reaching, bending, or hyperextensions?
• Is excessive vibration controlled /reduced where possible?
• Do employees understand that using hand tools should not cause pain, stiffness, or swelling to hands, wrists, arms, or shoulders? Do they know to report these problems for assistance before an injury occurs?

First Aid Management

Definition of first aid

First aid is defined as emergency treatment and life support provided to employees, and visitors who suffer injury or illness while at workplace.

 Purpose of first aid

• To encourage preventative measures which include the development of procedures to minimize emergency situations and to promote safety awareness. • To provide all employees with an awareness of safety issues and first aid skills within the context of a comprehensive health education. • To ensure that workplaces are supplied with the resources and training necessary to provide effective initial treatment in the event of sudden illness or injury to employees.

 Principles of first aid

• The Safety Committees’ approach towards health and safety is primarily one of prevention. • Effective first aid should be available to all employees who need it. • First aid is to be a part of a comprehensive health education program for employees as outlined in the personality development framework. • Adequate training and resources are to be provided to effectively deliver first aid in the event of sudden illness or injury to employees.

 First Aid Room

First aid room it should be • Located to provide easy access to injured persons. It should be well illuminated, ventilated and clearly identified. • Easy access for a stretcher or wheelchair • Access to a sink or washbasin • Electric power points • Couch or bed with blankets and pillows • Arm chair • Stretcher • Telephone access • Red light above the outside door • An emergency bell • Workplaces with more than 100 employees will have a first aid room. • Workplaces without a first aid room should provide a first aid area (‘sick bay’) for ill or injured people to rest. These areas should meet as many as possible of the minimum requirements for first aid rooms. • All employees should be advised of the location of the first aid room/area.

 First Aid Kits

• Minimum requirements for First Aid Kits are: One major First Aid Kit at the sick bay. • The location, content and number of other first aid kits shall be determined having regard to: number of departments / sections; the number of employees using the area; the nature of hazards; the frequency and types of accidents; authorized after hours programs or shift work.

