Better Work Haiti: 29th Compliance Synthesis Report

HAITI 29th Compliance Synthesis Report January to December 2025 2 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Copyright © International Labor Organization (ILO) and International Finance Corporation (IFC) (2026) First published (2026) The ILO is acting on behalf of both organizations on copyright-related matters. This is an open access work distributed under the Creative Commons Attribution 4.0 International License (https://creativecommons.org/licenses/by/4.0/). Users can reuse, share, adapt and build upon the original work, as detailed in the License. The ILO and IFC must be clearly credited as the owner of the original work. The use of the emblem of the ILO and/or IFC, or the Better Work logo, is not permitted in connection with users’ work. 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ILO Cataloguing in Publication Data Better Work Haiti: apparel industry 29th synthesis report under the HOPE II legislation / International Labor Office; International Finance Corporation. - Geneva: ILO, 2026 1 v. International Labor Office; International Finance Corporation 3 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Clothing industry / textile industry / working conditions / workers’ rights / labor legislation / ILO Convention / international labor standards / comment / application / Haiti The designations employed in this publication, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the IFC or ILO concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies, and other contributions rests solely with their authors, and publication does not constitute an endorsement by the IFC or ILO of the opinions expressed in them. Information on ILO publications and digital products can be found at: www.ilo.org/publns. Visit our website: www.betterwork.org Acknowledgments/Disclaimer Earlier phases of Better Work Haiti received financial support from the United States Department of Labor (USDOL). The contents of this publication are the sole responsibility of Better Work Haiti and do not necessarily reflect the views or policies of the USDOL. The mention of trade names, commercial products, or organizations does not imply endorsement by the United States Government. 4 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Table of Contents Acknowledgments/Disclaimer ........................................................................................................... 3 List of Acronyms ....................................................................................................................................... 5 Executive Summary ................................................................................................................................. 7 Section I: Introduction and Context................................................................................................. 8 1.1 Background .......................................................................................................................................... 8 Section II: Highlights of the reporting period July –December 2025 ................................ 11 Country Context ............................................................................................................................................... 11 Garment Industry Challenges ..................................................................................................................12 Section III: Milestones and key takeaways ................................................................................. 14 Progress toward achieving results. .......................................................................................................14 Section IV: Compliance overview in the Haitian garment industry................................. 22 Section V: Core labor standards non-compliance findings of the reporting period 31 Section VI: Better Work Haiti: From Compliance Monitoring to Institutional Anchoring ................................................................................................................................................. 36 Annex 1: TAICNAR Framework and Reporting Requirements under HOPE II Legislation ................................................................................................................................................ 44 TAICNAR Program Component 1: Compliance Assessments and Remediation Support ............................................................................................................................................................. 45 TAICNAR Program Component 2: Technical assistance to strengthen the legal and administrative structures for improving compliance in the industry .................................. 45 Annex 2. Better Work’s Service Delivery Model ....................................................................... 48 Annex 3. The Better Work Compliance Assessment Methodology ................................. 52 Better Work Compliance Assessment Framework .........................................................................52 Annex 4: Factory findings ...................................................................................................................67 5 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI List of Acronyms ADIH Association des Industries d’Haïti (Haitian Industry Association) BMST Bureau de la Médiatrice Spéciale du Travail (Office of Ombudsperson) CAOSS Conseil d’Administration des Organes de Sécurité Sociale (Board of Social Security Bodies) CP Compliance point CSS Conseil Supérieur des Salaires (Wages High Council) CATH Central Autonome Travailleurs Haïtiens (Autonomous Central of Haitian Workers) CEDATHA Centrale Démocratique Autonome des Travailleurs Haïtiens (Autonomous Democratic Central of Haitian Workers) CFOH Confédération des Forces Ouvrières Haïtiennes (Confederation of Haitian Workers Forces) CNOHA Centrale Nationale des Ouvriers Haïtiens (National Central of Haitian Workers) CSH Coordination Syndical Haïtienne (Haitian Trade Union Coordination) CTH Confédération des Travailleurs Haïtiens (Confederation of Haitian Workers) CTSP Confédération des Travailleurs des secteurs Publics et Prives (Confederation of Workers from the Public and Private Sectors) CTMO-HOPE Commission Tripartite de Mise en œuvre de la loi HOPE (Tripartite Commission for the Implementation of the HOPE Law) EA Enterprise Advisor ESPM-BO Entè Sendikal Premye Me-Batay Ouvriye GOSTTRA Groupement Syndical des Travailleurs-eusses du Textile pour Réexportation d'assemblage (Union Group of Textile Workers for Re-export of the Assembly) 6 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI SOHSA Syndicat des Ouvriers de HANSAE Haiti S.A (HANSAE Haiti S.A Workers Union) UTL Union des Travailleurs Libres (Union of Free Workers) HELP Haiti Economic Lift Program HOPE Haitian Hemispheric Opportunity through Partnership Encouragement Act IOE International Organization of Employers ITUC International Trade Union Confederation MSDS Material Safety Data Sheet MAST Ministère des Affaires Sociales et du Travail (Ministry of Social Affairs and Labor) OFATMA Office d’Assurance Accidents du Travail, Maladie et Maternité (Office for Work, Health and Maternity Insurance) ONA Office Nationale d’Assurance Vieillesse (National Office for OldAge Insurance) OSH Occupational Safety and Health PAC Project Advisory Committee PAP Port-au-Prince, Haiti PIC Parc Industriel de Caracol (Industrial Park of Caracol) PICC Performance Improvement Consultative Committee PIM Parc Industriel Métropolitain (also referred to as SONAPI) PPE Personal Protective Equipment SC/AFL-CIO Solidarity Center/American Federation of Labor-Congress of Industrial Organizations SDT Table de Dialogue Social (Social Dialogue Table) TAICNAR Technical Assistance Improvement and Compliance Needs Assessment and Remediation USDOL United States Department of Labor 7 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Executive Summary The Haitian garment sector remained under severe economic and security pressure throughout 2025. Employment levels, which stood at approximately 60,000 workers in 2021, have declined significantly in recent years, reflecting prolonged political instability, declining orders, and global market shifts. As of the end of the reporting period, 23 active factories participating in Better Work Haiti employed approximately 21,575 workers, of whom 51.1 percent are women. In September 2025, the expiration of the HOPE II trade preferences introduced immediate disruption in the sector. Several factories halted shipments or reduced production in response to the imposition of tariffs. In early 2026, the United States Congress approved a one-year extension of the HOPE legislation through the end of 2026. While this extension has provided short-term stabilization and renewed market access, longer-term uncertainty regarding the future of trade preferences continues to influence buyer behavior and enterprise planning. Against this backdrop, Better Work Haiti operated with fewer financial and staffing resources following cuts in United States development assistance in 2025. Despite these limitations, the program fulfilled its core TAICNAR mandate, conducting 20 factory assessments and providing 68 advisory service visits to participating enterprises. Monitoring, remediation support, and social dialogue facilitation continued throughout the reporting period. 8 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Section I: Introduction and Context 1.1 Background Haiti's Apparel Industry in Numbers The apparel industry in Haiti has been a key driver of the country’s formal economy, and it has faced significant headwinds in recent years, including in 2025. As recently as 2021, the industry provided 60,000 jobs in the country, which has declined to around 20,000. In 2025, and consistently accounts for approximately 90 per cent of Haiti’s exports. In September 2025, the trade preference program enabling this significant economic sector, the Haitian Hemispheric Opportunity through Partnership Encouragement (HOPE) Act (expanded through HOPE II in 2008 and further enhanced by the Haiti Economic Lift Program (HELP) Act in 2010), expired. The HOPE legislation provided duty-free access to the U.S. market for Haitianmanufactured apparel, and its 2025 expiration created further obstacles to the survival of this key industry in Haiti. The law's expiration was felt immediately, as some factories halted shipments and reduced production. This had a direct impact on the workers, who saw their income automatically reduced. The data published by OTEXA also reflected a decline in exports when compared to the previous year. As of September 2024, the estimated value of all textile and apparel exports was approximately $610 million, compared with current-year data of approximately $532 million, representing a 12.78 percent decrease1. As of early 2026, the US Congress approved appropriations that included a one-year extension of the HOPE legislation through the end of 2026. Negotiations are expected to take place on a longer-term extension of the preferential trade program. The long-term renewal of the HOPE II law remains critical for the survival of the Haitian textile and apparel sector. Without its provisions, tariffs estimated at 1 The International Trade Administration, U.S. Department of Commerce: https://www.trade.gov/data-visualization/us-textile-apparel-imports-category-or-country) 9 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI 20–25 percent would increase costs for Haitian exporters, making their products less competitive with other low-cost suppliers in Asia and elsewhere, potentially leading to factory closures and job losses. At the same time, shifting global supply-chain dynamics create opportunities for Haiti. Increased interest from international brands in nearshoring production closer to the US market, along with prospects for stronger regional integration within Caribbean value chains and CARICOM markets, could boost Haiti’s role in Western Hemisphere apparel supply chains if supported by stable governance, infrastructure upgrades, and ongoing trade preferences. In this context, strengthening national labour governance and compliance systems becomes increasingly important to maintain investor confidence and support Haiti’s competitiveness within regional and global supply chains. There are currently 23 factories, including one non-textile factory registered with Better Work Haiti, which together provide approximately 27,200 jobs. Although two factories closed in 2025, others reopened in the Northeast after a two-year hiatus. Additionally, there is one factory in Port-au-Prince, which opened a branch in the Northeast. The program also expects the opening of another brand-operated factory in the Northeast at the beginning of 2026, while a factory currently operating is planning to expand, adding approximately 1,000 workers. 10 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI The apparel industry at a glance. 23 2 ~ 22,000 3 Active factories in the program Workers employed. (63% women) 44 29 7 11 Brands and Retailers Government Partners Active industrial zones hosting 90% of the textile industry ~ $532,000 mi 5 Apparel exports in USD million (YE current Sep 2025 -12.78%) Active workers’ organizations 2 The closure of some factories and production reduction of other causes some termination and significant loss of employment mostly among production workers. 3. Approximately, 4,125 jobs loss as two factories stopped operations due to challenges related to the country’s recent situation. 4 Multiple zones in the west department face difficult challenges due to gangs’ unrests. This situation affected industrial areas to remain fully active for factories to keep operating. 5 The security situation of the country severely affected production, receiving of raw materials and shipment of finished goods. 11 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Section II: Highlights of the reporting period July –December 2025 Country Context Since Better Work Haiti’s last synthesis report, the country has experienced a further deterioration in its political, security, and economic environment, significantly constraining business operations. A prolonged governance crisis, combined with escalating gang violence, has deeply affected daily life across much of the country. United Nations reports in 2025 indicated that most of the Port-au-Prince metropolitan area was under the control of criminal groups, with alliances expanding beyond the capital. The violence has caused widespread displacement, and more than half of Haiti’s population of 12 million is estimated to require humanitarian assistance. These conditions have reinforced severe and prolonged economic contraction. According to a 2025 United Nations country analysis, Haiti’s economy has been shrinking steadily since 2018, driven by political instability, insecurity, and recurring natural disasters. Gross domestic product has recorded negative growth rates, reflecting contraction in construction, manufacturing, and services. Informality has expanded, with a growing share of the labour force engaged in precarious work without access to social protection. International efforts to stabilize Haiti have failed to meet the scale of the challenges in the country to date. Meanwhile, the Transitional Presidential Council (TPC) has failed to establish political stability in the country. The security and political challenges facing Haiti have led to a prolonged economic crisis. A United Nations country analysis from 2025 notes that Haiti's economy has been in steady contraction since 2018, exacerbated by political instability, insecurity, and recurring natural disasters. The report notes that gross domestic product recorded negative growth rates, reflecting the severe contraction of key sectors such as construction, manufacturing, and services. Meanwhile, informality in the overall economy has 12 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI increased, with a growing share of the labour force engaged in precarious activities without social protection.6 Garment Industry Challenges The Haitian garment industry, the most important source of formal employment, is currently facing severe challenges that threaten its viability and the livelihoods of tens of thousands of workers. These challenges are linked to structural weaknesses in security, changes in trade policy, and broader economic factors. The expiration in September 2025 of the HOPE II law, which allowed Haitian apparel exports to enter the U.S. market duty-free, is one of the biggest and immediate threats facing the Haitian garment sector. It affected production in 2025, as some factories halted exports to the US due to a 14-30% tariff increase. Although legislation was passed in the US in early 2026 to extend the HOPE provisions through the end of the year, the uncertainty around the long-term prospects of the HOPE II law means buyers may hesitate to commit to long-term contracts and therefore look elsewhere to stay competitive. Better Work Haiti, a partnership between the International Labor Organization (ILO) and the International Finance Corporation, serves as the supervising arm of the HOPE II law. Program funding was mainly supported by the United States Department of Labor, which was directly affected by cuts in U.S. foreign aid and development assistance implemented in 2025. While the program continued to operate with a smaller, more constrained team in the country through the end of 2025, it focused on essential services, including advisories and factory assessments. Despite funding cuts, Better Work Haiti continued to engage stakeholders in promoting social dialogue. In 2026, Better Work Haiti is exploring new sources of financing to rebuild and continue supporting the garment sector and the jobs it provides. 6 United Nations Haiti. (2025). Analyse commune de pays - Haïti: Mise à jour au 31 Mars 2025 [Common Country Analysis - Haiti: Update as of March 31, 2025]. United Nations. haiti.un.org 13 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI 14 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Section III: Milestones and key takeaways Progress toward achieving results. FACTORY-LEVEL SOCIAL DIALOGUE MECHANISMS GENERATE ACTIONS TO REDUCE NON-COMPLIANCE WITH HAITIAN LABOUR LAW AND INTERNATIONAL LABOUR STANDARDS, INCLUDING NON-COMPLIANCE ISSUES AFFECTING WOMEN. In 2025, Better Work Haiti continued to adjust its operational model in response to a changing resource environment, focusing more on sustainability and institutional ownership. As part of this shift, program leadership, in consultation with the Program Advisory Committee (PAC), prioritized delivering core TAICNAR functions, especially factory-level compliance assessments and advisory services, to maintain monitoring, remediation support, and enterprise engagement during a period of financial and institutional change. Training activities during the reporting period were therefore implemented in a targeted and strategic manner. With a streamlined team structure, training delivery focused on interventions with immediate relevance to workplace governance and compliance. In this context, Better Work Haiti delivered a bipartite committee training for one factory in the Northeast, aimed at strengthening the functioning of the Performance Improvement Consultative Committee (PICC) under the revised Service Model. The two-day training enhanced the capacity of management and worker representatives to:  Understand the objectives of the Better Work Service Model and the role of the PICC within it.  Clarify the respective roles and responsibilities of PICC members; and  Engage constructively in joint problem-solving to support continuous workplace improvement. 15 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI In parallel, Better Work Haiti delivered an Occupational Safety and Health (OSH) training for the same factory, focusing on strengthening internal capacity to manage workplace risks. The training supported improved understanding of OSH principles, appropriate use of personal protective equipment (PPE), and practical approaches to hazard identification and prevention. By the end of the OSH training, participants were better equipped to:  Establish and strengthen key elements of an OSH management system, including policies and health and safety committees.  Identify common workplace OSH risks and apply practical mitigation measures; and  Develop a realistic, factory-level OSH action plan for ongoing implementation. ASSESSMENTS AND ADVISORY SERVICES In the first quarter of 2025, Better Work Haiti conducted five out the seven assessments that were scheduled, four hybrid and one virtual. During hybrid assessments, inspectors from the Ministry of Social Affairs and Labor (MAST) were on site at the factory, while Better Work assessors participated online. Two factories scheduled for assessments were temporarily closed during the first quarter and were not assessed. Better Work Haiti had to curtail its activities between March and June due to uncertainty about the program's future. As a result, the staff were unable to conduct assessments but continued with virtual services. From July 2025 to December 2025, Better Work Haiti conducted 13 on-site assessments, 1 virtual, and 2 hybrids, totaling 21 assessments for the year (including a non-textile factory). One factory in Port-au-Prince declined the assessment due to early closure at the end of the year, and another in the Northeast is not yet eligible for assessment. Non-compliance issues identified were addressed in advisory sessions, where factories developed improvement plans, including training initiatives and corrective actions. In addition, Better Work Haiti conducted 68 advisory visits to participating factories, focusing on: 16 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI  Enhancing Occupational Safety and Health (OSH) management systems  Improving human resources (HR) practices  Proper application of the labor law articles related to compensation  Addressing industrial relations issues, such as employee dismissals Discussions also addressed how the country’s security situation affects the garment industry. Workers voiced increasing worries about job losses and looked for ways to boost industry stability and safety. 17 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Coordinated consultation helps secure severance payments amid factory closures. Due to the June 2025 closure of two factories in Haiti’s West Department, both owned by the same corporate group. Better Work Haiti played a central role in safeguarding severance entitlements for affected workers. In coordination with the Office of the Ombudsperson and the Ministry of Social Affairs and Labor (MAST), the program engaged directly with factory management, worker representatives, and the international buyer to ensure transparency and legal compliance in the calculation and disbursement of severance payments. At the buyer's request, Better Work Haiti conducted an independent technical review of the proposed compensation calculations, complementing MAST's oversight. Through a series of bilateral and trilateral consultations, the program facilitated structured dialogue among all parties to define clear payment modalities and timelines. By November 2025, this coordinated effort led to the successful distribution of severance payments to about 2,500 workers, totaling over $2.25 million—making sure affected employees received their legal entitlements during a time of economic hardship. 18 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI REVIEW OF ALLEGATIONS RELATED TO A 2024 ENTERPRISE CLOSURE In November 2025, Better Work Haiti received a request from an international buyer to review allegations regarding the closure of two production buildings in July 2024. At the time of the closure, one international brand sourced from the facility. The allegations involved the separation of four pregnant workers and nine unionaffiliated workers. Better Work Haiti was informed of the closure in advance. It reviewed the retrenchment procedures in collaboration with the Ministry of Social Affairs and Labor (MAST) and the Special Labor Mediation Office (BMST). Following the request, Better Work Haiti obtained the list of referenced workers and conducted follow-up outreach and document review. Advisors were able to establish contact with three of the four pregnant workers. The workers confirmed they received their legal severance payments, and two confirmed receiving maternity benefits through OFATMA. Subsequent document reviews regarding the third worker confirm that she received her OFATMA payment in February 2026. The three workers also indicated that management had communicated potential reemployment opportunities; however, they could not return to work at that time due to personal circumstances, including childcare responsibilities. One of the workers has since returned to work at a sister factory. Better Work Haiti reviewed documentation related to the nine workers identified as union members and the factory’s restructuring process. The closure affected 644 workers as part of broader downsizing. Records showed that 24 union members were offered reassignments within the company. Nine members from one of the unions in the factory chose not to be reassigned. The other 15 (some from this union federation, and some from other union federations) were reassigned to another company facility. The review confirmed that those terminated received their full legal severance pay and signed separation agreements agreeing to the terms of termination. These agreements were signed in the presence of union representatives and officials from the Ministry of Social Affairs and Labour (MAST). Better Work Haiti found no evidence of non-compliance with national labor laws or international labor standards. 19 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI In collaboration with MAST, Better Work Haiti continues to monitor enterprise closures and retrenchment processes to ensure that they are conducted in accordance with Haitian labor legislation, international labor standards, and the transparency objectives under HOPE II. GOVERNMENT INSTITUTIONS SUCH AS THE MAST LABOR INSPECTORATE, ONA, AND OFATMA HAVE INCREASED ORGANIZATIONAL CAPACITY TO PROVIDE SERVICES TO ELIGIBLE WORKERS. Better Work Haiti continued to assist the Ministry of Labor and the Office of the Ombudsperson for the Textile Sector in enhancing their ability to serve constituents effectively. Under the guidance of the Office of the Ombudsperson and with support from Better Work Haiti, the Ministry of Labor’s inspectorate division organized a workshop for representatives from the regional offices of ONA and OFATMA to help them improve the delivery of services to their constituents. The main objective of the workshop, which lasted two days, was to discuss the role and responsibilities of the social services entities in the region and focus on ways to improve the services delivered to the factories. This workshop followed a similar one organized in Port-au-Prince in October 2024. The discussions, led by the Ministry of Labor’s chief legal advisor, focused on calculating social security contributions. Participants aligned a standardized method for these deductions, ensuring consistency with the labor code and the legal framework governing social security contributions. Additionally, they clarified their roles and responsibilities as collecting agents, improving compliance with social security requirements across the sector. Following the workshop, the Labor Inspectorate division organized several joint inspections with inspectors from ONA and OFATMA at various factories in the region to apply the techniques learned in the workshop. PROMOTING SOCIAL DIALOGUE IN THE GARMENT SECTOR. During this reporting period, Better Work Haiti continued to support the tripartite actors by encouraging them to engage in social dialogue and to find solutions to the issues facing the Haitian textile sector. In June of 2025, Better Work Haiti organized 20 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI a hybrid meeting, with the participation of the Office of the Ombudsperson, representatives from MAST, the general directorate of the Office of Work-Related accident, Maternity and Health Insurance (OFATMA), representatives of an industrial park in the Northeast, as well as representatives of several union groups. The main objective of the meeting was to discuss the delivery of services by OFATMA itself and by OFATMA-contracted service providers in the Northeast. The main complaint was that the service provider in Ouanaminthe was withholding delivery of services due to a delay in payment from OFATMA. Following the meeting, OFATMA and the service provider agreed to continue delivering services to the workers while payments are being processed. Once again, in October of 2025, Better Work Haiti, under the auspices of the Office for the Ombudsperson (BMST), intervened by organizing a tripartite meeting to diffuse a tension brewing in an industrial park in the Northeast. Workers decided to go on strike after the announcement that employers would begin deducting taxes from them, in accordance with regulations issued by the General Directorate of Taxes (DGI). The workers were protesting the park’s decision to start withholding certain portions of their wages, as their salaries had not increased in three years. The protests spread from one factory to another; consequently, no production took place that morning, as the workers went on strike to demand the immediate suspension of the tax. Faced with this social crisis and to avoid any lasting disruption to operations, the park's management requested that the Office of the Ombudsperson for the Garment Manufacturing Industry (BMST) arrange a meeting with the General Directorate of Taxes (DGI). Since the issue involved tax collection, the Ministry of Economy and Finance (MEF), the Ministry of Commerce and Industry, and the Ministry of Social Affairs and Labor (MAST) were also invited and participated in the meeting. During the meeting, the workers’ representatives took the opportunity to raise once again their dissatisfaction with the services provided by OFATMA, the lack of support from the Office for Retirement Insurance and Old Age (ONA), and the government's failure to publish an increase in the minimum salary. 21 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI At the end of the meeting and following a closed consultation between the government authorities, the Minister of Finance announced that, after a conversation with the Prime Minister, the following measures were agreed upon:  The immediate and temporary suspension of tax deductions made by the DGI (General Directorate of Taxes) on the wages of the workers concerned, until a new minimum salary is published.  The organization of a tripartite meeting to discuss the minimum wage. Factory closures and worker transition management During the reporting period, the Haitian garment sector experienced the permanent closure of several factories, reflecting the combined effects of prolonged security instability, declining orders, and uncertainty surrounding the renewal of trade preferences. These closures resulted in large-scale terminations affecting several thousand workers and represented a significant stress test for labor administration, social dialogue mechanisms, and worker protection frameworks. In response, Better Work Haiti worked in close coordination with the Ministry of Social Affairs and Labor (MAST), the Office of the Special Labor Ombudsperson (BMST), employers, and representative trade unions to support the orderly management of these closures. This included facilitating dialogue among the parties, verifying severance calculations in line with national labor law, and overseeing transparent payment processes. Where applicable, workers were informed of available options, including reassignment within the same enterprise group or voluntary separation with legal severance. These interventions helped mitigate the risk of unpaid entitlements, unmanaged conflict, and escalation during a period of heightened social and economic vulnerability. While factory closures fall outside the program's direct control, Better Work Haiti’s engagement helped safeguard workers’ rights during enterprise exits. It reinforced the role of established tripartite mechanisms in managing industrial transitions. 22 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Section IV: Compliance overview in the Haitian garment industry The overall trend of non-compliance in the Haitian garment industry Compliance assessments remain a central component of Better Work Haiti’s mandate under the TAICNAR framework. In 2025, the program conducted 20 factory assessments in the wearing apparel manufacturing sector (including hybrid and virtual modalities where necessary). The findings from this reporting cycle reveal three overarching patterns: 1. Persistent structural non-compliance in compensation and social security administration 2. High prevalence of occupational safety and health (OSH) gaps, particularly in emergency preparedness 3. Relative stability in core fundamental labor rights, with limited and procedural freedom of association findings These patterns indicate that many of the compliance issues identified through factory assessments relate to weaknesses in administrative processes, calculation methodologies, and preventive management systems. However, these findings should be interpreted with caution, as certain issues, particularly those related to freedom of association and gender-based violence and harassment, may be underreported in workplace monitoring. The sectoral grievance mechanism established with the BMST provides workers with accessible reporting channels in multiple languages, yet relatively few complaints on these issues have been formally recorded. While administrative and management system gaps account for a significant share of the issues identified, this does not exclude the presence of more sensitive labour rights concerns that may require continued attention through multiple monitoring and reporting channels. 23 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Figure 1 summarizes the percentage of factories found to be non-compliant with at least one question for each of the 38 compliance points among the apparel factories assessed by BWH in 2025. A discussion of these findings and detailed observations for a subset of compliance areas follows. 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Discrimin Child ation Labour Figure 1: Non-compliance by Compliance Point in 2025 Child Labourers Documentation and Protection of Young Workers Hazardous Work and other Worst Forms Gender Race and Origin Religion and Political Opinion Occupational Safety and Health Freedom of Association and Collective Bargaining Forced Labour Bonded Labour Coercion Forced Labour and Overtime Prison Labour Collective Bargaining 45% Freedom to Associate Interference and Discrimination Strikes Union Operations Chemicals and Hazardous Substances 95% Emergency Preparedness 95% Health Services and First Aid 100% OSH Management Systems 85% Welfare Facilities 85% Worker Accommodation Worker Protection 90% Working Environment 60% Compensation Method of Payment Minimum Wages/Piece Rate Wages Overtime Wages 45% Paid Leave 90% Premium Pay Social Security and Other Benefits 80% Wage Information, Use and Deduction Contracts Working and Human Time Resources 24 40% Contracting Procedures 10% Dialogue, Discipline and Disputes 5% Employment Contracts 75% Termination Leave 80% 45% Overtime 60% Regular Hours 50% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%100% % of factories with at least one NC found, n=20 25 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Working conditions clusters Compensation (Recurrent Calculation Errors Rather Than Denial of Entitlements) The compensation cluster continues to exhibit high rates of non-compliance, particularly in areas related to paid leave and social security contributions. In 2025:  75% of factories calculated annual leave payments incorrectly  65% incorrectly calculated maternity leave payments.  60% incorrectly calculated sick leave payments.  80% were non-compliant in at least one aspect of collecting or forwarding social security contributions. Importantly, these findings do not indicate widespread refusal to grant leave or to enroll workers in social protection systems. Rather, the predominant issue is the incorrect calculation and inconsistent application of statutory formulas, often failing to account for average earnings, including overtime and other wage components. This recurring pattern indicates that compliance challenges are closely linked to gaps in legal interpretation and inconsistent alignment between enterprises and public institutions responsible for social security oversight. The issue is therefore administrative and systemic, reinforcing the importance of institutional coordination and standardized guidance. Table 1. Paid leave Does the employer pay workers correctly for annual leave? Are eligible workers paid correctly for maternity leave? Are eligible workers paid correctly for sick leave? Does the employer pay workers correctly for weekly rest days? Non-compliance # of factories 15 % 75% 13 65% 12 60% 10 50% 26 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Workers are found to receive payments for various types of paid leave to which they are entitled by law, but these payments are frequently incorrectly calculated, resulting in non-compliance.  Workers are entitled to payment for annual leave, and generally, factories are found to make these payments. However, a review of documentation and interviews with workers and managers shows that the calculations for these payments are often incorrect and do not reflect workers' average daily earnings, including overtime. Of the 20 factories assessed in 2025, 15 were found non-compliant with this requirement.  Similarly, about two-thirds of factories were found to be non-compliant with maternity leave payments. A review of documentation and interviews with workers and managers reveals that the calculations for these payments are frequently incorrect and do not reflect workers' average daily earnings. They are found to be paid incorrectly for maternity leave. As with paid leave, maternity leave payments were not denied outright; rather, they were found to be based on incorrect calculations, resulting in payments misaligned with the requirements of the law. Similar dynamics were observed in the factories found noncompliant with sick leave payments. Better Work Haiti has recently strengthened its advisory services to help factories correctly interpret legal requirements for the payment of various leave entitlements. This targeted focus addresses recurring compliance findings and aims to improve employers’ understanding of applicable legal provisions and calculation methodologies. Better Work has continued to document mixed success regarding legally mandated social security payments in 2025. The first step to ensuring correct payment of these benefits is ensuring workers are registered with the Office d'Assurance Accidents du Travail, Maladie et Maternité (OFATMA), which provides health care and benefits for occupational injuries, illness, and maternity, and the Office National d'Assurance-Vieillesse (ONA), which manages retirement and pension payments for workers. 27 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Better Work has collaborated with technical specialists in the ILO, using data from assessments and enterprise engagement to identify gaps in compliance and opportunities to improve the functioning of the overall insurance system. Better Work also engages directly with enterprises and public labor inspectors to identify where employers may have lacked knowledge of the requirement to enroll in these two systems, and to clarify the correct employer contributions on behalf of workers. As of March 2025, all Better Work Haiti factories are enrolled in OFATMA and ONA, marking a significant achievement given the importance of the apparel sector to workers and their dependent family members in Haiti. Nevertheless, compliance challenges remain in ensuring correct contributions are made on behalf of workers. For example, even though all factories are paying employer contributions on behalf of workers and collecting and forwarding workers’ contributions to OFATMA and ONA, as with paid leave, document review in assessments found incorrect contribution amounts due to faulty calculations. In many cases of non-compliance, factories fail to pay forward the contributions monthly as required by law. These issues with correct and on-time payment are cited in 16 of 20 factories (Table 2). Table 2. Social Security and Other Benefits Does the employer collect and forward workers' contributions to OFATMA? Does the employer collect and forward workers' contributions to ONA? Does the employer pay 3% of workers' basic salary to OFATMA for maternity and health insurance? Does the employer pay the required employer contribution to ONA? Non-compliance # of factories % 16 80% 16 80% 16 80% 16 80% Non-compliance was less prominent for other issues related to social security, including paying workers their annual salary supplement/bonus, contributing to OFATMA’s worker-related accident insurance, and sending workers’ pay slips to OFATMA as required. 28 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Overtime wages. The 28th BWH synthesis report noted that nearly half of the factories in 2024 failed to pay workers correctly, including 6 factories that recorded working hours after 6 pm and calculated overtime based on an incorrect interpretation of a worker’s base wage. As seen in Table 3, the issues with correct overtime wage payment appear to have improved in 2025. Just six of 20 factories (30 per cent) were found to pay workers incorrectly for overtime hours worked at night. Instances of non-compliance with other aspects of overtime wage payments were less prominent. Table 3. Overtime wages Does the employer pay workers 50% above the night shift wage for all overtime hours worked at night? Does the employer pay workers 50% above the normal wage for overtime hours worked on weekly rest days? Does the employer pay workers 50% above the normal wage for all ordinary overtime hours worked? Does the employer pay workers 50% above the legally mandated holiday or weekly rest day rate for hours worked during the night shift? Does the employer pay workers 50% above the normal wage for overtime hours worked on legally mandated holidays? Non-compliance # of factories % 6 30% 3 15% 2 10% 2 10% 1 5% Contracts and human resources Relatively few factories were found non-compliant across a range of questions in the contracts and human resources cluster. The most prominent non-compliance issue in this cluster concerns payments to terminated workers for their unused annual leave. As with paid leave and contributory social security payments, the issue leading to non-compliance concerns the incorrect calculation of payments due, rather than the denial of these termination payments. Sixteen of 20 (80 per cent) factories assessed were found to have incorrectly calculated these payments, including instances where the average daily pay used in the calculation was incorrect, or where the average salary did not include payments for weekly days off 29 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI or overtime worked at night. Similarly, 12 of 20 factories (60 per cent) were found non-compliant with correctly paying an annual salary supplement/bonus to workers upon termination. Instances of non-compliance across five questions in the employment contracts compliance area were relatively low in 2025. Workers were mostly found to have contracts and understand their terms. However, about two-thirds of factories were found to be non-compliant with the requirement that work rules in these contracts meet legal standards. For example, in some cases, employment contracts were not signed by both parties and lacked essential information, such as workers’ salaries. Working time The working time cluster comprises 17 questions covering three compliance points: regular hours, overtime, and leave. Within regular hours, no instances of non-compliance were found across five of the eight compliance questions, including compliance with daily break periods, posting factory working hours, and legally mandated breaks for pregnant and breastfeeding workers. In contrast, nine factories (45 per cent) were found non-compliant with some aspects of the question examining whether regular daily or weekly working hours exceed legal limits. Most commonly, regular daily working hours consisted of a nine-hour shift, Monday through Friday, exceeding the regulation for regular hours allowed in the Haitian labor code. Six factories (30 per cent) failed to obtain authorization from the Ministry of Labor before instituting night shifts. Similar authorization from the Ministry of Labor is required before implementing overtime shifts. In 2025, 10 factories (50 percent) were found non-compliant on this issue within the overtime compliance point. In some cases, factories exceeded the legally allowed 80 hours of overtime per trimester. Nine factories (45 percent) were non-compliant with the overtime-hour limits. At the compliance point covering leave entitlements, no factories were found noncompliant for failing to provide sick leave to workers with valid medical attestations, or for substituting payment for granting annual leave. A small proportion of 30 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI factories (2 of 20) were found non-compliant with the requirement to provide at least 15 days of annual leave to workers with one year of service. A small proportion of factories (2 of 20) were found non-compliant with the requirement to provide at least 15 days of annual leave to workers with one year of service. A more prominent issue within leave compliance concerns maternity leave. The National Labor Code requires employers to grant at least 12 weeks of maternity leave, and no non-compliance was found with respect to this entitlement. However, 8 factories (40 per cent) were found non-compliant with the requirement that pregnant workers cease work six weeks before their due date, as stipulated by law. 31 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Section V: Core labor standards noncompliance findings of the reporting period Three of the five fundamental compliance clusters – child labor, forced labor, and discrimination – exhibited no evidence of non-compliance in 2025, in line with findings from the past several reporting periods. Definitive documentation of non-compliance in each of these three areas has been rare. The zerotolerance policy that many brands have for non-compliance in these areas may be a contributing factor to ensuring respect for these rights. For issues related to discrimination, discriminatory behaviour or practices may exist but evade definitive detection during the limited time-bound nature of compliance assessments. More on the limitations of Better Work’s assessment process can be referenced in the Annex. Freedom of Association and Collective Bargaining Freedom of association (FOA) and collective bargaining are fundamental enabling rights for achieving decent work. Better Work Haiti assesses participating factories on 20 questions across five compliance points: freedom of association, collective bargaining, interference and discrimination, strikes, and union operations. In 2025, 45 per cent of factories assessed (9 of 20) were found non-compliant for failing to implement one or more provisions of a collective agreement in force. For example, several factories were not to have implemented a provision in a collective agreement requiring employers to provide workers with personal safety equipment." It might be worth explaining that there is one CBA covering xx number of factories - because this is a big achievement, but also because it makes clear why so many employers are NC with the same CBA provision. No evidence of non-compliance was found in 2025 across the other compliance points. This represents an improvement over the past two reporting periods, which had non-compliance findings in two factories in each period related to wrongful dismissals of workers based on their union status. 32 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Occupational Safety and Health The Declaration on Fundamental Principles and Rights at Work (1998) was amended in 2022 to add a safe and healthy working environment as a fundamental principle and right. As a result, the Occupational Safety and Health Convention, 1981 (No. 155), and the Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187), are now considered fundamental conventions. Non-compliance findings under OSH are therefore reported under the fundamental rights section of this report. The highest levels of non-compliance among BWH-assessed factories in 2025 relate to occupational safety and health, a pattern consistent across other Better Work country programs. Part of this dynamic is attributed to the high number of areas assessed – 65 individual compliance questions across 8 compliance points – as well as the evident physical nature of certain OSH issues that facilitates detection and documentation during assessments. Emergency preparedness covers key workplace safety measures, including emergency exits, fire-fighting equipment, and evacuation procedures. Noncompliance in this area is widespread, with 95 per cent of factories found noncompliant in at least one of the emergency preparedness requirements assessed. The most critical issues relate to blocked emergency exits and insufficient fire-fighting equipment, which pose significant risks in the event of a fire or other emergency. Table 4X provides a more detailed breakdown of the specific compliance points where most non-compliance occurs. Table 4. Emergency preparedness Does the workplace have adequate firefighting equipment? Are the emergency exits accessible, unobstructed, and unlocked during working hours, including overtime? Non-compliance # of factories 11 10 % 55% 50% 33 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Are emergency exits and escape routes clearly marked and posted in the workplace? Has the employer trained an appropriate number of workers to use the firefighting equipment? 10 50% 10 50% While most factories (19 of 20) have an adequate number of emergency exits, 10 of the 20 factories assessed were non-compliant in ensuring that emergency escape routes are not obstructed by production materials, equipment, or other obstacles. Enterprise advisors also cited non-compliance for locked emergency exits and inadequate signage for exits. Factories were frequently found to lack the regular inspections required for fire extinguishers, and access to them was often obstructed. The areas covered by compliance points on chemicals and hazardous substances, and on health services and first aid, also exhibit high levels of noncompliance in the reporting period. Table 4. Emergency preparedness Are chemicals and hazardous substances properly labelled? Are chemicals and hazardous substances properly stored? Does the employer have chemical safety data sheets for all the hazardous chemicals used in the workplace? Does the employer provide adequate washing facilities and cleansing materials in the event of exposure to hazardous chemicals? Has the employer effectively trained workers who work with chemicals and hazardous substances? Non-compliance # of factories % 12 60% 6 30% 14 70% 5 25% 6 30% 34 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Has the employer taken action to assess, monitor, prevent and limit workers' exposure to chemicals and hazardous substances? Does the employer keep an inventory of chemicals and hazardous substances used in the workplace? 8 40% 12 60% For example:  Some challenges persist with managing hazardous materials properly – 70 percent of factories were found not to have chemical data sheets, 60 percent of factories were found to have improperly labeled hazardous substances, and the same proportion were found to lack an adequate inventory of chemicals and hazardous substances.  Regarding health services, 16 out of 20 factories (80 per cent) were found non-compliant with the requirement to provide workers exposed to workplace hazards with free health screenings. As noted in previous reports, workers who are continuously exposed to hazardous chemicals are entitled to free medical checks every six months, provided by the government through OFATMA, after employers obtain workers’ health cards. Several factories had not paid for these cards or had not formally requested OFATMA to conduct the required screenings. In some cases, delays were also reported in the provision of health services. Better Work Haiti is currently working with OFATMA and sector stakeholders to strengthen coordination and facilitate access to the required occupational health services for garment workers.  Better Work places strong emphasis on establishing and sustaining management systems to achieve and maintain compliance in the workplace. Encouragingly, factories assessed largely demonstrate a commitment to upholding these management systems.  Only 15 percent (3 of 20) of factories were found non-compliant with maintaining an OSH committee in the workplace. While hosting an OSH committee is an important first step toward encouraging a safe and 35 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI healthy work environment, ensuring the committee is active, functioning, and well-known among workers falls outside the scope of this specific compliance question.  Only 30 percent (6 of 20) of factories were found non-compliant with recording work-related accidents and submitting these records to the government monthly. 36 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Section VI: Better Work Haiti: From Compliance Monitoring to Institutional Anchoring During the reporting period, Better Work Haiti operated in a highly constrained environment marked by funding reductions, political instability, and enterprise contraction. Despite these limitations, the program continued to deliver its core TAICNAR functions, including compliance assessments and advisory services. However, 2025 also marked a deliberate strategic shift in the program’s role within the Haitian garment sector. While Better Work Haiti was originally established primarily as an independent compliance-monitoring mechanism under the HOPE framework, the evolving sectoral context has necessitated a broader institutional focus. Experience during this reporting period demonstrated that factory-level remediation alone cannot address persistent patterns of non-compliance rooted in administrative inconsistencies, regulatory interpretation gaps, or service delivery bottlenecks within public institutions. Accordingly, the program increasingly positioned itself as an institutional anchor within the labor governance ecosystem. Strengthening Institutional Coordination Better Work Haiti supported structured coordination among the Ministry of Social Affairs and Labor (MAST), the Office of the Ombudsperson (BMST), the social security institutions (ONA and OFATMA), and sector stakeholders. Joint workshops and follow-up inspections helped align the interpretation of social security contribution calculations and clarify institutional roles in enforcement and service provision. By facilitating dialogue between public institutions and enterprises, the program helped reduce inconsistencies in calculation methodologies and strengthen transparency in compliance enforcement. These efforts uncovers 37 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI and aims to drive significant improvements against one of the identified systemic drivers of recurrent non-compliance [the gaps between enterprise representatives’ understanding], particularly in areas related to social security contributions and occupational health services. Supporting Responsible Enterprise Transitions The reporting period was characterized by several factory closures linked to declining orders and trade uncertainty. In these cases, Better Work Haiti moved beyond assessment to support structured, transparent enterprise exits. Working in coordination with MAST, BMST, employers, trade unions, and international buyers, the program facilitated consultations, reviewed severance calculations, and encouraged adherence to legal obligations. Engagement with global brands emphasized the application of leverage to promote responsible disengagement consistent with human rights due diligence principles. These coordinated interventions helped ensure timely severance payments, reduce the risk of labor disputes, and protect worker entitlements during a period of economic vulnerability. The program’s role in these cases illustrates its function as a stabilizing institutional actor rather than solely a monitoring entity. Promoting Social Dialogue as a Governance Tool Throughout 2025, tripartite dialogue mechanisms were used to address tensions related to tax deductions, wage concerns, and service delivery gaps. By convening meetings involving ministries, employer representatives, worker organizations, and park management, Better Work Haiti reinforced the role of structured dialogue in preventing escalation. These engagements demonstrated that active and trusted social dialogue mechanisms can serve as effective shock absorbers in fragile environments. Where institutional channels were utilized, disputes were managed within formal frameworks rather than through prolonged work stoppages or unmanaged conflict. 38 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Embedding Responsible Business Conduct The program continued to engage international buyers sourcing from Haiti to promote alignment between brand due diligence processes and national labor governance frameworks. This included encouraging transparency in retrenchment processes, reinforcing expectations regarding severance compliance, and supporting information-sharing with public authorities. By linking enterprise practices, brand leverage, and national oversight mechanisms, Better Work Haiti helped embed responsible business conduct as a shared expectation among sector actors. A Dual-Track Sustainability Strategy The experience of 2025 confirms that sustainability in Haiti’s garment sector requires a dual-track approach: 1. Continued delivery of credible, independent compliance monitoring and advisory services; and 2. Progressive strengthening of national institutions responsible for inspection, mediation, and social protection. The program’s evolution reflects recognition that long-term resilience depends not on permanent external oversight but on capable and coordinated domestic institutions. By reinforcing public systems while maintaining transparency and accountability at the enterprise level, Better Work Haiti supports a more sustainable model of labor governance. In a context where trade preferences remain subject to renewal cycles and funding landscapes may shift, anchoring compliance within institutional structures enhances continuity and reduces vulnerability to external shocks. This reporting period therefore demonstrates both continuity and transition: continuity in fulfilling the core monitoring mandate under TAICNAR, and transition toward a broader role in strengthening the institutional foundations that underpin decent work in Haiti’s garment sector. 39 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Lessons learned and Recommendations for the Haitian garment sector Lessons Learned 1. Factory-level compliance has clear limits without system alignment. The program demonstrated that sustained factory-level engagement can improve OSH awareness, internal procedures, and dialogue. However, persistent non-compliance in areas such as social security contributions, occupational health services, and statutory benefits highlights the limits of factory-only remediation when enforcement mandates, calculation methodologies, and service delivery rest with public institutions. Compliance outcomes are ultimately shaped by the coherence and capacity of the broader labor administration and social protection system. 