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レポート

2021年7月7日

著者:
Asia Floor Wage Campaign

Asia: Legal Brief: Joint Employer Liability Legal Strategy

[...]

The Asia Floor Wage Alliance (AFWA) has developed a legal strategy based on the concept of “joint employer liability” in order to address unregulated governance gaps in global supply chains. This legal strategy gives garment workers and their unions the possibility of using labour protective frameworks within Asian production countries to challenge the practices of global apparel brands that lead to extreme and wanton labour exploitation.

Using the joint employer liability legal strategy garment workers and their unions in four Asian production countries – India, Indonesia, Sri Lanka and Pakistan – have filed legal claims within their national jurisdictions. They have held global apparel brands liable as joint employers, along with their suppliers, under national laws, for wage violations in their supply chains during Covid-19. This legal strategy is being explored in Bangladesh and Cambodia as well.

...The strategy bases itself on the following undisputable facts that can help reassess the structure of the global apparel industry:

  • Explicit contracts for production exist between brands and suppliers: The relationship between brands and their suppliers, contrary to common perception, is neither based on the arm’s length principle of a commodity garments market nor on purchase agreements for garments. Rather, the current business model of global garment production requires brands to engage suppliers in Asia through manufacturing contracts.
  • Implicit employment contracts exist between brands, suppliers and workers in their supply chains: It is on the basis of these contracts for production between brands and their suppliers, that suppliers enter into employment contracts with workers for fulfilling their contractual obligations to manufacture products for the brands. While explicit employment contracts are solely between suppliers and workers in the supply chain, the contracts for production between the brand and the supplier imply the need for, and is the basis upon which, these employment contracts are formed.

...Due diligence mechanisms and legislation which are embedded within a well-accepted international normative framework for upholding and protecting human rights, represent a brand’s home country approach that calls on the corporate duty to care for human rights impact within their supply chains...Joint employer liability as a legal strategy is based on a ground-up approach, through which existing laws can be utilised to hold brands jointly liable within national jurisdictions of production countries. It is rooted in the historical struggles of workers and their unions in Asian countries for adequate wages and secure employment as a legal right.

Both approaches converge in their attempts to define and enforce corporate accountability within global supply chains. The joint employer liability legal strategy can complement and strengthen efforts made through due diligence mechanisms and legislation, as well as national legal systems in the home countries of brands.

[...]

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