1.0A How To HIGG Social

HOW TO HIGG April 2015
How to Higg Manual

Version 1
FACILITY MODULE – SOCIAL:

Guide to successfully complete the Higg Social Facility Module self-assessment.
HOW TO HIGG April 2015
I. Contents
II. ABOUT THIS GUIDE ....................................................................................................................... 1
III. HOW TO READ THIS GUIDE ........................................................................................................... 2
IV. HIGG: OVERVIEW FOR FACILITY MODULE ..................................................................................... 3
V. BEFORE YOU START ...................................................................................................................... 4

A. GENERAL RULE - ............................................................................................................................... 4
B. STAFF ENGAGEMENT CHECKLIST ............................................................................................................ 5
C. RECOMMENDED DOCUMENTS CHECKLIST ................................................................................................. 6
VI. SECTION BY SECTION GUIDE ....................................................................................................... 11

1.1 SECTION 1: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT ............................................ 12
SL-F-1.1 RECRUITMENT AND HIRING.......................................................................................................... 12
SL-F-1.2 COMPENSATION ....................................................................................................................... 38
SL-F-1.3 HOURS OF WORK ...................................................................................................................... 52
SL-F-1.4 WORKERS INVOLVEMENT AND COMMUNICATION ............................................................................. 62
SL-F-1.5 WORKER TREATMENT AND DEVELOPMENT....................................................................................... 77
SL-F-1.6 HEALTH AND SAFETY .................................................................................................................. 94
SL-F-1.7 TERMINATION AND RETRENCHMENT ............................................................................................ 122
1.2 SECTION 2: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT FOR THE VALUE CHAIN ............. 125
SL-F-2.1 LABOR AND WORKPLACE PERFORMANCE ...................................................................................... 125
SL-F-2.3 EVALUATING AND APPROVING NEW MANUFACTURERS ..................................................................... 134
SL-F-2.4 MONITORING OF LABOR STANDARDS ........................................................................................... 140
SL-F-2.5 REGULAR INFORMATION OF MANUFACTURER PROGRESS ................................................................... 146
SL-F-2.6 ENCOURAGE CONTINUALLY IMPROVEMENT.................................................................................... 148
1.3 SECTION 3: EXTERNAL ENGAGEMENT, COMMUNITY IMPACT, TRANSPARENCY AND PUBLIC DISCLOSURE ........... 152
SL-F-3.1 EXTERNAL ENGAGEMENT .......................................................................................................... 152
SL-F-3.2 COMMUNITY IMPACT ............................................................................................................... 156
SL-F-3.3 TRANSPARENCY AND DISCLOSURE ............................................................................................... 161
VII. FAQ ........................................................................................................................................ 165

A. OVERALL PROCESS ......................................................................................................................... 165
VIII. GLOSSARY ............................................................................................................................. 166
IX. USEFUL RESOURCES ................................................................................................................. 170
X. ABBREVIATION LIST .................................................................................................................. 173

HOW TO HIGG ABOUT THIS GUIDE
II. ABOUT THIS GUIDE
What it is…
The HOW TO HIGG guide is a complimentary training material for facilities to use with the Sustainable
Apparel Coalition’s (SAC) Higg Index 2.0 Social Facility Module. The guide provides clarity on the meaning
of each sub-section and suggests best practices for responding to each question.
This guide is developed to help facilities:
 Complete an accurate self-assessment (“Module”) of their facility’s social performance

 Save time when preparing for the Module
 Engage, educate and collaborate with the appropriate stakeholders for rigorous self-assessment
efforts
Limitations of this guide…

While it is designed to be a standalone document, this guide does not supersede or substitute the “Terms
of Use” and “General Guidance” of the Higg Index, as set by SAC. Please note that as future versions of the
Higg Index are released by the SAC, some changes to the scoring may occur.
This guide is to facilitate calculating a Higg Index score, but does NOT provide guidance on
improvement.
Who should read this …

The HOW TO HIGG guide is also training material for developers, suppliers and facilities to use for self-
assessment into the Higg web tool.
The guide is intended for the appointed “Higg Responsible/ CoC /HR/Safety & HR Responsible” in your
facility, who is responsible for ensuring completion of the self-assessment. Your colleagues in the Human
Resource Department, administration, management systems, compliance or safety departments, who
may need to be involved in the completion of the self-assessment will also benefit from reading this guide.
GO TO TABLE OF CONTENTS 1
HOW TO HIGG HOW TO READ THIS GUIDE
III. HOW TO READ THIS GUIDE

Before reading this guide, you should have already registered for an account on the SAC platform.
www.higg.org
You should begin by reviewing the Before You Start section to get an idea of the recommended
documentation support and members of staff of the site you will likely have to engage for the completion
of the self-assessment.
After you have completed this preliminary step, you can refer to each section one by one as you go
through the Facility Modules for clarifications of the concepts mentioned and the recommended
information to be collected for each question.
The following icons are used throughout the Section by Section Guide, for each Facility Module section.
Icon key list:

Definitions of terms used in the question or in the
 KEY DEFINITION requirement that are often misinterpreted
Definitions used in the question or in the requirements

SEE GLOSSARY  that are explained in the glossary. The text following the
icon are the terms explained
Examples of expected conditions that need to be met for

 EXPECTATIONS FOR ‘YES’ the site to score ‘YES’ for that question
The second level Higg Index question under each main

SUB-QUESTION question
Points of concern where facilities have found to be

particularly confusing
MINIMUM REQUIREMENT this is one of the minimum

 requirements
Please suggest any practices, programs, technology, or

Methods utilized at your facility that you consider as a
“leading practice” for managing and significantly reduce
social impacts. Questions under this section are not scored
LEADING PRACTICE SURVEY For all Leading Practice Survey Questions, please describe
the leading practice(s) and state:
- Why do you consider it as a leading practice?
- How does the measure help to improve
performance?
- When was the leading practice put into effect?
HOW TO HIGG HIGG INDEX: OVERVIEW
IV. HIGG: OVERVIEW FOR FACILITY MODULE

What it is…
The Facility Module…
The Facility Module allows facilities to standardize how they measure and evaluate the performance of
their facilities.
You can consider the Facility Module as:
1. A facility-level self-assessment tool that enables rapid learning through identification of

sustainability hot spots, existing level of performance and improvement opportunities.
2. A starting point of engagement, education, and collaboration among stakeholders in advance of

more rigorous assessment efforts.
About the HIGG Index Scoring System

The scoring system is designed to drive behavior change. All points can only be gained and assigned to
each indication question to potentially drive actions, decisions and practices that lead to better
sustainability outcomes.
Each impact area (section) consists of a three-level structure (Levels 1, 2 and 3) which signifies general
thresholds of social practices.
You can also find further clarifications about the scoring in the “General Guidance” of the Facility Module
and Higg Index FAQs on the SAC website: http://www.apparelcoalition.org/index-faqs/scoring/
HOW TO HIGG BEFORE YOU START
V. BEFORE YOU START

A. GENERAL RULE -
Be conservative, honest, and right the first time
Facilities should be careful not to attempt to over-score and should focus on providing credible responses.
Taking a conservative approach will likely to minimize the needs for any follow up questions with your
connections in the future.
When in doubt about whether or not you should be answering ‘Yes’ or ‘No’, the going rule is to take a
more conservative approach and answer ‘No.’ When you have selected ‘Yes’ to a question, you should
provide as much information and description as possible in the sub-questions to support your answer.
Filling out the questionnaire and preparing list of reference
When completing the questionnaire, for each primary question to which you answered ‘Yes,’ you are
expected to respond to the sub-questions in order to receive point credit for your response and indicate
documentary support that you have for each answer. It is a good practice to keep a list of references (often
referred to as a ‘List of documents’) where you maintain an overview of the supporting evidence (ie.
documents, photos, data sheets, and etc.), corresponding to each of your answers. Not only will this ease
the process of future edits and re-assessment, it will also help you to communicate data tracking
requirements internally.
How long will it take?
Actual completion of the questionnaire will vary. It depends on the performance of the facility and
readiness of the supporting data and materials. It is important that right people are answering the
questions example HR Manager, Safety Officer, Recruitment responsible etc. for different subjects to get
the precise and real practice. Being conservative and getting it right on the first time are keys to how long
the questionnaire will be completed. Although the web tool provides translations of the questionnaire in
languages other than English, please answer the questions in ENGLISH for easier reference by your
connections.
B. STAFF ENGAGEMENT CHECKLIST
Make sure that you have engaged the relevant subject matter experts in your facility to complete the
Social Facility Module. Below is a checklist of recommended personnel that you could engage to get the
most accurate information for each Higg Index Section:
Recruitment, Workers Chemical

Health
Compensation, involvement, Manage Supply External
Personnel &
Hours of work, Workers ment chain engagement
Safety
Termination treatment System
Factory Manager      
Compliance Officer      
Human Resources
personnel who are in  
charge of staff trainings
Environmental, health &
safety (EHS)   
Manager/Officer
Environmental
Management System   
(EMS) Manager
Chief Engineer or staff in
charge of machinery

maintenance and data
reporting
Staff in charge of boiler

and power generator
Electrician 
Chemical Management

Officer
Chemical Storage Room
Officer (or staff in

charge of chemical
storage room)
C. RECOMMENDED DOCUMENTS CHECKLIST

The below is a recommended documents checklist, which describes the kind of information you are
recommended to provide as supporting evidence for each of the HIGG Index sections. With the exception
of items marked with “#”, which are required documents to be uploaded in the web tool, all documents
recommended in this section are optional.
While the list is developed to help reduce the amount of time spent in collecting data, the actual
documents containing the relevant information may be named differently or be found in different
departments for each particular facility.
INFORMATION REQUIRED AND DOCUMENTS CHECKLIST
SECTION 1: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT
SL.F.1.1 RECRUITMENT AND HIRING
 Policy
 Procedure/routines
 Organization chart
 Implementation/ Communication documents/records
 Feedback documents
 Legal information
 Contracts
 Workers list
 Workers file
 Workers handbook
 Personal file records
 Copy of ID card
 Birth certificate
 Education certificate
 Family card copy
 Training records, with content, workers signature, photos
 Labor broker company license
 Medical records
SL-F-1.2 COMPENSATION
 Policy
 Payroll
 Bank statement
 Insurance records
 Benefit records, transport, child care, medical, and etc.
SL-F-1.3 HOURS OF WORK
 Management document, Policy, Procedure, Organization, Implementation, Communication and feedback
 Attendance records
 Payroll
 Voluntary OT application form (filled by workers and confirmed by leader/ supervisors)
 Production/Capacity planning review meetings
 Capacity monitoring documents
 Formal request/approval process for urgent overtime records
SL-F-1.4 WORKER INVOLVEMENT AND COMMUNICATION
 Policy
 Meeting records
 Collective bargaining agreement
 Complaints or suggestions, hotline calls records, open-door communication records
 Worker committee meeting notes
SL-F-1.5 WORKER TREATMENT AND DEVELOPMENT
 Policy
 Meeting records
SL-F-1.6 HEALTH AND SAFETY
 Management document
 Policy
 Emergency response plan/Emergency procedure
 Fire drill
 First aid records, first aid certificates
 Fire safety documents and records
 Fire equipment maintenance records
 Inspection reports temperature, air emission
 Accident book, accident records
 Cleaning records/schedule
 Drinking water analysis reports
 PPE Record/control form
 Checklist of H&S officer
 Machine maintenance records
 Lock out/tag out procedures
 Job safety analysis document
 Chemical training notes and records/periodic check records
 H&S Committee meeting notes
 Corrective action plans
 Safety Procedures
 Chemical Purchasing Procedures and records
 MSDS
 Chemical Inventory List
 Legal business license
 Building Structural safety reports
SL-F-1.7 TERMINATION AND RETRENCHMENT
 Policy
 Dismissal records
SECTION 2: FACILITY'S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT FOR THE VALUE CHAIN
Section SL-F-2 assesses how a Facility manages the labor and workplace performance of its value chain partners
(tier 1, tier 2, tier 3 vendors/manufacturers, and etc.)
SL-F-2.1 Which of the following describes how the Facility maps its value chain partners to determine
the level of risk associated with each in terms of labor standards and working conditions?
 Policy
 Facility's value chain partner list Tier 1, 2, 3 records
 Risk factors list and analysis of different productions activities
 Internal and external risk factors records in all Tier 1,2,3
SL-F-2.2 Which of the following describes how the Facility communicates labor standards and workplace
condition requirements to manufacturers?
 Policy
 Training records, content, photos, signature
 Documents of value chain mapping model
 Procedures to evaluate new manufactures performance records
SL-F-2.3 Which of the following best describes the Facility’s procedures for evaluating and approving
new manufacturers (or placing orders with existing manufacturers) with regard to labor standards and
working conditions?
 Management document, Policy, Procedure, Organization, Implementation, Communication and feedback

 Order planning documents
SL-F-2.4 Which of the following best describes how the Facility monitors manufacturers regarding labor
standards and working conditions?
 Policy
SL-F-2.5 Which of the following describes how the Facility stays informed of manufacturer progress with
respect to improvements to labor standards performance and working conditions?
 Policy
SL-F-2.6 Which of the following best describes how Facility manufacturers are encouraged to continually
improve labor standards performance and workplace conditions?
 Policy
SECTION 3: EXTERNAL ENGAGEMENT, COMMUNITY IMPACT, TRANSPARENCY AND PUBLIC DISCLOSURE
SL-F-3.1 EXTERNAL ENGAGEMENT AND COLLABORATION
 Management document
 Policy
 Collaboration records with other stakeholders on the development of shared/ join training (fire safety
training, first aid training, and etc.)
SL-F-3.2 COMMUNITY IMPACT
 Policy
 Community activities records.
SL-F-3.3TRANSPARENCY AND PUBLIC DISCLOSURE
 Policy
 Public disclosure records.
HOW TO HIGG
VI. SECTION BY SECTION GUIDE
HOW TO HIGG
1.1 SECTION 1: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT
SL-F-1.1 RECRUITMENT AND HIRING

SL-F-1.1.1 What best describes who is responsible for recruitment and hiring at the Facility?
EXPLANATION/EXPECTATIONS FOR YES

 There should be a complete system for requirement including competent person/persons responsible for recruitment.
 There is a person/persons responsible
 The person/persons have training
 Senior management have training
SUB-QUESTION LEVEL 1
Facility has appointed one individual or department with explicit responsibility and accountability for recruitment and hiring
Example
Recommended content
Mr. Petrus Yanggu (HR manager), Responsibility: (Responsible for HR at the
1. Name, job title and contact information of all the members of
facility), Organization chart of recruitment team.
management with recruitment roles
2. For each member of management named, provide a brief
description of his/her role in recruitment management
3. Organization chart of recruitment team
4. Explicit means that this persons or organization is specifically
responsible for recruitment and not also responsible for other
areas.
HOW TO HIGG
The individual or department responsible for recruitment receives ongoing training on the following
Example
Recommended content
Termination routine training 2015-09
1. The training should be specific to the applicable legal
requirements Content, legal requirements and etc.
2. Training should include consequences of what happens when laws Participants name A, name b and etc.
are not followed
3. Training records should include training with dates, content and
participant signatures.
Ongoing is updating of training/policy/routine/document etc

when any changes of legal requirements/facility strategy etc , The
factory should conduct/updated this at least once a year.
SUB-QUESTIONS LEVEL 2
Hiring and recruitment practices
Employment contractual requirements
Procedures for termination
Foundational best practices for recruitment
How to prevent/remediate accidental recruitment of underage labor.
Recruitment practices and care for juvenile workers.
Recruitment practices and care for foreign workers.
Recruitment practices and care for homeworkers.
How to prevent/remediate accidental recruitment of forced labor
Anti-harassment and anti-discriminatory recruitment practices
Equal opportunity recruitment practices
HOW TO HIGG
Recommended content
1) "Foundational best practices for recruitment" - Example of references include Social Accountability International SAI Footprint (http://www.sa-intl.org)Social
Fingerprint. The Facility has implemented effective controls in its recruitment, selection and hiring processes to minimize underage labor risks - age verification
procedures, birth certificates, ID cards, school certificates, procedures for resolving underage labor if discovered. Facility validates and retains copies of employee
identification documents in every employee file.
2) Procedures and policies regarding child labor - The steps to prevent/underage workers child labor are in place. Person in charge to monitor underage labor is available.
She/he has much experience and enough knowledge to handle the case and prevent underage labor during recruitment.
3) Procedures and policies regarding juvenile workers - The steps to prevent/underage workers child labor are in place. Person in charge to monitor underage labor is
available. She/he has much experience and enough knowledge to handle case and prevent underage labor during recruitment.
4) Procedures and policies regarding foreign workers - All the information of foreign workers are completely documented. The process and system on how to recruit
foreign workers are in place.
5) Procedures and policies regarding homeworkers - All information regarding homeworkers are completely documented. The system on how to monitor homeworker
information including working hour, wage, benefit, age, etc. are recorded.
6) Procedures and policies regarding anti-forced labor - The system on how to prevent/remediate accidental recruitment of forced labor is in place. Person in charge to
monitor forced labor is available. She/he must have enough experience and knowledge to handle forced labor case.
7) Procedures and policies of Anti-harassment and Anti -discriminatory recruitment practices - The system on how to detect harassment and discrimination are in place.
Responsible person to handle Anti-harassment and anti-discrimination has fully understood how to solve the case.
8) Anti-harassment and Anti -discriminatory recruitment practices:
a) Harassment definition: Any improper and unwelcome conduct that might reasonably be expected or be perceived to cause offence or humiliation to another.
Harassment includes - but is not limited to - words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle or cause personal
humiliation or embarrassment to another; or that cause an intimidating, hostile or offensive work environment. It includes harassment based on any grounds such
as race, religion, colour, creed, ethnic origin, physical attributes, gender or sexual orientation. It can include a one-off incident or a series of incidents. Harassment
may be deliberate, unsolicited and coercive.
b) Discrimination definition: unfair treatment regarding salary, position, benefits etc. based on gender, age, religion, nationality etc.
9) Procedures and policies in equal opportunity recruitment practice - The system on how to prevent unequal opportunity must be applied during
recruitment process. Person in charge to monitor the equal opportunity recruitment practice has enough knowledge.
See GlossaryForced labor

See GlossaryHarassment
See GlossaryDiscrimination
HOW TO HIGG
Human rights and Business Principles.
Recommended content
1. Workers must be employed voluntarily and without threat of penalty of any kind. Debt-bondage, indentured labor, trafficked labor and the use of
prison labor are all forms of forced labor.
2. "Forced labor" is bonded, indentured, trafficked or prison labor regardless of the local law. All work or service that a person has not offered to do
voluntarily and is made to do under the threat of punishment or retaliation, or is demanded as a means of repayment of debt are considered as
forced labor. Some examples of forced labor also include:
a) Sumangali scheme
b) Worker indebtedness due to excessive recruitment fees and other charges
c) Withholding wages until the end of the contract period
d) Withholding wages until return from a holiday
d) Not being paid on time
e) Forced savings
f) Inability to leave employment upon giving reasonable notice with no financial penalty
g) Demand deposits for tools used during work
3. The facility should ensure there business activities respect rights of minority/native population. For example the business activities should not lead
to forced resettlement of native population.
4. The facility should ensure diversity and/or non-discrimination in employment
5. The facility should respects people’s rights to privacy, in matters relating to family, home, correspondence, reputation and freedom of movement.
6. The facility should respect people’s rights to freedom of thought, conscience and religion, freedom of opinion, expression and association.
7. The facility should respects social and cultural rights indispensable to human dignity and the free development of each individual’s personality
See Glossary Force labor

Senior Management is provided with training on employment contractual requirements and applicable legal requirements
HOW TO HIGG
Recommended content Example

Termination routine training 2015-09
1. "Senior Management" is all/any senior management (not just HR)
2. The training should be specific to the applicable legal Content, legal requirements, and etc.
requirements. Participants name A, name b, and etc.
3. Training should include consequences of what happens when laws
are not followed.
4. Training records should include regular training, with dates,
content and signed by participants.
See GlossaryForce labor

See GlossarySenior management
References for SL-F-1.1.1:
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm)Fundamental Principles and Rights at Work, UN Guiding Principles on Human
Rights, Social Accountability International SAI Footprint (http://www.sa-intl.org/)Social Fingerprint; Ethical Trading Initiative Code (http://www.ethicaltrade.org/) 1.1;
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code; FLA Compliance Benchmark (Fair Labor Association.
http://www.fairlabor.org/); California Transparency in Supply Chains Act (SB657)
Verification/Validation
 Document check, recruitment polity and routines, training records
 Management questions, competence check
See Local guidelines SL-F-1.1.1
HOW TO HIGG
SL-F-1.1.2 What best describes the recruitment process at the Facility?
EXPLANATION/E XPECTATIONS FOR YES

 There should be a complete system for requirement
 All workers receive a contract
 Illiterate workers receive a full explanation of the content of their contract
All workers (including home workers and foreign workers) are provided with a legally recognized, written contract or agreement that contains
the following
Minimum requirement all workers should receive a contract.
Language that is local or one understood by the workers
Terms of employment
Base wage, and wage calculation
Skill grade
Overtime incentives
Benefits and bonus system
Recommended content
1. "All workers" includes probation and contract workers.