2. Institutional coordination is as critical as technical capacity. Repeated inconsistencies in the application of social security rules underscore that non-compliance is often driven less by lack of knowledge than by divergent interpretations across institutions. Where structured inter-agency dialogue and joint trainings took place, misunderstandings were reduced, and follow-up became more consistent. This confirms that coordination mechanisms matter as much as individual inspectors or enterprise capacity. 3. Crisis conditions magnify pre-existing vulnerabilities. Security constraints, factory closures, and market uncertainty during the reporting period did not create new compliance challenges so much as expose structural weaknesses in labor governance. The experience shows that labor standards systems that function marginally in stable conditions struggle significantly unless roles, procedures, and responsibilities are clearly defined and institutionalized. 40 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI 4. Social dialogue mechanisms are effective shock absorbers. Tripartite engagement, mediation, and the use of formal protocols during factory closures helped mitigate conflict, protect worker entitlements, and preserve social stability. Where dialogue channels were active and trusted, disputes were more likely to be managed without escalation, even in highly sensitive situations involving retrenchment and enterprise exit. 5. Sustainability depends on institutional ownership, not program presence. The most durable outcomes of this phase were those embedded within national institutions such as labor inspection, mediation, and social security bodies. Activities that strengthened procedures, coordination, and shared understanding proved more resilient than those dependent on continuous program delivery. Recommendations 1. Prioritize system-level compliance enablers Future efforts should focus on aligning interpretation, calculation, and enforcement of labor and social security obligations across relevant public institutions. Clear, shared guidance and standardized tools are essential to reduce recurrent non-compliance and disputes. 2. Institutionalize inter-agency coordination mechanisms Regular, formal coordination platforms between labor administration, social security institutions, and mediation bodies should be maintained and strengthened. These mechanisms should move beyond ad hoc problem-solving toward sustained joint planning and information sharing. 3. Strengthen labor inspection and mediation capacity at the regional level Given the geographic concentration of garment production, targeted support to regional inspectorates and mediation services is critical. This includes practical tools, ongoing training, and clear referral pathways to ensure consistent enforcement and dispute resolution. 41 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI 4. Embed responsible enterprise exit protocols as standard practice Clear procedures for managing retrenchments and factory closures should be formalized and disseminated to ensure workers’ rights are protected during enterprise transitions. These protocols should be recognized as a core component of labor governance rather than exceptional measures. 5. Maintain the linkage between trade preferences and labor governance The experience of this phase reinforces the importance of coupling market access incentives with credible labor standards oversight. Continued alignment between trade regimes and labor governance mechanisms remains essential for sustaining compliance and protecting workers in the sector. 6. Anchor future interventions in national ownership and realism Any future engagement in the Haitian garment sector should be designed with realistic expectations, acknowledging security and capacity constraints, and should prioritize national ownership from the outset. External support is most effective when it reinforces, rather than substitutes for, public institutions. 42 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Conclusion The 2025 reporting period reflects both resilience and transition in Haiti’s garment sector. Despite prolonged insecurity, economic contraction, funding reductions, and uncertainty surrounding the renewal of trade preferences, core labor governance mechanisms continued to function. Compliance monitoring, advisory engagement, and structured social dialogue remained operational across participating factories. The one-year extension of HOPE II through the end of 2026 provides short-term stabilization for the sector. However, this temporary renewal does not eliminate longer-term uncertainty. Sustainable progress in labor standards cannot depend solely on external trade incentives or periodic program funding. It requires coherent, capable, and coordinated national institutions. Compliance findings from this cycle highlight that the most persistent challenges are structural rather than occasional. Ongoing issues with social security contributions, paid leave calculations, and occupational safety systems indicate the need for clearer institutional alignment, consistent enforcement, and stronger administrative capacity. When coordination improved, especially during enterprise closures and labor disputes, risks to workers were decreased, and conflicts were better contained. This phase of Better Work Haiti demonstrates an evolution in role. While independent compliance assessments remain central to the TAICNAR mandate, the program increasingly functions as an institutional anchor within Haiti’s labor governance ecosystem. By reinforcing inspection systems, supporting mediation processes, aligning public agencies, and engaging international buyers on responsible business conduct, Better Work Haiti contributes to embedding compliance within durable national structures. Looking ahead, the sustainability of decent work in Haiti’s garment sector will depend on maintaining credible links between trade frameworks and labor standards, strengthening public institutions responsible for enforcement and social protection, and preserving active tripartite dialogue. The experience of 2025 shows that even under severe strain, coordinated governance mechanisms can protect worker entitlements and uphold labor standards. 43 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI The challenge for the coming period is to consolidate these gains, deepen institutional ownership, and ensure that labor governance remains resilient, regardless of fluctuations in market conditions or external support. 44 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Annex 1: TAICNAR Framework and Reporting Requirements under HOPE II Legislation In 2006, the United States Congress passed the Haiti Hemispheric Opportunity through Partnership Encouragement Act of 2006 (HOPE), expanding preferences for Haitian apparel established under the Caribbean Basin Economic Recovery Act. This allowed the Haitian apparel industry to benefit from new duty-free preferences. In 2008, these preferences were further extended through HOPE II legislation, which set new standards and programs to improve and oversee working conditions in the apparel sector. On May 24, 2010, the Haiti Economic Lift Program of 2010 (HELP Act) was signed into law to broaden existing preferences to support Haiti’s economic growth and development in the textile and apparel industries. Among its provisions, the HELP Act extended nearly all the trade preferences created under HOPE and HOPE II. In 2015, the US Government renewed the Haiti HELP/HOPE provisions until September 2025. To benefit from HOPE/HOPE II/HELP, Haiti was required to establish an independent Labor Ombudsman appointed by the President of the Republic in consultation with the private sector and the trade unions. Haiti was also required to work with the ILO to develop a technical assistance program to (i) assess and promote compliance with core labor standards and national labor law in the factories that are eligible for tariff advantages under HOPE II and (ii) aid the Government of Haiti to strengthen its capacity in the process of inspection of facilities. Finally, Haiti needed to develop a mechanism to ensure that all producers benefiting from the HOPE II trade preferences participate in the TAICNAR program. This was referred to in the legislation as the Technical Assistance Improvement and Compliance Needs Assessment and Remediation (TAICNAR) program. The TAICNAR program consists of two components: 45 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI TAICNAR Program Component 1: Compliance Assessments and Remediation Support The HOPE law states that the first component of the TAICNAR program is “to assess compliance by producers listed in the registry described in paragraph (2) (B) (i) with the conditions set forth in subparagraph (B) and to assist such producers in meeting such conditions.” Better Work has been covering this part of the TAICNAR program since its launch in 2009. It must be noted that Better Work offers several services that go beyond the requirements of the HOPE legislation, in particular the collaboration with international brands through the sharing of factory assessment reports, joint support for factories regarding the improvement plan used during advisory services (corrective action plan), specific training and specific projects and events such as the annual buyers and multi-stakeholder’s forum. Since 2016, with the introduction of fees to be paid by factories for participation in the Better Work Haiti program, it has been decided that nonpaying factories will receive all Better Work core services (advisory, training, and one annual assessment) in line with the requirements of the HOPE legislation. Factories that pay their subscription fee will have access to the full Better Work service offer, beyond core services. TAICNAR Program Component 2: Technical assistance to strengthen the legal and administrative structures for improving compliance in the industry The HOPE law states that the second component of the TAICNAR program is “to provide assistance to improve the capacity of the Government of Haiti – (I) to inspect facilities of producers listed in the registry described in paragraph (2)(B)(i); and (II) to enforce labor laws and resolve labor disputes, including through measures described in subparagraph E.” The ILO has been conducting different activities under this component, mainly in the context of the USDOL-funded ILO/MAST Capacity Building project, which aimed to strengthen the Ministry's capacities to improve apparel factories’ 46 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI compliance with international standards and national labor laws. The project ran from 2014 to 2017 and was closely linked to the Better Work program. As of 2018, and with Better Work’s new 5-year strategy in Haiti, the program will continue to build on the efforts of this MAST capacity-building program. The revised project strategy emphasizes capacity building for all tripartite constituents – Government, employer, and worker organizations – as part of the Better Work program's sustainability efforts. The HOPE II law specifies which information must be included in the biannual reports published by the TAICNAR program. See the text box below for the original text of the law. 47 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI SEC. 15403. LABOR OMBUDSMAN AND TECHNICAL ASSISTANCE IMPROVEMENT AND COMPLIANCE NEEDS ASSESSMENT AND REMEDIATION PROGRAM. [...] (D) BIANNUAL REPORT. —The biannual reports referred to in subparagraph (C)(i) are a report, by the entity operating the TAICNAR Program, that is published (and available to the public in a readily accessible manner) on a biannual basis, beginning 6 months after Haiti implements the TAICNAR Program under this paragraph, covering the preceding 6-month period, and that includes the following: (i) The name of each producer listed in the registry described in paragraph (2)(B)(i) that has been identified as having met the conditions under subparagraph (B). (ii) The name of each producer listed in the registry described in paragraph (2)(B)(i) that has been identified as having deficiencies with respect to the conditions under subparagraph (B) and has failed to remedy such deficiencies. (iii) For each producer listed under clause (ii) (I) a description of the deficiencies found to exist and the specific suggestions for remediating such deficiencies made by the entity operating the TAICNAR Program. (II) a description of the efforts by the producer to remediate the deficiencies, including a description of assistance provided by any entity to assist in such remediation; and (III) With respect to deficiencies that have not been remediated, the amount of time that has elapsed since the deficiencies were first identified in a report under this subparagraph. (iv) For each producer identified as having deficiencies with respect to the conditions described under subparagraph (B) in a prior report under this subparagraph, a description of the progress made in remediating such deficiencies since the submission of the prior report, and an assessment of whether any aspect of such deficiencies persists. [...] 48 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Annex 2. Better Work’s Service Delivery Model The key principles of Better Work’s revised service model are ownership, accountability, dialogue, and partnership. The core services factories offer are advisory services, an annual assessment, and training services. Better Work’s service delivery model emphasizes advisory services, with a stronger focus on management systems, root cause analysis, and continuous learning. Better Work acknowledges that auditing alone cannot contribute to the sustainable remediation of non-compliances. Assessments provide a snapshot of compliance issues, yet they do not add significant value to improving factories’ compliance performance. Therefore, the focus of the services Better Work delivers to factories is on continuous learning and improvement, working with factories to address the root causes of repeated non-compliance issues. Since 2015, a factory cycle no longer starts with an assessment on which advisory services were built afterward in the initial approach. Instead, the cycle starts with approximately 100 days of advisory services under the revised Better Work service delivery model. With its bipartite Committee, the factory can conduct a self-diagnosis with support from its Better Work Enterprise Advisor and work on immediate improvements where possible. The unannounced Better Work assessment is then conducted after the initial advisory and training services period. Following the assessment, the advisory process continues, focusing on enabling the bipartite Committee to address issues listed in the improvement plan. The improvement plan includes issues the factory has self-diagnosed and identified during the Better Work assessment. In addition, factories will be supported through tailored factory visits, issue-specific seminars (on topics relevant to the country/industry) with peers from other factories, and training appropriate to the factory’s specific needs. Better Work reporting has two elements: reports completed and verified by the Better Work program and completed and released directly by factories. The 49 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Better Work factory reports consist of the assessment report released roughly 30 days (about 4 and a half weeks) after the unannounced assessment visit. Then, later in the cycle, in the 11th month, Better Work publishes a progress report detailing improvements in compliance issues, in-factory dialogue, continuous learning, and effective management systems. Better Work also provides additional recommendations in this report to strengthen the improvement process further. Factories report through the Better Work portal. This portal is also used by Better Work to share factory data with authorized international brands that subscribe to a specific factory in either of the Better Work country programs. The enhanced portal, with the revised self-reporting function, also allows factories to update their improvement plans themselves. The improvement plan lists the factory’s non-compliance points from the last Better Work independent assessment, along with any other issues the factory identified as areas for improvement. Once the factory updates its improvement plan online, the information is immediately available to buyers and Better Work. However, this feature has some limitations regarding factories’ editing rights, as only Better Work can update the status of a noncompliance issue from “delayed,” “pending,” or “in progress” to “completed” after verification of remediation. Factory reporting then continues with the first progress report, published approximately five months after the start of the cycle. This report includes progress made to date on all self-diagnosed issues and those identified by Better Work during the assessment. The report follows a preset structure from Better Work and is made available to authorized buyers, highlighting initial progress and planned steps for the remainder of the cycle. The role of Better Work for this first progress report will be limited to coaching factories on effective self-reporting and ensuring continued progress in closing areas of non-compliance. The Better Work Enterprise Advisors then write their progress reports at the end of each factory's annual cycle. An overview of the sequence of the different components of the Better Work service model under this revised approach can be found in the illustration below: 50 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Sequence and components of the annual Cycle under Better Work’s revised service delivery model. In 2017, Better Work began differentiating factories based on their performance. Factories that score high enough in compliance performance, dialogue, and learning meet the criteria required before a factory can be qualified for “stage two.” Better Work will classify factories as in “stage two” if they consistently demonstrate high levels of compliance, mature social dialogue, effective management systems, and a commitment to learning. Those criteria will be evaluated based on information collected during two consecutive assessments. Factories that have not yet met this benchmark will be classified as “stage one.” For factories that have been with Better Work for 51 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI several years, service differentiation will respond to requests for greater autonomy in the day-to-day advisory service, fewer assessments, and tailored service that responds to their more advanced needs, for example, relating to systems development, purchasing practices, productivity, and quality, and mature industrial relations. 52 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Annex 3. The Better Work Compliance Assessment Methodology Better Work Compliance Assessment Framework The Better Work program assesses factory compliance with core international labor standards and national labor law. Following assessments, a detailed report is prepared. Findings are shared with the factory, covering eight labor standards clusters: half based on international standards and half on national legislation. CORE LABOR STANDARDS: The ILO Declaration on Fundamental Principles and Rights at Work, adopted in 1998 and amended in 2022, calls upon Member States to respect and promote principles and rights in five areas, whether or not they have ratified the relevant conventions. These categories (or clusters for the BWH compliance assessment) include: freedom of association and the effective recognition of the right to collective bargaining; the elimination of all forms of forced or compulsory labor; the effective abolition of child labor; the elimination of discrimination in respect of employment and occupation; and the right to a safe and healthy working environment.7 The declaration designates ILO conventions C29 (and its 2014 Protocol), C87, C98, C100, C105, C111, C138, C155, C182 and C187 as fundamental. These conventions serve as the basis for assessing factory compliance with fundamental rights across all Better Work country programs. For some issues, such as the minimum legal working age, national law may specify requirements for applying international conventions. If national law is not consistent with international standards on fundamental rights, the international standards apply. Haiti has ratified eight of the ten fundamental Conventions, with the two Conventions addressing occupational safety and health (C155 and C187) not yet ratified. 7 ILO 1998 Declaration on Fundamental Principles and Rights at Work and its Follow-up, ILO (2022) 53 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI WORKING CONDITIONS: The three other clusters assess conditions at work, including compensation, contracts, human resources, and working time. The areas covered in these clusters are largely consistent across Better Work countries; however, specific compliance questions may vary by country due to differences in national legislation. National legislation is used as a reference point, even if it is not in accordance with the international conventions ratified by the country. In countries where national law either fails to address or lacks clarity on a relevant issue related to working conditions, Better Work establishes a benchmark based on international standards and good practices. Table 2: Better Work compliance assessment framework Compliance Cluster Compliance Point Compliance Issue Child Labor Child Laborers Workers under the age of 15 Documentation and Protection of Young Workers Age verification system A medical certificate and/or an employment certificate or permit delivered by the Director of Labor is required for workers under age 18. Register of workers under age 18. Discriminat ion8 8 Hazardous Work and Other Worst Forms Workers under age 18 working at night. Gender Changing the employment status, position, wages, benefits, or seniority of workers during maternity leave. Workers under age 18 working overtime. Workers under the age of 18 are performing hazardous work. In Better Work country-specific questionnaires, a compliance point “Other Grounds” may be included under the Discrimination cluster. This category aims to assess specific discrimination issues that are covered by national labor law, and are considered aligned with the objectives of the relevant ILO 54 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Conditions of work (gender and/or marital status). Excluding maternity leave from the workers’ period of continuous service Hiring (gender and/or marital status). Job announcements (gender and/or marital status). Pay (gender and/or marital status). Pregnancy tests or the use of contraceptives as a condition of employment Promotion or access to training (gender and/or marital status). Sexual harassment Terminating workers or forcing them to resign if they are pregnant, on maternity leave, or nursing. Termination or retirement (gender and/or marital status). Race and Origin Conditions of work (race, color, origin) Harassment (race, color, origin) Hiring (race, color, origin) Pay (race, color, origin) Promotion or access to training (race, color, origin) Recruitment materials (race, color, origin) Termination or retirement (race, color, origin) conventions (100 and 111), but which are not explicitly mentioned in the conventions, e.g., age, HIV/AIDS status, disability, etc. The questionnaire for Haiti does not include the “Other Grounds” compliance point because the Haitian labor law does not identify grounds for discrimination beyond those cited in Conventions 100 and 111. 55 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Religion and Political Opinion Conditions of work (religion or political opinion) Harassment (religion or political opinion) Hiring (religion or political opinion) Pay (religion or political opinion) Promotion or access to training (religion or political opinion) Recruitment materials (religion or political opinion) Termination or retirement (religion or political opinion) Forced Labor Bonded Labor Debts for recruitment fees owed to the employer and/or a third party Coercion Coercive tactics. Delaying or withholding wage payments. Forced labor to discipline workers or punish them for participation in a strike Free exit from the workplace at all times, including during overtime. Freedom of movement (dormitories or industrial parks). Freedom to terminate employment with reasonable notice and/or to leave their jobs when their contracts expire Threats such as deportation, cancellation of visas, or reporting to the authorities Violence or the threat of violence. Workers’ access to their personal documents (such as birth certificates, passports, work permits, and ID cards) Forced Labor and Overtime Forced overtime under threat of penalty 56 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Freedom of Association and Collective Bargaining Prison Labor Prison laborers Collective Bargaining Access to the collective bargaining agreement. A collective agreement is less favorable for workers than what is required by national law. Collective bargaining/bargaining in good faith. Implementation of a collective agreement. Freedom to Associate Freedom to form and/or join a union Interference and discrimination Attempt(s) to interfere with, manipulate, or control the union(s). Requiring workers to join a union. Freedom to meet without management present. Incentives to refrain from joining a union or engaging in union activities. Punishment of unionists Termination or non-renewal of a worker’s employment contract due to union membership or activities Threats, intimidation, or harassment of unionists. Unequal treatment of multiple unions. Union membership or union activities are factoring into hiring decisions. Strikes The hiring of replacement workers during a strike. Preventing workers from participating in a strike. Punishing workers for participating in a strike. 57 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Security guards, the police, or armed forces are called on to break up a peaceful strike or arrest striking workers. Union Operations Deduction of union dues upon workers’ request. Union representatives’ access to workers in the workplace. Compensat ion Method of Payment In-kind wage payments. Regular and timely payment of wages. Wages are paid directly to workers at the workplace on working days. Wage payment in legal currency. Minimum Wage Correct payment of piece-rate workers when their piece-rate earnings exceed minimum wage. Payment of minimum wage for apprentices. Payment of minimum wage for temporary workers. Overtime Wages Payment for ordinary overtime. Payment for overtime hours worked on holidays. Payment for overtime worked at night. Payment for overtime worked on weekly rest days. Paid Leave Payment for annual leave. Payment for breastfeeding breaks. Payment for legally mandated holidays. Payment for maternity leave. Payment for sick leave. Payment for weekly rest days. Premium Pay Payment for regular hours worked at night. 58 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Payment for regular hours worked on holidays Payment for regular working hours worked on weekly rest days. Social Security and Other Benefits Collecting and forwarding workers’ social insurance contributions funds to ONA. Employer contribution to OFATMA for maternity and health insurance. Employer contribution to OFATMA for workrelated accident insurance. Employer contribution to ONA. Forwarding of workers’ contributions to OFATMA. Payment of annual salary supplement or bonus. Wage Information, Use, and Deduction Deductions from workers’ wages. Informing workers about wage payments and deductions. Payroll records. Contracts and Human Resources Contracting Procedures Limits on the trial period for apprentices. Dialogue, Discipline and Disputes Bullying, harassment, or humiliating treatment of workers. Disciplinary measures Resolution of grievances or disputes. Employment Contracts Contracts for all persons performing work for the factory. Employment contracts’ compliance with the labor code, collective agreement, and/or internal work rules. Internal work rules. 59 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Specifying terms and conditions of employment in written employment contracts. Workers’ understanding of the terms and conditions of employment. Termination Annual salary supplement or bonus upon termination. Notice of termination. Orders to reinstate or compensate unjustly terminated workers. Payment for unused paid annual leave upon resignation or termination. Reasons for termination. Reductions in workforce size or suspensions due to changes in operations Occupatio nal Safety and health Chemicals and Hazardous Substances Assessing, monitoring, preventing, and/or limiting workers’ exposure to hazardous substances. Chemical safety data sheets for all chemicals and hazardous substances in the workplace. Inventory of chemicals and hazardous substances used in the workplace. Labelling of chemicals and hazardous substances. Storage of chemicals and hazardous substances. Train workers who work with chemicals and hazardous substances. Washing facilities or cleansing materials in the event of chemical exposure. Emergency Preparedness Accessible, unobstructed, and/or unlocked emergency exits during working hours, including overtime. 60 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Fire detection and alarm system. Fire-fighting equipment. Marking or posting of emergency exits and/or escape routes in the workplace. The number of emergency exits. Periodic emergency drills. Safeguarding possible sources of ignition Storage of flammable materials Training workers to use the firefighting equipment Health Services and First Aid Annual medical checks for workers. First-aid training for workers. Health checks for workers who are exposed to work-related hazards. Medical checks for workers upon hiring. On-site medical facilities and staff. The employer did not ensure a sufficient number of readily accessible first aid boxes/supplies in the workplace. Safety and health risks to pregnant or nursing workers OSH Management Systems Assessment of general, occupational safety, and health issues in the factory. Legally required construction/building permits Mechanisms to ensure cooperation between workers and management on OSH matters. Recording work-related accidents and diseases and/or submitting the record to OFATMA. Written OSH policy. 61 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Welfare Facilities Certain required facilities. Eating area. Providing drinking water. Toilets. Washing facilities and/or soap. Worker Accommodation Accommodation separate from the workplace Cooking or storage facilities in the accommodation. Lighting in the accommodation. Minimum space requirements in the accommodation. Preparation for emergencies in the accommodation. Privacy in the accommodation. Protection against disease-carrying animals and/or insects in the accommodation. Protection against fire in the accommodation. Protection against heat, cold, and/or dampness in the accommodation. Protection against noise in the accommodation. Toilets, showers, sewage, and/or garbage disposal systems in the accommodation. Ventilation in the accommodation. Water in the accommodation. Worker Protection Ergonomic requirements Installing guards on all dangerous moving parts of machines and equipment. 62 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Installing, grounding, and/or maintaining electrical wires, switches, and/or plugs. Posting safety warnings in the workplace Providing workers with personal protective clothing and equipment. Punishment of workers who removed themselves from work situations they believed presented an imminent and severe danger to life or health. Training and encouragement of workers to use PPE, machines, and/or equipment safely Working Environment Workplace cleanliness Workplace lighting. Workplace noise levels. Workplace temperature and/or ventilation. Working Time Leave payment in place of annual leave Time off for annual leave. Time off for breastfeeding breaks. Time off for maternity leave. Time off for sick leave. Overtime Authorization from the Department of Labor for overtime. Authorization from the Department of Labor for work on Sundays. Limits on overtime hours worked. Voluntary overtime. Regular Hours Daily break periods. Regular daily and/or weekly working hours. Weekly rest period. Working time records. 63 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Authorization from the Department of Labor before working at night. CALCULATING NON-COMPLIANCE & PUBLIC REPORTING In public synthesis reports, Better Work reports aggregated non-compliance in the participating industry, as shown in Chart 1. Non-compliance is reported for each subcategory (compliance point, or “CP”) of the eight labor standards clusters. A factory is reported as non-compliant in a subcategory if it is found to be out of compliance on any issue addressed within the subcategory. With respect to the figures presented in synthesis reports, for example, a noncompliance rate of 100% means that all participating factories were found to have at least one violation in that area. The Better Work program supports fair and transparent public reporting. In all Better Work country programs, synthesis reports containing aggregated information on the industry are prepared based on the individual factory assessment reports and published twice a year. Better, work is currently expanding its reporting in the other Better Work countries to include individual factory-level compliance information, as is already the case for Haiti. Evidence shows that public reporting of this kind helps encourage continuous improvement and reduces the probability of reversing compliance gains. In addition, gathering and reporting these data over time enables factories to demonstrate their efforts to improve working conditions. LIMITATIONS IN THE ASSESSMENT PROCESS The factory-level assessments carried out by Better Work Haiti follow a thorough checklist of about 230 questions covering the above-mentioned labor standards and gathering general information about the factory.9 Information is gathered through various sources and techniques, including document review, observations on the factory floor, and interviews with managers, workers union representatives, bipartite committee members, or other 9 Better Work Haiti Compliance Assessment Tool (CAT) including their legal references can be accessed here: http://betterwork.org/haiti/?page_id=1731 64 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI relevant witnesses. Finally, the information collected is compiled and analyzed to produce a detailed assessment report. Before the reports become official, factories are given seven calendar days to provide feedback. Worker interviews conducted during the assessment process are held onsite, either in a private room within the factory building or outside the building (yard, eating area), and either in small groups or individually. Interviews are conducted in Creole, the primary language of the workers. Workers may be suspicious and feel uneasy about sharing information in their workplaces with people who are not well known. In addition, coaching of workers by factory management is a possible issue in the industry in general. Nevertheless, after fourteen assessment cycles conducted over more than seven years, Better Work Haiti Enterprise Advisors have become more experienced at collecting information and interviewing workers. Together with other activities led by Better Work, Haiti has created an environment where workers are more comfortable discussing working conditions. Interviews with workers cover many aspects of life at work and last approximately 20 minutes. On average, 40 workers representing different sections of the factories and union representatives are interviewed. Violations in core labor standards such as sexual harassment or freedom of association are sensitive and are more difficult to detect during factory assessments. The assessment of freedom of association issues in the workplace is sometimes difficult to assess in a two-day assessment. There are several reasons for that. One challenge is that some labor unions are organized at the sectoral level rather than at the factory level, where small union cells predominate. Another challenge is that, for example, the termination of unionists usually happens after a series of events. Key witnesses might have been terminated before the assessment days. Also, supporting documents might not have the level of details required to determine non-compliance. Better Work is basing its assessment findings on triangulation of facts, which requires sufficient evidence to find a factory in non-compliance on a particular compliance point. Some issues are, therefore, not always easy to confirm. As more unions are present in the factories today, workers are more aware of their rights regarding freedom of association. Workers, therefore, are also demonstrating an increased level of openness to discuss this subject during 65 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI interviews. In addition, Better Work collects information about specific cases as unions, or other stakeholders share them at any given time of the year. During the assessment at a particular factory, specific questions can be asked about any case previously raised, and information may therefore enter the assessment report. The assessment usually visits lasts two days, and because it is a picture of the moment, some situations that might lead to non-compliance points in the future are not reported. It is also important to keep in mind that noncompliance issues might be identified during the advisory cycle through the self-diagnosis process. Better Work supports factories to self-diagnose their own compliance and to develop an improvement plan that includes points beyond the Better Work assessment. For all the issues included in the improvement plan, additional information is stated, such as the action to be taken and the person responsible for it within the company. All this information in return and the remediation efforts are then documented in the progress reports. As Better Work is moving into a differentiated approach where services for advanced factories will be less intensive from those factories that still require more assistance, the evaluation of the performance of a factory will not only be limited to the assessment data. Still, it will also include information gathered in those progress reports. Another issue that may be challenging to detect is sexual harassment, which is included in Better Work Haiti’s compliance assessment tool. Like other countries, it is one of the most sensitive and most difficult issues to detect during factory assessments. As a result, the assessment of sexual harassment in the workplace by Better Work Haiti is likely to underreport the extent of its occurrence. However, sexual harassment remains an issue of concern in the industry. As mentioned, Better Work is basing its assessment findings on triangulation of facts, which requires sufficient evidence to find a factory in noncompliance on a particular compliance point, and some issues are not always easy to detect. Although concerns regarding sexual harassment persist, Better Work Haiti has seen positive developments on the topic, with factories acknowledging the issue as a potential problem and demonstrating an increased openness to address it. Several factories are therefore working on the prevention of sexual harassment in the workplace. Better Work’s 66 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI supervisory skills training has contributed to raising awareness of this issue among supervisors in more than half of the factories in Haiti. Simple auditing of factory compliance has been widely acknowledged as limited in rectifying compliance issues. Furthermore, factories wishing not to disclose certain information can do so without focusing on the long-term business benefits of improving their working conditions. Therefore, Better Work’s approach at the factory level is much broader in its scope, focusing on continuous improvements through advisory and training services, emphasizing the importance of effective systems and the involvement of workers. 67 29TH COMPLIANCE SYNTHESIS REPORT UNDER HOPE - HAITI Annex 4: Factory findings 68 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Bon Kalite International, S.A 3769 Ouanaminthe 691 May-21 May-24 Oct-25 Work assessments: Advisory and Training Services 25-Nov-25 Bipartite Committee Meeting Advisory service to: Meet with the Bipartite committee Discuss the method of calculation for the weekly rest day pay Conduct OSH tour of building 2 Review ONA and OFATMA payments 25-Nov-25 Advisory meeting Advisory service to: Meet with the Bipartite committee Discuss the method of calculation for the weekly rest day pay Conduct OSH tour of building 2 Review ONA and OFATMA payments 22-May-25 Advisory meeting Advisory service to: Check overtime Check social security contributions and paid leave How to pay for public holidays Factory tour Meet with the bipartite committee ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Oct-25 Occupational Safety and Health OSH Management Systems The factory does not adequately communicate and implement OSH policies and procedures. IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment October 2025 The factory should review its OSH procedure to include measurable objectives. The procedure should be 48 presented to the workers' representatives, and their input included as necessary, The OSH committee should be trained on the implementation of the Oct-25 Occupational Safety and OSH Management Health Systems The factory's hazard/risk management and control procedure does not include all the necessary steps. policy, and it should be posted on the floor. The employer should review its hazard and risk procedure to include a risk register that drives the implementation of controls. 48 69 Oct-25 Occupational Safety and Health OSH Management Systems The employer does not have an accident investigation procedure. The employer should develop an accident investigation procedure that includes root cause analysis, focus on sustainable solutions and implementation of changes in order to avoid reoccurrence. 48 Oct-25 Occupational Safety and Health OSH Management Systems The employer investigates monitors and measures OSH issues. The employer should: perform regular management review of effectiveness of management system including performance on measurable objectives and targets - Follow-up on accident investigations and adopt changes in procedures/practices as needed 48 Oct-25 Contracts and Human Resources Employment Contracts The factory does not have a grievance handling and dispute resolution procedure that includes all the necessary steps. The factory should review its grievance policy, to include the missing elements. The revised policy should be share and discuss with the workers' representatives and HR personnel should be trained on the implementation of the policy. the new policy should be posted on the floor for all 48 Oct-25 Contracts and Human Employment Contracts The factory does not have an The factory should review its disciplinary adequate disciplinary and termination procedures. procedures, to include the missing elements. The revised policy should be share and discuss with the workers' workers to see. Resources 48 representatives and HR personnel should be trained on the implementation of the policy. the new policy should be posted on the floor for all workers to see. Oct-25 Contracts and Human Resources Employment Contracts The employer takes action to investigate violations of HR policies and procedures. The employer should develop criteria to assess its HR personnel, investigate performance to identify weaknesses in its 48 HR policies. Oct-25 Contracts and Human Employment Contracts Resources The factory does not properly communicate HR policies. The factory should: - Posted internal regulations and other 48 policy. - Trained staff on how to carry out policies and procedures. Oct-25 Contracts and Human Resources Employment Contracts The factory does not have an HR policy as part of its internal policy. The factory should review the HR policy and include all the missing elements. 48 70 Oct-25 Working Time Leave Pregnant workers do not go on leave 6 weeks before giving birth. The factory should establish a system to record and track the pregnant women and ensure that they are sent home 6 weeks prior to their potential due date. 48 Oct-25 Working Time Overtime The employer did not obtain an The factory should request an 20 authorization for the Ministry of Labor before working overtime. authorization from MAST before working overtime. Oct-25 Working Time Overtime Workers in some department work more than 80 hours of overtime during a trimester. The factory should ensure that overtime hours do not exceed 80 hours per trimester. 20 Oct-25 Working Time Overtime The factory did not obtain prior authorization from the Department of Labor to work on Sundays. The factory should request an authorization from MAST to work on Sundays. MAST will determine if the request is valid before approving it. 20 Oct-25 Working Time Regular Hours The employer did obtain authorization The factory needs to request Oct-25 Oct-25 Oct-25 Working Time Occupational Safety and Health Occupational Safety and Health Regular Hours Emergency Preparedness Health Services and First Aid 2 from the Ministry of Labor before working at night. authorization from MAST, before working at night. The regular daily or weekly hours The factory should review the internal exceed the legal limit and therefore do not comply with the labor code. work rules and contract to make sure that they comply with the requirement of the labor law. Obstructed emergency exits. The factory should ensure that aisles, evacuation routes and emergency doors Management took the necessary action and corrected remain free of obstructions. the issue once it was brought to their attention. Less than 10 percent of the workforce is trained in first aid as recommended by Better Work. The factory should provide training to at least 10% of the workforce, as per Better Work Haiti's recommendations. Keep a 20 2 48 record of the people trained who are currently present at the factory. Oct-25 Occupational Safety and Health Health Services and First Aid The factory does not have onsite medical facilities and staff as required by art. 478 and 479 of the labor code. The factory uses CODEVI' medical services. We will no longer put them in non-compliance based on our understanding of the law regarding the free zone. 2 71 Oct-25 Occupational Safety and Health Health Services and First Aid Annual medical checks are not provided to all workers. The factory needs to establish a procedure to monitor the workers who need to have their annual medical evaluation done. They should contact OFATMA to inform them of their needs and request the medical checks. 2 Oct-25 Occupational Safety and Health Health Services and First Aid Medical checks was not conducted twice a year for workers exposed to work-related hazards. The factory needs to establish a procedure to monitor the workers who need to have their medical evaluation done. They should contact OFATMA to inform them of their needs and request the medical checks. 48 Oct-25 Occupational Safety and Health Working Environment The light level is insufficient in several section of the workspace. The factory must periodically perform and OSH assessment to monitor the issue and make the necessary adjustments needed, to ensure sufficient light level for the workers, based on the section where they work. 48 Oct-25 Occupational Safety and Health Worker Protection The employer did not provide all required PPEs to all workers. The factory should provide appropriate PPE to all workers, based on their job 2 requirements. Oct-25 Oct-25 Occupational Safety and Health Occupational Safety and Health Chemicals and Hazardous Substances Health Services and First Aid The spot cleaning area does not have the proper conditions to prevent unnecessary exposure of workers to They should move the spot cleaning to an isolated area and ensure proper ventilation or install an appropriate 48 chemicals. exhaust system. Management did not share evidence that medical checks were provided to workers in their first three months of The factory should contact OFATMA to conduct medical tests. 2 hiring. Oct-25 Occupational Safety and Health Welfare Facilities The eating area does not have the capacity to accommodate all workers. The factory should think of constructing a personal eating area as well organizing it lunch break in groups. 48 Oct-25 Occupational Safety and Welfare Facilities Insufficient number of toilets for men The factory should find ways to increase 48 and women. the number of toilettes. They should make sure that all available toilettes are fully functional. Health 72 Oct-25 Occupational Safety and Health Chemicals and Hazardous Substances MSDS is not available for all chemicals in the workplace. The person in charge of purchasing should work in collaboration with the 48 compliance officer to ensure that MSDS is available for all products purchased. The compliance officer should ensure that MSDS are available in all areas where chemical products are used and stored. Oct-25 Oct-25 Occupational Safety and Health Occupational Safety and Health Chemicals and Hazardous Substances OSH Management Systems The chemical inventory was not Assign responsible persons for updating accurate and did not include the name inventories of hazardous substances in of all chemicals used in the workplace. the various locations where they are stored or used. The factory does not adequately communicate and implement OSH policies and procedures. The factory should periodically review the procedures to ensure that they are being implemented correctly. The factory should 48 48 train all joint OSH committee members, post policies and work instructions around the workplace and post the names of OSH committee members. Oct-25 Oct-25 Oct-25 Oct-25 Oct-25 Occupational Safety and Health OSH Management Systems The factory did not conduct a general The factory should conduct regular risk risk assessment monthly. assessments and document the findings in a report. Occupational Safety and OSH Management The factory's emergency The factory should review the emergency Health Systems preparedness procedure is in Spanish. preparedness procedure and translate it into the local language. Discuss the procedure with worker representative and Occupational Safety and Health OSH Management Systems The employer does not record and submit work related accidents to Contracts and Human Resources Contracts and Human Resources Termination Termination ensure that the procedure is posted on the The floor. employer should designate 48 48 somebody to record and submit work OFATMA on a monthly basis. related accidents to OFATMA on a monthly basis. The calculation for the annual salary supplement or bonus upon The factory should pay the weekly rest day as mandated by the labor code and termination is not accurate. include it in the calculation of the average daily salary. The calculation for unused annual paid leave upon termination is not The factory should pay the weekly rest day as mandated by the labor code and include it in the calculation of the average accurate . 48 daily salary. 20 20 73 Oct-25 Contracts and Human Resources Termination The employer provides workers with proper notice upon termination. However, the calculation is not accurate. The factory should pay the weekly rest day as mandated by the labor code and include it in the calculation of the average daily salary. 20 Oct-25 Contracts and Human Resources Employment Contracts The Internal Work Rules does not comply with the requirements of the labor code. The factory should review the internal work rules and include all the missing elements. Resubmit it to MAST for Approval. 48 Oct-25 Compensation Social Security and Other Benefits Workers' pay slips for the last 3 months are not sent to OFATMA for payment of sick and maternity leave. The factory should send worker's pay slip for the last three months to OFATMA for maternity leave and sick leave payments. 48 Oct-25 Compensation Social Security and Other Benefits Workers' deductions for OFATMA maternity and health insurance is not calculated properly. OFATMA deductions should be done on the basic salary which includes all revenues except for overtime payments 48 Oct-25 Compensation Social Security and Other Benefits The employer pays the employer's contribution to ONA late. Furthermore ONA payments should be done on the basic salary which includes all revenues except for overtime payments 48 the calculation is made on the minimum salary. Oct-25 Compensation The employer's contribution to OFATMA for maternity and health insurance is inaccurate. OFATMA deductions should be done on the basic salary which includes all revenues except for overtime payments. 48 Benefits Social Security and Other Oct-25 Compensation Social Security and Other Benefits Workers' contribution for ONA is not calculated properly. ONA deductions should be done on the basic salary which includes all revenues except for overtime payments. 48 Oct-25 Compensation Social Security and Other Benefits the calculation for the annual salary supplement or bonus does not The factory should pay the weekly rest day as required by the labor code and 20 include the weekly rest day payment. apply it in the calculation of the average daily salary. The weekly rest day is not compensated. The factory should pay the weekly rest day when workers worked 6 consecutives days or when work 48 hours or more in Oct-25 Compensation Paid Leave any given period. 20 74 Oct-25 Compensation Paid Leave The calculation of the average salary for maternity leave payment does not include the weekly rest day payment. The factory should pay the weekly rest day as required by the labor code and apply it in the calculation of the average daily salary. The factory should also send the worker's pay slip to OFATMA and required the payment for 12 weeks of Maternity leave. Should they decide to pay, they should also pay 12 weeks of maternity leave. The factory should pay the weekly rest day as required by the labor code and apply it in the calculation of the average daily salary. 48 Oct-25 Compensation Paid Leave The calculation of the average salary for sick leave payment does not include the weekly rest day payment. Oct-25 Compensation Paid Leave The calculation of the average salary for annual leave payment does not include the weekly rest day payment. The factory should pay the weekly rest day as required by the labor code and apply it in the calculation of the average daily salary. 2 Oct-25 Compensation Wage Information, Use and Deduction Overtime hours are not paid to workers who are on a fix salary. Register overtime hour for foreign supervisors, mechanics and utility workers 20 20 who are on a fix salary. Then pay them the overtime hour worked as required by law. Oct-25 Compensation Overtime Wages Overtime performed at night were The factory needs to apply article 97 and pay only at 50 percent above the normal wage. 120 of the labor code. For the night shift rate, they should pay 50% above the daily hourly rate. For overtime at night, they should pay and additional 50% above the 20 night shift rate. Oct-25 Freedom of Association and Collective Bargaining Collective Bargaining The factory failed to implement some provisions of the collective agreement: The factory needs to revise its OSH management system to include Periodic internal OSH assessments. Provide the necessary PPE to all employees, based on their job requirements. Regularly monitor light levels for every section of the workplace and take the necessary action to increase the light levels as needed. Assessment May 2024 May-24 Occupational Safety and Health Welfare Facilities Insufficient number of toilets for men and women. Increase the number of toilets based on the current workforce as required by law. May-24 Occupational Safety and Health Working Environment The lux level is insufficient in packing area. Increase the Lux level to at least 500 Lux in packing area. 31 75 May-24 Occupational Safety and Health Working Environment The temperature exceed the recommended limit of 30 c. Provide additional fans and specify who is in charge of regular maintenance of the fans. May-24 Occupational Safety and Health Worker Protection The spot cleaning worker was observed not using the provided PPE Provide Proper Mask to spot cleaning workers and train workers to use them. (MASK). May-24 Occupational Safety and Health Worker Protection 100% of single needle and double needle machine are missing finger guards. Define who is in charge of installing and regularly maintaining the machine guards. May-24 Occupational Safety and Health Chemicals and Hazardous An eye wash station was not available in the chemical room where chemical and hazardous substances are stored and poured. Provide eye wash bottles where chemicals are stored and poured. The factory has installed Eye wash station where chemicals are stored. Occupational Safety and Health Chemicals and Hazardous The spot cleaning area does not have the proper conditions to prevent unnecessary exposure of workers to chemicals. Improve isolation from the chemical such as separate room for spot cleaning. The spot cleaning section has been relocated with proper conditions. Occupational Safety and Health Chemicals and Hazardous MSDS is not available for all chemicals in the workplace. Keep chemical MSDS for all hazardous chemicals used in the workplace. The factory kept all the MSDS and they are in the translation process. Occupational Safety and Chemicals and Hazardous Substances Several containers of chemical and hazardous products were found without proper labeling. Define who control the chemical container Responsibility has been Health Occupational Safety and Health Chemicals and Hazardous Substances Assign responsible persons for updating The chemical inventory was not accurate and did not include the name inventories of hazardous substances in May-24 May-24 May-24 May-24 May-24 Occupational Safety and Health Substances Substances Substances OSH Management Systems on receipt from supplier and control the label. of all chemicals used in the workplace. the various locations where they are stored or used. The factory does not adequately communicate and implement OSH Train all joint OSH committee members. Then, post policies and work instructions policies and procedures. around the workplace. May-24 Occupational Safety and Health OSH Management Systems The factory did not conduct a general risk assessment monthly. Conduct a risk assessment that include an evaluation of the risks and how to control them. May-24 Occupational Safety and Health OSH Management Systems The factory has an emergency preparedness procedure. However, The procedure is in Spanish. Translate the procedure in local language and inform workers about it. assigned. Responsibility has been assigned and chemical inventory is accurate. 