smeta audit type: 2-pillar 4-pillar - demka · pdf filefull follow-up audit (#1) partial...

Audit company: SGS Turkey Report reference: IS12K0-0390-1 FU-1 Date: 28.03.2013 1

Supplier name: DEMKA TEKSTIL SAN.VE DIS TIC.AS.

Site country: TURKIYE/TURKEY

Site name: DEMKA TEKSTIL SAN.VE DIS TIC.AS.

SMETA Audit Type: 2-Pillar 4-Pillar


Audit Company Name:

Report Owner (payee):

DEMKA TEKSTIL SAN.VE DIS TIC.AS.

Sedex Company Reference: (only available on Sedex System):

S531389433827

Sedex Site Reference: (only available on Sedex System)

PS277120501101

Audit Conducted By

Commercial Purchaser

NGO Retailer

Trade Union Brand Owner

Multi-stakeholder Combined Audit (select all that apply)

Auditor Reference Number: (If applicable)

N/A


Audit Details

Audit Details

A: Report #: IS12K0-0390-1 FU-1

B: Date of audit: 28.03.2013

C: Time in and time out: Please see Best Practice Guidance page

Time in: 09:30 Time out: 16:00

D: Number of Auditor Days Used: (number of auditor x number of days)

1 (1 day/gün x 1 auditor/denetçi)

E: Audit type:

Full Initial Periodic Full Follow-up Audit (#1) Partial Follow-Up Partial Other - Define

F: Was the audit announced?

Announced Semi – announced Unannounced

G: Was the Sedex SAQ available for review?

Yes No

If no, why not? N/A

I: Auditor name(s) and role(s): OZLEM GUN- BAS DENETCI / LEAD AUDITOR

J: Report written by: OZLEM GUN

K: Report reviewed by: YESIM KOCMAN

L: Report issue date: 04.04.2013

M: Supplier name: DEMKA TEKSTIL SAN.VE DIS TIC.AS.

N: Site name: DEMKA TEKSTIL SAN.VE DIS TIC.AS.

O: Site country: TURKIYE/ TURKEY

P: Site contact and job title: Mr.Huzeyfe ISLAMOGLU- Đşletme Müdürü / Plant Manager

Q: Site address: Karayolları Mah. 564-1 Sk. No:1 34255 Kucukkoy Gaziosmanpasa Istanbul / Turkey

Site phone: +90 212 477 41 00

Site fax: +90 212 477 45 00

Site e-mail: [email protected]


R: Applicable business and other legally required licence numbers: for example, business license no, and liability insurance

Vergi Dairesi &No /Tax Office & No: Kucukkoy VD- 290 032 24 90 SGK No/ Social Insurance Registration No: 214130606103130603409-64

S: Products/Activities at site, for example, garment manufacture, electricals, toys, grower

Örme dış giyim imalatı Knitted garment manufacturing

T: Audit results reviewed with site management?

Evet/ YES

U: Who signed and agreed CAPR (Name and job title)

Mr.Huzeyfe ISLAMOGLU- Đşletme Müdürü / Plant Manager

V: Did the person who signed the CAPR have authority to implement changes?

Evet/YES

W: Previous audit date: 17.09.2012

X: Previous audit type:

SMETA 2-Pillar SMETA 4-Pillar Other

Full Initial

Periodic

Full Follow-Up Audit

Partial Follow-Up

Partial Other*

*If other, please define:


Guidance:

The Corrective Action Plan Report summarises the site audit findings and a corrective, and preventative action plan that both the auditor and the site manager believe is reasonable to ensure conformity with the ETI Base Code, Local Laws and additional audited requirements. After the initial audit, the form is used to re-record actions taken and to categorise the status of the non-compliances. N.B. observations and good practice examples should be pointed out at the closing meeting as well as discussing non-compliances and corrective actions. To ensure that good practice examples are highlighted to the supplier and to give a more ‘balanced’ audit a section to record these has been provided on the CAPR document (see following pages) which will remain with the supplier. They will be further confirmed on receipt of the audit report.

