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The complainant is a skilled sewing operator who has been working in line 9. She called to complain about the verbal and physical abuse from her supervisor in charge due to her production mistake. According to the worker, a new style was introduced which the operators were not used to. Workers are assigned to work on different points in the production line. However, the operators who handed over the product piece to her already made mistakes at their points. She continued working on her task, not noticing the mistake. This resulted in a lot of repairs. However, the supervisor in charge did not scold the other workers but scolded only her since she is a skilled worker. The supervisor in charge decided to show her how to make her point one more time. Afterward, she let her make it on the spot. As the complainant again took a piece which already contained flaws, she again made the same mistake in front of the supervisor in charge. Subsequently she was scolded for not paying attention and her ear got twisted by the supervisor in charge in the presence of her colleagues. She obviously felt very embarrassed. The complainant mentioned an environment of repeated abusive language of the supervisor and the supervisor in charge, also in front of the mechanics, which really makes the female workers feel humiliated.
It is important to note that the complainant stressed that her intention was not to raise her individual complaint to the factory, nor to request a warning letter from the supervisor in charge, but simply to have the factory management consider to provide awareness raising and/or trainings to change this environment of abuse and humiliation and make the supervisors become more polite with the workers. She wants the management to know about her complaint in order to illustrate the importance of such training. However, she does not want her individual complaint to be raised with her supervisor or supervisor in charge, as she is afraid of adverse implications.
This is a new complaint that FWF has just filed. At this point in the procedure, the complaint is pending investigation, and FWF has not yet proven it to be grounded. Updates to the investigation will follow. The brand is requested to share the complaint with factory management and to get their perspective. Ideally, this includes obtaining documental evidence in addition to a statement from management.