year 2016
Reexamination of the Social
Responsibility System
09/05/2016
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REEXAMINATION OF THE SOCIAL RESPONSIBILITY
SYSTEM FOR YEAR 2016
DATE:
09/05/2016
PRESENTI:
ROLE
DIR
DIR
RSPP, HR Head
RSU, RLS
RLSa8000
RSU
RLSa8000
RLSa8000
Rd Direction SA8000
NAME AND SURNAME
SIGNATURE
year 2016
Reexamination of the Social
Responsibility System
09/05/2016
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Previous Reexamination:
This is the first reexamination by the SA8000 Direction
General Remarks:
During 2016 Morocolor Italia spa has adopted and maintained a social responsibility
management system in compliance with SA8000:2008. This management system was
audited entirely by an external consultant agent in the months of October 2015 and April
2016.
Some of the SA8000 requirements have been observed by Morocolor Italia Spa for a longer
time, in part due to some customers' requests and information who have been carrying out
various awareness campaigns on specific matters (ie.child labour).
The company is now committed to respecting all social responsibility requirements set out
by SA8000 and supported by the regulations in force. Moreover, it is committed to a
constant improvement process as a guiding principle for planning future activities and for
the management of the company in compliance with SA8000 requirements.
Objectives and indicators derive from the consideration of observed or potential issues in
specific sectors and from the awareness that a correct management system can help in
solving such issues.
For this purpose the following "entrance" elements have been taken into consideration:
- Data from internal audits
- Reporting/Complaints by Employees
- Reporting/Complaints by interested parties
- Data from the supply chain
- Ethics Policy
- Analysis of the regulations that make up or influence the Corporate Social
Responsibility system
- The national labour contract or second level negotiation (flexibility agreement)
- Interviews with personnel and suggestions arising from exchanges with employees
The following "exit" elements have been identified:
- Objectives for 2016
- Improvement plan
- For the future there will be an Ethics Report, which in this initial phase corresponds
with the Reexamination of the Direction.
Some issues identified by the audit of 29/04/2016 were reported in the audit report and
have already led to some actions toward achieving improvements. Moreover, in recent
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months, some fundamental activities for the implementation of the Corporate Social
Responsibility have been adopted, namely:
- The election of workers' representatives in compliance with SA8000:2014 with the
creation of a Social Performance Team composed equally of representatives from
management and workers' representatives.
For this reasons the SPT is composed of the General Direction, the HR head (RSPP),
the representative of the SA8000 Direction, the SA8000 workers' representative, and
the company union representatives (RSU or also RLS). The election of workers'
representatives was conducted by the employees with the only exception of the RSU,
who was elected by the SPT; the representative of SA8000 Direction was nominated
by the Direction itself.
- Personnel was trained and instructed by the representative of the Direction about
SA8000 principles and personal or group interviews have been taking place.
INTERNAL STAKEHOLDERS:
• Managing Directors/Shareholders
• Employees
• Collaborators
EXTERNAL STAKEHOLDERS:
• Suppliers
• Customers
• Public Institutions
• Inspection and Certification Organizations
• Commercial Partners
Each group has different expectations, needs and interests regarding the company.
In general:
Corporate Social Responsibility is affirmed to internal stakeholders by guaranteeing respect
of the rules, reciprocal trust and involvement within a business environment which
guarantees the best possible care and protection of employees and collaborators in order
to increase and promote individual responsibility and personal growth and satisfaction.
Corporate Social Responsibility is affirmed to external stakeholders in different ways
depending on business relationships with the company itself, it is certified by independent
organizations and demonstrated by the current reexamination by the SA8000 Direction.
In particular:
The company’s social compliance is to make profit, promote industrial growth and spread
ethical principles with the goal of producing wealth, without compromising corporate social
responsibility while continuously respecting human rights and the environment. For this
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reason the company seeks to increase its profit by creating a responsible social model, in
order to generate and spread internal and external economic fulfilment for each individual
and for the entire team.
Personnel
The company’s social compliance is to satisfy economic and personal needs, depending on
individual inclination, philosophy and ambition. For this reason the company shall
implement a management system that conforms to ethical principles in order to satisfy
social and economic, as well as health and safety needs of its staff, in relation to individual
inclination and ambition, while continuously improving the efficacy of the system to meet its
ethical objectives.