76 May-24 Occupational Safety and Health OSH Management Systems The employer does not record and submit work related accidents to OFATMA on a monthly basis. Record and submit work related accidents to OFATMA monthly. May-24 Contracts and Human Resources Termination The calculation for the annual salary Include the payment for the weekly rest supplement or bonus upon termination is not accurate. day in the calculation of annual salary supplement or bonus upon termination. May-24 Contracts and Human Resources Termination The calculation for unused annual paid leave upon termination is not accurate . Include the weekly rest day payment in the calculation for unused annual leave upon termination. May-24 Contracts and Human Resources Termination The employer provides workers with proper notice upon termination. However, the calculation is not accurate. Include the payment for the weekly rest day in the calculation of notice period upon termination. May-24 Contracts and Human Resources Employment Contracts The factory does not have an internal work rules approved by the Ministry of Social Affairs and Labor. Review and update the Internal work rules. Then send it to MAST for approval. May-24 Contracts and Human Resources Employment Contracts The contract does not comply with the Make an amendment to the contract to specify the workers' wages for the night shift. labor code. The employment contract for night shift workers does not specify the correct salary. May-24 May-24 May-24 Compensation Compensation Compensation Benefits Workers' pay slips for the last 3 months are not sent to OFATMA for payment of sick and maternity leave. Send workers' pay slips for the last 3 months are not sent to OFATMA for payment of sick and maternity leave. Social Security and Other Benefits The factory does not collect and forward worker's contribution to Collect and forward worker's contribution to OFATMA for Maternity and Health OFATMA for Maternity and Health Insurance. Insurance. The employer pays the employer's contribution to ONA late. Furthermore Include the weekly rest day payment in Social Security and Other Social Security and Other Benefits May-24 Compensation Social Security and Other Benefits the calculation is made on the minimum salary. the calculation of the employer's contribution to ONA. Then make the payment on time as required by law. OFATMA payments for maternity and health insurance are not based on the Include the weekly rest day payment in the calculation of the basic salary for basic salary. OFATMA payments for maternity and health insurance. Ensure that the payments are made on time. 77 May-24 Compensation Social Security and Other Benefits The employer collects and forward the Collects and forward the workers' workers' contribution to ONA late. Furthermore the calculation is made on the minimum salary. contribution to ONA on time. Include the weekly rest day payment in the calculation of the basic salary. May-24 Compensation Paid Leave Non working holiday pay is not based on the average earning but on the CODEVI's agreed minimum wage of reference. Include the weekly rest day payment in the calculation of average earnings for non working holiday payment. May-24 Compensation Paid Leave The weekly rest day is not compensated. Compensate the weekly rest day after 48 hours of work or 6 days of work per week. May-24 Compensation Paid Leave The calculation of the average salary for maternity leave payment does not include the weekly rest day payment. Include the weekly rest day payment in the calculation maternity leave payment. Ensure that worker receive 12 weeks of payment instead as required by law. May-24 Compensation Paid Leave The calculation of the average salary Include the weekly rest day payment in the calculation for sick leave payment. for sick leave payment does not include the weekly rest day payment. May-24 Compensation Wage Information, Use and Deduction Overtime hours are not paid to workers who are on a fix salary. Register overtime hour for foreign supervisors, mechanics and utility workers who are on a fix salary. Then pay them the overtime hour worked as required by law. May-24 Compensation Overtime Wages Overtime performed at night were pay only at 50 percent above the normal wage. Modify the payroll system and pay overtime work performed beyond 6 PM for day shift with 100 percent above May-24 Freedom of Association Collective Bargaining The employer failed to implement Implement all the provisions of the several articles of the CBA. collective agreement. normal wage . and Collective Bargaining 78 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Work assessments: BrandM Apparel Haiti - AM2 3102 Ouanaminthe May-19 Apr-24 Sep-25 Advisory and Training Services 13-Aug-25 Advisory meeting Met with the bipartite committee to discuss Better Work Haiti’s current situation, worker payments, and conducted a factory tour. 27-May-25 Advisory meeting Followed up on the factory’s current situation, achievements and pending actions, reviewed 2025 trainings and the training calendar, updated the improvement plan, verified workforce data and ONA/OFATMA payments, met with the bipartite committee, and followed up on access to the BW portal. 24-Mar-25 Advisory meeting Followed up on the factory’s current situation, OFATMA maternity and health implementation, workforce numbers and ONA/OFATMA payments, met with the bipartite committee, and followed up on portal access. 20-Jan-25 Advisory meeting Followed up on the factory’s current situation, conducted a self-assessment with the OSH and bipartite committees, reviewed workforce numbers and ONA/OFATMA payments, met with the bipartite committee, and followed up on portal access. 17-Jan-25 Industry Seminar Occupational Safety and Health (OSH) ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Sep-25 Occupational Safety and Health OSH Management Systems The factory has an OSH policy that lacks some key elements. The employer needs to review its procedures in consultation with the worker representatives, include measurable objectives and make sure it is signed by top management. 39 Sep-25 Occupational Safety and Health OSH Management Systems The factory does not have a hazard and risk management procedure with a systematic hazard identification process. The employer needs to review its procedures and make the necessary updates. 39 Sep-25 Occupational Safety and Health OSH Management Systems The factory did not provide any evidence to prove that accident are being investigated. The factory needs to fully implement established procedures. Accident must be investigated and recorded. 31 IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment September 2025 79 Sep-25 Occupational Safety and Health OSH Management Systems There is no evidence that the employer conducts regular reviews of the OSH management systems. The employer needs to review its management system documents periodically and make the necessary updates. 39 Sep-25 Occupational Safety and Health OSH Management Systems The factory does not hold regular monthly joint OSH Committee meetings to address OSH issues. The employer should conduct OSH Committee meetings monthly. They should take the opportunity to address and propose remedies for OSH issues that have been identified. 39 Sep-25 Contracts and Human Resources Employment Contracts The disciplinary and termination procedure does not specify timeframes for termination payments. The employer should review its procedures periodically and make the necessary updates. 39 Sep-25 Contracts and Human Resources Employment Contracts There is no evidence that the employer investigates HR policy violations. 39 Sep-25 Contracts and Human Resources Employment Contracts The factory has not trained staff on how to implement policies and procedures. The employer should implement a system to investigate violations of HR policies and procedures, to identify weaknesses and make necessary adjustments to prevent recurrence. The employer should train the staff on how to carry out policies and procedures and keep records of the training. Sep-25 Contracts and Human Resources Employment Contracts The HR policy is not effectively implemented. 31 Sep-25 Working Time Leave The factory did not comply with article 322 of the labor code regarding maternity leave. Ensure the HR policy is effectively implemented by training management and staff, communicating the policy to workers, and establishing monitoring and documentation to demonstrate compliance. The employer should comply with article 322 of the labor code regarding maternity leave. Management should make sure that pregnant workers are sent home 6 weeks before giving birth. Sep-25 Working Time Overtime The employer did not receive an authorization from the Ministry of Labor to work at overtime The employer should implement a system and designate a focal point person to communicate with MAST to obtain the proper authorization to work overtime. 14 39 31 80 Sep-25 Working Time Overtime The overtime hours worked during a trimester exceeded 80 hours. The factory should review it needs to ensure that overtime hours do not exceed the legal limit per trimester. 14 Sep-25 Working Time Overtime The factory did not obtain prior authorization from MAST to perform overtime. The employer should implement a system and designate a focal point person to communicate with MAST to obtain the proper authorization to work overtime. 14 Sep-25 Working Time Regular Hours The employer did not receive any authorization from the Ministry of Labor to work at night. The employer should implement a system and designate a focal point person to communicate with MAST to obtain the proper authorization to work at night. 14 Sep-25 Working Time Regular Hours The assessors noted that the normal daily working hours exceed the legal limit. The management document should be reviewed to ensure compliance with the labor laws. 14 Sep-25 Occupational Safety and Health Emergency Preparedness The evaluators noted that some emergency exit doors were locked during work hours. The employer should designate a person to conduct a daily tour of the factory, to ensure that emergency routes and emergency exit are free of obstructions and all door emergency doors are unlocked. 14 Sep-25 Occupational Safety and Health Emergency Preparedness Fire extinguisher were not inspected monthly, as recommended. 3 Sep-25 Occupational Safety and Health Health Services and First Aid Medical checks were not provided twice a year to workers who are exposed to chemical and hazardous substances. The employer needs to conduct OSH assessments regularly and designated somebody to follow up on OSH issues found. The fire extinguishers should be inspected at least once a month. The employer needs to follow up with OFATMA to ensure that the medical exams are provided twice a year, to workers who are exposed to chemical and hazardous product. Sep-25 Occupational Safety and Health Health Services and First Aid Medical examinations were not provided to all workers within the first three months of hiring. The employer needs to follow up with OFATMA to ensure that the medical exams are provided to new workers within the first three months of hiring, as required by law. 70 Sep-25 Occupational Safety and Health Health Services and First Aid Annual medical examinations were not provided to all workers. The employer needs to follow up with OFATMA to ensure that the annual medical exams are provided as required by law. 70 70 81 Sep-25 Occupational Safety and Health Welfare Facilities Insufficient number of Toilets. The employer needs to discuss the issue with the administration of the park to find the appropriate solution. 77 Sep-25 Occupational Safety and Health Working Environment Lighting levels are below recommended standards in several section of the workplace. The employer needs to follow up on OSH issues regularly. They should review the light levels regularly and take the appropriate measures. 51 Sep-25 Occupational Safety and Health Working Environment Workplace temperature, exceeds the Better Work recommended maximum of 30°C.. The employer needs to assess its cooling system and make the necessary upgrade. 70 Sep-25 Occupational Safety and Health Worker Protection Assessors observed that over 25% of single-needle machines were missing finger guards. The factory needs to conduct regular OSH assessment at the factory to ensure that all OSH related matters are addressed promptly. 70 Sep-25 Occupational Safety and Health Chemicals and Hazardous Substances The eyewash station located in the chemical depot is not functional. The factory needs to conduct regular OSH assessment at the factory to ensure that all OSH related matters are addressed promptly. 3 Sep-25 Occupational Safety and Health OSH Management Systems The employer does not conduct regular occupational safety and health risk assessments. Conduct regular and documented occupational safety and health risk assessments, with defined frequency, worker involvement, and follow-up actions to address identified risks. 31 Sep-25 Occupational Safety and Health OSH Management Systems The factory needs to follow up with the park's administration to obtain the certificates. 3 Sep-25 Contracts and Human Resources Termination Contracts and Human Resources Termination The employer should include the payment for the weekly rest day, and the correct payment of overtime worked at night in the calculation of the average daily salary. The employer should include the payment for the weekly rest day, and the correct payment of overtime worked at night in the calculation of the average daily salary. 14 Sep-25 Management did not provide a structural safety certificate confirming that the buildings meet industrial safety requirements. The calculation of annual salary supplement in the event of resignation or dismissal does not include payment for weekly rest days or night overtime. The calculation of the average salary for unused annual leave does not include payment for weekly rest days or overtime pay at night. 14 82 Sep-25 Contracts and Human Resources Termination Termination payments are inaccurately calculated. The employer should include the payment for the weekly rest day, and the correct payment of overtime worked at night in the calculation of the average daily salary. The employer needs to follow up with the regional direction of MAST to obtain their approval. 14 Sep-25 Contracts and Human Resources Employment Contracts The factory has made a change in the internal regulations that need to be approved by MAST. Sep-25 Compensation Social Security and Other Benefits Workers' pay slips are not submitted to OFATMA for payment of sick leave and maternity leave. The factory should establish a procedure whereby they submit workers' pay slips to OFATMA for payment of sick leave and maternity leave. They should keep records of the pay slip sent. 31 Sep-25 Compensation Social Security and Other Benefits Employer's contributions to OFATMA for maternity and health insurance are not calculated on the basic salary. The employer needs to calculate OFATMA contributions on the basic salary, which includes all earning except overtime payments. 70 Sep-25 Compensation Social Security and Other Benefits Workers' deductions for ONA are not calculated on the basic salary. The employer needs to calculate ONA contributions on the basic salary, which includes all earning except overtime payments. 70 Sep-25 Compensation Social Security and Other Benefits Workers' contributions to OFATMA for maternity and health insurance are not calculated on the basic salary. The employer needs to calculate OFATMA contributions on the basic salary, which includes all earning except overtime payments. 70 Sep-25 Compensation Social Security and Other Benefits Employer's contributions for ONA are not calculated on the basic salary. The employer needs to calculate ONA contributions on the basic salary, which includes all earning except overtime payments. 70 Sep-25 Compensation Paid Leave The calculation annual salary supplement or bonus is incorrect because the payment for the weekly day off and overtime worked at night are not included. The factory needs to pay the weekly rest day correctly as well as the overtime hours worked at night. Include all payment in the calculation of the annual salary supplement. 14 Sep-25 Compensation Social Security and Other Benefits The payment for OFATMA accident insurance contributions for the 2024–2025 financial year is not compliant. The factory needs to include all salary payment in the salary declaration sent to OFATMA. 3 70 83 Sep-25 Compensation Paid Leave The calculation for legally mandated holidays worked is incorrect. The employers must pay the workers correctly for overtime hours worked at night. 3 Sep-25 Compensation Paid Leave The employer does not pay the workers for the weekly rest day. The factory needs to review its payroll system and pay the weekly rest days to workers who have accumulated 48 hours in the week or have worked 6 consecutive days. 3 Sep-25 Compensation Paid Leave Sick leave payment is not based on The payment for weekly rest days or average earnings. regular payment for overtime night work must be included in the calculation of the average salary. 70 Sep-25 Compensation Paid Leave The calculation for the payment of annual leave is not based on average earnings, as it excludes weekly rest day pay and regular night overtime. 3 Sep-25 Compensation Wage Information, Use and Deduction The payrolls reviewed indicated that some overtime hours are not paid correctly. Calculate annual leave pay based on average wages, ensuring inclusion of weekly rest day pay and regular night overtime, and update payroll procedures to ensure legal compliance. Review and update the payroll system to correctly calculate and pay night work and night overtime with the legally required 50% premium. Sep-25 Compensation Overtime Wages The payment for regular hours worked at night and overtime hours worked at night are not accurate. The employer should review its method to calculate the payment for regular hours worked at night and overtime hours worked at night. They should pay the 50% premiums according to the law. 3 Sep-25 Compensation Overtime Wages The employer does not pay the 50% above night shift wage for overtime worked at night. The employer should comply with the labor law and pay the overtime hour worked at night 50% above the night shift wage. 3 Sep-25 Freedom of Association and Collective Bargaining Collective Bargaining The factory did not fully implement the collective agreement, as it failed to comply with Article 4.9 on PPE. Assessment April 2024 They should implement the article of the CBA and provide proper PPE to all workers. 31 Apr-24 Occupational Safety and Health OSH Management Systems The OHS policy is not signed by senior management and does not meet all the requirements. Update and adjust OHS policy and procedures. 3 84 Apr-24 Occupational Safety and Health OSH Management Systems The factory does not have a hazard/risk management and control procedure that includes all the requirements. Update and adjust hazard/risk management and control procedures. Apr-24 Occupational Safety and Health OSH Management Systems The factory's accident investigation procedure does not have all the necessary steps. Update and adjust the accident investigation procedure. Apr-24 Occupational Safety and Health OSH Management Systems The employer has failed to investigate, monitor and measure OHS issues as required. Ensure that all OSH issues are investigated, monitored and measured accurately. Apr-24 Occupational Safety and Health OSH Management Systems The employer does not adequately assigns accountability for health and safety to OSH Officers and HR Director. Assign a designated OSH Officer. Ensure that the factory conduct the joint OSH Committee meetings to address OSH issues. Apr-24 Contracts and Human Resources Employment Contracts The factory does not have a disciplinary and termination procedures, that includes all the steps. Update and adjust disciplinary and termination procedures. Apr-24 Contracts and Human Resources Employment Contracts The factory does not fully investigates performance of HR. Ensure that all parameters are reviewed during the HR review. Apr-24 Contracts and Human Resources Employment Contracts The factory does not adequately communicate and implement HR policies and procedures. Apr-24 Contracts and Human Resources Employment Contracts The factory HR policy is not signed by Top management. Ensure that all the steps are in place in the factory. Provide training to HR personnel on the implementation of the policy. Post the policy on the floor. Make sure the HR policy is sign by the top management of the factory. Apr-24 Working Time Leave Inaccurate maternity leave to pregnant workers. Ensure that pregnant workers go on maternity leave 6 weeks before giving birth. Apr-24 Working Time Overtime The factory does not comply with the limit on overtime hours worked. Ensure that workers do not exceed the limit of overtime hours specify in the Labor Code. Apr-24 Working Time Overtime The factory did not obtain prior authorization from MAST to perform overtime. Request prior authorization from MAST before working overtime. The factory updated and adjust the HR policy and procedure. 85 Apr-24 Working Time Regular Hours The regular daily or weekly hours exceed the legal limit as specify in the labor code. Modify the regular daily or weekly hours to comply with the labor code. Apr-24 Occupational Safety and Health Emergency Preparedness Assessors noticed rechargeable bulb covered by pieces of fabric in some sections. Make sure the source of ignition problem is protected. Apr-24 Occupational Safety and Health Emergency Preparedness Obstructed aisles in several sections of the workspace. Keep routes unobstructed during working hours. Apr-24 Occupational Safety and Health Emergency Preparedness Inaccurate evacuation plan. Update and post an evacuation plans for all buildings. Apr-24 Occupational Safety and Health Health Services and First Aid The factory does not have an onsite medical facilities and staff as required by labor code. Ensure that the free zone or the factory has adequate medical facilities. Apr-24 Occupational Safety and Health Health Services and First Aid Free health checks was not provided to workers exposed to work-related hazards twice a year. Provide health checks to workers exposed to work-related hazards at least twice a year. Apr-24 Occupational Safety and Health Welfare Facilities Soap was not available in men's and women's toilets. Ensure that soap is available in all toilets. Apr-24 Occupational Safety and Health Welfare Facilities Insufficient number of Toilets. Increase the number of toilets. Apr-24 Occupational Safety and Health Working Environment Light levels were inappropriate in some working sections. Ensure the lighting is adequate and adapted to worker's needs. Apr-24 Occupational Safety and Health Working Environment Workplace temperatures levels are unacceptable. Monitor the temperature level and maintain it under 30C inside the workplace. Apr-24 Occupational Safety and Health Worker Protection Improper maintenance of electrical system of the factory. Circuit breakers need to be properly labelled. Apr-24 Occupational Safety and Health Worker Protection Single needle Sewing machines were missing finger guards. Install the proper safety guards on all machines. The factory fixed the source of ignition problem. The factory labelled all circuit breakers 86 Apr-24 Occupational Safety and Health Worker Protection The factory did not provide appropriate PPE to all workers. Provide appropriate PPE to all workers, where it is needed. Apr-24 Occupational Safety and Health Chemicals and Hazardous Substances MSDSs are not available in local language for all chemicals used in the workplace. Translate MSDS in the local language and post them where chemical products are used. Apr-24 Occupational Safety and Health Chemicals and Hazardous Substances Inventory of chemicals and hazardous substances is not updated. Update inventory of chemicals and hazardous substances in the workplace. Apr-24 Occupational Safety and Health OSH Management Systems Conduct and keep records of the monthly OSH assessment results. Apr-24 Contracts and Human Resources Termination The factory did not provide evidence that the OSH assessments is performed on a regular basis. The employer does not pay workers their annual salary supplement or bonus correctly upon termination. Apr-24 Contracts and Human Resources Termination The employer does not compensate workers properly for unused annual paid leave. Pay the unused paid annual leave upon termination and include weekly rest day payment in the calculation. Apr-24 Contracts and Human Resources Employment Contracts The internal work rules does not comply with the labor code law. Update the internal work rules and send it to MAST for approval. Apr-24 Contracts and Human Resources Employment Contracts The contract for the night shift and Dominicans workers does not comply with the internal work rules. Update the contract of all workers in the factory to be in compliance with the internal work rules. Apr-24 Compensation Social Security and Other Benefits The factory did not send workers pay slip to OFATMA for sick leave and maternity leave payment. Send workers pay slip to OFATMA for sick leave and maternity leave payment. Apr-24 Compensation Social Security and Other Benefits The factory does not collect and forward workers' contribution to OFATMA. Collect and forward workers contribution to OFATMA maternity and health insurance on the basic salary. Apr-24 Compensation Social Security and Other Benefits The calculation of employer's contribution for ONA payment is inaccurate. Calculate ONA contributions on the basic salary. The factory added all the missing MSDS Pay workers their annual salary supplement upon termination and include weekly rest day payment in the calculation. The factory no longer operates at night. 87 Apr-24 Compensation Social Security and Other Benefits The calculation of employer's contribution for OFATMA payment is inaccurate. Calculate employers' contributions for OFATMA on the basic salary. Apr-24 Compensation Social Security and Other Benefits The calculation of workers' contribution for ONA payment is inaccurate. Calculate ONA contributions on the basic salary. Apr-24 Compensation Paid Leave The employer does not pay workers for the weekly rest day. Pay the weekly rest day as required by the law. Apr-24 Compensation Paid Leave Inaccurate payment for maternity leave. Calculate the maternity leave payment on worker's average daily earnings. Pay 12 weeks of maternity leave to workers Apr-24 Compensation Paid Leave Inaccurate sick leave payment. Pay sick leave based on average earnings, including the weekly rest day as required by the law. Apr-24 Compensation Overtime Wages The employer does not pay 100% above the normal wage for overtime hours worked at night. Pay 100% above the normal hours for overtime hours worked at night. Apr-24 Compensation Overtime Wages Pay 50% above the normal hours for overtime worked on weekly rest day. Apr-24 Freedom of Association and Collective Bargaining Collective Bargaining The employer does not pay 50% above the normal hours for overtime worked on weekly rest day. Violation of the CBA. Review the CBA and implement all articles as stated in the document. 88 BETTER WORK HAITI - 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Centri Group S.A. 2906 Arrondissement de Port-au-Prince 1048 Oct-18 Apr-24 Mar-25 Work assessments: Notes: This factory closed its doors in December 2025. Better Work Haiti, the buyer and MAST reviewed the calculation for the payments of notice period, balance of unused annual leave and balance of bonus as well as unpaid monthly salaries due to the workers. Approximately 1048 workers and administrative staff received approximately $703,438.US dollars in Advisory and Training Services 26-Nov-25 Advisory services Assessed the bipartite committee’s activities, verified corrective action progress through a factory tour, and updated the improvement plan with the compliance team to align on next steps. 27-Jun-25 Advisory services Discussed the current situation at Better Work Haiti, reviewed the factory’s current context (clients, workforce size, expected workforce reduction, and 30-May-25 Advisory services Met with the compliance team to review and update the improvement plan, presented the self-monitoring checklist, held a session on the first progress report, and discussed the national grievance mechanism system and the HOPE law. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Mar-25 Contracts and Human Employment Contracts Grievance procedures exist but lack fair review, appeal, and clear Establish a fair review and appeal process and ensure clear communication of outcomes. communication of grievance outcomes. Grievance procedures protect anonymity but lack fair review, appeal, The employer should review its grievance handling and dispute and feedback. resolution procedures, to include an appeal process, and communication of changes made. Management did not obtain the required authorization from the Define responsibility for requesting overtime authorization and Department of Labor to perform overtime work. coordinate timely requests with production staff. Assessors observed that several evacuation routes were obstructed by The compliance officer needs to conduct daily factory tours to card boxes in the storage room. ensure that routes are not obstructed. Improper maintenance of fire alarm Ensure all buildings have functioning fire alarm systems to comply with safety regulations. security impacts), examined the improvement plan, and conducted a factory tour. IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment March 2025 Resources Mar-25 Mar-25 Mar-25 Contracts and Human Resources Working Time Occupational Safety and Employment Contracts Overtime Emergency Preparedness Health Mar-25 Occupational Safety and Health Emergency Preparedness system. 20 20 9 61 The fire alarm has been installed in Building 16. 9 89 Mar-25 Occupational Safety and Health Health Services and First Aid Insufficient medical Staff. 80 The factory needs to hire more nurses and comply with the requirements of the labor laws. Mar-25 Occupational Safety and Health Welfare Facilities Water testing has not been conducted for three months due to lab access issues, though workers reported no drinking water concerns. The water test must be conducted monthly. Water sample must be taken from the water exit source. 9 Mar-25 Occupational Safety and Health Welfare Facilities Insufficient number of Toilets. The employer should discuss the issue with the administration of the park to find ways to increase the number of toilets. 80 Mar-25 Occupational Safety and Health Working Environment The production area is not clean and tidy. The floor is littered with fabric waste. Improve housekeeping by regularly removing fabric waste and maintaining clean production floors. 9 Mar-25 Occupational Safety and Health Working Environment LUX levels are below Better Work standards in several sections of the workspace. The employer needs to regularly monitor the work environment and ensure that the light levels are acceptable. 48 Mar-25 Occupational Safety and Health Worker Protection Improper maintenance of power generator. Ensure all electrical installations and equipment are safe, properly maintained, and compliant with Generator battery terminals are now covered and electrical wiring properly secured. 9 safety standards. Mar-25 Contracts and Human Resources Contracting Procedures Some categories of workers such as office and administrative staff reported that they are not compensated for overtime work. Assessment April 2024 The factory should pay overtime hours as required by the labor code. 9 Apr-24 Occupational Safety and Health Emergency Preparedness Evacuation routes are not clearly Evacuation arrows and signs have Paint evacuation arrows and signs and Paint yellow lines on the floor to been already repainted. 49 marked. show the exit pathway. Furthermore yellow lines are on the floor to show the exit pathway. Apr-24 Occupational Safety and Health Health Services and First Aid Insufficient medical Staff. Hire the required medical staff based on the current workforce. Apr-24 Occupational Safety and Health Working Environment Lux level is below Better Work Increase the natural lighting in the The large bulbs are reinstalled recommended limit. sewing section. higher so that they illuminate more space. Bulbs are added to the sewing section and quality section where it is necessary. Contracts and Human Resources Employment Contracts The grievance procedure does not include fair review and appeal process, communication of changes made or resolution. Review and discuss current factory procedure on complaint mechanisms- include fair review and Apr-24 appeal process, communication of changes made or resolution. 68 36 8 90 Apr-24 Occupational Safety and Health Welfare Facilities Insufficient number of Toilets. Increase the number of functioning toilets as required by law. 68 Apr-24 Occupational Safety and Health Working Environment The temperature level is exceed Better Develop a maintenance plan for the 23 Work's recommended limit. cooling systems. Install roof insulation Apr-24 Contracts and Human Resources Termination The annual leave payment is not calculated on worker's average daily earnings. Ensure the annual leave payment upon termination is calculated on worker's average daily earnings. The annual leave payment upon termination is calculated on worker's average daily earnings. 8 Apr-24 Contracts and Human Resources Contracting Procedures Contract and payroll of non production workers are not accurate. Revise security agent contracts and ensure that payment is aligned with the labor code. The Company has made the changes in the payroll and the calculation is accurate. In addition, the contract has been revised. 8 Apr-24 Contracts and Human Resources Employment Contracts Internal work rules are not approved by MAST. Send the internal work rules to MAST for approval. The internal work rules has been approved by MAST. 23 Apr-24 Compensation Social Security and Other Benefits The annual leave payment is not calculated based on the total earning of workers salary. . Make changes to the payroll system The Company has made the changes in the payroll and the 8 and include all salaries received by the employee in the calculation of annual leave. calculation is accurate. 91 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Work assessments: Caribbean Island Apparel 1209 Port-au-Prince 1639 Aug-13 Sep-24 Dec-25 Advisory and Training Services 29-May-25 Bipartite Committee Meeting Reviewed the self-diagnosis template, addressed OSH security concerns, and agreed on worker support initiatives and improvement actions. 29-May-25 Advisory meeting 29-Jan-25 Advisory meeting Discussed OSH and security concerns with the bipartite committee and agreed to propose worker support initiatives while advancing the factory improvement plan. Held an advisory meeting with the bipartite committee to discuss discipline, interpersonal conflict, and work ethics. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment December 2025 Dec-25 Occupational Safety and Health OSH Management Systems OSH policy exists and is signed by management, but lacks measurable targets and worker consultation. The employer should review its OSH policy in conjunction with the worker representatives and includes measurable 36 objectives and improvement targets. The policy should be reviewed periodically to identify weaknesses. Dec-25 Occupational Safety and Health OSH Management Systems Risk assessment was conducted, but the procedure lacks systematic hazard identification, risk prioritization, control The factory should develop a hazard/risk management and control procedure that includes all the necessary elements. 36 Accident investigation procedure exists with root cause analysis, but does not drive changes to prevent recurrence. The employer should develop an accident investigation procedure with all the necessary steps. 36 Factory monitors OSH through tests and inspections, but lacks evidence of tracking violations, reviewing system effectiveness, The factory needs to properly analyze and log violations of procedures, perform 36 hierarchy, and a risk register to track actions. Dec-25 Dec-25 Occupational Safety and OSH Management Health Systems Occupational Safety and OSH Management Health Systems and implementing changes after accidents. regular review of its management system to include performance objectives. 92 Dec-25 Occupational Safety and Health OSH Management Systems Management assigns OSH responsibilities and appoints an officer, but authority and roles are not clearly defined in job descriptions or the organizational chart. The employer should review its OSH management system document properly defined authority for the OSH officer and the top management to perform OSH responsibilities through updated job descriptions and an organizational chart. 36 Dec-25 Contracts and Human Resources Employment Contracts Grievance procedures ensure anonymity and non retaliation, but lack clear review, appeal, and communication processes. The employer should review grievance handling and dispute resolution procedures to include a review and appeal processes and communicate changes. 36 Dec-25 Contracts and Human Resources Employment Contracts Disciplinary procedures outline warnings, notice periods, and payments, but do not guarantee workers’ rights to defend themselves or have representation. The factory has disciplinary and termination procedures that include all the 36 No evidence was found that the employer investigates HR policy violations or implements corrective actions to prevent The employer should periodically investigate violations of HR policies and procedures, identify weaknesses and recurrence. make necessary adjustments to prevent recurrence. Dec-25 Contracts and Human Resources Employment Contracts necessary steps. 36 Dec-25 Occupational Safety and Health Emergency Preparedness Assessors observed obstructed aisles in buildings 14 and H4 during the factory tour. The compliance officer should conduct daily tours of the factory to ensure that aisles are free of obstructions. 50 Dec-25 Occupational Safety and Health Emergency Preparedness Assessors observed that escape routes in all buildings were not clearly marked during the assessment visit. The employer should take the necessary 75 Occupational Safety and Health Services and First Health Aid The Factory does not pay the OFATMA for the health card and workers do not receive the appropriate annual medical The employer should pay the CDS when they make the payment for Work-related accident insurance and follow up with checks. OFATMA for the medical checks. Medical checks are not provided twice a The employer should pay the CDS when year to workers who are exposed to chemical and hazardous substances. they make the payment for Work-related accident insurance and follow up with Dec-25 Dec-25 Occupational Safety and Health Health Services and First Aid steps to ensure that all routes are clearly indicated. The factory floor should be painted. 26 26 OFATMA for the medical checks. Dec-25 Occupational Safety and Health Health Services and First Aid The Factory does not pay the OFATMA for the health card and workers do not receive the appropriate medical checks within the first three months of hiring. The employer should pay the CDS when they make the payment for Work-related accident insurance and follow up with OFATMA for the medical checks for new hires. 26 93 Dec-25 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. The employer should discuss how to increase the number of toilets with the 82 owner of the building. Dec-25 Occupational Safety and Health Chemicals and Hazardous Substances The spot cleaning area is not properly isolated form the sewing section. The employer must ensure that workers are not exposed to chemical product. The spot cleaning area must be place in an isolated and well-ventilated location. 36 Dec-25 Occupational Safety and Health Chemicals and Hazardous Substances The chemical inventory was not accurate and did not include the names of all chemical products used in the workplace. Factory should improve inventory management by ensuring the chemical inventory officer coordinates with purchasing to record all received items and track their quantity and location. 50 Dec-25 Occupational Safety and Health OSH Management Systems No documentation was provided for an The employer should conduct a monthly 36 occupational health risk assessment. OSH assessment and properly document it. The results should be discussed with the OSH committee, and a corrective action plan must be implemented. Dec-25 Occupational Safety and OSH Management Health Systems Management did not provide a structural safety certificate for the buildings, stating that the document is not available. Dec-25 Contracts and Human Resources Termination The employer needs to follow up with the Inaccurate calculation of balance of bonus They should include all earnings in the upon termination. 36 owner of the building to obtain the certificate. 1 calculation of the average daily salary and pay the annual salary supplement upon termination accordingly. Dec-25 Contracts and Human Resources Termination Inaccurate calculation of unused paid annual leave. They should include all earnings in the calculation of the average daily salary and apply it to the number of unused annual 1 leave days to be paid. Dec-25 Contracts and Human Resources Termination The calculation for the notice period is inaccurate. They should include all earnings in the calculation of the average daily salary and pay the notice period accordingly. 1 Dec-25 Contracts and Human Employment Contracts The factory has an internal work rules The employer must review the internal 1 which is not approved by the Ministry of Labor. work rules, make sure that it has all the Contracts do not comply with the Labor Code as they lack required details. The employer must review the contract document to make sure that it complies with the requirements of the labor laws. Resources Dec-25 Contracts and Human Resources Employment Contracts required information, based on the labor code and submit it to MAST for their approval. 1 94 Dec-25 Compensation Social Security and Other Benefits Employer submits workers’ OFATMA contributions monthly, but payments have been consistently late and calculations are inaccurate. They should include all earnings in the calculation of the average daily salary. The employer needs to follow up with OFATMA to ensure that payments are made on time. 1 Dec-25 Compensation Social Security and Other Benefits Employer submits ONA contributions They should include all earnings in the 1 monthly, but payments have been consistently late and calculations are inaccurate. calculation of the average daily salary. The employer needs to follow up with ONA to ensure that payments are made on time. Dec-25 Compensation Social Security and Other Benefits Employer pays the required 3% OFATMA contribution, but payments have been consistently late and calculations are inaccurate. They should include all earnings in the calculation of the average daily salary. The employer needs to follow up with OFATMA to ensure that payments are made on time. 1 Dec-25 Compensation Social Security and Other Benefits Employer submits workers’ ONA contributions monthly, but payments have been consistently late and calculations are inaccurate. They should include all earnings in the calculation of the average daily salary. The employer needs to follow up with ONA to ensure that payments are made on time. 1 Dec-25 Compensation Social Security and Other Benefits Employees are entitled to full bonuses, The employer must include all earnings in the calculation of the average daily salary 1 but calculations use inaccurate average earnings due to minimum wage holiday pay. and pay the annual salary supplement or bonus accordingly. Dec-25 Compensation Paid Leave Employees are paid for legally mandated holidays, but calculations use the minimum wage instead of average daily salary. The employer must include all earnings in the calculation of the average daily salary and pay the legally mandated holidays accordingly. 1 Dec-25 Compensation Paid Leave Inaccurate average salary calculations reduce maternity leave payments. The employer must include all earnings in the calculation of the average daily salary and send the correct pay slip to OFATMA for maternity leave payments. 1 Dec-25 Compensation Paid Leave Inaccurate average salary calculations reduce sick leave payments. The calculation of the average daily salary must include all earnings. 1 Dec-25 Compensation Paid Leave Annual leave payments are incorrectly calculated. The factory needs to properly calculate the 1 Assessment September 2024 average daily salary and multiply it by the number of days for the annual leave. 95 Sep-24 Occupational Safety and Health OSH Management Systems The factory has an OSH policy that does not include all the necessary requirements. Include the missing criteria such as the following: To establish measurable objectives and improvement targets developed in consultation with workers. Sep-24 Occupational Safety and Health OSH Management Systems The hazard/risk management and control procedure does not includes all the necessary requirements. Include the missing elements in the hazard/risk management and control procedure. Sep-24 Occupational Safety and Health OSH Management Systems The accident investigation procedure does not include: - Leads to change in order to avoid reoccurrence . Include the missing elements in the policy. Sep-24 Occupational Safety and Health OSH Management Systems The OSH policy does not include all the necessary elements. Include the missing elements in the policy. Sep-24 Occupational Safety and Health OSH Management Systems Management has not properly defined authority for the OSH officer and the top management to perform OSH Review the OSH policy and designate an OSH officer to be in charge of OSH related issues. Assign OSH responsibilities to top responsibilities. management to supervise the OSH officer. The grievance handling and dispute resolution procedures does not include all Review the grievance policy to include Sep-24 Contracts and Human Resources Employment Contracts the necessary elements. review and appeal processes and communication of changes made and/or resolution as appropriate. The policy should ensure anonymity. Sep-24 Contracts and Human Resources Employment Contracts The factory's disciplinary and termination procedures does not include any details on the workers' rights to defend themselves prior to termination. Review the policy to include the workers' rights to defend themselves prior to termination, and to representation during disciplinary processes. Sep-24 Contracts and Human Resources Employment Contracts The employer does not investigate violations of HR policies and procedures. Ensure to provide evidence that management does investigate HR violations , identify weaknesses to make necessary adjustments. Sep-24 Occupational Safety and Emergency Preparedness Health Sep-24 Occupational Safety and Health Emergency Preparedness Obstructed aisles obstructed in building Ensure that the aisles remained 11 and H4. unobstructed. The escape route in all buildings were not clearly marked. Ensure that all escape routes are properly marked. 96 Sep-24 Occupational Safety and Health Health Services and First Aid Assessors observed one first aids box is obstructed by a table in building 12. Ensure that the first aid boxes are easily accessible. Sep-24 Occupational Safety and Health Health Services and First Aid Insufficient number of medical personnel. Comply with the labor Code for the medical staff requirements. Sep-24 Occupational Safety and Health Health Services and First Aid The factory did not provide free annual health checks to workers.. Pay for the CDS so workers can be fully entitled to the advance medical services provided by OFATMA. Sep-24 Occupational Safety and Health Health Services and First Aid The factory did not provide free health checks to workers within the first 3 months of hiring. Pay for the CDS so workers can be fully entitled to the advance medical services provided by OFATMA for the workers within their first three months of hiring. Sep-24 Occupational Safety and Health Services and First Aid The factory did not provide free health checks twice a year, to workers who are exposed to chemical and hazardous Pay for the CDS so workers can be fully entitled to the advance medical services Health substances. provided by OFATMA to workers exposed to work-related hazards. Sep-24 Occupational Safety and Health Welfare Facilities Insufficient number of functioning toilets for women. Ensure to have an adequate numbers of toilets for women. Sep-24 Occupational Safety and Health Working Environment Assessor did not have the means to verify the temperature in the workplace. Ensure to keep the workplace temperature to the recommended 30 degrees or below. However, during interviews, workers did complain about the temperature in the Sep-24 Occupational Safety and Health Chemicals and Hazardous Substances Sep-24 Occupational Safety and Health Chemicals and Hazardous Substances workplace. The spot cleaning area is not isolated. The chemical inventory is not accurate and did not include the name of all Ensure to the use of chemicals is properly isolated, so as to reduce workers' exposure. Keep the inventory of chemicals up to date and accurate. chemicals used in the workplace. Sep-24 Sep-24 Occupational Safety and OSH Management Management did not provide any Health Systems structural safety certificate, for the buildings. Contracts and Human Resources Employment Contracts The payroll date and time, are not mentioned in the internal work rules. Provide the structural safety certificate. Insert the payroll date and time in the internal work rules. 97 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Work Class International Holdings LTD 3281 Ouanaminthe 195 Jan-20 May-24 Sep-25 Advisory and Training Services Summary of the consultative visit. Meeting with the bipartite committee: - Discussion of the current situation of Better Work Haiti, the latest ONA 19-Aug-25 Advisory meeting 29-May-25 Advisory meeting FV 2 1) Meeting with the compliance team to review and update the improvement plan 2) Present the self monitoring checklist 3) Discuss the status of the bi-partite committee and support needed from BW 4) Exchange on the national grievance mechanism system and the HOPE law 17-Jan-25 Bipartite Committee Meeting FV 1 1) Meeting with the bipartite committee to discuss about the training needs 2) OSH tour on hazards identification 17-Jan-25 Advisory meeting FV 1 1) Meeting with the bipartite committee to discuss about the training needs 2) OSH tour on hazards identification ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT payment and OFATMA payment, night work payment, weekly rest day payment. - Factory tour. DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment September 2025 Sep-25 Occupational Safety and OSH Management Systems Health Sep-25 Occupational Safety and Health OSH Management Systems The OSH policy does not establish measurable objectives and Develop an OSH policy that defines commitments, measurable objectives, improvement targets. and improvement targets. Management did not show evidence of that the employer investigates Establish a comprehensive OSH management system that includes regular monitoring, management review, monitors and measures OSH issues. 20 63 and continuous improvement based on accidents and measurable objectives. Sep-25 Sep-25 Occupational Safety and Health Contracts and Human Resources OSH Management Systems Employment Contracts Management did not assign accountability at the level of Establish clear roles, responsibilities, and accountability for health and safety management and OSH committee for carrying out Health and Safety responsibilities. management at all levels, including OSH officers and committees. The factory does not have an adequate grievance handling and dispute Establish a grievance and dispute resolution procedure that is fair, resolution procedure. transparent, and protects employees from retaliation. 63 63 98 Sep-25 Contracts and Human Resources Employment Contracts The disciplinary and termination procedures are not adequate. Develop a termination procedure specifying unacceptable behaviors and performance, but omit details on warning timelines, employee defense rights, representation, step-by-step warnings, and legal notice/payment procedures. 63 Sep-25 Contracts and Human Resources Employment Contracts No evidence of performance evaluation procedures nor any investigations for violations of Human Resources policies and procedures. Establish a system to monitor, investigate, and correct violations of HR policies and procedures. 63 Sep-25 Contracts and Human Resources Employment Contracts The factory has not posted the internal regulations neither trained staff on how to carry out policies and procedures. Communicate and implement internal policies by posting internal regulations neither policies and training staff on how to carry out policies and procedures 63 Sep-25 Contracts and Human Resources Employment Contracts The Human Resources policies are not signed by top management. Establish HR policies with top management endorsement to ensure accountability and compliance. Obtain signatures from top management and 63 implement a procedure to ensure all internal policies are formally approved and periodically reviewed. Sep-25 Working Time Leave Pregnant workers do not go on leave 6 weeks before giving birth. Ensure maternity leave complies with the Labor Code, including the requirement to 63 take 6 weeks of leave before childbirth. Revise maternity leave policies and Sep-25 Working Time Overtime The employer did not obtain authorization from the ministry before working overtime. procedures to ensure compliance with the Labor Code and educate HR and management on proper leave scheduling. Submit formal requests for ministry authorization for overtime and implement a procedure to verify 20 approvals before assigning overtime. Sep-25 Working Time Overtime Several workers worked more than 80 hours overtime per trimester. Implement a monitoring system to track overtime, enforce legal limits, and adjust staffing or schedules to prevent 20 excessive overtime. Sep-25 Working Time Regular Hours A review of documents revealed that the factory had no prior authorization from MAST before working at night Submit a formal request for MAST approval for night work and implement a procedure to verify compliance before scheduling night shifts. Ensure all night work is authorized in accordance with MAST regulations. 20 99 Sep-25 Working Time Regular Hours The regular daily/weekly hours exceed the legal limit. Adjust work schedules to comply with legal limits and implement a monitoring system to ensure ongoing compliance. 63 Sep-25 Occupational Safety and Health Emergency Preparedness The factory did not present any proof Ensure all workers receive required training and that records are maintained. Implement a training schedule, conduct 3 that it had organized training sessions for workers. sessions, and establish a system to maintain and verify training documentation. Sep-25 Sep-25 Occupational Safety and Health Occupational Safety and Health Emergency Preparedness Emergency Preparedness The factory did not present any proof that it had conducted any emergency drills during the past 12 months. Firefighting equipment are obstructed or not properly identified with arrows. Ensure all workers participate in regular emergency drills and maintain records. Schedule regular emergency drills, document participation, and implement a 3 monitoring system to ensure drills occur annually. Ensure firefighting equipment is 3 accessible, clearly marked, and ready for use. Remove obstacles to ensure accessibility, install proper signage for all extinguishers, and implement a routine inspection program to maintain compliance. Sep-25 Occupational Safety and Emergency Preparedness Health Sep-25 The factory does not have an alarm Ensure all buildings have functional system and smoke detectors installed in any of the buildings. alarm systems and smoke detectors to Alarm system was installed recently in all building 63 protect workers Occupational Safety and Health Services and First Annual medical checks has not been Establish a follow-up and monitoring Health Aid provided to workers. system to confirm OFATMA performs the 3 annual medical examinations for all workers. Sep-25 Occupational Safety and Health Services and First Medical checks has not been provided Health Aid to workers within the first three Establish a follow-up and monitoring system to confirm OFATMA performs the months of hiring. medical examinations for newly hired 3 workers. Sep-25 Occupational Safety and Health Health Services and First Aid Medical checks is not conducted twice a year for workers working with chemicals and hazardous substances. Establish a follow-up and monitoring system to confirm OFATMA performs the medical examinations twice a year for 63 workers using chemical and hazardous substances. Sep-25 Occupational Safety and Health Worker Protection Personal protective equipment were not provided to all workers. Conduct a full PPE needs assessment, provide appropriate PPE, and implement a procedure to ensure all job roles receive risk-based protective equipment. 31 100 Sep-25 Occupational Safety and Health Chemicals and Hazardous Substances There is no evidence that workers were trained to use chemicals and hazardous substances. Conduct training, document attendance, and establish a system to maintain updated training records. 63 Sep-25 Occupational Safety and Chemicals and Hazardous The spot cleaning is not properly Relocate the spot-cleaning area or install 63 Health Substances isolated from the work area proper ventilation and barriers; establish a procedure for safe placement of chemical-use areas. Sep-25 Occupational Safety and Health Chemicals and Hazardous Substances Material Safety Data Sheets (MSDS) were not available for all product used in the workspace. Ensure SDS are available for all chemicals used on-site. Obtain the SDS and establish a process to verify all chemicals have current SDS on file. 63 Sep-25 Occupational Safety and Health OSH Management Systems The factory has an emergency preparedness procedure that is in Spanish. Review the emergency preparedness procedure and translate it to French or Creole. 63 Sep-25 Contracts and Human Resources Dialogue, Discipline and Disputes The disciplinary procedures is part of the internal work rules that has not been approved by MAST. Develop internal regulations and ensure disciplinary regulations comply with MAST requirements. Make sure that the document is approved by MAST 63 Sep-25 Contracts and Human Resources Termination The calculation of the annual salary supplement upon termination does not include the weekly rest day payment. Ensure annual salary supplement includes weekly rest days and night overtime. Calculate supplement based 63 only on basic wages. Sep-25 Contracts and Human Resources Termination The calculation for the unused annual paid leave upon termination, does not include the weekly rest day payment. Calculate unused leave based on average 63 wages excluding weekly rest days and night overtime. Sep-25 Contracts and Human Resources Termination The calculation for the notice payment upon termination is not accurate. Pay the weekly rest day and calculate termination payments based on average daily earnings. 63 Sep-25 Contracts and Human Resources Employment Contracts The internal work rules do not comply with the requirements of the labor Revise the internal work rules to comply with legal standards, including an 8-hour 63 code. workday, OSH clauses, HR complaint procedures, and clear payment schedules. Sep-25 Compensation Social Security and Other The factory did not submit workers' pay Review OFATMA requirements for Benefits slips to OFATMA for payment of sick leave and maternity leave. submission of pay slips for sick and maternity leave and identify gaps in the current process. The employer covers the payments. 63 101 Sep-25 Compensation Social Security and Other Benefits The workers' deduction for OFATMA for maternity and health insurance is not calculated on the workers' basic salary. Sep-25 Compensation Social Security and Other Benefits The employer contribution to ONA, is not based on the worker's basic salary. Sep-25 Compensation Social Security and Other Benefits Sep-25 Compensation Social Security and Other Benefits The employer's contribution to OFATMA for maternity and health insurance is inaccurate because they are not calculated based on the workers' basicdeduction salary. for ONA, is not The worker's Sep-25 Sep-25 Compensation Compensation calculated on the worker's basic salary. Review OFATMA regulations on contribution calculations and deadlines, identify gaps in payroll configuration and monitoring. Pay the weekly rest day and include it in the calculation of the average daily earnings. Review ONA regulations on contribution calculations and payment deadlines, and identify gaps in payroll configuration and monitoring processes. 63 63 Review OFATMA regulations on contribution calculations and deadlines, identify gaps in payroll configuration and payment monitoring. 63 Review legal requirements for ONA contribution calculations and payment deadlines, and identify gaps in payroll and monitoring processes. 