bsci company report

8/19/2019 BSCI Company Report

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SELF ASS ESSMENT FOR INDUSTRIAL PRODUCTION

I N T ROD UC T I ON

The Business Social Compliance Init iat ive (BSCI) is an init iat ive of retailers, importers

and manufacturers to improve social standards in a sustainable way. Third par tyaudits are one of the mechanisms to improve social standards, but the key to real andsustainable improvement is acting in par tnership with suppliers. The BSCI aims to reward

the suppliers’ willingness to cooperate.

The self assessment questionnaire is the first step in the BSCI implementation process.It is a tool that your company should complete and it has three main purposes:

1. It allows your company to evaluate its own performance with regard to the BSCIRequirements and get a first understanding of the system.

2.It provides you and your clients (BSCI part icipants) with a f irst overview of yoursocial responsability and that of your supplying farms (if applicable).

3. It helps your company to get prepared for both internal audits and BSCI audit in aprogressive manner.

Part A of this self assessment includes specif ic questions regarding your factory whilePart B is a preparation for the upcoming social audit .

Please note that if your company has several production units, one self-assessmentshould be f i l led in for each separate unit .Having proper documentation for all the areas covered in this assessment is an essential

component of your preparation. Keep it on hand and ready for review by the BSCI auditor.

Click here to be for warded to the l ist of documents needed:

ABRIDGED GLOSSARY ............................................ 2

QUESTIONNAIRE PART A.1 ....................................... 3



QUESTIONNAIRE PART B.......................................... 8

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ABRIDGED GLOSSARY

This is a summary of the most relevant terms you wil l face when fi l l ing in this questionnaire.To view the complete glossary, please visit the BSCI website

CE R T I F I CA T I O N S

认证

ISO 90 01 Quality Management Standard ( www.iso.org)

ISO 14001 Environment Management Standard ( www.iso.org)

ICTI CARE International Council of Toy Industries ( www.icti-care.org )

WRAP World Responsible Accredited Production ( www.wrapcompliance.org)

S A 8 0 0 0 Social Standard ( www.sa-intl.org )

O T H E R S O CI A L S CH E ME S , W H I CH A R E N O T CE R T I F I CA T I O N S

GRASP GRASP stands for GLOBALG.A.P Risk Assessment on Social Practice. It is a voluntary module provided byGLOBALG.A.P, that helps raise the awareness of the importance of social issues in agriculture as well as providepractical guidance on what a producer can do to promote good social practices in their operations. The GRASPAssessment does not form part of the regular GLOBALG.A.P audit and its accredited certification.

SMETA SMETA stands for Sedex Members Ethical Trade Audit. It is a compilation of best practice in ethical trade audit

technique, intended for experienced auditors to help them to conduct high quality audits in a format for ethicaltrade audits that can be easily shared. It also intends to give greater transparency into the auditor qualificationsand practices that underpin reports. SMETA is not a new code of conduct or standard.

http://www.bsci-intl.org/http://www.iso.org/http://www.iso.org/http://www.icti-care.org/http://www.wrapcompliance.org/http://www.sa-intl.org/http://www.sa-intl.org/http://www.wrapcompliance.org/http://www.icti-care.org/http://www.iso.org/http://www.iso.org/http://www.bsci-intl.org/


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QUESTIONNAIRE PART A.1

A .1 C O M PA N Y P R O FI L E

L ocation of Company

Date of the self-assessment*

Company name*

DBID (BSCI Database Identification Number)

Street*

City*

Zip Code

Country*

PhoneFax

Website

E-mail

Addit ional d irections:

GPS Coordinates

B as ic Data

First Year of Operation

Legal Status / Official Company

Registration

Language(s) spoken by officemanagement

Language(s) spoken by workers

Contact P er s on

Name

Position

Languages spoken

Phone

E-mail

Produc tion Capaci ty 2012 2011 2010

Total production capacity(including unit of measurement)

Maximum capacity per month inpeak month (including Unit ofmeasurement)

Maximum capacity per month in

low season (including Unit ofmeasurement)

Domestic market (production units)

Export (production units)

Dor mitor ies ( if applicable) 1 2 3

If dormitories are provided, please f i l lin the address for each location ortype «N/A» if not applicable.

Number of individuals l iving in the

dormitories provided by the company /

total number of workers in the company

Number of families l iving in the

dormitories provided by the company

Number of sqm/individual

Nil Nil

N/|A N/|A N/|A

N/|A

N/|A

Back to table of contents


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Oper ations I nfor mation

P l e a s e i nd i c a t e a l l b u s i ne s s u ni t s i nc l u d e d i n y o u r o p e r a t i ons a nd c o m p l e t e a l l s e c t i o ns fo r e a c h u ni t ( i nc l u d i ng o w n u ni t s , s u b c o nt r a c to r s , e t c . )

1.

