consecutive days of work without day off, no compensatory leave given for work on weekends and holidays, factory should provide at least 1 day off in seven
excessive OT, factory should not allow workers to work more than the legal limit
factory does not have accurate/reliable system of recording working hours, not to be manual but e.g. timecard or electronic bar/sweep card system. leave records are not reflected manually as well as in software if both systems are in place, if only one system in place only this system to have the record
factory has not maintained in/out records for on roll workers and contracted security guards, so working hours and OT cannot be verified
hardcopies of time card records should be available in case server goes down and records are not available during the audit
OT not recorded by the computer system as the regular working hours are, OT hours not shown as such by the system, so that payment can be calculated accurately. OT is recorded separately e.g. manually
records of swipe card (regular working hours & OT) & actual production records do not match (i.e. not complete & accurate), so working hours cannot be verified, especially on excessive OT
security guards working hours are not within legal limit and are e.g. 2 shifts at 12 hours each i/o 3 shifts at 8 hours each
worker’s daily, weekly and monthly OT fixed and compulsory
workers are not aware about the segregation of their duty hour
working hour policy not in writing and not displayed on the floor
Outlet diameter of Melt Index Tester : Φ 2.095 ± 0.005 mm, discharge port length: 8.000 ± 0.025 mm Loading cylinder diameter: Φ 9.550 ± 0.025 mm, loading cylinder length: 152 ± 0.1 mm Piston rod head diameter: 9.475 ± 0.015 mm, piston rod head length: 6.350 ± 0.100 mm
standard test load (a total of 8 full weight)
the temperature range: conventional room temperature – 400 ℃ (500 ℃ optional)
constant temperature accuracy: ± 0.5 ℃
display resolution: 0.1 ℃
cut material: optional manual or automatic cutting material
factory does not maintain copy of wage records of contracted security guards for wage verification worker’s grade and salary breakdown not maintained in salary sheet and appointment letter
worker’s contracts do not state termination conditions, working hour, OT compensation, leave information, salary grade
workers do not get copy of their contract
OT allowance payment for weekend day work and OT payment on other days not in writing, e.g. not mentioned in pay slip, salary sheet, contract and/or factory regulations.
workers don’t receive detailed pay slips that include regular working hours, OT and excessive OT or don’t receive pay slips at all
counter copy of wage slip does not mention OT hours
insufficient coverage of social insurance, such as pension, medical, maternity, unemployment and industry injury insurance (to cover all employees)
group insurance has expired
not all workers are participating in relevant insurance schemes, such as retirement, illness or injury, disability caused by work related injury, or occupational disease, unemployment, child-bearing
factory does not have worker’s participation and welfare fund to share profit with the workers
factory did not maintain benefit register properly e.g. need authority’s signature in payment voucher
mothers are not allowed to go to child care centre at any time
no proper performance evaluation system for trainee workers, e.g. trainee period is extended without proper evaluation
records of swipe card & actual production records do not match (i.e. not complete & not accurate), so that payments / wages cannot be verified OT wages are not paid correctly to all workers, should include all workers, that are not staff as well as piece rate workers
not all workers are paid according to law, e.g. cleaners
deductions (e.g. absence) not made from basic salary (divided by 30 days rather than e.g. 26 days) but from gross salary affecting allowances such as medical, house and rent (Bangladesh)
monetary fines used to discipline workers e.g. for late coming, playing cards, drinking on site
workers are not well aware of earned leave benefit, OT rate etc.
annual leave is not provided to all workers (e.g. piece rate workers are not getting paid leave)
in case of absent deduction from pay, factory divides basic salary by 26 days instead of 30 days
absenteeism includes weekly holiday and factory deducts 1 whole day for ½ day absence
weekly holiday included in sick or casual leave
sick & casual leave are difficult to get by the workers as no proper procedure in place
factory did not allow more than 2 days of casual leave and in cases added earned leave to it
in case of maternity leave, factory does not mention the leave duration date (starting and ending date of leave) in leave application or in leave register.
factory does not give 7 days paid paternity leave for husbands (China)
no compensatory wage paid for piece rate workers for statutory holidays
factory did not provide 12 months of payrolls
factory is not providing contract letters with employment conditions to workers prior to employment incl. working hours
factory does not educate mid level management and workers regarding workers rights/benefits, obligation and security. waste contractors who collect the waste and dispose of it have no licence
factory has not established a social accountability policy and has not communicated the ETI base code to workers and their suppliers waste not sold to a legal authority
Effluent Treatment Plant- Factory has to have a well functioning ETP prior to work with Marks and Spencer . waste not identified, segregated and labelled by type and hazard (e.g. plastics, cotton, electrical wastage, polythene etc.)
All the scales either mechanical or electrical- needs to be calibrated at least once in a year with calibration certificate on it. Regular in house calibration needs to be done for every month. Same applies for all the fire extinguishers. Need to display the calibration checklist.waste not stored in an allocated & appropriate area that avoids fire, spills or infestation
factory does not have a waste inventory and tracking system
no noise level assessment carried out in the factory, no system in place
factory does not have an inventory of & registered air emission sources incl. prevention and protection technical data and information
air emission units not registered and not regularly inspected, relevant documentation not available
factory has not obtained relevant consent orders from the pollution control board to operate (e.g. for air, water etc.)(India)
no EIA conducted and no EIA approval obtained environmental authority (China)
workers, cleaners and wastage loaders are not properly trained on waste handling, wastage identification, labelling and disposal