2. Language that is local or understood by the workers - The content of written contract or agreement must use local language or one understood by workers.
3. Terms of employment - The content of written contract or agreement must cover the Term of Employment including probation, period of contract,
permanent system and termination. The workers should fully understand these systems.
4. Base wage, and wage calculation - The content of written contract or agreement must cover base wage and wage calculation. Current minimum wage must
be mentioned in this written contract or agreement. The system and calculation of wage must be explained in detail in this agreement, and should include
piece rate calculation if applicable.
5. Skill grade - The content of written contact or agreement must cover Skill grade. Detail of skill grade must be covered in this agreement.
6. Overtime incentives, is usually the same as overtime premium or overtime compensation- The content of written contract or agreement must cover
HOW TO HIGG
overtime incentive. Detailed overtime premium must be mentioned in this agreement including daily, weekend, Sunday and holiday overtime.
7. Benefits and bonus system. The content of written contract or agreement must cover all benefits and bonus system. Complete list of benefits and bonuses
including social security scheme, insurance, festival bonus, yearly bonus, maternity leave, annual leave, and other statutory leaves.
See Glossary Base wage

All workers receive a contract starting from day one of hiring
1. Contract given to the workers the first day or according to the If the factory policy stipulates for example contracts issued on Day 2 or Day 5
policy of the company. or within 7 days of joining and the Production Unit/Facility follows the these
routines this is also acceptable.
Illiterate workers receive a full explanation of the content of their contract
Recommended content
1. Facility must give full explanation all the content of their contract
agreement.
The Facility uses which of the following contract types for the workers
Short term (not permanent) contracts are used for the majority of new hires
Short term (not permanent) contracts are only used for peak season
Open-ended or permanent contracts are used

The Facility only uses open-ended or permanent contracts (no short-term contracts are used)
HOW TO HIGG
"Short term contracts" are not permanent contracts.

"Open-ended contract", also known as a "permanent contract", is an employment contract between an employer and an employee that has no
fixed term.
See GlossaryOpen ended contract

See GlossaryShort term contracts
All workers are directly employed by the Facility
1. "Direct employment" means that the workers do not go through Facility may have a formal contracting process as part of the recruitment and
an agency. hiring process; provide written terms and conditions, and etc. If using a labor
2. Signed contracts for all workers directly with the facility. provider, there needs to be clearly defined terms and conditions pertaining
to worker protection.
See Glossary Direct employment

If using labor brokers or a “man power” company, the following criteria are part of a screening process and included in contract with broker.
Broker operates under legally issued license
No worker has paid illegal or excessive recruitment fees and other charges
Workers are able to freely access their original identity cards, work permits and travel documents at any time
Workers freedom of movement is not restricted
Recommended content
HOW TO HIGG
If using labor brokers, Facility has policies and standards prohibiting forced labor that are used to:
1) screen/qualify labor brokers, and
2) be included as terms and conditions in contracts between the facility and labor brokers.
When the recruitment, selection, and hiring of workers is undertaken by a private employment agency or other third-party, suppliers shall have the
responsibility to ensure that the agencies operate legally, are certified or licensed by the competent authority, and do not engage in fraudulent behavior
that puts workers at risk of forced labor or trafficking for labor exploitation.
 The company signs a formal contract with the subcontracted agency and performs due diligence on the agency and its partners involved in the
hiring and placement of migrant workers.
 Effective measures are established by the company to ensure the legal compliance of sub-contractors in each jurisdiction in which they operate.
 The subcontracted agency has an up-to-date license or permit to operate in all countries of operation, and any partners or agents working on its
behalf also have up-to-date permits or licenses.
 The subcontracted agency has not been cited, suspended, or otherwise sanctioned for non-compliance with any laws in any country of operation;
or, where a citation for non-compliance exists, the agency can demonstrate that it has rectified the non-compliance.
Employers may retain a workers' personal identify documents only if the 'safekeeping' is voluntary and workers have unrestricted access to their
documents without advance notice or other
Workers are free to leave the workplace and/or housing during non-work hours. Curfews for valid security reasons are acceptable. Employment terms
(contract terms) do not restrict freedom of movement
See Glossary Forced labor
Management system related questions
Factory should have written system how to use labor broker. Factory should ensure labor broker operating with legally issued license. These legal licenses
are cover company license, company register, tax and other licenses.
Factory should has system and procedures to monitor all workers using in labor broker paid legal and no excessive recruitment fees and other charges.
Factory should have written system that all workers (labor broker) freely access their original cards, work permits and travel document at any time. Person
in charge should monitor that all workers (labor broker) understand these systems.
Factory should have system to monitor that there is restricted of movement to all workers (labor broker).
HOW TO HIGG
Facility subcontracts to a prison(s)
MINIMUM REQUIREMENT
Recommended content
1) Facility is not allowed to subcontract any part of production to

prison labor even if it is not our current production
2) Facility need to ensure necessary routines to secure no production
is subcontracted to prison labor.

See Glossary Prison labor

GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code Chapter, Social Accountability International SAI Footprint
(http://www.sa-intl.org/)Social Fingerprint, FLA Compliance Benchmark (Fair Labor Association. http://www.fairlabor.org/), Ethical Trading Initiative Code
(http://www.ethicaltrade.org/), Verite Fair Hiring Toolkit (www.verite.org/helpwanted); An Ethical Framework for Cross-border Labor Recruitment (Verite-
Manpower)
 Document check, training records
 Management questions, knowledge check
HOW TO HIGG
SL-F-1.1.3 What best describes the situation for young and juvenile workers at the Facility?

 The facility should prevent child labor
Young workers age limits at the Facility are as follows
MINIMUM REQUIREMENT
No person(s) under the age of 14 years, or local minimum age, whichever is higher, is employed
No person(s) under the age of 15 years, or local minimum age, whichever is higher, is employed
1. Policy of anti-child labor recruitment practices - Policy is a written Policies & procedures of Juvenile workers. Employment contract agreement.
statement of will and commitment set by the Top Management Working hour record, payroll record
the policy should be documented and approved by Top
Management. Policy should include management commitment to
establish a system to avoid child labor during recruitment process.
Minimum age of workers should be clearly mentioned in anti-
child labor & recruitment policies. The policy should not
contradict legal requirements.
2. The facility shall have an application screening process with a
documentation system that can capture applicants’ basic
information and prevent non-compliant recruitment practice (e.g.
child labor, forced labor and inappropriate use of student
workers). The facility should have a procedure in place to monitor
HOW TO HIGG
the recruitment process of any third-party labor agencies/brokers

used. No underage workers should be allowed into the facility by
the security guard at the gate.
Juvenile workers (workers between the ages of 16-18) are employed at the Facility.
When hiring juvenile workers, the Facility takes into account legal requirements concerning working hours, overtime, night
shift, dangerous substances, tools and/or equipment, and any other criteria required in the country
1. Facility must have policies and procedures to recruit juvenile Policies & procedures of Apprentice workers. Employment contract
workers. agreement. Working hour record, payroll record.
2. The system on how to recruit and treat juvenile workers

concerning working hours, overtime, night shift, dangerous
substances, tools and/or equipment, and any other criteria
required in the country should be complied with local regulation
Apprentice programs are in line with all legal requirements, as required by law
1. Factory has policy & procedure using Apprentice programs. Policies & procedures of Apprentice workers. Employment contract
2. These programs are in line with legal requirement such as working agreement. Working hour record, payroll record.
hour, health & safety, workplace condition, productivity, and etc.
HOW TO HIGG
Identification document(s) are checked during hiring process
ID card
Birth certificate
Education certificate
Family card

1. Factory must have person in charge to check identification
Mr. Andree (HR Responsible). He is PIC in recruitment process. Policies &
document during hiring process. Procedures. Worker agreement letter
2. These people should have knowledge regarding recruitment
process and document check.
3. These documents must cover at least ID card, Birth Certificate, and
Family card.
If inadvertently employing underage workers, the Facility has a clear policy on managing the situation responsibly

1. If under age individuals are found to be working directly or
Policies and Procedures.
indirectly for the supplier, the latter shall seek a solution that puts
the best interests of the child first.
2. For example, putting child back in school, providing income to
family until child is of age, hiring back when child is of age.
3. Facility should be aware of the local norms to reduce the hiring of
underage labor within the community they are located.
HOW TO HIGG
i) Fundamental international labor standards as defined by the International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm).
Declaration on Fundamental Principles and Rights at Work and its Follow-up:
C87, Freedom of Association and Protection of the Right to Organise Convention, 1948; C98, Right to Organise and Collective Bargaining Convention, 1949;
C29, Forced Labor Convention, 1930; C100, Equal Remuneration Convention, 1951; C105, Abolition of Forced Labor Convention, 1957; C111, Discrimination
(Employment and Occupation) Convention, 1958; C138, Minimum Age Convention, 1973; C182, Worst Forms of Child Labor Convention, 1999
ii) Other applicable international labor standards, such as:
The International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm)call for Decent Work; C1, Hours of Work (Industry) Convention,
1919; C14 Weekly Rest (Industry) Convention, 1921; C95, Protection of Wages Convention, 1949; C131, Minimum Wage Fixing Convention, 1970; C135,
Workers' Representatives Convention, 1971; C155, Occupational Safety and Health Convention, 1981; C161, Occupational Health Services Convention,
1985; R85, Protection of Wages Recommendation, 1949; R116, Reduction of Hours of Work Recommendation, 1962; R135, Minimum Wage Fixing
Recommendation, 1970; R164, Occupational Safety and Health Recommendation, 1981; R184, Home Work Recommendation, 1996; R190, Worst Forms of
Child Labor Convention Recommendation, 1999., GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code, ETI Ethical
Trading Initiative (http://www.ethicaltrade.org/), Social Accountability International SAI Footprint (http://www.sa-intl.org/)Social Fingerprint
iii) Applicable national and/ or local legislation
SL-F-1.1.4 What best describes any additional practices, including medical practices, during the recruitment process at the
Facility?
HOW TO HIGG

 The facility should avoid discrimination in the recruitment system.
Medical testing is performed for assessing fitness to work only, and when required by local law
1. Factory should have procedure to verify worker's fitness to work Recruitment Policies & Procedures. Fitness/doctor clearance letter.
needed only.
2. Doctor clearance letter is indicated new worker fitness.
3. Pic in recruitment process should identify the doctor clearance

letter accurately
Medical testing is done in order to determine pregnancy due to legal requirement, only when required by law to do so
1. If required by law, factory should have clear policy for this. Recruitment Policies & Procedures. Fitness/doctor clearance letter,
Example for this is workers that handle chemicals or other interview form.
hazardous materials. In some countries there is a legal
Facility need to secure that if pregnancy test is done they need to be
requirement to test and ensure that no woman is pregnant before
supported by legal documents and/or the test has the unique purpose to
working with these hazardous materials. This is acceptable as this
HOW TO HIGG
is an issue of health and safety and not discrimination due to protect pregnant women from hazardous process during pregnancy.
pregnancy.
Medical testing is done in order to determine pregnancy when not legally required to do so
MINIMUM REQUIREMENT
1. If it is not required by law, factory should have very clearly in Recruitment Policies & Procedures. Fitness/doctor clearance letter,
recruitment process that this kind of testing is not conducted. interview form
Individual ability to perform the functions of the position being hired for is considered when hiring
Recommended content Example Recommended c
1. Person in charge must know what kind of skill will be needed in Recruitment Policies & Procedures. Fitness/doctor clearance letter, interview Factory must have
form. process. These peo
certain position. document check. T
Family card.
2. Special examination usually was conducted to ensure that new hire
worker is the right person to fulfil required position.
The recruitment screening process allows for applicants of any age, nationality, religion, gender, and etc. to have equal consideration for
open positions
HOW TO HIGG
1. All new hire workers absolutely have similar opportunity to get

Announcement vacancy letter, Recruitment Policies & Procedures,
open position.
interview form.
2. Factory should have system to ensure that equal opportunity

implemented in recruitment process.
Different conditions for employment apply for foreign workers
Recruitment Policies & Procedures, interview form

1. Factory should have policies and procedures to treat foreign
workers during recruitment process.
Facility engages with local community and/or NGO to understand how minorities and/or protected groups can be considered for
employment
Recruitment Policies & Procedures.

1. In recruitment process, the system to consider minorities or
protected group should be developed.
2. Procedures to communicate local community or NGO must be in

place.
HOW TO HIGG

See Local guidelinesSL-F-1.1.4
HOW TO HIGG
SL-F-1.1.5 What best describes the Facility’s process around the recruitment of foreign workers?

 If the facility uses foreign workers they should not be discriminated compare to local workers.
Facility does not hire foreign workers
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1. There are no foreign workers in the factory and has not been.
Foreign workers can apply for any posting open to local workers
1. Facility should have policies & procedures to ensure all workers Facility recruitment policies and vacancy announcement letter. Yes/No
either foreign or local workers can apply for any posting open
based on their ability
See Glossary All workers
HOW TO HIGG
Trainings and Facility postings are language appropriate
1. The training material and facility posting are using appropriate Training records.
language
Foreign workers have access to hot lines and recourses of equal value as locals
Recommended content Example Recommended c
1. Hot lines line announcement are easy to identified Announcement poster. Factory must have
process. These peo
document check. T
Family card.
Payment of foreign recruitment fees by the foreign worker are according to local law limits

1. Any and all fees paid by workers must be legal in both the sending
and receiving countries Announcement vacancy letter, Recruitment Policies & Procedures, interview
2. Facility has system to ensure recruitment fees for foreign worker form.
are according to the law.
Payment of foreign worker recruitment fees that are beyond the local law limit, are shared between the foreign worker and the Facility
HOW TO HIGG
What percentage of the recruitment fees does the

facility pay?
How does the Facility share the payment of recruitment
fees?
Recommended content
1. Facility has system to ensure recruitment fees for foreign worker are
according to the law.
2. When recruitment fees exceed 30 days regular wages, they are
considered to be excessive
3. Workers are not required to post a bond at the time of recruitment
or at any other time during the employment relationship.
No recruitment fee is charged to foreign workers, or, all fees and costs associated with foreign worker recruitment are paid by the Facility
1. The company policies strictly prohibit the collection of deposits or Recruitment Policies & Procedures.
security payments.
Contracts permit the same freedoms as those of local workers
1. "Same freedoms" includes FoA, pregnancy, marriage, freedom to Recruitment Policies & Procedures.
HOW TO HIGG
work for another factory, and etc. for example. References for SL-
F-1.1.5:
2. Facility should have policies that Contracts permit the same

freedoms as those of local workers
Reference
FLA Compliance Benchmark (Fair Labor Association. http://www.fairlabor.org/); GSCP Global Social Compliance Programme (http://www.gscpnet.com/)
Social Reference Code 1.4
HOW TO HIGG
SL-F-1.1.6 What best describes the induction and training practices for all new worker recruits/hires (including home
workers, foreign workers, and indirect workers) at the Facility?

 Workers are provided with an employee handbook or other relevant document that will cover the content of the handbook.
 Workers are provided training on the content of the employee handbook
 Workers induction / on boarding training covers necessary areas
Workers are provided with an employee handbook
1. Every new hire worker is entitled to obtain an employee Receipt records of employee handbook are documented.
handbook. Other relevant document that will cover the content of the handbook is also
acceptable.
2. Employee hand book was given to new hire worker according to
company policy
Workers are provided training on the content of the employee handbook
1. Regular training should be conducted for new hire workers. Training records.
HOW TO HIGG
2. Training materials are all the content of the employee handbook.
3. Person in charge of induction training must have much knowledge

of employee handbook.
4. Training record must be documented.
Workers induction/on board training cover
Worker compensation
Hours of work regulations
Treatment of special classes of worker: Young and Juvenile workers
Worker involvement and communication (Includes Freedom of Association and Collective Bargaining)
Worker treatment and worker rights (Includes discrimination, harassment, abuse, forced Labor, bonded labor)
Worker development opportunities (Includes training/development)
Worker health & safety
Facility operational information (Includes worker conduct,
Facility values and culture, Facility security practices) Worker hotlines and grievance procedures
Training is provided to foreign workers before they leave their sending (home) country
HOW TO HIGG
Recommended content
“Worker compensation" includes base wage, overtime incentives, piece rate pay, benefits and bonuses. Worker compensation must cover wages, overtime
premium (weekday, weekend, Sunday and holiday), Benefit (Social security scheme, health care insurance, leaves, maternity and other bonus), skill allowance
and other allowance. Policy and procedures of worker compensations are in place.
Hours of work regulation must cover daily hour, weekly hour and monthly hour. Introduction training must explain details for working hour regulation in
factory including time in & out, overtime hour, and rest hour. Policies and procedures are in place.
Treatment of special classes of worker: Young and Juvenile workers - Factory should have clear policies and procedures for using young and juvenile workers.
Specific training for these workers must be conducted. These system for Juvenile workers should be in line with legal requirement such as working hour,
health & safety, workplace condition, productivity, and etc. Policies and procedures are in place.
"Worker involvement and communication" (Includes Freedom of Association and Collective Bargaining) - Factory should develop dialogue system between
two parties (Management & workers). Policies and procedures of dialogue system must be introduced to new hire workers.
"Worker treatment and worker rights"(Includes discrimination, harassment, abuse, forced labor, bonded labor) - Clear policies & procedures to indicate
worker treatment and worker rights (Includes discrimination, harassment, abuse, forced Labor, bonded labor) must be developed. In this introduction
training, all new hire workers should fully understand worker treatment and worker rights. The system to report some violation should be clearly addressed
Worker development and opportunities" includes training/development, The system of worker development opportunities (includes training/development)
must be in place and introduced to new hire workers. Persons in charge of training and development are responsible to implement and evaluate this
system. Regular training and schedule are documented well.
Worker health & safety, Person in charge in Health & Safety are responsible to introduce all health and safety system in factory to new hire workers before
they start working. These trainings include fire extinguishers, exits, and emergency lamps, chemical. Evacuation condition, emergency procedures, and etc.
All health and safety procedures are in place.
"Facility operational information" Includes worker conduct, Facility values and culture, Facility security practices, New hire workers must be introduced all
facility operational information. All the implemented systems including worker conduct, facility value & culture, and facility security practices should be
socialized to new hire workers. How their report the violation must be clearly addressed.
Worker hotlines and grievance procedures, Procedures of worker hotlines and grievance must be in place. All the information and position of worker
hotlines and grievance box should be introduced to new hire workers. The system how to manage suggestion box are in place.
HOW TO HIGG
Examples of training to foreign workers before leaving their home country may include: introduction on the country to which they are going, the climate,
working times, food, where they will be living, the cost of living, recreation activities, ways to keep in touch with their family, security, health care, and etc.
"Other. Please describe" may include Performance Improvement Plan procedures (PIPs), Termination procedures, and etc.
See GlossaryBase wage

See GlossaryFacility operational information
See GlossaryWorkers involvement
See GlossaryWorkers compensation
See GlossaryWorkers development
See GlossaryAll workers
HOW TO HIGG
SL-F-1.2 COMPENSATION
SL-F-1.2.1 Which statements best describe the Facility policy towards wages
 EXPECTATIONS FOR ‘YES’:

 Workers are paid salary correctly
Workers are paid directly by cash or check
1. Facility should have individual department who distribute the Facility account & compliance responsible prepared the salary sheet and
cash/ check in a particular day/week to all workers by maintaining pay slip before the salary day and take signature from each workers during
the payroll. distribute the salary.