63 3 Social Security and Other The calculation for the annual salary Pay the weekly rest day and review Benefits supplement or bonus is incorrect. bonus calculation rules. Ensure that all revenues are included in the calculation of the average daily earnings. Social Security and Other The factory did not provide any proof of Review legal requirements for work- Benefits payment for OFATMA work related accident insurance. related accident insurance payment and documentation, and identify gaps in Paid Leave No weekly rest day payments were Review labor law requirements on weekly rest-day pay and identify gaps in 3 invoice tracking and payroll integration. Sep-25 Compensation noted in the payroll as required by the law. Sep-25 Compensation Paid Leave Improper calculation of maternity leave payment. 20 payroll calculations. Review OFATMA requirements and identify gaps in maternity leave wage 63 calculation. Include the seventh day pay and regular overtime in the average wage calculation. Sep-25 Compensation Paid Leave The sick leave payment is not paid on the average earning. Review sick-leave payment policy and identify payroll calculation gaps. Update payroll system to include weekly rest-day pay and regular night overtime in sickleave calculations. 63 102 Sep-25 Compensation Overtime Wages Payment for overtime hours worked at night is not properly calculated. Review national labor law requirements for night work and night overtime and identify gaps in the factory€™s current wage calculation system. Update payroll 3 procedures to apply the correct 50% night premium and the additional 50% premium for overtime worked at night, and train HR/payroll staff on the new rules Review the factory's wage and overtime policy to identify gaps and align it with legal requirements for all worker categories. Revise the policy to include supervisors and administrative staff and train payroll and HR teams on proper overtime calculation. Purchase and distribute proper safety belts and chemical PPE, and train workers and supervisors on correct use. Sep-25 Compensation Overtime Wages Some workers such as supervisors and administrative staff are not paid for overtime hours worked. Sep-25 Freedom of Association and Collective Bargaining Collective Bargaining The factory failed to implement some provisions of the collective agreement. May-24 Occupational Safety and Health OSH Management Systems The OSH policy does not establish measurable objectives and improvement targets. Develop an OSH policy that establish measurable objectives and improvement targets. May-24 Occupational Safety and Health OSH Management Systems Management did not show evidence of that the employer investigates monitors and measures OSH issues. Provide evidence of regular management Occupational Safety and OSH Management Systems Management did not assign Update the OSH policy to assign accountability at the level of management and OSH committee for carrying out Health and Safety accountability to OSH committee on OSH responsibilities. Ensure proper training are provided to enhance members responsibilities. capacities. The factory does not have an adequate grievance handling and dispute Include the missing elements in the grievance handling and dispute resolution procedure. resolution The disciplinary and termination Develop a disciplinary and termination procedures are not adequate. procedure that Includes the necessary elements. No evidence of performance evaluation procedures nor any investigations for violations of Human Resources policies and procedures. Perform investigations for violations of Assessment May 2024 May-24 Health May-24 May-24 Contracts and Human Resources Contracts and Human Employment Contracts Employment Contracts Resources May-24 Contracts and Human Resources Employment Contracts review of effectiveness of the management system. HR policies and procedures to identify weaknesses and make necessary adjustments. 20 31 103 May-24 Contracts and Human Resources Employment Contracts The factory has not posted the internal regulations neither trained staff on how to carry out policies and procedures. Post the internal regulations and train the HR staff to carry out the policies. May-24 Contracts and Human Resources Employment Contracts The Human Resources policies are not Ensure that the HR policies are signed by signed by top management. top management. Working Time Leave Pregnant workers do not go on leave 6 weeks before giving birth. Pregnant women should go on maternity May-24 leave 6 weeks prior to their expected delivery date. May-24 Working Time Overtime The factory did not obtain prior authorization from MAST to perform overtime. Request the authorization notice form MAST prior to work overtime. May-24 Working Time Overtime Several workers worked more than 80 hours overtime per trimester. May-24 Working Time Regular Hours The factory did not obtain prior authorization from MAST before working at night. Workers cannot work more than 80 hours overtime per trimester. Schedule overtime hour appropriately. Request authorization form MAST prior to work at night. May-24 Working Time Regular Hours Workers do not punch in and out; the Implement a reliable attendance record manual attendance done by the factory was not signed by workers. system. May-24 Working Time Regular Hours The regular daily hours exceeds the legal limit. Ensure that the regular daily hours are compliant with the law. May-24 Occupational Safety and Health Emergency Preparedness The evacuation plan does not reflect the changes in the floor layout. Design an evacuation plan that accurately reflect the layout of the floor. May-24 Occupational Safety and Emergency Preparedness Management did not share the annual inspection report for fire fighting Ensure the fire- extinguisher equipment get a annual inspection from a certified equipment. company. The factory does not have an alarm system and smoke detectors installed in any of the buildings. Install an alarm system and smoke Health May-24 Occupational Safety and Health Emergency Preparedness May-24 Occupational Safety and Health Health Services and First Aid The factory does not have an onsite medical facilities and staff. Ensure to have a onsite clinic with 1 nurse and 3 doctors' visit per week. May-24 Occupational Safety and Health Health Services and First Aid Medical checks is not conducted twice a Provide free health checks for workers working with chemicals at least twice a year. year for workers working with chemicals and hazardous substances. detectors in all buildings. 104 May-24 Occupational Safety and Health Worker Protection Personal protective equipment were not provided to all workers. Provide necessary personal protective equipment to workers. May-24 Occupational Safety and Health Chemicals and Hazardous Substances Eyewash station is not available in the mechanic workshop. Install eye wash stations where chemicals are used and stored. May-24 Occupational Safety and Health Chemicals and Hazardous Substances There is no evidence that workers were trained to use chemicals and hazardous substances. Train workers who are using chemical and hazardous products and keep proper record. May-24 Occupational Safety and Health Chemicals and Hazardous Substances The spot cleaning area is not properly Isolated the spot cleaning from the isolated, exposing workers to chemicals production floor. and hazardous substances. May-24 Occupational Safety and Health Chemicals and Hazardous Substances MSDS's are missing for several hazardous and chemicals substances. Keep material safety data sheets for all chemicals and hazardous products used in the workplace.. May-24 Occupational Safety and Health Chemicals and Hazardous Substances Chemical and hazardous products are not properly labelled. Containers of chemical product should be properly labeled, with pictograms included. May-24 May-24 Occupational Safety and Health Chemicals and Hazardous Substances The inventory of chemicals and hazardous substances is missing several products. Keep an accurate inventory of the Occupational Safety and OSH Management Systems Management did not submit work Submit the accidents report to OFATMA related accident record to OFATMA on a monthly basis. on a monthly basis. The annual salary supplement upon termination does not include the Ensure that annual salary supplement is properly calculated and paid. Health May-24 Contracts and Human Resources Termination chemical product used, including names and location. weekly rest day payment. May-24 Contracts and Human Resources Termination The annual leave, upon termination, does not include the weekly rest day payment. Include the weekly rest day payment in the calculation of the average salary for the payment of the annual salary supplement. May-24 Contracts and Human Resources Termination The applicable notice period when the time is not provided, does not include the weekly rest day payment. Include the weekly rest day payment in the calculation of the average salary for the payment of the applicable notice period. May-24 Contracts and Human Resources Employment Contracts The factory's internal work rules are not compliant with the labor code. Develop internal work rules that are compliant with the labor law. 105 May-24 Compensation Social Security and Other Benefits The factory does not submit workers' pay slips to OFATMA for sick leave or maternity leave payments. Pay OFATMA and submit workers' pay slip to OFATMA for the payment of sick leave and maternity payments May-24 Compensation Social Security and Other Benefits The employer's contribution to Calculate the employer's contributions to OFATMA for maternity and health insurance is inaccurate because they are not calculated based on the workers' basic salary. OFATMA on the basic salary as stipulated in the labor code. Social Security and Other Benefits The employer contribution to ONA, is not based on the worker's basic salary. Calculate the employer's contributions to The workers' deduction for OFATMA for maternity and health insurance is not calculated on the workers' basic salary. The worker's deduction for ONA, is not calculated on the worker's basic salary. Calculate the workers' contributions to OFATMA on the basic salary as stipulated in the labor code. Non working holiday pay is not based on the average earning. Pay the holidays on the average earnings No weekly rest day payments were noted in the payroll as required by the Pay the weekly rest days on the average earnings as per the law. May-24 Compensation May-24 Compensation Social Security and Other Benefits May-24 Compensation Social Security and Other Benefits May-24 Compensation Paid Leave May-24 Compensation Paid Leave ONA on the basic salary as stipulated in the labor code. Calculate the workers' contributions to ONA on the basic salary as stipulated in the labor code. as per the law. law. May-24 Compensation Paid Leave The factory has only provided 6 weeks of maternity leave to workers, instead of the 12 weeks. Provide 12 week of maternity leave to pregnant workers. May-24 Compensation Paid Leave The sick leave payment is not paid on the average earning. Include the weekly rest day payment in the calculation of the average salary for the payment of the weekly rest day. May-24 Freedom of Association and Collective Bargaining Collective Bargaining The factory failed to implement some provisions of the collective agreement. Implement all the collective agreement provisions. 106 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Work assessments: Everbright Headwear 3278 Ouanaminthe 1349 Jan-20 Apr-24 Nov-25 Advisory and Training Services Verified paid leave and social security contributions, met with the bipartite committee and union members, and conducted a Factory tour. Virtual Workers' Rights & Responsibilities 4-Jun-25 Advisory meeting 28-Mar-25 Industry Seminar 28-Mar-25 Advisory meeting Discussed overtime and night work payments, overtime limits, leave entitlements, average wage calculation, social security payment deadlines, conducted a factory tour, and reviewed investigation processes. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Nov-25 Occupational Safety and Health OSH Management Systems The OSH policy is not adequate. Revise the OSH policy to secure top management approval, define measurable objectives, and involve workers and their representatives in its development. 43 Nov-25 Occupational Safety and Health OSH Management Systems 43 Nov-25 Occupational Safety and Health OSH Management Systems The factory lacks a systematic hazard Develop and implement a and risk management procedure. comprehensive hazard/risk management procedure including risk identification, prioritization, and hierarchy-based controls. Implement a comprehensive OSH The employer does not effectively monitor or review OSH performance monitoring system including indicator. inspections, logging of violations, management reviews, and corrective actions from accident investigations. Nov-25 Contracts and Human Resources Employment Contracts Grievance outcomes and resulting changes are not consistently communicated. Update grievance and dispute procedures to ensure timely communication of outcomes and resolutions to all employees. 58 Nov-25 Contracts and Human Resources Employment Contracts Management does not demonstrate follow-up on identified HR performance gaps despite recorded indicators. Establish a system to investigate HR performance gaps and implement corrective actions to address identified issues. 58 IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment November 2025 43 107 Nov-25 Contracts and Human Resources Employment Contracts HR policies are not effectively communicated to staff or worker representatives. Implement comprehensive HR policy communication, including induction training, staff training, posting policies, and establishing worker-management committees. 58 Nov-25 Working Time Leave The pregnant workers do not go on leave 6 weeks prior to their potential due date, as required by law. Ensure pregnant workers begin maternity leave six weeks prior to their expected due date in accordance with legal requirements. 1 Nov-25 Working Time Overtime Workers in several departments exceeded 80 hours of overtime per trimester. Monitor and manage overtime to ensure it does not exceed legal limits per trimester for any section. 21 Nov-25 Working Time Overtime The factory worked on Saturdays and Sundays without prior authorization from MAST. Obtain the required MAST authorization for Saturday and Sunday work and ensure adherence to legal requirements. 21 Nov-25 Working Time Regular Hours The factory worked at night without prior authorization from MAST. 21 Nov-25 Working Time Regular Hours Attendance records had discrepancies, with some overtime unrecorded. Obtain the required MAST authorization for night work and ensure ongoing compliance with labor regulations. Implement an accurate and monitored attendance and overtime recording system for all employees, including supervisors and non-production staff. Nov-25 Occupational Safety and Health Emergency Preparedness Night shift workers have not received training on fire-fighting equipment. Provide fire-fighting training to at least 10 percent of night shift workers to ensure full workforce preparedness. 58 Nov-25 Occupational Safety and Health Emergency Preparedness Emergency exits remain locked during working hours. Ensure all emergency exits remain unlocked, unobstructed, and accessible at all times while workers are present. 58 Nov-25 Occupational Safety and Health Emergency Preparedness Not all emergency exits are identified. Unseal and clearly designate all emergency exits to ensure safe egress from the building. 58 Nov-25 Occupational Safety and Health Emergency Preparedness Assessors observed unpainted floors, blocked aisles, and outdated evacuation plans. Repaint floors, clearly mark evacuation routes, remove obstructions, and update all evacuation plans. 58 21 108 Nov-25 Occupational Safety and Health Emergency Preparedness Fire extinguishers are not properly maintained. Implement a regular inspection and maintenance schedule to ensure all fire extinguishers are fully charged and unobstructed. 58 Nov-25 Occupational Safety and Health Emergency Preparedness Smoke detectors are missing in several areas. Install fire detection and alarm systems in all areas, including raw material floors, garbage room, and used material storage. 58 Nov-25 Occupational Safety and Health Health Services and First Aid None of the workers working at night has been trained in first aid. 58 Nov-25 Occupational Safety and Health Health Services and First Aid First aid boxes are inadequately stocked and some are inaccessible due to missing keys. Nov-25 Occupational Safety and Health Health Services and First Aid Insufficient medical staff. Provide first aid training to all night shift workers to ensure full workforce coverage. Ensure all first aid boxes are accessible, fully stocked with necessary supplies, and clearly assigned to responsible personnel. Establish onsite medical facilities with qualified staff or ensure 24-hour access to medical services for all workers, including night shifts. Nov-25 Occupational Safety and Health Health Services and First Aid Employees did not receive annual medical exams. 1 Nov-25 Occupational Safety and Health Health Services and First Aid No evidence of medical checks for hazard-exposed workers was found. Nov-25 Occupational Safety and Health Health Services and First Aid Employees did not receive medical exams within the first three months of employment. Nov-25 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Coordinate with OFATMA to provide annual medical checks for all workers and ensure issuance of health cards, with proper documentation maintained. Ensure OFATMA conducts all required medical checks for exposed workers and issues health cards, with documentation maintained for compliance. Coordinate with OFATMA to ensure all new workers receive timely medical checks and are issued health cards within the first three months of employment. Repair or install additional toilets to 58 Occupational Safety and Health Worker Protection meet legal requirements and ensure consistent availability of restroom supplies. Repair exposed wiring and clearly label 58 Occupational Safety and Health Worker Protection Nov-25 Nov-25 Electrical hazards were observed in multiple areas. Several machines were missing protection guards. 58 58 1 1 all circuit breakers to ensure safe electrical systems throughout the factory. Install all required machine guards, including finger, eye, and pulley guards, to ensure worker safety. 58 109 Nov-25 Occupational Safety and Health Worker Protection Appropriate PPE were not provided. Provide appropriate PPE for all work areas, including protective belts in the shipping area and PPE for the water purifierfunctional room. Install eyewash stations and 58 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances No eyewash station was available in the maintenance area. Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances Provide comprehensive chemical safety No proper PPE were provided and workers had not received training on training and ensure workers use the appropriate PPE at all times. chemical use. 58 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances MSDSs were missing for several chemicals stored and used in the workplace. Obtain and maintain up-to-date MSDS for all chemical products in the workplace and ensure they are accessible to workers. 58 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances The chemical storage areas do not meet safety requirements. Equip chemical storage areas with proper PPE, clear hazard signage, functional emergency equipment, and ensure adequate ventilation. 58 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances Chemical product are not properly labelled. Properly label all chemical products in the local language and ensure all chemicals are identified and stored correctly. 58 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances The chemical inventory was incomplete and inaccurate. Update and maintain a complete and accurate chemical inventory, ensuring all storage areas are accessible for verification. 58 Nov-25 Occupational Safety and Health OSH Management Systems The factory does not effectively communicate or implement OSH policies. Train all workers and OSH committee members, and post OSH policies and work instructions throughout the workplace. 43 Nov-25 Contracts and Human Resources Termination The calculation for annual bonus upon resignation or termination is inaccurate. Recalculate the annual salary supplement or bonus to include weekly rest day in the average salary. 58 Nov-25 Contracts and Human Resources Termination The calculation for payment of unused annual leave upon resignation is incorrect. Recalculate unused annual leave payments to include weekly rest day in the average salary. 58 58 regularly inspect and replace emergency safety equipment in all chemical storage and usage areas. 110 Nov-25 Contracts and Human Resources Employment Contracts The factory lacks approved and posted internal work rules. Update the internal work rules and obtain formal approval from the Ministry of Labor. 58 Nov-25 Contracts and Human Resources Employment Contracts Apprentice contracts were not approved by the Ministry of Labor as required by law. Ensure all apprentice contracts are approved by the Ministry of Labor and include complete working conditions, including hours and salary. 58 Nov-25 Compensation Social Security and Other Benefits The factory did not send workers pay slip for the last 3 months to OFATMA. Submit all missing pay slips to OFATMA and implement a system to ensure timely monthly submissions. 58 Nov-25 Compensation Social Security and Other Benefits Workers' deductions for OFATMA were inaccurately calculated. Recalculate and remit OFATMA employee contributions correctly. 58 Nov-25 Compensation Social Security and Other Benefits Workers' deduction for ONA is not based on actual basic salary. Recalculate ONA contributions based on actual basic salary and ensure timely monthly remittance. 58 Nov-25 Compensation Social Security and Other Benefits Employer contributions for OFATMA is not based on actual basic salary. Recalculate and remit OFATMA contributions correctly, including weekly rest days, excluding overtime, and ensure timely monthly payments. 58 Nov-25 Compensation Social Security and Other Benefits The employer remit ONA contributions, but deductions are not based on the basic salary. Recalculate and remit ONA contributions based on actual basic salary and ensure timely monthly payments. 58 Nov-25 Compensation Social Security and Other Benefits The annual bonus is not calculated on the correct average salary, Recalculate the annual bonus to include weekly rest days and correctly account for night overtime in the average salary. 58 Nov-25 Compensation Social Security and Other Benefits The salary declaration for OFATMA work related accident is inaccurate . Correct salary declarations to OFATMA to include weekly rest day payments and night overtime hours. 1 Nov-25 Compensation Paid Leave The weekly rest day payment is inaccurate. Adjust payroll to include all hours worked when calculating weekly rest day payments. 58 111 Nov-25 Compensation Paid Leave Maternity leave pay is based on average daily salary, but the calculation is incorrect. Recalculate maternity leave payments to include weekly rest days and properly account for night overtime in the average salary. 58 Nov-25 Compensation Paid Leave Sick leave pay is based on average daily salary, but the calculation is incorrect. Recalculate sick leave payments to include weekly rest days and accurately account for night overtime in the average salary. 58 Nov-25 Compensation Paid Leave The annual leave payment is not based on the average salary. Recalculate annual leave payments to include weekly rest days and properly account for night overtime in the average salary. 58 Nov-25 Compensation Wage Information, Use and Deduction Assessors found payroll discrepancies from August to October 2025, 21 Nov-25 Compensation Overtime Wages Inaccurate overtime payments for night shift workers. Implement an accurate time-tracking system and revise payroll to ensure all overtime is correctly recorded and paid. Revise payroll procedures to calculate and pay night overtime at 50% above the night shift rate, ensuring compliance with labor law. Nov-25 Compensation Overtime Wages Night overtime was underpaid. Adjust payroll to ensure night overtime is calculated and paid at 50% above the night shift rate, in accordance with labor law. 21 Nov-25 Freedom of Association and Collective Bargaining Collective Bargaining The factory failed to provide required overtime meals and adequate PPE, including safety belts and protection for chemical handling. Assessment April 2024 Provide all required PPE to workers based on job hazards and ensure overtime meals are given when hours exceed three. 1 Apr-24 Occupational Safety and Health OSH Management Systems Management did not show evidence of a risk register that drives the implementation of controls. Include a risk register in the procedure that drives the implementation of controls (list of risks with due dates, owners and next steps). Apr-24 Occupational Safety and Health OSH Management Systems The employer does not investigates monitors and measures OSH issues. Regular management review of effectiveness of management system including performance on measurable objectives and targets- Accident investigations are followed by an actual change in procedure. 21 112 Apr-24 Occupational Safety and Health OSH Management Systems Management did not show evidence of accountability and/or responsibilities for OSH officer as well as top management. - Define accountability and/or responsibilities for OSH officer as well as top management - Establish clear reporting lines on OSH matters Apr-24 Contracts and Human Resources Employment Contracts The grievance procedure does not include communication of changes made and a resolution as appropriate. Include in the procedure: -Communication of changes made and resolution Apr-24 Contracts and Human Resources Employment Contracts The disciplinary and termination procedures are not adequate. Include in the procedure: - The right to defend oneself prior to termination, and to representation during disciplinary processes; - Timeframes for warnings and payments. Apr-24 Contracts and Human Resources Employment Contracts The factory's management does not investigate shortcomings or issues in HR performance was provided during the assessment visit. Develop HR procedure on HR performance indicators. Apr-24 Contracts and Human Resources Employment Contracts Communicate HR policies and procedures through Induction training for workers and staff Apr-24 Working Time Overtime The communication on HR policies and procedures does not include induction training for workers and staff. The factory did not have prior authorization from MAST before working on overtime. Apr-24 Working Time Overtime Several workers worked more than 80 hours overtime per trimester. Ensure that workers do not exceed 80 hours overtime per trimester. Apr-24 Working Time Overtime The factory did not have prior authorization from MAST before working on Saturday and Sunday. Request prior authorization from MAST before working on Saturday and Sunday. Apr-24 Working Time Regular Hours The factory did not have prior authorization from MAST before working at night. Request prior authorization from MAST before working at night. Apr-24 Working Time Regular Hours Assessors found some discrepancies in the attendance reviewed. Keep an accurate attendance records for all workers. Request prior authorization from MAST before working on overtime. 113 Apr-24 Working Time Regular Hours The regular daily or weekly hours exceed the legal limit and therefore do not comply with the labor code. Modify the regular daily or weekly hours to comply with the labor code. Apr-24 Occupational Safety and Health Emergency Preparedness The total number of workers trained in fire-fighting is less 10 percent of the workforce as recommended by Better Work. Train at least 10 percent of the workforce in fire-fighting for the day shift and night shift. The training of the 10 percent of workers in fire fighting in day shift has been done and 10 percent on night shift is in process j Apr-24 Occupational Safety and Health Emergency Preparedness Escape routes were obstructed in several areas of the workplace. Provide additional space for storing boxes. The boxes have been removed also we have put in place a daily check in all important areas. Apr-24 Occupational Safety and Health Emergency Preparedness Assessors observed that building 3 has only one door identify as an exit. Provide at least two exit door for each building. The factory has identified two exit door in each building. Apr-24 Occupational Safety and Health Emergency Preparedness The floors need to be repainted in several areas in the buildings and evacuation route are not clearly marked. Update the evacuation map- Paint evacuation arrows and signs. Apr-24 Occupational Safety and Health Emergency Preparedness Improper maintenance of fire extinguisher and missing fire extinguishers in some areas of the workplace. 1. Provide adequate firefighting equipment. 2. Ensure regular maintenance 3. Specify who conducts regular checks to make sure that the equipment is in place & functioning Apr-24 Occupational Safety and Health Emergency Preparedness The stockroom where raw materials are stored does not have a fire detection system installed. 1. Have a fire detection system in the stock of raw material 2. include this in the system of dailyweekly checks Apr-24 Occupational Safety and Health Health Services and First Aid None of the workers working at night have been trained in first aid. Train at least 10 percent of the workforce for the night shift Apr-24 Occupational Safety and Health Health Services and First Aid First aids boxes are missing items listed in the inventory. 1. Equip first aid box 2. Define responsibility for refilling 3. Define responsibility for checking and include this in the system of daily-weekly checks Corrected during the assessment. 114 Apr-24 Occupational Safety and Health Health Services and First Aid The factory does not have an onsite medical facilities and staff. Hire the required medical staff for day shift and night shift workers. Apr-24 Occupational Safety and Health Welfare Facilities Soap was not available in all toilets. Provide soap dispenser- Define who will check that soap is available and include this in the system of dailyweekly checks. Apr-24 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Increase the number of toilets as required by law. Ensure that paper is available in the restroom all the time. Apr-24 Occupational Safety and Health Working Environment The level of lighting in the workplace is unacceptable. Apr-24 Occupational Safety and Health Working Environment The level of noise in the workplace is unacceptable. 1- Add rubber under the machine2Measure again the noise level & compare with threshold value Apr-24 Occupational Safety and Health Working Environment The temperature level in the workplace is unacceptable. 1. Install additional fans2. Specify who is in charge of regular maintenance of the fans3. Conduct regular measurement of temperature & compare with threshold value Apr-24 Occupational Safety and Health Worker Protection The circuit breakers were not or properly labelled. In addition, electrical boxes were obstructed in the factory. 1. Assign an electrician to labelled all circuit breakers and conduct more regularly checks 2. include this aspect in the system of daily-weekly checks Apr-24 Occupational Safety and Health Worker Protection Several machines were missing finger guards, eye guards and pulley guards. Develop a preventive maintenance on machine guards (which guards are needed on which machines) Apr-24 Occupational Safety and Health Worker Protection The factory did not provided proper PPE to all workers. Provide employees with all necessary personal protective clothing and equipment. Post signs to remind workers about the PPE obligations. Apr-24 Occupational Safety and Health Chemicals and Hazardous Substances Several hazardous chemicals were found without chemical safety data sheets. Keep chemical MSDS for all hazardous chemicals used in the workplace. The lux level comply with the recommended limits. The factory has taken measure already to regulate the temperature in each area doing a proper a maintenance to the cooling system. 115 Apr-24 Occupational Safety and Health Chemicals and Hazardous Substances The chemical storage areas do not have not all the safety requirements and Safety data sheets are not available for all chemicals. Provide protective equipment and Safety data sheets where chemicals are used and stored. Apr-24 Occupational Safety and Health Chemicals and Hazardous Substances Unlabeled containers of chemicals. Define who is entitled to pour chemicals in other recipients and label them. Apr-24 Occupational Safety and Health Chemicals and Hazardous Substances The chemical inventory is inaccurate Assign responsible persons for updating the inventories of hazardous substances in the various locations where they are stored or used. Apr-24 Occupational Safety and Health OSH Management Systems The employer has not trained all joint OSH committee members and posted policies and work instructions around the workplace. - Train all joint OSH committee members. - Post policies and work instructions around the workplace. Apr-24 Occupational Safety and Health OSH Management Systems The factory does not record and submit work related accidents to OFATMA on a monthly basis. 1. Declare accidents to local authorities2. Investigate accidents and develop preventive & remediation actions3. Prepare investigation report Apr-24 Contracts and Human Resources Termination Assessors were not able to verify if the employer pay workers their annual salary supplement or bonus upon termination. Pay workers their annual salary supplement or bonus upon termination as required by law. Apr-24 Contracts and Human Resources Termination Assessors were not able to verify if the employer pay workers their unused paid annual leave when they resign or terminated. Pay workers their unused paid annual leave when they resign or terminated as required by law. Apr-24 Contracts and Human Resources Termination Assessors were not able to verify if the employer pay workers their severance payment upon termination. Pay workers their severance payment upon termination and keep records for at least 5 years. Apr-24 Contracts and Human Resources Employment Contracts The factory does not an have internal work rules approved by the Ministry of Labor and posted in the workplace. Request the approval of the Internal work rules. Once approved the internal work rules need to be displayed in the workplace. The factory have been collected all the containers without label. Someone is assigned to properly label all chemicals that enter the factory. 116 Apr-24 Contracts and Human Resources Employment Contracts The apprentice contracts were not approved by the Ministry of Labor (MAST), as legally required. Review and make updates to the apprentice contract as required by law. Apr-24 Compensation Social Security and Other Benefits The factory did not send workers pay slip for the last 3 months to OFATMA for sick leave and maternity leave payment. Send workers pay slip for the last 3 months to OFATMA for sick leave and maternity leave payment. Apr-24 Compensation Social Security and Other Benefits The factory does not collect and forward workers' contributions to OFATMA. Collect and forward workers' contributions to OFATMA monthly. Apr-24 Compensation Social Security and Other Benefits ONA deduction are based on the minimum salary. Calculate employer's contribution to ONA on Workers' basic salary. Then forward the contribution to ONA within the first 10 business days of the next month for the previous month. Apr-24 Compensation Social Security and Other Benefits The employer's contribution to OFATMA is made late. Furthermore, the calculation for the payment is based on the minimum salary. Calculate Employer's contribution on Workers' basic salary. Then forward the contribution to OFATMA within the first 10 business days of the next month for the previous month. Apr-24 Compensation Social Security and Other Benefits Employer's contribution to ONA deduction are based on the minimum salary. Calculate ONA deduction on Workers' basic salary. Then forward worker's contribution to ONA within the first 10 business days of the next month for the previous month. Apr-24 Compensation Social Security and Other Benefits Assessors were not able to verify that the employer pay workers correctly for annual salary supplement or bonus. Pay annual salary supplement on the daily average salary and keep payment records for at least 5 years. Apr-24 Compensation Paid Leave The employer did not compensate workers for the weekly rest day when they completed 48 hours or less within 5 days. Pay the weekly rest day after 48 hours of work or 6 working days per week as required by law. Weekly rest day payment is based on the average salary. Apr-24 Compensation Paid Leave The factory only paid 6 weeks of maternity leave where workers are entitled to 12 weeks of payment. Register with OFATMA for maternity and health insurance to OFATMA Send workers' pay slip and documents to OFATMA Ensure that workers receive full payment for maternity leave 117 Apr-24 Compensation Paid Leave Assessors were not able to verify that the employer pay workers correctly for sick leave. Register with OFATMA for maternity and health insurance to OFATMA. Send workers' pay slip and documents to OFATMA for sick leave and maternity leave payment. Apr-24 Compensation Paid Leave Assessors were not able to verify that the employer pay workers correctly for annual leave. Pay annual leave based on the daily average salary and keep payment records for at least 5 years. Apr-24 Compensation Wage Information, Use and Deduction Overtime hours were not registered for several workers. Make an amendment to the employment contract and ensure that overtime are paid to all categories of workers. Apr-24 Compensation Overtime Wages Overtime performed at night were paid only at 50 percent above the normal wage. Make adjustments in the payroll system and ensure that night overtime is paid with increases of 100 percent above the normal wage. 118 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better HANSAE HAITI S.A 2319 Arrondissement de Port-au-Prince 433 Jan-17 Apr-24 Mar-25 Work assessments: Advisory and Training Services 1-Dec-25 Advisory meeting Reviewed working conditions with the bipartite committee, conducted factory tour and checked records to confirm improvements and identify 3-Jul-25 Advisory meeting remaining the issues. Discussed current situation at Better Work Haiti and the factory, reviewed the improvement plan, and conducted a factory tour. 3-Jun-25 Advisory meeting The advisor conducted several interviews to verify the factory’s findings on a sexual harassment case, including discussions with the alleged victim, management, the alleged perpetrator, and workers. 27-May-25 Advisory meeting 28-Mar-25 Industry Seminar next steps. Virtual Workers' Rights & Responsibilities. 20-Mar-25 Advisory meeting Met with factory management and the union to discuss social dialogue, during which union members raised concerns and management 14-Mar-25 Advisory meeting Held an advisory meeting with management to review progress on key compliance areas (PR2), identify remaining non-compliances, and define committed to addressing the issues. Held a session with HR, the compliance officer, and management to review assessment questions and conducted a mini-assessment to evaluate readiness for the upcoming assessment. 23-Jan-25 Advisory meeting Held a tripartite meeting with factory management and MAST representatives on a WRC case, during which MAST provided recommendations that the EA advised the factory to follow. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment March 2025 Mar-25 Occupational Safety and OSH Management Systems The written OSH policy is missing Ensure that the written OSH policy The factory has a written OSH Health the necessary elements. includes policy signed by the plant - Measurable objectives and manager. 41 improvements targets and is developed through consultation with workers representatives. Mar-25 Occupational Safety and OSH Management Systems The hazard/risk management and The facility should develop a Health control procedure does not includes hazard/risk management procedure all the necessary elements. that includes all the necessary steps, 41 including a risk register. Mar-25 Occupational Safety and OSH Management Systems Management does not regularly Ensure to have procedures to monitor Management is investigating Health review OSH procedures. and measure OSH issues. Develop recent material-related accidents measurable target and investigates and has begun providing PPE to accidents appropriately and adopt workers to reduce the risk of necessary changes. further incidents. 9 119 Mar-25 Contracts and Human Employment Contracts Resources Management does not investigate Ensure to keep records where The factory systematically records shortcomings or issues in HR management investigates key HR performance indicators as performance. shortcomings or issues in HR part of its continuous performance and makes necessary improvement strategy. 41 correctives actions. Mar-25 Occupational Safety and Emergency Preparedness Health Mar-25 Occupational Safety and Emergency Preparedness Health Mar-25 Occupational Safety and Emergency Preparedness Health Less than 10 percent of the Develop a comprehensive Fire-fighting 11.91% of active workers are workforce is trained in fire-fighting, training plan to ensure at least 10% of trained in fire-fighting equipment. as recommended by Better Work. the workforce is trained, Fire drills are not conducted every Develop a formal emergency drill The last fire Drill was conducted in six months as recommended by schedule to ensure drills are conducted November 2025, and the previous Better Work. at least every 6 months. one was conducted in June 2025. Obstructed fire extinguishers were Ensure that fire extinguishers are Management as proceed with observed in the workspace. accessible at any time, corrective and auditor was taking 9 9 9 Photos the same day. Mar-25 Mar-25 Occupational Safety and Health Services and First Less than 10 percent of the Develop a comprehensive first-aid 11.91% of active workers are Health Aid workforce was trained in first aid, as training plan to ensure at least 10% of trained in first aid. recommended by Better Work. the workforce is trained. Occupational Safety and Health Services and First One first aid box was obstructed in Ensure that first aid boxes remained Management as proceed with Health Aid the chemical storage. unobstructed during working hours. corrective and Auditor was taking 9 14 Photos the same day. Mar-25 Occupational Safety and Working Environment Health The lighting levels in each Ensure that lighting levels in each Additional lighting fixtures were department is unacceptable. department is compliant with installed to improve visibility and recommended standards. ensure compliance with 9 recommended standards. Mar-25 Occupational Safety and Working Environment Health The temperature level is The factory should monitor the work unacceptable in the workplace. environment and keep the temperature 9 at an acceptable level. Mar-25 Occupational Safety and Chemicals and Hazardous Container of chemical and Add proper labelling with all the KP4 in the machine gun in the spot Health Substances hazardous substances are not specifications on the gun machine, cleaning identified using assessors properly labeled. 9 specifications and advices during closing meeting. Mar-25 Occupational Safety and Health OSH Management Systems Management has posted names of Management has not posted the The employer should take the names of OSH committee members. necessary steps to post the name of the new OSH committee members. new committee members. 9 120 Mar-25 Occupational Safety and Work related accidents are not Send the accident report with OFATMA The factory started to notify reported monthly to OFATMA. every month. OFATMA on a monthly basis. Social Security and Other Workers deductions for OFATMA A letter was sent to confirm with legal Benefits are calculated based on the authorities the methodology of minimum salary only. calculation. Social Security and Other Employer contributions to ONA are A letter was sent to confirm with legal Benefits calculated on the minimum salary authorities the methodology of only. calculation. Social Security and Other Employer contributions for OFATMA Update payroll calculation procedures The correction has been made in Benefits are calculated based on the to include the support column in the payroll system to include the minimum salary only. OFATMA contributions. support column in OFATMA OSH Management Systems Health Mar-25 Mar-25 Mar-25 Compensation Compensation Compensation 9 41 41 41 contribution calculations. Mar-25 Compensation Social Security and Other Workers' deductions for ONA are Update payroll calculation procedures The correction has been made in Benefits calculated on the minimum salary to include the support column in ONA the payroll system to include the only. contributions. support column in ONA 41 contribution calculations. Mar-25 Compensation Paid Leave Annual leave payments are not Review payroll calculation to ensure calculated based on their average annual leave payments are calculated daily earnings. on the daily average earnings. Assessment April 2024 Apr-24 Occupational Safety and OSH Management Systems Health The written OSH policy signed by Add the missing elements in the OSH management does not include all policy. the necessary elements. Apr-24 Occupational Safety and OSH Management Systems Health The factory does not have a Develop a hazard/risk management hazard/risk management and and control procedures that includes: control procedure that includes all A systematic approach to identifying the necessary elements. hazards, a structure to prioritize risks based on potential impact and likelihood, a hierarchy of controls that is used to select effective controls and a risk register that drives the Apr-24 Occupational Safety and Health OSH Management Systems The factory does not have an OSH Develop an OSH policy and procedures policy includes all the necessary that includes regular management elements. review of effectiveness of management system including performance on measurable objectives and targets. Ensure that accident investigations are followed by an actual change in procedure. 41 121 Apr-24 Occupational Safety and OSH Management Systems Health Apr-24 Contracts and Human Employment Contracts Resources Management did not ensured Schedule regular OSH committee effective functioning of the OSH meetings to ensure it is effective committee. functioning properly. The factory does not investigates Develop an HR procedure that includes shortcomings or issues in HR investigations of HR issues and periodic performance. reviews. Provide evidence of management investigations of shortcomings or HR violations. Apr-24 Working Time Overtime The employer did not receive prior Ensure to receive prior authorization Management sent letters to the authorization to work overtime from from the department of labor before Ministry of Social Affairs the department of labor. working overtime. requesting authorization to work Obstructed evacuation routes. Complete daily inspection tour on the overtime. Apr-24 Occupational Safety and Emergency Preparedness floor. Ensure that evacuation routes are Health free of obstructions. Apr-24 Occupational Safety and Emergency Preparedness Health Evacuation routes are not clearly Remark the evacuation route in Maintenance traced the marked and the evacuation map is building 1. Update the evacuation map evacuation routes clearly, and not updated. to reflect the actual layout. Compliance updated the evacuation map to reflect the layout. Apr-24 Apr-24 Occupational Safety and Health Services and First One first aid box in building 20 that Ensure that first aid boxes have Health Aid was missing medical supplies and necessary medical supplies. Ensure that aid boxes in the dormitory and put no first aid box was available in the medical supplies are available in the the missing medical supplies in the dormitory. dormitory, first aid boxes in Building 21. The factory had installed the first Occupational Safety and Health Services and First Workers did not received free Pay the health cards for all the workers The factory complies with local Health Aid annual health checks. on a yearly basis. law, and we pay the health cards for all workers annually. Apr-24 Occupational Safety and Health Services and First The workers exposed to work Ensure that workers exposed to work The OFATMA medical team had Health Aid related hazards had not received related hazard received a health check started health checks on workers free health checks twice a year. twice a year. exposed to work-related risks, but continuity was not carried out due to insecurity. Apr-24 Occupational Safety and Health Services and First Management did not pay for the Ensure that workers received the health The administration will continue to Health Aid health cards for the workers and cards within the first 3 months of follow up with OFATMA so that they did not receive free health hiring. workers can receive their health check within the first 3 months of hiring. cards. 122 Apr-24 Occupational Safety and Worker Protection Health Unidentified circuit breakers were Identify all the circuit breakers. During the assessment, found in several areas within the maintenance identified the circuit various buildings of the factory. breakers in the compressor room of building 50 and the mechanical workshop of building 1. Apr-24 Occupational Safety and Chemicals and Hazardous The inventory of chemicals and Specify the location where all products During the assessment, Health Substances hazardous substances does not in the chemical inventory are stored. compliance specifies the location specify the locations of all products. Apr-24 Occupational Safety and OSH Management Systems Health of chemicals in the inventory. Management has not posted names Post OSH committee members' names Compliance posted the names of of OSH committee members. where all workers can see. OSH committee members in all factories during the assessment. Apr-24 Contracts and Human Termination Resources Foreign workers do not receive Ensure to provide balance of annual balance of annual salary salary supplement to foreign workers supplement upon leaving the at the contract termination. company because of dismissal or Apr-24 Contracts and Human Termination Resources Apr-24 Contracts and Human Employment Contracts Resources resignation. The annual leave payment is not Include all the payment in the calculated on the average daily calculation of the daily average earning. In addition, foreign earning. Ensure that foreign workers workers do not receive balance of receive the balance of their annual annual leave upon dismissal or leave payment upon dismissal or resignation. resignation. The contract for the foreign workers Ensure that bonus should be once, at does not comply with the labor the end of the year. code. Apr-24 Compensation Social Security and Other The employer's contribution to ONA Include production incentives and Benefits does not include production weekly rest day payments in the ONA incentives and weekly rest day contribution. payments. Apr-24 Compensation Social Security and Other The workers' contribution to ONA Include the production incentives and Benefits does not include production weekly rest day payments in the incentives and weekly rest day calculations of the ONA contribution. payments. Apr-24 Compensation Social Security and Other Foreign workers do not receive an Pay the annual salary supplement to all The top management has already Benefits annual salary supplement payment employee. revised the contract of foreign or Bonus. workers to comply with local legislation. Apr-24 Compensation Paid Leave The annual leave payment is not Include all payments in the calculation calculated on worker's average daily of the average daily earning. earnings. 123 Apr-24 Compensation Overtime Wages The foreign workers who worked Pay the overtime at night 50 percent after 6pm were not paid overtime. above the normal wage for the night shift. 124 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better MD Industries 3280 Ouanaminthe 2,272 Jan-20 May-24 Nov-25 Work assessments: Advisory and Training Services 5-Aug-25 Advisory meeting 30-May-25 Advisory meeting ASSESSMENT COMPLIANCE CLUSTER 1- Presentation by the Better Work Haiti Enterprise Advisor 2- Discussion on the context of Better Work Haiti 3- Operation of the PICC 4- Discussion on OFATMA insurance 5- Review of the improvement plan 6- Factory visits 7- Discussions with union committee members FV 2 1) Meeting with the compliance team to review and update the improvement plan 2) Present the self monitoring checklist 3) Discuss the status of the bi-partite committee 4) Exchange on the national grievance mechanism system and the HOPE law COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment November 2025 Nov-25 Occupational Safety and Health OSH Management Systems The factory does not have an adequate OSH policy that is signed by top management. Nov-25 Occupational Safety and Health OSH Management Systems The factory does not have an accident investigation procedure. Revise the OSH policy to include clear, measurable objectives and improvement targets, involve workers and their representatives in the policy development or review process, communicate the updated policy to all employees, and monitor progress toward achieving the defined OSH targets. 42 Develop and implement a comprehensive 42 accident investigation procedure that includes root cause analysis, identification of sustainable corrective actions, and monitoring the implementation of changes to prevent future incidents, and train relevant staff on the new procedure. Nov-25 Contracts and Human Resources Employment Contracts The grievance procedure is not adequate. Revise the grievance handling procedure to include options for anonymous reporting, communicate the updated procedure to all employees, train HR and management on handling anonymous grievances, and monitor the effectiveness of the system to ensure employees can safely report issues. 42 125 Nov-25 Contracts and Human Resources Employment Contracts The factory's recruitment procedure is not adequate. Nov-25 Contracts and Human Resources Employment Contracts The employer does not investigates, monitors and measures OSH issues. Continue applying the current recruitment procedures consistently, periodically review and update hiring policies to maintain compliance with labor laws, and train HR staff on any changes to legal or internal Establish a formal procedure for investigating HR policy violations, document findings and corrective actions, implement measures to 42 42 prevent recurrence, train management and HR staff on the investigation process, and conduct periodic reviews to ensure effectiveness of corrective measures. Nov-25 Contracts and Human Resources Employment Contracts The communication on HR policies and procedures does not include all the necessary steps. Develop and implement training sessions for all staff on HR policies and procedures, post internal policies and regulations in accessible areas throughout the plant, and establish a system to ensure ongoing awareness and understanding of HR policies among employees. 42 Nov-25 Working Time Leave Pregnant workers do not go on maternity leave six weeks before giving birth, as required by article 322 of the labor code. Revise maternity leave procedures to ensure pregnant workers are sent home six weeks before their expected delivery, communicate the updated policy to management and employees, monitor adherence to the requirement, and train HR staff to enforce compliance with labor law. 20 Nov-25 Working Time Overtime Workers in some department work more than 80 hours of overtime during a trimester. Review and redistribute workloads to reduce excessive overtime, implement a system to monitor and limit overtime in compliance with labor law, ensure proper compensation for all overtime worked, and train supervisors on managing work schedules to prevent overwork. 20 Nov-25 Working Time Regular Hours Some workers did not punch in and out. However, they had time for normal hours in their payroll record. Enforce mandatory punch-in/punch-out procedures for all employees, including supervisors, align payroll calculations with verified attendance records, train staff on proper timekeeping practices, and implement regular audits to ensure accurate recording of working hours. 57 Nov-25 Working Time Regular Hours The regular daily or weekly hours exceed the legal limit. Revise the work schedule to comply with the Labor Code, ensuring a maximum of 8 hours per day and 40 to 48 hours per week as legally allowed, communicate the new schedule to all employees, update internal policies and work rules accordingly, and monitor adherence to prevent future violations. 20 126 Nov-25 Occupational Safety and Health Emergency Preparedness The employer has trained less than 10% of the workforce in the use of fire-fighting equipment. Develop and implement a comprehensive firefighting training program for all employees, prioritize high-risk areas first, maintain detailed training records, and schedule regular refresher sessions to ensure workforce competency in fire emergency response. 20 Nov-25 Occupational Safety and Health Emergency Preparedness Several modules were blocked by production materials, and floor-painted arrows indicating evacuation routes are required. 1 Nov-25 Occupational Safety and Health Health Services and First Aid Less than 10 percent of the workforce is trained in first aid. Clear all production materials from evacuation routes, mark evacuation paths on the floor with visible arrows, conduct regular inspections to ensure routes remain unobstructed, and train employees on maintaining clear emergency exits and following evacuation procedures. Develop and implement a comprehensive first aid training program to cover all employees, prioritize training for high-risk areas first, maintain detailed training records, and schedule periodic refresher courses to ensure ongoing workforce preparedness. Nov-25 Occupational Safety and Health Health Services and First Aid Inventory of items in the first aid boxes are not accurate. Replace missing items in all first aid boxes, update and communicate the list of current key holders, implement a regular inspection and maintenance schedule for first aid boxes, and assign responsibility to ensure ongoing compliance and readiness. 20 Nov-25 Occupational Safety and Health Health Services and First Aid OFATMA has still not carried out annual medical checks for workers. Coordinate with OFATMA to schedule and complete all pending medical examinations, maintain documentation of completed exams, assign a responsible staff member to monitor compliance, and implement a system to ensure timely medical checks in the future. 1 Nov-25 Occupational Safety and Health Health Services and First Aid OFATMA has still not carried out medical checks twice a year for workers who are exposed to chemical and hazardous substances. Follow up with OFATMA to schedule and complete all pending medical examinations, maintain documentation of completed exams, assign a responsible person to track compliance with medical check requirements, and implement a system to ensure timely medical checks in the future. 1 57 127 Nov-25 Occupational Safety and Health Health Services and First Aid OFATMA has still not carried out medical checks for workers, within the first three months of hiring. Coordinate with OFATMA to schedule and complete all pending medical examinations for workers, maintain records of completed exams, establish a tracking system to ensure timely medical checks in the future, and assign a responsible staff member to monitor compliance with occupational health requirements. 1 Nov-25 Occupational Safety and Health Welfare Facilities The factory does not conduct tests to verify water quality every month. Resume monthly water quality testing immediately, document all test results, 1 establish a tracking system to ensure tests are conducted on schedule, and train responsible staff on compliance with water safety monitoring requirements. Nov-25 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Construct additional toilets to meet the required ratios (75 for men and 115 for women), ensure all facilities are fully functional and accessible, implement regular maintenance checks, and monitor compliance with labor code requirements for sanitary facilities. 