Fair Labor Association 2013 Training Catalog. Improving Workers Lives Worldwide

Transcription

1 Fair Labor Association 2013 Training Catalog Improving Workers Lives Worldwide

2 The Fair Labor Association (FLA) is a nonprofit organization that combines the efforts of business, civil society organizations, and colleges and universities to promote and protect workers rights and to improve working conditions globally through adherence to international standards. FLA holds affiliated companies accountable to its Workplace Code of Conduct a set of principles based on International Labor Organization (ILO) standards outlining acceptable and fair working conditions in factories around the world. The Code of Conduct outlines workplace standards and includes benchmarks on harassment or abuse, health and safety, freedom of association and collective bargaining, wages and benefits, and more. To verify that affiliated companies and their supplier factories abide by this Code, FLA has instituted a unique Sustainable Compliance methodology (SCI) that aims at advancing workers rights by effecting progressive and sustained improvements in employment practices and working conditions. Capacity Building to Ensure Sustainable Compliance To ensure ongoing sustainable compliance that supports strategic business objectives, FLA provides an array of online and in-person resources and trainings for affiliates and non-affiliates at the corporate and factory levels. These resources and trainings have been developed by experts and specialists from around the world, and cover a range of issues from what it means to adopt a Code of Conduct to how to execute a successful labor compliance program. Through these efforts, FLA helps brands and the factories supplying them to develop, implement and maintain social compliance systems that not only protect workers, but also support long-term growth and sustainability. Browse our 2013 training catalog for planned in-person trainings, and register now to get started on a program to build your organization s knowledge and skills. Notes: The majority of the trainings listed in this catalog are for both non-affiliates and affiliates, with the exception of those marked affiliate-only. Dates are subject to change and sessions are contingent on a minimum number of participants. Please contact FLA to confirm dates and sessions. If there is a topic you are interested in but do not see it here, please contact us. FLA develops custom trainings for brands (including non-affiliates), suppliers and other organizations. FLA also offers online training. To contact FLA s global training team please training@fairlabor.org.

3 Contents Training on FLA s Assessment methodology Sustainable COMPLIANCE METHODOLOGY (SCI)...5 Employment Function Training Series HOURS OF WORK...7 FAIR WAGE...8 HUMAN RESOURCE MANAGEMENT... 9 HIRING...10 GRIEVANCE AND DISPUTE RESOLUTION...11 LABOR RELATIONS PERSONNEL DEVELOPMENT DISCIPLINE...14 RETRENCHMENT OCCUPATIONAL SAFETY and HEALTH...16 Other Trainings PRODUCTIVITY IMPROVEMENT CSR and FLA s Workplace Code of Conduct...19 WORKER PARTICIPATION...20 FLA ORIENTATION REMEDIATION

4 Training on FLA s Assessment methodology 4

5 Sustainable COMPLIANCE METHODOLOGY (SCI) 2-day course for brands 2 or 3-day course for suppliers This course is restricted to FLA affiliates and members of their supply chain. SCI is a comprehensive assessment methodology developed by FLA to uncover the root causes of code compliance violations and offer sustainable and practical solutions. This unique training covers the evolution and structure of the methodology, as well as the assessment process and reporting tools. The training explores the advantages and disadvantages of conventional audits, and the need for a practical approach to developing a sustainable assessment system. The SCI framework examines all the employment and relevant management functions, which provides more comprehensive assessment results, and encourages the factory to improve its internal monitoring systems. The difference between SCI and auditing, and the benefits of this new assessment methodology for suppliers and brands How to create a workflow map for at least one employment function How the SCI assessment tool works (structure, scoring, types of findings) How the FLA Platform works (finding your administered assessment, entering your action plan, and reviewing sample reports) Brand representatives Dates Location Language August 12-13, 2013 San Salvador, El Salvador English, Spanish August 22-23, 2013 San Pedro Sula, Honduras English, Spanish August 27-28, 2013 Toronto, Canada English September 3-5, 2013 Dhaka, Bangladesh English September 9-11, 2013 Colombo, Sri Lanka English September 25-26, 2013 Mexico DF, Mexico English, Spanish October 22-24, 2013 New Delhi, India English November 19-21, 2013 Bangalore, India English December 11-13, 2013 Karachi, Pakistan English 5

6 Employment Function Training Series 6

7 HOURS OF WORK Advanced module on work time, key interconnections, management, policy and action planning 1 or 2-DAY COURSE Excessive overtime negatively impacts not only workers health but also their productivity and the quality of production. This training helps management understand the change that may be needed in work organization in order to allow for a reduction in working hours in a factory. It also exposes participants to factors that result in long working hours; explains why it is in the management s interest to address these factors; and explores how this can be done by focusing on hours of work management, production planning and risk management (e.g., handling buyers and suppliers). How internal and external factors affecting productivity contribute to reducing work time How to reduce or eliminate excessive overtime How to provide a balanced introduction of shift work and other working time arrangements in such a way that shifts are productive and respectful of workers wellbeing How to design an effective policy on working time How to prepare an action plan to reduce working hours HR/CSR/administration managers or staff Brand representatives Dates Location Language September 10, 2013 Ho Chi Minh, Vietnam English, Vietnamese September 26, 2013 Shenzhen, China Chinese November 12, 2013 Phnom Penh, Cambodia English, Khmer November 20, 2013 Shanghai/China Chinese 7

