WRAP

  1. ABOUT WRAP

·         Worldwide Responsible Accredited Production (WRAP) is an independent, objective, non-profit team of global social compliance experts dedicated to promoting safe, lawful, humane and ethical manufacturing around the world through certification and education.

·         WRAP is headquartered in Arlington, Virginia, USA and has branch offices in Hong Kong and Bangladesh and additional full-time staff in India and SE Asia (Thailand & Vietnam).

 

1.1 WHAT WRAP DOES?

  • Primary activity is their Certification Program, which is the largest independent facility certification program in the world mainly focused on the apparel, footwear, and sewn products sectors.
  • Issue three levels of certification that are valid from six months to two years based on a facility’s compliance with WRAP’s 12 Principles.
  • These principles are based on the rule of law within each individual country and include the spirit or language of the relevant conventions of theInternational Labor Organization (ILO).
  • WRAP also administers acomprehensive training programthroughout the world and is recognized as an accredited training organization by the International Register of Certificated Auditors (IRCA).
  • All of our monitoring partners must undergo our comprehensiveLead Auditor Training program and follow-up with regular refresher courses.
  • Internal Auditor Coursewhich teaches factory managers and workers how to make their facilities compliant with our 12 Principles.
  • Additionally, WRAP has been a pioneer inFactory Fire Safety Training, offering the course in Bangladesh, Pakistan, China, India, and Southeast Asia.

 

1.2WRAP HISTORY   

  • WRAP was formed out of the desire to create an independent and objective body to help apparel and footwear factories around the world verify that they are operating in compliance with local laws and internationally-accepted standards of ethical workplace practices.
  • Recognizing that such a scenario could jeopardize the apparel industry as a whole, the American Apparel Manufacturers Association (now the American Apparel and Footwear Association) moved to coordinate an industry response to the issue.
  • A task force was formed which received input from a variety of stakeholders including brands, suppliers, NGOs, academia, and government officials
  • Based on their findings, the task force recommended the creation of an independent third-party organization free of government or corporate influence that could identify and reduce the prevalence of sweatshop conditions in factories around the world.
  • Recognizing that the program’s credibility depends on ensuring objectivity, WRAP is specifically organized to be independent – both financially and in terms of governance – of the apparel industry. This starts with the make-up of its independent Board of Directors.
  • Today, WRAP has grown to become a global leader in social compliance and a trusted independent supply chain partner for dozens of companies around the world.
  • Its comprehensive facility-based model has made it the world’s largest independent social compliance certification program for the apparel/textile industry (according to a 2010 UNIDO Study, Making Private Standards Work For You, WRAP is the “standard most often cited” for social compliance certification in the textile sector). There are currently over 2,200 WRAP-certified facilities found throughout the world employing over 2 million worker.

 

2.WRAPs 12 PRINCIPLES

The WRAP Principles are based on generally accepted international workplace standards, local laws and workplace regulations, and include the spirit or language of relevant conventions of the International Labor Organization (ILO).

The Principles encompass human resources management, health and safety, environmental practices, and legal compliance including import/export and customs compliance and security standards.

The WRAP Certification Program’s objective is to independently monitor and certify compliance with these standards, to ensure that sewn products are being produced under lawful, humane and ethical conditions.

2.1 Compliance with Laws and Workplace Regulations

  • Facilities will comply with laws and regulations in all locations where they conduct business.
  • All facilities will comply with the legal requirements and standards of their industry under the local and national laws of the jurisdictions in which the facilities are doing business, along with any applicable international laws.
  • This will cover all labor and employment laws of those jurisdictions, as well as laws governing the conduct of business in general, including rules and standards of ethics dealing with corruption and transparency, and any relevant environmental laws.

 

2.2Prohibition of Forced Labor

·         Facilities will not use involuntary, forced or trafficked labor.

·         Facilities will maintain employment strictly on a voluntary basis. Facilities will not use any forced, prison, indentured, bonded or trafficked labor.