57 Nov-25 Occupational Safety and Health Worker Protection The factory has not provided any evidence that workers were properly trained in the use of personal protective equipment. Develop and implement a comprehensive PPE training program for all employees, provide hands-on training and instructions on proper use, maintenance, and storage of PPE, document all training sessions, and schedule regular refresher training to ensure ongoing compliance and safety awareness. 1 Nov-25 Occupational Safety and Health Worker Protection The employer has not provided proper PPE to all workers. Provide all warehouse workers and forklift operators with the required safety belts and shoes, conduct a comprehensive risk assessment to identify PPE needs for all roles, train employees on proper use and maintenance of PPE, and implement a monitoring system to ensure continuous 57 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances The spot cleaning is not isolated from the production area. compliance with safety requirements. Redesign the spot cleaning area to ensure it is isolated from other workspaces, install an appropriate extraction/ventilation system, train workers on safe handling of chemicals in the area, and implement regular inspections to ensure the area continues to meet occupational health and safety standards. 57 128 Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances MSDS is not available for all chemical product used in the workplace. Remove all improperly stored chemicals and ensure MSDS are available for all chemical products, establish a chemical management system that includes proper storage, labeling, and documentation, train staff on MSDS 57 requirements and safe chemical handling, and conduct regular inspections to ensure ongoing compliance. Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances Unlabeled containers of chemicals products are found in the workplace. Reinforce proper labeling and segregation of chemicals and waste, ensure all containers are clearly identified, train staff on safe handling and storage procedures, and implement regular inspections to prevent Nov-25 Occupational Safety and Health Chemicals and Hazardous Substances The inventory of chemical and hazardous products is incomplete. Nov-25 Occupational Safety and Health OSH Management Systems The factory has not effectively communicated and implements OSH policies and procedures. Develop and implement a comprehensive OSH training program for all workers relevant to their assigned tasks and for joint OSH committee members, document all training sessions, and establish a schedule for periodic refresher training to ensure ongoing compliance and competency. 42 Nov-25 Contracts and Human Resources Termination The calculation for the payment of the annual salary supplement or bonus upon termination does not include the payment for the weekly rest day. Revise the calculation method for the annual salary supplement or bonus to include night overtime and weekly rest day pay, recalculate and pay any outstanding amounts to affected employees, train HR and payroll staff on compliant bonus calculations, and implement periodic audits to ensure ongoing compliance. 20 Nov-25 Contracts and Human Resources Termination The calculation for the payment of the unused annual paid leave upon termination does not include the payment for the weekly rest day. Revise the annual leave payout calculation to include weekly rest day pay, recalculate and pay any outstanding amounts to affected employees, train HR and payroll staff on compliant leave payment practices, and implement regular audits to ensure full compliance with labor law. 20 recurrence. Conduct a full inventory reconciliation to account for all chemicals, remove or properly document chemicals belonging to other factories, update the inventory management system to ensure all items are recorded accurately, train staff on proper chemical tracking and documentation, and implement regular audits to maintain inventory accuracy. 57 57 129 Nov-25 Contracts and Human Resources Employment Contracts The internal work rules approved by the Ministry does not comply with the labor laws. Revise the internal work rules to reflect the legally required 8-hour workday, submit the updated rules to the Ministry for approval, communicate the changes to all employees, and train management to ensure compliance with the Labor Code. 42 Nov-25 Compensation Social Security and Other Benefits The factory did not send workers pay slip for the last 3 months to OFATMA for sick leave and maternity leave payment. Submit all missing pay slips for the last three months to OFATMA, ensure future pay slips are submitted timely, train payroll/HR staff on OFATMA reporting obligations, and implement a tracking system to monitor compliance with statutory submission requirements. 57 Nov-25 Compensation Social Security and Other Benefits Inaccurate calculation of OFATMA deductions for maternity and health insurance Recalculate OFATMA contributions to include weekly rest day pay, remit all outstanding contributions for July, August, and September 2025, train payroll staff on proper OFATMA reporting and deadlines, and implement a monitoring system to ensure timely and complete remittances in the future. 45 Nov-25 Compensation Social Security and Other Benefits Inaccurate calculation of ONA deductions. Update payroll procedures to include all applicable wage components in ONA contribution calculations, recalculate and remit any underpaid contributions, train payroll staff on correct ONA deduction practices, and implement regular audits to ensure ongoing compliance. 45 Nov-25 Compensation Social Security and Other Benefits Inaccurate calculation of OFATMA contributions for maternity and health insurance Revise payroll procedures to include all applicable wage components in OFATMA contribution calculations, recalculate and remit any underpaid contributions, train payroll staff on correct OFATMA reporting, and conduct periodic audits to ensure ongoing compliance. 57 Nov-25 Compensation Social Security and Other Benefits Inaccurate calculation of ONA contributions. Update payroll procedures to include all relevant wage components in ONA contribution calculations, recalculate and remit any underpaid contributions, train payroll staff on proper ONA reporting, and implement regular audits to ensure ongoing compliance. 57 Nov-25 Compensation Social Security and Other Benefits The calculation for the payment of annual salary supplement is incorrect because the payment for the weekly day off and overtime worked at night are not included. Revise the calculation method for the annual salary supplement to include weekly rest day pay and night overtime, recalculate and pay any outstanding amounts to employees, train HR and payroll staff on compliant bonus calculations, and implement periodic audits to ensure ongoing compliance. 20 130 Nov-25 Compensation Social Security and Other Benefits The payment for OFATMA for work-related accident insurance is not compliant with the labor code. Update payroll and OFATMA reporting procedures to include all eligible wage components, including seventh day pay and night overtime; correct any previous misreported contributions; train payroll staff on accurate OFATMA declarations; and implement regular audits to ensure ongoing 1 Nov-25 Compensation Paid Leave The payment for legally mandated holidays worked is incorrect because it does not include overtime pay for nighttime hours. Revise holiday pay calculations to include night overtime hours, recalculate and pay any outstanding differences to affected employees, train HR and payroll staff on compliant holiday pay computation, and implement periodic audits to ensure ongoing compliance. 20 Nov-25 Compensation Paid Leave The employer does not pay workers for the weekly rest day. Implement a system to accurately track all hours worked, including overtime and weekly rest day eligibility; recalculate and pay all outstanding weekly rest day compensations; train HR and payroll staff on legal requirements for weekly rest day pay; and establish regular audits to ensure compliance 20 Nov-25 Compensation Paid Leave The calculation for the maternity leave payment is not accurate, as it does not include all the payment received by the employee. Update payroll and reporting procedures to ensure that all eligible components (seventh day pay and night overtime) are included in OFATMA submissions, recalculate and correct any previous misreported contributions, train payroll staff on accurate OFATMA reporting requirements, and implement periodic audits 20 Nov-25 Compensation Paid Leave Nov-25 Compensation Paid Leave to ensure ongoing compliance. The calculation for the sick leave payment Revise sick leave pay calculations to include all is not accurate, as it does not include all the applicable regular earnings, recalculate and payment received by the employee. pay any outstanding sick leave wage differences, train HR and payroll staff on compliant sick leave payment rules, and conduct regular payroll compliance audits to prevent recurrence. The calculation for the payment of annual paid leave does not include the payment for the weekly rest day. Update the annual leave pay calculation method to include all legally required wage components (including regular night overtime and weekly rest day payments), recalculate and pay any outstanding differences to affected employees, train HR and payroll staff on correct leave pay computation, and implement periodic payroll reviews to ensure 20 20 131 Nov-25 Compensation Wage Information, Use and Deduction The time records between the payroll and attendance record did not match. Enforce mandatory punch-in/punch-out procedures for all employees, including supervisors and quality staff; retrain workers and supervisors on timekeeping requirements; align payroll calculations strictly with verified attendance records; and conduct regular audits of time and payroll records to ensure accuracy and compliance. 57 Nov-25 Compensation Overtime Wages Overtime work hours performed beyond 6 PM for day shift were not paid correctly. Update payroll rules to apply the 50% night overtime premium for all hours worked after 6 pm, recalculate and pay any underpaid wages retroactively, train payroll staff on night work regulations, and conduct regular payroll compliance checks. 20 Nov-25 Compensation Overtime Wages The employer did not pay all workers with 50% percent above the normal rate for overtime worked on weekly rest day. Review and update payroll policies to comply with labor law, calculate and pay outstanding 20 Provide required safety equipment, implement a PPE policy, and ensure training and supervision for compliance. weekly rest day overtime at 50% of the normal rate, train HR and payroll staff on overtime requirements for all worker categories, and implement regular payroll audits to prevent recurrence. Nov-25 Freedom of Association and Collective Bargaining Collective Bargaining Failure to implement several provisions of the CBA. May-24 Occupational Safety and Health OSH Management Systems The factory does not have an adequate OSH policy that is signed by top management. Develop an OSH policy in consultation with workers and their representatives, that establish measurable objectives and improvement targets. May-24 Occupational Safety and Health OSH Management Systems The factory does not have an accident investigation procedure. Develop an accident investigation procedure that includes:- Root cause analysis- Focus on sustainable solutions- Implementation of changes in order to avoid reoccurrence. May-24 Occupational Safety and Health OSH Management Systems The employer does not investigates, monitors and measures OSH issues. Hold regular meeting with management to define and review OSH performance on measurable objectives and targets. May-24 Contracts and Human Resources Employment Contracts The grievance procedure is not adequate. Review and update the policy, ensure it includes anonymity. Assessment May 2024 42 132 May-24 Contracts and Human Resources Employment Contracts The factory's recruitment procedure is not adequate. Develop a recruitment procedure that includes: - Hiring criteria that are applied equally to all job applicants - Verifying the age of workers prior to hiring - Ensuring compliance with legal requirements for workers under age 18 - Ensuring that workers retain ID documents May-24 Contracts and Human Resources Employment Contracts The employer does not investigates violations of HR policies and procedures. Develop HR system performance indicator procedure. May-24 Contracts and Human Resources Employment Contracts The communication on HR policies and procedures does not include all the necessary steps. - Provide induction training for workers and staff - Staff training on how to carry out policies and procedures - Display policies and internal regulations in the factory. May-24 Working Time Leave Pregnant workers do not go on maternity leave six weeks before giving birth, as required by article 322 of the labor code. Send workers home 6 weeks before giving birth as required by law. May-24 Working Time Overtime The factory did not received the approval notice from the Department of Labor prior to working overtime. Request authorization to work overtime. Ensure that the factory received the approval notice from MAST before working overtime. May-24 Working Time Overtime Workers in some department work more than 80 hours of overtime during a trimester. Have a time recording system, which indicates the accumulated overtime per week , per month and per year. May-24 Working Time Overtime The factory did not receive authorization from MAST to work on Sundays. Request prior authorization from MAST to work on Sundays. May-24 Working Time Regular Hours The factory did not receive authorization from MAST to work at night. Request prior authorization before working at night. May-24 Working Time Regular Hours Some workers did not punch in and out. However, they had time for normal hours in their payroll record. Have a single and accurate attendance system for all workers. May-24 Working Time Regular Hours The regular daily or weekly hours exceed the legal limit. Discuss legal requirements with the General Manager Ensure that the regular daily or weekly hours do not exceed the legal limit of 8 hours per day. 133 May-24 Occupational Safety and Health Emergency Preparedness The employer has trained less than 10% of the workforce in the use of fire-fighting equipment. Train at least 10% of the workforce in the use of fire-fighting equipment. May-24 Occupational Safety and Health Emergency Preparedness The employer did not conduct an emergency drill every six months in all buildings. Conduct at least 2 emergency drill per calendar year. May-24 Occupational Safety and Health Emergency Preparedness Several escape routes were obstructed. Discuss with the engineering department about the floor capacity and provide additional space for storing goods. May-24 Occupational Safety and Health Emergency Preparedness Undercharged, obstructed and missing fire extinguishers in several areas of the workplace. Mark on the floor, to prevent that fire fighting equipment is blocked. Specify who conduct daily weekly checks and include this in the system of daily-weekly checks. May-24 Occupational Safety and Health Emergency Preparedness Alarm in systems was not working properly. Have a fire detection and alarm system suitable for the factory conditions. Specify who is in charge of regularly checking its functioning and include this in the system of daily-weekly checks. May-24 Occupational Safety and Health Health Services and First Aid Less than 10% of the workforce has been trained in first aid. Train at least 10% of the workforce in first aid. May-24 Occupational Safety and Health Health Services and First Aid First aid boxes were missing in some buildings and keys were not available for some. Add an additional first aid box and equip all May-24 Occupational Safety and Health Health Services and First Aid The factory does not have an onsite medical facilities and staff. - Set up a clinic, in addition make a contract with a health care unit in the surroundings - Hire the required medical staff May-24 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Increase the number of toilets based on the current workforce as required by law. May-24 Occupational Safety and Health Working Environment Lux level is insufficient in the workplace. Increase the lux level with additional light. Specify who is in charge of regular first aid boxes. Make sure that keys are always available to open the boxes in case of an emergency. maintenance of the lights and conduct regular measurement of temperature & compare with threshold value. May-24 Occupational Safety and Health Working Environment Temperature level exceed 30 C in the workplace. Increase the ventilation with additional fans. Specify who is in charge of regular maintenance of the fans and conduct regular measurement of temperature & compare with threshold value. 134 May-24 Occupational Safety and Health Worker Protection The employer has not provided proper PPE to all workers. Provide chemical mask to workers in the spot cleaning areas. May-24 Occupational Safety and Health Worker Protection During the factory, assessors found 22 chairs found without back rest. Provide chair with back rest. May-24 Occupational Safety and Health Worker Protection The circuit breaker were not properly labelled in the electrical panels. Label all circuit breakers and add this aspect in the weekly checks. May-24 Occupational Safety and Worker Protection 15% of all machines missing pulley guards Develop a monitoring system and install all and 90% of single needle machines are missing finger guards. the missing guards. Health May-24 The factory did not provide protective belts to employees doing heavy lifting. Add this aspect in the daily weekly checks Provide safety belts to employees doing heavy Occupational Safety and Health Worker Protection May-24 Occupational Safety and Health Chemicals and Hazardous Substances Eye wash stations are not available in all areas where chemical products are used. Provide eye wash bottles and specify who will conduct regular checks of the functioning of the eyewash. May-24 Occupational Safety and Health Chemicals and Hazardous Substances The spot cleaning is not isolated from the production area. Improve isolation from the chemical such as separate room for spot cleaning. Then, assign responsibility for regular check including wearing of PPEs. May-24 Occupational Safety and Health Chemicals and Hazardous Substances MSDS is not available for all chemical product used in the workplace. Keep chemical MSDS for all hazardous chemicals used in the workplace. May-24 Occupational Safety and Health Chemicals and Hazardous Substances Unlabeled containers of chemicals products are found in the workplace. Define who control the chemical container on receipt from supplier and control the label. May-24 Occupational Safety and Health Chemicals and Hazardous Substances The inventory of chemical and hazardous products is incomplete. 1. Assign responsible persons for updating inventories of hazardous substances in the various locations where they are stored or used lifting. 2. Specify who is in charge of maintaining one central inventory for the company 3. Define who will be responsible for checking The chairs without backrest have been removed. 135 May-24 Occupational Safety and Health OSH Management Systems The factory has not effectively communicated and implements OSH policies and procedures. - Post policies and work instructions in all buildings. - Post names of OSH committee members in all buildings. May-24 Occupational Safety and Health OSH Management Systems Management did not provide a structural safety certificate for one building. Provide a structural safety certificate for building 5. May-24 Contracts and Human Resources Termination The calculation for the payment of the annual salary supplement or bonus upon termination does not include the payment for the weekly rest day. Include the payment for the weekly rest day in the calculation of average earnings for bonus upon termination. May-24 Contracts and Human Resources Termination The calculation for the payment of the unused annual paid leave upon termination does not include the payment for the weekly rest day. Include the payment for the weekly rest day in the calculation of average earnings for unused annual leave upon termination. May-24 Contracts and Human Resources Termination The calculation of the payment notice upon termination does not include the payment for the weekly rest day. Include the payment for the weekly rest day in the calculation of average earnings for notice period upon termination. May-24 Contracts and Human Resources Employment Contracts The internal work rules does not specify the hours and location for the payment of the worker's salary. Modify the internal work rules and specify the days of work, the hours and location for the payment of the worker's salary, May-24 Contracts and Human Resources Employment Contracts The apprentice contracts were not approved by the Ministry of Labor (MAST). Review and update the apprentice contract as required by law. Request approval from MAST. May-24 Compensation Social Security and Other Benefits The factory did not send workers pay slip for the last 3 months to OFATMA for sick leave and maternity leave payment. Send workers pay slip for the last 3 months to OFATMA for sick leave and maternity leave payment. May-24 Compensation Social Security and Other Benefits The factory does not collect and forward workers' contributions to OFATMA. Collect and forward workers' contributions to OFATMA. May-24 Compensation Social Security and Other Benefits ONA contributions are based on the minimum salary. Include the weekly rest day payment in the calculation of the basic salary. Then forward employer contribution to ONA on time. May-24 Compensation Social Security and Other Benefits the employer's contribution to OFATMA for maternity and health insurance is based on the minimum salary. Calculate the employer's contribution to OFATMA on the basic salary and forward the contribution monthly. 136 May-24 Compensation Social Security and Other Benefits ONA deductions are based on the minimum salary. Include the weekly rest day payment in the calculation of the basic salary. Forward ONA contribution on time. May-24 Compensation Paid Leave The payment for the legally mandated holidays is made on the minimum salary instead of the average daily earnings. Include the weekly rest day payment in the calculation of average earnings for the legally mandated holidays. May-24 Compensation Paid Leave The employer does not pay workers for the Compensate workers for the weekly rest day weekly rest day. after 48 hours or 6 days of work per week. The maternity leave payment is not accurate. Include weekly rest day payment in the calculation of the average daily earning for May-24 Compensation Paid Leave maternity leave payment. Ensure that workers receive 12 week of payment as required by law. May-24 Compensation Paid Leave Sick leaves payment is not accurate. Included weekly rest day payment in the calculation of the average daily earnings for sick leaves payment. May-24 Compensation Wage Information, Use and Deduction The time records between the payroll and attendance record did not match. Keep a single accurate attendance system for all workers. May-24 Compensation Premium Pay The factory did not pay workers on fix salary 50% above the normal wage when they worked on Saturdays. Pay workers on fix salary 50% above the normal wage when they worked on Saturdays. May-24 Compensation Overtime Wages Overtime work hours performed beyond 6 PM for day shift were paid 50 percent above normal wage instead of 100 percent. Pay overtime work performed beyond 6 PM 100 percent above normal wage. May-24 Compensation Overtime Wages The employer did not pay all workers with 50% percent above the normal rate for overtime worked on weekly rest day. Register and pay all workers with 50% percent Failure to implement several provisions of the CBA. Implement all the provisions of the collective agreement. May-24 Freedom of Association and Collective Bargaining Collective Bargaining above the normal rate for overtime worked on weekly rest day. 137 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better MD Industries Haiti LTD-MD6-Kalite 3280 Ouanaminthe 1,493 Jan-20 Jan-24 Jan-25 Work assessments: Advisory and Training Services 24-Nov-25 Advisory meeting Advisory visit to conduct: OSH tour Discuss the weekly rest day payment with management Meet with union representatives to discuss: Payment during park's closure in October Changes in payment for Saturday Weekly rest day payment Issue with punch system Subvention from FAES ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment November 2025 Jan-25 Occupational Safety and OSH Management Systems Health Jan-25 Occupational Safety and OSH Management Systems Health The factory does not have an accident The factory should develop an accident investigation procedure that includes procedure that includes all the all the necessary steps. necessary elements. The employer does not investigates, The employer should log and analyze all monitors and measures OSH issues. violations of procedures. Conduct 23 23 regular management review of effectiveness of management system including performance on measurable objectives and targets and ensure that accident investigations are followed by actual changes in procedure when necessary. Jan-25 Contracts and Human Employment Contracts Resources The grievance procedure is not The factory should review the grievance adequate. procedure to make sure it ensures 23 anonymity. Jan-25 Contracts and Human Employment Contracts Resources Jan-25 Contracts and Human Employment Contracts Resources The factory applies Codevi's The employer should develop its own recruitment procedure that includes recruitment procedure that includes all all the necessary steps. the necessary elements. The employer did not share any The employer should develop a evidence that it investigates violations procedure to investigate violations of HR of HR policies. policies. They should assign and train a 23 23 person on the implementation of the procedure. Jan-25 Working Time Leave The employer does not provide 15 The employer should make sure that all days of annual leave to all workers. employees receive 15 consecutive days of annual leave as required by the labor laws. 11 138 Jan-25 Working Time Overtime The factory had not obtained any The factory submitted to the The Factory has since authorization from MAST before Department of Labor to request the received the approval from working overtime. authorization to work overtime and MAST. 23 receive the proper approval Jan-25 Working Time Overtime Workers in some department work The factory should organize its work more than 80 hours of overtime schedule and limit overtime hours during a by trimester. worked to less than 80 hours per 11 trimester. The employer should ensure that work hours are properly recorded for all workers. Jan-25 Working Time Overtime The factory had not obtained any The factory should develop a procedure authorization from MAST before to request authorization to work on working Saturday. Saturdays. The factory should submit a 23 letter to the Department of Labor to request the authorization to work overtime on Saturdays and receive the Jan-25 Working Time Overtime The factory had not obtained any proper approval. The factory should develop a procedure authorization from MAST before to request authorization for overtime. working overtime. The factory should submit a letter to the 23 Department of Labor to request the authorization to work overtime and receive the proper approval. Jan-25 Working Time Regular Hours Some workers did not punch in and Enforce mandatory punch-in/punch-out out. However, they had time for procedures for all employees, including normal hours in their payroll record. supervisors, align payroll calculations 23 with verified attendance records, train staff on proper timekeeping practices, and implement regular audits to ensure accurate recording of working hours. Jan-25 Working Time Regular Hours The regular daily or weekly hours The employer should consider reviewing exceed the legal limit. it procedure and make sure that the 11 work schedule does not exceed the regular hours prescribed by the labor Jan-25 Occupational Safety and Emergency Preparedness Health Several aisles were obstructed during code. The factory should conduct daily tours of the factory tour. the factory to make sure that the sewing 23 area and the warehouse remain Jan-25 Occupational Safety and Emergency Preparedness Health During the factory tour, assessors unobstructed. Identify routes in all areas of the plant. observed that evacuation routes are Evacuation plan need to be updated. 23 not clearly marked on the floor. Jan-25 Occupational Safety and Health Services and First The factory does not have an onsite The factory uses CODEVI's medical The factory uses CODEV'S Health Aid medical facilities and staff as required services. medical facility 23 by art. 478 and 479 of the labor code. Jan-25 Occupational Safety and Health Services and First No evidence of annual medical checks The factory should request the annual 50% of payment was made Health Aid were present in worker's files. . medical from OFATMA, since they are and the letters requesting participating and paying the CDS. the annual medical check was sent to OFATMA 23 139 Jan-25 Occupational Safety and Health Services and First No evidence of medical checks The factory should request the annual The plant will be conducting Health Aid performed within the first 3 months medical from OFATMA, since they are a general examination in of hiring was present in worker's files. participating and paying the CDS. 23 touch with the CODEVI health department for the first three months. It has been agreed to begin on Thursday, May 29, 2025. The plant paid 50% of the fiscal year 2024-2025 Jan-25 Occupational Safety and Welfare Facilities Insufficient number of toilets. The employer should discuss the issue 23 with the park's administration and find Health ways to increase the number of toilets. Jan-25 Occupational Safety and Worker Protection Health During the factory tour, the assessors Identify electrical panels in all areas and noticed that the circuit breaker in the check them weekly 23 compressor room were not labelled. Jan-25 Occupational Safety and Worker Protection Health The employer did not provide proper Conduct awareness meetings with PPE to all workers. general services staff. The plant delivers 23 masks to the human resources office whenever any operator requires and requests them. Jan-25 Occupational Safety and Chemicals and Hazardous The spot cleaning workers did not use Train all washing operating personnel in Health Substances the vacuum machines installed. the correct use of equipment and their 11 PPE to reduce exposure. Jan-25 Jan-25 Occupational Safety and Chemicals and Hazardous The factory does not keep an updated The factory should designate somebody Compliance will review by e- Health Substances inventory of chemicals and hazardous to review and update the inventory on a mail all the weekly report. substances. weekly basis. The employer does effectively Post OSH policy and work instructions. communicates and implements OSH Place in the plant different instructions policies and procedures. for security measures to consider in the Occupational Safety and OSH Management Systems Health 23 23 work areas. Jan-25 Contracts and Human Termination Resources The calculation for the payment The factory should pay the weekly rest annual salary supplement or bonus day and include it in the calculation of upon termination did not include the average daily salary. Pay the annual payment for weekly rest day. salary supplement or bonus upon 11 termination based on the correct calculation. Jan-25 Contracts and Human Termination Resources The average salary used to do the The factory should pay the weekly rest calculation for the unused paid day and include it in the calculation of annual leave did not include payment the average daily salary. Pay the unused for weekly rest day. paid annual leave based on the correct 11 calculation. Jan-25 Contracts and Human Resources Employment Contracts The internal work rules specify that The factory should review it internal the regular hours are 9 hours per day work rules to make sure that it complies instead of 8 hours as required by the with the requirements of the labor laws. labor code. The document should be submitted to MAST for approval. 23 140 Jan-25 Contracts and Human Employment Contracts Resources A review of worker contracts revealed The factory should review its workers' that the apprentice contracts were contract to make sure that it complies not approved by the Ministry of Labor with the requirements of the labor laws. (MAST), as legally required. Apprentice contracts should be sent to 23 MAST for approval. Jan-25 Compensation Social Security and Other The factory did not send workers pay The factory should review its Benefits slip for the last 3 months to OFATMA management system, assign a person to for sick leave and maternity leave be in charge of sending the workers' pay payment. slips to OFATMA for the payment of sick 23 leave and maternity leave. Jan-25 Compensation Social Security and Other Employer's contributions to OFATMA The factory should make sure that all Benefits for maternity and health insurance salaries except overtime pay are inaccurate. included in the calculation of the basic 23 salary, pay OFTAMA on time regularly. They should pay the weekly rest day and include it in the calculation. OFATMA Payments should be made within the first 10 business days of the next month for the previous month. Jan-25 Compensation Social Security and Other Employer's contributions to ONA is The factory should deduct and pay ONA Benefits not properly calculated. contributions on the basic salary, which 23 include all earnings except for overtime pay. Payments should be made within the first 10 business days of the next month for the previous month. Jan-25 Compensation Social Security and Other Workers' deductions for OFATMA The factory should make sure that all Benefits maternity and health insurance is salaries except overtime pay are inaccurate. included in the calculation of the basic 23 salary, pay OFTAMA on time regularly. They should pay the weekly rest day and include it in the calculation. OFATMA Payments should be made within the first 10 business days of the next month Jan-25 Compensation Social Security and Other Workers' deductions for ONA for the previous month. The factory should deduct and pay ONA Benefits contribution is not properly contributions on the basic salary, which calculated. to ONA. include all earnings except for overtime 23 pay. Payments should be made within the first 10 business days of the next month for the previous month. Jan-25 Compensation Social Security and Other The calculation for annual salary The factory needs to pay the weekly rest Benefits supplement or bonus does not day and include it in the calculation of include the weekly rest day payment. the average daily salary, when paying 23 the annual salary supplement or bonus Jan-25 Compensation Social Security and Other The factory has not paid OFATMA for The factory needs to follow up with Benefits Work related accident insurance for OFATMA to make sure that they receive the fiscal year 2024-2025. the invoice and make the necessary 11 payment. Jan-25 Compensation Paid Leave The employer pays the workers for The factory should review its payroll the legally mandated holidays based system and ensure that legally on the minimum salary instead of the mandated holidays are paid based on average daily earnings. the average daily earnings. 11 141 Jan-25 Compensation Paid Leave The employer does not pay workers The factory should review its payroll for the weekly rest day. system and pay the weekly rest day 23 when workers work 6 consecutive day or when they complete 48 hours of work during the week. Jan-25 Compensation Paid Leave The employer only paid 6 weeks of The factory should make sure that all maternity leave where workers are salaries except overtime pay are entitled to 12 weeks of payment, included in the calculation of the basic based on labor Code. salary, pay OFTAMA on time regularly. 23 The factory should send the workers' pay slips to OFTAMA for maternity leave payment. If the factory decides to pay for maternity leave, they should pay for 12 weeks of maternity leave. Jan-25 Compensation Paid Leave Sick leave payments are not based on The factory needs to pay the weekly rest average daily earnings. day and include it in the calculation of 23 the average daily wage, when paying the sick leave. Jan-25 Compensation Paid Leave The annual leave payment is not The factory should review its payroll calculated based on worker's average system and ensure that the weekly rest daily earnings. day is paid as per the requirements of 11 the labor laws. Jan-25 Compensation Wage Information, Use and The time records between the payroll Enforce mandatory punch-in/punch-out Deduction and attendance record did not procedures for all employees, including match. supervisors and quality staff; retrain workers and supervisors on timekeeping requirements; align payroll calculations strictly with verified attendance records; and conduct regular audits of time and payroll records to ensure accuracy and Assessment January 2024 Jan-24 Occupational Safety and OSH Management Systems Health compliance. The OSH policy should be reviewed to The OSH policy should be reviewed in in include all necessary elements. consultation with workers and their representatives. It should establish measurable objectives and improvement Jan-24 Occupational Safety and OSH Management Systems Health Jan-24 Occupational Safety and OSH Management Systems Health The factory does not have an accident targets. The factory should develop an accident investigation procedure that includes procedure that includes all the all the necessary steps. necessary elements. The employer does not investigates, The employer should log and analyze all monitors and measures OSH issues. violations of procedures. Conduct regular management review of effectiveness of management system including performance on measurable objectives and targets and ensure that accident investigations are followed by Jan-24 Contracts and Human Resources Employment Contracts The grievance procedure is not actual changes in procedure when The factory should review the grievance adequate. procedure to make sure it ensures anonymity. 23 142 Jan-24 Contracts and Human Employment Contracts Resources Jan-24 Contracts and Human Employment Contracts Resources The factory applies Codevi's The employer should develop its own recruitment procedure that includes recruitment procedure that includes all all the necessary steps. the necessary elements. The employer did not share any The employer should develop a evidence that it investigates violations procedure to investigate violations of HR of HR policies. policies. They should assign and train a person on the implementation of the Jan-24 Contracts and Human Employment Contracts Resources The factory does not communicates procedure. The communication on HR policies and and implements HR policies and procedures should include: Signed procedures effectively. workers' contracts, induction training for workers and staff, training for staff on how to carry out the policies. Last the policies should be posted in the Jan-24 Working Time Overtime The factory had not obtained any workplace. The factory should develop a procedure authorization from MAST before to request authorization for overtime. working overtime. The factory should submit a letter to the Department of Labor to request the authorization to work overtime and receive the proper approval. Jan-24 Working Time Overtime The factory had not obtained any The factory should develop a procedure authorization from MAST before to request authorization to work on working Saturday, since the weekly Saturdays. The factory should submit a working day is from Monday to letter to the Department of Labor to Friday. request the authorization to work overtime on Saturdays and receive the proper approval. Jan-24 Working Time Regular Hours Some workers did not punch in and Enforce mandatory punch-in/punch-out out. However, they had time for procedures for all employees, including normal hours in their payroll record. supervisors, align payroll calculations with verified attendance records, train staff on proper timekeeping practices, and implement regular audits to ensure accurate recording of working hours. Jan-24 Occupational Safety and Emergency Preparedness Health Less than 10 percent of workers are Train at least 10 percent of the trained in fire-fighting. workforce in the use of fire fighting equipment. Jan-24 Occupational Safety and Emergency Preparedness Health Several aisles were obstructed during The factory should conduct daily tours of the factory tour. the factory to make sure that the sewing area and the warehouse remain unobstructed. Jan-24 Occupational Safety and Emergency Preparedness One exit door was found closed during work hours. However, Health management opened it during the assessment. Jan-24 Occupational Safety and Health Emergency Preparedness During the factory tour, assessors Identify routes in all areas of the plant. observed that evacuation routes are Evacuation plan need to be updated. not clearly marked on the floor. 143 Jan-24 Occupational Safety and Health Services and First Health Aid The factory provides first aid training. However, the total number of workers trained in first aid is less 10 percent of the workforce as recommended by Better Work. Jan-24 Occupational Safety and Health Services and First The factory does not have an onsite The factory uses CODEVI's medical The factory uses CODEV'S Health Aid medical facilities and staff as required services. medical facility by art. 478 and 479 of the labor code. Jan-24 Occupational Safety and Health Services and First No evidence of annual medical checks The factory should request the annual Health Aid were present in worker's files. . medical from OFATMA, since they are participating and paying the CDS. Jan-24 Occupational Safety and Health Services and First No evidence of medical checks The factory should request the annual Health Aid performed within the first 3 months medical from OFATMA, since they are of hiring was present in worker's files. participating and paying the CDS. Jan-24 Occupational Safety and Welfare Facilities Health Jan-24 Occupational Safety and Welfare Facilities During the factory tour assessors, The factory should ensure that soap and observed that soap and paper were paper are always available during work not available in all toilets. hours. Insufficient number of toilets. The employer should discuss the issue with the park's administration and find Health ways to increase the number of toilets. Jan-24 Occupational Safety and Working Environment Health The levels are not acceptable in all The factory should ensure that light level section of the factory. are acceptable in all sections of the factory. The factory should measure the levels periodically and change bulbs as needed. Jan-24 Occupational Safety and Worker Protection Health Jan-24 Occupational Safety and Worker Protection During the factory tour, the assessors The employer should establish a noticed that the circuit breaker were maintenance schedule to review all not labelled. circuit breakers and make sure that they Several machines were missing eye are properly labeled. The employer should perform regular guards and pulley guards. Health maintenance on the machines and make sure that proper guards are installed. Jan-24 Occupational Safety and Worker Protection Health The employer did not provide proper Conduct awareness meetings with Corrective action was taken PPE to all workers. general services staff. The plant delivers during the assessment. masks to the human resources office Jan-24 Occupational Safety and Chemicals and Hazardous During the assessment assessors whenever any operator requires and Train all worker in the use of chemical The employer provided Health Substances noticed the training was not provided and hazardous products. training to the workers to worker in the chemical room. using chemical and hazardous products. 144 Jan-24 Jan-24 Jan-24 Occupational Safety and Chemicals and Hazardous MSDS were missing for several The employer should designated a Health Substances chemical and hazardous products person to be in charge of the chemical found in the workplace inventory and ensure that MSDS is Occupational Safety and Chemicals and Hazardous The chemical storage areas do not available for all chemical products used The employer should make sure that the Health Substances have not all the safety requirements chemical storage room is properly such as proper ventilation. ventilated. Occupational Safety and Chemicals and Hazardous Health Substances Containers are not properly labeled. The employer should label all containers, including pictogram and chemical composition as needed. Jan-24 Jan-24 Occupational Safety and Chemicals and Hazardous The factory does not keep an updated The factory should designate somebody Health Substances inventory of chemicals and hazardous to review and update the inventory on a substances. weekly basis. The employer does effectively Post OSH policy and work instructions. communicates and implements OSH Place in the plant different instructions policies and procedures. for security measures to consider in the Occupational Safety and OSH Management Systems Health work areas. Jan-24 Contracts and Human Termination The employer provides the payment for the applicable notice period. Resources However, the calculation had some inaccuracy. Jan-24 Contracts and Human Employment Contracts Resources The factory does not an have internal The employer should contact the work rules approved by the Ministry Ministry of Labor to ensure that the of Labor and posted in the workplace internal work rules is approved, and then posted in the workplace. Jan-24 Contracts and Human Employment Contracts Resources A review of worker contracts revealed The factory should review its workers' MD has an authorization that the apprentice contracts were contract to make sure that it complies from MAST to use the not approved by the Ministry of Labor with the requirements of the labor laws. apprentice contract. (MAST), as legally required. Apprentice contracts should be sent to MAST for approval. Jan-24 Compensation Social Security and Other The factory did not send workers pay The factory should review its Benefits slip for the last 3 months to OFATMA management system, assign a person to for sick leave and maternity leave be in charge of sending the workers' pay payment. slips to OFATMA for the payment of sick leave and maternity leave. Jan-24 Compensation Social Security and Other The factory does not collect and The factory should deduct and pay Benefits forward workers' contributions to OFATMA maternity and health insurance OFATMA for maternity and health contributions on the basic salary, which insurance. include all earnings except for overtime pay. Payments should be made within the first 10 business days of the next month for the previous month. 145 Jan-24 Compensation Social Security and Other Employer's contributions to ONA is The factory should deduct and pay ONA Benefits not properly calculated. contributions on the basic salary, which include all earnings except for overtime pay. Payments should be made within the first 10 business days of the next month for the previous month. Jan-24 Compensation Social Security and Other Employer's contributions to OFATMA The factory should make sure that all Benefits for maternity and health insurance salaries except overtime pay are inaccurate. included in the calculation of the basic salary, pay OFTAMA on time regularly. They should pay the weekly rest day and include it in the calculation. OFATMA Payments should be made within the Jan-24 Compensation Social Security and Other Workers' deductions for ONA first 10 business days of the next month The factory should deduct and pay ONA Benefits contribution is not properly contributions on the basic salary, which calculated. to ONA. include all earnings except for overtime pay. Payments should be made within the first 10 business days of the next month for the previous month. Jan-24 Compensation Paid Leave The employer only paid 6 weeks of The factory should make sure that all maternity leave where workers are salaries except overtime pay are entitled to 12 weeks of payment, included in the calculation of the basic based on labor Code. salary, pay OFTAMA on time regularly. The factory should send the workers' pay slips to OFTAMA for maternity leave payment. If the factory decides to pay for maternity leave, they should pay for Jan-24 Compensation Paid Leave Sick leave payments are not based on 12 weeks of maternity leave. The factory needs to pay the weekly rest average daily earnings. day and include it in the calculation of the average daily wage, when paying the Jan-24 Compensation Wage Information, Use and The time records between the payroll sick leave. Enforce mandatory punch-in/punch-out Deduction and attendance record did not procedures for all employees, including match. supervisors and quality staff; retrain workers and supervisors on timekeeping requirements; align payroll calculations strictly with verified attendance records; and conduct regular audits of time and payroll records to ensure accuracy and Jan-24 Freedom of Association and Collective Bargaining Collective Bargaining Several articles of the collective compliance. Article 3. The work hours must be bargaining agreement are not specified in the contract. Several properly enforced. contracts were found without work hours. Article 4.1.7. Insurance coverage at OFATMA: All companies established at CODEVI are required to register their employees for insurance covering accidents at work and that for illnesses and maternity from OFATMA. The unions will work with CODEVI to educate workers about the OFATMA contribution. Article 4.9. The commission will ensure 146 147 BETTER WORK HAITI – 28TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: MGA Haiti S.A. 28 Port-au-Prince 844 Oct-09 Date of last two Feb-24 Apr-25 Better Work Advisory and Training Services 27-Nov-25 Advisory services Reviewed factory progress and aligned next steps through committee engagement, site verification, and improvement plan updates. 27-Jun-25 Advisory services Reviewed Better Work Haiti and factory context, assessed workforce and security impacts, evaluated the improvement plan, and conducted a 30-May-25 Advisory services factory tour. Met with management to review compliance progress, identify remaining gaps, and provide recommendations; advised completion of Progress Report 1 due to limited improvement since the last assessment. 24-Mar-25 Bipartite Committee Meeting Met with the PICC committee to discuss incentive and HR concerns raised by workers; management committed to escalating these issues to HR and senior leadership. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT Apr-25 Occupational Safety and Health OSH Management Systems DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment April 2025 The factory does not have a formal The factory should develop a hazard and risk management hazard/risk management and system. control procedure that includes all 40 the necessary elements such as hazard identification, risk prioritization, control measures, and a risk register. . Apr-25 Occupational Safety and Health OSH Management Systems The factory does not have accident The employer needs to develop an investigation procedure. accident investigation procedure 40 that includes all the necessary elements. Apr-25 Occupational Safety and Health OSH Management Systems There is no evidence of regular The employer should conduct a reviews of the OSH management review of the effectiveness of system. management system and include The grievance procedure lacks a fair targets. The employer needs to review the review and appeal process and clear procedure to include a review and communication of resolutions. appeal process and develop a 40 performance objectives and Apr-25 Contracts and Human Resources Employment Contracts system to communicate changes made. 40 148 Apr-25 Contracts and Human Employment Contracts Resources There is no evidence that the employer needs to periodically management investigates HR policy investigate violations of HR policies violations or takes corrective actions and procedures, identify to prevent recurrence. weaknesses and make necessary 40 adjustments to prevent recurrence. Apr-25 Contracts and Human Employment Contracts Resources HR policies are communicated The employer needs to review the through postings, contracts, and procedure to include Induction for committees, but there is no workers and staff. Additionally, the induction or staff training. staff should be trained on how to 40 carry out policies and procedure. Apr-25 Apr-25 Occupational Safety and Health Occupational Safety and Health Emergency Preparedness Emergency Preparedness Less than 10% of workers were The employer needs to train at trained in the use of fire least 10% of the workforce as extinguishers. recommended by BW Haiti. Sources of ignition were unsafe. 9 Remove all sources of ignition from 9 unsafe locations immediately. Apr-25 Occupational Safety and Health Emergency Preparedness Several obstructed aisles were The compliance officer needs to observed in the workspace. conduct daily factory tours and 40 ensure that aisles remain unobstructed. Apr-25 Occupational Safety and Health Emergency Preparedness Fire extinguishers were obstructed The compliance officer needs to by cardboard boxes. conduct a daily factory tour to 40 make sure that the fire extinguishers are not obstructed. Apr-25 Apr-25 Occupational Safety and Health Occupational Safety and Health Health Services and First Less than 10% of workers are trained Ensure all workers receive The training has been Aid in first aid. adequate first aid training in conducted and more than 10% compliance with legal and safety of the workforce are trained. The sewing machine was Health Services and First First aid box was obstructed by a requirements. Ensure to keep the first aid boxes Aid sewing machine. unobstructed during working removed the same moment. hours. The machine was temporary to 9 9 the area as the mechanics were replacing another machine. Apr-25 Occupational Safety and Health Health Services and First Insufficient medical staff. The factory needs to employ more 85 nurses, to comply with the labor Aid code. Apr-25 Occupational Safety and Health Health Services and First Medical checks are not conducted The employer should make sure Aid once a year for all workers. that the CDS is paid on time and follow up with OFATMA so the medical check can be provided to workers annually. 75 149 Apr-25 Occupational Safety and Health Health Services and First Workers exposed to work related The employer needs to follow up Aid hazards did not receive free health with OFATMA to request the annual checks twice a year checks for workers who are 75 exposed to chemical and hazardous substances. Apr-25 Occupational Safety and Health Welfare Facilities Insufficient number of toilets 85 The employer should discuss the issue with the administration of the park to see how to increase the number of toilets. Apr-25 Occupational Safety and Health Working Environment Workplace lighting do not meet The employer needs to monitor the recommended standards. light level in the different sections 9 of the factory to make sure that they are as recommended by BW. Apr-25 Occupational Safety and Health Working Environment Noise levels are not acceptable in the The employer should monitor the workplace. noise level and maintain it at the 9 recommended level. Apr-25 Occupational Safety and Health Working Environment Temperature level exceed Better The employer should monitor the Work recommended limit of 30 C. temperature regularly and take the 9 appropriate measure to ensure that the temperature level is acceptable. Apr-25 Occupational Safety and Health Worker Protection PPE is provided in some areas but is The employer needs to provide insufficient, outdated, or unavailable proper PPE to all workers based on for many workers. the requirements of their specific 40 task. Apr-25 Occupational Safety and Health Chemicals and Hazardous Material safety data sheets were not Factory should keep MSDS where Substances available for all chemical and chemical and hazardous product hazardous substances. are stored and used. Workers 9 should be trained on the use of the chemicals and be aware of safety Apr-25 Occupational Safety and Health OSH Management Systems The employer does not performed measure. a schedule and procedure Establish an assessment of occupational safety for regular occupational safety and and health risks in the factory on a The risks assessment has been 40 conducted on regular basis. health (OSH) risk assessments. regular basis. Apr-25 Occupational Safety and Health OSH Management Systems The employer didn't provide any Ensure all factory buildings have Structural safety certificate structural safety certificate for the valid structural safety certification received from SONAPI. building. in compliance with industrial safety 40 requirements. Apr-25 Occupational Safety and Health OSH Management Systems At the time of the assessment visit, The employer needs to record all several accident reports were work-related accidents and submit missing.. them to OFATMA monthly. The employer should keep a copy of the reports submitted to OFATMA. 17 150 Apr-25 Contracts and Human Termination Resources The unused annual leave payment is Review the calculation of the not calculated on the daily average average daily wage by including all earning. earnings and pay the unused paid 49 annual leave accordingly. Apr-25 Contracts and Human Employment Contracts Resources The internal work rules do not Review the internal work rules and include entry and exit hours, pay include all necessary elements. 40 locations and times of payment. Apr-25 Apr-25 Compensation Compensation Social Security and Other Workers’ OFATMA contributions are Pay OFATMA for maternity and Benefits improperly calculated and forwarded health in due time and calculated late. on the basic salary. Social Security and Other Employer contributions to ONA are Complete payment on a monthly Benefits improperly calculated and submitted basis. 17 17 late. Apr-25 Compensation Social Security and Other Employer's OFATMA contributions The employer needs to include all Benefits are improperly calculated and earnings in the calculation of the forwarded late. average daily salary and make the 17 payment on time. Apr-25 Compensation Social Security and Other Workers' contributions to ONA are The employer needs to include all Benefits improperly calculated and submitted revenues in the calculation of the late. average salary when making the 17 deductions for ONA. Apr-25 Apr-25 Compensation Compensation Social Security and Other OFATMA Work related accident The employer needs to submit the Benefits insurance payments for 2023-2024 salary statement to OFATMA and were completed without a monthly follow up to receive the invoice for salary statements and installment the fiscal year 2024-2025. authorization. The annual leave payment is not The employer needs to review the calculated on worker's average daily way the average daily salary is earnings. calculated by including all earnings Paid Leave in the calculation. Assessment February 2024 Feb-24 Occupational Safety and Health OSH Management Systems The factory does not have an Develop an adequate hazard/ risk adequate hazard/risk management management and control and control procedures. procedure that includes all the necessary elements. Feb-24 Occupational Safety and Health OSH Management Systems The factory does not have an Develop an adequate accident adequate accident investigation investigation procedure. procedure. 