2.

3.

4.

5.

6.

7.

8.

In case of other cert if ication please clarify:

Are cert if icates or audit reports available from past audits conducted at your company? If yes, please attach a copy of valid cert if icates.

Did you receive the BSCI Code of Conduct?

Additional comments:


A . 2 GE N E R A L C O M PA NY S T R U C T U R E A N D SI Z E

B us ines s Over view and L abour Repr es entation

What are your main business activit ies?Check all that apply

Others, please describe:

P r oducts % of total pr oduction per year P eak s eas onStart month End month

1.

2.

3.

4.

5.

Which labour law statutesare applicable within yourcompany?

Is one (or more) of thefollowing persons ororganisations present in

your company?

Name of representative:


WorkerRepresentative

WorkerCouncil

Trade Union Other

Fr ee Tr ade Zon e I nd ustr y Col lec ti ve Ag reement

N a m e o f u nit / Id e nti f i c at i on T y pe o f b u s i ne s sactivity

C o nt ac t Pe r so n B us i ne s s R el at i onsince (date)

L oca ti on Ad dr es s D is ta nc e to th ecompany (in km)

Mai n Product Cer tif ication

Yes No N/A

Yes No

Manufacturer of Home Textile

textile madups 10.000,00% January December

0,00%

junaid razaaq Jameel

Please select one Other










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A . 3 E MPL OY ME N T S T RU CT U RE

P l e a s e d e s c r i b e b e l o w t h e wo rk e rs yo u h i re . I n c a s e yo u us e a t h i rd p a rt y f o rh i r i n g , p l e a s e i n c l ud e i t s d e t a i l s

Total number of workers

at the time of theself-assessment

Peak season :

Total number of workers*

Maximum number oftemporary or seasonal

workers*

Local WorkersMigrant Workers

Low season :

Total number of workers*

Maximum number oftemporary or seasonal

workers*

Local Workers

Migrant Workers

W or king H our s

What is the statutory number

of working hours per workingweek in your country?

What is the average number

of weekly overt ime hours?

P l e a s e i nd i c a t e t h e fo l l o w i ng i nfo r m a t i o n p e r d e p a r t m e nt

Department name

No. of workers

Shifts worked in the

department

Shift 1

Break

Weekdays

Resting day

Shift 2

BreakWeekdays

Resting day

Shift 3

Break

Weekdays

Resting day

Shift 4

Break

Weekdays

Resting day

Hired

directly

Hired

through

third party

Name of the

third party

Contact

details of the

third party

Peakseason

Lowseason

Peakseason

Lowseason

Star t End Star t End15 30 Cut to pack,

15 30

All All0 0

48 Regular12 Hours Overtime

04

Cut to Pack, Warehouse,

45

9:00 am 6:00 pm

1:00 pm 02:00 Pm

Monday Monday

Sunday Sunday

Monday Monday

Monday Sunday

Monday Monday

Monday Monday

Monday Monday

Monday Monday



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W ages I nfor mation

What is the legal minimum

wage applicable in your

production unit?

What is the lowest wage

you pay workers for regularworking hours?

What are the wage supplements required by law?(local currency)

What is the percentagefor wage supplementspaid in relation withyour human resources

overall costs?

How often do you compensate your employees?

Age I nfor mation

What is the statutory minimum age for employment?

What is the age of the youngest worker?

Since when is he/she working?

Note: In c a s e y o u h a v e c h i l d r e n o r y o u ng w o r k e r s i n y o u r c o m p a ny p l e a s ecomplete the tab t it led «Child & Young Worker Record Sheet»

Amountin local

currency

Indicateunit for

wage (hour/ day/ month)

Gross Net

Over ti me Weekly

rest day

Holiday Night shi ft Other

8000 Month 8000 8000

8000 8000 8000 8000

0,00%

Gusseted Holiday Allowance to Security Gurad

15

18 years and 6 months

2 month



7/14

NameBirthday

(month, year)Attending school?

(yes, no)Working start date

(month, year)Department he/she

works inWorking time

scheduleComments

1.

2.

3.

4.

5.

6.

7.

8.

9.

10 .

11.

12.

13.

14.

15.

16 .

17.

18.

19 .

20 .

21.

22 .

23 .

24.

25 .

Ch ild and Young W or ker Recor d Sh eet

Please only complete this table if you have children (anyone below the national minimum age) or young workers (anyone above the national minimum age but below 18 ye ar s of ag e) in yo ur co mp an y.