Workers are paid directly by direct deposit into their bank account controlled solely by the worker
1. Deposited amount should be recorded through payroll; Facility Facility has an agreement with HSBC to open bank account for 5000 workers
should give the pay slip to worker or should get a bank statement and they provide ATM card to all workers and by using local language
of monthly deposit. workers can withdraw their money.
HOW TO HIGG
Workers are provided with a pay slip in local language each time they are paid that contains the details of their wages
1. Pay slip should covered the all basic information of wages as, Accounts dept. is making the pay slip similarly with salary sheet, they also
breakdown of the minimum wages, OT hours and its explain about the contains to workers, workers understand the contains
compensation, all kinds of deduction information etc., before salary day.
All workers, including homeworkers and foreign workers (if applicable), receive information on base wages, overtime, incentives, piece rate
work, benefits and bonuses
1. All workers should clearly inform about wages content through XYZ Facility has clear policy about "what wages info that need to be
employment contact and pay slip. communicate with workers and how (pay slip & contact)" and during
changing minimum wages the Facility also change their policy and update
that in concert area.

See GlossaryBase wage
Workers income is transferred to a shared bank account that both management and the worker have access to
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1. Bank accounts should not be shared between the management

and the workers to avoid management can withdraw money or
HOW TO HIGG
threaten to withdraw money from the workers bank account and

create potential forced labor situations.
See Glossary Forced labor

Workers receive at least the minimum wage for all regular hours worked
MINIMUM REQUIREMENT
1. Legal minimum wage refers to the minimum amount of wages per Country specific requirements.
hour/week/month/piece* the worker is legally entitled to receive
as per applicable laws excluding overtime hours compensation. In
countries where wages are defined by skill, legal minimum wage
refers to the minimum wage for each particular skill category. The
Facility should have a system to calculate workers minimum
wages.
* Piece rate is determined by the factory and piece rate
hourly/daily (ordinary hours) earnings should not be less than the
legal hourly/daily wage for that skill category.
The facility does not use the piece rate method to pay workers
1. If facility does not use the piece rate method then it should be All workers are paid by monthly wages in the factory.
very clear in policy and the same policy need to be communicated
with workers as well.
HOW TO HIGG
The facility uses the piece rate method to pay workers.
Facility has a process to calculate appropriate piece rate targets.
1. During calculation of piece rate facility should consider the The facility uses the piece rate method to pay workers. Facility has a process
minimum wages as benchmark. to calculate appropriate piece rate targets
2. If applicable the rate need to be fixed by a collective discussion
Country specific requirements.
with workers representative. (Discussion with workers on wages
should be recorded).
All workers, including foreign workers and homeworkers, receive wage premiums for overtime and work performed on weekends and
holidays, as required by law

1. Overtime premium should be compensation according to the law. Country specific requirements.
Compensation for overtime hours at the appropriate overtime
rate as per applicable laws and regulations. Include all workers,
including dispatched workers, student workers, interns, part-time
workers and workers who are hired for temporary purpose.
HOW TO HIGG
Compensation meets the basic needs of the worker and provides some discretionary income.
Please describe how the basic needs wage analysis was conducted
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The factory need to have conducted wage analysis to ensure the wage
fulfill the workers basic need.
The following staff are provided with ongoing training on compensation policies and practices that align with legal requirements.
- Human Resource staff
- Finance staff
- Supervisors and all Management
Recommended content
1. All training records and training evaluation documents should be maintained by Facility. Need a clear schedule of yearly training.
2. All wage and compensation concerned person will be aware on the wage policy and be updated on the changes.
3. The responsible team will be in the facility will get training on the legal requirement and always be updated on any changes of wage &
compensation related legal requirement.
See Glossary Ongoing

Facility has appointed one individual or department with explicit responsibility and accountability for the development, implementation and
HOW TO HIGG
evaluation of workers’ wages and benefits system
Please provide the title of the responsible individual or department
1. Individual dept. should have clear performance appraisal system Facility will have an organization to implement & develop the Wage &
to fix and evaluate the works wages and benefits. compensation policy. Competent and concerned person will be in the
organization and authority is to be given to them in case of decision making.
2. In the wage policy responsible designation/ organization will be
defined with proper job responsibility.
3. The responsible person will be competent and facility will give

authority to the responsible person to develop, implement and
evaluate of workers’ wages and benefits system.
Management Interview & documentation checking, payrolls, bank statement, and etc.
HOW TO HIGG
SL-F-1.2.2 What best describes the Facility's approach towards wage deductions?

 In the wage/payment policy deduction procedure should be mentioned.
 Facility is providing training to all workers including new workers regarding deduction of wage.
 In the wage/payment policy deduction procedure should be mentioned. Deductions to wages as a disciplinary measure as per law is to be
specified.
 In the wage/payment policy deduction procedure should be mentioned. Wage deductions for taxes, social insurance, or other legally required
purposes are processed / forwarded in accordance with the timelines dictated by law.
"All deductions" also applies when wages are paid by intermediaries.
Wage deductions for legally required purposes may included (for example) a provident fund where the Facility needs to deposit funds in the bank by 30 days

All deductions to wages are legally allowed
1. There are no deductions in the factory that are not according to Facility has two types of deduction. Stamp & absent deduction.
the law.
2. All deduction are reflect in the payslip, payroll, salary sheet or
other relevant documents.
HOW TO HIGG
Deductions not legally mandated are voluntarily elected by workers
1. If there is deduction not stipulated in the law these are voluntary Facility deducts 5 BDT at every month from worker salary for Worker well
by the workers. fare fund. This well fare fund is creating to provide support for workers
2. All deductions are reflecting at Pay slip & Salary sheet. marriage.
All deductions to wages are explained to the worker
1. Facility is keeping record for types of training. Facility is providing monthly awareness training to new workers regarding
company wage policy
Deductions to wages are used as a disciplinary measure
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1. This is not recommended to have in the factory.
Wage deductions for taxes, social insurance, or other legally required purposes are processed / forwarded in accordance with the timelines
dictated by law
HOW TO HIGG
1. All deductions are reflecting at Pay slip & Salary sheet. Facility deducts 10% from monthly salary for Provident Fund.
See Glossary 
Reference
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code; FLA Compliance Benchmarks (Fair Labor Association.
http://www.fairlabor.org/); Ethical Trading Initiative Code (http://www.ethicaltrade.org/)
Management Interview, documentation checking
HOW TO HIGG
SL-F-1.2.3 Which statements best describes the benefits that workers have access to

 Additional benefits to the workers.
Cost of housing and/or food should be below or at market rates.

Workers are not forced to pay for food if they do not want it
Workers are not forced to pay for dorms if they are required to live in a dorm. If it is optional to live in a dorm, workers are not forced to pay for it
Social insurance options are provided
1. Social insurance has also been defined as a program where risks Facility has Group Insurance with Alico for all existing workers. Facility
are transferred to and pooled by an organization, often update this list at every year during submit ion of yearly premium.
governmental, that is legally required to provide certain benefits
2. Facility provide insurance premium at every year. Also Facility

keep update worker list along with that insurance certificate.
3. All workers should be covered by social insurance
HOW TO HIGG
Transportation subsidies and/or free transportation is provided
1. Facility keeps record for all sorts of subsidies provide to the In Bangladesh all Facility provides 200 tk for transport purpose as per law.
workers.
2. Facility provides transport facilities and it is voluntary for workers

uses. If workers want to use then company will do deduction as
per policy but if workers don't want to use then company will not
do any deduction. It is totally voluntary for workers.
See Glossary Deduction

Health service options are provided
1. Medical log book for workers treatment, Accident register, Facility has a medical room where full time doctor/nurse is available and
pregnant workers check list etc. maintaining all kind of log book.
Child care services are provided free of cost
1. Company Policy, Log book of child care Facility has a Child care room where full time care giver is available and
providing the food and other necessary things.
HOW TO HIGG
Medical insurance options are provided
1. Insurance documents with workers details list, payment records All workers are cover by Medical Insurance.
for any case are there.

Housing subsidies and/or free housing are provided
1. Salary sheet with company policy and workers list who are staying Facility provides house allowance with salary or free dormitory for workers.
at dormitory (if applicable)
Food subsidies and/or free food are provided
1. This should be documented in the salary sheet Facility has a dining area where they provide lunch/dinner free of cost.
Facility provides food allowances with the salary.
HOW TO HIGG
Free potable water is provided at no cost
1. Written Company policy where the facility is mentioned Pure drinking waters are provides at all production floor with no of cost.
Food is available for voluntary purchase by workers at the Facility
1. Written Company policy where the facility is mentioned Canteen/food shop is available at Facility premises for purchasing food for
workers as voluntary.
Housing is available for voluntary purchase by workers at the Facility
1. Written policy and payment records Housing facility is available for workers in voluntary what they can rent and
that is not forcing to use or pay by themselves.
Cost of living increases or bonuses when the company has a profitable year
HOW TO HIGG
Recommended content
1. If the facility has a profitable year this will also be distributed to

the workers as bonuses
2. Written policy and payment records
Reference
FLA Fair Wage Benchmarks (Fair Labor Association. http://www.fairlabor.org/)
Management Interview, documentation checking
HOW TO HIGG
SL-F-1.3 HOURS OF WORK

SL-F-1.3.1 Which statements best describe the Facility policy and procedure towards hours of work?

 Management would have established the policy, instructions and/or practicalities about working hours. There is a dedicated HR person in charge of working
hours trainings and record of trainings taking place.
 There should be a mechanical or electronic-based time keeping system (to ensure accuracy, reliability and transparency) in place to accurately record
workers' daily work hours (both start and stop times). Both regular and overtime hours must be recorded in the same system.
 Policy should cover things below:
o Working hours (incl. regular and OT) and breaks for: ordinary workers, juvenile/ elderly workers if any, pregnant/ breast-feeding workers/ workers performing
heavy/ toxic/ dangerous jobs, and etc. as prescribed by local law
o weekly day-off
o holidays
o paid and unpaid leave
o switching policy if any
o how to prove that OT is on voluntary basis
o who is involved in planning OT, approving OT, and monitoring working hours
o how workers apply for leave
"Excessive overtime" is beyond 12 hours over regular working hours that is not to exceed legal limits, or 48 hours, whichever is lower.
"Extraordinary circumstance" could be something that cannot be anticipated / planned for. Examples: machinery breakdown, strike, natural disasters,
and etc. Unforeseen orders and lack of capacity planning is not an extraordinary circumstance.
”Time off” includes all kind of leaves for the worker.
There is a written policy on hours of work and it applies to all workers in the Facility. The policy outlines the following.
HOW TO HIGG

Regular hours within legal limits per week. Please describe.
Overtime hours of work are to be voluntary. Workers can refuse overtime under certain circumstances. Please
describe
Overtime hours of work are to be within legal limits per week. Please describe
Excessive overtime is not permitted under any circumstances. Please describe
Excessive overtime is permitted only under extraordinary / emergency circumstances. Please describe
Workers total hours of work do not exceed 60 hours per week (where total hours = regular and overtime hours)
Time off is provided in accordance with local law. Please describe
Workers are guaranteed one day off in every seven (7) day period
Workers are provided with breaks during work periods. Please describe
Suspension(s) of work is in accordance with national laws, regulations and procedures.
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1. Related document: the policy and choose the alternatives that describe the situation in the facility.
2. Normal working hours are within legal limits
3. No worker has been obliged to work overtime against their own will
4. Overtime hours should not exceed the legal limits per week
5. There is no excessive overtime in the facility, or it appears only in special circumstances explained here
6. The facility should give the workers leave according to laws
7. It should be included in Working Hour Control Policy or Leave Policy
8. Leave application should be filled and signed by workers and approved by leaders/ supervisors
HOW TO HIGG
9. Leave record should be well-maintained and available for review"
10. Suspension is all different kind of stop of production. The regulation for suspension should be according to legal requirement and should be
included in the factory internal regulation and collective bargaining agreement (if applicable) which has been approved by the labor
department and also included in the workers' labor contract.
See Glossary Extraordinary circumstance

There is a written procedure for managing the hours of work.
- Record keeping of hours worked
- Time keeping system for hours of work
- Red-flag / alert system when workers are at risk of excessive overtime
- Production planning process / capacity managing process that supports regular hours of work are within legal limits
per week
- The effectiveness of the procedure is evaluated annually by Facility management
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1. The facility can answer yes for written policy if any of the sub questions mentioned are answered yes. These indicated that the policy is
established and parts of it are written.
2. Records keeping of hours of work can be handwritten records.
3. Time keeping system is a mechanical or electronic-based time keeping system (to ensure accuracy, reliability and transparency) in place to
accurately record workers' daily work hours (both start and stop times). Both regular and overtime hours must be recorded in the same system.
4. Policy should cover things below:
HOW TO HIGG
-working hours (incl. regular and OT) and breaks for: ordinary workers, juvenile/ elderly workers if any, pregnant/ breast-feeding
-workers/ workers performing heavy/ toxic/ dangerous jobs, and etc. as prescribed by local law
-weekly day-off
-holidays
-paid and unpaid leave
-switching policy if any
-how to prove that OT is on voluntary basis
-who is involved in planning OT, approving OT, and monitoring working hours
-how workers apply for leave
5. Red flag/alert system is a system to track if the overtime will be at excessive levels. The management should have establish this kind of system
and be able to explain clearly how this is used.

See GlossaryExcessive overtime
There is a dedicated person or team accountable for the implementation of the working hours procedure at the Facility
1. There should be persons/persons responsible for working hour’s Name of persons, organization chart, description of responsibility
procedure.
Workers are trained on the policy and procedures for hours of work and applicable legal requirements
1 The workers should be trained in policy for working hours. Training records
HOW TO HIGG
The following departments / personnel are trained on the policy and procedures for hours of work and applicable legal requirements and how
their role can impact the Facility's ability to meet these legal requirements
- Human Resource / Hiring / Recruiting staff
- Production supervisors and Management
- Facility purchasing staff
- Production Planning staff
- Sales / Account Management staff
1 Staff trained on policy of work. Training records
Reference
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code, Fair Labor Association Benchmarks
(http://www.fairlabor.org/), ETI Ethical Trading Initiative (http://www.ethicaltrade.org/), Social Accountability International SAI Footprint (http://www.sa-
intl.org/)Social Fingerprint
Document check: Voluntary OT application form (filled by workers and confirmed by leader/ supervisors)
Worker interview
Checking electronically time keeping system and verify the completeness of the working hours data
Checking production records to verify the authenticity of the time records."
HOW TO HIGG
Document review for the working hours procedure and production data.
Checking electronically time keeping system and verify the completeness and authenticity of the working hours data.
Interview the management and workers if they know clearly about the procedure.
Checking the training records including photo(with date), Signs and records and ensure complete. Interview the management if they know clear about the
procedure and legal requirement.
HOW TO HIGG
SL-F-1.3.2 Which statements best describe the Facility practices towards production / capacity planning?

