ALIGNED to the International Labour Organization (ILO) standards, Supermax Corp Bhd’s current human resource practices and policies will meet the expectations of international bodies including the US Customs and Border Protection (US CBP) and not in violation of any of the 11 ILO forced labour indicators.
Moreover, the Big-Four glove maker said it has embarked on an undertaking to meet the ILO standards since 2019 with the introduction of zero cost recruitment fee and was among the first in the industry to do so.
“Although the company then continued to work towards meeting ILO standards, its efforts were hindered by the COVID-19 pandemic and the movement control orders (MCO) implemented in the country,” revealed Supermax in a media statement.
“Subsequently, several independent audits facilitated further understanding of the ILO forced labour indicators which led the company to further refine its HR practices.”
Recall that disposable gloves produced by three Supermax’s units, were detained at all US ports of entry effective Oct 21 last year after the US CBP issued a Withhold Release Order (WRO) against Supermax and its subsidiaries based on information that reasonably alleged their use of forced labour in manufacturing operations.
This prompted the company to engage an experienced HR consultant in the social compliance field in November 2021 to help facilitate work on compliance framework and guide its remediation process.
To-date, Supermax said it has introduced a slew of refinements and several industry-first initiatives which include the introduction of equal pay and equal benefit for both its local and foreign workers, introduced a hybrid human resource management approach for on-site vendors, removed cut-off period for ex-workers remediation and implemented a higher than the then statutory minimum wage in December 2021.
The company has also completed remediation to all its current workers while remediation to ex-workers are currently ongoing. Additionally, it has also implemented an outreach programme as well as engaged an international consulting firm to facilitate remediation payment to ex-workers who have returned to their home countries.
“Supermax is committed to ensure all former workers receive their remediation payment and will reach out to as many ex-workers as possible,” the company pointed out.
“Supermax has established a sinking fund to facilitate these remediation payments which is governed by a six-member advisory committee inclusive of a reputable international consulting firm, a Malaysian-based non-governmental organisation (NGO) on human rights and an international migrant worker specialist.”
In March this year, the company has also completed refurbishment works to upgrade facilities at its dormitories to meet – if not exceed – Malaysia’s employees’ minimum standards of housing, the Accommodations and Amenities Act 1990 (Act 446) as well as to bring it in line with ILO’s worker’s housing standards.
This includes the establishment of a new industry-grade kitchen equipped with high-end infrastructure as well as upgraded dining facilities, designated smoking sections, a well-stocked grocery store, convenient ATM facilities, round-the-clock medical services and other amenities.
Moreover, Supermax has introduced new measures to standardise workers’ documentation which include employment contracts, comprehensive workers handbook and payroll guidance in various native languages to streamlined human resource and foreign workers’ practices across all its sites.
Elsewhere, work hours at Supermax has also been reduced to enhance workers well-being, and are now lower than the hours permitted by the Malaysian Employment Act 1955.
“The Company has successfully implemented an independent worker helpline to encourage consistency, transparency, and fairness in the handling and management of workplace problems and complaints,” noted the glove maker.
“In addition to this, the 24-member workers committee elected by the workers is fully engaged in strengthening workers’ welfare and labour relations.” – June 24, 2022
