EC Regulation amending Regulation (EC) No 889/2008 laying down detailed rules for the implementation of Council Regulation (EC) No 834/2007, as regards laying down detailed rules on organic aquaculture animal and seaweed production.

THE COMMISSION OF THE EUROPEAN COMMUNITIES, Having regard to Council Regulation (EC) No 834/2007 of 28 June 2007 on organic production and labelling of organic products and repealing Regulation (EEC) No 2092/91 (1), and in particular Articles 11, 13(3), 15(2), 16(1) and (3)(a) and (c), 17(2), 18(5), the second subparagraph of Article 19(3), Articles 22(1), 28(6) and 38(a), (b), (c), and Article 40 thereof, Read full artical click here.

Business Social Compliance Initiative

The BSCI striving to enhance the working conditions in the global supply chain worldwide. This goal can only be achieved through a strong commitment from members to implement the system.The BSCI operates on the following principles:

• Committed: members commit to implement the BSCI Code of Conduct as part of their business relations with suppliers, showing a willingness to improve the working conditions in their supply chain.
• Consistent: BSCI offer a unique and uniform system for suppliers worldwide consisting of one Code of Conduct and one implementation process, ensuring consistency and comparability of audits.
• Comprehensive: The BSCI social compliance system is applicable to both large and small companies and covers all products (industrialized and primary production) sourced from any country.
• Development oriented: The BSCI is not a certification scheme; it offers a step by step development approach that helps suppliers implement the Code of Conduct gradually. Suppliers who meet all BSCI requirements are encouraged to go further and achieve our best practice, the SA8000 social management system and certification developed by Social Accountability International (SAI).
• Credible: BSCI use external, experienced and independent auditing companies to perform audits.
• Efficient: common database of suppliers creates efficiencies and avoids duplicating audits at factories already in the system.
• Knowledge-based:BSCI system integrates learning at the supplier level to develop their knowledge and skills on how to improve working conditions on the factory floor.
• Collaborative: BSCI cultivates involvement of relevant stakeholders in Europe and supplier countries.

SA 8000

SA 8000 is an auditable certification system that assesses and assure the social accountability of companies maintaining certification as well as their suppliers. The standard focuses on nine essential areas:
• Child Labor
• Forced Labor
• Health and Safety
• Freedom of Association
• Discrimination
• Disciplinary Practices
• Working Hours
• Remuneration
• Effective management implementation and review of continued SA 8000 compliance With independent certification of recognized standards and regular audits conducted by third-party experts, SA 8000 helps companies ensure that their activities adhere to a set of enforceable management standards.
SA 8000 is currently used by businesses and governments around the world and is broadly recognized by trade unions and NGOs as one of the strictest workplace standards. Compliance with SA 8000 promotes management systems that upgrade working conditions.

for more info click here

Worldwide Responsible Accredited Production

WRAP is an independent, non-profit organization dedicated to the certification of lawful, humane and ethical manufacturing throughout the world.
To know the certification process click here.

The objective of the Apparel Certification Program is to independently monitor and certify compliance with principles mentioned below.
• Compliance with Laws and Workplace Regulations Facilities will comply with laws and regulations in all locations where they conduct business.
• Prohibition of Forced Labor Facilities will not use involuntary or forced labor.
• Prohibition of Child Labor Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.
• Prohibition of Harassment or Abuse Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporat punishment in any form.
• Compensation and Benefits Facilities will pay at least the minimum total compensation required by local law, including all mandated wages, allowances & benefits.
• Hours of Work Hours worked each day, and days worked each week, shall not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.
• Prohibition of Discrimination Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.
• Health and Safety Facilities will provide a safe and healthy work environment. Where residential housing is provided for workers, facilities will provide safe and healthy housing.
• Freedom of Association and Collective Bargaining Facilities will recognize and respect the right of employees to exercise their lawful rights of free association and collective bargaining.
• Environment Facilities will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.
• Customs Compliance Facilities will comply with applicable customs laws, and in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of finished products.
• Security Facilities will maintain security procedures to guard against the introduction of non-manifested cargo into outbound shipments (i.e. drugs, explosives biohazards and /or other contraband).
Note that it is not enough to subscribe to these principles; WRAP monitors the factory for compliance with detailed practices and procedures implied by adherence to these standards. Auditing and certification is conducted by an independent monitor from a list of monitoring companies and civil society organizations that regularly perform audits for compliance with policies and procedures required by WRAP.