 Production / Capacity planning aligns with legal requirements on regular and overtime hours of work. Product volume and delivery date commitments do
not result in excessive working hours
 Where Production / Capacity planning aligns with legal requirements on regular and overtime hours of work. Product volume and delivery date
commitments do not result in excessive working hours.
Production / Capacity is reviewed as follows
Production / Capacity planning review meetings to determine hours of work involve the following staff
- Human Resource / Hiring / Recruiting staff
- Production supervisors
- Facility purchasing staff
- Production Planning staff
- Sales / Account Management staff
1. GM, Production manager, supervisors in each workshop, COC The GM, Production manager, supervisors in each workshop, HR and COC
responsible, HR. responsible hold meeting to make production/capacity plan to determine
overtime hours.
HOW TO HIGG
Facility monitors production capacity and factors in regular and overtime working hours prior to accepting orders from customers
1. Production capacity and factors in regular and overtime working Monitoring documents.
hours should be monitored and analyzed before accepting orders
from customers.
Facility has an internal process and system that monitors production capacity and output.
- The system monitors production capacity and output weekly
- The system monitors production capacity and output daily
- The system monitors production capacity and output hourly
- Production supervisors and Management
1. OT is planned during production planning at the start of the The supervisors are responsible for monitoring production capacity and
factory loading process. A buffer capacity is left available. output hourly. The records are maintained.
2. Factory's production should be monitored regularly.
Facility has a formal request/approval process for urgent overtime (on the same day requests). This request process includes the following.
HOW TO HIGG
- Urgent overtime requests / approvals are made to/from executive level

- The process requires supervisors to request overtime within a specific time of the day
1. There is a specific routine concerning urgent OT. Urgent OT requests are approved by the plant manager. The urgent
2. Urgent OT requests are approved by executive level according to overtime requirement should be requested before 16:00 on the same day.
routine.
3. The process requires supervisors to request overtime within a
specific time of the day.
Best Practice Case Study: How to Monitor Production Capacity and Output
- OT is planned during production planning at the start of the factory loading process
- A buffer capacity is left available. The factory capacity is not capped, as there may be unforeseen problems that come up - such as quality issues,
materials issues, and etc. A buffer must always be left in the capacity at the planning stage - that can be made available to load the production in the
loading stage down the path. This is proactive planning and minimizes the risk of excessive overtime for workers
- A factory's production should be monitored at least every hour: efficiency (output / number of minutes) + any issues. Being proactively on top of the
status of the production, you are able to know if 'irregular' OT is needed to be requested for or not: this is 'irregular' OT (not excessive OT) which was not
planned at the production planning stage, is the OT that is needed because the production ran into specific unforeseen issue(s) on that day/week.
- It is very important that a system for monitoring production capacity be in place for the following reasons:
(i) to ask for OT from factory management (usually production managers submit the request to the plant General Manager). Management should always
assess all requests for OT to understand the reason behind the request. Example - valid issues (quality problems, materials problems, and etc.) or process
issues (due to poor production planning / execution)
(ii) to ask within a certain time window real-time as an when things happen on the factory floor, so that there is time to recruit OT volunteers among
workers and organize
HOW TO HIGG
(iii) to warn the facilities teams about the change in plans for all involved. Example: so that power is not shut down at the regular time, to warn payroll, to
warn the canteen if you organize a snack for the workers to eat before the OT, to warn the logistics team
Meeting minutes or verify documents; interview with relevant person for production planning
HOW TO HIGG
SL-F-1.4 WORKERS INVOLVEMENT AND COMMUNICATION

SL-F-1.4.1 What best describes Freedom of Association at your facility?
EXPECTATIONS FOR ‘YES’:

 There is freedom of association in the facility.
Worker Involvement and Communication includes freedom of association and collective bargaining
The Policy on Freedom of Association is a written statement of will and commitment set by the Top Management. The policy shall be documented and
approved by Top Management.
The policy shall include the employer’s commitment to support freedom of association according to the ILO Convention C.087. The policy shall without distinction*
whatsoever, guarantee all employees the right to join or form a trade union of their own choosing.
Workers' and employers' organizations shall have the right to draw up their constitutions and rules, to elect their representatives in full freedom, to organize their
administration and activities and to formulate their programs.
Employee representatives are not discriminated against and have the ability to carry out their representative functions in the workplace.
The policy shall not contradict legal requirements. Where the right to freedom of association is restricted under the law, the employer encourages and does not
hinder the development of parallel means for independent free association
*Distinction criteria could be: political affiliation, religion, gender, nationality etc.
- Worker Representatives are chosen by the management
Recommended content
1. It is not recommended that the management chose the workers

representative.
HOW TO HIGG
- Worker Representatives are chosen by the workers
1. If Worker Representatives are chosen by workers then relevant Documents reflecting the election of worker representatives. Records
documents should be kept. should include the election date, names of the candidates / nominees and
how many workers participated in the election.
Any documentation reflecting the constitution and functioning of any
workers’ committees either required by law or initiated by the employer.
- Workers are allowed ways to collectively bring concerns, needs, views, and requests of workers.
1. Document procedure for the workers to collectively bring Written procedures establishing the channels to collectively raise workers’
concerns to the management. concerns to the management and records showing their functionality, for
example notes from worker representatives’ meetings with management,
feedback from workers, etc.
One or more worker-endorsed unions is represented at the facility.
1. If one or more worker-endorsed unions are represented at the Any documents related to the constitution and rules of the organization,
facility please provide agreements and official documents union, how the union representatives are nominated and elected, and
regarding this. affiliation with any federation or confederation, proceedings of collective
bargaining process, records of communication between the union
representatives and the factory management, such as meeting notes,
HOW TO HIGG
agreements etc.
See Glossary Workers endorsed unions
Workers are treated differently based on their affiliation with a trade union or other worker associations.
Recommended content
The factory management should not
1. interfere with, restrain or coerce workers in their right to self-

organize;
2. make union membership or non-membership a condition of
employment;
3. interfere with the formation or administration of a union, including
offering financial or other support to its officers or members;
4. encourage or discourage membership by discrimination on wages,
working hours and other terms and conditions
5. violate the duty to bargain collectively or to violate the collective
bargaining agreement
6. pay fees to a union or its officers or agents to settle a dispute
Managers are trained on the meaning and purpose of Freedom of Association.
1. Managers are trained on Freedom of Association and documents Training documents
HOW TO HIGG
are kept for with dates, trainer name, participant names and
content.
Worker representatives are allowed time off with pay to carry out their duties.
1. Workers representative should be able to carry out the duties Routines and records to support that workers representative have time off.
during ordinary working hours without any deduction in salary or
other benefits.

Facility engages directly with local & district level Trade Unions to proactively address issues of concern to your workforce.
1. The facility cooperation with the unions to proactively address Documented examples of cooperation with unions within or outside the
issues of concern for the workforce factory, to deal with concern from the workforce, salary, working hours etc
Reference
References for SL-F-1.4:
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code, ETI Ethical Trading Initiative (http://www.ethicaltrade.org/),
ILO, Social Accountability International SAI Footprint (http://www.sa-intl.org/)Social Fingerprint
HOW TO HIGG
Written FOA Policy, management interview, worker interview and training records about FOA. Worker interview, management interview, document check
HOW TO HIGG
SL-1.4.2 What best describes Collective Bargaining at your facility?

Collective Bargaining is protected as a right in ILO Convention 98 and defined in Convention 154 as:
all negotiations which take place between an employer, a group of employers or one or more employers' organisations, on the one hand, and one or more
workers' organisations, on the other, for:
(a) determining working conditions and terms of employment; and/or
(b) regulating relations between employers and workers; and/or
(c) regulating relations between employers or their organisations and a workers' organisation or workers' organisations.” (Article 2)
Local regulation can stipulate that only the union that can sign collective bargaining agreement.
Workers are allowed to establish a Collective Bargaining Agreement
1. Collective bargaining agreement between employee and The negotiated Collective Bargaining Agreement if applicable or any other
employer exists. documentation of the proceedings of collective bargaining process.
2. There is no restriction for the workers to establish collective
bargaining.
HOW TO HIGG
A Collective Bargaining Agreement exists at the facility
Recommended content
1. Content of collective bargaining agreement.
Reference
References for SL-F-1.4:
http://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C087
http://www.ilo.org/global/topics/collective-bargaining-labour-relations/WCMS_244362/lang--en/index.htm
Collective bargaining agreement, worker and management interviews.
HOW TO HIGG
SL-F-1.4.3 What best describes the grievance processes at your facility?

 Policy is a written statement of will and commitment set by the Top Management. Grievance policy should include management commitment to establish a system to get
and evaluate all individual feedbacks, grievance, complaints, and suggestions from workers.
 The policy should be documented and approved by Top Management.
 It is important that the grievances should be categorized regarding their topics, documented and kept for further analyse .
Grievance: Workers’ dissatisfaction regarding any measures or situation considered contrary to the provisions of laws and regulations, work rules, individual employment
contracts or Code of Conduct.
Complaint: Dissatisfaction regarding any measure or situation that the worker believes or feels is unfair or unjust but may or may not entail any violation of any provisions
of laws and regulations, work rules, individual employment contracts or Code of Conduct.
Suggestion: An idea, possible plan, or action that is mentioned for other people to consider.
Complaint or grievance box
1. Compliant box: A box that can be used by the workers to explain Compliance box and records
their feedback.
2. Workers can use this box by writing and putting their
feedback/compliant in.
3. The compliant box must be opened and reviewed periodically by
management. Records must be kept.
HOW TO HIGG
Hotline/Text and/or Web-based
1. Hotline: A telephone line that workers can easily call and talk Records suggestions/feedback
about their compliant. That might be live answered and/or
recorded system. However all records must be kept and available
regarding complaints.
2. Text: Any kind of written compliant/feedback.(Letters, e-mails
etc.).Texts must be kept.
Open door policy at highest level
1. Open door: Open door is a communication method that workers Records suggestions/feedback
are freely talk about their feedbacks/compliant with any person
from the management.
2. It is good idea to keep the records regarding open door
conversations.
The grievance process addresses all worker grievances
HOW TO HIGG
1. No matter what kind of grievances all are included in the Routines should allow all kinds of grievances.
grievance process, salary, working condition, health and safety etc
Represents all languages of the workforce
2. The grievance process is understandable by all workers including Grievance process routines in languages understand by everyone.
foreign workers.
Grievances are addressed in a timely manner
1. The grievances are check and addressed in a timely manner. At Routine for checking the grievances.
least once a month.
A joint worker-management committee meets regularly to discuss grievances
1. Joint worker management committee: Committee which Regular meeting records are kept.
HOW TO HIGG
feedbacks and complaints are discussed. Meeting reports must be

kept.
Other anonymous grievance mechanism(s
Workers are informed of the status of their grievances in the following manner.
Verbally
In writing
1. The workers are informed about their grievances Grievances are posted in the factory or informed in other ways to the
workers.
Workers are regularly encouraged to use the grievance system
Postings throughout the facility invite worker input
Written reminders are distributed to workers to encourage them to use the grievance system
Supervisors verbally encourage workers to use the grievance system
HOW TO HIGG
1. The management is encourage the use of the grievance system in Poster, meeting records
different way, posting, reminders, verbally etc
Managers are held accountable for ensuring that there are no negative consequences towards workers who report grievances.
1. Policy and routines to ensure use of the grievance system does not The routines should clearly state no negative consequences for the workers.
have any negative consequences.
Complaints or suggestions put in Suggestion box, worker interviews, management interviews, Worker committee meeting notes, hotline calls, open-door
communication records etc.,
HOW TO HIGG
SL-F 1.4.4 What best describes worker involvement at the facility?

 There are different ways of workers involvement in the factory.
-Suggestion Box. Facility ensures the effectiveness of the suggestion box in the following ways.
- Suggestions and resolutions are anonymously posted
- Suggestions are reviewed at least monthly
1. There should be a system that records and follow-up the Suggestion box records and action plans.
suggestions and results (actions taken by management) in place.
2. Suggestions should be reviewed regularly.
Workers are members of workplace committees.
-Worker committee meetings are held on a monthly basis
-Worker committee meetings are held at least quarterly
-Worker committee meeting minutes are shared with the workforce
-Worker committee meeting action items are tracked
HOW TO HIGG
-Upper management recognizes the worker committee
1. Worker committee meetings should be available and held in a Worker meeting minutes, action plans etc.
regular basis.
2. The meeting minutes should be shared with workers. Information
channels should be established.
3. Actions that are decided in the committee should be tracked.
One or more worker committee(s) exist with the following purpose(s)
- Health and safety
- Environmental
- Worker well-being
- Worker grievances
- Worker Wages and benefits
1. There are functional workers committees in the factory. Meeting records
Workers are invited to provide anonymous input on policies that will affect their weekly work schedule, rest days, vacation time, other
HOW TO HIGG
1. There are routines to invite the workers provide anonymous input Policy and routines
polices effecting them.
Workers participate in social compliance audit opening and closing meetings and/or are involved in the development of corrective actions.
1. The workers are systematically and actively participating in the Meeting minutes that show workers taking part in compliance work
social compliance work. Taking part in meeting and development
of action plan.
Postings, written reminders
Suggestion box records, worker committee records (meetings etc.), meeting records that shows the participants names etc.
Suggestion box records and action plans.
Worker meeting minutes, action plans etc..
HOW TO HIGG
SL-F-1.5 WORKER TREATMENT AND DEVELOPMENT

SL-F-1.5.1 What best describes the Facility’s approach to worker treatment and development at the Facility

 Clear policy related to forced labor, abuse, harassment
 Induction records, training records,
 Committee meeting records, Personal grievance meeting
 Number of cases logged/ actions taken
 Procedure of grievance handling.
 Feedback on the grievance received
 Awareness level of the staff on anti- harassment committee
 If any cases of Harassment is register need to verify how the cases are handled and the involvement of external agencies( NGO)
 Verify the grievance register/committees or complaint register.
Facility has written anti-harassment and anti-abuse policies and procedures for the workplace.
MINIMUM REQUIREMENT
- All new employees regardless of job function receive anti-harassment or anti-abuse training during orientation and at least
once per year of employment
- Training is provided to supervisors and upper management on how to effectively communicate with staff and workers in a
healthy way
- Supervisors, on-site doctors and nurses, and security guards participate in workshops focused on harassment or abuse at
least annually
- Workers are trained to respond with proper actions when there is suspicion of harassment or abuse
- Workers have access to external contacts that aid in resolving harassment or abuse cases in any of the following areas.
- Union representatives
- Non-governmental organizations
- Women's groups
HOW TO HIGG
- Health clinics
- Respected community member
- Local brand representatives.
- Worker perceptions regarding harassment and abuse is solicited in engaging and non-threatening ways
1. Policy is a written statement of will and commitment set by the The facility should ensure the policy includes all the above mentioned
Top Management. requirements and define what procedures should be developed to follow
2. The policy should be documented and approved by Top that policy is communicated to all parts of the organization. And identify
routines to detect the harassment and discrimination in place. Some
Management.
examples of setting routines will be to conduct unannounced factory tour,
3. Policy should include management commitment to establish a conduct internal worker and supervisor interviews to get feedback and
system to avoid harassment and abuse in the workplace. conduct workers survey etc.
4. The policy should not contradict legal requirements.
5. “Worker perceptions regarding harassment and abuse is solicited in
engaging and non-threatening ways” is a measurement for how well
the policy is communicated to the workers.
See GlossaryDiscrimination
See GlossaryHarassment
Anti-harassment and anti-abuse training is conducted with the following topics included.
Recognizing harassment or abuse
Confidential reporting
Actions taken to accountable persons
Cultural sensitivities
Communicating with respect
Interpersonal skill development
HOW TO HIGG
Workplace violence
Safety outside the Facility walls
Employee assistance programs and professional counseling
1. Factory should train all workers about the procedures of Documents like grievance register, Committee meeting records, training
anti-abuse policy records.
2. Keep relevant records to review.
3. Factory has to have the clearly written procedure on
Overtime , need to be highlighted in Standing order &
Employment contract
4. Training / awareness program by external sources and the
records to be maintained

Worker testimony affirms that all security practices are gender appropriate
1. Security practices should take into consider workers gender For example security check at the entrance this is done by female security
guards for female workers.
Facility has at least one individual or department responsible and accountable for the development and oversight of harassment or abuse
policy implementation
HOW TO HIGG
1. There is a person/persons responsible for oversee the anti- Name and responsibility
harassment/abuse policy
1.Verify documents like grievance register , Committee meeting records, training records.
2. Interview with worker, relevant person
HOW TO HIGG
SL-F-1.5.2 What best describes the Facility’s disciplinary process

 Clear policy on Termination/retrenchment/ disciplinary action
 Need to define clearly on the procedure of issuing verbal/ written warning letter
Facility has a progressive disciplinary process appropriate for the infractions
1. Terms & condition of Termination/retrenchment processes 1.Number of warning the worker has received form the management
during the induction. (New workers/supervisor need to know the 2.Notice period for the termination ,if not then one month salary.
procedure of the recruiting & terminating ( rules &regulation)
Workers are trained and well aware of the Facility’s disciplinary process
1. Workers training of disciplinary processes. Training records.
The Facility’s progressive disciplinary process is consistently applied
HOW TO HIGG
1. There is written examples of how the disciplinary process is fairly Disciplinary routines and records
and consistent applied.
Fines or wage deductions are used for disciplinary purposes
Workers have private access to the details of the allegations of infractions involving them
1. The disciplinary system is transparent and easy to understand for Disciplinary routines and records
the workers.
Workers have the right to respond to and/or appeal any disciplinary decisions without any negative repercussions
1. The disciplinary process should ensure that workers should have Disciplinary routines and records
right to appeal to the disciplinary decision.
HOW TO HIGG
Workers have the right to consult with and be represented either by a trade union or by worker representatives when evaluating and
contesting disciplinary decisions
1. The disciplinary process including the right for the workers to be Disciplinary routines and records
represented by workers representative or trade union.
Verifying the Full & Final settlement
Verify the system in the factory ( Policy . Procedure, Organization, Implementation, Communication and feedback)
HOW TO HIGG
SL-F-1.5.3 Worker well-being and development

 There is additional benefits and development for workers.
 Basic need assessment
 Skills outside work
Worker testimony can be obtained via surveys, hotlines or interviews,

"On-site education opportunities" examples may include - computer classes; English and/or other languages
Facility conducts an assessment to determine that workers are able to meet basic needs given current wage rates
- Facility has conducted a cost of living study for the immediate and outlying communities where workers live
- Facility offers a wage that is equitable with the cost of living
- Workers are aware of cost of living study and the results
- Worker testimony affirms wages are in line with the cost of living
- Worker testimony affirms availability of disposable income
The factory has conducted and living wage study to analyze and Living wage survey result, food cost, living cost, medical cost, child support,
determine if the worker’s salary is covering the workers basic need. transport cost etc
There is no yet a recommended module or standard for living wage study.
HOW TO HIGG
Facility provides means and opportunities for workers to increase health awareness and/or develop life skills on an ongoing basis
-Tuition
-Time off for classes
-Paid time off for classes
-On-site education opportunities
-Manufacturing skills related to work
-Personal finance and balancing a budget
-Family planning and reproductive health
-General health
-Disease and illness education (including HIV/AIDS)
-Other skill development activities or opportunities (not directly related to work). Please describe
1. Clear policy related to health & hygiene Records of training provided and given to the workers.
2. Induction records, training records and feedback received.
Type of sickness/ accident actions taken Training &
awareness health related issue
3. Awareness for the pregnant ladies related the health/
nutrition
Tuition definition: Money that is paid to a school for the right to

study there
See GlossaryOngoing
See GlossaryOnsite education
See GlossaryTuition
HOW TO HIGG
- Facility provides free, voluntary and confidential medical screenings to employees as follows. Please select all that apply
Screenings are provided on-site during normal working, paid hours
Postings throughout the Facility promote the free-screenings
1. Routine for regular free and voluntary medical check ups Records of voluntary medical check ups
Facility provides free professional and confidential counselling or mentoring services to workers.
Sessions are provided on-site during normal working, paid hours
1. Routine and persons responsible for counselling or Routines for counselling and mentoring
mentoring.
Workers have access to micro banking and/or micro loans
HOW TO HIGG
1. Micro loans are small loans given to impoverished people Records of microloans offered to the workers
by banks or similar finance institute.
2. The facility should not offer micro loan to the workers but
should facilitate and provide this as a voluntary service to
the workers.
3. Workers are aware of this practise.
Records of training, mentoring, counselling, microloans, medical check up
HOW TO HIGG
SL-F-1.5.4What best describes the processes around diversity and equality (non-discrimination) at
the Facility?
 Training for workers
 Training for management
 Policy and routines and follow up
All employees receive training on diversity and equality (non-discrimination) during orientation
1. There is training on non-discrimination during orientation or new Training records

workers.
All employees receive refresher training on diversity and equality minimally, on an annual basis
1. Regularly training on non-discrimination Training records
Supervisors, management, on-site doctors and nurses receive annual awareness training on company policies on diversity and equality
HOW TO HIGG
1. Training for supervisors and management Training records
Male and female employees at every level are confident they receive equal pay for work of equal value
1. Non-discrimination policy communicated to the workers. No difference in pay due to gender.
Each individual working in the Facility is assured of equal opportunities for advancement based on their skills.
-Postings throughout the Facility encourage all employees to apply for all positions
- Human resources provides talks focused on new opportunities and eligibility
- Workers are informed through public announcements
1. Examples in the facility on encouragement of equal opportunities. Policy and routines to ensure equal opportunity based on skill
Facility provides a lactation room for new mothers
HOW TO HIGG
Country requires this by law
Country does not require this by law, but Facility offers the service to lactating mothers
1. Facility provides rooms for mother’s breastfeeding their children. Private room provide top mothers for breastfeeding
Workers with chronic illnesses (HIV/AIDS for example) are given the flexibility and the means to perform their duties while caring for their
illness
1. Examples of workers with chronic illness working in the factory. Routines to supplier workers with chronic illness
Facility has appointed at least one individual or department with explicit responsibility and accountability for the development and
discrimination of a non-discrimination program at the workplace
1. Person/persons appointed to develop non-discrimination Name and responsibilities.