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QUESTIONNAIRE PART B

P l e a s e t a k e y o u r t i m e t o f i l l i n t h i s s e l f - a s s e s s m ent q u e s t i o nna i r e p r o v i d i ng a sm u c h i nfo r m a t i o n a s p o s s i b l e . T r y t o a ns w e r « no t a p p l i c a b l e » ( N /A ) o nl y w h e nstr ict ly necessary.

D u r i ng t h e B S C I a u d i t y o u w i l l b e r e q u e s t e d t o p r o v i d e d o c u m e nt a t i o n fo r t h ea u d i t o r s t o r e v i e w . F o r e x a m p l e , y o u w i l l b e r e q u i r e d t o s h o w t i m e r e c o r d s , pa ys l ip s, so ci a l se cu ri ty pa ym en ts , as we ll as he a lt h a nd sa fe ty do cu me nt at io ns u c h a s t r a i ni ng r e c o r d s , r i s k a s s e s s m e nt s a nd s a fe t y d a t a s h e e t s . Ga t h e r i nga l l d o c u m e nt a t i o n r e l a t e d t o fa c t o r y m a y t a k e s o m e t i m e . T h e r e fo r e , i t i s w o r t h yt h a t y o u s t a r t c o l l e c t i ng t h e d o c u m e nts r e q u i r e d w h i l e f i l l i ng i n t h e s e l f -a s s e s s m ent a nd k e e p t h e m o r g a ni z e d a nd a c c e s s i b l e fo r t h e a u d i t o r s .

1. LEGA L C OMP LIA N C E

E x pla n a t io n : S a l e s a r e g o v e r ne d b y a nu m b e r o f l e g a l r e q u i r e m e nt s d e s i g ne d t op r o t e c t y o u r c u s t o m er s . P l a y i ng i t b y t h e b o o k c a n h e l p y o u r f a c t o r y b u i l d a ndmaintain an honest and trustworthy reputation, avoid the cost of legal actionsand loss of profit .

E x pe c t a t io n : Y o u r f a c t o r y s h o u l d b e c o m p l i a nt w i t h a l l a p p l i c a b l e na t i o na ll a w s , r e g u l a t i o ns a nd i nd u s t r y m i ni m u m s t a nd a r ds . B y f o l l o w i ng t h e B S C I , w ee x p e c t y o u t o w o r k s u c c e s s f u l l y t o w a r d s b e t t e r s o c i a l p r a c t i c e s a s d e f i ne d b yInt e r na ti o na l L a b o u r Or g a ni z a t i on a nd Uni t e d N a t i o ns C o nv e nti o ns .

1.1 Do you have a written social policy thatdocuments BSCI requirements in l ine with the

national law?

1.2 Do you inform the workers or give them theopportunity to inform themselves about nationallabour regulations (for example, do you provide

the texts of these regulations to interested workersor do you hold informational meetings on theregulations)?

Addit ional comments:

2 . M A N A G E M E N T S Y S T E M

E x pla n a t io n : S o c i a l r e q u i r e m e nt s a r e m o r e s u c c e s s f u l l y i m p l e m e nt e d w h e n t h e ya r e u nd e r s t o o d b y b o t h m a na g e m e nt a nd w o r k e r s . T r a ns p a r e nt c o m m u ni c a t i onh e l p s t o r a i s e a w a r e ne s s .

E x pe c t a t io n : T h e f a c t o r y s h a l l d e f i ne a nd i m p l e m e nt a s o c i a l p o l i c y ( i nc l u d i nga nt i - b r i b e r y / a nt i - c o r r u p t i o n p o l i c y ) a nd m a na g e m ent s y s t e m t o e ns u r ethat the requirements of the BSCI Code of Conduct can be met at its facil it ies.A d d i t i o na l l y , w h e n u s i ng s u b c o nt r ac t o r s , m a na g e m e nt i s r e s p o ns i b l e f o re ns u r i ng t h o s e u ni t s a r e a l s o f o l l o w i ng t h e p r i nc i p l e s o f t h e B S C I c o d e a ndmonitor their social compliance. Management is responsible for the correctimplementation and continuous improvement by communicating effectivelyt o t h e w o r k e r s , c o nd u c t i ng i nt e r na l a u d i t s a nd t a k i ng c o r r e c t i v e m e a s u r e s .P e r i o d i c a l r e v i e w o f t h e S o c i a l P o l i c y i s e x p e c t e d .

2.1 Has a copy of the BSCI code of conduct beenposted in the worker’s languages and/or attachedto the workers’ contract?

2.2 Do you have a procedure for updating and

implementing legal regulations with regard to matterssubject to continuous change like wages and safety?