Root cause (see column 4)

Note: it is not mandatory to complete this column at this time.

Root cause refers to the specific procedure or lack of procedure which caused the issue to arise. Before a corrective action can sustainably rectify the situation it is important to find out the real cause of the non-compliance and whether a system change is necessary to ensure the issue will not arise again in the future.

See Appendix 2.5 for more explanation of “root cause’’.

Next Steps:

1. The site shall request, via Sedex, that the audit body upload the audit report, non-compliances, observations and good examples. If you have not already received instructions on how to do this then please visit the web site www.sedexglobal.com.

2. Sites shall action its non-compliances and document its progress via Sedex.

3. Once the site has effectively progressed through its actions then it shall request via Sedex that the audit body verify its actions. Please visit www.sedexglobal.com web site for information on how to do this.

4. The audit body shall verify corrective actions taken by the site by either a "Desk-Top” review process via Sedex or by Follow-up Audit (see point 5).

5. Some non-compliances that cannot be closed off by “Desk-Top” review may need to be closed off via a “1 Day Follow Up Audit” charged at normal fee rates. If this is the case then the site will be notified after its submission of documentary evidence relating to that non-compliance. Any follow-up audit must take place within twelve months of the initial audit and the information from the initial audit must be available for sign off of corrective action.

6. For changes to wages and hours to be correctly verified it will normally require a follow up site visit. Auditors will generally require to see a minimum of two months wages and hours records, showing new rates in order to confirm changes (note some clients may ask for a longer period, if in doubt please check with the client).


Corrective Action Plan

Corrective Action Plan – non-compliances

Non-Compliance

Number The reference number of the

non-compliance

from the Audit Report,

for example, Discrimination

No.7

New or Carried Over

Is this a new non-compliance identified at the follow-up or one carried over (C)

that is still outstanding

Details of Non-Compliance

Details of Non-Compliance

Root cause (completed by the

site)

Preventative and Corrective Actions Details of actions to be

taken to clear non-compliance, and the system

change to prevent re- occurrence (agreed

between site and auditor)

Timescale (Immediate,

30, 60, 90,180,365)

Verification Method Desktop / Follow-Up

[D/F]

Agreed by Management and Name of Responsible

Person: Note if management

agree to the non-compliance, and

document name of responsible person

Verification Evidence and Comments

Details on corrective action evidence

Status Open/Closed or comment

Sağlık ve Güvenlik No:3 (1) Health& Safety Nb.3 (1) LL

Firmada, yasayla öngörülen Đş Sağlığı ve Güvenliği Komitesi oluşturulmamıştır. (Toplam çalışan sayısı 137’dır.) It was noted that, there was no Occupational Health and Safety Committee constituted in the company according to Labour Law.(The number of employees was 137)

- ĐSG Komitesi kurulmalıdır. Düzenli toplantı yapılarak, kayıtlar tutulmalıdır. It is recommended that, the Occupational Health and Safety Committee shall be constituted and its periodical meeting records shall be kept.

30 gün/days Masaüstü/ Desktop

Evet/ Yes Mr.Huzeyfe ISLAMOGLU- Plant Manager

1.Takip Denetimi (28.03.2013): Firmada Đş Sağlığı ve Güvenliği Kurulu kurulmuş olup aylık toplantı yapıldığı görülmüştür. 1

st Follow Up Audit

(28.03.2013): It was noted that Health and Safety Committee was established and has performed monthly meetings.

KAPANDI / CLOSED


Firmada yeterli sayıda sertifikalı ilkyardım personeli mevcut değildir. (Mevcut toplam çalışan sayısına göre (137) ilk yardımcı personel sayısı en az 7 olmalıdır. 5 personelin eğitimi

- Her 20 çalışan için 1 ilkyardım personeli bulundurulacaktır. It is recommended that, there shall be at least 1 certificated first aider for each 20 employees.



