Вы находитесь на странице: 1из 14



RESPONSIBLE ACCREDITED PRODUCTION (WRAP) I.INTRODUCTION Worldwide Responsible Accredited Production Responsible

Worldwide Responsible Accredited


Responsible Apparel Production, is a non- profit organization dedicated to promoting safe, lawful, humane and ethical manufacturing around the world through certification and education. The WRAP certification program mainly focuses on the apparel, footwear and sewn products sectors. Worldwide Responsible Accredited Production (WRAP) is an independent, objective, non-profit team of global social compliance experts dedicated to promoting safe, lawful, humane and ethical manufacturing around the world through certification and education. It is headquartered in Arlington, Virginia, USA with offices in Hong Kong and Bangladesh and representatives in India and Southeast Asia. WRAP was formed out of the desire to create an independent and objective body to help apparel and footwear factories around the world verify that they are operating in compliance with local laws and internationally-accepted standards of ethical workplace practices. American Apparel Manufacturers Association (now the American Apparel and Footwear Association) moved to coordinate an industry response to the issues like excessive working hours, unsafe conditions, and the denial of several legally-mandated benefits to workers. Today, WRAP has grown to become a global leader in social compliance and a trusted independent supply chain partner for dozens of companies around the world. Its comprehensive facility-based model has made it the world’s largest independent social compliance certification program for the apparel/footwear & sewn product sectors

(WRAP), formerly Worldwide


WRAP was formed out of the desire to create an independent and objective body to help apparel and footwear factories around the world verify that they are operating in compliance with local laws and internationally-accepted standards of ethical workplace practices. We trace our origins back to the mid-1990s when reports surfaced of sweatshop-like conditions in numerous apparel factories around the world, including excessive working hours, unsafe conditions, and the denial of several legally-mandated benefits to workers. Recognizing that such a scenario could jeopardize the apparel industry as a whole, the American Apparel Manufacturers Association


(now the American Apparel and Footwear Association) moved to coordinate an industry response to the issue. A task force was formed which received input from a variety of stakeholders including brands, suppliers, NGOs, academia, and government officials. Based on their findings, the task force recommended the creation of an independent third-party organization free of government or corporate influence that could identify and reduce the prevalence of sweatshop conditions in factories around the world. The first Board of Directors was named in 1999 and WRAP was officially incorporated in 2000.

Recognizing that the program’s credibility depends on ensuring objectivity, WRAP is specifically organized to be independent both financially and in terms of governance of the apparel industry. This starts with the make-up of its independent Board of Directors. Although the apparel industry is represented on the Board to provide insight and perspective, by charter the majority of the Board is comprised of individuals not affiliated with the industry. Further, structurally, WRAP is not set up as a membership organization (yet, despite receiving no income from dues, memberships or government grants, WRAP is financially sound, with its revenue being generated entirely through facility registration fees and training revenues).

Today, WRAP has grown to become a global leader in social compliance and a trusted independent supply chain partner for dozens of companies around the world. Its comprehensive facility-based model has made it the world’s largest independent social compliance certification program for the apparel/textile industry (according to a 2010 UNIDO Study, Making Private Standards Work For You, WRAP is the “standard most often cited” for social compliance certification in the textile sector). There are currently over 2,200 WRAP-certified facilities found throughout the world employing over 2 million workers.


Charles C. Masten Chairman Inspector General, U.S. Department of Labor (Retired)

James Oldham Vice Chairman St. Thomas More Professor of Law & Legal History, Georgetown University Law Center

Margaret Blair Treasurer Professor of Law, Vanderbilt University

Mark Jaeger Secretary Senior Vice President, General Counsel & Secretary, Jockey International, Inc.

Avedis H. Seferian, Esq. President & CEO


William S. Reese President & CEO, International Youth Foundation

Holly Wise Principal, Wise Solutions LLC

Jeff Streader Founder, Go Global Retail

Michael Gilson Chief Executive Officer, Cormac Advisory Services LLC

Francisco Fuentes Vice President-Risk Management, Tailored Brands, Inc.