49 49 151 Feb-24 Occupational Safety and Health OSH Management Systems Management did not show evidence Develop a system to investigate of that the employer investigates and monitor OSH issues and record monitors and measures OSH issues. the evidence of regular management review of effectiveness of the management Feb-24 Contracts and Human Employment Contracts Resources Feb-24 Contracts and Human Employment Contracts Resources The factory does not have adequate system. Include the missing elements in the grievance handling and dispute grievance handling and dispute resolution procedures. resolution procedures No evidence of performance Record evidence of investigation on evaluation procedures nor any HR violation and adjustment made investigations for violations of to prevent recurrence. Human Resources policies and Feb-24 Contracts and Human Employment Contracts Resources procedures. The HR policies and procedures does Include the missing elements in the not include all the adequate HR policies and procedures. elements. Feb-24 Feb-24 Working Time Working Time Leave Overtime The security guards had been Provide 15 consecutives days of granted only 8 days of annual leave annual leave to the security guards instead the required 15 days. are . The employer did not receive prior Ensure to receive the authorization authorization from the department notice prior to perform overtime. of labor to work overtime. Feb-24 Working Time Overtime Assessors could not verify the Keep accurate time records for all security guards' overtime hours employees, including the security because management did not guards. provide their time records. Feb-24 Working Time Regular Hours The employer did not receive the Request authorization from the authorization notice from the department of labor before department of labor, to work night working at night. shift. Feb-24 Working Time Regular Hours During the assessment visit the Provide the time records for the employer did not share the time workers for verification. records for the workers. Feb-24 Feb-24 Feb-24 Occupational Safety and Health Occupational Safety and Health Occupational Safety and Health Several aisles were blocked by fabric Keep the aisles unobstructed tables in building 17. during working hours. Health Services and First Some products in a first aid box in Identify all items in the first aid Aid building 10 were not identified . boxes. Health Services and First Insufficient number of nurses. Hire one additional nurse. Emergency Preparedness Aid 152 Feb-24 Feb-24 Feb-24 Occupational Safety and Health Occupational Safety and Health Occupational Safety and Health Provide free health check twice a Health Services and First The workers exposed to work related Aid hazards had not received free health year to workers who are exposed to checks twice a year. chemical and hazardous materials. Insufficient number of functioning Have the adequate numbers of toilets for women and men. toilets for women and men. Improper maintenance of electrical Ensure that electrical panel The panel were closed during panels. remained closed and that the the assessment visit. Welfare Facilities Worker Protection Batteries in the generator room of building 17 do not batteries generator are properly Feb-24 Occupational Safety and Health Worker Protection have insulation cover. insulated. Several machines were missing eye Ensure that all the sewing guards, and pulley guards. machines have their necessary The employer did not provide proper Provide the necessary personal PPE to all workers protective equipment to workers. guards. Feb-24 Occupational Safety and Health Worker Protection Management provided the necessary PPE to workers in the fabric warehouse and in the mechanic shop. Feb-24 Occupational Safety and Health Chemicals and Hazardous Eye wash station is not available in Install an eye wash station where Substances all areas where chemical and chemicals are used and stored. hazardous products are used and stored. Feb-24 Occupational Safety and Health OSH Management Systems The employer has not performed an Perform an OSH assessment on a OSH assessment is performed assessment of occupational safety regular basis. regularly. and health risks in the factory on a regular basis. Feb-24 Occupational Safety and Health OSH Management Systems Management didn't provide any Provide the structural safety structural safety certificate, for the certificate. buildings. Feb-24 Occupational Safety and Health OSH Management Systems The factory does not send work Submit the accident report to Management submitted the related accident reports to OFATMA OFATMA on a monthly basis. OFATMA accident on a monthly basis. every month as required by the labor code. Feb-24 Contracts and Human Termination Resources The annual leave payment upon Calculate the annual leave based termination is not calculated on the on the average daily earning. average daily earning. Feb-24 Contracts and Human Resources Employment Contracts The internal rules do not include Include the missing elements in the entry and exit hours, pay locations internal rules. and times of payment. 153 Feb-24 Contracts and Human The foreign workers' contracts do Include the employer information not include the employer's and the salary in the foreign information as well as the workers contracts. Social Security and Other employee's salary. The workers' contribution to Pay the OFATMA contribution on Last payment was made in June Benefits OFATMA for maternity and health monthly basis within the first 10 for the month of March 2024. insurance is not submitted on a working days. Social Security and Other monthly basis. The employer contribution to ONA is Pay the ONA contribution on Last payment was made in June Benefits not submitted on a monthly basis. monthly basis within the first 10 for the month of May 2024. Last payment was ma working days. Social Security and Other The employer contribution to Pay the OFATMA contribution on Last payment was made in June Benefits OFATMA for maternity and health monthly basis within the first 10 for the month of March 2024. insurance is not submitted on a working days. Social Security and Other monthly basis. The workers' contribution to ONA is Pay the ONA contribution on Last payment was made in June Benefits not submitted on a monthly basis. monthly basis within the first 10 for the month of May 2024. Employment Contracts Resources Feb-24 Feb-24 Feb-24 Feb-24 Compensation Compensation Compensation Compensation working days. Feb-24 Feb-24 Compensation Compensation Social Security and Other The bonus payment does not include Include the overtime payment in Benefits worker's overtime payment. the annual salary supplement. Social Security and Other Management did not provide the Provide proof of payment for Benefits monthly salary statements and OFATMA work related accident authorization for installment insurance. payments from OFATMA for the fiscal year 2022-2023. Feb-24 Compensation Paid Leave The annual leave payment is not Calculate the annual leave based calculated on worker's average daily on the average daily earning. earnings. Feb-24 Compensation Wage Information, Use and Boiler room workers were paid Ensure that the payroll include all Deduction separately and their total overtime the payment that the workers hours were not reported in the receive. payroll. Feb-24 Compensation Overtime Wages The employer does not pays 50% Pay the overtime worked at night above normal wage for overtime accurately. worked at night. Feb-24 Compensation Overtime Wages The operators who stayed after the Pay the overtime hours 50 percent regular hours receive an incentive above normal wage. which is not reported in the payroll. 154 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Pacific Sports Haiti S.A 31 Port-au-Prince 405 Oct-09 Nov-24 Oct-25 Better Work Advisory and Training Services Conducted a factory tour to identify gaps in OSH, labor practices, and management systems, and developed an improvement plan to implement 1-Dec-25 Advisory meeting 30-Jun-25 Advisory meeting Discussed the current situation at Better Work Haiti and the factory, reviewed the improvement plan, and conducted a factory tour. 28-May-25 Advisory meeting Met with the compliance team to review and update the improvement plan, presented the self-monitoring checklist, discussed the status of the bipartite 31-Mar-25 Advisory meeting corrective actions and strengthen worker safety and compliance. committee, and exchanged on the national grievance mechanism and the HOPE law. Conducted a virtual OSH tour to verify improvements since the last assessment, reviewed the first progress report, provided recommendations on bipartite committee implementation, and followed up on the training plan. 28-Mar-25 Industry Seminar Virtual Workers' Rights & Responsibilities ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Occupational Safety and OSH Management No evidence of systematic OSH monitoring, Develop a structured OSH monitoring and Health Systems inspections, violation analysis, or measurement system, including schedules management review was provided. for inspections, surveys, logging violations, IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment October 2025 Oct-25 14 and reviewing performance against objectives. Oct-25 Occupational Safety and OSH Management The factory does not have an OSH Develop a plan to establish an OSH Health Systems committee. committee with clearly defined roles, 2 responsibilities, and accountability for health and safety management. Oct-25 Contracts and Human Employment Contracts Resources The grievance procedure lacks anonymity, Assign responsibility for reviewing and non-retaliation safeguards, and updating the grievance procedure to communication of resolutions. include communication of resolutions, 29 anonymity, and non-retaliation measures. Oct-25 Contracts and Human Employment Contracts Resources Oct-25 Contracts and Human Resources Employment Contracts The disciplinary and termination procedures, Assign responsibility for reviewing and lack defined timeframes and do not include updating disciplinary and termination legal notice periods or termination payment procedures to ensure compliance with legal requirements. requirements. Management did not provide a performance Assign responsibility for updating and evaluation procedures document to maintaining HR policies and procedures, assessors. including performance evaluation and investigation processes. 29 29 155 Oct-25 Occupational Safety and Emergency Preparedness Health Oct-25 Occupational Safety and Emergency Preparedness Health The factory floor is not properly painted and Develop a schedule for regular evacuation routes are therefore not clearly maintenance and repainting of floor visible. markings, especially for evacuation routes. There is no smoke detector in the generator Conduct a visual inspection of all fire safety The smoke detector was room. equipment to ensure detectors are clearly shown to the assessment visible and accessible. team during the visit, functionality. 2 2 confirming its presence and Oct-25 Occupational Safety and Health Services and First The mechanics who uses chemical and Update the occupational health program to Health Aid hazardous product receive a free health include biannual health checks for all check once a year. workers exposed to hazardous chemicals, 2 and communicate the schedule clearly to affected employees. Oct-25 Occupational Safety and Welfare Facilities Health Bathrooms do not have sufficient water Assess the water system to identify leaks, service during workhours. inefficiencies, or billing discrepancies and 2 develop a plan to ensure consistent water supply. Oct-25 Occupational Safety and Working Environment Health Insufficient light level in most section of the Conduct an internal inventory of existing workplace. lighting, identify sections below 2 recommended lux levels, and plan the purchase of new lighting fixtures. Oct-25 Occupational Safety and Worker Protection Health The factory did not provide sufficient training Develop a comprehensive PPE training on the use of PPE for workers in the program tailored to tasks in the mechanical mechanic room. workshop, including proper use, 2 maintenance, and storage. Oct-25 Occupational Safety and Worker Protection Health Workers doing heavy lifting were not given Establish a preventive maintenance and proper protective belts. replacement schedule for all personal 2 protective equipment, including belts, to ensure continuous availability. Oct-25 Occupational Safety and Chemicals and Hazardous The factory lacked MSDS for several Develop a procedure to maintain an up-to- Health Substances chemicals and hazardous products used in date MSDS library for all chemicals used in the workplace. the factory and assign responsibility for 2 regular updates. Oct-25 Occupational Safety and OSH Management The factory does not effectively Develop a comprehensive OSH training Health Systems communicate or implement OSH policies. program for workers and committee 14 members and establish procedures to communicate OSH policies and evacuation plans. Oct-25 Occupational Safety and OSH Management The factory does not have a OSH committee Develop strategies to encourage worker Health Systems in place. participation in the OSH committee, 14 including awareness campaigns and engagement sessions. Oct-25 Occupational Safety and OSH Management Management did not provide a structural Submit a formal request and follow-up Health Systems safety certificate during the assessment. procedure with SONAPI to obtain the structural safety certificate. 14 156 Oct-25 Compensation Social Security and Other The worker's pay slips are not sent to Prepare and submit the necessary Benefits OFATMA for the payments of sick leave and documentation to register the factory with maternity leave. 2 OFATMA. Update payroll procedures to ensure pay Oct-25 Compensation Social Security and Other The factory is not registered to OFATMA for slips and contribution details are accurately Prepare the necessary documentation and Benefits maternity and health insurance internal procedures to complete OFATMA 103 registration. Oct-25 Compensation Social Security and Other The employer contributions for ONA is Review and standardize payroll calculation Benefits incorrect. procedures for ONA contributions. 2 Train payroll staff on accurate deduction methods and proper rounding rules. Oct-25 Compensation Social Security and Other The factory is not registered to OFATMA for Prepare the necessary documentation and Benefits maternity and health insurance. internal procedures to complete OFATMA 103 registration. Oct-25 Compensation Social Security and Other Workers' deduction for ONA contributions Review and standardize payroll calculation Benefits are sometimes inaccurate due to rounding procedures for ONA contributions. errors. Train payroll staff on accurate deduction 2 methods and proper rounding rules. Oct-25 Compensation Paid Leave The factory paid only 6 weeks instead of the Complete OFATMA registration and 12 weeks required by law for factories implement the updated payroll calculations registered with OFATMA. to pay 12 weeks of maternity leave. Update payroll procedures to ensure maternity leave payments comply with the Labor Code and prepare for OFATMA registration. Assessment November 2024 Nov-24 Occupational Safety and OSH Management Management did not show any evidence Ensure that all OSH issues are investigated, Health Systems that the employer investigates, monitors and monitored and measured accurately, measures OSH issues. through: Regular test, survey and inspections Logging and analysis of violations of procedures. Nov-24 Contracts and Human Employment Contracts Resources The grievance handling and dispute Review the procedure and include the resolution procedure does not include all communication of changes made and/or the necessary elements. resolution as appropriate and does not ensure the anonymity and non-retaliation. Nov-24 Contracts and Human Employment Contracts Resources The disciplinary and termination procedures Develop a disciplinary and termination the procedure does not include- procedures that includes all the step such as: Timeframes for warnings and payments-Legal notice periods and Nov-24 Contracts and Human Resources Employment Contracts Management does not investigate violations termination payments Develop a procedure on HR performance of HR policies and procedures. indicators and monitoring systems. Identify weaknesses and make necessary adjustments. 29 157 Nov-24 Occupational Safety and Emergency Preparedness Health Nov-24 Occupational Safety and Emergency Preparedness Occupational Safety and Emergency Preparedness Health Nov-24 Occupational Safety and Train at least 10% of the workforce on the in fire fighting. use of fire-fighting equipment. Fire drills were not conducted every 6 Conduct fire drill at least twice a year. months as recommended by Better Work. Health Nov-24 Less than 10% of the workforce was trained Emergency Preparedness Health Several aisles were obstructed by a pallets of Keep routes unobstructed during working fabrics. hours. The evacuation plan does not reflect the Update and post an evacuation plans for all current layout of the factory. In addition, the buildings, and ensure that assembly point assembly point was not identified outside of are clearly identified. the factory. Nov-24 Nov-24 Occupational Safety and Health Services and First Less than 10% of the workforce was trained Train at least 10 percent of the workforce in Health Aid in first aid. first aid. Occupational Safety and Worker Protection Storage rack in the trim warehouse is not Provide appropriate storage rack in protected to prevent storage boxes from buildings, to prevent the falling of the falling storage boxes. Health Nov-24 Nov-24 Occupational Safety and OSH Management The factory does not communicates and Ensure that the factory communicates and Health Systems implements OSH policies and procedures. implements OSH policies and procedures. Occupational Safety and OSH Management There is no evidence that the factory Create a hazard/risk management and Health Systems conducted a risk assessment. control procedure that includes that all the requirements. Nov-24 Occupational Safety and OSH Management The factory does not have a OSH committee Ensure the factory has a OSH committee in Health Systems in place. place, to conduct the joint meetings to address OSH issues. Nov-24 Nov-24 Occupational Safety and OSH Management Management did not provide any structural Request a structural safety certificate from Health Systems safety certificate for the building. the city hall. Occupational Safety and OSH Management The factory does not have a bipartite Ensure the factory has a bipartite Health Systems committee in place. committee in place, to conduct the joint meetings to address non-compliances issues. Nov-24 Compensation Social Security and Other The factory is not registered to OFATMA for Register to OFATMA for maternity and Benefits maternity and health insurance. health insurance and forward workers' Paid Leave The factory only paid 6 weeks of maternity Registered the factory with OFATMA for leave. maternity and health insurance and contribution. Nov-24 Compensation workers will be entitle to 12 weeks of payment. 158 159 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Palm Apparel S.A. 175 Port-au-Prince 949 Jan-11 Mar-23 Jul-24 Work assessments: Notes: This factory closed its doors in June 2025. It was not assessed prior to its closure. Better Work Haiti, the buyer and MAST reviewed the calculation for the payments of notice period, balance of unused annual leave and balance of bonus as well as unpaid monthly salaries due to the workers. Approximately 964 workers and administrative staff received approximately $788, 863 US dollars in payment. The factory had limited operations in March and June. The factory was in temporary suspension in April, May, September, October and November. Advisory and Training Services 16-Aug-24 7-Jun-24 Industry Seminar Virtual Chemical Management Advisory meeting System Virtual meeting with the OSH committee about the factory's current operation. Meeting with worker's representative on issues at the factory level and sectorial level. Meeting with the Human Resource team to follow up on Social security contributions and documentation reviews. 7-Mar-24 Advisory meeting Meeting with the compliance officer to conduct a virtual OSH tour with a focus on emergency preparedness. Review of documents with HR staff to provide recommendation on internal policies and procedures in place. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES Jul-24 Occupational Safety and OSH Management Systems The hazard/risk management and control Review and update the hazard/risk procedure is not accurate. management and control procedure. The employer does not investigate Investigate violations of HR policies violations of HR policies and procedures. and procedures, identify weaknesses REMEDIATION EFFORTS MONTHS Assessment July 2024 Health Jul-24 Contracts and Human Employment Contracts Resources 34 6 and make necessary adjustments to prevent recurrence. Jul-24 Jul-24 Working Time Working Time Overtime Overtime The factory did not received the notice of Request authorization and wait for the approval for overtime, from the approval from MAST before Department of Labor. scheduling overtime. Assessors could not verify if overtime Install an accurate punch systems. 6 The factory had no prior authorization Request authorization and wait for the 6 from MAST before working on Sunday. approval from MAST before working 6 hours worked exceeded 80 hours in one trimester, because the punch system is not available. Jul-24 Working Time Overtime on Sunday. 160 Jul-24 Jul-24 Working Time Occupational Safety and Regular Hours Emergency Preparedness Health The punch system was not available; the Develop a manual attendance records attendance was done manually by where employees can sign and supervisors. acknowledge the working hours. The sewing floor needs to be repainted Update the evacuation plan and and the evacuation map needs to be remark the evacuation routes. 21 21 updated. Jul-24 Occupational Safety and Emergency Preparedness Health The assessors did not find any fire Install a fire extinguisher where extinguisher close to the chemical room. chemicals are stored. 6 In addition, assessors observed that the one in the generator room was obstructed. Jul-24 Occupational Safety and The first aid boxes are missing several Develop an inventory for first aid items. boxes. Health Services and First Aid Insufficient medical staff. Hire additional nurses. Health Services and First Aid The annual medical checks are not in line Pay the CDS and send a request to Health Services and First Aid Health Jul-24 Occupational Safety and 6 70 Health Jul-24 Occupational Safety and with the legal requirements. Health 70 OFATMA for the annual medical checks. Jul-24 Occupational Safety and Health Services and First Aid Health The medical checks done within the first Pay the CDS and send a request to three months of employment are not in OFATMA for the medical checks. 70 line with the legal requirements. Jul-24 Occupational Safety and Welfare Facilities Health Jul-24 Occupational Safety and Welfare Facilities Inconsistent availability of soap in the keep a stock of soap and paper and toilets. assign a person for the distribution. Insufficient number of toilets. Increase the number of Toilets Occupational Safety and Working Environment Health Jul-24 Occupational Safety and Worker Protection Slippery due to water spillage from the Fix the roof and develop a building roof when it is raining. maintenance plan. Electrical box is missing the hazard sign. Occupational Safety and Health Identify electrical panels and post 6 6 hazard signs. Health Jul-24 86 according to the workforce. Health Jul-24 6 Worker Protection The battery terminals on the generator Install insulation covers to the battery are not properly protected. terminals. 21 161 Jul-24 Occupational Safety and Worker Protection Health The factory did not provide earplugs for Conduct a risk assessment and workers in the generator room. distribute the PPEs to the necessary 50 sections. Jul-24 Jul-24 Jul-24 Jul-24 Occupational Safety and Chemicals and Hazardous Several hazardous chemicals were found Train those responsible for MSDS on Health Substances without chemical safety data sheets. chemicals management. Occupational Safety and Chemicals and Hazardous Chemical containers are not properly Train those responsible for identifying Health Substances labelled. containers on chemical management. Occupational Safety and Chemicals and Hazardous The chemical inventory is not accurate. Health Substances Occupational Safety and OSH Management Systems Jul-24 Compensation 34 Include the different locations in the 6 chemical inventory report. The factory did not share any structural Contract a firm to assess the structure safety certificate with the assessors. of the buildings. Social Security and Other OFATMA contributions t are not Include Sunday worked payment and Benefits calculated on the basic salary. production incentives in the Health 34 34 88 calculation of OFATMA. Jul-24 Compensation Social Security and Other ONA contributions are not calculated on Include Sunday worked payment and Benefits the basic salary. production incentives in the 158 calculation of ONA for employer contribution. Jul-24 Compensation Social Security and Other OFATMA deductions are not calculated Include Sunday worked payment and Benefits on the basic salary. production incentives in the 88 calculation of OFATMA. Jul-24 Compensation Social Security and Other ONA deduction are not based on the Include Sunday worked payment and Benefits basic salary. production incentives in the 158 calculation of ONA. Assessment March 2023 Mar-23 Child Labor Documentation and Protection The factory's management did not Keep copies of either a birth certificate Copies of either a birth of Young Workers confirmed that all of its workers are hired or a national photo ID in each certificate or a national photo on the basis of a government issued CIN worker's file. ID are available in each worker's file. Card (National Identification Card). Mar-23 Compensation Paid Leave The Calculation of the payment for 15 Pay the lunch break. The June 13 decree suspends annual leave does not include the lunch the 3*8 law. The lunch break break. payment is no longer required.. 28 162 Mar-23 Mar-23 Mar-23 Mar-23 Compensation Compensation Compensation Compensation Paid Leave Paid Leave Paid Leave Workers are entitled to full payment of Pay the lunch break The June 13 decree suspends sick leave. However, It does not include the 3*8 law. The lunch break the lunch break payment in the payment is no longer calculation of the average salary. required.. Workers are entitled to full payment of The June 13 decree suspends Pay the lunch break. maternity leave. However, It does not the 3*8 law. The lunch break include the lunch break payment in the payment is no longer calculation of the average salary. required.. Workers are entitled to 1 hour daily break Pay the lunch break. The June 13 decree suspends that is not compensated. the 3*8 law. The lunch break Social Security and Other At the time of the assessment, the Keep records of the salary statement Benefits factory's management did not share the sent to OFATMA. salary statement sent to OFATMA for work related accident insurance on work related accident for fiscal year 2022- time. payment is no longer 28 28 28 72 Pay OFATMA 2023. Mar-23 Mar-23 Compensation Compensation Pay the lunch break. The June 13 decree suspends Social Security and Other The calculation of the average salary for Benefits the payment an annual salary supplement the 3*8 law. The lunch break or bonus does not include the lunch payment is no longer break payment. required.. Social Security and Other The factory collects and forward workers' Calculate ONA on the basic salary and Benefits contribution to ONA. However, ONA Forward worker's contribution to ONA deduction are based on the minimum within the first 10 business days of the 28 152 salary and last payment was made in June next month for the previous month. 2022. Mar-23 Compensation Social Security and Other The factory submits the employer's Forward worker's and employer's Benefits portion of worker's salary to OFATMA for contribution to OFATMA maternity 82 maternity and health insurance. However, and health insurance within the first Mar-23 Compensation OFATMA contributions are based on the 10 business days of the next month minimum salary. for the previous month. Social Security and Other The factory submits employer's Calculate ONA on the Basic salary. Benefits contributions to ONA. However, ONA Then, forward employer's contributions are based on the minimum contribution to ONA within the first 10 salary business days of the next month for 152 the previous month. Mar-23 Mar-23 Compensation Compensation Social Security and Other The factory collects and forward workers' Forward worker's and employer's Benefits contributions to OFATMA for maternity contribution to OFATMA maternity and health insurance. However, OFATMA and health insurance within the first deductions are based on the minimum 10 business days of the next month salary. for the previous month. The employer provides the payment for Pay the lunch break. Termination 82 The June 13 decree suspends the applicable notice period. However, the the 3*8 law. The lunch break calculation of the average earning does payment is no longer not include the lunch break payment. required.. 28 163 Mar-23 Compensation Termination The employer compensates workers for Pay the lunch break. The June 13 decree suspends unused paid annual leave upon the 3*8 law. The lunch break termination. However, the calculation of payment is no longer the average daily salary does not include required.. 28 the lunch break payment. Mar-23 Compensation Termination The employers pays workers their annual Pay the lunch break. The June 13 decree suspends salary supplement upon termination. the 3*8 law. The lunch break However, the calculation of the average payment is no longer daily salary does not include the lunch required.. 28 break payment. Mar-23 Occupational Safety and OSH Management Systems Health Mar-23 During the assessment visit, the factory Request a structural safety inspection The factory had asked the did not share any structural safety from a construction firm or the city construction firm to provide certificate delivered by the city with the council. the necessary document. The assessors. structural safety certificate is Occupational Safety and Chemicals and Hazardous Unlabeled containers of chemicals found Define who control the chemical available. An internal verification was Health Substances in the workspace. container on receipt from supplier carried out in all sections to and control the label. ensure that all containers had 28 28 their labels. Mar-23 Mar-23 Occupational Safety and Chemicals and Hazardous Management did not isolate the use of The factory needs to ensure that the The spot cleaning is totally Health Substances chemical substances in the spot cleaning use of chemicals are isolated from the isolated from the floor and section. floor. contains a ventilation system. The employer has not provided proper Provide employees with all necessary The masks have been PPE to all workers. personal protective clothing and provided to workers. Occupational Safety and Worker Protection Health 28 50 equipment according to PPE Mar-23 During the factory tour, assessors notice regulation. The factory needs to ensure that the Every precaution has been Health that the battery terminals in the batteries terminals are insulated. taken to ensure that insulators Occupational Safety and Insufficient number of toilets. Increase the number of toilets to terminals. Occupational Safety and Worker Protection generator are not properly protected. Mar-23 Welfare Facilities Occupational Safety and are fitted over the battery 80 comply with the law. Health Mar-23 15 Health Services and First Aid Health Health checks within the first three Pay the health cards. Coordinate with months of employment are not in line OFATMA to do the health checks 64 with the legal requirements. Mar-23 Occupational Safety and Health Services and First Aid Health Mar-23 Occupational Safety and Health Services and First Aid Annual health checks are not in line with Pay the health cards. Coordinate with the legal requirements OFATMA to do the health checks Insufficient medical staff. Hire additional medical staff for the Occupational Safety and Health 64 current workforce. Health Mar-23 64 Health Services and First Aid Document review reveals that the factory Train at least than 10% of the has trained less than 10% of the workforce in first-aid. workforce in first-aid. 15 164 Mar-23 Occupational Safety and Emergency Preparedness Mar-23 Working Time Emergency exit and escape routes were The factory needs to assign obstructed. Health Regular Hours The floor has been repainted. responsibilities to someone to ensure Arrows to identify the that the emergency exits are evacuation routes are in place unobstructed during work hours. The and there are no cracks on the floor needs to be repainted. floor. The regular working hours are from 7 AM Ensure that the regular hour do not The June 13 decree suspends to 4:00 PM (including 60 minutes of daily exceed 48 h per week. the 3*8 law. The lunch break is break), 6 days per week, which is no longer part of the regular equivalent to 9 working hours per day working hours. 28 and 54 hours per week. Mar-23 Working Time Regular Hours The attendance record does not reflect Have an accurate attendance the actual time worked. recording system. 15 165 166 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better S&H Global 1-6 421 Arrondissement du Trou du Nord 2,263 Jul-12 May-24 Sep-25 Work assessments: Advisory and Training Services 21-Oct-25 Advisory meeting Discussed staff reduction strategy and negotiation approach with trade unions for potential dismissals. 26-May-25 Advisory meeting Reviewed compliance progress with management, shared final recommendations, and followed up on OFATMA maternity concerns with 4-Apr-25 Advisory meeting authorities. Reviewed the improvement plan with management, raised a recent union complaint, and confirmed the factory had issued a report on the case. 8-Jan-25 Advisory meeting Met with the new compliance manager, compliance officer, and HR team to review pending PR2 issues and discuss 2024 challenges and successes. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment September 2025 Sep-25 Occupational Safety and Emergency Insufficient number of workers The factory should establish a system Health Preparedness trained in fire safety. to keep track of people trained; they 20 should design a plan to conduct training periodically and ensure that they keep a record of the number people trained. Sep-25 Occupational Safety and Emergency Emergency drills are not conducted at The factory should review its Health Preparedness the recommended intervals. management system to conduct an 20 evacuation drill every six months. Sep-25 Occupational Safety and Emergency Obstructed emergency exits were The factory should designate a person Health Preparedness observed in several areas of the to conduct regular tour of the factory workspace. to ensure that all aisles remain free of 30 obstructions. Sep-25 Sep-25 Occupational Safety and Emergency The maintenance area lacks floor The floor should be painted and Health Preparedness markings. evacuation routes clearly marked. Occupational Safety and Emergency Several fire extinguishers had not The factory should review the way the Health Preparedness been inspected in months. inspections are conducted and 3 49 properly train the person in charge of doing the inspection of the fire Sep-25 Occupational Safety and Health Services and Health First Aid Insufficient number of medical staff. extinguishers The factory should hire more nurses. 3 167 Sep-25 Occupational Safety and Welfare Facilities Health Sep-25 Occupational Safety and Welfare Facilities A safety/hygiene hazard was observed The factory should discuss the issue in the chemical storage area and in with the park operator to see how it the boiler room. can best be resolved. Toilets in modules 1, 2, and 6 lack The factory should conduct a tour of 3 30 soap, preventing proper hand hygiene the welfare facilities daily, to ensure Health for employees. that supplies such as soap and toilet paper are readily available. Sep-25 Occupational Safety and Welfare Facilities Insufficient number of toilets. The factory needs to increase the 3 number of toilets available for all Health workers. Sep-25 Occupational Safety and Working Environment Health Workplace temperature exceed Better Factory should analyze the issue to see Work recommended limit of 30 C. if it can be resolve by installing a 43 cooling system or by the installation of additional fans. Sep-25 Occupational Safety and Worker Protection Health Improper maintenance of electrical A periodic OSH assessment should be panels. conducted and a time limit to resolve 20 all issues should be set. Sep-25 Occupational Safety and Worker Protection Health Proper PPE are not provided to all The factory needs to ensure that workers. proper PPE is provided to all workers 111 as needed, depending on the job Sep-25 Occupational Safety and Chemicals and Eyewash stations are not available in requirements. The factory should make sure that all Health Hazardous Substances all sections where chemical and eye wash stations are fully functional. 117 hazardous products are used or Sep-25 Sep-25 Occupational Safety and Chemicals and stored. Several hazardous chemicals lack The factory should make sure that all Health Hazardous Substances Safety Data Sheets preventing proper MSDS are available and placed where hazard communication and safe the chemical products are stored and handling. used. Occupational Safety and Chemicals and Proper PPE is not available in all The factory should make sure that the Health Hazardous Substances chemical storage areas. chemical storage areas have the 43 43 necessary PPE and MSDS. Sep-25 Occupational Safety and Chemicals and Several containers of chemical The factory should perform an OSH Health Hazardous Substances substances are unlabeled or assessment periodically and make sure improperly labeled. all chemical and hazardous products 77 are properly labelled, with pictogram. Sep-25 Occupational Safety and Chemicals and Incomplete chemical inventory in the The factory should designate a person Health Hazardous Substances maintenance department. to oversee all inventories and keep a master inventory Ensure that the inventories are periodically updated for each location. 43 168 Sep-25 Contracts and Human Termination Resources The annual leave calculated at the The factory needs to review its process time of dismissal does not take into to ensure that the calculation method account fractions of a day. includes the proper time related to the 3 annual leave. Sep-25 Compensation Paid Leave The annual leave calculated at the The factory needs to review its process time of dismissal does not take into to ensure that the calculation method account fractions of a day. includes the proper time related to the 20 annual leave. Assessment May 2024 May-24 May-24 Working Time Working Time Overtime Overtime Workers in some department work Ensure that workers don't work more more than 80 hours of overtime than 80 hours of overtime during a during a trimester. trimester The factory did not received a notice Ensure to receive the authorization Since The factory submitted a of approval from the Department of before performing overtime. letter to the Department of Labor, Labor prior to performing overtime. requesting the authorization for working on Saturday, we've received the approval by the department of labor as requested. May-24 Emergency The total number of workers trained Health Preparedness in fire-fighting is less 10 percent of the workforce is trained in fire-fighting workforce. May-24 Ensure that 10 percent of the Occupational Safety and equipment by a certified trainer. Occupational Safety and Emergency The factory does not conduct fire drills Ensure to conduct one evacuation drill Health Preparedness every 6 months, as recommended by every 6 months for all the premises. Better Work. May-24 Occupational Safety and Emergency Obstructed aisles in several areas of Ensure that the aisles remained Management removed the Health Preparedness the factory. unobstructed during the working obstruction and informed the hours. team to keep the aisles cleared from obstruction during working hours. 169 May-24 Occupational Safety and Emergency Health Preparedness Locked and unidentified exit doors. Ensure that exit doors are identified Compliance Officer visited the and remained open during working warehouse building and noticed hours. three (3) exit doors. Two of them are in condition to remain open during working hours and one of them is a well identified no exit door and remain closed during all working hours. In fact, the authorized front and back exit doors are well opened during working hours and easy to access in case of emergency. In the back of cafeteria, the only one door is May-24 Occupational Safety and Emergency Evacuation plans are inaccurate and Remark the evacuation routes in the now well identified as an exit Management remarked the Health Preparedness evacuation routes are not properly chemical room. Update the evacuation evacuation routes in the chemical identified. plan in module 1, 2, and 4. room and updated the evacuation plan in module 1, 2. The module 4 is now closed. May-24 Occupational Safety and Emergency Improper maintenance of fire Regularly update the inspection tag as During the assessment visit, the Health Preparedness extinguishers. each inspection is completed. Ensure identified fire extinguisher were the equipment is properly maintained. replaced, recharged and properly label and management revoked all obstruction to their access. May-24 Occupational Safety and Emergency The factory's alarm system was non- Ensure that alarm system is working Management fixed the alarms Health Preparedness functional in several sections of the properly in all buildings. where they were not properly factory. May-24 Occupational Safety and Worker Accommodation Health working. No fire extinguishers in the Ensure the fire extinguishers in the The fire extinguishers were dormitories and outdated evacuation dormitory are properly maintained. installed in all floors of the maps May-24 Occupational Safety and Worker Accommodation Health dormitory. Exposed electrical wires on the 2nd Ensure that electrical equipment in the The issue was fixed during the and 3rd floors observed in the dormitory are properly maintained. assessment visit. dormitory. May-24 Occupational Safety and Health Services and Less than 10 percent of the workforce Ensure that first aid training are The Company makes sure that all Health First Aid trained in first aid. performed by certified trainer. first aid trainings are performed by authorized professionals. May-24 Occupational Safety and Health Services and Expired medicines and missing Ensure that the first aid boxes are The expired medicines were Health First Aid supplies in first aid boxes. regularly checked. replaced. 170 May-24 Occupational Safety and Welfare Facilities Soap is not available in several toilets Ensure to provide soap in the toilet. in several buildings. Health Management provides soap in the toilets on a daily basis. Refill are available upon request from the person in charge. May-24 Occupational Safety and Welfare Facilities Health No paper found in the toilet in module Provide paper in the toilet. Paper is now provided in all our 1. toilets and the workers no longer complain about that. COs and FCOs have got the situation under May-24 Occupational Safety and Working Environment Health The temperature levels in all sections Ensure to maintain the temperature Control All factories temperature level is exceeded Better Work's level under 30 degree. now at 30 degrees C. recommended maximum of 30°C. May-24 Occupational Safety and Worker Protection Health Improperly labeled circuit breakers Label all circuit breakers. Ensure that compliance team the equipment and improper maintenance of the electrical installation in the boiler that was blocking the access to the electrical installations. room remained free from obstruction. electrical panel. All circuit breakers were also labelled May-24 Occupational Safety and Worker Protection Health The motor section in the boiler of Ensure that boiler equipment is Management team ensured that module 1 & 2 is covered with metal properly maintained. motor cover was made in proper frame and clear plastic. May-24 Occupational Safety and Worker Protection Health material/ Proper PPE is not provided to all Provide the earplugs for the workers in Management has provides the workers. the compressor room and the safety earplugs for the workers in the bell for the heavy lifting module 1 and compressor room and the safety warehouse. bell for the heavy lifting module 1 and warehouse. May-24 May-24 Occupational Safety and Chemicals and No eye wash stations in several areas Install an eye wash in the chemical An eye wash is installed next to Health Hazardous Substances where chemicals are used. Obstructed floor and everywhere chemical the chemical area and another one eye wash station in module 2. substances are used. in the CI warehouse. Occupational Safety and Chemicals and MSDS are missing for several Have the chemical safety data sheets All chemicals have their safety Health Hazardous Substances hazardous chemicals products. available for all the chemical data sheets available to all users. substances used and stored in the workplace. Train the factory compliance officers on chemical management. May-24 Occupational Safety and Chemicals and The chemical storage in the back of Ensure that the storage area is Health Hazardous Substances the cafeteria lacks proper protective equipped with safety data sheets and equipment. proper hazard signs. 171 May-24 May-24 May-24 Occupational Safety and Chemicals and Unlabeled containers of chemical Label and translate the label in the All the chemical products were Health Hazardous Substances products and several chemical local language. Train the factory labelled, Labels have been products with labels in a foreign compliance team in chemical translated to the locals language. language. management, Occupational Safety and Chemicals and Inaccurate inventory of chemical and Ensure that the inventory of chemicals The factory updated the inventory Health Hazardous Substances hazardous products. is accurate and updated on a regular with the missing and specify the basis. location. Assessors found discrepancies in Pay the holiday based on the average The Factory has solved the issue of payrolls from February to April 2024, of daily earnings. the payroll of holidays which were Compensation Paid Leave with holidays not paid at the average not paid on average daily salary to daily salary. all workers for all modules due to the repairing of the system. 172 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Sewing International S.A. 33 Port-au-Prince 1,480 Oct-09 Sep-23 Aug-24 Work assessments: Notes: This factory closed its doors in June 2025. It was not assessed prior to its closure. Better Work Haiti, the buyer and MAST reviewed the calculation for the payments of notice period, balance of unused annual leave and balance of bonus as well as unpaid monthly salaries due to the workers. Approximately 1592 workers and administrative staff received approximately $1,465,811. US dollars in payment. Advisory and Training Services 26-Nov-24 Advisory meeting 22-Aug-24 Industry Seminar Virtual Workplace Cooperation & Communication (WCC) 5-Jul-24 Industry Seminar Virtual Emergency 11-Apr-24 Advisory services Preparedness Session on HR management systems and training monitoring plan. Review and validate pending issues on the improvement plan. 19-Mar-24 Industry Seminar Virtual Workers' Rights & Responsibilities 27-Feb-24 Industry Seminar Virtual Preventing and Addressing Sexual Harassment for Supervisory 25-Jan-24 Advisory meeting Virtual meeting to develop the training plan, session on OSH and HR performance Indicators. Review the last assessment findings to identified the Meeting the Compliance team and HR to review the last assessment report and session on Better work portal. root causes. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment August 2024 Aug-24 Occupational Safety OSH Management Systems and Health The OSH policy was not developed Develop the OSH policy in consultation through consultation with workers with workers and Include: A clear representatives does not include all commitment to continued improvement the necessary elements. aimed at elimination of work related 37 injury and illness.- Measurable objectives and improvements targets. Aug-24 Occupational Safety OSH Management Systems The factory does not have a Develop a hazard/risk management and 37 hazard/risk management and control control procedure that includes:- A and Health procedure. systematic approach to identifying hazards. Aug-24 Occupational Safety and Health OSH Management Systems The factory does not have a proper Develop an accident investigation accident investigation procedure. procedure that includes: Root cause analysis and Focus on sustainable solutions. 37 173 Aug-24 Occupational Safety OSH Management Systems and Health Management did not show evidence Perform regular review of effectiveness of:- regular review of OSH of management system including management systems. performance on measurable objectives 37 and targets. Ensure that accident investigations are followed by an actual change in procedures. Aug-24 Contracts and Employment Contracts Human Resources Aug-24 Contracts and Employment Contracts Human Resources The factory has grievance handling Review the procedure and include clear and dispute resolution procedures options for submitting grievances and does not include all the necessary disputes that ensure anonymity and non- elements. retaliation. The factory's disciplinary and Include the following steps in the termination procedures do not procedure:- The right to representation include all the necessary elements. during disciplinary processes;- Legal 37 37 notice periods and termination payments. Aug-24 Working Time Overtime The factory did not obtain prior Request authorization. to work on authorization from MAST before Sunday and Overtime. 5 working on Sunday. Aug-24 Working Time Overtime The assessors were unable to verify Keep an accurate punch system 5 The factory did not obtain prior Request prior authorization from MAST 5 authorization from MAST to perform to perform overtime. whether overtime exceeded 80 hours in one trimester due to inaccuracies in the punch system. Aug-24 Working Time Overtime overtime. Aug-24 Working Time Regular Hours Inaccurate punch system. Factory Have an accurate punch system for all does not have a reliable attendance categories of workers. 5 system for the temporary workers. Aug-24 Aug-24 Working Time Occupational Safety Regular Hours Emergency Preparedness and Health Aug-24 Occupational Safety Emergency Preparedness and Health The working hours are not posted on Post a document that display the Management has posted the the floor. working hour. document in all building. Several aisles were obstructed by The management and the health and boxes and sewing tables in almost all safety officer plan to do a session the buildings. training for the employees. The assessors notice that one fire Conduct the inspection of fire Management plan to conduct extinguisher in building 5 did not extinguishers on a regular basis. monthly inspection. Expired medicines found in first aid Develop a regulation on the medicines We are going to develop and boxes. that are used in the workplace. share a procedure and we 5 have sufficient pressure . Aug-24 Occupational Safety and Health Health Services and First Aid 5 will do a weekly inventory. 5 174 Aug-24 Occupational Safety Health Services and First Aid Insufficient number of nurses. Hire additional medical staff. 121 Health Services and First Aid Annual medical checks are not in line Pay the CDS and ensure that workers 5 with the legal requirements. received free medical checks, based on and Health Aug-24 Occupational Safety and Health the requirements of the labor code. Aug-24 Occupational Safety Health Services and First Aid and Health The workers exposed to work related Pay the CDS and ensure that workers hazards received free medical received free medical checks, based on checks. However, they are not in line the requirements of the labor code. 5 with the legal requirements. Aug-24 Occupational Safety Health Services and First Aid and Health Medical checks are provide to Pay the CDS and ensure that workers workers within the first 3 months of received free medical checks, based on hiring. However, but they are not in the requirements of the labor code. 5 line with the legal requirements. Aug-24 Occupational Safety Welfare Facilities Aug-24 Occupational Safety Insufficient number of toilets for Increase the number of toilets. 131 men and women. and Health Working Environment The that spot cleaning area is very Develop a housekeeping plan. A daily supervision on the 5 housekeeping will be done by cluttered and poorly arranged. and Health the Health and safety team. Aug-24 Occupational Safety Working Environment and Health The lux level is below Better Work Take action to increase the lux level in recommended limit. the workplace such as installing LED 14 light. Aug-24 Occupational Safety Working Environment and Health Temperature level exceed Better Take action to reduce the temperature Work recommended limit of 30 C. such as opening in the roof, water 115 curtain, additional fans, or cooling systems. Aug-24 Occupational Safety Worker Protection and Health During the factory tour, assessors Install insulation cover on the battery Management plan to have a noticed that the battery terminals in terminals. monthly meeting with the the generator are not properly 5 maintenance team. protected. Aug-24 Occupational Safety Worker Protection Aug-24 10 percent of the sewing machine Develop a maintenance plan 5 missing eye guards. and Health Occupational Safety Chemicals and Hazardous Eye wash station is obstructed by Keep the workplace clean and A daily supervision on the and Health Substances boxes in one building. unobstructed during working hours. housekeeping will be done by 5 the health and safety team. Aug-24 Occupational Safety Chemicals and Hazardous No chemical safety data sheets for Keep MSDS for all products used in the Management has developed and Health Substances the coolant stored in the generator workplace and provide training to a training plan.. room. workers. 5 175 Aug-24 Occupational Safety Chemicals and Hazardous Chemical and hazardous products Define an appropriate place to stored and Health Substances found inappropriately stored in the chemicals. 5 generator room. Aug-24 Aug-24 Occupational Safety Chemicals and Hazardous Improperly labeled chemical and Define who control the chemical and Health Substances hazardous products found in the container on receipt from supplier and workplace. control the label. The employer was not able to Request a structural safety certificate provide the required structural from the city council or a certified safety certificate. engineering firm to validate the safety Occupational Safety OSH Management Systems and Health 37 13 of the building.. Aug-24 Compensation Social Security and Other The employer did not forward 3 Forward 3 percent of workers 'salary to Benefits percent of workers 'salary to OFATMA for work-related accident OFATMA for work-related accident insurance on time. 53 insurance on time. Aug-24 Compensation Paid Leave The weekly rest day payment is not Discuss legal requirements with the calculated based on the average General Manager and calculate the daily earnings. weekly rest day payment based on 5 worker's average daily earnings. Aug-24 Compensation Paid Leave The annual leave payment is not Discuss legal requirements with the calculated based on worker's General Manager and calculate the average daily earnings. annual leave payment based on 13 worker's average daily earnings. Aug-24 Compensation Wage Information, Use and The current punch system used by Maintain an accurate time records for Deduction the company is unreliable, leading to all employees. inaccurate payroll records. Assessment September 2023 Sep-23 Occupational Safety OSH Management Systems and Health The OSH policy did not establish Develop a policy in consultation with measurable objectives and worker representatives. Establish improvement targets and was not measurable objectives and periodically developed in consultation with monitor and review the policy. workers and their representatives. Sep-23 Occupational Safety OSH Management Systems The factory does not have a Develop a hazard/risk management and hazard/risk management and control control procedure that includes:- A and Health procedure. systematic approach to identifying hazards. Sep-23 Occupational Safety and Health OSH Management Systems The factory does not have a proper Develop an accident investigation accident investigation procedure. procedure that includes: Root cause analysis and Focus on sustainable solutions. 5 176 Sep-23 Occupational Safety OSH Management Systems and Health Management did not show evidence Review the procedure to include of: Regular management review of performance on measurable objectives performance on measurable and targets. objectives and targets. Sep-23 Contracts and Employment Contracts Human Resources Sep-23 Contracts and Employment Contracts Human Resources Sep-23 Occupational Safety Emergency Preparedness and Health The grievance procedure does not Review the procedure and include clear include clear options for submitting options for submitting grievances and grievances and disputes that ensure disputes that ensure anonymity and non- anonymity and non-retaliation. retaliation. The disciplinary procedures do not Include the following steps in the include: The right to representation procedure:- The right to representation during disciplinary processes and during disciplinary processes;- Legal Legal notice periods and termination notice periods and termination payments. payments; Several evacuation routes were Develop a procedure when conducting The compliance officer and obstructed by boxes and sewing general inventory. Ensure that aisles the health and safety tables. remain unobstructed. auxiliaries are in charge of the daily weekly checks. Sep-23 Occupational Safety Emergency Preparedness and Health During the assessment visit, Identify area where combustible Area where combustible assessors observed that there were materials are stored. materials are stored have no smoke detector in the compressor Sep-23 Occupational Safety been identified. Health Services and First Aid room. Insufficient medical staff. Hire additional medical staff. Welfare Facilities Insufficient number of toilets. - Increase the number of toilets Working Environment The floor is neither clean nor tidy, Develop a preventive maintenance The auxiliary of health and and there is a water leak from the plan. safety is in charge to conduct and Health Sep-23 Occupational Safety and Health Sep-23 Occupational Safety and Health toilet. Sep-23 Occupational Safety Working Environment and Health some regular inspection. The lux level is below Better Work Take action to increase the lux level in recommended limit. the workplace such as installing LED light. Sep-23 Occupational Safety Working Environment and Health Temperature level exceed Better Take action to reduce the temperature Work recommended limit of 30 C in such as opening in the roof, water building 1,2,3,4. curtain, additional fans, or cooling systems. Sep-23 Occupational Safety and Health Worker Protection Several chairs were in very poor Provide chairs in good conditions in all The chairs have been condition. Several were missing their sections. Develop a monitoring plan replaced by new ones and the back rests. factory has developed a monitoring plan. 177 Sep-23 Occupational Safety Chemicals and Hazardous During the evaluation visit, the Provide eye wash bottles and cleansing Eye wash bottles and and Health Substances assessors noticed that some eye materials cleaning materials have been wash stations were missing their provided to workers. The water bottle. compliance officer and the auxiliaries of health and safety will conduct regular checks. Sep-23 Occupational Safety Chemicals and Hazardous During the evaluation visit, assessors Define who control the chemical the compliance officer is in and Health Substances noticed that a tank of diesel was not container on receipt from supplier and charge of the labelling and properly identified. control the label. the mechanic team has the responsibility to pour them. All the containers are Sep-23 Occupational Safety OSH Management Systems and Health The employer was not able to Request a structural safety certificate provide the required structural from the city council or a certified safety certificate. engineering firm to validate the safety of the building.. Sep-23 Contracts and Termination Sep-23 Compensation The employer compensates workers Discuss legal requirement with the for unused paid annual leave upon General Manager. Ensure the termination. However, the calculation for unused paid annual leave calculation is not based on the upon termination is based on the average of daily earnings. average daily earnings. Social Security and Other The factory did not share any proof Keep records of workers' pay slip sent Workers' pay slip are sent to Benefits that last workers' pay slip was sent to OFATMA for sick leave and maternity OFATMA on a regular basis. to OFATMA for sick leave and leave payment. Human Resources maternity leave payment. Sep-23 Compensation Social Security and Other The employer collects and forward Forward workers' contribution to Benefits the workers' contribution to OFATMA on time as required by law. OFATMA. However, the payment Contributions to OFATMA should be were made late consistently. submitted within the first 10 working days of the subsequent month. Sep-23 Compensation Social Security and Other The employer consistently paid the Forward employers' contribution to Benefits required employers' contribution to ONA on time as required by law. ONA late. Contributions to ONA should be submitted within the first 10 working days of the subsequent month. Sep-23 Compensation Social Security and Other The employer pays employers' Forward employers' contribution to Benefits contribution to OFATMA. However, OFATMA on time as required by law. the payment were made late Contributions to OFATMA should be consistently. submitted within the first 10 working days of the subsequent month. 