1.Takip Denetimi (28.03.2013): Firmada yeterli sayıda ilkyardım sertifikalı çalışan olduğu görülmüştür. 1

st Follow Up Audit

(28.03.2013):

KAPANDI / CLOSED


bulunmaktadır. It was noted that there was not adequate number of certificated first aider in the company. (There should be at least 7 first aiders according to company population (137). 5 employees have been trained.)

It was noted that there was sufficient number of first aid certified employees available in facility.

Sağlık ve Güvenlik No:3 (3) Health& Safety Nb.3 (3) LL ETI

Kayıt ve görüşmelere göre, firmada çalışanlara iş sağlığı ve güvenliği ile ilgili yeterli eğitim verilmemiştir. (Örnek: Genel iş sağlığı eğitimi, leke çıkarıcıların MGBF-malzeme güvenlik bilgi formu- bilgilendirme eğitimi, ilk yardım eğitimi) It was noted that, adequate occupational health and safety trainings were not provided to employees according to records and interviews in the company. (i.e: General H&S training, training about MSDS contents of used stain removals, first aid training.)

- Lütfen düzenli olarak çalışanlara iş sağlığı ve güvenliği ile ilgili eğitim sağlayınız, kayıtları muhafaza ediniz. It is recommended that, occupational health and safety training shall be given to employees and records shall be kept.



10.01.2013: Đş Saglıgı Güvenliği Eğitimi çalışanlara 03.11.2012’de verilmiş ve ilgili dokuman Sedex veritabanına yüklenmiştir. 10.01.2013: Health and Safety Training was given on 03.11.2012 and related document was uploaded on Sedex Database. 1.Takip Denetimi (28.03.2013): Đncelenen kayda (03.11.2012 tarihli) ve çalışan görüşmelerine gore çalışanlara iş sağlığı güvenliği eğitimi verildiği görülmüştür. 1

st Follow Up Audit

(28.03.2013): It was noted that health and safety training was given to employees according to reviewed records (dated 03.11.2012) and employee interviews.

KAPANDI / CLOSED


Sağlık ve Güvenlik No:3 (4) Health& Safety Nb.3 (4) LL ETI

Kayıt ve görüşmelere göre, firmada yangın tahliye ve söndürme tatbikatları ve yangın eğitimleri yeni katılan çalışanlar dahil tüm çalışanlarla birlikte son bir yıl içinde düzenlenmemiştir It was noted that, fire fighting and evacuation drills and fire safety training were not repeated with all employees- including new employed workers more than a year.

- Yangın güvenlik eğitimleri düzenlenecektir. It is recommended that, fire safety training shall be repeated periodically.

30 gün/days Takip denetimi/ Follow-up


1.Takip Denetimi (28.03.2013): Yangın tahliye ve söndürme tatbikatının 03.11.2012 tarihinde yapıldığı görülmüştür. 1

st Follow Up Audit

(28.03.2013): It was noted that fire fighting and evacuation drill was performed on 03.11.2012.

KAPANDI / CLOSED


Mutfakta çalışan iki taşeron işçinin portör vb. periyodik sağlık kontrol kayıtları görülemedi. It was noted that periodical health examine records of two sub-contracted workers in kitchen could not be seen.

- Mutfak personelinin gerekli sağlık kontrolleri yaptırılacaktır. Kayıtlar tutulacaktır. It is recommended that, periodical health examines shall be conducted for the kitchen staff. Records shall be kept.

Acil/ Immediate

Masaüstü/ Desktop


09.10.2012: Đki taşeron mutfak personelinin sağlık muayene raporları SGS Türkiye’ye gönderilmiş ve uygunsuzluk kapatılmıştır. 09.10.2012: Health examines records of two sub-contracted workers in the kitchen were sent to SGS Turkey and non compliance was closed. 1.Takip Denetimi (28.03.2013): Mutfak personeline ait sağlık raporları mevcuttur. 1

st Follow Up Audit

(28.03.2013): The health inspection reports of kitchen staff were

KAPANDI / CLOSED


available.