2.3 Do work rules exist and are they documentedand applied to all employees?

2.4 Has a senior management representative beenappointed to implement the BSCI code?

If yes: please indicate name and function:

2.5 Has a representative of the operational teambeen appointed to implement the BSCI code?

If yes: please indicate name and function:

2.6 Do you keep a register of the trainings provided

to workers about the content of the BSCI code of

conduct, including a description of the content anda part icipant l ist?

2.7 Do you hold regular meetings between management

and workers to inform workers on implementation ofBSCI requirements and national labour legislat ion?

2.8 If yes, do you maintain records

of these meetings?

2.9 Do you have a grievance mechanism system inplace?

2.10 Are there records available for grievances and

solutions from at least the past 12 months?

2.11 Have you distributed the BSCI code of conduct(or equivalent) to your subcontractors and

communicated them the BSCI requirements andexpectations?

2.12 Do you have a procedure for monitoring socialstandards at your subcontractors production facilities?

If yes, please provide documentation.

Yes No N /A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Mr. Jameel

Mr. Jameel,



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2.13 Have all subcontractors completed the BSCISelf-Assessment Questionnaire or equivalent socialassessment?


3 . F R E E D O M O F A S S O C I A T I O N A N D R I G H T T O C O L L E C T I V E B A R G A I N I N G

E x pla n a t io n : T h e r i g h t s o f f r e e d o m o f a s s o c i a ti o n a nd c o l l e c t i v e b a r g a i ni ng a r ec o r e l a b o u r s t a nd a r d s a nd i na l i e na b l e h u m a n r i g h t s . Uni o n’ s m e m b e r s h i p m u s t

no t b e r e q u i r e d , no r h i r e d o r r e nd e r e d i ne f f e c t i v e .E x pe c t a t io n : A l l ` w o r k e r s s h o u l d h a v e t h e r i g h t t o f o r m a nd j o i n t r a d e u ni o ns o ft h e i r c h o i c e a nd t o b a r g a i n c o l l e c t i v e l y . I f i n y o u r c o u nt r y t h e r i g h t s r e g a r d i ngf r e e d o m o f a s s o c i a t i o n a nd c o l l e c t i v e b a r g a i ni ng a r e r e s t r i c t e d b y l a w , y o u rcompany shall facil itate other means of independent and free organisation andbargaining. At the same t ime, the representatives of workers shall have accessto their representees in the workplace.

3.1 Do you allow workers to join or establisha workers' organization (for example a workercouncil or trade union)?

3.2 If the right of freedom of association andcollective bargaining are restricted by law - for

example when independent trade unions are forbidden- do you provide other ways for workers' to be heardand to collectively bargain - for example having afreely chosen worker representative or council?

If yes, please describe:

3.3 Do you respect the workers’ right to negotiatecollectively according to national labour regulations?

3.4 Do workers have the possibility to complain

(about minor and major problems) without beingsanctioned?


4. P ROHIBITION OF DISC RIMIN A TION

E x pla n a t io n : T h e r e a r e t w o k i nd s o f d i s c r i m i na t i o n: d i r e c t a nd i nd i r e c t .D i r e c t d i s c r i m i na t i o n o c c u r s w h e n c e r t a i n c h a r a c t e r i s t i c a r e u s e d a s a ne x p l i c i t r e a s o n f o r p r e v e nt i ng p e o p l e f r o m e x e r c i s i ng t h e i r r i g h t s . Ind i r e c td i s c r i m i na t i o n o c c u r s w h e n t h e r e a r e c r i t e r i a o r p r a c t i c e s o p e r a t i ng , w h i c hh a v e t h e e f f e c t o f d i s c r i m i na t i ng a g a i ns t c e r t a i n g r o u p s o f p e o p l e , b y p u t t i ngt h e m a t a d i s a d v a nt ag e c o m p a r e d w i t h o t h e r s , a nd w h i c h c a nno t b e j u s t i f i e d a sproport ionate.

E x pe c t a t io n : N o d i s c r i m i na t i o n s h a l l b e t o l e r a t e d i n h i r i ng , r e m u ne r a t i o n,

a c c e s s t o t r a i ni ng , p r o m o t i o n, t e r m i na t i o n o r r e t i r e m e nt b a s e d o n g e n de r, a g e ,re l ig io n , ra c e , c a s t e , s o c ia l ba c k g ro u n d, dis a bi l i t y , e t h n ic a n d n a t io n a l o r ig in ,n a t io n a l it y , m e m be rs h ip in w o rk e rs ’ o rg a n is a t io n s in c lu din g u n io n s , po l it ic a la f f i l ia t io n , s e x u a l o r ie n t a t io n , o r a ny o t h e r p e r s o na l c h a r a c t e r i s t i c s .

