Harmony Art is dedicated to promoting social and environmental progress in the textile industry.

The Organic Trade Association (OTA), on March 9, 2006 officially endorsed the Global Organic Textile Standards (GOTS). This is a landmark step in the right direction.

The GOTS have been a collaborative effort between four organizations: OTA (USA), IVN (Germany), JOCA (Japan) and the Soil Association (UK). Three cheers for this group!

Working collectively with groups around the globe to define what "Organic Cotton" means is critical to our authenticity.

The IMO (Institute for Marketecology) has been coordinating the efforts and is currently the only approved certifier to GOTS. Big thanks to Marcus of the IMO for spearheading this.

We at Harmony Art are hopeful that this endorsement of a global standard will clear the way for standardized global certification. It will make it easier for all levels of the supply chain to be addressed and monitored.

I am HAPPY to report that as of December 28, 2012 that Harmony Art organic design is officially certified to GOTS!!

Harmony
founder, creative director

home
organic textiles
organic evolution
about us
the journey is the prize
© harmony art 2005-2013
HarmonyArt logo
Global Organic Textile Standards address Fair Trade




1. Minimum social criteria


1.1. Scope

The following social criteria currently apply to the textile processing level only. As far as a practical quality assurance system for the farm level will be in place, these social criteria shall apply for the farm level.


1.2. Employment is freely chosen

There is no forced or bonded labor. Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.


1.3. Freedom of association and the right to collective bargaining are respected

Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. The employer adopts an open attitude towards the activities of trade unions and their organizational activities. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace. Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.


1.4. Working conditions are safe and hygienic

A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. Access to clean toilet facilities and to potable water, and, if appropriate, to rest areas, food consuming areas and sanitary facilities for food storage shall be provided. Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers. The company observing the code shall assign responsibility for health and safety to a senior management representative.


1.5. Child labor shall not be used

There shall be no new recruitment of child labor. Companies shall develop or participate in and contribute to policies and programs which provide for the transition of any child found to be performing child labor to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labor" as being defined by ILO. Children and young persons under 18 shall not be employed at night or in hazardous conditions. These policies and procedures shall conform to the provisions of the relevant ILO standards (C138, C182).


1.6. Living wages are paid

Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income. All workers shall be provided with written and understandable information about their employment conditions including wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.


1.7. Working hours are not excessive

Working hours comply with national laws and benchmark industry standards, whichever affords greater protection. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.


1.8. No discrimination is practiced

There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.


1.9. Regular employment is provided

To every extent possible work performed must be on the basis of recognized employment relationship established through national law and practice. Obligations to employees under labor or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labor-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.


1.10. No harsh or inhumane treatment is allowed

Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.




Sign up to receive the latest information and announcements of our journey.