·         This will include ensuring that any workers they hire will be under labor contracts that fully comply with all relevant legal requirements and do not impose any form of coercion (including imposing substantial fines or loss of residency papers by workers leaving employment or restricting a worker’s ability to voluntarily end his/her employment).

2.3.Prohibition of Child Labor

  • Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.
  • Facilities will ensure they do not engage in any form of child labor, including, but not limited to, the internationally recognized worst forms of child labor. Facilities may not employ any person at an age younger than the law of the jurisdiction allows and in any case not below the age of 14, even if permitted by local law.

 

2.4.Prohibition of Harassment or Abuse

  • Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporal punishment in any form.
  • Facilities will ensure a workplace that is respectful of a worker’s rights and dignity. This includes ensuring that no corporal punishment or physical coercion be used. Facilities will not engage in or tolerate sexual harassment, indecent or threatening gestures, abusive tone or language or any other kind of undesired physical or verbal contact, such as bullying.
  • In particular, facilities will ensure proper training at all levels – including management, supervisors and workers – to secure a workplace free of harassment or abuse.

 

2.5. Compensation and Benefits

  • Facilities will pay at least the minimum total compensation required by local law, including all mandated wages, allowances & benefits.
  • Facilities will ensure proper compensation for their employees for all the work done, by providing in a timely manner all the wages and benefits that are in compliance with the local and national laws of the jurisdiction in which they are located.
  • This will include any premiums for overtime work or work done during holidays, as well as any other allowances or benefits, including any mandatory social insurance, required by local law.

2.6.  Hours of Work

  • Hours worked each day, and days worked each week, should not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.
  • Facilities are required by local law to adhere to any limits set on regular working hours as well as any limits set on overtime work.
  • Long term participation in the WRAP Certification Program is contingent upon meeting the limitations set by local law.
  • WRAP recognizes that this can be a particularly challenging requirement, especially when taking into account local enforcement norms and customs.
  • WRAP Principle 5; and shows improvement toward meeting the working hours requirements from one audit to the next.

2.7. Prohibition of Discrimination

  • Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.
  • Facilities will ensure that all terms and conditions of employment are based on an individual’s ability to do the job, and not on the basis of any personal characteristics or beliefs.
  • Facilities will ensure that any employment decision – involving hiring, firing, assigning work, paying or promoting – is made without discriminating against the employees on the basis of race, color, national origin, gender, sexual orientation, religion, disability, or other similar factors (pregnancy, political opinion or affiliation.

2.8.Health and Safety

  • Facilities will provide a safe and healthy work environment. Where residential housing is provided for workers, facilities will provide safe and healthy housing.
  • Facilities will provide a safe, clean, healthy and productive workplace for their employees. Facilities shall prioritize worker health and safety above all else, and proactively address any safety issues that could arise.
  • This will include a wide variety of requirements, such as, ensuring, among other things, the availability of clean drinking water (at no charge to workers), adequate medical resources, fire exits and safety equipment, well-lighted and comfortable workstations, clean restrooms. Further, facilities shall adequately train all their workers on how to perform their jobs safely

 

2.9. Freedom of Association and Collective Bargaining

  • Facilities will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.
  • Facilities will respect the freedom of each employee to choose for him- or her-self whether or not to join a workers’ association. Facilities cannot discriminate against workers based on whether or not they choose to associate.
  • Both the facility and the workers shall ensure they conduct themselves in accordance with all relevant laws in this regard. Facilities will ensure an effective mechanism is in place to address any workplace grievances.

 

2.10.  Environment

  • Facilities will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.
  • Facilities will ensure compliance with all applicable legally mandated environmental standards, and should demonstrate a commitment to protecting the environment by actively monitoring their environmental practices.
  • In particular, facilities will ensure proper waste management, including monitoring the disposal of any waste material – whether solid, liquid or gaseous – to ensure such disposal is done safely and in a manner consistent with all relevant laws.