4.1 Do you guarantee that all workers aretreated equally?

4.2 Do all your worker have the same opportunities

within your company? (for example hiring, socialbenefits and overt ime)

4.3 Do you ensure that any form of verbal, physical

or psychological threats, abuse or harassment take

place in your company (in cluded but not l imited tosexual harassment)?


5. C OMP EN SA TION

E x pla n a t io n : A g o o d c o m p e ns at i o n s y s t e m w i l l h a v e a p o s i t i v e i m p a c t o n t h ee f f i c i e nc y a nd r e s u l t s p r o d u c e d b y e m p l o y e e s a s i t w i l l e nc o u r a g e t h e m t op e r f o r m b e t t e r a nd a c h i e v e t h e s t a nd a r d s f i x e d b y y o u r b u s i ne s s . M a t e r i a l s ,m a c h i ne r y a nd m o ne y a r e a l l v e r y i m p o r t a nt f a c t or s f o r b u s i ne s s , b u t i t i si m p o s s i b l e t o b e s u c c e s s f u l w i t h o u t a g o o d w o r k f o r c e .

E x pe c t a t io n : W a g e s p a i d f o r r e g u l a r w o r k i ng h o u r s a nd o v e r t i m e h o u r s s h a l lm e e t o r e x c e e d l e g a l m i ni m u m s a nd /o r i nd u s t r y s t a nd a r d s . Y o u s h o u ld n e v e rm a k e i l l e g a l , u na u t h o r i s e d o r d i s c i p l i na r y d e d u c t i o ns f r o m w a g e s . I f t h el e g a l m i ni m u m w a g e a nd /o r i nd u s t r y s t a nd a r d s do n o t c o v e r l iv in g e x pe n s e s a nd p r o v i d e s o m e a d d i t i o na l d i s p o s a b l e i nc o m e , y o u a r e e nc o u r a g e d t oprovide workers with adequate compensation to meet these needs. It is yourr e s p o ns i b i l i t y t o e ns u r e t h a t w a g e a nd b e ne f i t s a r e d e t a i l e d c l e a r l y a ndr e g u l a r l y f o r w o r k e r s .

5.1 Do you pay at least legal minimum wages o rrelevant industry wage to all workers?

5.2 Do you apply all wages supplements required

by law to all workers?

Yes No N /A

Yes No N /A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N/A

Yes No N /A

Yes No N /A

Yes No N /A

We have internal self assessment form for supplier which have standard questions of ILO in it.

Work Council

We ensure it regularly.



10/14

5.3 Do you provide all legally required benefits t oyour workers (regardless if permanent or seasonal)?(This includes paid leave, maternity benefits, social

insurance and any other mandated by your local law)

5.4 Do personnel f i les (e.g. proof of age, workingcontract) exist for all workers?

5.5 Do all workers receive pay slips that state basic

salary, working t ime, overt ime, overt ime compensation

and all legal required social contributions?


6 . W O R K I N G H O U R S

E x pla n a t io n : S o c i a l c o m p l i a nc e i m p l i e s t h a t y o u e ns u r e a l l w o r k e r s e a r n at leastt h e le g a l m in im u m w a g e i n t h e r e g u l a r w o r k i ng t i m e a nd a p p l y r e g u l a t i o ns w i t hr e g a r d s t o c o m p e nsa t i o n ( e s p e c i a l l y o v e r t i m e ) .

E x pe c t a t io n : H o u r s o f w o r k , n i g h t w o r k a nd r e s t p e r i o d s f o r w o r k e r s s h a l l b ein accordance with national laws and regulations or collective agreements.The International Labour Organization (ILO) recommends that the maximuma l l o w a b l e w o r k i ng h o u r s i n a w e e k o n a r e g u l a r b a s i s s h o u ld n o t e x c e e d 4 8h o u rs a nd t h e m a x i m u m a l l o w a b l e o v e r t i m e h o u r s i n a w e e k s h o u l d no t e x c e e d

1 2 h o u rs . Ov e r t i m e h o u r s s h a l l b e o n a v o l u nt a r y b a s i s a nd t o b e p a i d a t apre m iu m ra t e . A n e m p l o y e e i s e nt i t l e d t o a t l e a s t o n e f re e da y f o l lo w in g s ixc o n s e c u t iv e w o r k i ng d a y s .

6.1 Are al l the hours, days and overt ime hours

worked in accordance with the national regulations?

6.2 Is a t ime record system in place wh ich showsthe t ime in and t ime out of each worker for each day?

6.3 Do the national labour regulations/collective

agreements allow other definitions or particularexceptions to the previously mentioned working hours?