FIRST AID INSTRUCTIONS

When below situation happen, all manager/supervisor, employee must follow instructions as follows: 1. Abdominal wounds • No time must be lost in sending the patient to the hospital. • Keep the patient flat. • Give nothing by mouth • Maintain warmth. • If intestines protrude from the wound, do not attempt to touch or replace them. • Apply sterile dressing and binder as for wounds. • Provide careful, immediate transportation to the hospital. 2. Eye-wounds • Removal may be attempted, if foreign body is not embedded. • Do not apply oil or ointment. • If there is foreign body embedded in the eye ball, send the worker immediately to the doctor after applying pad and loose bandage. 3. Chemical Burns of the Eyes • Immediate washing of the eye at least for fifteen minutes if of great importance. • Apply sterile bandage and send the worker immediately to the doctor. • Neutralizing agents or ointments should be used. 4. Shock • Lay the patient on his back. • Stop bleeding if any. • Relieve pain by supporting injured part. • Keep the patient comfortable, but not hot. Do not cause Sweating. • Fluids may be given in small amounts unless the patient is nauseated, unconscious, likely to be operated on, or has an abdominal wound. • Reassure and cheer up the patient. 5. Wounds • Stop the bleeding, by any of the following methods: Direct pressure; Direct finger pressure into the wound in cases of large bleeding wounds; Tourniquet (seldom needed) use only as a last resort. • Avoid touching the wound with hands or unsterile material. • Clear the wound with running water and surrounding area with soap or spirit with clean gauze washing away from the wound. Apply ready made adhesive gauze bandage or sterile gauze and roller bandage as needed. • Keep the patient quiet : raising the extremely if it is the bleeding par, give no stimulants. • Never apply anti-septic ointment, lotion or iodine or germicide tot eh wound. 6. Suffocation • Remove the patient from the source of danger. • Make a rapid examination to ensure that the air passages are free and clean them, if necessary. • Restore natural breathing by artificial respiration, if breathing has ceased. 7. Electric Shock • Remove the patient from the source of danger. • Make a rapid examination to ensure that the air passages are free and clean them, if necessary. • Restore natural breathing by artificial respiration, if breathing has ceased. 8. Bruises • Cold applications at first 24 – 48 hours. • Later heat – after 24 – 48 hours. 9. Burns • Act quickly. • Put the affected part in cold water. • Pour water over burns that cannot be immersed (cold water relieves pain, reduces fluid loss). • Cover affected area with a sterilized dressing. 10. Snake bite • Clam and reassure the patient, immobilize the bitten limb by splinting it. • Wash and cool the wound with soap water. • Do not cut, rub, or suck the bite. • Take a doctor. • Press hard over wound for 15 minutes. • Do not remove cloth if it has been placed. 11. Insensibility • Send for doctor if possible. • Pending his arrival. • Where the patient’s face is pale, lay him flat and face downwards with his head turned to one side. If his face blushed or blue, raise and support the head and shoulders. • Control any serious bleeding. • Loosen any tight clothing and let him have plenty of air. • Do not give anything by mouth. • If doctor is not available send the casualty to hospital. 12. Backbone (Spinal) Fracture • Transport on a rigid frame. This frame may be improvised by using available board or a door. • The rigid frame may be placed on a stretcher for transportation. • If a frame cannot be improvised, transport patient on abdomen on stretcher made of canvas or blanket. • In neck fracture cases it is much better to get a doctor to the scene for danger to life is great. First aid boxes First aid boxes can include components as follows: 1. Note-Book for monthly Replenishment indent, Qty = 2pcs 2. Sterilized Wound dressings small size, Qty = 5pcs 3. Sterilized Wound dressings medium size, Qty = 5pcs 4. Sterilized Wound dressings large size, Qty = 5pcs 5. Sterilized eye pad, Qty = 5pcs 6. Sterilised packet of Cotton wool, Qty = 2pcs 7. Roller Bandages ( 2 inches), Qty = 2pcs 8. Roller Bandages ( 4 inches), Qty = 2pcs 9. Bottle of Betadine antiseptic solution, Qty = 1pcs 10. Iodex Ointment or similar, Qty = 1pcs 11. Antiseptic Cream tube, Qty = 1pcs 12. Ointments for burns, Qty = 1pcs 13. Triangular Bandage, Qty = 1pcs 14. Adhesive Plaster Roll, Qty = 1pcs 15. Eye Drops, Qty = 1pcs 16. Pair of scissors, Qty = 1pcs 17. Tablet Crocin, Qty = 15pcs 18. Band-aid strips, Qty = 10pcs Note :  First aid boxes by weekly. Fire Safety Management Fire Science Basics: A basic understanding of the characteristics and behavior of fire is important to anyone aspiring to be a firefighter. This section reviews key concepts relating to fire. Understanding fire behavior requires a good working knowledge of both chemistry and physics. This information is designed to give the potential firefighter candidate a good idea of what the firefighter profession is all about—the confinement, control, and extinguishment of fire. Fire is a rapid, self-sustaining oxidation process generating heat and light. The components of a fire and the types of fire are discussed below. Oxidation: a chemical reaction between an oxidizer and fuel. Oxidizer: generally, a substance containing oxygen that will chemically react with fuel to start and/or feed a fire. Examples include oxygen in the air, fluorine gas, chlorine gas, bromine, and iodine. Fuel: materials that burn. Most common fuels contain carbon, hydrogen, and oxygen. Examples include wood, paper, propane gas, methane gas, and plastics. Combustion: a rapid oxidation reaction that can produce fire. The oxygen in the air (21 percent) is generally the oxidizer, chemically reacting with the fuel. All combustion reactions give off heat and are therefore exothermic reactions. Combustion is commonly called fire. If combustion is confined and a rapid pressure rise occurs, it is called an explosion. Explosion: a rapid expansion of gases (fuel and oxygen) that have mixed prior to ignition. Common explosions encountered by firefighters are chemical and mechanical explosions. Chemical explosion: a rapid combustion reaction classified as a detonation or deflagration, depending on the rate of propagation. Detonation: a reaction that propagates at the speed of sound (1,088 feet per second in air) producing a shock wave. Examples include high explosives (dynamite, blasting agents). Deflagration: a reaction that propagates at less than the speed of sound. Examples include low explosives (gunpowder) and combustible gases and dusts. Back draft: an explosion caused by the sudden influx of air into an oxygen-starved area filled with a mixture of combustible gases (primarily carbon monoxide) that are heated above their ignition temperature. Mechanical explosion: a physical explosion. Examples include a boiler explosion and a boiling liquid expanding vapor explosion (BLEVE). BLEVE: a container failure in the form of an explosion caused by the weakening of the container shell from the heat from a fire, corrosion, or mechanical damage. If the contents inside the container are flammable, a dramatic fireball results. Pyrolysis: a decomposition reaction in a solid material, not fast enough to be self-sustaining, usually brought on by the introduction of heat. It is the precursor to combustion. Characteristics of pyrolysis include the discoloration or browning of the surface of the material and the emission of smoke vapors. Exothermic reaction: a chemical reaction that generates heat. New substances formed have less heat energy than was in the reacting materials. An example is combustion. Endothermic reaction: a chemical reaction causing the absorption of heat. New substances formed by the chemical reactions contain more heat energy than prior to the reaction. An example is spontaneous combustion. Spontaneous combustion: an endothermic chemical reaction causing self-ignition. Examples include a pile of rags dipped in linseed oil, alkyd enamel resins, or drying oils not properly stored or discarded and wet hay inside a barn loft. Fire triangle: a model used to help in the understanding of the three major elements necessary for ignition: heat (thermal energy), fuel, and oxidizer (oxygen). It visually depicts the ignition sequence. Fire tetrahedron: a model that expands on the one-dimensional fire triangle. The fire tetrahedron visually shows the interrelationship among the three components of the fire triangle and further clarifies the definition of combustion by adding a fourth component (chemical chain reaction), depicting the concept of the rapid, self-sustaining oxidation reaction. The fire tetrahedron depicts the growth of ignition into a fire. Fire Triangle: This is Fire Triangle . Actually it’s a Tetrahedron  , because there are Four elements that must be present for a fire to exists. There must be oxygen to sustain combustion. Heat to raise the material to its ignition temperature, Fuel to support the combustion and a chemical reaction between the other elemnts. Types of Fire:- Class A : Class A Fires are fires in ordinary combustibles sush as wood, paper, cloth, trashes & Plastics. Class B : Flammable liquid such as gasoline, petroleum oil & Paint. Also include flammable gasses such as propane & Butane. Do not include Cooking oils & grease. Class C: Energized electrical equipment such as motor, transformers & appliance. Remove the power & class C fires becomes one of the other classes of fire. Class D: Combustibles metal such as Potassium, Sodium & aluminum & magnesium. Class K: Cooking oils & Grease such as animal fats & vegetavle fats Water & Foam:  Water & Foam Fire Extinguishers extinguish the fire by taking away the heat element of the fire triangle. Foam agents also separate the oxygen from the other elements. Water extinguishers are for Class A Fire only-they should not be used for on class B or C fires. The discharge stream could spread the flammable liquid in class B fire or could create a shock hazard on a class C fire. Foam extinguisher can be used on class A & B fires only. They are not for use on class C fires due to the shock hazard. Carbon Dioxide: Carbon Dioxide fire extinguishers extinguish the fire by taking away the oxygen element of the fire triangle and also by removing the heat with a very cold discharge. Carbon dioxide can be used on class B & C fires. They are usually ineffective on Class A fires.  Dry Chemical: Dry chemical Fire Extinguishers extinguish the fire primarily by interrupting the Chemical Reaction of the fire triangle. Today’s most widely used type of fire extinguisher is the multi purpose dry chemical that is effective on Class A, B & C fires. This agent also worked by creating a barrier between the oxygen element & the fuel element on class A fire. Ordinary dry chemical is for Class B & C fires only. It is important to use the correct extinguisher for the type of fuel. Using the incorrect agent can allow the fire to re ignite after apparently being extinguished successfully. Wet chemical: Wet chemical is a new agent that extinguisher by removing the heat of the fire triangle & prevent reignition by creating a barrier between the oxygen & fuel elements. wet chemical or class K extinguishers were developed for modern, high efficiency deep fat fryers in commercial cooking operations. Some may also used on class A fires in commercial kitchens. Clean Agents: Halogenated or clean agent extinguisher includes the halo agents as well as the newer or less ozone depleting halo carbon agents. They extinguish  fire by interrupting  the chemical reaction  of the fire triangle. Clean agents extinguishers are primarily for class B & C fires. Some larger clean agent extinguisher can be used on Class A, Class B & Class C fires. Dry Powder: Dry powder extinguishers are similar to dry chemical except that they extinguish the fire by separating the fuel from the oxygen element or by removing the heat element of the fire triangle. However, dry extinguishers are for class D or combustible metal fires, only. They are ineffective on all other class of fires.  Water mist : Water mist extinguisher are recent development that extinguish the fire by taking away the heat element of the fire triangle . They are an  alternative to the clean agent extinguishers whre  contamination is concern. Water mix extinguishers are primarily for Class A fires, although they are safe for use on class C as well.  Cartridge Operated Dry Chemical: Cartridge operated dry chemical of fire extinguishers extinguish the fire primarily by interrupting the chemical reaction of the fire triangle. Like the stored pressured dry chemical extinguishers, the multi purposes the dry chemical is effected on class A, B & C fires. This agent alson worked by creating a barrier between the oxygen element, the fuel element on class A fire. Ordinary dry chemical extinguisher for class B & C only. It is important to use the correct extinguisher for the type of fuel. Using the incorrect agent can allow the fire to re ignite after apparently being extinguished successfully. The Rules For Fire Fighting: Just remember three A’s: Activate : Alarm System activate someone. Assist : Assis person after  making safe himself. Attempt : After Obtaining Activate & Assistane, then attempt tfire extinguish. Only Fight a Fire : If the fire is small & contaminated: The time to use fire extinguish at early stages or incipient stages of fires. Once the fires start to grow or spread, it is best to evacuate the building, closing door or windows behind you. If you are safe from toxic smoke : If the fire producing large amount of thick, black smoke or chemical smoke , it may be best not try to use fire extinguisher. Neither should you attempt to extinguish the fire in a confined space. Outdoors  approach the fire with the wind at your back. Remember that all fire produced  carbon monoxide and many fires will produce toxic gasses can be fatal, even in small amount. If you have means of escape: You should always fight a fire with an exit or other means of escape at your back. If the fire is not quickly extinguished , you need to be able to get out quickly and avoid becoming trapped. If your instincts tell you Its OK : If you do not feel comfortable attempt to extinguish the fire do not try….get out & let the fire department do their job. The following is a list of the “Ten Standard Firefighting Orders.”  Take the time to study and memorize them.