Dr. Sudha K. Haley Vice President & Legislative Director, Maryland Federation, National Active & Retired Federal Employees (NARFE) Association


The WRAP Principles are based on generally accepted international workplace standards, local laws and workplace regulations, and include the spirit or language of relevant conventions of the International Labor Organization (ILO). The Principles encompass human resources management, health and safety, environmental practices, and legal compliance including import/export and customs compliance and security standards.

The WRAP Certification Program’s objective is to independently monitor and certify compliance with these standards, to ensure that sewn products are being produced under lawful, humane and ethical conditions. Participating facilities voluntarily commit to ensuring that their manufacturing practices will meet these standards, and further commit to passing along, on their part, the expectation that their contractors and suppliers likewise comply with these standards.

1. Compliance with Laws and Workplace Regulations

Facilities will comply with laws and regulations in all locations where they conduct business.

All facilities will comply with the legal requirements and standards of their industry under the local and national laws of the jurisdictions in which the facilities are doing business, along with any applicable international laws. This will cover all labor and employment laws of those jurisdictions, as well as laws governing the conduct of business in general, including rules and standards of ethics dealing with corruption and transparency, and any relevant environmental laws.


2. Prohibition of Forced Labor

Facilities will not use involuntary, forced or trafficked labor.

Facilities will maintain employment strictly on a voluntary basis. Facilities will not use any forced, prison, indentured, bonded or trafficked labor. This will include ensuring that any workers they hire will be under labor contracts that fully comply with all relevant legal requirements and do not impose any form of coercion (including imposing substantial fines or loss of residency papers by workers leaving employment or restricting a worker’s ability to voluntarily end his/her employment). In addition, when hiring workers through an employment broker or agency, facilities will ensure that the workers’ passports are not withheld, all written contracts are in the native language of the workers, and recruitment fees are not borne by the workers themselves.

3. Prohibition of Child Labor

Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.

Facilities will ensure they do not engage in any form of child labor, including, but not limited to, the internationally recognized worst forms of child labor. Facilities may not employ any person at an age younger than the law of the jurisdiction allows and in any case not below the age of 14, even if permitted by local law. In addition, facilities will adhere to local legal requirements regarding mandatory schooling. Further, if, where permitted by local law, a facility employs young workers (defined as workers whose age is between the minimum age of employment and 18 years), the facility will also comply with any applicable legal restrictions on the nature and volume of work performed by such young workers, as well as any other requirements imposed by law, including ensuring that such young workers do not perform any hazardous work (e.g., chemical handling or operating heavy machinery).

4. Prohibition of Harassment or Abuse

Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporal punishment in any form.

Facilities will ensure a workplace that is respectful of a worker’s rights and dignity. This includes ensuring that no corporal punishment or physical coercion be used. Facilities will not engage in or tolerate sexual harassment, indecent or threatening gestures, abusive tone or language or any other kind of undesired physical or verbal contact, such as bullying. In particular, facilities will ensure proper training at all levels - including management, supervisors and workers - to secure a workplace free of harassment or abuse.


5. Compensation and Benefits

Facilities will pay at least the minimum total compensation required by local law, including all mandated wages, allowances & benefits.

Facilities will ensure proper compensation for their employees for all the work done, by providing in a timely manner all the wages and benefits that are in compliance with the local and national laws of the jurisdiction in which they are located. This will include any premiums for overtime work or work done during holidays, as well as any other allowances or benefits, including any mandatory social insurance, required by local law.

6. Hours of Work

Hours worked each day, and days worked each week, should not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.

Facilities are required by local law to adhere to any limits set on regular working hours as well as any limits set on overtime work. Long term participation in the WRAP Certification Program is contingent upon meeting the limitations set by local law. WRAP recognizes that this can be a particularly challenging requirement, especially when taking into account local enforcement norms and customs. In light of this reality, WRAP will permit full compliance with local laws on working hours to be achieved incrementally, provided that a given facility meets the following conditions: is fully transparent about its working hours; ensures that those hours are all being worked voluntarily, in conditions that protect worker safety and health; compensates all employees in keeping with WRAP Principle 5; and shows improvement toward meeting the working hours requirements from one audit to the next.