 

2.11. Customs Compliance

  • Facilities will comply with applicable customs laws, and in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of finished products.
  • Facilities will ensure that all merchandise is accurately marked or labeled in compliance with all applicable laws. In addition, facilities will keep records for all materials and orders, as well as maintain detailed production records.

 

2.12. Security

  • Facilities will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments (i.e. drugs, explosives biohazards and or other contraband).
  • Facilities will ensure adequate controls are in place to safeguard against introduction of any non-manifested cargo.
  • In this regard, WRAP recognizes the United States Customs and Border Protection (CBP)’s C-TPAT Guidelines for Foreign Manufacturers as a best practice program, and has adopted those guidelines under this Principle.

 

  1. CERTIFICATION

Following flow chart explains the process of obtaining certification of WRAP.

 

3.1PROCESS OF OBTAINING CERTIFICATE

 

3.2 CERTIFICATION LEVELS

There are three levels of certification available.

 

3.2.1 PLATINUM (Valid for 2 years)

  • A facility must maintain a Gold certification for at least 3 consecutive years before it can be considered for Platinum certification.
  • All Platinum-certified facilities must successfully pass each audit with no corrective actions and maintain continuous certification in order to remain Platinum (a facility whose certification lapses for any reason must hold a Gold certification for at least 3 consecutive years before it can regain Platinum status).

 

3.2.2 GOLD (Valid for 1 year)

  • Gold certifications are awarded to facilities that demonstrate full compliance with WRAP’s 12 Principles during an audit.
  • Any facility that cannot show complete and accurate records regarding wages and/or working hours during ANY audit (initial, re-certification, or post-certification) will automatically lose eligibility for Platinum and Gold certification for their current period.
  • This includes any violations of Principles 5 or 6 where WRAP monitors indicate issues with record keeping or cannot verify them due to inconsistencies.

3.2.3 SILVER (Valid for 6 months)

  • A facility may request a Silver level certification if an audit finds that it is in substantial compliance with the WRAP principles, but has minor non-compliances in policies, procedures or training that need to be addressed.
  • Facilities seeking certification through this route must request a Silver certificate in writing from a WRAP office at the conclusion of their first formal audit as a certificate will not be automatically issued. Important points to note in this regard are:
  1. Facilities may not have any “red flag” non-compliances such as child labor, egregious health & safety or environmental issues, prison labor, forced or involuntary labor, or harassment or abuse of employees.
  2. Facilities must demonstrate that their employees are paid at least the minimum wage and any required overtime compensation.
  3. Alternatively, the WRAP Review Board may issue a Silver certificate if any of these criteria are met:
  4. The facility is a first-time applicant and has demonstrated difficulty in achieving full compliance or has shown non-material non-compliances in one of these areas:
  • Working hours
  • Training and communications with employees
  • Payment of regular wages and overtime premiums
  • Any other factors that would bar the facility from being granted a Gold certificate

 

  1. WRAP PERSPECTIVES

4.1 WRAP for Factories

Social compliance is no longer a secondary concern for apparel buyers and brands. They are serious about wanting to know that the facilities supplying them care about social responsibility. Through their Certification and Training programs, WRAP can help their facility convey to potential customers their commitment to responsible business practices.

 

4.1.1 CERTIFICATION-THE WRAP ADVANTAGE

  • Having a WRAP certification shows potential buyers that you are dedicated to ethical and responsible business standards.
  • It demonstrates that you obey the laws of your country, treat your workers with dignity and respect, and are conscious of the impact your operation has on the environment.
  • The WRAP certificate is a recognized symbol of high social and ethical standards.

