WRAP’s 12 Principles, buyers and suppliers work towards the same set of social compliance assessment protocols that address factory conditions, labour practices and environmental compliance. The 12 Principles are:
- Compliance with laws and workplace regulations
- Prohibition of forced labour
- Prohibition of child labour
- Prohibition of harassment or abuse
- Compensation and benefits
- Hours of work
- Freedom of association and collective bargaining
- Health and safety
- Prohibition of discrimination
- Customs compliance
- 1. Compliance with Laws and Workplace Regulations
The facilities must comply with all the laws and regulations in all locations where they conduct the business. All the facilities must comply with the legal industry standards and as per the requirements specified. This covers all the labour and employment laws of those jurisdictions and the laws governing the conduct of business in general. It includes rules and standards of ethics dealing with corruption and transparency and also any other related environmental laws.
- 2. Prohibition of Forced Labor
The organizations must not use involuntary, trafficked, or forced labour.
Organizations will keep up work carefully on a deliberate premise. Offices will not utilize any forced, prison, obligated, bonded, or trafficked labour. This will incorporate guaranteeing that any specialists they recruit will be under work gets that completely consent to all relevant legal requirements and do not force any type of pressure (counting forcing considerable fines or loss of residency papers by labourers leaving the business or limiting a labourer’s capacity to end his/her company deliberately). Also, while recruiting labourers through a business representative or office, offices will guarantee that the labourers’ international IDs are not retained. Every composed agreement is in the local language of the labourers, and the labourers themselves do not bear enrollment charges.
- 3. Prohibition of Child Labor
Organizations won’t recruit any representative younger than 14 or under the base age set up by law for employment, whichever is bigger, or any worker whose work would meddle with mandatory tutoring.
Offices will guarantee they don’t take part in any type of child labour, including, yet not restricted to, the globally perceived most noticeably terrible types of child labour. Offices may not utilize any individual at an age younger than the law of the purview permits and regardless not beneath the age of 14, irrespective of whether allowed by neighborhood law. Moreover, offices will hold fast to legitimate neighbourhood necessities regarding compulsory tutoring. Further, if, where permitted by nearby law, an office utilizes youthful specialists (characterized as labourers whose age is between the base period of business and 18 years), the office will likewise consent to any pertinent legitimate limitations on the nature and volume of work performed by such youthful labourers, just as some other prerequisites forced by law, including guaranteeing that such youthful labourers don’t play out any dangerous work (e.g., concoction dealing with or working substantial apparatus).
- 4. Prohibition of Harassment or Abuse
Organizations will keep a workplace liberated from administrative or associate provocation or misuse, and liberated from any form of physical abuse. Businesses will guarantee a working environment that is aware of a specialist’s privileges and pride. This incorporates ensuring that no flogging or physical pressure be utilized. The organizations won’t take part in or endure lewd behaviour, revolting or compromising signals, harsh tone or language, or some other sort of undesired physical or verbal contact, for example, harassing. Explicitly, offices will guarantee appropriate preparation at all levels – including the board, administrators, and labourers – to make sure about a working environment liberated from badgering or misuse.
- 5. Compensation and Benefits
Organizations will pay any rate the complete base pay required by nearby law, including all ordered wages, recompenses, and advantages.
Companies will guarantee the appropriate remuneration for their representatives for all the work done by giving in an ideal way all the wages and advantages that are consistent with the nearby and national laws of the locale in which they are found. This will incorporate any premiums for additional time work or work done during occasions, just as some other remittances or advantages, including any compulsory social protection, required by nearby law.
- 6.Hours of Work
Hours worked every day, and days worked every week, ought not to surpass the restrictions of the nation’s law. Offices will give at any rate one day away from work every seven days, with the exception of as required to meet dire business needs.
Offices are required by law to set ordinary working hours just as any cutoff points set on additional time work. Extended long support in the WRAP Certification Program is dependent upon meeting the confinements placed by nearby law. WRAP perceives this can be an especially testing prerequisite, particularly when considering nearby authorization standards and customs. Recognizing this reality, WRAP will allow full consistence with neighbourhood laws on working hours to be accomplished steadily, given that a given office meets the accompanying conditions: is utterly straightforward about its working hours; guarantees that those hours are altogether being worked willfully, in conditions that ensure specialist security and wellbeing; repays all representatives with regards to WRAP Principle 5, and shows improvement toward meeting the working hours prerequisites starting with one review then onto the next.
- 7. Prohibition of Discrimination
Offices will utilize, pay, advance, and end labourers dependent on their capacity to carry out the responsibility, as opposed to on close to home qualities or convictions.
Offices will guarantee that all terms and states of business depend on a person’s capacity to carry out the responsibility, and not based on any close to home attributes or convictions. Offices will guarantee that any business choice – including recruiting, terminating, appointing work, paying or advancing – is made without victimizing the representatives based on race, shading, national source, sex, sexual direction, religion, incapacity, or other comparative components (pregnancy, political assessment or connection, economic wellbeing, and so on.).
- 8. Health and Safety
Offices will utilize, pay, advance, and end labourers based on their capacity to carry out the responsibility, as opposed to those based on close-to-home attributes or convictions. Offices will guarantee that all terms and states of work depend on a person’s capacity to carry out the responsibility, and not based on any close to home qualities or convictions. Offices will guarantee that any business choice – including recruiting, terminating, allocating work, paying or advancing – is made without oppressing the representatives based on race, shading, national source, sex, sexual direction, religion, handicap, or other comparable variables (pregnancy, political assessment or connection, societal position, and so forth.).
- 9. Freedom of Association and Collective Bargaining
Offices will perceive and regard the privilege of representatives to practice their legal privileges of free affiliation and aggregate dealing. Offices will regard every representative’s opportunity to decide whether to join a labourers’ affiliation. Offices can’t oppress labourers dependent on whether they choose to relate. Both the office and the labourers will guarantee they act as per every applicable law in such a manner. Offices will ensure a powerful component is set up to address any working environment complaints.
- 10. Environment
Offices will conform to natural principles, guidelines, and norms material to their tasks and watch ecologically conscious practices in all areas where they work. Offices will guarantee consistency with all appropriate lawfully commanded natural guidelines and should exhibit a pledge to secure the earth by effectively observing their ecological practices. Specifically, offices will guarantee necessary waste administration, including following the removal of any waste material – regardless of whether robust, fluid, or vaporous – to ensure such removal is done securely and in a way reliable with every single important law.
- 11. Customs Compliance
Offices will consent to pertinent traditions laws, and specifically, build up and keep up projects to agree to customs laws concerning illicit transhipment of completed items. Offices will guarantee that all products are precisely stamped or marked in consistence with every single relevant law. Furthermore, offices will save records for all materials and requests and keep up correct creation records.
- 12. Security
Offices will keep up office security methodology to prepare for non-showed payload presentation into outbound shipments (for example, drugs, explosives biohazards, and another article). Offices will guarantee sufficient controls are set up to protect against the presentation of any non-showed payload. In such a manner, WRAP perceives the United States Customs and Border Protection (CBP’s) C-TPAT Guidelines for Foreign Manufacturers as a best acceptable practice program and has embraced those rules under this Principle.
WRAP provides a certificate to factories that meet standards outlined in the above 12 WRAP principles, with WRAP audit/measurement efforts executed through approved audit bodies that have passed the accreditation process.