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The worker is a probationary worker in hand stitching department who joined the factory on 10th September 2017. The worker called to complain about the supervisor who terminated the worker on 2nd November, 2017 because of low efficiency. According to the complainant, the worker is new and worked hard to complete the daily quota. The daily abusive language and constant intimidation, by giving warning letters, if the workers fail to meet the target by the supervisor made the worker others felt pressured that they even avoid going to toilet or taking a rest when sick or injured. When workers cause repairs, the supervisor fines 100 MMK per piece. The complainant claimed that there was no worker in hand stitching department who had not experienced such a monetary fine.
On 2nd November, 2017, the supervisor told the worker to not come to work anymore because of only finish 110pcs out of the daily quota of 280 pcs. That was first time. The supervisor also added that the worker should say to resign on own will. The complainant was given a letter to sign before leaving. That was signed without being aware of the content. Another colleagues was terminated on the same day. The other workers were given warning letter for failing to meet the target on the same day.
The next day, the supervisor called the worker on mobile phone asking to come back to work. This was refused. The complainant statet to have informed FWF on the termination to know about such unfair treatment and abuse at the factory and take proper action.
A worker complained to the FWF helpline to be terminated by the supervisor who told the worker not have to come to work anymore because of not finishin the daily quota. According to the complainant, the supervisor uses abusive language and constant intimidation, by giving warning letters, if the workers fail to meet the target. The next day, the supervisor called the worker to come back, which was refused.
The brand immediately requested a response from the factory management. Factory management indicated that the production of the worker was consistently well below that of other workers in the line. When the worker was confronted with this by the supervisor, the worker felt offended and indicated to not be willing to come back to work and would complain to FWF. Supervisor and management called the worker to come back to work, but the worker did not change mind.
Factory management spoke to the supervisor who was made to understand that she should communicate more with the workers who cannot keep up with the production rather than giving warning letter (which only may happen when workers consistently do not correct/improve). Factory management indicated that the supervisor should ensure worker's rights and that this won't happen again. Management will monitor closely.
The factory management tried to call the worker again, but couldn't reach her. The worker indicated to FWF that she does not want to return to the factory, but simply wanted to let FWF know that this practice is happening.