 

4.1.2 TRAINING-KNOWLEDGE IN ACTION

  • Training is critical to every aspect of a factory’s operation, and social compliance is no exception.
  • WRAP’s training program gives you practical ways to apply social compliance concepts to your factory’s day-to-day operations and ensure compliance with WRAP’s 12 Principles.
  • WRAP is recognized as an accredited training organization by the International Register of Certificated Auditors (IRCA) and all of their courses are offered in a variety of languages and locations.

 

4.1.3 INTERNAL AUDITOR COURSE

  • This course is the perfect way to get started with Social Systems auditing and implementation.
  • Designed for those with a basic knowledge of auditing, this course provides an excellent foundation for those looking to add social compliance auditing to their skillset or who implement a compliance program within their own facilities.

 

4.1.4 FIRE SAFETY TRAINING COURSE

  • Our Fire Safety Training Course provides essential knowledge about an important topic in garment sourcing.
  • Topics covered include an analysis of how a fire starts and spreads within a factory, steps to minimize fire risk, human behavior during a fire, and how to effectively respond should a fire occur.
  • Practical, interactive demonstrations are also included.
  • The course is offered in several languages and is tailored specifically for each country in which it is offered.

 

 

4.2 WRAP for Brands and Buyers

The world may be getting smaller, but apparel supply chains continue to grow across borders and span a wide range of local customs, legal systems, economic systems, and national traditions. Monitoring a global supply chain for integrity requires significant commitments of resources including time, money, and even people. WRAP can help maintain buyer’s supply chain’s integrity in an efficient and cost-effective way.

 

4.2.1CERTIFICATION:  CREATING A PATH TOSUPPLY CHAIN INTEGRITY

  • WRAP certification is recognized around the world as proof of social compliance in the apparel industry.
  • They only certify individual production units, which allows their auditors to get an “on the ground” perspective of each factory’s operations to ensure that they are maintaining compliant practices.
  • All certifications require periodic renewal depending on the level and all certified factories are subject to unannounced follow-up visits during their certification periods.

 

4.2.2 TRAINING-KNOWLEDGE IN ACTION

  • WRAP has become the world leader in social compliance training and education for the sewn products manufacturing industry.
  • Whether it is general training on implementing social compliance practices within your supply chain, or more specific courses on topics like fire safety, WRAP is your source for comprehensive social compliance education.

4.2.3 Internal Auditor Course

  • This course is the perfect way to get started with Social Systems auditing and implementation.
  • Designed for those with a basic knowledge of auditing, this course provides an excellent foundation for those looking to add social compliance auditing to their skillset or who implement a compliance program within their own facilities.

4.2.4 Fire Safety Training Course

  • Their Fire Safety Training Course provides essential knowledge about an important topic in garment sourcing.
  • Topics covered include an analysis of how a fire starts and spreads within a factory, steps to minimize fire risk, human behavior during a fire, and how to effectively respond should a fire occur.
  • Practical, interactive demonstrations are also included. The course is offered in several languages and is tailored specifically for each country in which it is offered.

 

4.3 WRAP for the Public

·         WRAP’s goal is to make sure that manufacturing facilities operate in a safe, responsible, and ethical way.

·         Through their 12 Principles, they promote lawful, humane manufacturing in facilities throughout the world via our Certification and Training programs.

·         What sets them apart from other similar social compliance programs is that they focus on the ground level of a supply chain.

·          WRAP only certifies individual facilities, not brands or ownership groups, which means that each WRAP certified facility has undergone a thorough inspection by a WRAP auditor and is subject to un-announced follow-up inspections.

·         Because the quality of our audits are crucial to WRAP’s mission, all of their auditors receive thorough training via our Lead Auditor Training Program.

·          In addition, they also offer an Internal Auditor Course that educates facility personnel at all levels, from workers to senior management, about WRAP’s social compliance requirements and how to develop and maintain them within their facilities.

·         Their course offerings have also expanded throughout the years to meet the changing needs of the garment sourcing community. The most notable of these is our Course which was launched in 2011 in Bangladesh and has since expanded to several other countries around the world.