- Step 1: Engage Stakeholders and Partners
- Step 2: Assess risks and impacts
- Step 3: Develop code of conduct
- Step 4: Communicate and Train across your supply chain
- Step 5: Monitor compliance
- Step 6: Remediate violations
- Step 7: Independent review
- Step 8: Report performance
Step 6: Remediate Violations
- Understand the distinction between correcting a violation and implementing systems to prevent it from recurring.
- Learn about specific actions you can take to correct child labor and forced labor violations and prevent them from recurring.
- Understand the basic structure of a Corrective Action Plan (CAP) as well as options for developing and implementing one.
Violation—A situation identified through an audit that is in breach of the code of conduct.
Remediation—The actions taken in response to a code of conduct violation identified in an audit. Remediation actions should both fix the problem and prevent it from recurring.
Corrective Action Plan (CAP)—A plan of action for remediation of all violations found in a particular audit.
Every violation identified in an audit should be remediated. Various stakeholders should play a role in remediation: the management of the supplier facility should be committed to correcting the violations; your company should have the necessary mechanisms to ensure the technical assistance and support needed for correction; and workers or workers’ organizations should be consulted for their views about which remediation actions will work best.
Remediation actions should always be designed to both correct the problem found and prevent it from recurring. In the case of child labor and forced labor violations, this means both improving circumstances for individual child labor or forced labor victims and preventing further child labor or forced labor from occurring at the worksite.
The links on the left-hand side of this page provide more information about remediating violations. It is recommended that you read them in the order presented; you can move from one section to the next without returning to this page.
Note: Any references to companies or other non-governmental entities within this guide are only for informational purposes and should not be interpreted as an official endorsement of those entities, their products or services by the U.S. Department of Labor.
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