Haglofs AB, Complaint 370

CONCERNING LABOUR STANDARDS
Safe and healthy working conditions
STATUS
Closed
DATE
2018-04-02

On the morning of 16 March 2018, there was a supervisors meeting in Building 6, which the worker (line supervisor) in question also attended. The meeting was led by two more senior supervisors.

In the meeting, one of the senior supervisors asked the line supervisor about a material issue. When the answer she received was not satisfactory, the senior supervisor pulled the line supervisor's ID Card that was hanging around her neck, yelled at her and then threw the ID card at her.

After this first meeting, around 08:00, a number of line supervisors who had not reached the target in the first hour were called for a meeting by one of the same two senior supervisors in front of the lines. This senior supervisor threw shoe fabric at the line supervisor, walked to the back of the line and again threw fabric at the same line supervisor. This caused bundles of fabric to fall to the floor.

The line supervisor reported this incident to management. One (expatriate) supervisor received an oral warning while the other (Indonesian) supervisor received a Summon Letter.

The line supervisor was very upset, and asked to be moved to another area of the factory. In terms of remediation, she is questioning whether the senior supervisors were reprimanded sufficiently.

Findings and conclusions

On 2 April 2018, FWF’s complaints handler in Indonesia received a Complainant. She claimed that her colleague, a line supervisor, has got physical abuse by her senior supervisor. The senior supervisor pulled the line supervisor's ID Card that was hanging around her neck, yelled at her and then threw the ID card at her. FWF declared this complaint admissible and informed Haglofs, the FWF member sourcing at this factory. Haglofs reached out to factory management, who said that the senior supervisor received warning letter no. 3. According to the CBA, this is the letter staff receives in case of severe misbehaviour. In case the supervisor would receive another written warning, it could lead to her dismissal. The FWF Complaints handler reached out to the complainant to confirm. The complainant indicated she wanted to move to another production line. Haglofs needs to ensure that factory management needs to hire an independent/external consultant to do independent assessment of its Standard Operating Procedures (SOPs) related to 2 recent complaint cases in order to assess if improvements need to be made and; ensure that all relevant employees are sufficiently trained on the upcoming revised SOPs. It is recommended to have the corrective action written in an agreed-upon workplan between Haglofs and factory, with clear deadlines and outputs for each activities. FWFs complaints handler was in contact with the complainant and based on the individual case the complaint can be closed. The complainant indicated she has been moved to another production line so she was not confronted with the actor of harassment anymore. The actor has received a warning letter. Considering the size of the factory, we advise Haglofs to follow the practical guideline for Employers in Indonesia to prevent Gender-Based Violence. Also, the Gender Network Platform in Indonesia (including FWF) can be of support in providing more knowledge to deal with harassment. The two unions in the factory, Garteks and SPN are also a member of the Gender Network Platform and they could offer valuable support.

Overview of the complaint investigation

2018-04-06 Investigation

The FWF Complaints Handler has received information that the worker in question has been transferred to another job location. In terms of further remediation, the Complaints Handler is investigating whether the sanctions applied to the senior supervisors are according to legal requirements, internal regulations and/or the appropriate CBA.

2018-06-12 Conclusion of the investigation

This complaint is similar to another complaint at this factory about harassment, and dealing with harassment.

The supervisor received warning letter no. 3. According to the CBA, this is the letter staff receives in case of severe misbehaviour. In case the supervisor would receive another written warning, it could lead to her dismissal.

FWF proposed the following remediation, based on the investigation:
-Factory management needs to hire an independent/external consultant to do independent assessment of its Standard Operating Procedures (SOPs) related to 2 recent complaint cases in order to assess if improvements need to be made and;
-ensure that all relevant employees are sufficiently trained on the upcoming revised SOPs.

It is recommended to have the corrective action written in an agreed-upon workplan between Haglofs and factory, with clear deadlines and outputs for each activities.

2018-12-18 Verification

The factory shared its Standard Operating Procedures (SOP) and will review them during the next audit. The SOP has rules on violence at work.

2019-04-18 Remediation

FWF recommends Haglofs and the factory to hire an independent consultant to review the Grievance and Punishment procedures.

FWF will review the SOP during the next verification audit, which will take place in 2019.

2019-04-25 Investigation

FWF verified during the audit whether sufficient improvements were made in the SOP.

2019-04-26 Conclusion of the investigation

The FWF audit team came to the following conclusions:

- The factory has an SOP for grievances, but it does not sufficiently cover the procedure of handling acts of (gender based) violence and gross misconduct.
- The SOP should contain stipulations on how complaints are dealt with, including clear timelines and the role of trade unions.
- Trade unions should be included in the revision of policies, including the SOP for grievances. Minutes of such meetings should be kept.
- The SOP is not clearly communicated to workers.

Furthermore, the audit team highlighted that worker interviews showed that workers were concerned about different treatment between Indonesian and foreign staff. Also, another worker who had had two miscarriages felt using the factory grievance mechanism would not have been useful, after she had requested and was refused by her supervisor to stop heavy lifting.

2019-06-05 Remediation

As the SOP has not been sufficiently revised and communicated, FWF strongly recommends the member to hire an external expert to help draft and revise the current SOP.

The SOP should at least cover:
- A definition of (gender based) violence and gross misconduct, including measures against such violations;
- A clear procedure on how complaints are dealt with, including clear timelines and the role of the trade unions;
- Stipulations in case staff file complaints against their superiors;
- Sufficient safeguards to protect complainants, including a prohibition on retaliation.

Furthermore, the trade unions should be consulted in revising policies, including the SOP for grievances. Minutes of such meetings such be well documented. The factory should also provide training to its workers on the use of grievance mechanisms.

2019-09-30 Remediation

Factory explained that workers are trained on SOP. Continuous monitoring of the situation by Haglofs is necessary.

2019-12-01 Closed

FWFs complaints handler was in contact with the complainant and based on the individual case the complaint can be closed. The complainant indicated he/she wanted to move to another production line so she/he was not confronted with the actor of harassment anymore. The actor has received a warning letter.

Considering the size of the factory, we advise Haglofs to follow the practical guideline for Employers in Indonesia to prevent Gender-Based Violence.

Also, the Gender Network Platform in Indonesia (including FWF) can be of support in providing more knowledge to deal with harassment. The two unions in the factory, Garteks and SPN are also a member of the Gender Network Platform and they could offer valuable support.