C S Garment, Inc. is one of the few companies which has a code of conduct that is responsive to the worldwide demand that products must be environmentally- friendly and socially acceptable. i.e. products not made of sweated or exploited labor.

Its Code of Conduct is anchored on respect for human rights, compliance with acceptable laws ie. payment of fair wages, provision of safe working condition, non-impairment of team members rights to form an organization like LMC and join trade unions of their choice. It also includes prohibition against the use of corporal punishment, forced labor, physical and mental coercion, child labor and sexual harrassment.

Already, its practices are known for ensuring fair and considerate treatment among team members, providing good working conditions, friendly-environment and regular job-performance recognition.

Forms of payment of salaries and wages are of legal tender.

Management makes sure that favor is not given to male employee over a female employee with respect to promotion and training opportunities. No discrimination also on the basis of personal characteristics.

As to employees’ rights, the company does not require as condition of employment that any employee shall not join a labor organization. CSGI never interferes with, restrain or coerce any employee in the exercise of their rights to self-organization.

Use of forced-labor, corporal punishment, physical or mental coercion is also prohibited in the company.

For safety and health, company assigned Safety Officer to take charge of the safety measures in the workplace. Company provides working condition that is safe and do not impair the health of the employees. Separate comfort rooms are provided for male and female. Fire exits are well unblocked and well-lighted, fire extinguishers are placed with history cards to verify expiration date, fire drills are done annually, first aider, nurse, company doctor and dentist are also provided. Facilities are readily available in case of emergencies.

Code of Conduct framed and displayed at strategic area of the company lobby where team members, suppliers, contractors, company guests and visitors can read.

HR staff conducts orientation to new team members regarding COC as it signified the company’s high respect for the protection of human rights. In the management meetings, they see to it that plans and direction of the company geared towards the same direction. Like in previous years up to year end 2005, the company has not encountered any single complaints or received labor case against violation of human rights.

C S Garment, Inc. ensures that suppliers and contractors are compliant with the applicable laws of the country they are located. There is a written standard provision in our contract to stop business with suppliers who are found to have violations such as child-labor. We take effort to monitor suppliers/ contractors on their compliance. Though we do not regularly monitor the contracts of our supplier employees whether they pay their dues and obligations to their workers, we made sure that we get a written commitment from them that their company is also in compliance with all applicable laws of the Department Of Labor and Employment ( DOLE ), PEZA, DENR etc. CSGI not only complied with the standards of ISO 9001:2000 on management quality system but also on the AVE Sector Model for Social Responsibility, social audit similar to SA8000.

We continue to implement the Suppliers Agreement that mandates long-term partnership with the company only if they adhere to the Global Compact principles.

Although not all suppliers can comply with these principles, at least we make them aware that being socially responsible makes good business sense.

Some suppliers even appended in their agreement the certifications from SSS, Pag-Ibig, Philhealth about their prompt payment of the premiums as required by law. They also attach proof of compliance to other government laws and awards and recognition they got for their social responsibility projects. At present, around 46 % of the signed suppliers agreement have been returned to us, this signifies the suppliers support to company initiatives.

The company continued to follow and implement the 12 covered areas of AVE Sector Model for Social Responsibility, similar to SA8000.

We put priority to close monitoring of the key factors like working time, compensation, child labor/ young employees, forced labor, freedom of association, discrimination, working condition, health and social facilities, occupational safety and health, environment etc.

To ensure compliance with the standards of AVE Sector, regular management review is conducted with the presence of the LMC committee members, section heads and the top management.

It is required that Labor and Compact issues be discussed on the Boardroom.

During the conduct of the regular management review meetings, it is not only quality of the products or the customers complaints that are addressed but also the result of social audits conducted by the buyers and the principles of the Global Compact that has to be adapted all throughout.

Team members look up to management as their family because they are assured of a fair and considerate treatment from the very start.

Management team is very serious in its drive to manage team members professionally. They provide an open mind to encourage people to speak out without fear. They always believe in fairness. The supervisors and HR staff listens to feedback on real issues and concerns as well as new ideas and suggestions. Our General Manager especially the Vice President always have an open door to anybody.

Based on individual personnel record ( 201 files ) there were no record of disciplinary action involving insubordination, willful disobedience or any grievance against the management or member of management. Team members freedom to speak their minds serves as great motivation resulting to positive and productive change in order to reach our common good.

Company believes that good health is wealth and is fundamental to well being. Sports and recreation events, parties, anniversary and other activities not only provide fun to the employees and family members; they also enhance psychosocial and physical health. It is always the participation of children that brings excitement and energy to these activities.

Family members have access to free medical and dental services of our company physician and dentists. First aid medicines are also provided for emergency use. We have annual physical exam, Eco-cardiogram (ECG), Fasting Blood Sugar ( FBS), cholesterol exams given to employees and family members. Pap smear is provided for married employees and breast exams are also conducted to female employees free of charge for early detection of sickness. ie. cancer. We also took care of aging employees.

Aside from the benefit from being a Philhealth member-employee, hospitalization assistance is extended to family members who got confined in any hospital.

Medical assistance is provided to bonafide employee who is suffering from and had recovered cancer.

The company belongs to SME, it has created its own stress management based on the company’s general working condition, technologies used and potential safety and health hazards. In its simplest way, we pay attention to implement the stress management scheme;

1. Follow required work hours with breaks
2. Better lighting using day light fluorescent with electronic ballast. It has mild heat compared to conventional fluorescent.
3. Spacious air-conditioned work area
4. Heat and noise control. Ie – soundless sewing machine.
5. Good welfare facilities like drinking fountain, clean comfort rooms, access to telephone, clinic, canteen etc.
6. Reliable control equipment.
7. Adjusted working height.
8. Ergonomic and multi-faceted work stations
9. Health monitoring
10. Good teamwork climate.

The REFA Section composes of Industrial Engineers concentrates on work station design and organizes work to reduce exposure to any kind of stress or even hazard. The company Physician and the Nurse conduct risk assessment to detect possible causes of stress, hazard or risk in the workplace.