Suppliers
The company’s social compliance is to develop and maintain a profitable and long-lasting
collaboration for industrial growth without compromising corporate social responsibility,
while continuously observing and respecting human rights and the environment. For this
reason the company shall implement transparent collaboration relationships and
partnerships, continuously seeking for improvement and always in respect of workers'
rights.
Customers
The company’s social compliance is to satisfy its own needs in regards to goods and
services, continuously observing and respecting human rights and the environment, without
damaging the company's image due to irresponsible behavior towards the public. For this
reason the company shall satisfy customers' requests allowing for long-lasting collaboration
and shall define an open and transparent communication channel which allows the
company to be receptive to suggestions, complaints, or any other types of reports.
Final Consumers
Social compliance is to purchase safe and quality products, produced by a company which
respects human rights.
For this reason the company shall produce only safe and quality products and shall obtain
SA8000 certification by an external accredited organization.
Trade Unions
The company’s social compliance is to create and maintain a functional collaboration with
trade unions with the final goal of protecting and improving workers' conditions in the
company. For this reason the company shall ensure the respect of workers' rights and shall
monitor worker conditions in order to constantly improve them in compliance with the
company's policies.
Society
The company’s social compliance is to satisfy, protect and - whenever possible - to improve
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the wealth and image of society considered as the whole of companies and citizens. For
this reason the company shall implement a responsible social corporate model as a positive
and inspiring example for society and shall provide an exemplary workplace and contribute
to wellness in society.
CHILD LABOUR:
Objectives for 2016: the company shall not engage in or support the use of child labour. In
the case of the use of child labour, the company shall immediately implement the
remediation program as described in the specific policy.
The policy regarding child labour has been communicated to the personnel, a written copy
of it has been published on the company bulletin board and on the website. Moreover, the
company has been monitoring and verifying directly the conformity of its suppliers to the
SA8000 Standard.
FORCED OR COMPULSORY LABOUR:
Objectives for 2016: the company shall not engage in or support the use of forced or
compulsory labour. The company shall monitor working hours and overtime hours (max 250
overtime working hours/year), vacation time and leaves of absence, with the ultimate goal
of reducing the total amount of working hours (ROL) of the personnel.
Overtime work is voluntarily chosen by the employees and it is not compulsory.
The company does not retain original identification papers and does not require personnel
to pay 'deposits' upon commencing employment.
The company does not engage in or support human trafficking.
External workers are treated with dignity and respect equally to internal workers.
The company guarantees freedom of speech.
HEALTH AND SAFETY:
Objectives for 2016: the company shall monitor the number of safety incidents and
occupational injuries and reduce the number of written or verbal complaints about safety
inadequacies in comparison with the previous year.
The DVR is current and the organizational chart with the safety norms is affixed in the
production area and in the office area. Emergency exits and safety instructions are well
displayed and current, both in the buildings of Via Bassa I and Via Galvani.
The emergency plan is correct and current. Shelves with a maximum weight capacity have
been checked and are conform to the standard.
A safety plan has been discussed with a focus on training classes for employees in charge
of specific safety procedures and for the use of defibrillators.
The installation of a cooling system in the factory building is under discussion.
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There are ongoing monitoring activities in the SPT and HSE Committee about safety
procedures (taking place every 6 months), therefore there is no need to have new
employees in charge of this topic. Moreover the RSPP checks maintenance works in the
company buildings on a regular basis. Safety reports about machinery issues can be
submitted by anyone in the company and there is a reporting system for non-conforming
behaviors of personnel (in anonymous form).
FREEDOM OF ASSOCIATION:
Objectives for 2016: the company shall not have any disputes with the personnel. A
second level agreement with the participation of the RSU and of territory union
representatives is under definition for the creation of personnel flexibility in the production
area (workers). An agreement that stipulates a flexible 44-hour week for 2016 has been
approved. The company is unionized, there are two RSU representatives for CGIL and
CISL, elected by the workers some years ago, three new workers representatives have
been elected recently.
DISCRIMINATION:
Objectives for 2016: the company strives not to have any acts reported about
discrimination of any sort. The same task shall be regulated by the same contract (equallyskilled employees shall be given the same starting conditions). The company shall monitor
the presence of protected categories. Workers in the company are mainly women but with a
substantial presence of men.
An agreement with the Province of Padua for the employment of 7% of people with
disabilities is under discussion.
DISCIPLINARY PRACTICES:
Objectives for 2016: the company shall not undertake any disciplinary actions, the
company shall not fire any employees due to disciplinary reasons, the company shall not
have any complaints or reports of physical or verbal abuses.
