Wrap (responsible global garment manufacturing) detailed information manual

WRAP is a combination of four English abbreviations. The original text is global responsible certified production, and the Chinese translation means "responsible global clothing manufacturing". The principle of global clothing production social responsibility is the core standard of production facilities participating in the WRAP certification project. The project aims to independently monitor and prove that the manufacturing industry meets these global social responsibility standards and ensure that products are produced under legal, humane and ethical conditions. The WRAP certification project firmly believes that factory certification is the most effective way to ensure that the workplace conforms to the WRAP production principles. WRAP project puts the main responsibility for improving workplace conditions on the owners who own and operate sewing production facilities.

Basic introduction Chinese name: responsible global clothing manufacturing mbth: WRAP prerequisite: legality, humanization and ethical certification basis: factory function: ensure that the workplace conforms to the WRAP production principle: service scope, management method, production principle, code of conduct, application procedure, three-level certificate, Scope of service WRAP: Responsible global garment manufacturing management method, production principle, compliance with laws and workplace regulations Wrap prohibits forced labor, employment of child labor, harassment or abuse of workers, compliance with wage and profit regulations, compliance with working hours, prohibition of discrimination, compliance with health and safety standards, guarantee freedom of association and collective bargaining, compliance with environmental management requirements and compliance with customs regulations. Comply with fire safety regulations, codes of conduct, laws and workplace norms-clothing manufacturers will comply with the requirements of laws and regulations wherever they do business. Forced labor-garment manufacturers shall not employ any forced or involuntary labor, whether slave labor, contract labor or other labor. Child labor-garment manufacturers shall not employ workers under the age of 14, compulsory school education age or the minimum age stipulated by law. Harassment and abuse-Clothing manufacturers will ensure that employees are not harassed, abused or subjected to any form of corporal punishment in the workplace. Salary-The clothing manufacturer will pay no less than the minimum wage stipulated by local laws, including all welfare wages, subsidies and allowances. Working hours-the daily working hours and weekly working days shall not exceed the legal provisions of the garment producing country. Unless there is an urgent business need, the clothing manufacturer will provide at least one day's rest in every seven-day cycle. Discrimination-Clothing manufacturers will hire, pay, promote and fire employees according to their ability to work, not according to their personal characteristics or beliefs. Health and Safety-Clothing manufacturers will provide safe and healthy workplaces. Where dormitories are provided, safe and healthy accommodation conditions should be guaranteed. Freedom of Association-Clothing manufacturers will recognize and respect employees' right to exercise freedom of association granted by law, including joining or not joining any association. Environment-Clothing manufacturers will abide by the environmental protection laws, regulations and standards related to their operations, and operate with good environmental awareness in all places where they operate. Customs Compliance-Clothing manufacturers will abide by the relevant customs laws. For the customs law involving the illegal transshipment of clothing products, it is especially necessary to formulate a set of procedures and ensure the operation of the procedures. Anti-drug-clothing manufacturers will cooperate with local, national and foreign customs and drug control bureaus to resist illegal drug trafficking. The first step of the application procedure: the registered enterprise submits the registration form in WRAP official website and pays the registration fee. Step 2: Self-assessment You can download the WRAP self-assessment and monitoring manual from the WRAP website. Step 3: On-site audit WRAP approved the third-party independent audit company it recognized to conduct on-site audit of the enterprise, and asked the audit company to make supplementary inspections and reports. Step 4: Evaluation Report WRAP employees take one of the following two steps: (1)WRAP employees may notify enterprises to correct certain policies and ask audit companies to do additional inspections and reports. (2)WRAP employees can suggest that the WRAP Certification Committee approve the certification. Step 5: Authentication. The WRAP Certification Committee examines and evaluates reports and evidence, and issues certificates to qualified enterprises. The certificate is valid for 6 months, 1 year or 2 years. Class III Certificate Class A Certification Certificate-Reward the factory for keeping the twelve principles of WRAP fully in line for three consecutive years and successfully passing the inspection of each CAP. All factories that meet these standards are awarded certificates valid for two years. During these two years, the factory will undergo a surprise inspection. The factory must continue to maintain certification in order to obtain the "A" certification qualification. B-level certification-valid for one year, issued to all factories that meet the WRAP production principle in the first or subsequent inspection. This certificate shall take effect from the date of issuance, not from the date of inspection. C-level certificate-valid for six months, issued to factories that meet the key production principles of WRAP. These factories have no serious problems in policies, procedures or training and still need improvement. There are no serious nonconformities in the factory, such as child labor, extremely bad safety, health or environmental problems, employment of prisoners, forced or involuntary labor, harassment or abuse of workers, etc. The factory must prove that employees have received the minimum wage and overtime pay stipulated by law.