1. Fight fire aggressively but provide for safety first
2.  Initiate all action based on current and expected fire behavior
3. Recognize current weather conditions and obtain forecasts
4. Ensure instructions are given and understood
5. Obtain current information on fire status
6. Remain in communication with crew members, your supervisor and adjoining forces
7. Determine safety zones and escape routes
8. Establish lookouts in potentially hazardous situations
9. Retain control at all times
10. Stay alert, keep calm, think clearly, act decisively

Rules of Firefighting FIREFIGHTER’S RULE OF GRAVITY: Any tool, when dropped, will always come to rest in the least accessible place possible. THE FIRST RULE OF EQUIPMENT: Any piece of firefighting equipment will never malfuntion or fail until (a) you need it to fight a fire or (b) the salesman leaves. SECOND RULE OF EQUIPMENT: Interchangeable parts don’t, leakproof seals aren’t and self starters won’t. FIREFIGHTER’S RULES OF THE BATHROOM: (a) If you have just gone to the bathroom, no call will be received. (b) If you have no just gone to the bathroom, you will soon regret it. (c) The probability of receiving a call increases proportionally to the time elapsed since last going to the bathroom. RULES OF WARNING DEVICES: (a) The use of a siren on a firefighting vehicle while responding to a call will cause acute and total (but temporary) deafness to the drivers of vehicles in its path. (b) The use of warning lights on a firefighting vehicle while responding to a call will cause acute and total (but temporary) blindness to the drivers of vehicles in its path. FIREFIGHTER’S RULE OF LIGHT: As the seriousness of any given situation increases, the availability of light to illuminate the situation decreases. FIREFIGHTER’S THEORY OF WEIGHT: The weight of the equipment that you are about to carry increases by the square of the sum of the distance to reach the situation. FIREFIGHTER’S RULE OF RULES: As soon as the firefighting rules are accepted as absolutes, an exception to that rule will immediately occur. Fire extinguisher A fire extinguisher, flame extinguisher, or simply an extinguisher, is an active fire protection device used to extinguish or control small fires, often in emergency situations. It is not intended for use on an out-of-control fire, such as one which has reached the ceiling, endangers the user (i.e., no escape route, smoke, explosion hazard, etc.), or otherwise requires the expertise of a fire department. Typically, a fire extinguisher consists of a hand-held cylindrical pressure vessel containing an agent which can be discharged to extinguish a fire. In the United States, fire extinguishers, in all buildings other than houses, are generally required to be serviced and inspected by a Fire Protection service company at least annually. Some jurisdictions require more frequent service for fire extinguishers. The servicer places a tag on the extinguisher to indicate the type of service performed (annual inspection, recharge, new fire extinguisher) and when. There are two main types of fire extinguishers: stored pressure and cartridge-operated. In stored pressure units, the expellant is stored in the same chamber as the firefighting agent itself. Depending on the agent used, different propellants are used. With dry chemical extinguishers, nitrogen is typically used; water and foam extinguishers typically use air. Stored pressure fire extinguishers are the most common type. Cartridge-operated extinguishers contain the expellant gas in a separate cartridge that is punctured prior to discharge, exposing the propellant to the extinguishing agent. This type is not as common, used primarily in areas such as industrial facilities, where they receive higher-than-average use. They have the advantage of simple and prompt recharge, allowing an operator to discharge the extinguisher, recharge it, and return to the fire in a reasonable amount of time. Unlike stored pressure types, these extinguishers use compressed carbon dioxide instead of nitrogen, although nitrogen cartridges are used on low temperature (-60 rated) models. Cartridge operated extinguishers are available in dry chemical and dry powder types in the US and in water, wetting agent, foam, dry chemical (classes ABC and BC), and dry powder (class D) types in the rest of the world. Fire extinguishers are further divided into handheld and cart-mounted, also called wheeled extinguishers. Handheld extinguishers weigh from 0.5 to 14 kilograms (1 to 30 pounds), and are hence, easily portable by hand. Cart-mounted units typically weigh 23+ kilograms (50+ pounds). These wheeled models are most commonly found at construction sites, airport runways, heliports, as well as docks and marinas. Fire extinguishers are divided into four categories, based on different types of fires. Each fire extinguisher also has a numerical rating that serves as a guide for the amount of fire the extinguisher can handle. The higher the number, the more fire-fighting power. The following is a quick guide to help choose the right type of extinguisher.

•  Class A extinguishers are for ordinary combustible materials such as paper, wood, cardboard, and most plastics. The numerical rating on these types of extinguishers indicates the amount of water it holds and the amount of fire it can extinguish. Geometric symbol (green triangle)
• Class B fires involve flammable or combustible liquids such as gasoline, kerosene, grease and oil. The numerical rating for class B extinguishers indicates the approximate number of square feet of fire it can extinguish. Geometric symbol (red square)
• Class C fires involve electrical equipment, such as appliances, wiring, circuit breakers and outlets. Never use water to extinguish class C fires – the risk of electrical shock is far too great! Class C extinguishers do not have a numerical rating. The C classification means the extinguishing agent is non-conductive. Geometric symbol (blue circle)
• Class D fire extinguishers are commonly found in a chemical laboratory. They are for fires that involve combustible metals, such as magnesium, titanium, potassium and sodium. These types of extinguishers also have no numerical rating, nor are they given a multi-purpose rating – they are designed for class D fires only. Geometric symbol (Yellow Decagon)

Class K fire extinguishers are for fires that involve cooking oils, trans-fats, or fats in cooking appliances and are typically found in restaurant and cafeteria kitchens. Geometric symbol (black hexagon) Some fires may involve a combination of these classifications. Your fire extinguishers should have ABC ratings on them. Here are the most common types of fire extinguishers:

• Water extinguishers or APW extinguishers (air-pressurized water) are suitable for class A fires only. Never use a water extinguisher on grease fires, electrical fires or class D fires – the flames will spread and make the fire bigger! Water extinguishers are filled with water and are typically pressurized with air. Again – water extinguishers can be very dangerous in the wrong type of situation. Only fight the fire if you’re certain it contains ordinary combustible materials only.
• Dry chemical extinguishers come in a variety of types and are suitable for a combination of class A, B and C fires. These are filled with foam or powder and pressurized with nitrogen.
  • BC – This is the regular type of dry chemical extinguisher. It is filled with sodium bicarbonate or potassium bicarbonate. The BC variety leaves a mildly corrosive residue which must be cleaned immediately to prevent any damage to materials.