If yes, please describe:

6.4 Do you have systems in place to ensure that noemployee works more than 48 regular hours and nomore than 12 overtime hours per week?

6.5 Do you ensure that all employees have at least

one free day after six consecutive days worked?


7. WORKP LA C E HEA LTH A N D SA FETY

E x pla n a t io n : Go o d h e a l t h a nd s a f e t y a t w o r k h e l p s t o r e d u c e a b s e nc e s a ndi nc r e a s e t h e p r o d u c t i v i t y o f w o r k e r s , r e d u c e b u s i ne s s c o s t s , s u c h a s i ns u r a nc ep r e m i u m s a nd b u s i ne s s d i s r u p t i o n, a nd e na b l e s y o u r b u s i ne s s t o m e e t a ndexceed customer expectations. Neglecting health and safety at work may have am a j o r f i na nc i a l i m p a c t o n y o u r b u s i ne s s a s t h e c o s t s o f a c c i d e nts a nd i l l - h e a l t hcan be substantial.

E x pe c t a t io n : T h e f a c t o r y s h a l l e s t a b l i s h a nd f o l l o w a c l e a r s e t o f r e g u l a t i o ns a ndp r o c e d u r e s r e g a r d i ng o c c u p a t i o na l h e a l t h a nd s a f e t y , e s p e c i a l l y t h e p r o v i s i o n

a nd u s e o f p e r s o na l p r o t e c t i v e e q u i p m e nt , c l e a n b a t h r o o ms a nd a c c e s s t op o t a b l e w a t e r. S a m e c o nd i t i o ns s h a l l a p p l i e d f o r do rm it o rie s , w h e n pro v ide dby t h e c o m pa n y . A management representative s h a ll be a ppo i n t e d t o bere s po n s ible f o r t h e h e a lt h a n d s a f e t y and accountable for the implementationo f t h e H e a l t h a nd S a f e t y e l e m e nt s o f t h e B S C I . A l l w o r k e r s s h a l l r e c e i v e r e g u l a ra nd r e c o r d e d h e a lt h a n d s a f e t y t ra in in g . Y o u n g w o rk e rs s h a l l n o t be e x po s e d t oh a z a rdo u s , u n s a f e o r u n h e a lt h y s it u a t io n s . Systems shall be in place, to detect,a v o i d o r r e s p o nd t o po t e n t ia l t h re a t s t o h e a l t h a nd s a f e t y o f a l l w o r k e r s .

7.1 Is the working environment as safe, healthyand clean as required by the national regulations?

7.2 Do you regularly conduct a risk assessment for

safe, healthy and hygienic working conditions and

follow the recommendations?

7.3 Do you have a system in place to ensure thatall f irst aid kits are accessible to workers and that

contents are not expired?

7.4 Is there a worker present who has been trainedin f irst aid issues available during each shift?

7.5 Do you have potable drinking water for all workers?

7.6 Do you ensure that workers have access to cleanand safe social areas and restrooms?

7.7 Is there a system in place to ensure that all

workers are trained in health, safety and hygienebefore they start to work with you?

7.8 Do you ensure that all required personalprotective equipment and protective clothing is

provided to all workers free of charge?

7.9 Is there a system in place to keep a registerof the trainings provided to workers, including a

description of the content and a part icipant l ist?

Yes No N /A

Yes No N /A

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Yes No N /A

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7.10 Do you have posted signs and warnings in yourfacilities (in pictographs and in the local language ofworkers) in order to remind al l workers about the

importance of wearing personal protective equipmentand the importance of following all safety indications?

7.11 Do you inform all workers about the company’saccident and emergency procedures and phone

numbers?

7.12 Do you keep a register of accidents and do youalways investigate the issue?

7.13 Have you ensured that all workers dealing with

hazardous chemicals are trained on the dangers andproper handling of chemicals?

7.14 Do you restrict the access to the rooms

containing chemicals products to only those workerswho are trained i n handling those products?

7.15 Do you keep safety documents for all chemicalsused (for example MSDS = Material Safety Data Sheet)?

7.16 Are the use, storage and disposal of allchemicals documented?

7.17 Do you ensure that workers cannot be harmed

by electric installations or cables?

7.18 Do you provide the legally required quantity off ire extinguishers, which are maintained regularly,mounted and accessible?

7.19 Are escape routes/aisles and exits properlymarked, unblocked and easily accessible at any t ime?

7.20 Do you conduct yearly fire and evacuation drills

in order to ensure that all workers know how torespond in an emergency situation?