7. Prohibition of Discrimination

Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.

Facilities will ensure that all terms and conditions of employment are based on an individual’s ability to do the job, and not on the basis of any personal characteristics or beliefs. Facilities will ensure that any employment decision - involving hiring, firing, assigning work, paying or promoting - is made without discriminating against the employees on the basis of race, color, national origin, gender, sexual orientation, religion, disability, or other similar factors (pregnancy, political opinion or affiliation, social status, etc.).

8. Health and Safety

Facilities will provide a safe and healthy work environment. Where residential housing is provided for workers, facilities will provide safe and healthy housing.

Facilities will provide a safe, clean, healthy and productive workplace for their employees. Facilities shall prioritize worker health and safety above all else, and proactively address any safety issues that could arise. This will include a wide variety of requirements, such as, ensuring,


among other things, the availability of clean drinking water (at no charge to workers), adequate medical resources, fire exits and safety equipment, well-lighted and comfortable workstations, clean restrooms. Further, facilities shall adequately train all their workers on how to perform their jobs safely

9. Freedom of Association and Collective Bargaining

Facilities will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.

Facilities will respect the freedom of each employee to choose for him- or her-self whether or not to join a workers’ association. Facilities cannot discriminate against workers based on whether or not they choose to associate. Both the facility and the workers shall ensure they conduct themselves in accordance with all relevant laws in this regard. Facilities will ensure an effective mechanism is in place to address any workplace grievances.

10. Environment

Facilities will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.

Facilities will ensure compliance with all applicable legally mandated environmental standards, and should demonstrate a commitment to protecting the environment by actively monitoring their environmental practices. In particular, facilities will ensure proper waste management, including monitoring the disposal of any waste material - whether solid, liquid or gaseous - to ensure such disposal is done safely and in a manner consistent with all relevant laws.

11. Customs Compliance

Facilities will comply with applicable customs laws, and in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of finished products.

Facilities will ensure that all merchandise is accurately marked or labeled in compliance with all applicable laws. In addition, facilities will keep records for all materials and orders, as well as maintain detailed production records.

12. Security

Facilities will maintain facility security procedures to guard against the introduction of non- manifested cargo into outbound shipments (i.e. drugs, explosives biohazards and or other contraband).

Facilities will ensure adequate controls are in place to safeguard against introduction of any non-manifested cargo. In this regard, WRAP recognizes the United States Customs and Border


Protection (CBP)’s C-TPAT Guidelines for Foreign Manufacturers as a best practice program, and has adopted those guidelines under this Principle.


Social compliance is no longer a secondary concern for apparel buyers and brands. They are serious about wanting to know that the facilities supplying them care about social responsibility. Through our Certification and Training programs, WRAP can help your facility convey to potential customers your commitment to responsible business practices.


Having a WRAP certification shows potential buyers that you are dedicated to ethical and responsible business standards. It demonstrates that you obey the laws of your country, treat your workers with dignity and respect, and are conscious of the impact your operation has on the environment. The WRAP certificate is a recognized symbol of high social and ethical standards.


Training is critical to every aspect of a factory's operation, and social compliance is no exception. WRAP's training program gives you practical ways to apply social compliance concepts to your factory's day-to-day operations and ensure compliance with WRAP's 12 Principles. WRAP is recognized as an accredited training organization by the International Register of Certificated Auditors (IRCA) and all of our courses are offered in a variety of languages and locations.

This course is the perfect way to get started with Social Systems auditing and implementation. Designed for those with a basic knowledge of auditing, this course provides an excellent foundation for those looking to add social compliance auditing to their skillset or who implement a compliance program within their own facilities.