ABC – This is the multipurpose dry chemical extinguisher. The ABC type is filled with monoammonium phosphate, a yellow powder that leaves a sticky residue that may be damaging to electrical appliances such as a computer Dry chemical extinguishers have an advantage over CO2 extinguishers since they leave a non-flammable substance on the extinguished material, reducing the likelihood of re-ignition.

• Carbon Dioxide (CO2) extinguishers are used for class B and C fires. CO2 extinguishers contain carbon dioxide, a non-flammable gas, and are highly pressurized. The pressure is so great that it is not uncommon for bits of dry ice to shoot out the nozzle. They don’t work very well on class A fires because they may not be able to displace enough oxygen to put the fire out, causing it to re-ignite.

CO2 extinguishers have an advantage over dry chemical extinguishers since they don’t leave a harmful residue – a good choice for an electrical fire on a computer or other favorite electronic device such as a stereo or TV. Maintenance An empty fire extinguisher which was not replaced for years. Most countries in the world require regular fire extinguisher maintenance by a competent person to operate safely and effectively, as part of fire safety legislation. Lack of maintenance can lead to an extinguisher not discharging when required, or rupturing when pressurized. Deaths have occurred, even in recent times, from corroded extinguishers exploding. There is no all-encompassing fire code in the United States. Generally, most municipalities (by adoption of the International Fire Code) require inspections every 30 days to ensure the unit is pressurized and unobstructed (done by an employee of the facility) and an annual inspection by a qualified technician. Hydrostatic pressure testing for all types of extinguishers is also required, generally every five years for water and CO₂ models up to every 12 years for dry chemical models. Recently the National Fire Protection Association and ICC voted to allow for the elimination of the 30 day inspection requirement so long as the fire extinguisher is monitored electronically. According to NFPA, the system must provide record keeping in the form of an electronic event log at the control panel. The system must also constantly monitor an extinguisher’s physical presence, internal pressure and whether an obstruction exists that could prevent ready access. In the event that any of the above conditions are found, the system must send an alert to officials so they can immediately rectify the situation. Electronic monitoring can be wired or wireless. In the UK, three types of maintenance are required:

• Basic Service: All types of extinguisher require a basic inspection annually to check weight, correct pressure (using a special tool, not just looking at the gauge) and for signs of damage or corrosion, cartridge extinguishers are opened up for internal inspection & check weighing of the cartridge, labels are checked for legibility, where possible dip tubes, hoses and mechanisms checked for clear free operation.

• Extended Service: Water, Wet Chemical, Foam & Powder extinguishers require every five years a more detailed examination including a test discharge of the extinguisher and recharging; on stored pressure extinguishers this is the only opportunity to internally inspect for damage/corrosion. By recharging fresh agent is used as they all have a shelf life, even water goes foul inside an extinguisher; Note: extinguishers should be percentage tested according to total number of units in any given area. Some extinguishers contain pressure in excess of 1.38 MPa (200 psi) and this internal pressure over periods of time affects each brand & make differently depending on their placement & location.

• Overhaul: CO₂ extinguishers, due to their high operating pressure, are subject to pressure vessel safety legislation and must be hydraulic pressure tested, inspected internally & externally and date stamped every 10 years. As it cannot be pressure tested a new valve is also fitted. If replacing any part of the extinguisher (valve, horn, etc.) with a part from another manufacturer then the extinguisher will lose its fire rating. This may invalidate insurance, as would incorrect or inadequate servicing if it were to be found.

In the United States there are 3 types of service as well:

• Maintenance Inspection: All types of extinguishers should be inspected at least once a year. The extinguisher is checked to make sure it has proper pressure (gauge in green or proper cartridge weight), has the correct volume of extinguishing agent (tech weighs it), is within the required hydrotest and internal maintenance intervals, is in good condition and all external parts are serviceable. Often, dry chemical and dry powder types are hit on the bottom with a rubber mallet to make sure the powder is free-flowing, which is called “fluffing” the powder. The tech will then attach a new tamper seal around the pin and a yearly service tag.

• Internal Maintenance:
  • Water – every 5 years
  • Foam – every 5 years
  • Wet chemical & CO2 – every 5 years
  • Dry chemical – every 6 years
  • Halon and clean agents – every 5 years.

The extinguisher is emptied of its chemical and pressure to check for proper operation. All components are disassembled, inspected, cleaned, lubricated, or replaced if defective. Liquid agents are replaced at this time, dry agents may be re-used if in good condition, halon is recovered and re-used, but CO₂ is discharged into the atmosphere. The extinguisher is then re-filled and recharged, after a “verification of service” collar is placed around the cylinder neck. It is impossible to properly install or remove a collar without depressurizing the extinguisher. Note: Cartridge-operated extinguishers should be visually examined, but do not require a verification of service collar.

• Hydrostatic testing: Water, Foam, Wet chemical, and CO₂, every 5 years. Dry chemical, dry powder, halon, and clean agents, every 12 years.