programs
Facility has a diversity & equality program in place that regularly engages all employees
HOW TO HIGG
1. Documented programs to develop equality in the workplace Records of diversity program
Facility is aware of the diverse workforce in the community and actively recruits members from a diverse population. For example, the Facility
employs a "special ratio” of disabled/ physically or mentally challenged people
1. The facility has policy and routines to recruit a diverse workforce, Record to show the factory is actively employing disable person. Local law
for example employs disable persons. and regulation that stipulate that the factory need to employ disabled
person is not enough.
Engagement with multi-stakeholder efforts to encourage fair and equal treatment of minority/protected groups
1. Records of joint efforts to encourage treatment of minority groups Examples of facility is engaged outside the factory to promote fair treatment
of minority groups.
"Minority and protected groups" is any group of individuals that
does not represent the majority/norm of the locality. Women, the
elderly, pregnant women and the disabled are all "protected"
classes, whether by local law or not, industry standards categorize
them as such. Migrant workers are most certainly a minority. It
could also be due to religious or political affiliation. A best practice
would be for the Facility to partner with local NGO's or Brands to
assess local concerns of minority/protected groups.
HOW TO HIGG
See Glossary Minority groups

Specific projects with local NGO's focus on identifying concerns of local minority/protected groups
1. Records of programs with local NGO’s Program to educate and employ minority people.
The Facility conducts routine surveys of workers to assess their perception of fair and equal treatment.
Appropriate action is taken to address any concerns
1. Documented workers survey to assess fair and equal treatment Regularly updated workers survey.
Best practice
Best practice is for the Facility to incorporate this training to the entire workforce, including awareness training and ways to report suspected
discrimination.
A "diversity and equality program" refers to any activities that the Facility undertakes to change cultural norms of discrimination and promote equality.
This a best practice and something to aspire towards - and it can look and be different, customized to the situation of the factory. It would encompass
HOW TO HIGG
anything that aims at changing entrenched discrimination norms. Depending on location, discrimination is entrenched in cultural norms in different
ways - it could be with respect to different religions, age, gender, pregnancy etc. A best practice example would be to have activities that expose
workers and management to a better understanding of these different groups, or, for example, where migrant workers educate local workers to their
culture.
Documents, basic wage assessment, training records, NGO engagement records.
HOW TO HIGG
SL-F-1.6 HEALTH AND SAFETY

SL-F-1.6.1 Emergency planning &fire safety practices:
Please select as many of the following emergency planning & fire safety practices as they exist at the Facility:
 The factory should ensure there is facility has good emergency and fire safety.
- Emergency Response Plan established
1. Emergency response plan is how to act as a company in case of Documented Emergency Response plan
different emergency situations such as fire, natural disaster,
earthquake etc. It should be prepared by H&S specialists and
should be documented.
2. Emergency response plans must cover all departments and

buildings of the unit.
HOW TO HIGG
Facility has an Emergency Response Team
1. Emergency response team is workers who are trained to act in Records of team members and their training
case of emergency such as fire team members.
Emergency Response Team members are trained in fire extinguisher use
2. First aid certified workers etc. First aid certificate
All New Hire Employees are trained on emergency procedures (and all existing employees receive periodic refresher training)
1. There should be training plan to educate new hired workers for Records of emergency procedure training
emergency procedures.
2. Refreshment training should be in training plan as well.
A Fire alarm (audible and visual) is kept maintained and fully functioning
MINIMUM REQUIREMENT
HOW TO HIGG
1. Functional fire alarm with audible and visual warnings should be Routines and maintenance record of fire alarm
available in each place/floor.
2. Fire alarm should be checked regularly.
3. At least two fire drills must be conducted per year records
including evacuation time must be kept.
2 fire drills are conducted per year (and documented) for all employees and production units
1. All workers must participate the fire evacuation drills. Records of fire drills, signed workers list, photographs, posted
announcement
Fire extinguishers are of the type and quantity suitable for the fire hazards that exist (documented by extinguisher servicing company or local
officials)
MINIMUM REQUIREMENT
1. Number of fire extinguisher should be sufficient according to legal Routines and maintenance record of extinguishers
requirements.
2. Type of fire extinguisher should be proper according to process
and type of working area (A,B,C class etc..)
HOW TO HIGG
All fire extinguishers are checked monthly and serviced at least annually
1. Fire extinguishers are checked monthly (pressure may be Routines and monthly maintenance record of extinguishers
internally checked) and should be serviced yearly by an
authorized company.
An annual review of the Emergency Response Plan is conducted to ensure accurate capture and handling of all possible emergency situations
1. Emergency response plans should be reviewed and update Annual review documentation
annually and/or in case of any process changing, any
building/floor changing/movement etc.
Incompatible, flammable chemicals and combustible material are properly stored, segregated or protected to prevent fire
1. All incompatible, flammable and combustible materials should be Storage with clear separated areas for different chemicals.
stored according to their MSDS and/or their technical
specifications.
HOW TO HIGG
At least 2 unlocked exits exist in each production and dormitory area/floor
MINIMUM REQUIREMENT
Recommended content
1. Each floor should be provided with at least two unlocked,

unblocked exits.(including dormitory, lunch hall etc.)
Flammable chemicals are stored in dormitory
Recommended content
1. Flammable chemicals should be stored in a separate area.(Not in

dormitory)
There are areas of flammable chemicals or heat-generating equipment with functioning fire extinguishers
Recommended content
1. There must be specific areas for flammable chemicals and heat

generators.
2. In addition there should be proper fire extinguisher in these areas.
HOW TO HIGG
Aisles are clearly marked with emergency exit routes and maintained clear of obstructions
MINIMUM REQUIREMENT
Recommended content
1. The emergency exit should be clear of obstructions, fabrics,

machines, etc
Facility has implemented alternative manufacturing processes to eliminate the use of flammable chemicals or heat-generating equipment
1. The management of the unit should be work on alternatives

manufacturing processes which eliminates flammable chemicals
or heat generating equipment usage
Emergency response plan, fire safety documents and records, first aid certificates, fire equipment maintenance records etc.
HOW TO HIGG
SL-F-1.6.2 Medical Services:
Please select as many of the following medical services as they exist at the Facility:
The factory needs to have a good system for medical services in the factory.
At least 3 workers per shift per department/area are trained in first aid and CPR
1. First aid training: 3 per shift should be trained in first aid and get First aid training records
a first aid certificate.
2. CPR: Cardio-Pulmonary Resuscitation
First aid kits are maintained adequately stocked (at least 1/department)
1. First aid kits should be provided with necessary material and easily Routines to maintained first aid kits.
accessible to workers.
Access to professional medical services within 5 minutes travel time in the event of a life threatening medical emergency

HOW TO HIGG
1. Medical service close to the facility. Medical clinic or hospital close to the factory.
Clear procedures exist for responding to medical emergencies, with responsible persons appropriately trained and general awareness training
for all employees
1. Procedures should be in place which clearly defines the duties of Medical emergency procedure and training records.
responsible persons in case of a medical emergency.
2. Awareness trainings should be in place to inform all workers what
to do, how to act etc. in case of medical emergency situations.
Injury log is maintained
1. Accident/injuries shall be recorded and analysed for preventive Injury log

actions

HOW TO HIGG
All accidents are investigated and preventative measures taken
1. Accident/injuries shall be recorded and analysed for preventive Injury log

actions
Injury records, first aid records.

HOW TO HIGG
SL-F-1.6.3 SANITATION/HYGIENE:
Please select as many of the following sanitation/hygiene services that exist at the Facility:
 The factory has good sanitation in the factory.
Bathrooms, kitchen areas, dormitories regularly cleaned
1. There should be a cleaning process which is clearly defined (who, Documented sanitation routines.
when, how will be the cleaning process implemented) at the
facility.
Bathrooms, kitchens and dormitories are in compliance with local codes
1. Bathrooms, kitchen and dormitories should be cleaned in a regular Documented sanitation routines.
basis. Detailed cleaning records should be kept which include the
sign of cleaning staff, time and date.
2. Legal hygiene requirements for food production or distribution

areas should be followed by the facility

HOW TO HIGG
Toiletries are provided and supplies maintained/monitored
Recommended content
1. Sufficient number of toilets should be provided.(Please follow

legal requirements)
Drinking water is regularly tested or certified
1. Drinkable water shall be provided to all workers and should be Regularly check list to control water quality
accessible. Regular analyses should be conducted to prove that
water is drinkable.(by authorized associations)

Cleaning records which include sign of cleaning staff, time, date etc.
Cleaning records, cleaning schedule, drinking water analyse reports.

HOW TO HIGG
SL-F-1.6.4 Physical Hazards
SL-F-1.6.4.1 Please select only ONE (1) of the following statements that best describes the physical hazards as they exist at the
Facility:
Some physical hazards exist such as repetitive motion, long duration of standing during work, and the possibility for trips, slips and falls but
no machines require guarding
1. Evaluate all processes in your facility and choose the best that Examples of processes: Cutting, stitching, spraying, embroidery, printing,
describes your facilities' processes in your work flow. washing, ironing etc. Each process can cause different type of damages and
hazards.
Moderate physical hazards exist (machine guarding and protection is required but injuries would not result loss of life or limb) OR
hazards.
Significant physical hazards exist (i.e., physical hazards such that loss of life or limb is possible without proper protection and guarding)

HOW TO HIGG
hazards.
SL-F-1.6.4. Please select as many of the following physical hazards prevention/management practices as they exist at the
Facility:
 The factory should have physical hazards prevention practices in the factory.
A physical hazards safety program (policies/procedures) has been implemented
1. A physical hazards safety program (policies/procedures) should be Documented implementation of physical hazards safety program
implemented which means that policies and procedures about (policies/procedures)
assessment of physical hazards and precautions are available at
the facility as well as implemented.
2. It is defined that what, how, when and who will implement the
hazard program.

HOW TO HIGG
Job Safety Analysis have been conducted to determine job-specific hazards and necessary PPE for all operations
1. Job safety analysis should be conducted to define hazards that can Documented Job safety analysis
occur due to the specific work, process etc.
2. According to the analysis necessary PPE 's should be determined
and provided for all operations.
3. Trainings should be in place for giving information about PPE
usage and safety procedures for all workers.
4. Training should be repeated in a regular basis.

Training on PPE & safety procedures are conducted for all employees, with periodic refresher training
1. Training records of PPE, how to use it, how to store it, how to Training records
maintain them.
There is a designated responsible safety manager, with senior management buy-in and support for ensuring a safe and healthy workplace

HOW TO HIGG
1. Facility should hire a health and safety officer /responsible. Name and responsibility
See Glossary Senior management

Monthly safety checks are conducted to ensure all safety guards are properly functioning and proper use of PPE is taking place where required
1. Monthly safety checks should be conducted to ensure that safety Records of monthly checks
guards are functional and PPE's are used by workers.
2. A checklist could be prepared and filled by responsible each

month.
Monthly safety checks are followed up with priority response to issues
1. The monthly safety check follow ups should priorities the most Documented routine and records of monthly safety checks.
urgent issues first.
An active safety committee exists.

HOW TO HIGG
SUB-QUESTION LEVEL2
- The safety committee reviews safety issues, track corrective actions and identify opportunities for further improvement of
safety conditions
- The safety committee engages workers
- Safety committee meetings are held on a monthly basis
- Safety committee meetings are held at least quarterly
- Safety committee meeting minutes are shared with the workforce
- Safety committee meeting action items are tracked
- Upper management recognizes the safety committee
1. Each facility should constitute a safety committee which should Documented routines and meeting minutes for the safety committee
discuss safety issues, get information from workers and
communicate these to management etc.
2. A safety committee is a constitution which identifies the safety
issues (or it can be pre-identified by through an risk analysis) and
discuss the solutions.
3. Corrective actions shall be discussed by the committee and
necessary actions shall be taken. All identified issues and actions
shall be recorded by the committee and follow-up procedure shall
be in place for correction or pre-cautions.
4. It is important that the committee engages workers. Workers shall
be a part of the committee. Some worker representatives can join
the committee.
5. Workers can help by identifying the safety risks etc.
6. There shall be a regular meeting schedule for this
committee.(Monthly basis, quarterly etc.)
7. There shall be a way which leads to communicating the meeting
results with workers.(Through posting the notes, make general
worker meetings etc..)

HOW TO HIGG
8. It should be ensured that the decisions taken by committee are

committed by Top Management.
All machines with a pinching, puncturing or cutting risk have properly functioning safety guards, safety controls and/or emergency stops in
place
SUB-QUESTION LEVEL2
Describe the machines requiring emergency/safety controls/guards, the type of potential hazard, and the
functionality of the emergency/safety mechanism(s).
1. Machines that can cause to accidents like cutters, pinching or Safety guards on the sewing machines
puncturing machines should be provided with safety guards and
emergency stop buttons.
2. These buttons help workers to stop these machines immediately
in case of any emergency.
3. Evaluation of machines used in your facility should be made and
all machines which need emergency/safety controls, guards shall
be identified.
Electrical wiring throughout the Facility is in full compliance with local regulations

HOW TO HIGG
1. Electrical wiring should be installed and maintained according to Documented checklist

safety regulations.
2. Checklists, control lists and inspection reports should be available.
Electrical wiring at the Facility is installed and maintained by qualified electricians
1. All electing wiring should be installed/maintained by qualified Documented routines

electrician. No loose wires in the workplace that can cause fire.
See Glossary Qualified electrician

Lock-out Tag-out procedures are followed when electrical or heat generating equipment is being serviced
1. Lock out tag out procedures should be in place. Lockout-tagout (LOTO) or lock and tag is a safety procedure which is used in
industry and research settings to ensure that dangerous machines are
properly shut off and not started up again prior to the completion of
maintenance or servicing work. It requires that hazardous power sources be
"isolated and rendered inoperative" before any repair procedure is started.
"Lock and tag" works in conjunction with a lock usually locking the device or
the power source with the hasp, and placing it in such a position that no
hazardous power sources can be turned on. The procedure requires that a
tag be affixed to the locked device indicating that it should not be turned
on.

HOW TO HIGG
Job operations with repetitive motion and/or long standing periods of time have procedures/protocols to mitigate such physical risks
1. Procedure to reduce risk of repetitive work. Documented routine on job rotation to avoid repetitive work
Machine guidance, health and safety risk analyse reports, worker interviews, accident books, observations.
PPE control form, Checklist of H&S officer, machine maintenance records. Lock out tag out procedures.
Meeting notes, risk analysis, posted announcements etc.

HOW TO HIGG
SL-F-1.6.5 Chemical Hazards
Please select as many of the following chemical hazards prevention/management practices as they exist at the Facility
 A chemical Inventory is a list of all industrial chemical substances that manufactured, imported or used in the facility.
 The content of chemical inventory should include the chemical commercial name, chemical identification numbers (CAS no.) , hazard information, the
amount of storage or the amount of consumption and chemicals storage location. Its complexity can be varied by the nature of business.
A chemical hazards safety program (policies/procedures) has been implemented
Documented Safety program with policies, routines, persons responsible Documented policies/procedures
Job Safety Analysis have been conducted to determine job-specific chemical exposures and necessary PPE for all operations
1. Job safety analysis should be conducted at the facility including Documented Job safety analysis
chemical risks which are available in the facility.
2. It should be conducted by an H&S specialist.
3. While evaluating all of the chemical risks .necessary PPE's should
be defined for all operations.

HOW TO HIGG
4. Periodic trainings regarding chemical risks, safety procedures and

PPE usage must be conducted regularly.
5. New comers should be also considered and there should be a
training plan for new comers.
6. Training records should be kept for each step.
Training on PPE & chemical safety procedures are conducted for all affected employees, with periodic refresher training
1. Regular training on PPE and chemical safety procedure Training records
Managers and supervisors are held accountable for ensuring that employees comply with PPE and other safety procedures as required
1. Managers and supervisors should ensure that workers use proper Documented routines for PPE use and safety procedures
PPE and implement safety procedures.
Monthly safety checks are conducted to ensure proper handling and storage of hazardous chemicals in all operations, including proper labeling
1. Monthly safety checks must be conducted to ensure that proper Chemical container labels including, name, hazardous symbol and
emergency procedure.

HOW TO HIGG
handling and storage of hazardous chemicals in all operations.

2. All of the chemical containers must be properly labelled including
all kind of transfer containers.
Monthly safety checks are followed up with priority response to issues
1. Monthly safety checks must be followed up by responsible staff. Records of monthly safety checks, with priority for the most serious issues
A safety committee meets regularly to review safety issues, track corrective actions and identify opportunities for further improvement of
safety conditions
1. Safety committee meetings should be conducted regularly to Meeting records

review all of the safety issues in workplace including monthly
checks, corrective actions internal checks, improvement of safety
conditions etc.
A chemical inventory is maintained
1. There must be updated chemical inventory list. Chemical inventory list including all chemical used the factory.

HOW TO HIGG
Updated MSDSs are maintained for all chemicals utilized or stored onsite
1. MSDS for all used chemicals should be available in workplace and MSDS for chemical easy accessible in the workshop
storage area in local language and all MSDS should include CAS
numbers.
Chemical purchasing procedures exist to prevent the purchase of Restricted/Banned substances
MINIMUM REQUIREMENT
1. There must be written procedure to define purchasing practices of Documented chemical purchasing procedures
chemicals.
2. Please ensure that procedure covers, who is checking, how, when
etc.
3. Please ensure that whether the purchased chemicals are
restricted or not and all chemicals are checked according to the
procedure.
4. Before purchasing starts, facility must request detailed MSDS of
the chemicals including CAS numbers.
5. If CAS numbers are not given by chemical supplier (due to
confidentiality etc.) the facility should take a confirmation letter
from chemical supplier that proves related chemicals do not
include restricted substances.