7.21 Are machines correctly installed, maintainedand safeguarded?


8. DORMITORIES / HOUSIN G

Explanat ion: The loca tion of the dormitories sha l l be chosen in a wa y tha t workersa re not exposed to both na tura l ha za rds a nd a ffected by the opera tiona l impa cts oft h e w o r k s i t e ( f o r e x a m p l e n o i s e , e m i s s i o n s o r d u s t ) . L i v i n g f a c i l i t i e s s h o u l d b e b u i l tusing a dequa te ma teria ls a nd kept in good repa ir, c lea n a nd free from rubbish a ndother refuse. They should meet the ba sic needs of the personnel a nd do not viola tea ny ba sic huma n right, a void sa fety ha za rds a nd protect workers from disea ses (E.g.result ing from humidity, sta gna nt wa ter sprea d of fungi etc).

Expectat ion: Dormitories sha l l be clea n, sa fe, a nd meet the ba sic needs of the

workers a nd their fa mil ies when releva nt. Al l workers a nd their fa mil ies (whenreleva nt) sha l l ha ve the right to remove themselves from imminent serious da ngerw i t h o u t s e e k i n g p e r m i s s i o n f r o m t h e m a n a g e m e n t.

8.1 Is the space provided in dormitories incompliance with statutory laws and regulations?

8.2 Are the sleeping rooms organized in a way

that preserve good level of morale, avoid safetyhazards and protect workers from potentialsexual harassment?

8.3 Are dormitories separated from production area

and warehouses?

8.4 Are the dormitories / housing clean and safe?


9. P ROHIBITION OF C HILD LA BOUR

Explanat ion: The educa tion of the chi ld sha l l be directed to develop his persona l ity,menta l a nd physica l ta lents. A chi ld should ha ve the right to rest a nd enga ge inrecrea tiona l a ctivit ies a ppropria te to his/her a ge. Ma na gement should ma ke suretha t chi ld la bour is not endorsed a nd employees’ chi ldren ha ve their chi ldhood’sr i g h t s g u a r a n t e e d .

Expectat ion: Any forms of exploita t ion of chi ldren a re forbidden a s defined byInterna tiona l La bour Orga niza tion a nd United Na tions Conventions a nd/or by na tiona l

l a w . T h e r i g h t s o f y o u n g w o r k e r s m u s t b e p r o t e c t e d .Pol ic ies a nd Procedures for chi ld la bour remedia tion sha l l be esta bl ished a nddocumented by the compa ny, which sha l l include a dequa te support to ena blechi ldren to a ttend a nd rema in in school unti l no longer a chi ld.

9.1 Are all employees over the legal minimum age?

9.2 Do you ask for proof of age

(for example identity cards, birth certificates orother documents) to make sure that all hiredworkers are above the legal minimum age?

Yes No N /A

Yes No N /A

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9.3 Do you ensure that all national regulationsfor protection and training of young workers

(everyone below 18 years but above theminimum age) are enforced?


1 0 . P R O H I B IT I O N O F F O R C E D L A B O U R A N D D I S C I P L I N A R Y M E A S U R E S

Explanat ion: A l l workers should be free to termina te their contra cts within the lega l

fra mework. Threa ts or coercions (either physica l or psychologica l) should not beused a ga inst workers.

Expectat ions: A l l forms of forced la bour, such a s lodging deposits or the retentionof identity documents from personnel upon commencing employment, a re forbidden.Use of corpora l punishment, menta l or physica l coercion a nd verba l a buse sha l l notoccur.

10.1 Are documents such as ID-cards, passportsor birth certificates returned to the workers

immediately after hiring?

10.2 Do you allow workers to terminate theircontracts and leave their place of work freely and

without sanctions if they follow al l applicablenational regulations?

10.3 Do you ensure that the company does notengage or tolerate the use of corporal punishment,

mental or physical coercion or verbal abuse or otherforms of abusive disciplinary measures?


1 1 . E N V I R O N ME N T A L A N D S A F E T Y I S S U E S

Explanat ion: A g o o d m a n a g e m e n t o f n a t u r a l r e s o u r c e s w i l l h a v e a p o s i t i v e i m p a c t a tthe welfa re of your workers, bui ld a good reputa tion a nd contribute to susta ina ble

e c o s y s t e m s t h at m e e t b o t h e c o l o g i ca l a n d h u m a n n e e d s i n t h e f u t u r e .Expectat ion: Ma na gement sha l l gua ra ntee tha t no gross or evident environmenta lma lpra ctice occurs a nd the business runs in l ine with na tiona l environmenta lregula tions. Procedures a nd sta nda rds for wa ste ma na gement, ha ndl ing a ndd i s p o s u r e o f c h e m i c al s a n d o t h e r d a n g e r o u s m a t e r ia l s , e m i s s i o n s a n d e f f l u e n tt r e a t m e nt m u s t m e e t o r e x c e e d m i n i m u m l e g a l r e q u i r e m e n ts .