Note: these are the required intervals for normal service conditions, if the extinguisher has been exposed to excessive heat, vibration, or mechanical damage it may need to be tested sooner. FIRE BEHAVIOR AND CHEMISTRY FIRE BEHAVIOR   Effective fire control and extinguishment requires a basic understanding of the chemical and physical nature of fire.  This includes information describing sources of heat energy, composition and characteristics of fuels, and environmental conditions necessary to sustain the combustion process. ANATOMY OF FIRE Combustion is the self-sustaining process of rapid oxidation of a fuel being reduced by an oxidizing agent along with the evolution of heat and light. Fires are defined by their physical characteristics.  They may vary from very slow oxidation, as in rusting, to very fast oxidation, such as detonations and explosions.  Somewhere between these extremes are the two most common reactions concerning firefighters: smoldering fires and flaming or free-burning fires. For many years, the “fire triangle” (oxygen, fuel, and heat) was used to teach the components of fire. While this simple example is useful, it is not technically correct. For combustion to occur, four components are necessary:         Oxygen (oxidizing agent)         Fuel         Heat         Self sustained chemical reaction (also referred to as the chain reaction) These components can be graphically described as the “fire tetrahedron”. Each component of the tetrahedron must be in place for combustion to occur. This concept is extremely important to fire suppression personnel. Remove any one of the four components and combustion will not occur. If ignition has already occurred, the fire is extinguished when one of the components is removed from the reaction. Oxidizing agents  Oxidizing agents are those materials that yield oxygen or other oxidizing gases during the course of a chemical reaction. Oxidizers are not themselves combustibles, but they support combustion when combined with a fuel. While oxygen is the most common oxidizer, other substances fall into this category. Common oxidizers include: Bromates          Bromine           Chlorates          Chlorine Flourine            Iodine               Nitrates            Nitric Acid Nitrites Perchlorates     Peroxides         Permanganates Most fires involve a fuel that is chemically combined with the oxygen normally found in atmospheric air.  Atmospheric air contains 21 percent oxygen, 79 percent nitrogen and 1 percent of other gases. FUEL Fuel is the material or substance being oxidized or burned in the combustion process. In  scientific terms, the fuel in a combustion reaction is known as the “reducing agent”. Most common fuels contain carbon along with combinations of hydrogen and oxygen. These fuels can be further broken down into hydrocarbon-based fuels (such as gasoline, fuel oil, and plastics) and cellulose-based materials (such as wood and paper). Fuel may be found in any of three (3) states of matter:         Solid         Liquid         Gas The initiation of combustion requires the conversion of fuel into the gaseous state by heating. Fuel gases are evolved from solid fuels by pyrolysis.  This is defined as the chemical decomposition of a substance through the action of heat. Fuel gases are evolved from liquids by vaporization.  This process is the same as boiling water or evaporation of a pan of water in sunlight.  In both cases, heat caused the liquid to vaporize. No heat input is required with gaseous fuels and this places considerable restraints on the control and extinguishment of gas fuel fires.  Solid Fuels Solid fuels have definite shape and size.  One primary consideration with solid fuels is the surface area of the material in relation to its mass.  The larger the surface area for a given mass, the more rapid the heating of the material and increase in the speed of pyrolysis.  The physical position of a solid fuel is also of great concern to firefighting personnel.  If the solid fuel is in a vertical position, fire spread will be more rapid than if it is in a horizontal position.  This is due to increased heat transfer through convection and direct flame contact in addition to conduction and radiation.  PYROLYSIS Temperature               Reaction 392⁰F                           Production of water vapor, carbon dioxide, formic and acetic   (200⁰C)       acids 392⁰-536⁰F                  Less water vapor – some carbon monoxide – still primarily an (200⁰-280⁰C)               endothermic reaction (absorbing heat) 536⁰-932⁰F                  Exothermic reaction (giving off heat) with flammable vapors (280⁰-500⁰C)               and particulates; some secondary reaction from charcoal formed Over 932⁰F                  Residue primarily charcoal with notable catalytic action (500⁰C)  Liquid Fuels  Liquid fuels have physical properties that increase the difficulty of extinguishment and hazard to personnel. Liquids will assume the shape of their container.  When a spill occurs, the liquid will assume the shape of the ground (flat) and will flow and accumulate in low areas. The density of liquids in relation to water is known as specific gravity.  Water is given a value of one.  Liquids with a specific gravity less than one are lighter than water, while those with a specific gravity greater than one are heavier than water.  It is interesting to note that most flammable liquids have a specific gravity of less than one, therefore they would float on top of water. The solubility of a liquid fuel in water is an important factor.  Hydrocarbon liquids as a rule will not mix with water.  Alcohol and polar solvents mix with water and if large volumes of water are used, they may be diluted to the point where they will not burn.  Consideration must be given to which extinguishing agents are effective on hydrocarbons (insoluble) and which affect porous solvents and alcohol (soluble). The volatility or ease with which the liquid gives off vapor influences fire control objectives. The density of gas or vapor in relation to air is of concern to volatile liquids and with gas fuels.   Gas Fuels  Gases tend to assume the shape of their container but have no specific volume.  If the vapor density of a gas is such that it is less dense than air (air is given a value of one), it will rise and tend to dissipate.  If a gas or vapor is heavier than air, it will tend to hug the ground and travel as directed by terrain and wind. An easy way to remember those gases that are lighter than air is the acronym “HA HA MICEN”, where: H = Hydrogen A = Anhydrous Ammonia H = Helium A = Acetylene M = Methane I = Illuminating Gas C = Carbon Monoxide E = Ethylene N = Nitrogen This is a significant property for evaluating exposures and where hazmat gas and vapor will travel. The mixture of the fuel vapor and air must be within the flammable range.  The upper and lower limits of concentration of vapor in air will allow flame propagation when contacted by a source of ignition. The flammable range varies with the fuel and with the ambient temperature.  Usually the flammable range is given for temperatures of 70⁰F (21⁰C).                                                                                   EXAMPLES OF FLAMMABLERANGES Fuel                                                    Lower Limit               Upper Limit Gasoline Vapor                                            1.4                               7.6 Methane (natural gas)                                   5.0                              17.0 Propane                                                       2.2                               9.5 Hydrogen                                                     4.0                              75.0 Acetylene                                                     2.5                            100.0 When the proper fuel vapor/air mixture has been achieved, it must be raised to its ignition temperature. HEAT  Heat is a form of energy that may be described as a condition of matter in motion caused by the movement of molecules.  All matter contains some heat regardless of how low the temperature is because molecules are constantly moving all the time.  When a body of matter is heated, the speed of the molecules increases, thus the temperature increases.  Anything that sets the molecules of a material in motion produces heat in that material.  There are four (4) general categories of heat energy and they include:         Chemical Heat Energy         Electrical Heat Energy         Mechanical Heat Energy         Nuclear Heat Energy         Chemical Heat Energy Heat of Combustion – The amount of heat generated by the combustion (oxidation) process. Spontaneous Heating – The heating of an organic substance without the addition of external heat.  Spontaneous heating occurs most frequently where sufficient air is not present to dissipate the heat produced.  The speed of a heating reaction doubles with each 18⁰ F (8⁰ C) temperature increase. Heat of Decomposition – The release of heat from decomposing compounds.  These compounds may be unstable and release their heat very quickly or they may detonate. Heat of Solution – The heat released by the mixture of matter in a liquid.  Some acids, when dissolved, give off sufficient heat to pose exposure problems to nearby combustibles.         Electrical Heat Energy  Resistance Heating – The heat generated by passing an electrical force through a conductor such as a wire or an appliance. Dielectric Heating – The heating that results from the action of either pulsating direct current, or alternating current at high frequency on a non-conductive material. Induction Heating – The heating of materials resulting from an alternating current flow causing a magnetic field influence. Leakage Current Heating – The heat resulting from imperfect or improperly insulated electrical materials.  This is particularly evident where the insulation is required to handle high voltage or loads near maximum capacity. Heat from Arcing – Heat released either as a high-temperature arc or as molten material from the conductor. Static Electricity Heating – Heat released as an arc between oppositely charged surfaces.  Static electricity can be generated by the contact and separation of charged surfaces or by fluids flowing through pipes. Heat Generated by Lightning – The heat generated by the discharged of thousands of volts from either earth to cloud, cloud to cloud or from cloud to ground.         Mechanical Heat Energy Frictional Heat – The heat generated by the movement between two objects in contact with each other. Friction Sparks – The heat generated in the form of sparks from solid objects striking each other.  Most often at least one of the objects is metal. Heat of Compression – The heat generated by the forced reduction of a gaseous volume.  Diesel engines ignite fuel vapor without a spark plug by the use of this principle.         Nuclear Heat Energy Nuclear Fission and Fusion – The heat generated by either the splitting or combining of atoms.