HOW TO HIGG
Process exists to identify alternatives to hazardous chemicals
1. The facility has procedures to find alternatives to hazardous Documented routine

chemicals.
Job safety analysis document, chemical training notes and records, periodic check records, H&S Committee meeting notes, Corrective action plans, Safety
Procedures, Chemical Purchasing Procedures and records, MSDS, Chemical Inventory List.
Chemical Purchasing Procedure & records, Confirmation letter from Chemical Suppliers,

HOW TO HIGG
SL-F-1.6.6 STRUCTURAL INTEGRITY
SL-F-1.6.6.1 Please select as many of the following that apply to the structures at the Facility:
The structure is a residential building converted into Facility
Recommended content
1. Please ensure that building is designed according to factory

needs and requirements.
2. Buildings that are designed for residential purposes are not
acceptable.
Facilities in multi‐story building with a ground floor marketplace
Recommended content
1. There should not be a marketplace at the ground floor of the

building.
See Glossary Floor marketplace

Facilities in multi‐story building shared with other factories/enterprises under separate ownership

HOW TO HIGG
Recommended content
1. There should not be any other factories, enterprises belonging to

other ownerships.
Facilities with a rooftop that does not meet legal requirements
Recommended content
1. Facilities with roof should meet with legal requirements regarding

rooftop.
Facilities where there is a residence located within the building
Recommended content
1. Facilities should not be located within residence area.
SL-F-1.6.6.2 Please select as many of the following structural integrity risk management/prevention practices as they
exist at the Facility:
Shelving load limits are confirmed for all shelving more than 10 ft high
Recommended content

HOW TO HIGG
1. Please ensure that no goods are loaded more than 10 ft. high.
(1meter is about 3 ft.)
The Facility has a building construction authentic certification certificate from the agency responsible for authorizing construction in that
country with the number of floors authorized in the certificate matching the number of floors that exist in the building today
1. There should be an official construction certificate and number of Building certificate, if there is no legal requirement, this party certificate is
floors at the certificate should match with existing building today. acceptable.
Second story flooring/ceiling load limits are confirmed by structural engineers for all areas where employees are working beneath and
monitored regularly to ensure loads do not exceed limits
1. Second story flooring /ceiling load limits should be confirmed and Inspection report
monitored by structural engineers.
Building walls (inside and outside) and shelving structures are visually inspected regularly for cracks or other signs of weakness
1. Building walls should be inspected regularly for cracks and Inspection routines
weaknesses.

HOW TO HIGG
Facility is audited by an independent third party structural engineer / engineering firm at least once in the lifetime of the Facility
1. Audited by third party Auditing report
Building Structural safety reports, Legal business license

HOW TO HIGG
SL-F-1.7 TERMINATION AND RETRENCHMENT

SL-F-1.7.1 What best describes the termination and retrenchment processes at the Facility?
 KEY DEFINITION:
 Termination, dismissal
 Retrenchment, lay off regulations
Retrenchment is the same as downsizing.

 Clear policy on the Termination/retrenchment processes and also need to include in recruitment process
 There can be no practices that restrict the ability of a worker to terminate employment, including:
a) Physical or mental coercion
b) Financial penalties,
c) Withholding wages,
d) Denying or hampering access to work permits and identity documents
Procedure for termination is clearly described in contract
1. Terms & condition of recruitment and Termination/retrenchment Recruitment and termination routines.
processes during the induction.
2. (New workers need to know the procedure of the recruiting &

HOW TO HIGG
terminating ( rules &regulation)
Decision on termination is taken and implemented collectively by HR/recruitment department and the individual department manager
1. Routines for termination including collective decision making. Recruitment and termination routines.
Facility has retrenchment plan in place to minimize impact on workers
1. Routines for lay off of workers that will minimize the negative Recruitment and termination routines.
impact on the workers.
Workers receive (at least) the legally required severance when they resign from the Facility
1. Worker will get compensation according to law when resigning. Compensation records
2. Legally required severance for retrenchment, locks out, lay off,
discharge, dismiss, termination, retirement and death.
Workers who give notice as required by law are given full and final payment at date of resignation

HOW TO HIGG
1. Worker will get compensation according to law when resigning. Compensation records
2. Legally required severance for retrenchment, locks out, lay off,
discharge, dismiss, termination, retirement and death.
Reference
Country-specific employment protection legislation; (http://www.ilo.org/dyn/eplex/termdisplay.search?p_lang=en&p_tab=6); International Labor
Organization (ILO http://www.ilo.org/global/lang--en/index.htm)C158 - Termination of Employment Convention, 1982. For example: Most countries have
Employment Protection Legislation (EPL) that governs severance pay to workers based on duration of employment and type/nature of dismissal.
1.Workers Interview , Verifying the Full & Final settlement
2. Verify the system in the factory ( Policy . Procedure, Organization, Implementation, Communication and feedback)

HOW TO HIGG
1.2 SECTION 2: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT FOR THE VALUE CHAIN
SL-F-2.1 LABOR AND WORKPLACE PERFORMANCE

SL-F-2 Which of the following describes how the Facility maps its value chain partners to determine the level of risk associated
with each in terms of labor standards and working conditions?
 KEY DEFINITION:
 Section SL-F-2 assesses how a Facility manages the labor and workplace performance of its value chain partners (tier 1, tier 2, tier 3
vendors/manufacturers etc.)
 "Partners in the value chain" are manufacturers, subcontractors and their facilities
 "Mapping" means the Company maintains an ongoing list of value chain partners.
 "Risk" should include geographical area, employment site function, product/service category, type of purchase, employment patterns (migrant, casual
workers etc.), level and nature of any subcontracting, level of supplier commitment and/or previous audit results
 "Risk" examples includes:
o Issues that negatively affects the health of the workers/staff there or creates unsafe working conditions that lead to physical or physiological
defects.
 For unsafe working conditions: Having no an official test report to assure the building is safe
 Excessive overtimes can affect the workers’ health both in physically and physiologically
 Financial difficulties that lead to late payment or incorrect payment
o Issues that negatively affects the environment.
 Using a harmful chemical could be must for a specific process and no alternative chemical could be available
o It can also be could be issues that affects all production strategies by changing dramatically on that region
 War, economic conditions, critic political issues, natural disaster, immigration in a high level due to any reason etc
 Tier 1 including, processing units with washing, embroidery, printing etc. on finished and semi-finished products.
See Glossary Labor standards



HOW TO HIGG

 Facility has a good control over their supply chain.
Facility maintains an ongoing list of the following manufacturers involved with the production of Facility’s goods. Please select all that apply
SUB-QUESTION LEVEL2
- TIER 1:
- Some Tier 1 manufacturers (finished goods manufacturers including subcontractors) OR
- All Tier 1 manufacturers (finished goods manufacturers including subcontractors)
TIER 2:
- Some Tier 2 manufacturers (mills, dye houses and washing facilities, sundry manufacturers, tanneries,
embroiderers, screen printers, etc.) OR
- All Tier 2 manufacturers (mills, dye houses and washing facilities, sundry manufacturers, tanneries, embroiderers,
screen printers, etc.)
TIER 3:
- Some Tier 3 manufacturers (farms, slaughter house etc.) OR
- All Tier 3 manufacturers (farms, slaughter house etc.)
1. Tier 1 including, processing units with washing, embroidery, Facility's value chain partner Mapping records. List of sub-contracted units
printing etc on finished and semi-finished products. and M.O.U (Memorandum of understanding). M.O.U can includes start and
2. Facility should have documented records of their value chain end of cooperation, contact person, and follow requirement, like legal
requirement and process procedure.
partner.
See Glossary Ongoing

HOW TO HIGG
The Facility records information about risk factors that impact labor standards performance for manufacturers that have been mapped. Please
select all that apply
SUB-QUESTION LEVEL2
- Language of workers vs. language of management risk factors
- Migrant vs. local workers risk factors
- Temporary vs. permanent workers risk factors
- Type(s) of Production / Manufacturing Processes risk factors
- Facility uses the risk factor information to determine proper levels of oversight and monitoring for the following
value chain partners. Please select all that apply.
SUB-QUESTION LEVEL3
Such risk factors are recorded for all Tier 1 manufacturers (finished goods manufacturers
including subcontractors)
- Such risk factors are recorded for all Tier 2 manufacturers (mills, dye houses and washing
facilities, sundry manufacturers, tanneries, embroiderers, screen printers, etc.)
- Such risk factors are recorded for all Tier 3 manufacturers (farms, slaughter houses, etc.)
1. Factory should identify risk factors both internal & external that Facility's value chain partner Mapping records. Records of the risk factors
impact labor standards performance for manufacturers. and evaluation of the value chain in terms of risk factors
2. These risk factors must be documented.
See GlossaryLabor standards

See GlossaryMapping
See GlossaryRisk
The Facility records information about risk factors that impact labor standards performance for manufacturers that have been mapped. Please

HOW TO HIGG
SUB-QUESTION LEVEL2
- Which framework was your value chain mapping modeled after?
- Which framework was your value chain risk analysis modeled after?
1. Factory should have system to analyse risks in their value chain Facility's value chain partner Mapping records. A check list to control the
partners not limited to external sources. risk areas/risk factors
2. There is not yet an endorsed or suggested model.

See GlossaryRisk
Facility communicates manufacturer mapping results (manufacturer lists only) to their customers
1. The result of manufacturer mapping list ( name, address, and Facility's value chain partner mapping records.
others)
See Glossary Mapping

Facility communicates manufacturer mapping results (manufacturer lists and risk assessment) to their customers
1. The result of manufacturer mapping list ( name, address, and Facility's value chain partner mapping records.

HOW TO HIGG
others) and risk assessment
See GlossaryRisk
A formal Social Life Cycle Analysis (SLCA) has been done on some products to inform social performance impacts, social performance strategy
and priorities
SUB-QUESTION LEVEL2
- Describe which types of products have been mapped using Social Life Cycle Analysis
- What framework was used for the Social Life Cycle Analysis?
Recommended content
1. Facility should have the system to analyse their products from start
to finish production to understanding the social impact.
Examples of best practice models: Social Accountability International SAI Footprint (http://www.sa-intl.org/)Social Fingerprint; GSCP Global Social
Compliance Programme (http://www.gscpnet.com/) Equivalency Process; FLA Accreditation Process (Fair Labor Association.
http://www.fairlabor.org/); Ethical Trading Initiative Code (http://www.ethicaltrade.org/); Fair Wear Standard (http://www.fairwear.org/); Fair Trade
Organizations (Flo-Cert, Fair Trade USA)
"social and socio-economic Life Cycle Assessment (S-LCA)" is a social impact (and potential impact) assessment technique that aims to assess the social
and socio-economic aspects of products and their potential positive and negative impacts along their full life cycle, including extraction and processing
of raw materials; manufacturing; distribution; use; re-use; maintenance; recycling; and final disposal. S-LCA complements Environmental LCA with
social and socio-economic aspects. It can either be applied on its own or in combination with Environmental LCA. United Nations Environment
Programme (UNEP http://www.unep.org/) Guidelines for Social Lifecycle Assessment of Products.
MORE DETAILS: http://www.unep.fr/shared/publications/pdf/DTIx1164xPA-guidelines_sLCA.pdf
Reference

HOW TO HIGG
Examples of external sources are SAI, FLA (Fair Labor Association. http://www.fairlabor.org/), GSCP Global Social Compliance Programme
(http://www.gscpnet.com/) SPMS, UN Framework for Business and Human Rights; GRI, Child Rights and Business Principles, ISO26000
Document check & management interview

HOW TO HIGG
SL-F-2.2 Facility communication towards manufacturers

SL-F-2.2 Which of the following describes how the Facility communicates labor standards and workplace condition
requirements to manufacturers?
 KEY DEFINITION:
 "Labor standards" may also be called another name, for example - Code of Conduct, code of compliance, terms of engagement etc.

 The facility should ensure labor standards in it supply chain.
All manufacturers are given a letter communicating the Facility's requirements for labor standards and workplace conditions in the value chain
1. Communication letter with labor standards are delivered to Example can include the suppliers own code of conduct and sub-contractor
value chain. Types of communication to all value chain are procedure for ensuring sub-contractor performance including regular audits
recorded. from the supplier.

HOW TO HIGG
All manufacturers receive training on the Facility's requirements for labor standards and workplace conditions
1. Complete training material, routine training records. Training records.

All manufacturers are required to sign an agreement that includes the Facility's requirements for labor standards and workplace conditions in
the value chain
1. The agreements should cover complete labor standard & Supplier code or conduct and M.O.U (Memorandum of understanding).
workplace condition. Complete signatures and/or stamps from M.O.U can includes start and end of cooperation, contact person, and follow
both parties must be included in agreement requirement, like legal requirement and process procedure.

Facility senior management staff meets with manufacturers to review the Facility's requirements for labor standards and workplace condition
1. Senior management staff should have enough knowledge Training records.

regarding labor standard and workplace condition. Meeting
minutes record must been maintained well.

HOW TO HIGG
See Glossary Senior management
The Facility's requirements for labor standards and workplace conditions are discussed during business meetings with manufacturers
1. The meeting should be attended by top management and other Material meeting records.
staffs related to labor standards and workplace condition.
2. Meeting minutes and agenda record must been maintained well.

HOW TO HIGG
SL-F-2.3 EVALUATING AND APPROVING NEW MANUFACTURERS

SL-F-2.3 Which of the following best describes the Facility’s procedures for evaluating and approving new manufacturers (or
placing orders
 KEY DEFINITION:
 Manufacturers are the same as subcontracted units.
 Labor standards and working conditions, including social and environment compliance, working hours, salaries, health and safety etc

 The facility should evaluation labor standard in the supply chain
The Facility does not have a procedure for evaluating new manufacturers’ performance with regards to labor standards and working conditions
New manufacturers are evaluated for business performance only
During business evaluation, the Facility’s sourcing/buyer (or production) staff inquires about labor standards issues at potential manufacturers
1. Procedures to evaluate new manufacture performance regarding Monitory procedures including audit records before and after placing
labor standards and workplace conditions are in place. records and other result to evaluate new manufactures performance
2. The result of evaluation can determine decision at new potential records.

HOW TO HIGG
manufactures.
3. The procedures must be reviewed by management annually.

Before placing a purchase order, sourcing/purchasing staff review social/labor performance information to make sure a potential
manufacturer/subcontractor meets at least a minimum level of labor standards requirements
1. There is written system in place to ensure potential Procedures and result to evaluate new manufactures performance records.
manufacturer/subcontractor meets at least a minimum level of
labor standards requirements before placing purchase orders.

Facility assesses manufacturers labor standards performance after placing a purchase order
1. Written policies and procedures to ensure labor standards Procedures and result to evaluate new manufactures performance records.
performance after placing a purchase orders. Assessment schedule frame report.
2. Regulate schedule to assess manufactures after placing purchase
order are available. Assessment results are recorded and
maintained well.


HOW TO HIGG
Facility assesses manufacturers labor standards performance only if the client request it
In planning and placing purchase orders, Facility sourcing/buyer/purchasing staff work with manufacturers to take into consideration the
following factors’ so that they do not interfere with a manufacturers’/subcontractors’ ability to meet labor standards and working conditions
requirements. Please select all that apply:
SUB-QUESTION LEVEL2
- Lead time
- On Time Delivery (OTD)
- Order volume versus production capacity
- Product development timeline
- Change authorizations
- Pricing
- Order size fluctuation
- Raw Material / Component sourcing
- Product design for improved manufacturing
- Consistency of orders season to season
- Sampling and Testing
Recommended content
1. Written documentation like M.O. U to ensure that none of the

factors mentions in the sub questions are confliction with labor
standards performance are followed after placing a purchase
order.
2. Assessment results are recorded and maintained.

Facility has established a process to track purchase order placement to manufacturers.

HOW TO HIGG
SUB-QUESTION LEVEL2
The process ensures that purchase orders are not placed with manufacturers that do not meet the Facility’s basic
requirements for labor standards and workplace conditions
1. Written procedures to track purchase order placement to Written procedures.

manufactures and ensuring that orders are not placed to facilities
not meeting basic requirements for labor standards.
Facility staff that work with manufacturers and who are making decisions regarding purchase orders with manufacturers are aware of the
following (please select all that apply):
SUB-QUESTION LEVEL2
- Facility’s requirements for manufacturers to adhere to labor standards and workplace conditions
- Facility’s requirements for how to track manufacturers social performance
1. Routines and training for staff to ensure manufacturing units Documented routines
follows labor standards

Facility has established a formal process for direct manufacturers to provide feedback on Facility’s purchasing practices

HOW TO HIGG
1. Written systems are available to ask manufactures to provide Written procedures.

feedback on Facility’s purchasing practices.
Facility assesses manufacturers labor standards performance after placing a purchase order
1. Facility has a system to assess manufactures labor standard. Documented audit routines and audit results.

Facility purchasing staff have long-term relationships with some direct manufacturers
1. Purchasing staff has good enough experience with direct Purchasing staff application record and direct manufactures agreement
manufactures. records
2. Definition of long term is at least 1 year, 2 seasons.

HOW TO HIGG
See Local guidelines SL-F-2.3

HOW TO HIGG
SL-F-2.4 MONITORING OF LABOR STANDARDS

SL-F-2.4 Which of the following best describes how the Facility monitors manufacturers regarding labor standards and working
conditions? Please select all that apply
 KEY DEFINITION:
 Manufacturers are the same as subcontracted units.
 Labor standards and working conditions, including social and environment compliance, working hours, salaries, health and safety etc

 The facility should also ensure good compliance in there subcontracted units.
The Facility conducts no formal monitoring of manufacturers for labor performance
The Facility has a procedure and practice for monitoring manufacturers for labor performance
1. The facility has routines to monitoring their manufacturers Auditing of subcontracting units, auditing routines and audit results records.
The Facility's procedure and practice for monitoring manufacturers for labor performance has been benchmarked against industry leading best
practice models
HOW TO HIGG
1. The facility has have knowledge about other monitoring practices Routine for benchmarking
in the industry and compared it with own routines.
Facility collects manufacturers self-assessments related to labor standards and working conditions at least annually for the following. Please
SUB-QUESTION LEVEL2
- TIER 1:
TIER 2:
- Some Tier 2 manufacturers (mills, dye houses and washing facilities, sundry manufacturers, tanneries, embroiderers,
screen printers, etc.) OR
TIER 3:
1. Documentation about self-assessment Self-assessment records


HOW TO HIGG
Facility uses risk assessment to prioritize labor audits of the following. Please select all that apply
SUB-QUESTION LEVEL2
- TIER 1:
TIER 2:
- Some Tier 2 manufacturers (mills, dye houses and washing facilities, sundry manufacturers, tanneries, embroiderers,
screen printers, etc.) OR
TIER 3:
1. Risk assessment routines for auditing manufacturing units Risk assessment records, for example labor risk etc
See Glossary Risk

Facility staff are trained to audit for labor standards and working conditions
1. Staff in trained in compliance auditing. Training records, compliance manager from the facility has trained staff in
sub-contracted unit.

HOW TO HIGG
Manufacturers social/labor audit reports are generated as follows:
SUB-QUESTION LEVEL2
- At least annually
- Independent third party performs the audit
- Other customers of the manufacturer perform the audit. Facility receives a copy of the audit report
1. Compliance reports for manufacturing. Documented reports, regularly at least annually, can be BV, Intertex, ITS
compliance reports. Other brands compliance reports.
Facility uses a traceability system to map product to source
1. The facility traces the material of the production. This is quite "Traceability" could be to a specific cotton farm
complicated and usually done by certified experts.
See Glossary Tracebility

Facility has a formal rating system, that includes labor performance, for all direct manufacturers
1. Scoring system for compliance performance of the manufacturers. A "rating system" for direct manufacturers as an example, could be based
on audit reports, assessments and other independently verified information
Can be color or scoring system.

