No. The MADE programme supports the implementation of the Freedom of Association Guidelines, and international FoA standards. MADE believes that strong and well-functioning trade unions are an essential part of a responsible apparel sector in Myanmar, including at the level of federations.
As part of its training programme on compliance with Myanmar laws, MADE, through its SMART Factories Programme, trains factories and workers on the Myanmar legal obligation for all companies to establish Workplace Coordination Committees (WCCs). This obligation has been in place since 2012. According to the Settlement of Labour Disputes Law, factories with trade unions are required to have trade union representatives sit on the WCC to represent workers. In the absence of a trade union, management are called upon to organize an election among the workforce to select worker representatives.
However, MADE does not believe that Workplace Coordination Committees (WCCs) are a replacement for trade unions. This is why its training seeks to empower workers to be aware of their rights to participate in trade unions and/or Workplace Coordination Committees (WCCs). Workshop training materials used by MADE for teaching on FoA and strengthening WCCs were originally developed by the International Labor Organization (ILO) for use in Myanmar. This includes the toolkit “Improving industrial relations through effective workplace cooperation: A toolkit for WCC members.”
In principle, WCCs can be a useful and necessary mechanism for factories to receive and remediate many worker grievances at factory level, and receive employee suggestions for enterprise improvements. However, MADE recognizes that in reality, many WCCs operate under the influence of the employer, if at all. There are multiple reasons for this which need to be addressed, including by buyers. This will be a topic for MADE’s Forum on Supply Chain Conduct.
When the SMART Factories Programme reviews factories’ policies and systems for workplace communications and social dialogue, including WCCs it examines:
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If there is an established trade union in the factory and whether they have their legally entitled seats on the WCC;
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If worker representatives on WCCs been elected on a regular basis, normally once per 2 years.
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If the factory has an effective policy for ensuring workers regularly elect their own WCC representatives.
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WCC meetings are conducted using an effective approach and structure. Meeting minutes are kept and shared.
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Ideally, the WCC jointly reviews suggestions received in the company suggestion box.
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Worker representatives on the WCC are empowered to discuss grievances without intimidation or fear of reprisal from factory management.
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The WCC receives feedback or reports from factory management on other systems the company uses for receiving worker grievances, such as smartphone apps or drop-ins to the HR department.