Phases of Fir

The burning process occurs in clearly defined stages. By recognizing the different phases (or stages), a fire fighter can better understand the process of burning and fighting the fire at different levels and with different tactics and tools. Each phase (or stage) is characterized by differences in room temperature and atmospheric composition. A firefighter may be confronted by one or all of the following three phases (or stages) of fire at any time:         Incipient Phase (Growth Stage) In the first phase, the oxygen content in the air has not been significantly reduced and the fire is producing water vapor, carbon dioxide, perhaps a small quantity of sulfur dioxide, carbon monoxide and other gases.  Some heat is being generated, and the amount will increase with the progress of the fire.  The fire may be producing a flame temperature well above 1,000⁰F (537⁰C), yet the temperature in the room at this stage may be only slightly increased.         Free-Burning Phase (Fully Developed Stage) The second phase of burning encompasses all of the free-burning activities of the fire.  During this phase, oxygen-rich air is drawn into the flame as convection (the rise of heated gases) carries the heat to the upper most regions of the confined area.  The heated gases spread out laterally from the top downward, forcing the cooler air to seek lower levels, and eventually igniting all the combustible material in the upper levels of the room.  This heated air is one of the reasons that firefighters are taught to keep low and use protective breathing equipment.  One breath of this super-heated air can sear the lungs.  At this point, the temperature in the upper regions can exceed 1,300⁰F (700⁰C).  As the fire progresses through the latter stages of this phase, it continues to consume the free oxygen until it reaches the point where there is insufficient oxygen to react with the fuel.  The fire is then reduced to the smoldering phase and needs only a supply of oxygen to burn rapidly or explode.         Smoldering Phase (Decay Stage) In the third phase, flame may cease to exist if the area of confinement is sufficiently airtight.  In this instance, burning is reduced to glowing embers.  The room becomes completely filled with dense smoke and gases to the extent that it is forced from all cracks under pressure.  The fire will continue to smolder, and the room will completely fill with dense smoke and gases of combustion at a temperature of well over 1,000⁰F (537⁰C).  The intense heat will have vaporized the lighter fuel fractions such as hydrogen and methane from the combustible material in the room.  These fuel gases will be added to those produced by the fire and will further increase the hazard to the firefighter and create the possibility of a backdraft. TIME TEMPERATURE CURVE The demarcations between the three phases can be identified by a “time temperature curve”. During the incipient (or growth) phase of a fire, shown below as the upward curve, the time can vary depending on the type of fuel, the size of the room, and the amount of oxygen supplying the fire. Flashover occurs at the end of the incipient (or growth) phase and start of the free burning (or fully developed) stage. Backdraft can occur in the smoldering (or decay) phase. Flashover  Flashover occurs when a room or other area becomes heated to the point where flames flash over the entire surface or area.  Originally, it was believed that flashover was caused by combustible gases released during the early stages of fire.  It was thought that these gases collected at the ceiling level and mixed with air until they reached their flammable range, then suddenly ignited causing flashover. It is now believed that while this may occur, it precedes flashover.  The cause of flashover is not attributed to the excessive build-up of heat from the fire itself.  As the fire continues to burn, all the contents of the fire area are gradually heated to their ignition temperatures, through “thermal radiation feedback”.  When they reach this point, simultaneous ignition occurs and the area becomes fully involved in fire.

Firefighters responding to a confined fire that is late in the free-burning phase or in the smoldering phase risk causing a backdraft or smoke explosion if the science of fire is not considered in opening the structure. In the smoldering phase of a fire, burning is incomplete because not enough oxygen is available to sustain the fire.  However, the heat from the free-burning phase remains, and the unburned carbon particles and other flammable products of combustion are just waiting to burst into rapid, almost instantaneous combustion when more oxygen is supplied.  Proper ventilation releases smoke and the hot unburned gases from the upper areas of the room or structure.  Improper ventilation at this time supplies the dangerous missing link — oxygen.  As soon as the needed oxygen rises in, the stalled combustion resumes, and it can be devastating in its speed, truly qualifying as an explosion. Combustion is related to oxidation, and oxidation is a chemical reaction in which oxygen combines with other elements.  Carbon is a naturally abundant element present in wood, among other things.  When wood burns, carbon combines with oxygen to form carbon dioxide, or carbon monoxide, depending on the availability of oxygen.  When oxygen is no longer available, free carbon is released in the smoke.  A warning sign of possible backdraft is dense, black (carbon-filled) smoke. The following characteristics may indicate a backdraft or smoke explosion condition: 1.         Smoke under pressure 2.         Black smoke becoming dense gray yellow 3.         Confinement and excessive heat 4.         Little or no visible flame 5.         Smoke leaves the building in puffs or at intervals 6.         Smoke-stained windows 7.         Muffled sounds 8.         Sudden rapid movement of air inward when opening is made This type of condition can be made less dangerous by proper ventilation.  If the building is opened at the highest point involved, the heated gases and smoke will be released, reducing the possibility of an explosion. HEAT TRANSFER Heat can travel throughout a burning building by one or more of three methods, commonly referred to as conduction, convection and radiation.  Since the existence of heat within a substance is caused by molecular action, the greater the molecular activity, the more intense the heat.  A number of natural laws of physics are involved in the transmission of heat.  One is called the Law of Heat Flow.  It specifies that heat tends to flow from a hot substance to a cold substance.  The colder of two bodies in contact will absorb heat until both objects are the same temperature.         Conduction Heat may be conducted from one body to another by direct contact of the two bodies or by an intervening heat-conducting medium.  The amount of heat that will be transferred and its rate of travel depends upon the conductivity of the material through which the heat is passing.  Not all materials have the same heat conductivity.  Aluminum, copper and iron are good conductors.  Fibrous materials, such as felt, cloth and paper are poor conductors. Liquids and gases are poor conductors of heat because of the movement of their molecules.  Air is a relatively poor conductor.  Certain solid materials when shredded into fibers and packed into batts, make good insulation because the material itself is a poor conductor and there are air pockets within the batting.  Double building walls that contain an air space provide additional insulation.         Convection Convection is the transfer of heat by the movement of air or liquid.  When water is heated in a glass container, the movement within the vessel can be observed through the glass.  If some sawdust is added to the water, the movement is more apparent.  As the water is heated, it expands and grows lighter, hence, the upward movement.  In the same manner, air becomes heated near a steam radiator by conduction.  It expands, becomes lighter and moves upward.  As the heated air moves upward, cooler air takes its place at the lower levels.  When liquids and gases are heated, they begin to move within themselves.  This movement is different from the molecular motion discussed in conduction of heat and is knows as heat transfer by convection. Heated air in a building will expand and rise.  For this reason, fire spread by convection is mostly in an upward direction, although air currents can carry heat in any direction.  Convected currents are generally the cause of heat movement from floor to floor, from room to room and from area to area.  The spread of fire through corridors, up stairwells and elevator shafts, between walls and through attics is mostly caused by the convection of heat currents and has more influence upon the positions for fire attack and ventilation than either radiation or conduction. Another form of heat transfer by convection is direct flame contact.  When a substance is heated to the point where flammable vapors are given off, these vapors may be ignited, creating a flame.  As other flammable materials come in contact with the burning vapors, or flame, they may be heated to a temperature where they too, will ignite and burn.         Radiation The warmth of the sun is felt soon after it rises.  When the sun sets, the earth begins to cool with similar rapidity.  We carry an umbrella to shade our bodies from the heat of the sun.  A spray of water between a firefighter and a fire will lessen the heat reaching the firefighter.  Although air is a poor conductor, it is obvious that heat can travel where matter does not exist.  This method of heat transmission is known as radiation of heat waves.  Heat and light waves are similar in nature, but they differ in length per cycle.  Heat waves are longer than light waves and they are sometimes called infrared rays.  Radiated heat will travel through space until it reaches an opaque object.  As the object is exposed to heat radiation, it will in return radiate heat from its surface.  Radiated heat is one of the major sources of fire spread, and its importance demands immediate attention at points where radiation exposure is severe. PRODUCTS OF COMBUSTION When a material (fuel) burns, it undergoes a chemical change.  None of the elements making up the material are destroyed in the process, but all of the matter is transformed into another form or state.  Although dispersed, the products of combustion equal in weight and volume that of the fuel before it was burned.  When a fuel burns there are four products of combustion:         Fire gases         Flame         Heat         Smoke The smoke encountered at most fires consists of a mixture of oxygen, nitrogen, carbon dioxide, carbon monoxide gases, finely divided carbon particles (soot), and a miscellaneous assortment of products that have been released from the material involved. Heat is a form of energy that is measured in degrees of temperature to signify its intensity.  In this sense, heat is the product of combustion that is responsible for the spread of fire.  In a physiological sense, it is the direct cause of burns and other forms of personal injury.  Injuries caused by heat include dehydration, heat exhaustion and injury to the respiratory tract, in addition to burns. Flame is the visible, luminous body of a burning gas.  When a burning gas is mixed with the proper amounts of oxygen, the flame becomes hotter and less luminous.  This loss of luminosity is because of a more complete combustion of the carbon.  For these reasons, flame is considered to be a product of combustion.  Heat, smoke and gas, however, can develop in certain types of smoldering fires without evidence of flame. Some materials give off more smoke than others.  Liquid fuels generally give off dense black smoke.  Oils, tar, paint, varnish, molasses, sugar, rubber, sulfur and many plastics, also generally give off a dense smoke in large quantities.