178 Sep-23 Compensation Social Security and Other The employer forwards the workers' Benefits contribution to ONA consistently late. on time as required by law. Forward workers' contribution to ONA Contributions to ONA should be submitted within the first 10 working days of the subsequent month. Sep-23 Compensation Social Security and Other The employer did not forward 3 Forward 3 percent of workers 'salary to Benefits percent of workers 'salary to OFATMA for work-related accident OFATMA for work-related accident insurance on time. insurance on time. Sep-23 Compensation Paid Leave The annual leave payment is not Discuss legal requirements with the calculated based on worker's General Manager and calculate the average daily earnings. annual leave payment based on worker's average daily earnings. Sep-23 Compensation Overtime Wages A review of the payroll showed that Pay overtime hours to all workers as Overtime hours are paid to the overtime hours were not required by law. all workers as required by law. registered for the supervisors and the non-production workers such as mechanics and administrative staff. Sep-23 Compensation Overtime Wages A review of the payroll showed that Pay overtime hours to all workers as Overtime hours are paid to the overtime hours were not required by law. all workers as required by registered for the supervisors and the non-production workers such as mechanics and administrative staff. law. 179 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Superior Sourcing 3279 Ouanaminthe 1,401 Jan-20 May-24 Oct-25 Work assessments: Advisory and Training Services 2-Dec-25 Advisory meeting A virtual meeting was held with the compliance officer to review current practices and develop the factory's improvement plan. 30-May-25 Advisory meeting 1-Check if the NC points have been corrected 2-Check Social Security payments 3-Check payment of the 7th day 4-Check sick and maternity leave payments 5-Factory visits 6-Meet with the bipartite committee 30-Jan-25 Bipartite Committee 1- Presentation of the new advisor. Meeting 2- Discussion around certain non compliance of the year 2024 3- Operation of the bipartite committee 4- Factory tours 5- Method of calculating OFATMA contributions 6- Training needs ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES Oct-25 Occupational Safety and OSH Management The employer does not properly Develop a comprehensive OSH Health Systems investigates monitors and measures monitoring and evaluation system OSH issues including regular inspections, logging REMEDIATION EFFORTS MONTHS Assessment October 2025 64 of incidents, and management reviews. Oct-25 Contracts and Human Employment Contracts Resources The factory's disciplinary and Review disciplinary and termination termination procedures does not procedures against Labor Code include all the necessary steps.. requirements to include the right to 64 defense and representation. Oct-25 Contracts and Human Employment Contracts Resources Oct-25 Working Time Leave No. The factory did not share any Develop a procedure for investigating proof that it investigates violations of HR policy violations, identifying root HR policies and procedures. causes, and implementing corrective Pregnant workers do not go on leave actions. Review the Labor Code requirements 6 weeks before giving birth. on maternity leave and develop a compliant leave schedule for pregnant workers. 2 2 180 Oct-25 Working Time Regular Hours The regular daily or weekly hours Review and adjust the factory's work exceed the legal limit. schedule to ensure compliance with 20 daily and weekly legal limits. Oct-25 Occupational Safety and Emergency Preparedness Health Obstructed emergency exit and Develop a plan to ensure all emergency unmarked evacuation routes. exits are unobstructed, clearly marked, 2 and lead to visible designated meeting points. Oct-25 Occupational Safety and Emergency Preparedness Health Evacuation route in building 2 is Review all evacuation routes in the obstructed by a structural post. factory to identify obstructions and 2 develop a plan to ensure clear and safe pathways. Oct-25 Occupational Safety and Emergency Preparedness Health Improper maintenance of fire Develop a schedule and procedure for Issue was resolved during the extinguishers. regular inspection, maintenance, and assessment. 2 tagging of all fire extinguishers in the factory. Oct-25 Occupational Safety and Emergency Preparedness Health Oct-25 There are no smoke detectors in Develop a plan to install smoke building 3 and in building 2 near the detectors in all high-risk areas, final audit area where cardboard including storage and production boxes are stored and used. zones, based on fire safety Occupational Safety and Health Services and First First aid boxes are missing several requirements. Develop a standard procedure for Health Aid items. Additionally, one first aid box maintaining first aid boxes, including was obstructed. minimum required contents, access 2 20 protocols, and weekly checks. Oct-25 Occupational Safety and Health Services and First No evidence of annual medical checks Establish a procedure to ensure all Health Aid were present in worker's files. 2 employees undergo annual medical checks and that proper documentation is maintained. Oct-25 Occupational Safety and Health Services and First No evidence of medical checks Establish a procedure to ensure all new Health Aid performed within the first 3 months employees undergo medical checks of hiring was present in worker's within the first three months of files. employment and that proper 2 documentation is maintained. Oct-25 Occupational Safety and Welfare Facilities Health During interviews, workers complain Develop a plan to ensure continuous that soap was not readily available in availability of soap, including training the bathroom. workers on hygiene practices and 2 proper use of communal supplies. Oct-25 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Develop a maintenance and supply plan to ensure compliance with Haitian Labor Code, including regular inspection of toilets and consistent availability of toilet paper. 64 181 Oct-25 Occupational Safety and Worker Protection Health The factory did not share any proof of Develop a training plan for PPE use, training for the use of PPE with including content, schedule, and assessors. documentation requirements for all 2 relevant employees. Oct-25 Occupational Safety and Worker Protection Health The employer did not provide proper Develop a comprehensive PPE PPE for heavy lifting. management plan that includes clear 20 responsibilities, authorized personnel for each task, and a system to ensure proper use of PPE. Oct-25 Oct-25 Occupational Safety and Chemicals and Hazardous The employer does not provide Establish a system to ensure proper Health Substances adequate washing and cleansing maintenance and timely replacement facilities in case of exposure to of all eye wash bottles and stations hazardous chemicals. across the factory. Occupational Safety and Chemicals and Hazardous The factory did not share any proof of Develop a training schedule for all new Health Substances training on the use of chemicals with employees, including topics on the assessors. occupational safety, chemical handling, 2 2 and proper use of PPE, to be implemented starting January 2026. Oct-25 Occupational Safety and Chemicals and Hazardous The spot cleaning areas are not Health Substances properly isolated from the production and design properly isolated spaces floor and are not properly ventilated. Close the current spot cleaning areas 2 with adequate ventilation and exhaust systems to protect workers from chemical exposure. Oct-25 Oct-25 Occupational Safety and Chemicals and Hazardous No MSDS' were available for several Ensure that all MSDS are properly Health Substances chemical products used in the organized, updated, and readily workplace. accessible in the chemical storage and Occupational Safety and Chemicals and Hazardous Unlabeled containers of chemical and usage areas. Develop and reinforce proper chemical Health Substances hazardous products found in several labeling and transfer procedures, areas of the workspace. ensuring all containers are clearly 64 64 labeled with hazard classification and safety precautions. Oct-25 Occupational Safety and Chemicals and Hazardous The chemical inventory does not list Develop a centralized chemical Health Substances all the products used in the inventory system that includes all workplace. products used in the factory, their 64 quantities, storage locations, and associated safety data. Oct-25 Contracts and Human Resources Termination Improper calculation of annual salary Review Labor Code requirements on supplement or bonus upon weekly rest day payments and update termination. payroll procedures to include weekly rest day pay in the calculation of the annual salary supplement or bonus. 20 182 Oct-25 Contracts and Human Termination Resources The average salary used for the Review Labor Code requirements on payment of unused annual paid leave weekly rest day payments and update upon termination does not include payroll procedures to include weekly the payment for weekly rest day. rest day pay in the calculation of 20 unused annual leave. Oct-25 Contracts and Human Employment Contracts Resources The Internal work rules Has not been Submit the internal work rules to MAST The internal work rules has been approved by MAST. for review and approval, prepare a plan submitted to MAST for approval. 64 to post the approved rules visibly in the workplace. Oct-25 Compensation Social Security and Other Workers' pay slip for the last 3 Starting January, ensure that all The factory pays the workers for Benefits months are not sent to OFATMA for required pay slips and supporting sick leave. payment of sick and maternity leave. documents are sent to OFATMA in 64 accordance with legal procedures. Train payroll and HR staff on OFATMA reporting requirements and update Oct-25 Compensation Social Security and Other Improper calculation of workers' internal procedures. Inform the payroll and finance Benefits contributions for OFATMA Maternity departments of the legal requirements and Health insurance. for calculating OFATMA contributions 64 and reinforce the need to complete payroll on time to meet submission deadlines. Update payroll procedures to ensure all required wage components are included in the Oct-25 Compensation Social Security and Other Improper calculation of employer's Inform the finance and payroll Benefits contributions to ONA. departments of the legal requirements 64 for ONA calculation and submission deadlines. Update payroll procedures to ensure all eligible wage components are included in ONA calculations. Oct-25 Compensation Social Security and Other Improper calculation of employer's Inform the finance and payroll Benefits contributions to OFATMA for departments of the legal requirements maternity and health insurance. for OFATMA calculation and submission 64 deadlines. Update payroll procedures to ensure all eligible wage components are included in OFATMA calculations. Oct-25 Compensation Social Security and Other Improper calculation of worker's Inform the finance and payroll Benefits contributions to ONA. departments of the legal requirements for ONA calculation and submission deadlines. Update payroll procedures to ensure all eligible wage components such as production earnings, and allocations are included in ONA calculations. 64 183 Oct-25 Compensation Social Security and Other The annual salary supplement or Review the legal provisions related to Benefits bonus calculations does not include weekly rest day payments and the the payment for weekly rest day, annual salary supplement. Update 20 payroll procedures to ensure the annual bonus includes all required wage components, including the Oct-25 Compensation Paid Leave The factory only paid 6 weeks of weekly rest Review legalday. requirements for maternity leave where workers are maternity leave, OFATMA obligations, entitled to 12 weeks of payment. and weekly rest day payment rules. 64 Update payroll procedures to ensure accurate calculation of maternity leave based on the correct average salary, Oct-25 Compensation Paid Leave Inaccurate calculation for the including weekly rest day payments. Review legal requirements and internal payment of sick leave. policies related to sick leave payment 64 and ensure all relevant wage components such as weekly rest day pay and attendance incentives are Oct-25 Compensation Paid Leave The average salary used to do the includedLabor in theCode calculation. Review requirements on calculation of annual leave did not weekly rest day payments and adjust include payment for weekly rest day, payroll procedures to ensure 20 compliance. Recalculate annual leave entitlements using the correct average salary that includes weekly rest day Oct-25 Freedom of Association Collective Bargaining and Collective Bargaining Several articles of the collective payments. Install a PPE board in the mechanic bargaining agreement are not workshop for proper storage and implemented. accessibility; purchase the required PPE (gloves, goggles, protective belts, masks) and provide appropriate masks to workers in the spot-cleaning section; reinforce the policy requiring authorization before assisting in other Assessment May 2024 May-24 May-24 work areas. Occupational Safety and OSH Management The employer does not properly Develop OSH performance indicators Health Systems investigates monitors and measures and have follow-up meetings with OSH issues management on the indicators The factory's disciplinary and Include the right to defend oneself termination procedures does not prior to termination and to include all the necessary steps.. representation during the disciplinary Contracts and Human Employment Contracts Resources process. May-24 Working Time Overtime The factory did not obtain Request prior authorization from MAST authorization from MAST before before working on overtime. working on overtime. 33 184 May-24 Working Time Overtime Several workers were found to have Inform all the department about the completed more than 80 hours limit of overtime allow per trimester. overtime per trimester. Monitor the quantity of overtime hours worked with Production. May-24 Working Time Overtime The factory did not obtain Request prior authorization from MAST authorization from MAST before before working Saturday and Sunday. working on Saturday and Sunday. May-24 Working Time Regular Hours The factory did not obtain Request prior authorization from MAST authorization from MAST before before working at night. working at night. May-24 May-24 Working Time Working Time Regular Hours Regular Hours The employer did not post the Post the factory's working hours for all factory's working hours for all shifts, shifts, including break time in all including break time in all buildings. buildings. The regular daily or weekly hours Discuss legal requirements with the exceed the legal limit. General Manager. make updates to the internal regulations and the employment May-24 Occupational Safety and Emergency Preparedness Health May-24 Occupational Safety and Emergency Preparedness Health Less than 10 percent of workers are contract Train at least 10 percent of the trained in fire-fighting as workforce recommended by Better Work. Develop a Monitoring system Source of ignition is not properly Train supervisors and workers about safeguarded. fire hazards and the need to report hazards. May-24 Occupational Safety and Emergency Preparedness Health May-24 Occupational Safety and Emergency Preparedness Health May-24 Occupational Safety and Emergency Preparedness The floors need to be marked. In Update the evacuation map and Paint addition, the evacuation plan needs yellow lines on the floor to show the to be updated. exit pathway. Fire extinguishers were obstructed Mark on the floor space that should not and another one was missing. be obstructed. The fire detection alarm system is not Have a fire detection and alarm system functioning and one alarm switch was suitable for the factory conditions. Health obstructed. Specify who is in charge of regularly checking its functioning and include this in the system of daily-weekly May-24 Occupational Safety and Health Services and First First aid boxes are missing several checks. Equip first aid box and define Health Aid items. Additionally, one first aid box responsibility for refilling. was obstructed. May-24 Occupational Safety and Health Services and First Health Aid insufficient number of medical staff. Increase the number of medical staff. 185 May-24 Occupational Safety and Welfare Facilities Health The toilets did not have soap during Provide soap dispenser and define who working hours. will check that soap is available all the time. May-24 Occupational Safety and Welfare Facilities Insufficient number of toilets. Increase the number of toilets based on the quantity of workers as required Health by law. May-24 Occupational Safety and Working Environment Health Workplace temperature exceed the install additional fans and specify who recommended limit of 30C. is in charge of regular maintenance of the fans. May-24 Occupational Safety and Worker Protection May-24 Occupational Safety and During the factory tour, assessors Provide chairs with back rest. found 17 chairs missing back rest. Health Worker Protection Health Improperly labelled circuit breakers Labelled all circuit breakers. Ensure found in three electrical boxes. that the factory electrician conduct more regularly checks. May-24 Occupational Safety and Worker Protection Health 10 percent of the single-needle and Install all machine guards and develop double needle machines were a preventive maintenance plan. missing their finger guards. May-24 Occupational Safety and Worker Protection Health May-24 May-24 The employer did not provide proper Provide worker proper PPE for heavy PPE for heavy lifting. lifting. Occupational Safety and Chemicals and Hazardous Assessors did not observe any eye Provide eye wash bottles and specify Management took corrective Health Substances wash in the compressor room, where who will conduct regular checks of the action during the assessment. chemicals has been used. functioning of the eyewash. Occupational Safety and Chemicals and Hazardous No MSDS' were available for several Keep chemical MSDS for all hazardous Health Substances chemical products used in the chemicals used in the workplace. workplace. May-24 May-24 Occupational Safety and Chemicals and Hazardous Unlabeled containers of chemical and Define who control the chemical Health Substances hazardous products found in several container on receipt from supplier and areas of the workspace. control the label. Occupational Safety and Chemicals and Hazardous The chemical inventory does not list Assign responsible persons for Health Substances all the products used in the updating inventories of hazardous workplace. substances in the various locations where they are stored or used. May-24 Occupational Safety and OSH Management The factory does not have an OSH 1. Change the composition of the Health Systems committee. committee 2. Conduct regular meeting 3. Keep minutes of meetings 186 May-24 Contracts and Human Termination Resources The annual salary supplement or Pay workers their annual salary bonus did not include payment for supplement or bonus upon termination weekly rest day, and include payment for weekly rest day in the calculation. May-24 Contracts and Human Termination Resources May-24 Contracts and Human Termination Resources The average salary used for the Pay workers their annual leave when payment of unused annual paid leave they resign or terminated and include upon termination does not include payment for weekly rest day in the the payment for weekly rest day. calculation. The average salary used to do the Pay workers their notice of termination calculation of the notice of when they resign or terminated and termination payment is not accurate. include payment for weekly rest day in the calculation. May-24 Contracts and Human The Internal work rules Has not been Request Approval of the internal work approved by MAST. rules from MAST. Social Security and Other Workers' pay slip for the last 3 Send workers pay slip for the last 3 Benefits months are not sent to OFATMA for months to OFATMA for sick leave and payment of sick and maternity leave. maternity leave payment. Employment Contracts Resources May-24 May-24 Compensation Compensation Social Security and Other The factory does not collect and Calculate workers' contribution to Benefits forward workers' contributions to OFATMA on Workers' basic salary. Then OFATMA for maternity and health collect and forward the contribution to insurance. OFATMA within the first 10 business days of the next month for the previous May-24 Compensation Social Security and Other Employer's contributions to ONA are month. Calculate employer's contribution to Benefits based on the minimum salary. ONA on Workers' basic salary. Then forward the contribution to ONA within the first 10 business days of the next month for the previous month. May-24 Compensation Social Security and Other The employer's contribution for Calculate employer's contribution to Benefits OFATMA for maternity and health OFATMA on Workers' basic salary. Then insurance is made late. forward the contribution to OFATMA within the first 10 business days of the next month for the previous month. May-24 Compensation Social Security and Other Workers' deductions for ONA are Calculate workers' contribution on Benefits based on the minimum salary. Workers' basic salary. Then forward the contribution to ONA within the first 10 business days of the next month for the previous month. May-24 Compensation Paid Leave Holidays are not paid on average Make adjustments in the Payroll daily salary to all workers. system. Pay holidays on average daily salary to all workers. 187 May-24 Compensation Paid Leave The weekly rest day is not paid to Pay the rest day when worker works workers who have accumulated 48 for 48 hours or 6 consecutive days. hours during the work week. May-24 Compensation Paid Leave The factory only paid 6 weeks of Pay the weekly rest day when worker maternity leave where workers are works for 48 hours or 6 consecutive entitled to 12 weeks of payment. days and include the payment in the calculation of the average salary for maternity leave. The factory must ensure that worker entitled to May-24 Compensation Paid Leave Payment of sick leave is not accurate. maternity leave receives 12 weeks of Pay the rest day when worker works for 48 hours or 6 consecutive days and include the payment in the calculation of the average salary for sick leave. May-24 Compensation Wage Information, Use The overtime hours were not Register hours of overtime for the and Deduction registered for several workers on fix supervisors, workers on fix salary and salary. the non-production workers such as administrative staff. Then, pay overtime hours worked as required by law. May-24 May-24 Compensation Freedom of Association and Collective Bargaining Overtime Wages Collective Bargaining Assessors noted that overtime Make adjustments in the payroll performed on weekly rest day were system and ensure that overtime work pay 50 percent above the normal hours performed beyond 6 PM for day overtime wage. shift are paid 100 percent above Several articles of the collective normal wage Implement all provisions of the bargaining agreement are not collective agreement. implemented. 188 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better The Willbes Haitian 2A S.A. 142 Port-au-Prince 1,286 Sep-10 Oct-24 Sep-25 Work assessments: Advisory and Training Services 26-Nov-25 Advisory meeting Conducted a bipartite committee review, factory tour to verify improvements, and a working session to update the factory improvement plan. 10-Nov-25 Advisory meeting Held discussions with the compliance officer on employment contracts and wages, chemical product identification, ergonomic mats for standing work, and 23-May-25 Advisory meeting Met with management to review progress, assess implemented improvements, evaluate supporting evidence, and provide final recommendations for long- 1-Sep-25 Advisory meeting termwith the improvement. Met compliance officer to develop an annual roadmap aligned with the factory’s key priorities and review steps taken to obtain a structural safety sewing machine equipment. certificate through a former park administrator. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES Sep-25 Occupational Safety and OSH Management Systems The OSH policy lacks top management Health approval and does not include measurable measurable objectives and improvement REMEDIATION EFFORTS MONTHS Assessment September 2025 objectives or improvement targets. Revise the OSH policy to include 38 targets aligned with legal requirements and industry standards. Have it approved and signed by top management. Sep-25 Occupational Safety and OSH Management Systems The factory does not have a formal hazard Develop a formal hazard/risk Health and risk management procedure. management procedure including hazard 38 identification, risk prioritization, hierarchy of controls, and a risk register. Sep-25 Occupational Safety and OSH Management Systems Management does not investigate, monitor Develop a plan to implement regular OSH Health or measure OSH issues. 38 inspections, surveys, and logging of violations, along with periodic management reviews of system effectiveness. Sep-25 Contracts and Human Employment Contracts The disciplinary and termination procedure Update disciplinary and termination is inadequate. Resources 29 procedures to include statutory notice periods, severance pay, and timelines for warnings and compensation. Sep-25 Contracts and Human Resources Employment Contracts Management does not conduct Develop and document a standard performance evaluations or investigate procedure for performance evaluations violations of HR policy . and investigation of HR policy violations. 29 189 Sep-25 Occupational Safety and Health Services and First Aid Insufficient number of nurses. Develop a staffing plan to recruit 153 additional nurses to meet the Labor Code Health requirements. Sep-25 Occupational Safety and Health Services and First Aid Health OFATMA has not yet conducted the Establish communication with OFATMA to required medical examinations for newly follow up on pending health card hired workers. issuance and ensure all workers are 3 registered. Ensure that medical checks are conducted within the first three Sep-25 Occupational Safety and Health Services and First Aid Health Required annual medical examinations months of hiring. Establish communication with OFATMA to have not been conducted by OFATMA for follow up on pending health card all workers. issuance and ensure all workers are 3 registered. Ensure that annual medical checks are conducted. Sep-25 Occupational Safety and Health Services and First Aid Health OFATMA has not yet distributed health Establish communication with OFATMA to cards to all workers. follow up on pending health card 3 issuance and ensure all workers are registered. Sep-25 Occupational Safety and Working Environment Health Insufficient light levels in several sections Meet with the maintenance department of the workplace. to identify defective lights and develop a 3 replacement schedule. Sep-25 Occupational Safety and Working Environment Workplace temperatures exceed the Better Develop a maintenance and improvement Work recommended maximum of 30 °C. Health 3 plan for cooling systems, extractors, and ventilation to ensure optimal workplace temperatures. Sep-25 Occupational Safety and Worker Protection Health More than 5% of sewing machines do not Ensure that all new sewing machines are have eye protection. equipped with proper eye protection 3 guards. Sep-25 Occupational Safety and Worker Protection PPE are not provided to all Workers. Procure necessary PPE and standing mats 3 locally and ensure sufficient stock for all Health relevant work areas. Sep-25 Sep-25 Occupational Safety and Chemicals and Hazardous MSDS is not available for all chemicals used Ensure all MSDS for chemicals used in the MSDS for BALSAMINE and other Health Substances in the Factory. Occupational Safety and Health OSH Management Systems Management did not provide a valid factory are accounted for, clearly chemicals in the chemical warehouse identified, and accessible to all relevant are posted where chemicals are personnel. stored. Establish a procedure to ensure that all The structural safety certificate has structural safety certificate confirming that required safety certificates are available, the buildings meet industrial safety up-to-date, and properly documented for requirements. inspections and assessments. been obtained and recorded. 3 3 190 Sep-25 Contracts and Human Employment Contracts Resources Workers' contract are not compliant with Develop a procedure for verifying that all The factory created and distributed the requirements of the labor laws. employee contracts are properly signed recto-verso copies of contracts to HR and contain accurate salary and supervisors for new employees. employment information. Corrections to existing contracts were made immediately after the assessment. Assessment October 2024 Oct-24 Occupational Safety and OSH Management Systems The OSH policy is not signed by top Ensure to have an adequate OSH policy Health management and does not establish Occupational Safety and targets The factory does not have an adequate Develop an adequate hazard/risk hazard/risk management and control management and control procedure. measurable objectives and improvement Oct-24 OSH Management Systems Health procedures. Oct-24 Occupational Safety and OSH Management Systems Health The employer does not investigate, Ensure to file evidence that management monitors and measures OSH issues investigates and monitors OSH issues through: regular test, survey and inspections; Logging and analysis of Oct-24 Contracts and Human Employment Contracts Resources Oct-24 Contracts and Human Employment Contracts Resources Oct-24 Occupational Safety and Health Services and First Aid The disciplinary and termination violations of procedures. Include the missing elements in the procedures are not adequate. disciplinary and termination procedures Management does not investigate Establish proper performance evaluation violations of HR policies and procedures. procedures. Expired products found in first aid boxes Oct-24 Occupational Safety and Health Services and First Aid Insufficient number of nurses. Occupational Safety and Worker Protection Health Oct-24 Occupational Safety and Worker Protection Occupational Safety and OSH Management Systems Contracts and Human Resources Ensure to provide standing mats to all standing workers. standing workers. 25 percent of sewing machines are missing Ensure that sewing machines have all their necessary guards. Management didn't provide any structural Provide the structural safety certificate. safety certificate. Health Oct-24 Standing mats were not available for eye guards. Health Oct-24 Ensure that the medical staff can service the worker's needs. Health Oct-24 Ensure that the first aid boxes are well maintained and properly equipped. Health Employment Contracts The internal work rules does not cover date Ensure to add the date and time for the and time for wage payment. wage payment in the internal work rules. 3 191 Oct-24 Compensation Paid Leave Annual leave payment is calculated on Ensure that the annual leave is calculated worker's average salary, it is not calculated on the average daily salary. on the average daily earnings. 192 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: The WILLBES Haitian III S.A Location: Port-au-Prince Number of workers: 613 Date of registration: Sep-10 Date of last two Better Aug-22 Sep-23 Work assessments: Notes: The factory experienced several temporary shutdowns due to raw material shortages and the broader security situation, which restricted the movement of goods and materials. These disruptions ultimately led to the facility closing in July 2024. In the months before the closure, Better Work Haiti provided advisory support to factory management and worker representatives, including guidance on relevant retrenchment procedures and workers’ entitlements under national labor law. The closure process was communicated to the Ministry of Social Affairs and Labour (MAST), the Special Labour Mediation Office (BMST), and Better Work Haiti, which monitored the process and reviewed the calculation of final payments. These payments included the notice period, unpaid wages, unused annual leave, and earned bonuses. About 644 workers and administrative staff received their severance payments and other legal entitlements. The company was able to absorb a small number of workers in another facility. Trade union members and pregnant workers were offered the possibility of transfer to this facility. Among the 24 union members at the factory, 15 chose to accept reassignment, while nine voluntarily opted to receive their severance payments. Based on the review by Better Work Haiti and the relevant national labor authorities, no violations related to the retrenchment process were foun Advisory and Training Services 23-Apr-24 12-Apr-24 Advisory services Advisory services Meeting with PICC members. The discussion was on verbal abuse by supervisors and Lack of communication. Meeting with Managers on the priorities for the year. Factory faces several days of suspension due to the country situation. Managers fear about workers' security and shortage of raw materials. 01-Mar-24 23-Feb-24 08-Dec-23 06-Dec-23 Industry Seminar Industry Seminar Industry Seminar Advisory services Virtual Preventing and Addressing Sexual Harassment for Middle Management Virtual Preventing and Addressing Sexual Harassment for Workers Virtual Awareness on Convention 190 & Recommendation 206 Meeting with management to review the highlights of the year. EA review the Improvement and ask compliance officer to follow up regarding the PR1. Factory will share proof of the remediations. Management asked regarding the annual leave payment and EA share the recommendation based on 16-Nov-23 09-Nov-23 Industry Seminar Advisory services article 148. Virtual Grievance Policy on Violence and Harassment Meeting with to train compliance on the PR1 and follow up on improvements. Meeting with the OSH committee on the responsibilities of the OSH 13-Oct-23 28-Jul-23 24-Jul-23 21-Jul-23 21-Jul-23 Industry Seminar Industry Seminar Advisory services Industry Seminar Industry Seminar committee. EA review 5 whys technique with members with practical example on their OSH monitoring tasks. Virtual Leadership Skills Virtual Preventing and Addressing Sexual Harassment for Middle Management Review of the Improvement plan with management. Virtual factory with OSH and PICC representatives members to observe the remediation. Virtual Preventing and Addressing Sexual Harassment for Workers Virtual Preventing and Addressing Sexual Harassment for Supervisory ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS The OSH policy is not signed by top Ensure that OSH policy id sign by The Osh policy is already 22 management and does not establish the top management. signed by top management. Assessment September 2023 Sep-23 Occupational Safety and OSH Management Systems Health measurable objectives and improvement targets. Sep-23 Occupational Safety and Health OSH Management Systems The factory does not have an adequate Include the missing criteria in the hazard/risk management and control hazard/risk management and procedures. control procedure. 22 193 Sep-23 Occupational Safety and OSH Management Systems Health Management did not show evidence of Keep the evidences of the test, that the employer investigates survey and inspections Logging monitors and measures OSH issues. and analysis of violations of OSH 22 procedures readily accessible for one's review. Sep-23 Occupational Safety and OSH Management Systems Health Management has not assigned Assign an OHS officer to be in accountability at the level of OSH charge of the committee and hold committee for carrying out Health and meeting on a monthly basis. 22 Safety responsibilities. Sep-23 Contracts and Human Employment Contracts Resources The disciplinary and termination Include the missing criteria in the procedures are not adequate. disciplinary and termination 22 procedures. Sep-23 Contracts and Human Employment Contracts Resources Sep-23 Occupational Safety and Health Services and First Health Aid No evidence of performance evaluation Investigate violations of HR policies procedures nor any investigations for and procedures to identify violations of Human Resources policies weaknesses and make necessary and procedures. adjustments. Insufficient number of nurses. Hire sufficient staff medical to 22 142 efficiently serve all the workers in the workplace. Sep-23 Occupational Safety and Welfare Facilities Insufficient toilets for women. Ensure to have the adequate 151 number of toilet as prescribed by Health the labor code. Sep-23 Occupational Safety and Working Environment Health Sep-23 Occupational Safety and Working Environment Health Sep-23 Sep-23 Sep-23 The level of lighting was insufficient in Ensure that lux level is adequate in several sections. all section of the workplace. The temperature level exceeded 30C in Keep the temperature level under several sections. 30 C in all sector of the workplace. Occupational Safety and Chemicals and Hazardous Several hazardous chemicals were Ensure that MSDS are available for Health Substances found without chemical safety data all chemical used and stored in the sheets. workplace. Occupational Safety and Chemicals and Hazardous Assessors found Chemicals product Ensure that chemical and Health Substances that are not properly labelled in the hazardous substances are properly workplace. labelled in the workplace. Occupational Safety and Chemicals and Hazardous The inventory of chemicals is not Keep the inventory of chemical Health Substances accurate and missing items. accurate. Include the names and 83 58 84 73 63 locations of all chemical products that are used in the factory. Sep-23 Occupational Safety and Health OSH Management Systems Management did not provide a Provide the building's structural structural safety certificate. safety certificate. 11 194 Sep-23 Contracts and Human Termination Resources Sep-23 Contracts and Human Employment Contracts Resources The annual leave payment upon Calculate the annual leave upon termination is not calculated on the termination based on the average average daily earning. daily earnings. The internal work rules does not cover Ensure that the internal work rules the break times, different categories of cover all the categories of workers workers and their wages, date and time in the workplace. 36 36 for wage payment. Sep-23 Compensation Paid Leave The annual leave payment is not Calculate the annual leave based calculated on the average daily on the average daily earnings. earnings. Assessment August 2022 Aug-22 Occupational Safety and OSH Management Systems Health Aug-22 Occupational Safety and OSH Management Systems Health Aug-22 Occupational Safety and OSH Management Systems Health Aug-22 Occupational Safety and OSH Management Systems Health OSH policy is not signed by top Include missing criteria in the OSH management and did not have all the policy. necessary elements. objectives and improvement The factory does not have an adequate targets. Include missing criteria in the hazard/risk management and control hazard/risk management and procedures. control procedures. Management did not show evidence of Submit and record actions and that the employer investigates procedures to investigate, monitor monitors and measures OSH issues. and measure OSH issues. Management has not assigned Update the OSH procedures to accountability at the level of OSH assign clear responsibility to the committee for carrying out Health and OSH committee members. Establish measurable Safety responsibilities. Aug-22 Contracts and Human Employment Contracts Resources The disciplinary and termination Include the missing criteria in the procedures are not adequate. disciplinary and termination procedures. Aug-22 Contracts and Human Employment Contracts Resources Aug-22 Contracts and Human Employment Contracts Resources No evidence of performance evaluation Submit and record actions and procedures nor any investigations for procedures to investigate, monitor violations of Human Resources policies and measure violations of HR and procedures. policies. The employer does not clearly assign Assign accountability at all levels accountability at all levels of for Human Resources management for Human Resources management. management responsibilities. Aug-22 Contracts and Human Resources Employment Contracts The factory does not have an adequate Include the missing criteria for an an Human Resources policy. adequate HR policy. 36 195 Aug-22 Aug-22 Working Time Working Time Regular Hours Regular Hours Attendance records for temporary Have a reliable attendance system Facility will keep attendance workers were not available during the for temporary workers to record records for temporary assessment visit . accurate working time. workers. Additional breaks are not provided to Ensure that the pregnant workers Facility will inform all pregnant women. can take their additional breaks. supervisors about the additional breaks for pregnant women. This break will be Aug-22 Aug-22 Occupational Safety and Health Services and First Health Aid Occupational Safety and Welfare Facilities Health Insufficient number of nurses. Have a number of nurse compatible with the workforce. Factory has not conducted a water test Conduct the water test on a on a monthly basis by a certified monthly basis. laboratory. Aug-22 Occupational Safety and Welfare Facilities Health Aug-22 Occupational Safety and Working Environment Health Aug-22 Occupational Safety and Working Environment Health Insufficient number of toilets for Have a sufficient number of toilets women. for women. The level of lighting was insufficient in Ensure that light level are several sections. appropriate in all sections The temperature level exceeded 30C in Ensure the workplace temperature several sections. does not exceed the recommended 30 C. Aug-22 Occupational Safety and Worker Protection Health The factory did not check all workers Ensure to check all workers and The measure is no longer a and visitors body temperature upon visitors body temperature upon requirement. entry in a systematic way. entry in a systematic way. Ensure to keep a registry for all persons who present a temperature of 38C Aug-22 Occupational Safety and Worker Protection Health The social distance is not respected on and above. Ensure that the 1.5 meter of The measure is no longer a the floor in the preparation section, as distance is respected in the requirement. well as during entry and leaving. preparation section as well during entry and leaving. Aug-22 Occupational Safety and Worker Protection Health Aug-22 Occupational Safety and Worker Protection Health Aug-22 Occupational Safety and Health Worker Protection Improper maintenance of electrical Ensure that proper maintenance Issue was corrected system. are conducted for electrical immediately. Facility will installation on a regular basis. properly maintain all electrical Electrical wires should not be installation. Standing workers in the sewing floor exposed. Provide foot rest or shock Shock absorbing mats were and packing area were not provided absorbing mats to all standing purchased. with foot rests or shock absorbing workers. mats. The employer has not been provided Provide support belt for workers the support belt for workers doing doing heavy lifting work. heavy lifting work. 196 Aug-22 Occupational Safety and Chemicals and Hazardous Eye wash station is not installed in all Install an eye wash facility in the Facility has eye wash station Health Substances areas where chemical and hazardous mechanic shop, spot cleaning area installed in the spot cleaning products are used and stored. and chemical warehouse where room and the chemical chemicals are used and stored. warehouse. It is not necessary to install an eye wash station at the mechanic shop. Aug-22 Occupational Safety and Chemicals and Hazardous Several hazardous chemicals were Ensure that all chemical have their Compliance team ensured that Health Substances found without chemical safety data safety data sheets available where missing data safety sheets sheets. they are used and stored. where added where the chemicals are used and stored. Aug-22 Occupational Safety and Chemicals and Hazardous Containers of chemical and hazardous Ensure that all chemicals and The issue was fixed during the Health Substances products were not properly labelled. hazardous products are properly evaluation visit. labelled. Aug-22 Aug-22 Occupational Safety and Chemicals and Hazardous The inventory of chemical and Ensure that all chemicals used the Factory registered new Health Substances hazardous products was not available. workplace are included in the products as soon as they are inventory of chemicals. stored. Contracts and Human Termination Resources Aug-22 Contracts and Human Termination Resources The annual salary supplement upon Include the lunch break payment in The June 13 decree suspends termination does not include the lunch the calculation of the annual salary all provisions of the 3*8 law. break payment. supplement or bonus upon The lunch break payment is no termination. longer required. The annual leave payment upon Include the lunch break payment in The June 13 decree suspends termination does not include the lunch the calculation of annual leave all provisions of the 3*8 law. break payment. upon termination. The lunch break payment is no longer required. Aug-22 Contracts and Human Termination Resources The payment for the applicable notice Include the lunch break in the The June 13 decree suspends period does not include the lunch break calculation of the notice period all provisions of the 3*8 law. payment. The lunch break payment is no payment. longer required. Aug-22 Contracts and Human Employment Contracts Resources The internal work rules does not Specify terms and conditions for include all the necessary elements. the different categories of workers in the internal work rules. Aug-22 Contracts and Human Employment Contracts Resources Aug-22 Compensation The employment contracts do not Specify the hours of work and the specify the hours of work and the nature of the work to be nature of the work to be performed as performed in the employment required by law. contracts. Social Security and Other The annual salary supplement or bonus Include the lunch break payment in The June 13 decree suspends Benefits does not include the lunch break the calculation of the annual salary all provisions of the 3*8 law. payment. supplement or bonus. The lunch break payment is no longer required. 197 Aug-22 Aug-22 Compensation Compensation Social Security and Other The employer did not forward workers' Forward last 3 months pay slips to Benefits last 3 months pay slips to OFATMA for OFATMA for workers for sick or workers for sick or maternity leave maternity leave payments. payments. Social Security and Other The employer contribution to OFATMA Pay the lunch break. Benefits for work related accident does not all provisions of the 3*8 law. include the lunch break payment. The lunch break payment is no The June 13 decree suspends longer required. Aug-22 Compensation Social Security and Other The workers contributions to ONA does Benefits not include the lunch break payment. Pay the lunch break. The June 13 decree suspends all provisions of the 3*8 law. The lunch break payment is no Aug-22 Aug-22 Compensation Compensation The employer contribution to OFATMA Benefits for maternity and health insurance all provisions of the 3*8 law. does not include the lunch break The lunch break payment is no payment. longer required. Paid Leave The factory did not pay annual leave, Pay the lunch break. longer required. The June 13 decree suspends Social Security and Other Pay the lunch break. Sick leave and the daily break correctly. The June 13 decree suspends all provisions of the 3*8 law. The lunch break payment is no longer required. Aug-22 Compensation Paid Leave Lunch breaks is not compensated in the Pay the lunch break. The June 13 decree suspends payroll. all provisions of the 3*8 law. The lunch break payment is no longer required. Aug-22 Compensation Paid Leave The maternity leave payment does not Pay the lunch break. include the lunch break payment. The June 13 decree suspends all provisions of the 3*8 law. The lunch break payment is no longer required. Aug-22 Compensation Paid Leave Sick leave payments do not include the Ensure that lunch break is included The June 13 decree suspends lunch break payment. in the calculation of the sick leave all provisions of the 3*8 law. payment. The lunch break payment is no longer required. Aug-22 Compensation Paid Leave The annual leave payment does not Include the lunch break in the The June 13 decree suspends include the lunch break payment. annual leave payment. all provisions of the 3*8 law. The lunch break payment is no longer required. Aug-22 Compensation Wage Information, Use The factory does not have an accurate Ensure that payroll form for the and Deduction payroll for temporary workers. temporary workers includes all necessary information such as hours worked and overtime. 198 Aug-22 Aug-22 Compensation Child Labor Minimum Wages/Piece No time record was available for Ensure to have a time record Rate Wages temporary workers. system for temporary workers. Documentation and Three employment records were All workers' file should include an Protection of Young missing their identification cards or identification card to prove that are Workers birth certificate. above age minimum. 199 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: The Willbes Haitian S.A (HT - Print Shop) Supplier ID 2704 Location: Port-au-Prince Number of workers: 31 Date of registration: Feb-18 Date of last two Better Jul-23 Nov-24 Work assessments: Note: This factory has had limited operations throughout the year. Advisory and Training Services Conducted a factory visit to assess workplace safety, health, and operational practices, and to review corrective actions and progress on the Plan. HeldImprovement discussions on employment contracts, holiday pay for permanent employees, implementation of the timekeeping system, calculation 28-Nov-25 Advisory Meeting 10-Nov-25 Advisory Meeting 27-May-25 Advisory Meeting Met with the compliance team to review and update the improvement plan, presented the self-monitoring checklist, discussed the status of the bipartite committee, and exchanged on the national grievance mechanism and the HOPE Law. 28-Mar-25 Industry Seminar Virtual Workers' Rights & Responsibilities 28-Mar-25 Advisory Meeting Conducted a virtual OSH tour focused on chemical management, met with management to discuss the last assessment report, reviewed the first progress report, and followed up on the training plan. Virtual Workers' Rights & Responsibilities. of annual paid leave based on average salary, authorization for overtime from MAST, and social security contributions. 21-Mar-25 Industry Seminar 10-Jan-25 Bipartite Committee Meeting Evaluated last year’s progress and proposed a new meeting structure. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Sep-25 Occupational Safety and Health OSH Management Systems The factory has neither an OSH committee nor an OSH manager. Sep-25 Contracts and Human Resources Employment Contracts There is no evidence that the factory investigates shortcomings in Human Resource performance. Sep-25 Contracts and Human Resources Employment Contracts The employer has not clearly assigned HR accountability across management levels. Review all HR functions to define responsibilities at each management level. 13 Sep-25 Working Time Overtime The employer did not obtain an authorization from the Ministry of Labor before working overtime. Develop a formal procedure to request and document MAST authorization before scheduling overtime. 13 IMPROVEMENT PRIORITIES REMEDIATION EFFORTS Continue to maintain a functioning bipartite committee with an OSH mandate. Ensure all roles, responsibilities, and procedures are clearly documented. Develop a HR performance Consultant confirmed that the bipartite committee exists and is performing OSH functions. MONTHS Assessment November 2024 3 28 evaluation framework. Implement changes in practice or procedure as needed. 200 Sep-25 Working Time Overtime There are some discrepancies in the time records. Develop procedures to ensure accurate and transparent tracking of working hours, even during system downtime. 3 Sep-25 Working Time Regular Hours There are some discrepancies in the time records. Develop procedures to ensure accurate and transparent tracking of working hours, even during system downtime. 59 Sep-25 Occupational Safety and Health Emergency Preparedness The factory did not provide any evidence of a fire drills conducted. Establish a schedule for fire and emergency drills every six months. Sep-25 Occupational Safety and Health Health Services and First Aid The employer does not have any healthcare personnel. Assess the factory’s occupational health requirements in line with labor laws and Better Work standards. 13 Sep-25 Occupational Safety and Health Health Services and First Aid Annual medical examinations for workers have not yet been conducted by OFATMA. Develop a follow-up plan with OFATMA to schedule and conduct medical examinations for all employees annually. 13 Sep-25 Occupational Safety and Health Health Services and First Aid Medical exams are conducted for Develop a follow-up plan with workers within the first three months OFATMA to schedule and conduct of hiring. medical examinations for newly hired employees. 13 Sep-25 Occupational Safety and Health Health Services and First Aid Medical exams are conducted twice a year for workers who are exposed to chemical products. 13 Sep-25 Occupational Safety and Health Welfare Facilities There is no evidence of monthly water test. Develop a follow-up plan with OFATMA to schedule and conduct medical examinations twice a year for all employees who are exposed to chemical and hazardous products. Ensure responsibilities for conducting and documenting tests are clearly assigned. Sep-25 Occupational Safety and Health Working Environment The Lux level in the workplace is unacceptable. Develop a maintenance plan for regular inspection and timely replacement of defective lights. 3 Sep-25 Occupational Safety and Health Working Environment Noise levels are unacceptable in the workplace. Develop a plan for engineering, administrative, and personal protective controls. 3 The factory has conducted fire drills in April and October 2025, meeting the semiannual recommendation. 13 3 201 Sep-25 Occupational Safety and Health Working Environment Workplace temperature exceeds the Better Work recommended maximum of 30 °C. Develop a plan to improve ventilation, cooling, or other temperature control measures in the affected areas. Establish a clear procedure for 3 Sep-25 Occupational Safety and Health Worker Protection Improper maintenance of electrical panels. Sep-25 Occupational Safety and Health Chemicals and Hazardous Substances MSDS are not available for all chemical and hazardous products used in the workplace. Establish procedures for proper storage, MSDS availability, and risk assessment prior to use. 13 Sep-25 Occupational Safety and Health Chemicals and Hazardous Substances Several containers of chemical and hazardous products were not properly identified. Develop a formal chemical management procedure with clear container labeling requirements. 59 Sep-25 Occupational Safety and Health OSH Management Systems OSH committee not in place. Clarify the roles and responsibilities of the bipartite committee, including its function as the OSH committee. Sep-25 Occupational Safety and Health OSH Management Systems The building structure did not meet the safety requirements for an industrial structure. Discuss findings with the Compliance Officer to clarify the scope of the SONAPI report. Sep-25 Contracts and Human Resources Termination Annual leave payment is not calculated based on average daily salary. Ensure clarity in payroll verification procedures to avoid misinterpretation of data in future assessments. Consultant verified the payroll records and confirmed compliance with legal requirements. 3 Sep-25 Compensation Paid Leave Some workers that the factory considers as jobbers are not paid for holidays. Review labor law obligations regarding payment for public holidays and temporary employees with inspectors from MAST. The corrective actions have been implemented, and temporary employees have now received payment for non-working public holidays. 13 Sep-25 Compensation Paid Leave Annual leave payment was not calculated based on average daily wages. Meet with the General Director to review the correct method for calculating annual leave based on the average daily wage. Calculation of annual leave compensation is currently being carried out using the new method based on average daily wages. 13 3 controlled access to electrical panels. Communicate rules for keeping panels closed and locked when not in use Consultant confirmed that the bipartite committee exists and is performing OSH functions 3 28 202 Sep-25 Compensation Wage Information, Use and Deduction Timekeeping records are unreliable due to frequent system failures. Develop a plan to repair or replace necessary hardware and ensure system functionality. The factory sent a computer for repair to reinstall and restore the electronic punch system. 28 Sep-25 Compensation Overtime Wages Workers classified as jobbers are not compensated for legally mandated holidays. Review labor law obligations regarding payment for public holidays and temporary employees with inspectors from MAST. The corrective actions have been implemented, and temporary employees have now received payment for non-worked public holidays. 