Haglofs AB, Jack Wolfskin, Mammut Sports Group AG, Complaint 71

CONCERNING LABOUR STANDARDS
Reasonable hours of work
STATUS
Resolved
DATE
2013-12-17

On 17 December a worker contacted FWF to excessive overtime hours. According to the plaintiff, working hours are from 7:30 to 12:00; 13:30 to 18:00; and 18:30 to 20:00. In addition, the plaintiff complained workers have 1 day off every two weeks.

Findings and conclusions

On 17 December 2013 FWF’s complaints handler received a complaint from a worker working for a factory supplying Mammut, Jack Wolfskin and Haglofs. The complaint related to the standard ‘reasonable hours of work’ which is part of FWF’s Code of Labour Practices.

FWF informed the affiliates about the case. Mammut contacted the supplier. Factory management confirmed they worked overtime hours during peak months. The supplier indicated the main reason for having overtime hours is lack of workers during peak season before Chinese New Year and bad quality of fabric.

Mammut, Jack Woflskin and Haglofs are expected to analyze and set up a plan to reduce excessive overtime. Mammut scheduled a meeting for March to discuss next season’s order schedule and capacity booking. A verification audit was conducted at the end of March 2014. The audit verified workers have one day off every 7 days. Excessive overtime was still an issue, particularly during peak season. Contrary to the previous audit finding, the working hours are now completely recorded by the fingerprint attendance system.

Overview of the complaint investigation

2013-12-02 Conclusion of the investigation

Based on the above investigation and the fact that the finding is corroborated by the audit, FWF finds the complaints regarding excessive overtime grounded. The supplier confirmed they had difficulties planning capacity during the peak season.

2013-12-02 Remediation

Mammut ,Jack Woflskin and Haglofs are expected to analyse and set up a plan to reduce excessive overtime at this supplier. The affiliates are requested to support the supplier in efficient production planning and to avoid putting additional pressure on orders during peak season.
Mammut scheduled a meeting for March to discuss next season’s order schedule and capacity booking.
The supplier is asked to have regular meetings with workers to provide them with a platform to discuss their grievances. If deviating from local law (in terms of having 1 day off every 7 days) is requested by workers, such a decision can only be made when true worker representation is part of the process.

2013-12-30 Investigation

The factory in question had received training as part of FWF’s Workplace Education Programme in November 2013. Workers complained about excessive working hours during the training as well.
FWF informed the affiliates about the case. Mammut contacted the supplier. Factory management confirmed they worked overtime hours during peak months. The supplier
indicated the main reason for having overtime hours is lack of workers during peak season before Chinese New Year and bad quality of fabric.
According to the supplier, workers have one day off every 7 days since November.
However, the plaintiff indicated they worked 2 consecutive weeks in December.
Factory management replied workers requested to save their days off for January to use them just before Chinese New Year. After checking with the plaintiff again, she confirmed they worked 2 consecutive weeks in December and will be off on 22 January instead (workers outside Guangdong Province); and on 24 Jan 2014 (local workers). The plaintiff believes this is a reasonable arrangement.
The plaintiff informed FWF the factory published reasons for overtime hours on the notice board, which she believes is good practice. However, the plaintiff indicated the holiday arrangement is not established in consultation with workers.

2014-03-11 Verification

After CNY, FWF’s complaints handler contacted the plaintiff again. On 11 March 2014
the worker informed FWF, workers have received a day off on 22 January (for workers
outside of Guangdong province) and 24 January (for local workers) as compensation for
working extra days in December. The worker indicated workers are currently able to
have one day off in a week. The worker is not sure if that would still be the case during
the next peak season.
At the next Performance Check, FWF will verify the affiliates’ effort to analyse and set up
a plan to reduce excessive overtime.
FWF is assessing whether a follow up training as part of the Workplace Education
Programme can take place at this supplier.
A verification audit was conducted at the end of March 2014. The audit verified workers
have one day off every 7 days. Excessive overtime was still an issue, particularly during
peak season. Contrary to the previous audit finding, the working hours are now
completely recorded by the fingerprint attendance system.

2014-04-01 Evaluation of the complaint

The plaintiff thanked FWF and its affiliates for their support. The worker will contact FWF again in case of any more concerns.

2014-04-01 Resolved

This complaint is resolved.