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EMERGENCY ACTION PLAN ANY ONE NOTICING EMERGENCY SITUATION LIKE FIRE, EXPLOSION, TOXIC GAS LEAKAGE ETC. MUST DO’s

• Attract the nearby person/employee by shouting “FIRE – FIRE – FIRE. “
• Seek help from the persons working nearby.
• Try to control the incident at its initial stage with available means/sources quickly.
• Inform Shift In-charge / Duty Officer (In Night Shift ) about the Incident.

DON’Ts

• Do not be panicky.
• Do not run – Walk fast.

INCIDENT CONTROLLER MUST DO’s

1. IF FIRE / OTHER INCIDENTS ARE CONTROLLABLE

• Approach the emergency site immediately taking note of wind direction.
• Assess the situation.
• Inform Security Officer, Tell – NAME, TYPE OF INCIDENT, ACTION TAKEN, HELP NEEDED and Order Security Officer/Guard to inform all KEY persons.
• Take lead in controlling emergency until such time concerned Section Manager takes over the charge.
• Do not be panicky.
• Do not lose temperament.

DON’TS B. IF FIRE/OTHR INCIDENTS ARE NOT CONTROLLABLE      In Addition to Above (A)

• Order to blow emergency `ALERT’ Siren (30 second continuous).
• Organize Fire fighting / rescue team members to control the Incident.
• Take stock of situation if required shut down the plant / process in affected area.
• Call Fire Brigade if situation demands.
• Evacuate affected area.
• Organize head count of the plant.
• Act as INCIDENT CONTROLLER till such time senior person takes charges as indicated in Emergency organisation

NOTE: 1) Messenger will wait until such time Security Officer arrives. 2) Also inform Telephone Operator.

SECURITY OFFICER / GUARD

DO’s

• Do not allow any vehicle to come inside the factory.
• Do not entertain any outside call except for emergency purpose.
• Do not allow visitors to move around.
• Inform all key persons about location and type of emergency.
• Follow this sequence – Inform concerned HOD/Section Head, Main Site Controller, Main Incident Controller & Safety Officer and other KEY persons.
• Inform Main Site Controller about Government visitors, if any.

DON’Ts

• Do not entertain any outside call except for emergency purpose.
• Do not allow visitor to move around, from reception.

SECURITY GUARD DO’s

• Immediately report at Security Gate in shortest possible time.
• Follow instructions of Officer In-charge.
• Assist in controlling emergency.
• Assist in controlling contractors, vehicle movement and mob.
• Assist in cordoning off the area.
• Take note of wind direction while approaching emergency site.
• Render all possible help for controlling overall situation.

DON’Ts

• Do not leave the site unless asked to do so.

EMERGENCY VEHICLE DRIVER DO’s

• Immediately start vehicle and reach rescue squad assembly point (near security gate).
• Rescue squad members to emergency site.
• Take vehicle near to emergency site as directed.
• Take note of wind direction.
• Reverse the emergency vehicle for quick transports of injured, if any.
• Keep vehicle engine running.
• Always be on Driver’s seat of the vehicle.
• Take the injured to the hospital as directed.

DON’Ts

• Do not leave the vehicle.
• Do not take the vehicle very near to the site.

INCIDENT CONTROLLER DO’s 

• Approach emergency site as early as possible taking note of wind direction.
• Take stock of situation.
• Interact with all concerned departments as the situation demands.
• Keep Main Site Controller informed about the latest emergency situation on continuous basis.

SITE CONTROLLER

DO’s 

• Will approach emergency site immediately / Assess the situation.
• Consult Incident Controller.
• Consult advising Committee Members.
• Instruct Main Incident Controller.
• Communicate to higher ups and Govt. authorities, if required.
• Decide upon need for evacuation and blow `Disaster Siren’.
• After getting satisfied with the situation, give instruction to blow ALL CLEAR Siren.

 DON’Ts 

• Do not instruct to blow ALL CLEAR siren unless the situation is fully under control.
• Don’t evacuate the entire plant unless the situation demands.

FIRE FIGHTING SQUAD ON HEARING SIREN DO’s

• Inform fellow employees/Officers.
• Report to Fire Squad Assembly point.
• Find out emergency location.
• Approach emergency site immediately.
• Take quick action as per the instructions from Incident controller.
• Bring emergency under control as early as possible.

DON’Ts 

• Do not leave process/equipment in UNSAFE CONDITION.
• Do not leave emergency site unless ALL CLEAR siren blown.
• Do not use improper fire extinguisher.
• Do not be panicky.

RESCUE SQUAD DO’s

• Report to assembly point near Gate.
• Get in touch with security about location and type of emergency.
• Approach emergency site quickly with Breathing Apparatus set and First Aid box.
• Get in touch with incident controller.
• Follow instructions of Incident controller.
• Render first aid to the injured, hospitalize, if required.
• Accompany him to hospital and assist Doctor / Nurse.
• Search for missing person in that area, if required.
• Help in head count.