8 FAIR WAGE Developing fair and effective wage-fixing practices 1-DAY COURSE Wages are a critical component of any factory s strategic plan. However, managers often find it challening to balance the company s financial restraints with workers expectations which is why wages are one of the most controversial issues in labor relations. Undoubtedly the manner in which reward structures are designed has an impact on the general working environment. Despite that, many factories are reluctant to tackle the topic due to the complexity and difficulty of creating a well-designed compensation scheme that is able to attract and retain quality employees. This training introduces managers to the Fair Wage framework, which is a comprehensive approach that includes 12 dimensions of wages, including minimum wage and living wage. The training also encourages the involvement of multiple stakeholders to create a mutual understanding of the remuneration system. Objectives and methods of wage fixing How to create a wage policy in the enterprise How to ensure perceived fairness in the remuneration system The differences between minimum wage, living wage and fair wage Principles that must be ensured in wage administration How to create pay grids What to include in wage slips Brand representatives Dates Location Language October 22, 2013 Shenzhen,China Chinese 8

9 HUMAN RESOURCE MANAGEMENT Why and how to manage your human capital 1 or 2-day course Compliance levels and performance are closely linked with Human Resource Management. The objective of any HR department is to ensure the company has the right people with the right set of skills and are motivated to produce at their highest potential. This training helps managers set up and run effective HR departments that can make their organizations more effective and improve the overall enterprise competitiveness. It supports companies in their quest to move beyond only governing their employees to viewing and treating them as their most valuable resource. This training will serve as a foundation for building capacity to manage people, decrease personnel turnover and increase employee motivation and satisfaction. The objectives and benefits of strategic human resources management How to set up and manage an HR department that contributes to creating a skilled, motivated, and committed workforce How to align HR functions with strategic business objectives How to manage core HR functions such as: HR planning, job descriptions and job analyses; recruitment and selection; reward management; appraisal and performance management; training and development; managing employee relations; handling grievances; and managing disciplinary action. Brand representatives Dates Location Language August 15, 2013 Shanghai, China Chinese October 23, 2013 Shenzhen, China Chinese October 29-30, 2013 Dhaka, Bangladesh English 9

10 HIRING How to recruit and select your workforce 1-day course Poor hiring decisions have negative consequences on labor turnover, staff attitudes and product quality which is why it is essential for companies to hire the right people and invest in employee retention. This training takes a close look at the entire hiring process, covering various steps including job description development, recruitment strategy design, and candidate selection. The course provides practical insights and guidance on how to hire right in terms of both finding the most suitable candidate for the job, and ensuring a fair, objective and non-discriminatory hiring process. The principles and procedures of an effective hiring process How to draft job descriptions that increase individual and organizational effectiveness How to use recruitment channels efficiently to attract the most suitable candidates How to use selection tools to identify the best individual to fill a vacancy How to use selection tools to ensure equality in the process The benefits of a diverse workplace Brand representatives Dates Location Language August 21, 2013 San Pedro Sula, Honduras Spanish August 28, 2013 Istanbul, Turkey Turkish 10

11 GRIEVANCE AND DISPUTE RESOLUTION Conflict management, rights-based processes and consensus building 1 or 2-day course Conflict is unavoidable, but how you manage conflict will determine if its outcomes are positive or negative. With effective grievance procedures and conflict resolution mechanisms in place, managers and workers can take an active role in identifying, communicating, analyzing and solving problems which will contribute to improving working conditions and labor-management relations. This training helps companies put in place systematic procedures to manage not only isolated disputes, but also any conflict that arises within the organization. Management will learn how to install internal mechanisms for workers to channel their concerns as well as how to handle them properly. This training is divided into 2 days: the first day is spent covering the basic principles of conflict management, and the second day focuses on the creation of internal procedures to solve disputes. The courses may be taken individually or together. How to manage conflict efficiently How employees positions, interests and needs affect conflict management How to manage perceptions so they do not generate conflict Principles of grievance procedures How to set up the different steps of a functioning grievance procedure How to avoid the most common mistakes in setting up grievance procedures Workshop supervisor, worker representatives, and brand representatives Dates Location Language August 28-29, 2013 Bangkok, Thailand English, Thai September 11, 2013 Mexico DF, Mexico Spanish September 25, 2013 Istanbul, Turkey Turkish October 16-17, 2013 Hanoi, Vietnam English, Vietnamese December 9, 2013 San Pedro Sula, Honduras Spanish December 17, 2013 Shanghai, China Chinese 11