There are no recent cases of applied disciplinary practices, procedures are current and
conform to the labour contract.
WORKING HOURS AND OVERTIME:
Objectives for 2016: the company shall not deprive shift personnel of 11 hours of rest
between shifts; the company shall also evaluate the number of leaves of absence for
personnel who have collected too many of them;
according to the contract the standard work week is 40 hours.
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By the analysis of overtime hours in 2015 and from January to April 2016 it is clear that the
company keeps overtime hours under control, in part due to an attentive monitoring activity
by the labour consultant agent. Some contracts have been transformed into flat-rate
contracts in order to achieve more flexibility in the work schedule. Therefore there is a
monthly monitoring activity of overtime hours.
At the end of March 2016 a flexibility contract was stipulated in accordance with the unions
for all personnel except office employees, which allows a 44-hour week during high season
(Saturday included), with the recuperation of overtime work in the low season. The amount
of collected hours is not considered overtime work because it is leveled off over the course
of the year.
Hours for maintenance works do not count as overtime hours because in most cases
maintenance and regular work overlap. Therefore, the company prefers the use of flexibility
to avoid mistakes in the definition and management of the operational schedule.
Typically vacation time does not remain unused, in contrast to leaves of absence.
Working time is Monday to Friday for a duration of eight hours per day. In the production
area, the working time of some workers is organized in two shifts (6 am - 2 pm and 2 pm 10 pm). In specific times of the year there is a night shift (10 pm - 6 am).
Overtime: up to eight hours overtime per week is allowed. Overtime is calculated in 30minute units.
Business trips: an allowance for business trips is not stipulated by contract but provided to
personnel according to labour rights, namely 15.49 Euros/day for national business trips
and 25.49 Euros/day for international business trips. An additional allowance for use of a
personal vehicle is also calculated (according to ACI calculation tables).
Lunch break shall be at least 30 minutes for all personnel.
Personnel is provided with a badge to stamp at arrival/leave and during lunch break. There
are no cases of compensatory rest because working time is allocated at maximum Monday
to Saturday with Sunday for resting purposes. The company does not exclude the
possibility of working shifts on Sunday in the future but not at the moment, therefore there is
currently no need for additional compensatory rest.
REMUNERATION:
Objectives for 2016: the company shall maintain the current situation, wages are
remunerated within the first 10 days of the following month, a production prize is calculated
according to specific indicators. Wages are remunerated every month, there have never
been cases of wages in delayed forms.
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MANAGEMENT OF SUPPLIERS:
Objectives for 2016: the company shall involve at least 50% of its suppliers in the project
during the first year of the social responsibility system.
The procedure to monitor and evaluate suppliers according to the SA8000 criteria has been
defined and its application has begun.
Suppliers have been requested to comply with the ethical principles. While incompliant
suppliers are being directly monitored and audited, trustworthy suppliers are requested to
comply with the ethical principles through a confirmation of accordance to SA8000
requirements. To date approximately 50% of the suppliers are actively collaborating.
Election of a Social Performance Team: a written copy of the company organizational chart
is displayed in the company building. The SPT gathers regularly in order to discuss
problems, improvement plans and opportunities connected with the corporate responsibility
system.
A meeting with the unions for the presentation of the SA8000 project and the publication of
its standards on the internet is under definition. SPISAL (the Organization for Prevention,
Hygiene and Safety in the work environment) paid a courtesy visit to the company in
February 2016, showing interest in Morocolor's social responsibility system.
An email address for warnings, complaints and suggestions in anonymous form is active,
protected by a password and regularly checked only by the HR head. Complaints and
suggestions sent by email are discussed by the SPT and a solution is met in respect of
privacy. The entire process is traced in the company software management system (nonconformity and corrective actions).
ETHICS POLICY:
Objectives for 2016: the company shall promote the Ethics Policy to all interested parties.
Ethics Policy has been presented and explained to workers through specific training
classes: a written copy of it together with the SA8000 Standard is displayed on the bulletin
board and is available for all workers. The Ethics policy is published on the company
homepage. Union representatives were involved in order to present the SA8000 project to
them. Second-level contracts are always stipulated with the unions.
Solidarity activities: the company frequently donates its products. Paint was given to
organizations for children and animals, paint was sold at production costs to THUN for the
opening of an oncology pediatric center, etc.