ALL GENERAL EMPLOYEES EXCEPT THOSE WHO ARE IN EMERGENCY ORGANIZATION ON HEARING SIREN

DO’s

• Be alert and be available if required.
• Wait for further instructions.
• Bring down the process/plant/equipment in SAFE CONDITION in case of DISASTER siren as per instructions from Incident Controller.
• Approach respective safe assembling points route as taking note of wind direction.
• Help in taking roll call.
• After hearing ALL CLEAR, go back to the departments.
• Start the work again after setting instruction from Incident controller.

DON’Ts 

• Do not be panicky. Do not run.
• Do not approach emergency site unless asked for.
• Do not engage telephone except for emergency purpose.  Keep lines free.

TECHNICAL TEAM: ENGINEERING DEPARTMENT / ENVIRONMNET, SAFETY AND HEALTH DEPARTMENT ON HEARING SIREN DO’s

• Be available in Engineering Department at respective location for any help.
• Approach emergency site with required with tools and equipments and should work on instructions of Incident controlle.
• Help Incident Controller to provide technical assistance.
• Isolate lines, process equipments, if required by Incident Controller.
• Provide emergency equipments like Fire Extinguisher, Hoses, etc., if asked by Incident Controller.
• Provide stop gap arrangements as per the requirement of Incident Controller.
• Carry out electrical isolation of area as per instructions from Incident Controller.

ADVISORY COMMITTEE (ALL DEPARTMENT HEADS)  DO’s

• Approach emergency site as early as possible.
• Render advise to Main Incident Controller and Main Site Controller to control emergency.

 COMMUNICATION COMMITTEE : DO’s

• Consult Main Site Controller
• Give necessary instructions to security / Telephone Operator.
• Give instruction to Security to control traffic / crowd.
• Look after injured, communicate with the family members, if situation demands.
• Arrange transportation, if required.

DON’Ts 

• Do not communicate to any one or brief press without permission of Main Site Controller.

GENERAL INTRUCTIONS DO’S

• Stop work at height. / Stop all hot works.
• Stop all vessel entry.
• Take note of wind direction.
• On hearing Disaster Siren evacuates as per evacuation route without running and panicky and assembles at respective safe Assembly Points.

DON’Ts 

• Do not use telephone except for emergency purpose.
• Do not start work at height, vessel entry, hot work unless permit conditions are verified.
• Do not allow unauthorized person to approach emergency site.

Safety Policy To provide adequate control of the health and safety risks arising from our work activities.

• To consult with our employees on matters of health and safety.
• To provide and maintain safe plant, equipment and buildings.
• To ensure safe handling and use of substances.
• To provide instruction and supervision for employees.
• To ensure all employees are competent by selection and training.
• To prevent accident and cases of work related ill health.
• To maintain safe healthy working conditions.
• To review and revise this policy as often as necessary at regular intervals continuous improvement is maintained.

FIRE SAFETY EQUIPMENT:  Emergency Exits   Dry powder/CO₂   Fire Bucket Stations   Smoke Detector   Fire Hose Reels   Fire Alarms   First Aid   Emergency Water Tank   Water Dram   Water Bucket   Gong Bell Megaphone Gas Musk Re-Filler Fire Beater Fire Hook Gas Musk Hand Gloves Lock Cutter Belcha 1 ¼ Dia Manila Coil Safety Helmet Stretcher Emergency Light PA System Fire Blanket   Fire Training CHEMICAL SAFETY POLICY Company Shall declares to require compliance with Chemical Restrictions Policy, from all international suppliers. To ensure a full compliance throughout the production chain, company  requires all its suppliers to follow all local and required international limitations on the use of chemicals in their production. Our suppliers are obliged to sign this Chemical Restrictions Policy as to guarantee that they to follow all local restrictions on technical use of chemicals as well as those international restrictions governing the use of chemicals in products intended for our customer markets (compliance with any and all EU restrictions). The supplier also specifically declares that no such chemicals are used in its production process that can, as a residue in the end product, be a health risk to the user. The supplier also declares to follow ILO convention No. 170 to ensure proper measures are taken in every step of production to ensure workers’ chemical safety.

Worker’s Welfare of CAMIO USA KNITWEAR LTD.

MONTHLY EMPLOYEE BENEFITS

• Attendance Allowance
• Bonus : Basic Two per Year

LABOR PRACTICE OF CAMIO USA KNITWEAR LTD.

• Working Hours : 8 Hours./Day (48 Hours/Week)
• Lunch Hour : One Hour For Lunch
• Average Age : 18-40 years
• Workers’ Men/Women Ratio : Men 40%, Women 60%
• % Of Leaving Per Year : 3% Of Leaving Per Year.
• Overtime (Maximum) : 12 hours/week
• Overtime wages : (Basic Salary/208) × 2 time × hours
• Workers are paid : Monthly
• Workers are paid by : Cash
• Paid Holidays per year:Labor Union Situation : Normal as per existing countries labor law
  • Casual Leave 10 Days
  • Sick Leave 14 Days
  • Earn Leave AVE 17 DAYS(1 day for each 18 working days)
  • Festival Leave 12 Days
  • Maternity Leave 116 Days

E. H & S ACTIVITIES

• Toilet : 40
• Tills & Mosaic Proper Exhaust
• Urinal : 07
• Canteen Facility : Seating Capacity 300
• First Aid : 20 (1 per 150 workers)
• Personal Protective Equipment : As Required

• FACTORY CLEANING (PROCEDURE AVAILABLE)E. H & S POLICY FORMULATED MEDICAL CENTER
  • Toilet : Continuous (Minimum once every 1 hour)
  • Production Floors : Continuous (Minimum once every 1 hour)
  • Factory Cleaning Program : 1 (One) per month.

OTHERS BENEFITS

• Pure Dirking Water
• Basic Medical Facility
• Complains Rolls And Regulation
• Day care Center

SOME COMMENDATIONS OF GOOD PRACTISE

IN GARMENTS INDUSTRY

1. Displaying Line Sample and Pattern
2. 2.    Educational Posters
3. Emergency Plans
4. Entrance Gate
5. Establishing a Library
6. Establishing a Proper Canteen
7. Fabric Laying Technique
8. Fabric Storage
9. Fire Fighting

10. Fire Safety 11. Glare from Light Producing Machines 12. Good Lighting 13. Induction Training Kit 14. Ironing Workstation Design 15. Machine Maintenance 16. Machine Safety 17. Materials Handling in the Production Line 18. Organization of Notice boards 19. Personal Protective Equipment 20. Personal Protective Equipment for Dyeing 21. Proper Sanitation Facilities 22. Proper Storage of Tools, Parts and Equipment 23. Providing Support to Working Mothers 24. Provision of Pure Drinking Water 25. Quality Control Workstation Design 26. Rubbish/Waste Collection 27. Spot Cleaning Area 28. Spot Cleaning Operation 29. Stairway Safety 30. Stock Control of the Garment Trims Store 31. Store Organization 32. Store Room Safe