Our Fire Safety Training Course provides essential knowledge about an important topic in garment sourcing. Topics covered include an analysis of how a fire starts and spreads within a factory, steps to minimize fire risk, human behavior during a fire, and how to effectively respond should a fire occur. Practical, interactive demonstrations are also included. The course is offered in several languages and is tailored specifically for each country in which it is offered.


The world may be getting smaller, but apparel supply chains continue to grow across borders and span a wide range of local customs, legal systems, economic systems, and national traditions. Monitoring a global supply chain for integrity requires significant commitments of resources including time, money, and even people. WRAP can help maintain your supply chain's integrity in an efficient and cost-effective way.



WRAP certification is recognized around the world as proof of social compliance in the apparel industry. We only certify individual production units, which allow our auditors to get an "on the ground" perspective of each factory's operations to ensure that they are maintaining compliant practices. All certifications require periodic renewal depending on the level and all certified factories are subject to unannounced follow-up visits during their certification periods.


WRAP's goal is to make sure that manufacturing facilities operate in a safe, responsible, and ethical way. Through our 12 Principles, we promote lawful, humane manufacturing in facilities throughout the world via our Certification and Training programs. What sets us apart from other similar social compliance programs is that we focus on the ground level of a supply chain. WRAP only certifies individual facilities, not brands or ownership groups, which means that each WRAP certified facility has undergone a thorough inspection by a WRAP auditor and is subject to un-announced follow-up inspections.

The quality of our audits are crucial to WRAP's mission, all of our auditors receive thorough training via our Lead Auditor Training Program. In addition, we also offer an Internal Auditor Course that educates facility personnel at all levels, from workers to senior management, about WRAP's social compliance requirements and how develop and maintain them within their facilities. Our course offerings have also expanded throughout the years to meet the changing needs of the garment sourcing community. The most notable of these is our Fire Safety Awareness Course which was launched in 2011 in Bangladesh and has since expanded to several other countries around the world


Knowledge is the first step to success in any social compliance program, and WRAP's footing on that path is rock solid. All of our monitoring partners must undergo a thorough 5-day training course that shows them how to spot objective indicators of a compliant facility and ensure that the social systems implemented by that facility can stand up to WRAP's standards. For production units, we offer a comprehensive Internal Auditor Course that shows them what it means to be WRAP certified and teaches them how to turn social compliance principles into everyday practices within their facilities. We are also very excited to offer a comprehensive Fire Safety Awareness Course that focuses on minimizing fire risk

Courses Offered:

Our Internal Auditor Training Course is an ideal introduction to social compliance auditing. It is intended for those who already have a basic knowledge of auditing and are looking to become social compliance auditors within their organizations or those who are looking to begin a


compliance program within their own companies. This course is conducted by full-time, experienced trainers and IRCA-registered social systems auditors with a wealth of practical knowledge.

This course is intended for representatives of WRAP's Monitoring Partners who are seeking to lead an audit team in auditing an organization's social compliance management systems against the requirements of WRAP, conventions of the ILO, and local laws.

WRAP's Fire Safety Training Course provides valuable information about the critical topic of fire safety within garment factories. Students will gain essential safety knowledge and learn practical techniques for minimizing fire risk and how to effectively respond should one occur. The course is highly interactive and tailored specifically for each country that it is offered in

C-TPAT foreign manufacturing site security requirements one day awareness course

Foreign manufacturing site minimum security criteria are fundamentally designed to be the building blocks for overseas production facilities to institute effective security practices designed to optimize supply chain performance and mitigate the risk of loss, theft, and contraband smuggling that could potentially introduce terrorists and implements of terrorism into the global supply chain. The determination and scope of criminal elements targeting world commerce through internal conspiracies requires companies, and particularly foreign manufacturers, to elevate their security practices.


1. Evidence Services Ltd

Evidence Services Ltd a private company created in 2006 registered with the Government of Mauritius holds a Certificate of Registration No.C102346 with the sole objective to upgrade textile manufacturing in Mauritius through Quality Controls, Social Compliance Auditing, and Training. Evidence Services Ltd is also a registered training institution with authority to deliver MQA (Mauritius Qualifications Authority) approved courses and organizes seminars.

