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Olam

The FLA provides an exacting framework for the appraisal of our efforts to uphold internationally recognised labour standards throughout our supply chains. Their transparent reporting ensures our stakeholders are accurately informed about the progress and status of our activities.

Olam

Olam International Cocoa Code d’Ivoire and Hazelnut Turkey  supply chains are assessed by the FLA.

From the Olam website:  As Olam has grown, so has our direct workforce – employed across our upstream operations in plantations, concessions and farming to our downstream processing. These employees and contractors are governed by the Olam Code of Conduct and ILO compliant labour standards.

Migrant Workers Rights Multi-Stakeholder Roundtable Discussion

Wednesday, August 5, 2009

On August 5, 2009, FLA and the Malaysian Bar Council held a multi-stakeholder roundtable discussion in Kuala Lumpur, Malaysia. Participants discussed issues surrounding migrant workers in Malaysia and included 37 representatives from international brands, local garment suppliers, and representatives from local and international nongovernmental organizations (NGOs), and trade unions.

Break-out sessions allowed attendees to discuss:

The 2010 California Transparency Supply Chains Act

Wednesday, January 11, 2012

On January 1, 2012, the 2010 California Transparency in Supply Chains Act took effect. The Act compels companies that meet certain threshold requirements to disclose their efforts to eradicate slavery and human trafficking from their supply chains.

FLA affiliates searching for step-by-step guidelines to create a disclosure website, or for more information about the Act, please read the report attached.

FLA Retrenchment Guidelines

Wednesday, February 1, 2006

These guidelines for FLA-affiliated companies provide suggestions whose suppliers or facilities may be involved in retrenchment and closures for operational reasons. Retrenchment, also referred to as redundancy, downsizing, or closure based on operational requirements, occurs when the employer has bona fide economic, technological, structural or similar reasons to reduce the size of the workforce.

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