SEDEX

The Supplier Ethical Data Exchange Sedex, the Supplier Ethical Data Exchange, is a not-for-profit membership organization of businesses committed to continuous improvement of the ethical performance of their supply chains.
Sedex is a web based system which:
• Allows suppliers to maintain data on ethical & responsible practices on their sites of employment
• Allows suppliers to share this information with their customers
• Allows organisations to manage and monitor issues in their supply chains.
Sedex enables member companies to manage efficiently the ethical and responsible practices of their global supply chains, generating transparency through the provision of a secure, robust, and user-friendly data exchange.
Sedex focuses on four pillars: Labor Standards, Health & Safety, Environment and Business Integrity. As a growing membership organization, Sedex is a flexible platform, open to expansion in line with market development and evolving member needs. Sedex has developed SMETA which stands for Sedex Members Ethical Trade Audit, and incorporates three elements:
• A common best practice guidance on conducting ethical trade audits
• A common audit report format
• A common corrective action plan format
To learn more about SEDEX click here
For Sedex Supplier Guidance Pack Click here

The Fair Labor Association Workplace Code of Conduct Forced Labor There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.
Child Labor No person shall be employed at an age younger than 15 (or 14 where the law of the country of manufacture allows*) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.
Harassment or Abuse Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
Nondiscrimination No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.
Health and Safety Employers shall provide a safe and healthy working environment to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities.
Freedom of Association and Collective Bargaining Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
Wages and Benefits Employers recognize that wages are essential to meeting employees’ basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.
Hours of Work Except in extraordinary business circumstances, employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.
Overtime Compensation In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.
Any Company that determines to adopt the Workplace Code of Conduct shall, in addition to complying with all applicable laws of the country of manufacture, comply with and support the Workplace Code of Conduct in accordance with the attached Principles of Monitoring and shall apply the higher standard in cases of differences or conflicts. Any Company that determines to adopt the Workplace Code of Conduct also shall require its licensees and contractors and, in the case of a retailer, its suppliers to comply with applicable local laws and with this Code in accordance with the Principles of Monitoring and to apply the higher standard in cases of differences or conflicts.
*All references to local law throughout this Code shall include regulations implemented in accordance with applicable local law.

C-TPAT

C-TPAT (Customs-Trade Partnership Against Terrorism) is a program administered by U.S. Customs and only certain types of businesses are eligible for certification.
Non-U.S. companies (foreign manufacturers, agents, trucking) are NOT ELIGIBLE for C-TPAT Certification (except in Mexico & Canada).
Instead of certification we offer "C-TPAT COMPLIANT". The C-TPAT COMPLIANT program includes all of the same documented procedures, forms, checklists, audits, employee training as "C-TPAT CERTIFIED".
C-TPAT COMPLIANT companies are better business partners for C-TPAT Certified companies because C-TPAT rules state that:
C-TPAT Certified business partner must only do business with the following;
a) Other C-TPAT Certified companies,
b) companies in the process of becoming C-TPAT Certified,
c) Companies that are members of a U.S. Customs-approved supply chain security program (such as AEO in Japan & Korea) or
d) companies that are fully compliant with all C-TPAT security requirements."
Our "C-TPAT COMPLIANT" program allows companies meet the guidelines noted in "d)"
If C-TPAT COMPLIANT is interesting to you please notify.

Click here to see the Official website of C-TPAT
Click here to see the FAQ regarding C-TPAT

Assessment against COC (Code of Conduct) SCP assessments provide clients with tools to determine vendor's conformance with local Laws, different standards and the Code of Conduct Company subscribes, following are the few points which are consider during these audits:

• Harassment or Abuse
• Child Labor
• Discrimination
• Freedom of Association
• Wages and Benefits Hours of Work
• Health & Safety
• Environment
• Security (C-TPAT)
• Customs / Transshipment

Pre-assessment Process
The Lead Auditor gathers information that will assist the team to perform an effective and focused assessment, using information available from:
• libraries and databases
• Web-sites
• Applicable government and legal information
• Direct consultation with NGOs and other interested parties regarding the facility being assessed and/or local conditions for the industry.