Evidence Services Ltd as a WRAP Accredited Monitoring Organization & Partner has audited many textile factories amongst the biggest in Mauritius including those holding a Gold and

& Partner has audited many textile factories amongst the biggest in Mauritius including those holding a


Platinum Certificate. Evidence Services Ltd as a WRAP Accredited Consultant & partner will continue to acknowledge the internationally recognized expertise and values of WRAP.

2. Panjiva

Panjiva is an online resource for sourcing executives to gain credible and valuable knowledge about suppliers and manufacturers around the world. By providing the most comprehensive data in an easy to use format, Panjiva informs the decisions that facilitate doing business globally. Supply chain and global production executives responsible for finding the right factories, negotiating costs and avoiding costly supply chain disruptions have been “flying blind.” Panjiva is the first and only online information source designed to provide complete transparency into overseas suppliers. Leveraging a variety of public and proprietary data sources, Panjiva is bringing new levels of visibility to the management of global supply chains. Panjiva was founded by CEO Josh Green and CTO James Psota. Panjiva received an equity investment from Battery Ventures and a contingent of angel investors.

and a contingent of angel investors. www.panjiva.com 3. Fibre2fashion Established in 2000, Fibre2fashion is an

3. Fibre2fashion

Established in 2000, Fibre2fashion is an ISO 9001:2001 company. It is amongst the world’s largest B2B platforms for the global Textile- Apparel and Fashion industry, unbiased and committed to serving the demands of the entire value chain. Fibre2fashion is not only an e-trade platform facilitating the sourcing & marketing requirements, but also a provider of first-hand information on various aspects of textile, apparel and fashion industries, 24/7, globally.

Fibre2fashion also helps small, medium and large business houses from across the globe to capture and increase their market share by providing cost effective and innovative brand promotion solutions for reaching to the largest international target audience in the shortest time.

target audience in the shortest time. www.fibre2fashion.com 4. Manufacturer.com Manufacturer.com is a global business to

4. Manufacturer.com

Manufacturer.com is a global business to business trade platform based in Los Angeles, California that connects buyers and sellers throughout the world. It was acquired by JP Communications INC in 2008, which is the parent company of TopTenWholesale.com. JP Communications INC was founded in 2005 with

INC in 2008, which is the parent company of TopTenWholesale.com. JP Communications INC was founded in


the launch of TopTenWholesale.com, which is widely known as the leading business to business wholesale trade platform in the USA. Over 1.5 million businesses are registered and utilize the JP Communications INC network of trade platforms to source wholesale products and fine manufacturers from over 100,000 suppliers in all 196 countries throughout the world.


WRAP is the world's largest independent certification program mainly focused on the apparel, footwear, and sewn products sectors.

Becoming a WRAP certified facility involves much more than simply passing an audit. We take a collaborative approach to social compliance certification in which we work with our facilities to ensure that they remain in compliance with our 12 Principles. This does require, however, that all of our facilities actively engage in the process themselves and see to it that effective management systems are maintained to ensure compliance requirements are met.






A production facility submits basic information to WRAP and pays a registration fee of US$1195.



Pre-Audit Self-Assessment

Facilities complete a pre-audit self-assessment of their facility to show that they have been utilizing socially-compliant practices for a minimum of 90 days (for new facilities; facilities seeking re-certification are expected to have been compliant throughout their preceding certification period). We offer the following resources for facilities to use during their Pre-Audit Self-Assessment:


Pre-Audit Self-Assessment English (Updated 1/19) Español (Updated 7/25/18) 中文 (Updated 7/18)


Risk Assessment English Español 中文

Working Hours Action Plan English (Updated 4/19)




After submitting their pre-audit self-assessment, the facility selects a WRAP-accredited monitoring organization to audit the facility against WRAP's 12 Principles. The audit must be successfully passed within 6 months of paying the registration fee to avoid having to re-register.





