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LABOR

WORKER / OPERATOR

AS OF 2010 THE COMPANY RACY STYLE LTD. (RSL) EMBRACE A CORPORATE CULTURE THAT SUPPORTS THE PROFESSIONAL DEVELOPMENT OF MORE THAN 3,000 EMPLOYEES AND OPERATES UNDER ONE DIRECTOR WITH HIS HR (HUMAN RESOURCE) TEAM. THE HR TEAM RESPECT LEADER IN PROTECTING WORKER RIGHTS AND HELPING ENSURE SAFE, HEALTHY, HUMANE LABOR CONDITIONS. THE HR TEAMS STRONGLY SET, CARE AND MAINTAIN EMPLOYMENT STANDARDS AND SPECIFICALLY ADDRESS ISSUES OF CHILD LABOR, FORCED LABOR, DISCIPLINARY PRACTICES, WORKING HOURS, WAGES AND BENEFITS, FREEDOM OF ASSOCIATION, DISCRIMINATION, AND HEALTH AND SAFETY.

EVERYONE WHO’S EMPLOYED BY THE FASHION INDUSTRY SHOULD EARN ENOUGH TO LIVE ON – WHOEVER THEY ARE AND WHEREVER THEY WORK. THAT WE TRUST.

WE MAINTAIN A FAIR LIVING WAGE THAT IS AN AMOUNT THAT CAN COVER A WORKER’S BASIC NEEDS. THIS WAGE SHOULD BE REVIEWED ANNUALLY AND NEGOTIATED WITH DEMOCRATICALLY ELECTED TRADE UNIONS.

PROTECTING CHILDHOOD

CHILD LABOR IS UNACCEPTABLE. OUR CHILD LABOR POLICY IS BASED ON THE UN CONVENTION ON THE RIGHTS OF THE CHILD AND THE INTERNATIONAL LABOR ORGANIZATION.

CHILD LABOR

EMPLOYEES OF OUR COMPANY MUST BE AT LEAST 15 YEARS OLD OR OVER THE AGE REQUIRED FOR COMPLETION OF COMPULSORY EDUCATION IN THE COUNTRY OF MANUFACTURE, WHICHEVER IS HIGHER. OUR HR DEPARTMENTS ARE ALSO REQUIRED TO OBSERVE ALL LEGAL REQUIREMENTS FOR THE WORK OF AUTHORIZED MINORS, INCLUDING THOSE PERTAINING TO HOURS OF WORK, WAGES, WORK TYPE AND WORKING CONDITIONS.

BUT IT’S NOT ENOUGH FOR US TO SIMPLY SAY NO TO CHILD LABOR – WE HAVE TO DO MORE. EVEN, WE HAVE SOCIAL AWARENESS PROJECT NAMED CHILD BEHAVIOR THAT CARE CHILD.

EMPLOYMENT RELATIONSHIP

WE ADOPT AND ADHERE TO RULES AND CONDITIONS OF EMPLOYMENT THAT RESPECT WORKERS AND, AT A MINIMUM, SAFEGUARD THEIR RIGHTS UNDER APPLICABLE NATIONAL AND INTERNATIONAL LABOR AND SOCIAL SECURITY LAWS AND REGULATIONS.

NON DISCRIMINATION

RACY STYLE CANNOT DISCRIMINATE IN EMPLOYMENT, INCLUDING WITH REGARD TO HIRING, COMPENSATION, ADVANCEMENT, DISCIPLINE, TERMINATION AND RETIREMENT, WHETHER ON THE BASIS OF GENDER, RACE, RELIGION, AGE, DISABILITY, SEXUAL ORIENTATION, NATIONALITY, POLITICAL OPINION, SOCIAL CLASS OR ETHNIC ORIGIN.

HARASSMENT AND ABUSE

RACY STYLE MUST TREAT EMPLOYEES WITH RESPECT AND DIGNITY. NO EMPLOYEE CAN BE SUBJECTED TO ANY PHYSICAL, SEXUAL, PSYCHOLOGICAL OR VERBAL HARASSMENT AND/OR ABUSE.

FORCED LABOR

RACY STYLE ARE PROHIBITED FROM UTILIZING FORCED LABOR, WHETHER IN THE FORM OF PRISON LABOR, INDENTURED LABOR, BONDED LABOR OR OTHERWISE. MENTAL AND PHYSICAL COERCION, SLAVERY AND HUMAN TRAFFICKING ARE PROHIBITED THROUGHOUT OUR SUPPLY CHAIN.

FREEDOM OF ASSOCIATION 

OUR HR DEPARTMENTS ARE REQUIRED TO RECOGNIZE AND RESPECT THE RIGHT OF THEIR EMPLOYEES TO FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING. EMPLOYEES SHOULD BE FREE TO JOIN ORGANIZATIONS OF THEIR CHOICE. EMPLOYEES SHOULD NOT BE SUBJECTED TO INTIMIDATION OR HARASSMENT IN THE EXERCISE OF THEIR RIGHT TO JOIN OR TO REFRAIN FROM JOINING ANY ORGANIZATION.

HEALTH AND SAFETY

RACY STYLE MUST PROVIDE A SAFE AND HEALTHY WORKPLACE DESIGNED AND MAINTAINED TO PREVENT ACCIDENTS, ILLNESS AND INJURY ATTRIBUTABLE TO THE WORK PERFORMED OR THE OPERATION OF THE FACILITY AND MACHINERY. IN DOING SO, OUR BUSINESS PARTNERS MUST COMPLY WITH ALL NATIONAL LAWS, REGULATIONS AND BEST PRACTICES CONCERNING HEALTH AND SAFETY IN THE WORKPLACE, AS WELL AS PROVIDE ALL REQUIRED AND APPROPRIATE WORKERS COMPENSATION COVERAGE IN THE EVENT OF INJURY OR FATALITY.

HOURS OF WORK

RACY STYLE ARE PROHIBITED FROM REQUIRING THEIR EMPLOYEES TO WORK MORE THAN THE REGULAR AND OVERTIME HOURS PERMITTED UNDER THE LAW OF THE BANGLADESH. IN NO CIRCUMSTANCE MAY REGULAR HOURS EXCEED 48 HOURS IN A WEEK AND, OTHER THAN IN EXCEPTIONAL CIRCUMSTANCES, THE SUM OF REGULAR AND OVERTIME HOURS IN A WEEK CANNOT EXCEED 60 HOURS. EMPLOYEES MUST HAVE AT LEAST 24 CONSECUTIVE HOURS OF REST IN EVERY SEVEN–DAY PERIOD.

THE WAY WE CARE FOR OUR WORKERS EXTENDS WELL BEYOND THE FACTORY. WE SEEK TO ENSURE THAT WORKERS HAVE THE TRAINING AND TOOLS THEY NEED TO STAY HEALTHY OUTSIDE THE WORKPLACE, REDUCING ABSENTEEISM AND LOST WAGES AND INCREASING PRODUCTIVITY.