12 LABOR RELATIONS Introducing communication, representation, consultation and negotiation in the company 1 or 2-day course Harmonious working relations between the company and its employees are critical to organizational success. Positive labor relations depend on strong communication, which requires giving workers a voice. Workers are more likely to contribute positively to the organization when they have a voice and feel more valued. This training covers how communication, representation, consultation and negotiation can take place in a company and how they contribute to improving and maintaining an efficient work environment. The training takes a close look at how to integrate these elements into day-to-day company operations, contributing to better performance, increased profit and continuous efficiency improvement. This training can be taken in its 1-day executive version or in its 2-day full version, where each of the four components communication, representation, consultation and negotiation are explored in detail. Objectives and methods for a good internal communication policy and program in workplace How to create efficient communication channels in the company to ensure good labor relations Why, where, when and how consultation should take place in a company How to create value in a negotiation and how to measure success Benefits of worker representation for management and how to improve worker representation Brand representatives Dates Location Language September 12, 2013 Mexico DF, Mexico Spanish September 17-18, 2013 Jakarta, Indonesia English, Bahasa 12

13 PERSONNEL DEVELOPMENT 1-day course Personnel development is a formal, organized, and continuous planning method used to match the needs of a business with the career aspirations of workers and is critical for long-term company sustainability. Companies cannot meet organizational goals with high turnover rates and low productivity. With adequate career plans, companies can greatly reduce both of these risks. This training helps managers build a new relationship with workers that is not based on loyalty, but on mutual benefit. It overrides the myths that career development plans cannot be implemented with floor workers, and that all career paths must be based on promotions. Objectives and methods of effective personnel development How to set up personnel development plans Various career paths outside of traditional promotions How to identify transferable skills How to ensure career development is compatible with different compensation schemes, including piece rate What steps to take and how to develop an action plan Brand representatives Dates Location Language August 22, 2013 San Pedro Sula, Honduras Spanish December 17, 2013 Istanbul, Turkey Turkish 13

14 DISCIPLINE Ensuring a friendly and efficient working environment 1-day course Improper behavior or poor performance by a worker can be viewed as harmful or unproductive for the company s objectives and working environment. Adequate and fair discipline procedures help workers understand the repercussions of their actions and allow them to improve without undermining efforts to retain and grow human capital. Based on the framework of relevant rights and obligations, this training helps companies implement systems and measures to improve workers conduct and performance efficiently. Disciplinary measures must never be a form of punishment, but rather should have a positive impact on behavior and performance. Objectives and principles of discipline How to set up a framework of rights and obligations How to create a well-managed disciplinary procedure that reinforces productivity and employee relations The steps that need to be followed for a fair disciplinary process What sanctions can be used to ensure a change in conduct or performance How progressive discipline can be used to correct improper conduct How to conduct a disciplinary session efficiently Workshop supervisors and brand representatives Dates Location Language October 23, 2013 San Salvador, El Salvador Spanish November 5, 2013 Bangkok, Thailand English, Thai 14

15 RETRENCHMENT 1-day course Business needs can lead to decisions that require reducing the workforce, which can have a very negative impact not only on workers but also on their families and communities. It is essential that companies do not undermine workers rights when a workforce reduction is necessary. This training helps managers ensure that decisions are based on objective criteria and that the factory is transparent with workers, clients and other stakeholders throughout the retrenchment process. The course will be particularly helpful for managers who want to be prepared for a possible workforce redundancy, as well as those whose factories are currently going through the process. The course will help managers to better engage the different stakeholders involved and become aware of the importance of communication before, during and after any termination process. How to deal with redundancy How to draft a policy and procedure in the event of redundancy Principles to ensure fairness in a retrenchment process Who, when and what to consult during the process What selection criteria to use to determine posts that need to be eliminated and workers that will be terminated Alternative measures to consider before implementing a retrenchment process How to manage the needs and expectations of different stakeholders in the retrenchment process How to manage workers that stay Brand representatives Date Location Language November 6, 2013 Istanbul, Turkey Turkish 15

16 OCCUPATIONAL SAFETY and HEALTH 1-day course Neglecting Occupational Safety and Health (OSH) issues can lead to disasters and losses for both employers and workers. Assessors frequently find that even well-designed OSH polices may not be implemented correctly. The recent tragedies in Bangladesh and Pakistan have reinforced the urgent need for improvements in the implementation and monitoring of OSH systems. This training helps companies build comprehensive and effective OSH systems from a legal and compliance perspective, taking into account practical internal monitoring skill enhancement, staff training, and corporate culture and values. National legal requirements and global OSH trends Comprehensive OSH skills assessment and internal monitoring How to identify and solve frequent issues and risks How to build a sustainable OSH management system and practice How to cultivate OSH values and culture in the company Best practices that are being implemented by other companies and by front-line experts Corporate social responsibility practitioners Operations managers HR & administrative managers, trading managers, safety managers, and EHS managers Brand representatives No sessions currently scheduled. 16