Firmada bazı çalışanların periyodik sağlık muayenelerinin 2010 yılından sonra eksik olduğu görülmüştür. It was noted that periodical health inspections of some employees were not conducted regularly since year 2010.

- Yetişkin çalışanların sağlık muayeneleri yılda bir kez; genç çalışanların 6 ayda bir kez yapılmalı ve kayıtları muhafaza edilmelidir. It is recommended that, periodical health inspections of employees shall be conducted every year; for young workers every 6 months; records shall be kept

Acil/ Immediate

Takip denetimi/ Follow-up


1.Takip Denetimi (28.03.2013): Tüm çalışanlara Aralık 2012’ de periyodik sağlık kontrolü yapıldığı görülmüştür. 1

st Follow Up Audit

(28.03.2013): It was noted that periodical health inspections of all employees were performed in December 2012.

KAPANDI / CLOSED

Ödemeler ve Haklar No.5 (1) / Wages and Benefits Nb.5 (1) LL ETI

Çalışanlara maaş farkı ve fazla mesai ödemelerini gösteren ücret pusulası ya da yazılı bilgi düzenli olarak verilmemektedir. (Örnek: 30 Agustos resmi tatil fazla mesai ödemesi bazı işçiler tarafından bilinmemektedir.) Avans ödemeleriyle ilgili imzalı kayıt tutulmamaktadır. Verilen resmi bordroda eksik gün veya ücretsiz izin detayı görülememektedir. It was noted that, a wage slip copy or written information showing wage differentials and overtime payments was not given to employees periodically.

- Lütfen imzalı ödeme kaydı tutunuz. Đşçileri uygun şekilde bilgilendiriniz. It is recommended that, signed wage slips and necessary payment information shall be provided to employees adequately.

60 gün/days Takip denetimi/ Follow-up


1.Takip Denetimi (28.03.2013): Çalışan beyanlarına gore, çalışanlara detaylı ücret hesap pusulası verildiği görülmüştür. Đncelenen kayıtlara gore, tüm ödeme detaylarının kayıt altına alındığı görülmüştür. 1

st Follow Up Audit

(28.03.2013): It was noted that employees were given detailed pay slip according to employee interviews. It was noted that all payment details were recorded according to reviewed records.

KAPANDI / CLOSED


(Ex: O/T payment on 30 August official holiday was not known by some employees.) Signed advance payment records were not kept accordingly. Unpaid leaves/ absent days were not recorded on the official pay slips.

Ödemeler ve Haklar No.5 (2) / Wages and Benefits Nb.5 (2) LL ETI

Devam Eden / Carried Over (C)

Firmada ücretlerin sadece asgari ücret kısmı bankaya; maaş farkı ve fazla mesai tutarları elden ödenmekte ve SGK bildirimi asgari ücret üzerinden yapılmaktadır. It was noted that total payment amounts were not registered to Social Security Foundation completely. Wage differentials other than the minimum wage and overtime payments are paid by cash non-officially.

- Lütfen ücretlerin tümünün SGK’na bildirimini yapınız. It is recommended that whole payment amounts should be registered to Social Security Foundation and to be paid in official manner

365 gün/days

Takip denetimi/ Follow-up


1.Takip Denetimi (28.03.2013): Aynı uygulama devam etmektedir. 1

st Follow Up Audit

(28.03.2013): Same implementation is going on.