WRAP will review the monitor's audit report and decide whether or not to certify the facility. If WRAP decides not to issue a certification, the facility will be notified of the corrections that need to be made and the monitoring firm will conduct an additional inspection. If the facility does not satisfactorily implement the recommendations within the original six-month period, it must pay the registration fee again.



There are three levels of WRAP certification Platinum, Gold and Silver. The certificate issued to a facility is determined by WRAP and depends on the extent to which the audit indicates full compliance and management commitment to the WRAP Principles.









Post-Certification Audits during their certification period.



PLATINUM (Valid for 2 years)

Platinum certifications are awarded to facilities that have demonstrated full compliance with WRAP's 12 Principles for 3 consecutive certification audits. Platinum facilities must successfully pass every audit with no corrective actions or observations and maintain continuous certification with no gaps between certification periods.

GOLD (Valid for 1 year)

Gold certification is the standard WRAP certification level, awarded to facilities that demonstrate full compliance with WRAP's 12 Principles.

SILVER (Valid for 6 months)

A facility may request a Silver certificate if an audit finds it to be in substantial compliance with WRAP's 12 Principles, but identifies minor non-compliances in policies, procedures, or training that must be addressed. Facilities may not have any "red flag" non-compliances (including child labor; serious health, safety, or environmental issues; prison, forced, or involuntary labor; or harassment or abuse of employees) and must demonstrate that employees are paid at least the legal minimum wage and any required overtime compensation. Facilities seeking Silver certificates must request them in writing from WRAP's headquarters, submitting a corrective action plan that includes any evidence of remediation along with the request. The WRAP Review Board may also recommend a Silver certificate if a facility has demonstrated difficulty in achieving full compliance or has other risk factors that may prevent it from sustaining compliance for the full duration of a Gold certificate. All Silver-certified facilities are eligible to renew their WRAP registration at a reduced fee of US$895, provided they reapply prior to the expiration of their certificate. A facility may be awarded no more than 3 consecutive Silver



WRAP charges a registration fee of US$1195 for new facilities seeking certification as well as for Platinum and Gold-certified facilities seeking renewals (Silver-certified facilities seeking renewal are charged a reduced registration fee of US$895). This fee does not include the price of the audit which is set by the individual monitoring firms and paid directly to them by the facility seeking certification. It can take as little as 6 weeks to get certified but can take anywhere from 2-6 months, or in rare cases even longer, from the time an application is submitted for a certification to be granted

























WRAP certified facilities must fully comply with WRAP’s 12 Principles during their certification period or they may be subject to decertification. A facility may be decertified under the following circumstances:

Violations involving Zero Tolerance issues (see below)

Failure to allow auditors to conduct a Post-Certification Audit (PCA)

Refusal to go through a remediation process to correct non-compliances found during a PCA

Failure to correct non-compliances found during a PCA in a timely manner



If at any time WRAP learns that any factory in the WRAP program is actively participating in or associated with any of the below Zero Tolerance issues, the factory will be automatically decertified (if applicable) and banned from the WRAP program in all capacities without the option to return nor be certified in the future.

Deliberate and ongoing human rights violations including:

Child labor, including the worst forms of child labor (slavery, forced labor, trafficking, serfdom, debt bondage, prostitution, pornography, work that involves children in illicit activity, or work that is likely to harm the child physically or morally)

Forced labor (bonded labor, not allowing workers to leave at their own will, forced to work overtime)

Inhumane treatment (use of threats of physical harm or extreme intimidation, corporal punishment, mental or physical coercion)

Unethical actions that encourage the auditor(s) to compromise their integrity

Threatening physical harm towards the audit team

False representation of certificate or audit report (i.e. altered or fake certificates or reports)

False representation of production processes (i.e. hiding full/partial production floors and/or processes from auditor)


WRAP is a fool-proof way of ensuring that the fashion production cycle remains transparent while benefitting all its stakeholders. It leads the way by promoting safe, lawful, humane and ethical manufacturing around the world through certification and education.