On-site Assessment Process
• Opening conference with management
• Interview with union and other worker representatives
• Visual inspection of the facility, photographs as evidence.
• Confidential interviews with workers
• Review relevant records
• Cross-check and review information gathered
• Additional investigation as necessary to reach conclusions
• Closing meeting with management
SCP has established assessment tools and audit equipment's, procedure to carry out these audits.

ISO 9001 In a world where competing products and services begin to look the same, it’s the processes and systems behind them that make the real difference and deliver competitive advantage; ISO 9001:2008 Quality Management System certification enables you to demonstrate your commitment to service quality and customer satisfaction, as well as continuously improving your quality management systems and integrating the realities of a changing world.

ISO 14001 Companies today are under increasing pressure to demonstrate that they do not pursue profit at the expense of the environment. ISO 14001:2004 Environmental Management System is designed to address the delicate balance between maintaining profitability and reducing environmental impact; with the commitment of your organization, it can enable you to achieve both objectives. This means you can identify aspects of your business that impact on the environment and understand those environmental laws that are relevant to your situation.

ISO 22000 Failures in food supply can be dangerous and cost plenty. ISO has developed the ISO 22000 standard for the certification of food safety management systems. The standard is intended to provide security by ensuring that there are no weak links in the food supply chain, and to achieve international harmonization in the field of food safety standards. It will also provide a tool to implement HACCP through out the food supply chain because the standard is suitable for all stakeholders in the chain. Certification to ISO 22000 will enable an organization to demonstrate its ability to control food safety hazards in order to provide consistently safe end products that meet both the requirements agreed with the customer and those of applicable food safety regulations.

ISO/TS 16949

The success of QS9000 lead towards the development of a harmonized Quality System standard specific for the Automobile standard that was to be recognized globally.

The International Automotive Task Force (IATF) stood up to the task and in 1999 developed the ISO/TS 16949 standard. The intent of this international standard is to encourage the adoption of the Process approach to manage an organization involved in manufaturing of Auto parts. It’s applicability is valid from vehicle assembly plants to companies assembling parts and materials as well.

ISO 18001 OHSAS Organizations of all kinds are increasingly concerned with achieving and demonstrating sound occupational health and safety (OH&S) performance by controlling their OH&S risks, consistent with their OH&S policy and objectives. BS 18001:2007 OHSAS specifies requirements for an OH&S management system to enable an organization to develop and implement a policy and objectives which take into account legal requirements and information about OH&S risks. It is intended to apply to all types and sizes of organizations and to accommodate diverse geographical, cultural and social conditions.

Halal Halal certified products are being recognized globally for being hygienic and of superior quality, equally popular amongst Muslim and even non-Muslim consumers worldwide, making the demand for Halal products rise significantly.

Certification Categories:
Our principal provides services recognized globally for scrutinizing, analyzing and testing following products and beyond on the standards defined in Islam for Halal foods.
• Slaughter Houses (for animals meat)
• Foods (both raw and processed)
• Cosmetics and Chemicals


Sub-Services:
1. Dairy and aquatic Products
2. Slaughtering process for Halal food
3. Fat Products
4. Ingredients
5. Recipes
6. Fruits, Flour & Corn Products
7. Poultry and Livestock Products
8. Confections
9. Energy Supplements
10. Dietetic Foods
11. Drinks & snacks


Advantages of Halal Certification to the Manufacturers and Producers:
• Improvement in brand image by fulfilling different consumer requirements.
• Prospects of penetrating into a worldwide Halal food market of over 1.5 billion people.
• A sound edge is attained over the competitors.
• Strict rules are maintained relating to private sanitation of facilities that in addition to the other obligatory hygienic practices observed on the premises.
• It is more promotable and marketing is more attractive, with a distinct logo of Halal recognition on all the products.
• Improvement in the food quality by stringent quality assurance policy as per international standards.
• Hall insignia is a trustworthy, autonomous and dependable acknowledgment to back Halal food claims.
• Improved advertisement and acceptance of products in Muslim countries/markets.

HACCP - Hazard Analysis Critical Control Point HACCP is a management system in which food safety is addressed through the analysis and control of biological, chemical, and physical hazards from raw material production, procurement and handling, to manufacturing, distribution and consumption of the finished product.