Sins of omission: the rights of any group wishes

Sins of omission: the rights of any group wishes to labor rights group promises Knight Nike deliberately overlooked the requirements to do the nike max shoes
, but may also be grouped into six categories:

No. 1 demand: the situation of the protection of speech on the factory work honestly De. Nike 's in exposing sweatshop workers of the protection of records are very poor. For conversation with the journalists had been deceived of their workers turned back, and hastily fled from other plants, in hard after the bad habit of being open. Until this changes, nike max ltd
workers will have sufficient reason to remain silent on the plant to avoid honest speech can lead to the loss of them and their colleagues in their work.
The 2nd demand: Monitors the factory and the investigation worker complaint is regular, transparent, independent and confidential method. The activist requests the permission the Nike Air Shoes
right group to educate repeatedly about theirs right worker and guaranteed that the worker possibly voices the confidential complaint to the independent monitor, when these rights are violated. Instead, Nike has made its responsibility each factory education about Nike' Worker; s code of conduct and establishment complaint mechanism. This neglects the interest factory owner to have maintains intentionally the worker ignorantly to their right. All independent research indicated that the majority Nike workers do not understand their right definitely in Nike' Under; s code, and did not believe that the factory owner may trust solves the worker to be suffering from injustice. The right group also request is the independence and the rigorous factory monitor routine. Was responding that Nike has established the careful manufacture surveillance and the factory appraisal different plan. When program this variety looked impression profoundly when public relation feeling, Nike has established in these program's each intentionally, so that they cannot pass an examination in two or many effective surveillance key test: Independence, transparency, regularity and trusting relationship with worker. S.A.F.E quarter program. (security, health, manner, people, environment) appraise, conduct by the Nike staff member, is obviously is not most independent. Without the evidence to prove that the Nike staff members take these to appraise a part of interview worker say nothing in fact to attempt the confidence building relations and they. Nike' Every year the factory monitors the s program also to lack the independence by PricewaterhouseCoopers. PwC by Nike, to Nike's report choice, and the monitor routine designs by Nike conduct. To a certain extent PwC' Independent observation; the s surveillance practice permission, it indicates the PwC auditor confidence building relations with the worker, and their surveillance's quality may be the extreme is poor. Dara O' Rourke (a assistant professor MIT) observed several PwC factory audit recently directly, and believed that they have " Significant and on surface systematic biases" Favors and opposes the worker in the factory owner (O' Interest; Rourke 2000). When has fair labor Association' Time element; s (FLA) proposed represents in Nike' Important improvement monitor routine; s tidal current very severe system, Association' the s ability guarantees workers' The right is respected the remarkable destruction and Nike shoes will monitor by its external monitor's suspicious independence by the factory between visit's long time postponing--Which averages one time will occur in each factory only every ten years. The worker and the public global alliance are the attempt are far away from company' by the Nike shift; Promotion human rights agenda focal point; s critic. The alliance avoids investigating the essential human rights question intentionally, and its research methodology does not allow researcher's time to employ labor the author to create the trusting relationship. Nike opposes Workers' powerfully; The correction financial group, is independent, and the transparent factory monitor routine makes its priority confidence building relations with the worker. On the contrary, Nike' So far the s surveillance and the factory appraise the program are not independent, does not lack the full transparency and has not done very few wins workers' diligently; Trust, so that they can may to the factory situation speech, not use honestly to the fear which retaliates.