ACIK / OPEN


Corrective Action Plan – Observations

Non-Compliance

Number The reference number of the observation

from the Audit Report,

for example, Discrimination

No.7

New or Carried Over

Is this a new observation

identified at the follow-up or one carried over (C)

that is still outstanding

Details of Observation Details of Observation

Root cause (completed by the

site)

Preventative and Corrective Actions Details of actions to be

taken to clear non-compliance, and the system

change to prevent re- occurrence (agreed

between site and auditor)

Timescale (Immediate,

30, 60, 90,180,365)

Verification Method Desktop / Follow-Up

[D/F]

Agreed by Management and Name of Responsible

Person: Note if management

agree to the non-compliance, and

document name of responsible person

Verification Evidence and Comments

Details on corrective action evidence

Status Open/Closed or comment

YOKTUR/ NONE

Good examples

Good example Number

The reference number of the non-compliance from the

Audit Report, for example,

Discrimination No.7

Details of good example noted

Any relevant Evidence and Comments

Odemeler ve Haklar No 5 Wages and Benefits Nb 5

1- Tüm çalışanlara yemek ücretsiz olarak sağlanmaktadır. Meal is provided free of charge to all employees.

2- Tüm çalışanlara ulaşım ücretsiz olarak sağlanmaktadır. Transportation is provided free of charge to all employees.

3- Resmi tatil günü çalışmalarında fazla mesai saatlik ücretin 200% olarak ödenmektedir. Overtime premium is paid as 200% of hourly wage for official holidays.

Çalışan ve Yönetim görüşmeleri/ Odeme kayıtları Employee and Management interviews/ Payment records


Confirmation

Please sign this document confirming that the above findings have been discussed with and understood by you: (site management)

Site Representative Signature:

HUZEYFE ISLAMOGLU Title ISLETME MUDURU / PLANT MANAGER Date 28.03.2013

Auditor Signature: OZLEM GUN Title BAS DENETCI / LEAD AUDITOR Date 28.03.2013

Please indicate below if you, the site management, dispute any of the findings I dispute the following numbered non-compliances:

YOKTUR/ NONE

Signed: HUZEYFE ISLAMOGLU Title ISLETME MUDURU / PLANT MANAGER Date 28.03.2013

Site Comments:

YOKTUR/ NONE


Appendix 2.5. Guidance on Root Cause

Explanation of the Root Cause Column If a non-compliance is to be rectified by a corrective action which will also prevent the non-compliance re-occurring, it is necessary to consider whether a system change is required. Understanding the root cause of the non-compliance is essential if a site is to prevent the issue re-occurring. The root cause refers to the specific activity/ procedure or lack of activity /procedure which caused the non-compliance to arise. Before a corrective action can rectify the situation it is important to find out the real cause of the non-compliance and whether a system change is necessary to ensure the issue will not arise again in the future. Since this is a new addition, it is not a mandatory requirement to complete this column at this time. We hope to encourage auditors and sites to think about Root Causes and where they are able to agree, this column may be used to describe their discussion. Some examples of finding a “root cause“ Example 1 where excessive hours have been noted the real reason for these needs to be understood, whether due to production planning, bottle necks in the operation, insufficient training of operators, delays in receiving trims, etc. Example 2 A non-compliance may be found where workers are not using PPE that has been provided to them. This could be the result of insufficient training for workers to understand the need for its use; a lack of follow-up by supervisors aligned to a proper set of factory rules or the fact that workers feel their productivity (and thus potential earnings) is affected by use of items such as metal gloves. Example 3 A site uses fines to control unacceptable behaviour of workers. International standards (and often local laws) may require that workers should not be fined for disciplinary reasons. It may be difficult to stop fines immediately as the site rules may have been in place for some time, but to prevent the non-compliance re- occurring it will be necessary to make a system change. The symptom is fines, but the root cause is a management system which may break the law. To prevent the problem re-occurring it will be necessary to make a system change for example the site could consider a system which rewards for good behaviour Only by understanding the underlying cause can effective corrective actions be taken to ensure continuous compliance. The site is encouraged to complete this section so as to indicate their understanding of the issues raised and the actions to be taken.


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smeta audit type: 2-pillar 4-pillar - demka · pdf filefull follow-up audit (#1) partial...

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