Presentation on theme: "Grupo M $123 million sales, 12000 employees, 22 plants in DR Biggest apparel producer in Caribbean $20 million corporate financing for DR operations and."— Presentation transcript:
Grupo M $123 million sales, 12000 employees, 22 plants in DR Biggest apparel producer in Caribbean $20 million corporate financing for DR operations and export zone in Haiti Haiti now in operation/1000 employees/potentially 1000s more... Grupo M Socially Progressive in community/treats employees well Initially IFC not focused on labor issues/Reassured by Code of Conduct
Labor Issues NGO/Unions Advocate Inclusion of Core Labor Standards in Investment Agreement Concern re Haiti Given Lax Enforcement/Textiles/FTZ IFC Reassured by Grupo M treatment of employees/Codes of Conduct Precluded from Including CLS in Investment Agreement Given Lack of Policy
September 2003: And then this … Zacarias Gonzales and Genaro Rodriguez, Dominican Republic Violent attacks, abductions, unfair dismissals… Zacarias and Genario tell us about the intimidation and repression faced by workers at the FMI (Grupo M) textile factory in Santiago. And all the while their employer, Grupo M, the largest clothing producer in the Caribbean/Central America region, is planning to extend its activities to Haiti, with financial assistance from the World Bank...
External Pressure Intensifies Union letter to CEO of Levis:...clear evidence of serious violations of workers rights by Grupo M Letters sent to Board by ICFTU, etc. Board date one month away Client denies wrongdoing Serious Charges = Third Party Investigation No $ Until Results Are In
December 2003: The Outcome Findings – Workers were illegally fired – Workers beaten but no management role – Evidence of union discrimination – Evidence of union corruption – Recent Grupo M/union relations improving
Remedial Action Plan ILO standards via Code of Conduct (IA Mandated) Labor-focused Mgmt Capacity in HR (Social Compliance Officer) Training for Supervisors then Others More Frequent Audits Better Record-keeping and Communication of Performance Ombudsman
And then Haiti Erupts Codevi in Operation for 4 months when: – Political Meltdown/Chaos/Rebel Justice – 25 Workers Fired then Reinstated – Allegations of anti-FoA; beatings; DR army presence; aborted pregnancies; anything goes – Small group=arbitrary work stoppages; intimidation – Batay vs. GM Management = No Love – International Campaign
Over Before It Began ? CODEVI Looks Dead But Keep Trying – In the midst of recriminations productivity declines and the losses mount – Independent Observers (IFC/WRC/Levis) – 50% RIF and one factory shuts down – IFC Persuades GM to Stay Open w/ $ to cover losses; mediation; labor advisor & fear of Biz Implications – Communicate w/ Customers and WRGs
At Last the Breakthrough Mediation Bought into by All Former MoL Joins GM 6 Months to Agree on 2 Mediators 3 days to Reach an Agreement – Recognized Union – Reinstatement – Labor-Management Dialogue and Grievance Mech. – Commitment to Produce Set the Stage for CBA in Dec. 2005
IFC Labor Firsts Formal Labor Investigation (IFC absorbed cost) Remedial Action Plan FoA included in IA via Code of Conduct Explicit Collaborations w/Workers Rights Groups and Levis Factory Observers TA $ Support for Labor Mediation $ Support for Labor Advisor/Negotiator
OBSERVATIONS/ISSUES How to Assess Labor Performance/Recognize Problems Upfront/Vet the Client Client Capacity is KeyFormer MoL was Difference-maker Objectively defining respect for FoA is Tough For Textiles CLS are a Business Issue IFIs Can Help Turn a Liability into Competitive Advantage
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