WILL CODES OF CONDUCT LEAD TO AN IMPROVEMENT IN THE WORKING CONDITION?
(Asian Labour Update, n. 9 - August-October 1996)
Now that several codes of conduct have been widely advertised by multinational companies in the North, campaign groups like Nike campaign in the US and Clean Clothes Carnpaign in Holland must continue to demand the monitoring of these codes of conduct. Until the early part ofthis year, codes of conduct were kept in the employers pocket or inside a desk. After recent efforts in the North to implement the codes, some subcontractors are beginning to display the codes of conduct at the workplace. The nonstop efforts under the campaign are beginning to slowly effect the industries where the codes exist. As a result of the action campaigns organised by non-govemmental organisations' in the North, the influence of the codes is beginning to flow to the labour market.
The main issue of contention regarding codes of conduct is their implementation. Labour groups and many non-governmental organisations strongly feel the codes must be monitored independently for them to have any real impact on overseeing working conditions. Just like a company relies on an outside accounting firm to validate and oversee a companies accounting practices, companies should recognise the necessity of having an independent audit of the codes of conduct before they can claim they are being implemented and enforced.
Further, the implementing body MUST be comprised of those experienced and knowledgable about labour conditions in the particular country. Without a balanced and knowledgable oversight group, it is unlikely that the group will be able to effectively assess the company's compliance with the code of conduct. This is the only way to dispel common stories of a subcontractor getting a call that the company is coming to visit, and the child workers are sent out for the day, or on the other hand, of skepticism surrounding a glowing report of conditions at a factory.
Aside from the question of independent monitoring, codes of conduct should address such issues as health and safety standards and allow trade union activity during working hours, which is not provided automatically by employers. As these rights are generally not provided by law in Asian countries, it is a difficult struggle. The workers must often depend on cross border solidarity activities. Therefore, it is important that the conception and direction of campaigns fits within the needs of the workers. This may ensure that the process will result in greater benefits to those that it is ultimately aimed at assisting - the workers of the South.
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