11.1 Do you make sure that air emissions (i.e. gases and fumes from machines and vehicles)are in compliance with national regulations?

11.2 Do you make sure waste water is treated

as required by national law?

11.3 Is waste managed and disposed of incompliance with the national regulations sothat it does not harm the environment?

11.4 Do you ensure that chemicals are storedand disposed in ways that avoid leakage?

11.5 Do you make sure that empty chemicalcontainers are not re-used?


NEXT STEPS

Onc e y o u h a v e f i l l e d i n t h i s s e l f - a s s e s s m e nt q u e st i o nna i r e , y o u s h o u l d b e i n ab e t t e r p o s i ti o n t o a na l y s e t h e s o c i a l g a p t h a t y o u r c o m p a ny w i l l ne e d t o fu l f i l . I fr e q u e s te d , y o u w i l l ne e d t o s h a r e t h i s d o c u m e nt w i t h y o u r c o m m e r c i a l c l i e nt , o rthe BSCI auditor.

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It is only cut to pack unit, we do not have processing unit



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ANNEXES: DOCUMENTATION AT THE DATE OF THE AUDIT

This is the documentation that the BSCI Auditor shall verify duri ng the audit. As a producer you should use this list to guide you through col lecting all documention prior to the audit.

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Documents

Copies of official documents on legal status, company name(s), year of foundation

Valid business l icences and all necessary off icial approvals to run operations including therelated machinery

Company’s Financial Balance sheet

Social policy and procedures in written form, including but not l imited anti-corruption procedure,human resources procedure, etc

Complaint mechanism including procedure, records of complaints by employees measures takenand follow up

List of valid cert if icates and/or audit reports concerning but not l imited to management systems,social and environmental standards or codes of conduct

Environmental procedures i ncluding but not l imit ied to water and waste management, chemicals ’disposure and emissions treatment

Documentation of responsibilities in the company on senior management and operational levelfor implementation of and checking compliance with the BSCI Code of Conduct

Calculation of the necessary f inancial and personnel resources to comply with the MinimumSocial and Environmental Requirements

Written declaration of commitment of subcontractors’ compliance with the BSCI Code of Conduct

Written declaration of consent for farms to be included in the ISMS (when applicable)

Proof of continuous improvement of social performance in the facilities of subcontractors

Working Rules in written form

Documentation of any infringements of the working rules a nd any disciplinary measures taken

Documentation of the legal minimum wages (relevant for the type of industry) and the source ofthis information

Personnel Data Files for all employees (including sessional workers)

Working t ime records

Documentation on all benefits to employees with remarks if they are mandatory or voluntary(including pregnancy and mothers)

Documented valid authorisation to make exemptions on working hours (e.g. from government,from collective barganing agreements with trade un ions)

Available

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Yes No

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Yes No

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Ver if ied

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Yes No

Reas ons for no ver if ication



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Documents

Minutes of meetings and records of written agreements with employees’ representatives

Wage lists and wage calculation including but not l imited to record of output of productivity ratesor piece rate workers

Production capacity planning in writen form including but not l imited cost calculation, growthexpectation and human resources needed.

Employment contracts including those related to security personnel and other services.

Payslips for employees and evidence of payment of wages

Evidence of updated contribution to social insurance funds

Documentation of all trainings to workers, part icularly but not l imited concerning Health andSafety. Valid documentation should include at least l ist names and posit ions of the part icipants,dates, content of training and qualification of the trainers

Documented record of the accidents including but not l imited information on the source of theaccident, type, dates, damages and indication of harmed persons and procedure followed.

Medical Personnel Qualif ication cert if icates

Qualification proof for employees working with dangerous machines, electrical installation and anyother activity that requires specific training dued to the level of risk.

Inspection reports, maintenance records, operating and safety instructions for dangerousmachines, included but not l i mited to l ifts, electrical equipment high-pressure equipment.

Inspection reports and maintenance records for fire fighting equipment (e.g. inspection tags onfire extinguishers)

Inspection documents and maintenance record concerning health and safety for the facil it ies anddormitories including but not l im ited to temperature, noise level and lighting

Records of receipt, consumption, withdrawal and d isposal of chemicals (including presentation of

Material Safety Data Sheets – MSDS)

Inspection reports and maintenance records on the water potability both facilities and dormitories(when relevant)

Documented risk assessment and related action plan for safe, healthy and hygienic workingconditions

List of production processes outsourced to prisons, and name and place of premises (if relevant)

Ver if ied

Yes No

Yes No

Yes No

Yes No

Yes No

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Available

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Reas ons for no ver if ication