HOW TO HIGG
See GlossaryDirect manufacturer

See GlossaryRating system
Direct manufacturers are required to share with their workers a grievance hotline that allows for anonymous complaints to be reported
directly to the Facility
SUB-QUESTION LEVEL2
When complaints are received, please describe what is done with them.
1. Facility has set up a grievance hotline for the workers in the sub- Grievance policy and routine with documented suggestions/grievances
contracted unit.
Where, "direct manufacturer" is a Facility/manufacturer that
provides the semi-finished goods/component that go into
production of the finished product
See Glossary Direct manufacturer

Reference
Examples of best practice models: Social Accountability International SAI Footprint (http://www.sa-intl.org/)Social Fingerprint; GSCP Global Social
Compliance Programme (http://www.gscpnet.com/) Equivalency Process; FLA Accreditation Process (Fair Labor Association. http://www.fairlabor.org/);
Ethical Trading Initiative Code (http://www.ethicaltrade.org/); Fair Wear Standard (http://www.fairwear.org/); Fair Trade Organizations (Flo-Cert, Fair
Trade USA)

HOW TO HIGG

HOW TO HIGG
SL-F-2.5 REGULAR INFORMATION OF MANUFACTURER PROGRESS

SL-F-2.5 Which of the following describes how the Facility stays informed of manufacturer progress with respect to
improvements to labor standards performance and working conditions?
 KEY DEFINITION:
See Glossary Labor standards

 The facility should promote continual improvement in the supply chain.
- Ongoing interactions with manufacturers are focused on business issues, not labor standards or working conditions

Facility has a corrective action process with manufacturers for improving labor standards and working conditions. The corrective action
process involves the following
SUB-QUESTION LEVEL2
- Timelines
- Encourages two-way proactive communication
- Scheduled review meetings
- Task owners (for Facility and manufacturer
- Root cause analysis
- Sharing of best practices
- Sign-off process once specific problems have been addressed/closed

HOW TO HIGG
- Capacity building at the manufacturer
1. Facility have set up a process to improve the labor standards for Corrective action plan for manufacturers, with timelines, responsible
manufacturer persons, etc
See GlossaryOngoing
Facility does not have specific requirements for corrective action plans
Facility works with manufacturers on annual improvement plans.
SUB-QUESTION LEVEL2
- Manufacturer provides the Facility with their improvement plan
- Facility allocates resources to help manufacturer implement the annual improvement plans (as necessary)
1. Facility actively works with manufacturing to help them to set up Facility allocated training/advisor to sub-contractor or other resources.
an annual improvement plan.

HOW TO HIGG
SL-F-2.6 ENCOURAGE CONTINUALLY IMPROVEMENT

SL-F-2.6 Which of the following best describes how Facility manufacturers are encouraged to continually improve labor
standards performance and workplace conditions?
 KEY DEFINITION:



The facility should promote continual improvement in the supply chain.
Manufacturers are encouraged to continually improve their labor standards performance and workplace conditions through meetings and
with other communications from Facility management.
1. Communication channels to subcontracted manufacturers about Meeting records

compliance.

HOW TO HIGG
Facility includes labor standards performance and workplace conditions ratings in all formal business review meetings with manufacturers
1. Compliance as a part of business review of manufacturers. Meeting records

Targets/goals have been established for manufacturers to improve labor standards performance rating levels over time
1. Goal for improvement in compliance standards for the Documented routine and records for target/goals.
manufacturing.

Facility has a formal manufacturer recognition program for labor standards performance that includes financial incentives for the highest
scoring manufacturers
1. System that rewards the high compliance standards of Documented routine and records for rewarding high compliance performing
manufacturers manufacturers. For example good performance manufacturer are
guaranteed more or stable long term orders.

HOW TO HIGG
Manufacturers that achieve high levels of labor standards performance are given preference for purchase orders
1. System that gives order priority for high compliance standards of Documented routine and records for rewarding high compliance performing
manufacturers manufacturers. For example good performance manufacturer are given
priority during order placement
The job descriptions and performance reviews of Facility sourcing / buyer staff includes accountability for manufacturers labor standards and
workplace conditions
1. Job description for staff working with sourcing includes Name and training records.
responsibilities for manufactures compliance standards.

Facility aims to maintain long-term relationships with socially compliant manufacturers, as appropriate to meet business needs
1. Routines to keep long term relationships with manufacturers with Example of manufacture that has been kept long term based on high
high compliance standards. compliance standards.
2. Definition of long term is at least 1 year, 2 seasons.

HOW TO HIGG
Training records, documented routines

HOW TO HIGG
1.3 SECTION 3: EXTERNAL ENGAGEMENT, COMMUNITY IMPACT, TRANSPARENCY AND PUBLIC DISCLOSURE
SL-F-3.1 EXTERNAL ENGAGEMENT

SL-F-3.1.1 What best describes the level of sharing and partnership the Facility has with external organizations or other
facilities?

 The facility should collaborate with external organizations.
Audits done or required by brands or third party are not considered external engagement as this is not a proactive external engagement.
Facility collaborates with other facilities on the development of shared/joint training efforts
SUB-QUESTION LEVEL2
Please describe some of these training efforts
Training records; meeting minutes, Training log book, proper Facility has collaboration with other facilities (other Factory) on the
documented communication (contract/ agreement) prior training etc. development of shared/ join training (fire safety training, first aid training
etc.) efforts.

HOW TO HIGG
Facility participates in multi-stakeholder or industry forums to develop a full understanding of the risks and challenges in the value chain
QUESTION LEVEL2
Please describe the forums the Facility is participating in, and in what capacity (passive v. active, voting, chair, etc.)
1. Documents mentioning the forum/ stakeholder name on Facility participated in multi-stakeholder or industry forums (FLA
Participation in multi-stakeholder or industry forums to develop a participation member, Better work, Better Factories, BSCI, SAC, ACCORD
full understanding of the risks and challenges in the value chain etc.) to develop a full understanding of the risks and challenges in the value
chain.
and with what capacity (Vote, chair, member etc.)
Examples can be seminars about social compliance, health&safety etc
If yes describe the joined forum that facility has participated in and in what
capacity (Vote, chair, member etc.)
See GlossaryMulti stakeholder

See GlossaryRisk
Facility engages with key locally impacted stakeholders to improve working conditions in the value chain. Examples: local Non-Governmental
Organizations/civil society.
QUESTION LEVEL2
Please describe. Provide stakeholder names, nature and frequency of the dialogue

HOW TO HIGG
1. Documented engagement with specification of the stakeholders Facility is engaged with key locally impacted stakeholders (non-government
Organization/ civil society, apex organization body) to improve working
conditions in the value chain.
Examples, working together with local academic organizations, universities

for training etc. Can be risk assessment on safe manufacturing
standardization etc
See Glossary Local stakeholders
Facility engages with key regional / international stakeholders to improve working conditions in the value chain. Examples: Governments,
International Non-Governmental organizations, investors.
QUESTION LEVEL2
Please describe. Provide stakeholder names, nature and frequency of the dialogue
1. Documented engagement with key regional/ international Facility engaged with key regional/ international stakeholders (NGOs, TU,
stakeholders specifying the stakeholders; meeting minutes Development organizations, Got Org., brands etc.) to improve working
conditions in the value chain.
Examples cooperation with global NGOs, provincial health department etc
ee Glossary Regional stakeholders

Facility engages (either directly or via industrial trade association or tripartite initiatives) with local & district level Trade Unions to proactively
address issues of concern to the industry. Please select all that apply
QUESTION LEVEL2
- Facility actively participates in the initiative
- Facility actively leads the initiative

HOW TO HIGG
- Facility has been actively engaged with the iniative within the past 3 years
- Please describe the nature of the engagement(s) and key focus issue(s)/area(s)
1. Documented engagement with trade unions; meeting minutes etc. Facility has engagement (either directly or via industrial trade association or
tripartite initiatives) with local & district level Trade Unions to proactively
address issues (like unrest etc.) of concern to the industry.
Reference
Facility espouses the tripartite mechanism by engaging with the appropriate level industry associations and leads/works with the industry in various
dialogues with the government and trade unions in a fair and legal manner on various employment issues.
Examples of multi-stakeholder or industry forums include becoming an FLA participating member, join FLA working groups (Fair Labor Association.
http://www.fairlabor.org/), Better Work/Better Factories (http://www.ilo.org/global/programmes-and-projects/WCMS_084616/lang--en/index.htm),
BSCI (Business Social Compliance Initiative. http://www.bsci-intl.org/), SAC working groups (http://www.apparelcoalition.org/), Bangladesh fire and work
safety initiatives (The Accord, or The Alliance), and etc.
Examples of key locally impacted stakeholders may include local Non-Governmental Organizations/civil society.
Examples of key regional/international stakeholders may include Governments, international Non-Governmental Organizations, Investors.

HOW TO HIGG
SL-F-3.2 COMMUNITY IMPACT

SL-F-3.2.1 What best describes the Facility’s involvement in the local community where the Facility is located?
 KEY DEFINITION:
 "Innovative community projects" may include but are not limited to: access to bank accounts, micro-credit, financial services, education

 The facility should involve in local communities.
Facility sets specific goals/targets for improvement on social issues in local communities and tracks progress against those goals/targets.
1. Tracking chart/activity chart for the specific goals/targets set for Responsible team will be tracking the set specific goals/targets for
the local communities on improvement on social issues and the improvement on social issues in local communities such as road
monitoring of the overall activities on the progress of the construction, construction of schools, tree planting, visiting elders, clean
water for people living close to the factory, etc.
goals/targets are available by keeping meeting minutes, log book,
and etc.

HOW TO HIGG
Facility has sponsored (paid for and/or organized) a community service event within the last 12 months.
1. Records of sponsoring community service event such as money Facility sponsored (paid for and/or organized) a community service event
receipt, log book, activity charts, and etc. every year such as hospital, sports club, schools, tuition/subsides for poor
2. Event could be connected to public holiday and other festivities. students, clothes donation, coupons etc.
Facility makes regular donations to charitable (non-profit/non-governmental) organizations or projects. Please Provide details
1. Facility is donating on regular basis to charitable (non-profit/non- Facility management involvement in donations to charitable (non-
governmental) organizations or projects by conducting meeting profit/non-governmental) organizations or projects such as school, hospital
with them with records, keep invoices or money receipts. etc.
One time disaster collection of money from workers are not considered
regular donation. Donation of products from the facility to the people living
in the community.
Workers are encouraged to voluntarily engage in community service.
1. Facility welcomes any workers who want to engage in any Facility can take initiative to encourage the workers to participate in
community service and also encourages them through notice, community service activities such as cleaning, voluntary activities in
WPC meeting or any other ways. hospital, tree plantation, picnic, cultural or sports program, voluntary union
activities etc.

HOW TO HIGG
Workers are permitted certain hours to voluntarily engage in community service during working hours and are not penalized for the hours
served.
1. Facility encourages the workers to be involved in community Facility can take initiative to encourage the workers to voluntarily engage in
services without any kind of deductions and keeping records in community service during working hours such as committee meeting on
their time card, salary sheet, meeting minutes, notices, and etc. picnic arrangement, inter sports/ cultural activity, etc.

Facility has implemented innovative community projects that improve the social well being of workers and their families.
1. Facility is keeping the meeting minutes, plan and records of their Facility can initiate community projects that improve the social standards of
modernized projects for their workers living improvements. workers and their families like educational scholarship to workers children,
free health checkup for workers family, mosque for the workers or workers
family etc.
See Glossary Innovative community projects

Facility sourcing practices encourage sourcing from Small and Medium Enterprises and manufacturers that are owned by underrepresented
minorities/protected groups.

HOW TO HIGG
1. Keeping the records, invoices of materials sourced from the Facility ensure the sourcing practices to source from Small and Medium
specific group. Enterprises and manufacturers that are owned by underrepresented
minorities/protected groups such as handicrafts.
Facility workers and local civil society groups engage in identifying, implementing and evaluating community investment initiatives.
1. Meeting with records, keeping log book, activities list, and etc. Facility keeps information from workers and local civil society group to help
to identifying, implementing and evaluating community investment
initiatives step by step such as co-operatives, microcredits, etc.
Facility has a strategy/policy for community investment that includes assessment of root causes of social issues in community related to its
workforce.
1. Documented strategy/policy, documented root cause assessment Facility has a strategy/policy for community investment such as
of social issues in community. improvements of sanitary system, ensuring the fresh drinking water, etc.
Facility is involved directly or through partnerships in efforts on the ground that address root causes of social issues in the local community.

HOW TO HIGG
1. Proof of involvement and monitoring of the activities with proper Facility has involvement directly or through partnerships (local and
documents such as meeting minutes, log book and records, and international NGO's/Stakeholders) in efforts on the ground that address
etc. root causes of social issues (child education, maternal health, HIV/other
diseases) in the local community.
Facility’s charitable programs are based on a needs analysis to address the critical needs in the community.
1. Need analysis report and record related with charitable program Facility has follow up the arranging of charitable programs and the analysis
that indicate proper documentation, meeting minutes, log book, systems as per community requirements like hospital, basic educations, and
and etc. etc.

HOW TO HIGG
SL-F-3.3 TRANSPARENCY AND DISCLOSURE

SL-F-3.3.1 What best describes the public sharing of Facility social/labor performance data by the Facility?

 The factory should actively share compliance data outside the factory.
All information on the social performance of the Facility is highly sensitive and proprietary (cannot be shared publicly)
Facility provides overview information about the Facility's' social performance, but without any data / details, on an ad hoc basis
1. The facility provides social/labor performance outside of the The facility is externally providing overall information/ certification like
facility WRAP, ISO, Fair living wage, etc.
2. Information published inside the factory is not considered public.
External channels can be their webpage or notice board outside the facility
Facility publishes (at least every 2 years) reports on progress towards social compliance goals and objectives set by the Facility
1. Progress report with goals and objectives, CAP. Facility published progress reports on social compliance goals and
objectives, like fair living wage, water data, energy data, ACCORD, ALLIANCE
data etc.)

HOW TO HIGG
Facility participates in audit and data sharing programs
1. Proof of audit and data sharing, etc. Facility participated in audit (3rd party/ 1st party) and data sharing
programs (HiGG Index Web tool / Sedex, FFC, BSCI etc.)
ECR share all water data/ CR / HR sharing wage /OT/ leave data, ACCORD,)
SEDEX, BSR Mills & Sundries Program (http://www.bsci-intl.org/) etc.
This includes audits done or required by brands and government audits.
See Glossary Data sharing

- Facility publicly discloses the following information. Please select all that apply:
QUESTION LEVEL2
- Engagement with NGOs and other external stakeholders
- Social/labor policies and procedures.
- Social compliance goals and objectives that cover all areas addressed in the Higg Index.
- Results of social compliance monitoring .
- Issues identified, actions taken, and results achieved in response to results of social compliance monitoring.
- Direct supplier list.
- Indirect supplier list.
1. Documentation about public disclosure. Recent documentation about disclose

2. The information need to be made public like published on the
website etc.

HOW TO HIGG
Facility/company/group report externally on progress against social compliance goals and objectives per Global Reporting Initiative (GRI)
requirements. https//www.globalreporting.org/Pages/default.aspx
1. Progress report as per GRI requirement. Progress against social compliance goals and objectives as per Global
Reporting Initiative (GRI) requirements to Brands, Third parties, Stake
holders.
Reporting formats are regularly reviewed by stakeholders to ensure that they meet the information needs of various stakeholder groups.
1. Proof of review by stakeholders. Third parties/ stake holders are given responsibility to follow up the report
CAPs either announced/ unannounced way.
Facility social/labor public disclosure is validated by a third party
1. Third party validation report of the public disclosure to ensure the External third party report.
information disclosed is correct.
Facility provides external stakeholders visibility into how compliance results are incorporated into business decision making and purchasing
practices
HOW TO HIGG
1. Disclosure of how the facility will include compliance in business The facility, when taking business decision about the manufacturer, will
decision. consider compliance results. For example high compliance performing
manufacturers will receive priority or bigger order in the next season.

HOW TO HIGG FAQ
VII. FAQ
The FAQ section here provides answers to questions frequently asked by facilities during their completion
of the Social Facility Module. The questions and answers below are supplementary to those provided by
the SAC on the website (http://www.apparelcoalition.org/index-faqs/).
A. OVERALL PROCESS
Q. I am not sure whether I should answer Yes or No to a question. What do I do?
When in doubt about whether or not you should be answering ‘Yes’ or ‘No’, it is typically best practice to
take a more conservative approach and answer ‘NO.’ However, since it is a self-assessment, you are to
use your best judgment in responding to the questions. We want you to be as truthful and accurate in
your responses, as the purpose of using the Higg Index is to better understand your level of performance
and to help you identify areas to improve. Go through the Section by Section Guide and look through the
definitions and requirements to rule out any possible misinterpretations.
Q. How often do I need to re-assess a site using the Higg Index?
When using The Higg Index 2.0, all organizations are faced with complexities associated with the
seasonality of their products and operations. It is up to each organization to determine how often the tool
is used, according to a self-defined “acceptable” variance / relativity / complexity.
However, it is recommended that organizations should use The Higg Index 2.0 consistently in order to
evaluate, track, and monitor improvement opportunities. (SAC)
Q. Who should be answering the self-assessment questionnaire on behalf of each site?
Ideally, a project-lead directly involved in planning or implementation of social management of the site
should be tasked with overseeing the completion of the self-assessment, engaging the participation of:
• Staff with key subject matter knowledge, e.g. plant manager, Human resource manager, Personnel,
Training manager etc
• Staff who has access to or who has knowledge about relevant supporting documents and data
Q. If we have met the required conditions to claim yes to a question, but we cannot provide historical
records of such structures, should we still respond with ‘Yes’?
It is best practice to document all sustainability measures carried out. If your site does not have
documentary records directly fitting the question requirements, you must be able to demonstrate the
processes and activities carried out (e.g. through the job accountabilities or certain members of staff,
internal communications, and etc.) that supports your claim.

