abusesaffiliationarrow-downarrow-leftarrow-rightarrow-upattack-typeburgerchevron-downchevron-leftchevron-rightchevron-upClock iconclosedeletedevelopment-povertydiscriminationdollardownloademailenvironmentexternal-linkfacebookfiltergenderglobegroupshealthC4067174-3DD9-4B9E-AD64-284FDAAE6338@1xinformation-outlineinformationinstagraminvestment-trade-globalisationissueslabourlanguagesShapeCombined Shapeline, chart, up, arrow, graphLinkedInlocationmap-pinminusnewsorganisationotheroverviewpluspreviewArtboard 185profilerefreshIconnewssearchsecurityPathStock downStock steadyStock uptagticktooltiptwitteruniversalityweb

这页面没有简体中文版本,现以English显示

企业回应

2024年5月20日

J.Crew's response (Just for Show report)

...we are still producing J.Crew Group merchandise in this facility, and plan to continue our business relationship with Sterling Apparel Limited and Chiefway Katunayake...

...please see our responses below to your concerns based on our own review of documents, additional information provided by management at Chiefway Katunayake, as well as the vendor who owns the facility, Sterling Apparel Limited. We will continue to investigate the details of these allegations...

Outline of allegations according to FTZ & GSEU

  • In 2023, it was announced that all workers in the factory were to receive an additional two days’ national holiday in the form of two days of paid leave - for September 28 and 29 2023.

Thurs. Sept. 28th and Fri. Sept. 29th 2023 were official public holidays for which the workers were paid.

  • However, the union alleges that management said all workers must do two hours of unpaid overtime during September 2023 to accrue these hours of leave, and minimise the cost to the company of providing these additional days of leave.
  • Eventually, management agreed with the union that workers need only do one hour of unpaid overtime – still a violation of workers’ right to paid overtime and leave

The regular work week is 5 days, 8 hours a day Mon. – Fri., and 5 hours on Saturday for a total of 45 hours. Based on slow business, the factory requested that the workers only work 40 hours that week by not working on Saturday. The FTZ requested that the Sat. hours be allocated to the other working days that week so the workers would still be paid for 45 which resulted in the following schedule for that week: 10 hours on Mon, 9 hours on Tues, and 9 hours on Wed.

  • This decision was reportedly announced to workers through the employee council (EC), rather than the trade union, despite the latter being the body mandated by national and international law to bargain on behalf of and represent workers.

It is our understanding that the re-allocation of hours was proposed by the FTZ and negotiated with the FTZ, not the employee council. The factory was able to provide the consent document from the workers for the schedule change, and the announcement of the change was made through their public announcement system.

  • One week later, the union reports that it got hold of letters where the EC had attempted to collect signatures from employees agreeing to have two hours taken off their payslips, rather than the one hour agreed – lodging a complaint with human resources. Reportedly, human resources questioned why the union would have these letters, and EC members tried to physically assault branch members for raising the issue.

The negotiated schedule outlined above is recorded in the attendance system and reflects all hours worked. No physical assault was reported to management or HR.

  • Workers also reported a lack for facilities time for representatives of the independent trade union, while the president of the factory management’s favoured union was given ‘perks’ that included time off to play cricket.

At our request, the factory was working to provide the meeting times over the last year for the trade union and employee council for us to review, but we did not receive it in time to include in this response. There were no cricket activities during working hours.

  • These practices constitute violations of workers’ fundamental right to freedom of association and collective bargaining, as well as the right to paid overtime and leave.

We will encourage factory management to work with the FTZ branch union and the employee council to better manage these types of issues, and we will continue to monitor the factory to ensure they are upholding the right to legal wages as well as freedom of association and collective bargaining.

时间线

隐私资讯

本网站使用 cookie 和其他网络存储技术。您可以在下方设置您的隐私选项。您所作的更改将立即生效。

有关我们使用网络存储的更多信息,请参阅我们的 数据使用和 Cookie 政策

Strictly necessary storage

ON
OFF

Necessary storage enables core site functionality. This site cannot function without it, so it can only be disabled by changing settings in your browser.

分析 cookie

ON
OFF

您浏览本网页时我们将以Google Analytics收集信息。接受此cookie将有助我们理解您的浏览资讯,并协助我们改善呈现资讯的方法。所有分析资讯都以匿名方式收集,我们并不能用相关资讯得到您的个人信息。谷歌在所有主要浏览器中都提供退出Google Analytics的添加应用程式。

市场营销cookies

ON
OFF

我们从第三方网站获得企业责任资讯,当中包括社交媒体和搜寻引擎。这些cookie协助我们理解相关浏览数据。

您在此网站上的隐私选项

本网站使用cookie和其他网络存储技术来增强您在必要核心功能之外的体验。