17 Other Trainings 17

18 PRODUCTIVITY IMPROVEMENT 1-day course In recent years, more and more factories have found it difficult to make a satisfying profit with the consecutive increase of prices on raw material, manpower, and appreciation of the RMB. Challenges include transforming the mode of production, enhancing production efficiency and reducing costs. As a production manager, what actions should be taken? The key purpose of this training is to help managers implement the Lean Production concept, establish effective production management and performance assessment systems, and to improve overall production statuses to achieve economic benefits. What tools can help improve production conditions How to adapt to the constantly changing market How to transform production How to identify and eliminate waste, increase value-added motions, and raise production efficiency How to scientifically measure production statuses and achieve digital management in a factory Brand representatives Date Location Language November 21, 2013 Shanghai, China Chinese 18

19 CSR and FLA s Workplace Code of Conduct 1-day course FLA s Workplace Code of Conduct is widely recognized as one of the most effective and rigorous in the world. It is based on core conventions of the International Labour Organization, and has been called the gold standard by experts in the code compliance field. The best part?: companies do not have to be affiliated with FLA in order to use the FLA Code and learn lessons from its implementation. This training helps factories obtain a comprehensive picture of corporate social responsibility and international labor standards. This training points out the risks and explains the FLA Code of Conduct in detail through group exercises, case studies and role-play, pointing out the risks and best practices associated with specific code elements. Trends in CSR Benefits of adopting a CSR program How to successfully implement a CSR program About the FLA Workplace Code of Conduct Best practices based on case studies on code elements, including: Employment Relationship; Forced Labor; Child Labor; Harassment or Abuse; Non-Discrimination; Health and Safety; Freedom of Association and Collective Bargaining; Hours of Work; Wages, Benefits and Overtime Compensation Brand representatives Date Location Language December 4, 2013 New Delhi, India English 19

20 WORKER PARTICIPATION 1-day course The training comprises a series of workshops aimed at ensuring proper and responsible worker and management representation at the workplace. Participants will gain first-hand exposure to management-worker dialogue. This insight into communication practices can help factories to create stronger internal communication channels and build lasting dialogue and integration practices. Participants will learn innovative methods of problem identification, root cause analysis, goal analysis, solution identification and consensus building, action planning, development of communication channels, and communication and negotiation skills. By the end of the course, participants will have identified the issues affecting their workplace and also will have developed a plan of action. A comprehensive six-step tool to involve both management and workers in identifying problems and reaching solutions by consensus A tool that identifies the root causes of issues and spotlights areas for sustainable remediation How to improve bottom-up communication and grievance handling Skills for better communication, negotiation and conflict management How to build a good and effective communication channel The roles and competencies of worker representatives in facilitating worker communication and participation Workshop supervisor, worker representative, frontline workers Date Location Language December 18, 2013 Shanghai, China Chinese 20

21 FLA ORIENTATION 1-day course FLA offers a one-day course for affiliates and prospective affiliates to learn more about how joining FLA can benefit companies, factories and workers. The orientation provides an overview of the FLA, its Workplace Code of Conduct and Principles of Fair Labor and Responsible Sourcing, and details about how FLA may help companies better understand their own supply chains and associated risks. This is a good chance to develop further knowledge of the Code and its accompanying benchmarks, and also to better understand the Principles. An interactive format and group work keeps the session interesting, and participants benefit from networking with FLA staff and peers from global companies who are engaged in compliance activities. How the FLA works and the benefits of affiliation How the Workplace Code of Conduct and the accompanying Compliance Benchmarks benefit your compliance program How to begin implementing the Principles of Fair Labor and Responsible Sourcing What unique tools, resources and guidance FLA has to offer Date Location Language November 20, 2013 Los Angeles, US English 21

22 REMEDIATION 1-day course FLA has gathered an enormous amount of data from audits that point to recurring regional non-compliances. This data is further complemented by the addition of the SCI methodology in 2012, which allows a deeper view into other root causes of these recurring issues. In this session, participants will learn about regional non-compliances and recommended corrective actions. Participants will hear about projects that FLA and its affiliates have undertaken to address recurring issues and will hear examples of effective remediation by brands and their suppliers. About specific regional and global non-compliances Some of the root causes of these non-compliances are What steps can be taken to remediate these issues How FLA and other organizations are addressing regional issues through special projects Best practices and effective remediation from brands and suppliers and how these could benefit your compliance program Factory owner/general Manager Date Location Language November 21, 2013 Los Angeles, US English 22