HOW TO HIGG GLOSSARY
VIII. GLOSSARY
The glossary of terms provided here is compiled from the SAC, GSCP and other recognized international
standards.
Please note that, where there may be duplications of the terms listed here and in the Section by Section
Guide, the definitions in the body of text of the Section by Section Guide prevail as they are the most
complete and explained in context of each question.
To return to the last position in the document please click Alt+Left.
Terms Description of terms
"All workers" includes probational workers and contract workers also

All worker
"All workers" Includes homeworkers and foreign workers, if employed by the Facility
Base wage and wage "Base wage and wage calculation" Includes piece rate calculation where applicable
calculation
 There are many types of bonuses, common examples are:

o Attendance bonus for workers that have not missed any work within a
certain period of time;
o Seniority bonus for workers who have been with the facility for a certain
Bonus period of time as a means to reward and promote loyalty;
o Bonus related to individual or group of workers for rewarding good
performance;
Bonus related to factory performance. E.g. the Factory shares a % of its profit and
distribute among workers.
Data sharing Examples of data sharing programs include the Higg Index Web Tool, FFC, SEDEX, BSR
programs Mills & Sundries Program (http://www.bsci-intl.org/)
ILO Article 8, paragraph 1, of the Convention provides that deductions from wages may
be effected only under conditions and to the extent prescribed by laws, regulations,
collective agreements or arbitration awards.
Deductions are permitted for various reasons, such as the payment of income tax or
social security contributions, the settlement of trade union dues or the reimbursement
Deduction of pay advances and loan.
"All deductions" also applies when wages are paid by intermediaries.
Wage deductions for legally required purposes may include (for example) a provident
fund where the Facility needs to deposit funds in the bank by 30 days
(http://www.ethicaltrade.org/)
Direct employment "Direct employment" means the workers do not go through an agency
For example, facility may have a formal contracting process as part of the recruitment

and hiring process, provide written terms and conditions, and etc. If using a labor
provider, there needs to be clearly defined terms and conditions pertaining to worker
protection.
A "diversity and equality program" refers to any activities that the Facility undertakes to
change cultural norms of discrimination and promote equality. This a best practice and
something to aspire towards - and it can look and be different, customized to the
situation of the factory. It would encompass anything that aims at changing entrenched
Diversity and equality
discrimination norms. Depending on location, discrimination is entrenched in cultural
program
norms in different ways - it could be with respect to different religions, age, gender,
pregnancy, and etc. A best practice example would be to have activities that expose
workers and management to a better understanding of these different groups, or, for
example, where migrant workers educate local workers to their culture.
"Direct manufacturer" is a Facility/manufacturer that provides the goods that go into

Direct manufacturer
production of the finished goods product
Unfair treatment regarding salary, position, benefits etc. based on gender, age, religion,
Discrimination nationality etc.
"Excessive overtime" is beyond 12 hours over regular working hours that is not to
Excessive overtime
exceed legal limits, or 48 hours, whichever is lower.
Extraordinary "Extraordinary circumstance" could be something that cannot be anticipated / planned

circumstance for. Examples: machinery breakdown, strike, natural disasters, and etc. Unforeseen
orders and lack of capacity planning is not an extraordinary circumstance
"Facility operational information" Includes worker conduct, Facility values and culture,
Facility security practices
Facility operational
information New hire workers must be introduced all facility operational information. All the
implemented systems including worker conduct, facility value & culture, and facility
security practices should be socialized to new hire workers. How their report the
violation must be clearly addressed.
"Floor marketplace" means there is a market place happening in the ground floor. Retail
Floor marketplace
stores, food shops, non-industrial commercial retail / services and etc.
"Forced labor" is bonded, indentured, trafficked or prison labor even if permitted by

law. This is regardless of the local law. Note: All work or service that a person has not
offered to do voluntarily and is made to do under the threat of punishment or
retaliation, or is demanded as a means of repayment of debt. Some examples of forced
labor include:
a) Sumangali scheme,
b) Worker indebtedness due to excessive recruitment fees and other charges,
Forced labor
c) Withholding wages until the end of the contract period
d) Withholding wages until return from a holiday
d) Not being paid on time
e) Forced savings
f) Inability to leave employment upon giving reasonable
notice with no financial penalty
g) Demand deposits for tools used during work
Harassment Any improper and unwelcome conduct that might reasonably be expected or be
perceived to cause offence or humiliation to another. Harassment includes - but is not
limited to - words, gestures or actions which tend to annoy, alarm, abuse, demean,

intimidate, belittle or cause personal humiliation or embarrassment to another; or that

cause an intimidating, hostile or offensive work environment. It includes harassment
based on any grounds such as race, religion, colour, creed, ethnic origin, physical
attributes, gender or sexual orientation. It can include a one-off incident or a series of
incidents. Harassment may be deliberate, unsolicited and coercive.
Innovative "Innovative community projects" may include but are not limited to: access to bank
community projects accounts, micro-credit, financial services, education, and etc.
"Labor standards" may also be called another name, for example - Code of Conduct,
code of compliance, terms of engagement etc.
Labor standards
Labor standards and working conditions, including social and environment compliance,
working hours, salaries, health and safety and etc.
Examples of key locally impacted stakeholders may include local Non-Governmental

Local stakeholders
Organizations/civil society. Local schools, universities etc
Mapping "Mapping" means the Company maintains an ongoing list of value chain partners.
Minority and protected groups" is any group of individuals that does not represent the
majority/norm of the locality. Women, the elderly, pregnant women and the disabled
Minority and are all "protected" classes, whether by local law or not, industry standards categorize
protected groups them as such. Migrant workers are most certainly a minority. It could also be due to
religious or political affiliation. A best practice would be for the Facility to partner with
local NGO's or Brands to assess local concerns of minority/protected groups.
Examples of multi-stakeholder or industry forums include becoming an FLA participating

member, join FLA working groups (Fair Labor Association. http://www.fairlabor.org/),
Better Work/Better Factories (http://www.ilo.org/global/programmes-and-
Multi-stakeholder or
projects/WCMS_084616/lang--en/index.htm), BSCI (Business Social Compliance
industry forums
Initiative. http://www.bsci-intl.org/), SAC working groups
(http://www.apparelcoalition.org/), Bangladesh fire and work safety initiatives (The
Accord, or The Alliance), and etc.
Ongoing is updating of training/policy/routine/document etc when any changes of legal

Ongoing
requirements/facility strategy etc , The factory should conduct/updated this at least
once a year.
On-site education
"On-site education opportunities" examples may include - computer classes; English
opportunities
and/or other languages
"Open-ended contract" also known as a "permanent contract", is an employment
Open-ended contract
contract between an employer and an employee that has no fixed term
Partners in the value

"Partners in the value chain" are manufacturers, subcontractors and their facilities
chain
Prison labor is a form of unfree labor. It is the forced labor done by the convicts in a
Prison labor prison. The forced labor of convicts has been regarded with lack of sympathy, because
the people involved are regarded as common criminals
"Qualified electricians" means the proper training and/or certifications as required by

Qualified electricians
local regulations

A "rating system" for direct manufacturers as an example, could be based on audit

Rating system
reports, assessments and other independently verified information
Examples of key regional/international stakeholders may include Governments,

Regional/internation
international Non-Governmental Organizations, Investors. Can be global NGOs, Province
al stakeholders
health department etc
"Risk" should include geographical area, employment site function, product/service

category, type of purchase, employment patterns (migrant, casual workers, and etc.),
Risk
level and nature of any subcontracting, level of supplier commitment and/or previous
audit results.
Senior Management Senior Management is all/any senior management (not just HR)
Short term contracts "Short term contracts" are not permanent contracts
Time off including all sorts of leaves, legal required leaves as well as other additional
Time off leaves. Related to time off is day off and week off. Time off is nonspecific time and Day
off is refers to one day and week of refers to one week.
How to trace the material for the product. "Traceability" could be to a specific cotton
Traceability
farm
Tuition Money that is paid to a school for the right to study there
Worker-endorsed
unions "Worker-endorsed unions" could be trade unions that have worker endorsement
"Worker Involvement and Communication" includes freedom of association and

Worker Involvement collective bargaining
and Communication
Factory should develop dialog system between two parties (Management & workers).
Policies and procedures of dialog system should be introduced to new hire workers.
"Worker compensation" includes base wage, overtime incentives, piece rate work,
benefits and bonuses
Worker
Worker compensation must cover wages, overtime premium (weekday, weekend,
compensation
Sunday and holiday), Benefit (Social security scheme, health care insurance, leaves,
maternity and other bonus), skill allowance and other allowance. Policy and procedures
of worker compensations are in place.
"Worker development and opportunities" includes training/development
Examples of training to foreign workers before leaving their home country may include:
introduction on the country to which they are going, the climate, working times, food,
Worker development where they will be living, the cost of living, recreation activities, ways to keep in touch
and opportunities with their family, security, health care, and etc.
The system of worker development opportunities (includes training/development) must

be in place and introduced to new hire workers. Persons in charge of training and
development are responsible to implement and evaluate this system. Regular training
and schedule are documented well.

HOW TO HIGG USEFUL RESOURCES
IX. USEFUL RESOURCES
By and about the SAC Higg Index:
Overview of the Higg Index

http://www.apparelcoalition.org/higgoverview/
FAQs about the Higg Index

http://www.apparelcoalition.org/index-faqs/
GSCP Environmental Implementation Guidelines

http://www.gscpnet.com/working-plan/environmental-module.html
Social compliance Force labor
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm) Fundamental

Principles and Rights at Work, UN Guiding Principles on Human Rights, Social Accountability
International SAI Footprint (http://www.sa-intl.org/) Social Fingerprint; Ethical Trading Initiative Code
(http://www.ethicaltrade.org/) 1.1;
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code
FLA Compliance Benchmark (Fair Labor Association. http://www.fairlabor.org/);
California Transparency in Supply Chains Act (SB657)
Social Accountability International SAI Footprint (http://www.sa-intl.org/) Social Fingerprint.
Recruitment
Fair Labor Association. http://www.fairlabor.org/),
Ethical Trading Initiative Code (http://www.ethicaltrade.org/)
Verite Fair Hiring Toolkit (www.verite.org/helpwanted) An Ethical Framework for Cross-border Labor
Recruitment (Verite-Manpower)
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code Chapter,
Social Accountability International SAI Footprint (http://www.sa-intl.org/) Social Fingerprint, FLA
Compliance Benchmark (Fair Labor
Juvenile workers
Fundamental international labor standards as defined by the International Labor Organization (ILO
http://www.ilo.org/global/lang--en/index.htm) Declaration on Fundamental Principles and Rights at Work
and its Follow-up:
C87, Freedom of Association and Protection of the Right to Organise Convention, 1948;
C98, Right to Organise and Collective Bargaining Convention, 1949;

C29, Forced Labor Convention, 1930;

C100, Equal Remuneration Convention, 1951;
C105, Abolition of Forced Labor Convention, 1957;
C111, Discrimination (Employment and Occupation) Convention, 1958;
C138, Minimum Age Convention, 1973;
C182, Worst Forms of Child Labor Convention, 1999
The International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm) call for Decent

Work; C1, Hours of Work (Industry) Convention, 1919;
C14 Weekly Rest (Industry) Convention, 1921;

C95, Protection of Wages Convention, 1949;
C131, Minimum Wage Fixing Convention, 1970;
C135, Workers' Representatives Convention, 1971;
C155, Occupational Safety and Health Convention, 1981;
C161, Occupational Health Services Convention, 1985; R85, Protection of Wages Recommendation, 1949;
R116, Reduction of Hours of Work Recommendation, 1962;
R135, Minimum Wage Fixing Recommendation, 1970;
R164, Occupational Safety and Health Recommendation, 1981;
R184, Home Work Recommendation, 1996;
R190, Worst Forms of Child Labor Convention Recommendation, 1999.,
GSCP Global Social Compliance Programme (http://www.gscpnet.com/)

Social Reference Code, ETI Ethical Trading Initiative (http://www.ethicaltrade.org/),
Social Accountability International SAI Footprint (http://www.sa-intl.org/) Social Fingerprint
Foreign workers
FLA Compliance Benchmark (Fair Labor Association. http://www.fairlabor.org/)
GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code 1.4
Wages
Social Reference Code; Ethical Trading Initiative Code (http://www.ethicaltrade.org/)
(5.1); FLA Benchmark (Fair Labor Association. http://www.fairlabor.org/);
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm) C95: Protection of

Wages Convention, 1949;
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm)C131:
Minimum Wages Fixing Convention, 1970; Termination of Employment Convention, 1982;
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm) R166 - Termination

of Employment Recommendation, 1982
Deductions

GSCP Global Social Compliance Programme (http://www.gscpnet.com/) Social Reference Code; FLA
Compliance Benchmarks (Fair Labor Association. http://www.fairlabor.org/); Ethical Trading Initiative
Code
Benefits
FLA Fair Wage Benchmarks (Fair Labor Association. http://www.fairlabor.org/)
Hours of work

Social Reference Code, Fair Labor Association Benchmarks (http://www.fairlabor.org/),
ETI Ethical Trading Initiative (http://www.ethicaltrade.org/),
Social Accountability International SAI Footprint (http://www.sa-intl.org/) Social Fingerprint
Workers involvement

Social Reference Code, ETI Ethical Trading Initiative (http://www.ethicaltrade.org/),
ILO, Social Accountability International SAI Footprint (http://www.sa-intl.org/) Social Fingerprint
Workers well being
For family planning and reproductive health: The HER project, for example http://herproject.org/
Health and Safety
FLA Foundational Competencies

http://www.fairlabor.org/sites/default/files/foundationalcompetencies.pdf
FLA Compliance Benchmark (Fair Labor Association. http://www.fairlabor.org/)
SA8000; OHSAS 18001; Electronic Industry Citizenship Coalition Code (http://www.eicc.info/)
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm)
H&S Management Sys Guidelines; ICC Building and Fire Codes
Country-specific employment protection legislation;
(http://www.ilo.org/dyn/eplex/termdisplay.search?p_lang=en&p_tab=6);
International Labor Organization (ILO http://www.ilo.org/global/lang--en/index.htm)
C158 - Termination of Employment Convention, 1982.
For example: Most countries have Employment Protection Legislation (EPL) that governs severance pay to
workers based on duration of employment and type/nature of dismissal.
Examples of best practice models:

Social Accountability International SAI Footprint (http://www.sa-intl.org/)
Social Fingerprint; GSCP Global Social Compliance Programme (http://www.gscpnet.com/)
Equivalency Process;
FLA Accreditation Process (Fair Labor Association. http://www.fairlabor.org/);
Ethical Trading Initiative Code (http://www.ethicaltrade.org/);

Fair Wear Standard (http://www.fairwear.org/);

Fair Trade Organizations (Flo-Cert, Fair Trade USA)
A "social and socio-economic Life Cycle Assessment (S-LCA)" is a social impact (and potential impact)
assessment technique that aims to assess the social and socio-economic aspects of products and their
potential positive and negative impacts along their full life cycle, including extraction and processing of
raw materials; manufacturing; distribution; use; re-use; maintenance; recycling; and final disposal. S-LCA
complements Environmental LCA with social and socio-economic aspects. It can either be applied on its
own or in combination with Environmental LCA. United Nations Environment Programme (UNEP
http://www.unep.org/) Guidelines for Social Lifecycle Assessment of Products.
MORE DETAILS: http://www.unep.fr/shared/publications/pdf/DTIx1164xPA-guidelines_sLCA.pdf
Value change mapping
Examples of external sources are SAI, FLA (Fair Labor Association. http://www.fairlabor.org/),
SPMS, UN Framework for Business and Human Rights; GRI, Child Rights and Business Principles, ISO26000
Value change mapping, self assessment
Examples of best practice models:
Social Accountability International SAI Footprint (http://www.sa-intl.org/)Social Fingerprint;

Equivalency Process;
FLA Accreditation Process (Fair Labor Association. http://www.fairlabor.org/);
Ethical Trading Initiative Code (http://www.ethicaltrade.org/);
Fair Wear Standard (http://www.fairwear.org/);
Fair Trade Organizations (Flo-Cert, Fair Trade USA)
Stakeholders
(Fair Labor Association. http://www.fairlabor.org/),

Better Work/Better Factories (http://www.ilo.org/global/programmes-and-projects/WCMS_084616/lang--
en/index.htm),
BSCI (Business Social Compliance Initiative. http://www.bsci-intl.org/),
SAC working groups (http://www.apparelcoalition.org/),
Bangladesh fire and work safety initiatives (The Accord, or The Alliance), and etc.
Data sharing programs
Examples of data sharing programs include the Higg Index Web Tool, FFC, SEDEX, BSR Mills & Sundries
Program (http://www.bsci-intl.org/)
X. ABBREVIATION LIST
AAFA American Apparel and Footwear Association
CAR Corrective action request
GRI Global Reporting Initiative
GSCP Global Social Compliance Program

ICRA International Registration of Certified Auditors

ISO International Organization for Standardization
MSDS Material safety data sheet
OIA Outdoor Industry Association
PCO Pollution control officer
PLUM Public Library of Materials
PSDS Production safety data sheet
REACH Registration, Evaluation, Authorization and Restriction of Chemicals
RSL Restricted substance list
SAC Sustainable Apparel Coalition
SAH Standard allowable hour
SDS Safety data sheet
SOP Standard operating procedure
SUBSPORT Substitution Support Portal
ZDHC Zero Discharge of Hazardous Chemicals

1.0A How To HIGG Social

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HOW TO HIGG April 2015

How to Higg Manual

FACILITY MODULE – SOCIAL:

II. ABOUT THIS GUIDE ....................................................................................................................... 1

III. HOW TO READ THIS GUIDE ........................................................................................................... 2

IV. HIGG: OVERVIEW FOR FACILITY MODULE ..................................................................................... 3

V. BEFORE YOU START ...................................................................................................................... 4

VI. SECTION BY SECTION GUIDE ....................................................................................................... 11

VII. FAQ ........................................................................................................................................ 165

VIII. GLOSSARY ............................................................................................................................. 166

IX. USEFUL RESOURCES ................................................................................................................. 170

X. ABBREVIATION LIST .................................................................................................................. 173

II. ABOUT THIS GUIDE

This guide is developed to help facilities:

 Complete an accurate self-assessment (“Module”) of their facility’s social performance

Limitations of this guide…

Who should read this …

III. HOW TO READ THIS GUIDE

Icon key list:

Definitions used in the question or in the requirements

Examples of expected conditions that need to be met for

The second level Higg Index question under each main

Points of concern where facilities have found to be

MINIMUM REQUIREMENT this is one of the minimum

Please suggest any practices, programs, technology, or

IV. HIGG: OVERVIEW FOR FACILITY MODULE

You can consider the Facility Module as:

1. A facility-level self-assessment tool that enables rapid learning through identification of

2. A starting point of engagement, education, and collaboration among stakeholders in advance of

About the HIGG Index Scoring System

V. BEFORE YOU START

Filling out the questionnaire and preparing list of reference

How long will it take?

B. STAFF ENGAGEMENT CHECKLIST

Recruitment, Workers Chemical

C. RECOMMENDED DOCUMENTS CHECKLIST

INFORMATION REQUIRED AND DOCUMENTS CHECKLIST

SECTION 1: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT

SL.F.1.1 RECRUITMENT AND HIRING

SL-F-1.3 HOURS OF WORK

SL-F-1.4 WORKER INVOLVEMENT AND COMMUNICATION

SL-F-1.5 WORKER TREATMENT AND DEVELOPMENT

SL-F-1.6 HEALTH AND SAFETY

SL-F-1.7 TERMINATION AND RETRENCHMENT

 Management document, Policy, Procedure, Organization, Implementation, Communication and feedback

SECTION 3: EXTERNAL ENGAGEMENT, COMMUNITY IMPACT, TRANSPARENCY AND PUBLIC DISCLOSURE

SL-F-3.1 EXTERNAL ENGAGEMENT AND COLLABORATION

SL-F-3.2 COMMUNITY IMPACT

SL-F-3.3TRANSPARENCY AND PUBLIC DISCLOSURE

VI. SECTION BY SECTION GUIDE

1.1 SECTION 1: FACILITY’S LABOR AND WORKPLACE PERFORMANCE MANAGEMENT

SL-F-1.1 RECRUITMENT AND HIRING

EXPLANATION/EXPECTATIONS FOR YES

Ongoing is updating of training/policy/routine/document etc

See GlossaryForced labor

See Glossary Force labor

Recommended content Example

See GlossaryForce labor

References for SL-F-1.1.1:

SL-F-1.1.2 What best describes the recruitment process at the Facility?

EXPLANATION/E XPECTATIONS FOR YES

1. "All workers" includes probation and contract workers.

See Glossary Base wage