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I.INTRODUCTION
II.HISTORY
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
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(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.
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.
III.BOARD MEMBERS
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.
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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.
IV.WRAP’S 12 PRINCIPLES
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.
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.
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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.
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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.).
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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
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.
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
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Protection (CBP)’s C-TPAT Guidelines for Foreign Manufacturers as a best practice program,
and has adopted those guidelines under this Principle.
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CERTIFICATION: CREATING A PATH TO SUPPLY CHAIN INTEGRITY
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.
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:
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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.
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.
VIII.WRAP PARTNERS
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Platinum Certificate. Evidence Services Ltd as a WRAP Accredited Consultant & partner will
continue to acknowledge the internationally recognized expertise and values of WRAP.
www.evidenceservicesltd.com
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.
www.panjiva.com
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.
www.fibre2fashion.com
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
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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.
www.manufacturer.com | www.toptenwholesale.com
1. Application
A production facility submits basic information to WRAP and pays a registration fee of US$1195.
Click here to submit an application
2. 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:
3. Monitoring
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.
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Click here to see WRAP's list of accredited monitors
4. Evaluation
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.
5. Certification
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.
*All certified facilities are subject to random, unannounced
Post-Certification Audits during their certification period.
CERTIFICATION LEVELS
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certificates.
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
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WRAP'S ZERO TOLERANCE POLICY
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)
X.CONCLUSION
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.
XI.REFERENCES
Website:
http://www.wrapcompliance.org
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