3 Assessment November 2024 Nov-24 Contracts and Human Resources Employment Contracts The factory does not investigates shortcomings in Human Resource performance. Develop indicators and investigates shortcomings in Human Resource performance. Nov-24 Contracts and Human Resources Employment Contracts The employer did not clearly assign accountability at all levels of management for HR responsibilities. Nov-24 Working Time Overtime The factory had no prior authorization from MAST before working on Sunday and overtime. Nov-24 Working Time Regular Hours Some discrepancies were found in the time records, because the factory does the attendance manually when the electronic system fails. Assign accountability at all levels of management for HR responsibilities through : Job description for HR staff and Management, Organizational chart. Request an authorization from MAST, to work overtime and on Sundays. Wait for authorization to be granted before working overtime. Instruct workers to acknowledge the manual validation of the attendance system. Nov-24 Occupational Safety and Health Emergency Preparedness The last fire drill was conducted in June 2023 and the one before that, in December 2022. Conduct an emergency drill every 6 months. Nov-24 Occupational Safety and Health Emergency Preparedness The factory has an alarm system installed. However, it was not working when the assessors asked management to try it, because the electricity breaker was off. Improve the preventive maintenance plan. Install an alarm system that is working properly in the workplace. Nov-24 Occupational Safety and Health Health Services and First Aid The factory did not provide any prove of free medical check on a annual basis. Pay the CDS and request OFATMA to conduct medical check on a annual basis. 203 Nov-24 Occupational Safety and Health Health Services and First Aid The factory did not provide any prove of free medical check for workers exposed to work related hazards. Conduct medical check every 6 months for workers exposed to work related hazards. Nov-24 Occupational Safety and Health Health Services and First Aid The factory did not provide any prove of free medical check within the first 3 months of hiring. Pay the CDS and request OFATMA to conduct medical check for workers within the first 3 months of hiring. Nov-24 Occupational Safety and Health Worker Protection The industrial platform ladder missing one side rail of at least 0.90m as recommended by the labor Code. Replace or repair the industrial platform ladder. Nov-24 Occupational Safety and Health Worker Protection The battery terminals in the generator are not properly protected. Install insulation cover on the battery terminals. Nov-24 Occupational Safety and Health Chemicals and Hazardous Substances During the factory tour, three hazardous chemicals were found without chemical safety data sheets. Include this aspect in the daily or weekly checklist and assign someone to post safety data sheet where chemicals are used and stored in the workplace. Nov-24 Occupational Safety and Health Chemicals and Hazardous Substances During factory tour, assessors found 1 unlabeled container of chemical and hazardous products. Develop an inventory list and create labels for all chemical products used and stored in the workplace. Nov-24 Occupational Safety and Health OSH Management Systems During the assessment visit, management failed to provide the emergency preparedness procedure. Develop an emergency preparedness procedure. Nov-24 Occupational Safety and Health OSH Management Systems Management did not provide any structural safety certificate, certifying the structure of the buildings meets the safety requirements for an industrial structure. Contract a firm to assess the building structural safety. Nov-24 Compensation Social Security and Other Benefits The employer collects and forward the workers' contribution to OFATMA. At the time of assessment visit no proof of payment for the month of September was share with assessors. Forward workers' contribution to OFATMA within the first 10 business days of the next month for the previous month. 204 Nov-24 Compensation Social Security and Other Benefits The employer pays the employers' contribution to OFATMA. However, no proof of payment for the month of September was share with assessors. The factory did not provide the salary statement and the proof of payment for OFATMA Work Related Accidents for the 2023-2024 fiscal year. Forward employers' contribution to OFATMA within the first 10 business days of the next month for the previous month. Nov-24 Compensation Social Security and Other Benefits Nov-24 Compensation Paid Leave Factory did not share any proof of payment for sick leave during the assessment visit. Keep proof of payment for sick leave. Nov-24 Compensation Paid Leave Although the annual leave payment is calculated on worker's average salary, it is not calculated on the average daily earnings. Calculate the annual leave on the average daily earnings. Nov-24 Compensation Wage Information, Use and Deduction During the assessment, assessors found some discrepancies in the payrolls reviewed over the past three months. Develop a manual attendance where workers can acknowledge the working hours. Pay OFATMA work related accident on time. 205 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Top Choice Apparel Corp 3275 Ouanaminthe 1,927 Jan-20 May-24 Nov-25 Work assessments: Advisory and Training Services Verified paid leave and social security contributions; engaged in discussions with the bipartite committees, and conducted visits to both plants. 29-May-25 Advisory meeting 28-Mar-25 Industry Seminar Virtual Workers' Rights & Responsibilities 27-Mar-25 Bipartite Committee Meeting Reviewed workforce data, addressed payments and medical issues, evaluated safety and PPE compliance during factory tours. Discussed 27-Mar-25 Advisory meeting administrative procedures including paid leave, night-shift pay, and lawful dismissal of pregnant or breastfeeding employees. Reviewed procedures for lawful dismissal of pregnant or breastfeeding employees. 29-Jan-25 Bipartite Committee Meeting Conducted a bipartite meeting to review compliance with ONA/OFATMA contributions, wage calculations (night and rest day work), 29-Jan-25 Advisory meeting Discuss compliance with Haitian labor laws regarding social security payments, wages, contracts, and workplace regulations. ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT employment contracts, internal regulations, and MAST minimum wage standards. DETAILS OF NON COMPLIANCE IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment May 2025 Nov-25 Occupational Safety and OSH Management Systems Health Nov-25 Contracts and Human Employment Contracts Resources Nov-25 Contracts and Human Employment Contracts Resources Nov-25 Contracts and Human Employment Contracts Resources Nov-25 Contracts and Human Employment Contracts Resources The employer does not adequately Review and measure the investigates, monitor and measures effectiveness of the management OSH issues. system. The factory does not have an Develop a policy with clear guidelines appropriate grievance handling and on how to learn from a conflict and dispute resolution procedures. define the different steps to follow. The factory does not a have Include in the procedure a clear disciplinary and termination specification of unacceptable procedure. behaviors or performance. The employer does not properly Define mechanisms to evaluate HR investigate violations of HR policies policy in order to identify weaknesses and procedures. and make the necessary corrections The employer does not adequately Communicate and implement HR communicate and implement HR policies through : Induction training policies. for workers and staff. Conduct staff 59 59 59 59 59 training on how to carry out policies and procedures. Nov-25 Contracts and Human Resources Employment Contracts The HR policy that defines Translate the document in local accountability and responsibility for HR language. issues to HR staff is in Spanish. 59 206 Nov-25 Contracts and Human Employment Contracts Resources The factory does not have an HR policy Develop an HR policy including all that is signed by top management and necessary information . 59 includes all the necessary elements. Nov-25 Working Time Leave Pregnant workers do not go on leave 6 Grant 12 weeks of maternity leave to weeks before giving birth. all pregnant women, and this leave 1 must begin 6 weeks before the expected date of delivery. Nov-25 Nov-25 Working Time Working Time Overtime Overtime The factory did not provide 15 days of Provide 15 days of annual leave to all annual leave to all workers. workers including mechanics. Several workers accumulated more Ensure that overtime worked per than 80 hours overtime during a trimester is less than 80 hours. 20 20 trimester. Nov-25 Working Time Overtime The factory did not obtain prior Request prior authorization from authorization from MAST before MAST before working on Sunday. 20 working on Sunday. Nov-25 Nov-25 Working Time Working Time Overtime Regular Hours The Factory did not obtain prior Always obtain authorization to work authorization from MAST to perform overtime in order to comply with the overtime. Haitian labor code. The factory did not receive Request authorization from MAST to authorization form the Ministry of work at night 20 20 Labor to work at night Nov-25 Working Time Regular Hours The regular daily or weekly hours Adjust the factory's working hours to exceed the legal limit. comply with the legal limit required 20 by law. Nov-25 Occupational Safety and Emergency Preparedness Health Less than 10 percent of workers were Ensure that at least 10% of the trained in fire-fighting equipment. factory staff are trained in 59 firefighting Nov-25 Occupational Safety and Emergency Preparedness Health Nov-25 Occupational Safety and Emergency Preparedness Health Fire drills are not conducted on twice a Conduct at least 2 emergency drill year as recommended by Better Work. per calendar year. One exit door was obstructed by Take all necessary measures to cardboard boxes on the floor. ensure that exit door remain clear at 59 20 all times. Nov-25 Occupational Safety and Health Emergency Preparedness Obstructed aisles in the sewing areas. Provide additional space for storing goods and ensure that aisles are not obstructed. 33 207 Nov-25 Occupational Safety and Emergency Preparedness Health Several fire extinguishers were not .Provide adequate firefighting properly maintained. equipment and ensure regular 59 maintenance. Nov-25 Occupational Safety and Health Services and First Less than 10 percent of the workforce Ensure that at least 10% of workers Health Aid is trained in first aid, as recommended have first aid training 59 by Better Work. Nov-25 Nov-25 Nov-25 Nov-25 Occupational Safety and Health Services and First No evidence of annual medical checks Take all necessary measures to Health Aid for workers were present in worker's ensure that workers can benefit from files. medical checks. Occupational Safety and Health Services and First No evidence of medical checks for Take all necessary measures to Health Aid workers exposed to work-related ensure that workers can benefit from hazards were present in worker's files. medical checks. Occupational Safety and Health Services and First No evidence of medical checks for Take all necessary measures to Health Aid newly hired workers were present in ensure that workers can benefit from worker's files. medical checks. Welfare Facilities Insufficient number of toilets Increase the number of toilets. Worker Protection Electrical wires are not properly Take all necessary steps to ensure maintained. that all electrical wires are properly Occupational Safety and 59 59 59 Health Nov-25 Occupational Safety and Health 1 insulated . Nov-25 Occupational Safety and Worker Protection Health The employer does not provide all the Ensure that PPE is available and in necessary PPE to all workers. sufficient quantity for all workers 49 who need it. Nov-25 Nov-25 Occupational Safety and Chemicals and Hazardous The factory did not provide training to Conduct training, document Health Substances all workers using chemical and attendance, and establish a system to hazardous products. maintain updated training records. Occupational Safety and Chemicals and Hazardous MSDS's are missing for several . Keep chemical MSDS for all Health Substances chemical and hazardous products. hazardous chemicals used in the 20 59 workplace. Nov-25 Occupational Safety and Chemicals and Hazardous The chemical storage areas on both Define who control the chemical Health Substances floors do not meet all safety container on receipt from supplier requirements. and control the label. 59 208 Nov-25 Nov-25 Nov-25 Occupational Safety and Chemicals and Hazardous Unlabeled containers of chemical and Define who control the chemical Health Substances hazardous substances found in the container on receipt from supplier workspace. and control the label. Occupational Safety and Chemicals and Hazardous The inventory of chemical products is Include all chemicals used in the Health Substances not accurate. workplace in the actual inventory. Occupational Safety and OSH Management Systems The factory has not reported any Record work related accidents and accidents to OFATMA in the last 12 send them to OFATMA monthly. Health 59 1 59 months. Nov-25 Contracts and Human Termination Resources The calculation for the annual salary Calculate the supplementary salary supplement or bonus upon or bonus by adding up all earnings termination did not include payment received. 59 for weekly rest day. Nov-25 Contracts and Human Termination Resources Nov-25 Contracts and Human Termination Resources The average salary calculation for the Include the payment for weekly rest annual leave when worker resign or day in the calculation of unused paid are terminated is not accurate. annual leave when worker resign or The calculation for the annual salary terminated. Calculate the average salary for the supplement or bonus is inaccurate payment of day of notice by adding 59 59 up all earnings received. Nov-25 Contracts and Human Employment Contracts Resources Nov-25 Contracts and Human Employment Contracts Resources Some employees' contracts did not Drafting employment contracts that specify working hours. comply with all legal requirements Several workers' files were missing the Give each worker an employment contract. contract and provide one to each of 59 1 them. Nov-25 Compensation Social Security and Other The factory did not send workers pay Register with OFATMA for maternity Benefits slip for the last 3 months to OFATMA and health insurance. Then, send for sick leave and maternity leave workers pay slip for the last 3 months payment. to OFATMA for sick leave and 59 maternity leave payment. Nov-25 Compensation Social Security and Other Workers' contribution to OFATMA for Pay the OFATMA contribution within Benefits maternity and health insurance is 10 working days according to the law inaccurate. and add the 7th day payment as well as any other income except those earned for overtime. 59 209 Nov-25 Compensation Social Security and Other Workers' deductions for ONA are Pay the ONA contribution within 10 Benefits based on the minimum salary. working days according to the law 59 and add the 7th day payment as well as any other income except those earned for overtime. Nov-25 Nov-25 Compensation Compensation Social Security and Other Employer's contribution for OFATMA Pay the OFATMA contribution within Benefits contribution maternity and health 10 working days according to the law insurance is inaccurate. and add the 7th day payment. Social Security and Other Employer contributions to ONA are Calculate ONA deduction on the basic Benefits based on the minimum salary. salary including money for 59 59 production and allocation. Then, forward contribution on time. Nov-25 Compensation Revised OFATMA payment for work Social Security and Other OFATMA work related accident Benefits payment for the fiscal year 2024-2025 is accidents. 59 not accurate. Nov-25 Nov-25 Compensation Compensation Paid Leave Paid Leave The factory does pay workers for the Pay the rest day when worker works weekly rest day. for 48 hours or 6 consecutive days. The factory only paid 6 weeks of Pay OFATMA contributions correctly maternity leave where workers are and regularly to enable pregnant entitled to 12 weeks of payment. women to receive their 12-week 20 59 maternity leave allowance. Nov-25 Compensation Paid Leave Sick leave payment is not properly Include the payment for the weekly calculated. day of rest in the calculation of the Annual leave payment is not accurate. leave. The factory must pay the 7th day and 59 average salary for payment of sick Nov-25 Compensation Paid Leave 59 apply the 50% increase provided for night work and that applicable to overtime. Nov-25 Compensation Wage Information, Use and Overtime hours were not registered Register overtime hours for the Deduction for workers on fix salary and the non- supervisors, workers on fixed salary production workers. and the non-production workers then 20 pay them in accordance with the law. Nov-25 Compensation Overtime Wages The employer did not pay all workers Modify the payroll system and with 50% percent above the normal compensate overtime with the 50% rate for overtime worked on weekly increase stipulated by law for anyone rest day. who works beyond normal working hours. 20 210 Nov-25 Freedom of Association and Collective Bargaining Collective Bargaining The employer failed to implement all Ensure strict compliance with the the provisions of the collective CODEVI collective agreement agreement. regarding the provision of PPE to workers. Assessment May 2023 May-24 Contracts and Human Employment Contracts Resources The factory does not have an Develop a grievance handling and appropriate grievance handling and dispute resolution procedures that dispute resolution procedures. includes communication of changes made or resolution, fair review and appeal process. May-24 Contracts and Human Employment Contracts Resources The factory does not have an Develop a recruitment procedure appropriate recruitment procedure. that includes: Hiring criteria that are applied equally to all job applicants. May-24 Contracts and Human Employment Contracts Resources May-24 Contracts and Human Employment Contracts Resources The factory does not a have Include in the procedure a clear disciplinary and termination specification of unacceptable procedure. behaviors or performance. The employer does not properly Develop an HR system performance investigate violations of HR policies indicator. Investigate violations of HR and procedures policies and procedures and review the procedures accordingly. May-24 Contracts and Human Employment Contracts Resources The employer does not adequately Communicate and implement HR communicate and implement HR policies through : Induction training policies. for workers and staff. Conduct staff training on how to carry out policies and procedures. May-24 Contracts and Human Employment Contracts Resources The HR policy that defines Translate the document in local accountability and responsibility for HR language. issues to HR staff is in Spanish. May-24 Contracts and Human Employment Contracts Resources The factory does not have an HR policy Develop an HR policy that is signed that is signed by top management and by top management and includes: includes all the necessary elements. - Mandatory minimum age requirements - Non-utilization of child labor - Equal treatment and nondiscrimination - Prevention of sexual harassment - Legal requirements in relation to termination May-24 Working Time Leave The factory did not provide 15 days of - Freedom of association Provide 15 days of annual leave to all annual leave to all workers. mechanic workers. 33 211 May-24 Working Time Overtime The factory did not obtain prior Request prior authorization from authorization from MAST before MAST before working on overtime. working on overtime. May-24 Occupational Safety and OSH Management Systems Health The employer does not investigates, Conduct regular meeting with monitor and measures OSH issues. management to define and review Occupational safety target and performance. May-24 Occupational Safety and Emergency Preparedness Health May-24 Occupational Safety and Emergency Preparedness Health Less than 10 percent of workers were Train at least 10 percent of workers in trained in fire-fighting equipment. fire-fighting equipment. Sources of ignition are not properly Inform workers about fire hazards safeguarded. and the need to report hazards for correction. May-24 Occupational Safety and Emergency Preparedness Health May-24 Occupational Safety and Emergency Preparedness Fire drills are not conducted on twice a Conduct at least 2 emergency drill year as recommended by Better Work. per calendar year. Obstructed aisles in the sewing areas. Health Provide additional space for storing The tables and boxes have goods and ensure that aisles are not been removed. obstructed. May-24 Occupational Safety and Emergency Preparedness Health One exit door was lock during work Provide instructions not to close the Management issued hours. exit door in case of fire. instructions and all the exit doors remain unlocked during working hours. May-24 Occupational Safety and Emergency Preparedness Health May-24 Working Time Overtime The floor needs to be repainted and Update the evacuation map in Top The evacuation plan has been evacuation maps need to be updated. choice 3- Paint evacuation arrows updated and the floor has and signs in Top Choice 2. been remarked. Several workers accumulated more Ensure that overtime worked per than 80 hours overtime during a trimester is less than 80 hours. trimester. May-24 Occupational Safety and Emergency Preparedness Health Several fire extinguishers were not Provide adequate firefighting properly maintained. equipment and ensure regular maintenance. May-24 Working Time Overtime The factory did not obtain prior Request prior authorization from authorization from MAST before MAST before working on Sunday. working on Sunday. May-24 Working Time Regular Hours Workers complain that they are not Have an accurate attendance receiving the full amount of their recording system. Train workers on salary because the punch system is not clock in / clock out procedure. working properly. May-24 Working Time Regular Hours The working hours posted on the Display the factory's working hours floors is not accurate. for all shifts. 212 May-24 May-24 Working Time Regular Hours The regular daily or weekly hours Change the regular daily or weekly exceed the legal limit. hours to comply with the labor code. Occupational Safety and Health Services and First Less than 10 percent of the workforce Train at least than 10 percent of the Health Aid is trained in first aid, as recommended workforce in first Aid. by Better Work. May-24 Occupational Safety and Health Services and First No evidence of annual medical checks Pay OFATMA work related accident Health Aid for workers were present in worker's including the CDS for the fiscal year files. 2023-2024. Request OFATMA to conduct the annual medical checks. May-24 May-24 Occupational Safety and Health Services and First No evidence of medical checks for Provide free medical checks for Health Aid workers exposed to work-related workers exposed to work-related hazards were present in worker's files. hazards twice a year. Occupational Safety and Health Services and First Worker interviews across the factory Pay OFATMA for work related Health Aid confirmed they did not receive the accident and request the health cards health cards within the first 3 months within the first 3 months of hiring. of hiring. May-24 Occupational Safety and Welfare Facilities Health During interview workers said they - Provide soap dispenser never find soap in the toilets. - Define who will check that soap is available and include this in the system of daily-weekly checks May-24 Occupational Safety and Working Environment Health May-24 Occupational Safety and Working Environment Health May-24 Insufficient lux level in several areas of Increase the lux level in Packing and the workspace. sewing section to at least 500 lux. The temperature exceed Better Work Install additional fans in the recommended limit of 30 C. workplace Hire the required medical staff. Occupational Safety and Health Services and First The factory does not have onsite Health Aid medical facilities and staff as required by art. 478 and 479 of the labor code. May-24 Occupational Safety and Worker Protection Health The factory did not provide any Develop an internal training plan and training records on the use of personal train all worker on the use of PPE. protective equipment. May-24 Occupational Safety and Health Worker Protection Several chairs were missing back rest. Provide chair with back rest. 213 May-24 Occupational Safety and Worker Protection Health May-24 Occupational Safety and Worker Protection Several sewing machines are missing Define who is in charge of installing eye guards, finger guards and belt and regularly maintaining the guards. machine guards . The employer does not provide all the - Consult the MSDS to see which PPE necessary PPE to all workers. Health is required for each product - Provide proper PPE to workers working with chemicals. May-24 Occupational Safety and Chemicals and Hazardous No eye wash station has been installed Provide eye wash bottles and Health Substances where chemicals are used and stored. specify who will conduct regular checks of the functioning of the eyewash. May-24 Occupational Safety and Chemicals and Hazardous The factory did not provide training to Train workers and supervisors on Health Substances all workers using chemical and chemical management. hazardous products. May-24 Occupational Safety and Chemicals and Hazardous Health Substances The spot cleaning area is not isolated. Improve isolation from the chemical such as separate room for spot cleaning. May-24 Occupational Safety and Chemicals and Hazardous MSDS's are missing for several . Keep chemical MSDS for all Health Substances chemical and hazardous products. hazardous chemicals used in the Occupational Safety and Chemicals and Hazardous The chemical storage areas on both Train workers on proper storage of Health Substances floors do not meet all safety chemicals and specify who conducts requirements. regular chemical safety checks. workplace. May-24 May-24 May-24 Occupational Safety and Chemicals and Hazardous Unlabeled containers of chemical and Define who control the chemical Health Substances hazardous substances found in the container on receipt from supplier workspace. and control the label. The factory does not send the report of Record work related accidents and work related accident to OFATMA send them to OFATMA monthly. Occupational Safety and OSH Management Systems Health monthly. May-24 Contracts and Human Termination Resources The annual salary supplement or Include payment for weekly rest day bonus is not accurate. in the calculation of payment of annual salary supplement or bonus upon termination. May-24 Contracts and Human Resources Termination The average salary for annual leave Include the payment for weekly rest when worker resign or are terminated day in the calculation of unused paid is not accurate. annual leave when worker resign or terminated. 214 May-24 Contracts and Human Termination Resources May-24 Contracts and Human Employment Contracts Resources The calculation of the payment for the Include the payment for weekly rest notice period did not include payment day in the calculation of payment for for weekly rest day. the notice period. The factory does not an have internal Update the internal work rules and work rules approved by the Ministry of send it to MAST for approval. Labor and posted in the workplace. May-24 Contracts and Human Employment Contracts Resources The apprentice contracts were not Request approval for the apprentice approved by the Ministry of Labor contracts. make an amendment to (MAST), as legally required. workers' contracts to include all the information as stated in the labor code. May-24 May-24 Compensation Compensation Register with OFATMA for maternity Social Security and Other The factory did not send workers pay Benefits slip for the last 3 months to OFATMA and health insurance. Then, send for sick leave and maternity leave workers pay slip for the last 3 months payment. to OFATMA for sick leave and Social Security and Other The factory does not collect and maternity leave payment. Collect and forward workers' Benefits forward workers' contributions to contributions to OFATMA for OFATMA for maternity and health maternity and health insurance. insurance. May-24 Compensation Social Security and Other ONA deduction are based on the Forward employer's contributions to Benefits minimum salary. ONA on time. Moreover, ensure that ONA deduction is based on the basic salary including the weekly rest day payment. May-24 May-24 Occupational Safety and Chemicals and Hazardous The inventory of chemical and Assign responsible persons for Health Substances hazardous substances does not specify updating inventories of hazardous the location where they are stored in substances in the various locations all building. where they are stored or used. Social Security and Other The last OFATMA payment for Forward employer's contribution to Benefits maternity and health insurance. made OFATMA maternity and health in November 2023. insurance on time. Furthermore, Compensation ensure the calculation for the payment is based on the basic salary. May-24 Compensation Social Security and Other Employer contributions to ONA are Calculate ONA deduction on the basic Benefits based on the minimum salary. salary including money for production and allocation. Then, forward contribution on time. 215 May-24 May-24 Compensation Compensation Social Security and Other The annual salary supplement or Include payment for weekly rest day Benefits bonus did not include payment for in the calculation of annual salary weekly rest day. supplement or bonus. Social Security and Other The factory did not provide proof of Pay OFATMA work related accident Benefits payment for the fiscal year 2023-2024, for the fiscal year 2023-2024. for OFATMA work related accident insurance. May-24 May-24 May-24 Compensation Compensation Compensation Paid Leave Paid Leave Paid Leave Holidays are not paid on average daily Calculate holiday payment on salary to all workers. average daily salary to all workers. The factory does pay workers for the Pay the rest day when worker works weekly rest day. for 48 hours or 6 consecutive days. The factory only paid 6 weeks of Pay the rest day when worker works maternity leave where workers are for 48 hours or 6 consecutive days entitled to 12 weeks of payment. and include the payment in the calculation of the average salary for the payment of maternity leave. The factory must ensure that worker entitled to maternity leave receives 12 weeks of payment. May-24 Contracts and Human Termination Resources May-24 Compensation Paid Leave The calculation of the average salary Include the payment for weekly rest for the payment of unused paid annual day in the calculation of unused paid leave does not include the payment for annual leave when worker resign or weekly rest day. terminated. Payments for sick leave are based on Include the payment for the weekly the minimum salary and did not day of rest in the calculation of the include payment for weekly rest day. average salary for payment of sick leave. May-24 Contracts and Human Termination Resources The calculation of the average salary Include the payment for weekly rest for the payment of the notice period day in the calculation of payment for does not include payment for weekly the notice period. rest day. May-24 Compensation Paid Leave Payments for annual leave are based Include payment for weekly rest day on the minimum salary and did not in the calculation of annual leave. include payment for weekly rest day. 216 May-24 Contracts and Human The factory does not an have internal Update the internal work rules and work rules approved by the Ministry of send the internal work rules to MAST Labor and posted in the workplace. for approval. Wage Information, Use and Overtime hours were not registered Register overtime hours for the Deduction for workers on fix salary and the non- supervisors, workers on fixed salary production workers. and the non-production workers such Employment Contracts Resources May-24 Compensation as and administrative staff and pay them in accordance with the law. May-24 May-24 Compensation Freedom of Association and Collective Bargaining Overtime Wages Collective Bargaining Overtime work hours performed Modify the payroll system and pay beyond 6 PM for day shift were paid 50 the overtime work performed percent above normal wage instead of beyond 6 PM for day shift were paid 100 percent. 100 percent above the normal wage. The employer failed to implement all Implement all the provisions of the the provisions of the collective collective agreement. agreement. 217 BETTER WORK HAITI – 29TH SYNTHESIS REPORT Factory: Supplier ID Location: Number of workers: Date of registration: Date of last two Better Work assessments: Uniwell Apparel, LLC. 3285 Ouanaminthe 664 Jan-20 May-24 Oct-25 Advisory and Training Services 5-Jun-25 Advisory meeting 1- Verification of paid leave 2- Verification of social security contributions 3- Discussions with the bipartisan committee 4- Factory tour 5- Discussion with the administration regarding a strike that occurred earlier this week 30-Jan-25 Bipartite Committee Meeting 1-Presentation of new enterprise Advisor 2- Discussion regarding the dismissal of a union committee member 3- Factory tour 30-Jan-25 Advisory meeting 1- Introduce myself to the factory 2- Discussion on the dismissal of a union committee member 3- Factory tour ASSESSMENT COMPLIANCE CLUSTER COMPLIANCE POINT DETAILS OF NON COMPLIANCE Oct-25 Occupational Safety and Health OSH Management Systems The factory does not have an adequate OSH policy. IMPROVEMENT PRIORITIES REMEDIATION EFFORTS MONTHS Assessment October 2025 Develop an OSH policy with measurable targets and include 58 worker consultation. Oct-25 Oct-25 Contracts and Human Resources Contracts and Human Resources Employment Contracts Employment Contracts The factory does not have a an adequate grievance handling and Develop a grievance procedure that ensure confidentiality and dispute resolution procedures. accessibility in the local language. The factory's disciplinary and termination procedures does not Design a disciplinary and termination procedures that fully include all the necessary elements. comply with labor law and protect employee rights. Include : - The right to representation during disciplinary processes; - Timeframe for payments; - Legal notice periods and termination payments; -The right to defend oneself prior to termination through an appeal request issued in writing. 58 58 218 Oct-25 Contracts and Human Resources Employment Contracts The employer did not investigate violations of HR policies and procedures. Establish a procedure to investigate HR policy violations, identify weaknesses, and implement corrective actions. 58 Oct-25 Contracts and Human Resources Employment Contracts The communication on HR policies and procedures does not include all the necessary steps. Plan for a comprehensive HR communication that includes induction training, posted policies, and accurate translations. 58 Oct-25 Contracts and Human Resources Employment Contracts The factory's HR policy is in a foreign language. Plan to provide the HR policy in a language accessible to all employees. 58 Oct-25 Working Time Leave Pregnant workers do not go on leave 6 weeks before giving birth. Establish procedures to ensure maternity leave is scheduled in accordance with the Labor Code (6 weeks before childbirth). 58 Oct-25 Working Time Overtime The factory did not obtain prior authorization from MAST, to perform Establish a procedure to obtain 20 Oct-25 Working Time Overtime overtime. MAST authorization before scheduling overtime work. Overtime hours worked exceeds 80 Establish controls to limit overtime hours per trimester. hours in accordance with labor regulations. 2 Oct-25 Working Time Overtime The factory did not obtain prior authorization from MAST to perform overtime on Sundays. Establish a procedure to obtain MAST authorization for overtime work on Sundays. 20 Oct-25 Working Time Overtime The factory did not obtain prior authorization from MAST to perform overtime. Establish a procedure to obtain MAST approval before scheduling overtime work. 20 Oct-25 Working Time Regular Hours The employer did not obtain any prior authorization from the Ministry of Labor Establish a process to obtain 2 to perform work during night hours. required authorization from the Ministry of Labor before scheduling night work. Oct-25 Working Time Regular Hours The regular daily or weekly hours exceed the legal limit. Develop work schedules in accordance with Article 97 of the Labor Code. 20 Oct-25 Occupational Safety and Health Emergency Preparedness Emergency fire drills are not conducted every six months. Establish a consistent schedule for conducting fire drills every six months. 2 219 Oct-25 Oct-25 Occupational Safety and Health Emergency Preparedness Occupational Safety and Health Emergency Preparedness The factory floor of building #2 needs to Schedule routine maintenance or painting for factory floors. 58 be painted. Improper maintenance of fire extinguishers Establish a scheduled inspection and maintenance program for all 58 fire extinguishers. Oct-25 Occupational Safety and Health Health Services and First Aid Less than 10 percent of the workforce is trained in first aid. Schedule first aid training for at least 10% of the workforce as required. 58 Oct-25 Occupational Safety and Health Health Services and First Aid First aid boxes were missing supplies listed in there inventory. Establish a proper system for maintaining and regularly checking first aid box inventories. 2 Oct-25 Occupational Safety and Health Services and First Aid Free annual health check is not provided to all workers. Establish a clear procedure to ensure timely annual health checks 58 Health and formalize the payment agreement with OFATMA. Oct-25 Oct-25 Occupational Safety and Health Services and First Health Aid Occupational Safety and Health Services and First Health Aid Workers who have been exposed to work-related hazards did not receive Implement a system to ensure two free health on a yearly basis. workers exposed to hazards receive two free health check-ups per year. Worker did not receive health cards within the first three months of hiring. Establish a clear procedure for timely issuance of health cards and 58 58 formalize a payment agreement with OFATMA. Oct-25 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Increase the number of toilets to meet legal requirements for the 58 current female workforce. Oct-25 Occupational Safety and Health Working Environment The workspace is not tidy. Establish clear housekeeping standards and schedules for the 2 sewing floor. Oct-25 Occupational Safety and Health Working Environment Insufficient light levels in several sections of the workspace. Implement a lighting plan that meets recommended lux levels for 2 each work area. Oct-25 Occupational Safety and Health Working Environment The temperature level is unacceptable in several sections of the workspace. Implement temperature control measures to maintain safe and comfortable working conditions. 2 Oct-25 Occupational Safety and Health Worker Protection There are no warning signs and safety precautions where chemicals containers The factory did not plan or 2 are stored. implement a system for warning signals and safety precautions in chemical storage areas. 220 Oct-25 Occupational Safety and Health Worker Protection Several machines are missing pulley guards and eye guards. Establish a comprehensive maintenance and machine safety program to ensure all guards are in place. 20 Oct-25 Occupational Safety and Health Worker Protection Proper PPE is not provided to all workers. Develop a comprehensive PPE program that addresses all specific 58 hazards, including heavy lifting in the cutting department. Occupational Safety and Health Chemicals and Hazardous Substances An eye wash station is not installed in all Oct-25 Occupational Safety and Health Chemicals and Hazardous Substances Oct-25 Occupational Safety and Health Oct-25 Oct-25 Implement the installation of eye wash stations in areas where chemicals are used. 58 Training is not provided to all workers using chemical and hazardous substances. Develop a comprehensive chemical safety training program covering all workers exposed to hazardous products, including mechanics. 2 Chemicals and Hazardous Substances The spot cleaning area lacks proper conditions to prevent workers from unnecessary exposure to chemicals. Plan a properly isolated and ventilated spot cleaning area with functional equipment to minimize chemical exposure. 58 Occupational Safety and Chemicals and Hazardous MSDS is not available for all chemical Develop a procedure to obtain and 58 Health Substances products. maintain MSDS for all chemicals areas where chemical and hazardous products are used and stored. used on-site. Oct-25 Occupational Safety and Chemicals and Hazardous Improper storage of chemical and Design a dedicated chemical Health Substances hazardous products. warehouse with proper ventilation 2 and segregation for hazardous substances. Oct-25 Occupational Safety and Chemicals and Hazardous Health Substances Unidentified containers of chemicals in the storage room. Establish a clear procedure for labeling and storing all chemicals 2 safely. Oct-25 Occupational Safety and Chemicals and Hazardous The inventory of chemical and Health Substances hazardous products is incomplete. Establish a comprehensive system to track and document all chemicals 58 and hazardous substances used onsite. Oct-25 Occupational Safety and Health OSH Management Systems The factory did not provide a structural safety certificate to assessors. Define a process to obtain and maintain up-to-date structural safety certification. 2 Oct-25 Contracts and Human Resources Termination The calculation of the payment for the annual salary supplement upon termination does not include the weekly Establish a clear procedure to 20 rest day payment. calculate the annual salary supplement that includes weekly rest day payments. 221 Oct-25 Contracts and Human Resources Termination The calculation of the payment for unused paid annual leave upon termination does not include the weekly rest day payment. Define a clear procedure for calculating unused annual leave that includes weekly rest day payments. 20 Oct-25 Contracts and Human Resources Termination The calculation of the average earnings for the applicable notice period when the time is not provided is not accurate. Establish a clear procedure to calculate notice period pay that includes weekly rest day compensation. 20 Oct-25 Contracts and Human Resources Employment Contracts The factory has internal work rules, which have not been approved by the Ministry of Labor. Develop a comprehensive internal work rules covering all required elements and plan for submission to MAST. 58 Oct-25 Compensation Social Security and Other Benefits The factory does not submit workers' pay slips to OFATMA for sick leave or maternity leave payments. Establish a procedure to document and provide evidence of OFATMA submissions for sick and maternity 58 leave. Oct-25 Compensation Social Security and Other Benefits The calculation of workers' contribution to OFATMA is inaccurate. Establish a clear procedure for calculating OFATMA worker 58 contributions that includes weekly rest day pay and timely payment deadlines. Oct-25 Compensation Social Security and Other Benefits The calculation of the employer's contribution to ONA is inaccurate. Establish a comprehensive calculation method for ONA contributions that includes weekly rest day pay and actual overtime, 58 nor a schedule for timely payments. Oct-25 Oct-25 Compensation Compensation Social Security and Other The calculation of the employer's Define a complete method for Benefits contribution to OFATMA is inaccurate. calculating OFATMA contributions that includes weekly rest day pay and a schedule for timely payment. Social Security and Other The calculation of workers' contribution to ONA is inaccurate. Establish a clear procedure for calculating ONA contributions that Benefits 58 58 includes all salary components, such as weekly rest days and actual overtime, and did not plan timely payments. Oct-25 Compensation Social Security and Other Benefits The calculation of the payment for the annual salary supplement or bonus does not include the weekly rest day payment. Establish a comprehensive calculation method for the annual salary supplement that includes weekly rest day pay. 58 222 Oct-25 Compensation Social Security and Other Benefits The factory does not pay OFATMA for accident insurance in a one payment. They pay monthly. Establish clear procedures for OFATMA accident insurance payments and accurate salary declarations including weekly rest days and night overtime. 58 Oct-25 Compensation Paid Leave The payment for legally mandated holidays is not properly calculated. Establish a clear and complete method for calculating average earnings that includes correctly rated night overtime hours. 20 Oct-25 Compensation Paid Leave The weekly rest day is not compensated, when workers accumulate 48 hours within five days. Define controls to ensure adherence to the Monday to Friday work schedule and legal weekly rest Oct-25 Compensation Paid Leave The factory has only paid 6 weeks of maternity leave, whereas eligible workers are entitled to 12 weeks of paid leave. Plan timely OFATMA registration and establish a complete maternity leave payment procedure aligned with legal requirements. 58 Oct-25 Compensation Paid Leave Sick leave payment is not paid on the average earning since. Establish a clear and compliant sickleave payment formula that 58 day requirements. The weekly rest day is not compensated, when workers accumulate 48 hours within five days or less. 20 includes weekly rest day pay. Oct-25 Compensation Paid Leave The annual leave calculation does not include the weekly rest day payment. Establish a complete and compliant annual-leave calculation method 58 that includes weekly rest day pay. Oct-25 Compensation Wage Information, Use and Deduction Some employees were not compensated for overtime work performed. Plan a uniform overtime policy covering all employee groups, including supervisors, mechanics, 20 and administrative staff. Oct-25 Oct-25 Compensation Compensation Overtime Wages Overtime Wages Assessors noted that overtime Define or communicate clear rules performed beyond 6 pm, workers not paid the night time increase rate. for applying night-time overtime Some employees were not compensated for overtime work performed. Plan or define overtime payment rules for all positions, especially non- Planned and budgeted for Safety and environmental requirements. Oct-25 Freedom of Association and Collective Bargaining Collective Bargaining The factory failed to implement some provisions of the collective agreement. May-24 Occupational Safety and Health OSH Management Systems The factory does not have an adequate OSH policy that is signed by top management. 20 premium in payroll planning. 20 production roles. Assessment May 2024 Develop the policy in consultation with workers and their representatives and include measurable objectives and improvement targets in the policy 58 223 May-24 Occupational Safety and Health OSH Management Systems The factory does not have an adequate hazard/risk management and control procedure. Develop a hazard/risk management and control procedure that includes:- A hierarchy of controls that is used to select effective controls- A risk register that drives the implementation of controls. May-24 Occupational Safety and Health OSH Management Systems The factory does not have an accident investigation procedure. Develop an accident investigation procedure that includes: - Root cause analysis - Focus on sustainable solutions - Implementation of changes in order to avoid reoccurrence May-24 Occupational Safety and Health OSH Management Systems - Appoint an OSH officer with Management did not define accountability and/or responsibilities for sufficient expertise OSH officer as well as top management. - Ensure effective functioning of the OSH committee May-24 Contracts and Human Resources Employment Contracts The factory does not have a an adequate grievance handling and dispute resolution procedures. Translate the procedure in local language and ensure it include anonymity. May-24 Contracts and Human Resources Employment Contracts The factory does not have an HR policy that is signed by top management. review the policy to include :- The right to representation during disciplinary processes;- Timeframe for payments. Have it signed by top management. May-24 May-24 Contracts and Human Resources Employment Contracts Contracts and Human Employment Contracts Resources May-24 Working Time Overtime The employer did not investigate violations of HR policies and procedures. Develop a procedure to review The communication on HR policies and Provide Induction training for procedures does not include all the necessary steps. workers and staff. Post Policies and The factory did not obtain prior Request prior authorization from MAST to perform overtime. authorization from MAST, to perform violations of on HR policy and include system performance indicators. internal regulations in the factory. overtime. May-24 Working Time Overtime The factory did not obtain prior authorization from MAST, to work overtime on Sundays. Request prior authorization from MAST to perform overtime on Sundays. 224 May-24 Working Time Regular Hours The internal work rules are not aligned with the actual working hours. Ensure the working hours are aligned with the internal work rules. May-24 Working Time Regular Hours The regular daily or weekly hours Change the regular daily or weekly exceed the legal limit. hours to comply with the labor code. May-24 Occupational Safety and Health Emergency Preparedness Less 10 percent of worker in the use of firefighting equipment. Train at least 10 percent of worker in the use of firefighting equipment. May-24 Occupational Safety and Health Emergency Preparedness Sources of ignition are not properly safeguarded. -Post appropriate safety warnings in the workplace. - Include this aspect in the dailyweekly checklist May-24 Occupational Safety and Health Emergency Preparedness The floor needs to be repainted in the packing and warehouse area. - Paint evacuation arrows and signs - Paint yellow lines on the floor to show the exit pathway May-24 Occupational Safety and Health Emergency Preparedness The fire extinguisher on the forklift did not have any inspection tag. Provide adequate firefighting equipment. Ensure regular maintenance. Safety warnings has been posted around the workplace. All fire extinguishers have been inspected. The inspection tag has been installed in the forklift in July 2024. May-24 Occupational Safety and Health Services and First Health Aid The number of workers trained in first aid is less than 10% as recommended by Train at least 10 percent of workers in first Aid. BWH. May-24 May-24 May-24 May-24 Occupational Safety and Health Services and First The factory does not have an onsite Health Aid medical facilities and staff. Make a contract with a health care unit in the surroundings or Hire the required medical staff. Occupational Safety and Health Services and First No evidence of annual medical checks Pay the health card to OFATMA for Health Aid were present in worker's files. all workers and request medical checks for all workers. Occupational Safety and Health Services and First Workers who have been exposed to Provide free health checks to Health Aid work-related hazards did not receive two free health on a yearly basis. workers who have been exposed to work-related hazards twice a year. Occupational Safety and Health Health Services and First Aid Worker did not receive health cards within the first three months of hiring. Pay the health card to OFATMA for all workers and request medical checks for newly hired workers. 225 May-24 Occupational Safety and Health Welfare Facilities The water test is not conducted on a monthly basis by a certified laboratory. Conduct the water test monthly. May-24 Occupational Safety and Health Welfare Facilities Insufficient number of toilets. Increase the number of toilets based on the workforce as required by law. May-24 Occupational Safety and Health Worker Protection The assessors observed 8 chairs found without back rest. Provide chairs with backrest to workers. May-24 Occupational Safety and Health Worker Protection Exposed wires were noticed in the compressor room. Insulate the exposed electrical wires. The factory electrician removed the exposed wire. May-24 Occupational Safety and Health Worker Protection 70% of single needle machines are missing finger guards. Define who is in charge of installing & regularly maintaining the machine. An inventory of sewing machines missing protective equipment has been May-24 Occupational Safety and Health Worker Protection Proper PPE is not provided to all workers. Provide safety belt for workers doing heavy lifting in the cutting conducted. May-24 Occupational Safety and Health Chemicals and Hazardous Substances An eye wash station is not installed in all areas where chemical and hazardous products are used and stored. Safety belt has been provided department. to all workers doing heavy lifting. Provide eye wash bottles. Specify who will conduct regular checks of the functioning of the eyewash and Eye wash bottles have been installed in the mechanic workshop. include this in the system of dailyweekly checks. May-24 Occupational Safety and Chemicals and Hazardous Health Substances The spot cleaning area lacks proper conditions to prevent workers from unnecessary exposure to chemicals. 1. Improve isolation from the chemical and have a separate room for spot cleaning Occupational Safety and Health Chemicals and Hazardous Substances MSDS is not available for all chemical products. Keep MSDS for all hazardous chemicals used in the workplace. Management displays all MSDS Occupational Safety and Health Chemicals and Hazardous Substances The inventory of chemical and hazardous products is incomplete. Assign responsible persons for updating inventories of hazardous substances in the various locations All chemicals and hazardous substances have been included 2. Repair the vacuum May-24 May-24 where they are stored or used. May-24 Contracts and Human Resources Termination The calculation of the payment for the annual salary supplement upon termination does not include the weekly rest day payment. Include the weekly rest day payment in the calculation for annual salary supplement upon termination. where chemicals are stored. in the chemicals inventories. 226 May-24 Contracts and Human Resources Termination The calculation of the payment for unused paid annual leave upon termination does not include the weekly rest day payment. Include the weekly rest day payment in the calculation of unused paid annual leave when they resign or are terminated. May-24 Contracts and Human Resources Termination The calculation of the average earnings for the applicable notice period when the time is not provided is not accurate. Include the weekly rest day payment in the calculation of the notice period when the time is not provided. May-24 Contracts and Human Resources Employment Contracts The factory has internal work rules, which have not been approved by the Ministry of Labor. Translate the internal work rules in local language and send it to MAST for approval. May-24 Contracts and Human Resources Employment Contracts Worker's contract does not comply with the labor code. Review and update Worker's contract including the duration of the workday and the hours during May-24 Compensation Social Security and Other The factory does not submit workers' pay slips to OFATMA for sick leave or which it must be performed. Benefits maternity leave payments. May-24 Compensation Social Security and Other Benefits The employer is affiliated with OFATMA for maternity and health insurance. However, no proof of payment was shared with the assessors. Submit workers' pay slips to OFATMA for sick leave or maternity leave payments. Register with OFATMA for maternity and health insurance. Then collect and forward the contributions monthly. May-24 Compensation Social Security and Other Benefits The factory has not submitted the required employer contribution to ONA in 2023 and 2024. Forward employer contribution to ONA for 2023 and 2024. May-24 Compensation Social Security and Other Benefits The factory has not forwarded the workers' contribution to ONA in 2023 and 2024. Forward workers' contribution to ONA on Time as required by law. May-24 Compensation Social Security and Other The calculation of the payment for the Benefits annual salary supplement or bonus Include the weekly rest day payment in the calculation for May-24 Compensation Social Security and Other Benefits does not include the weekly rest day payment. annual salary supplement or bonus. The factory is affiliated with OFATMA for accident insurance and paid 50 percent of the fiscal year 2023-2024 including the health card (CDS). Pay OFATMA work related accident on time for the fiscal year 20232024 including the health card (CDS). 227 May-24 Compensation Paid Leave Non working holiday payment is not based on the average earning. Calculate the payroll for non working holiday on the average earning. May-24 Compensation Paid Leave The weekly rest day is not Pay the rest day when worker works for 48 hours or 6 consecutive days. compensated, when workers accumulate 48 hours within five days or less. May-24 Compensation Paid Leave The factory has only paid 6 weeks of maternity leave, whereas eligible workers are entitled to 12 weeks of paid leave. Pay the rest day when worker works for 48 hours or 6 consecutive days and include the payment in the calculation of the average salary for maternity leave. May-24 Compensation Paid Leave Sick leave payment is not paid on the average earning since. Include the weekly rest day payment in the calculation of sick leave payment. May-24 Compensation Paid Leave The annual leave calculation is not based on the average daily earning and does not include the weekly rest day. Include the weekly rest day payment in the calculation of annual leave. May-24 Compensation Wage Information, Use and Deduction Some employees were not compensated for overtime work performed. May-24 Compensation Premium Pay The payment for legally mandated holidays does not include production Register hours of overtime for workers on fix salary and the nonproduction workers. Then, pay overtime hours worked as required by law. Make adjustments in the payroll system and ensure that payment salary, incentives and weekly rest day payment. for legally mandated holidays is based on the average salary and include production incentives. Make adjustments in the payroll system and ensure that overtime hours worked on legally mandated holidays are paid 100 percent above normal wage. Make adjustments in the payroll system and ensure that overtime May-24 Compensation Overtime Wages The employer does not pay workers 100 percent above the normal wage for overtime hours worked on legally mandated holidays. May-24 Compensation Overtime Wages Assessors noted that overtime performed beyond 6 pm, workers not May-24 Freedom of Association and Collective Bargaining Collective Bargaining paid the night time increase rate. work hours performed beyond 6 PM for day shift are paid 100 percent above normal wage The factory failed to implement some provisions of the collective agreement. Implement all provisions of the collective agreement. 18 A NN U AL R EPOR T 2 02 2 – COU N TRY NA ME 19 A NN U AL R EPOR T 2 02 2 – COU N TRY NA ME 20 A NN U AL R EPOR T 2 02 2 – COU N TRY NA ME Better Work Haiti is supported by the following development partners : United States, United States Department of Labor, Bureau for International Labor Affairs, Office of Trade and Labor Affairs