smeta_audit_report_of_omkar_corporation-2015

Audit company: Accordia Global Compliance Group Report reference OC/3/10/15 Date: 3/10/15 1

Supplier name: Omkar Corporation

Site country: India

Site name: Omkar Corporation

Parent Company name (of the site): Omkar Corporation

SMETA Audit Type: 2–Pillar 4–Pillar

Date of Audit 3/10/15


ACCORDIA GLOBAL COMPLIANCE GROUP

Audit Company Name

Accordia Global compliance group

Report Owner (payee)

Omkar Corporation

Sedex Company Reference: (only available on Sedex System)

S:000000093346

Sedex Site Reference: (only available on Sedex System)

P:000000200521

Audit Conducted By

Commercial Purchaser

NGO Retailer

Trade Union Brand Owner

Multi–stakeholder Combined Audit (select all that apply)

Auditor Reference Number: (If applicable)

OC3/10/15

SMETA Declaration I declare that the audit underpinning the following report was conducted in accordance with SMETA Best Practice

Guidance and SMETA Measurement Criteria. Any exceptions to this must be recorded here (e.g. different sample size):

Auditor Name(s) (please list all including all interviewers): Lead auditor: Sathiamoorthy

Team auditor :NA Interviewers: Sathiamoorthy Date:3/10/15


Non–Compliance Table

Issue (please click on the issue title to go direct to the appropriate audit results by clause)

Area of Non–Conformity (Only check box when there is a non–

conformity, and only in the box/es where the

non–conformity can be found)

Record the number of issues by line*:

ETI Base

Code Local Law

Additional Elements

(i.e. not part of ETI code )

NC Obs GE

0 Management systems and code

implementation

1 Employment Freely Chosen

2 Freedom of Association

3 Safety and Hygienic Conditions 2

4 Child Labour

5 Wages and Benefits

6 Working Hours

7 Discrimination

8 Regular Employment

8A Sub–Contracting and

Homeworking

9 Harsh or Inhumane Treatment

10A Entitlement to Work

10B2 Environment 2–Pillar

10B4 Environment 4–Pillar

10C Business Ethics

*Please note the table above records the total number of Non compliances (NC), Observations (Obs) and Good

Examples (GE). This gives the reviewer an indication of problem areas but does not detail severities of each issue – Reviewers need to check audit results by clause.


Summary of main findings: (positive and negative) (Please give a short summary of the main findings per clause)

Audit Process

This Initial audit was conducted by Accordia Global Compliance Group. It was one man-day audit with one auditor in one day assessed / verified the factory‟s operations against the ETI base code and local legislations as per

sampling protocol. . Overview of opening Meeting and Management Response

At 10:00am, Auditor entered the facility. Then Auditor held an opening meeting according to the ETI base code and law of the land. The facility management Mr.Manoj Dnyanmotha, Factory Manager, Mr Shakil bhatkar, Production

manager were present in the meeting. The management assured that they would extend their cooperation for the audit.

A total of 30 Payroll and time records were reviewed. Out of 30 Payroll and time records, 10 payroll and time records were reviewed from Current month August 2015, 10 from February 2015, and 10 from November 2014. 10

workers were interviewed including 3 females and 7 males. The audit was one full day audit involved one auditor, the whole audit process as follows:

Opening meeting with management Document review

Site tour Worker interviews Closing meeting

Positive observations:

No person below 18 years was employed by the factory Workers are getting natural light/illumination at all times during the working period. The factory management was co-operative during the audit and produced the entire required document.

The workplace was spacious with proper ventilation. There was no evidence of child/forced/bonded labour in the factory As confirmed by the employees during the interviews and as per the existing records verification there is no

evidence of discrimination, harassment and abuse or unfair disciplinary practices in the facili ty. All workers are paid above the state minimum wages requirement.

Negative findings: Working Conditions are Safe and Hygienic

It was noted that the service label tag was not tagged in any of the fire extinguishers

It was noted that an emergency light was not installed in the stair case leading from first floor to ground floor


Audit Details

A: Report #: OC 3/10/15

B: Time in and time out (SMETA Best Practice Guidance and Measurement Criteria recommends 9.00–

17.00 hrs. if any different please state why in the SMETA declaration )

Day 1 Time in: 10.00am Day 1 Time out: 6:00 pm

Day 2 Time in: NA Day 2 Time out: NA

Day 3 Time in: NA Day 3 Time out: NA

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

1 Manday 1 Person in 1 day

D: Audit type:

Full Initial

Periodic Full Follow–up Partial Follow–Up

Partial Other – Define

E: Was the audit announced? (AAG recommends a window of three weeks for

semi–announced, this gives optimum results)

Announced Semi – announced: Window detail: weeks

Unannounced

F: Was the Sedex SAQ available for review?

Yes No

If No, why not? (Examples would be, site has not completed SAQ, site has not been asked to

complete the SAQ.)

N/A

G: Any conflicting information SAQ/Pre-Audit Info to Audit findings?

Yes No

If Yes, please capture detail in appropriate audit by clause

H: Auditor name(s) and role(s): Sathiamoorthy/Lead Auditor

I: Report written by: Sathiamoorthy

J: Report reviewed by: Edgar Ibarra

K: Report issue date: October 13, 2015

L: Supplier name: Omkar corporation

M: Site name: Omkar corporation


N: Site country: India

O: Site contact and job title: Mr.Manoj Dnyanmothe/Factory Manager

P: Site address: (Please include full address)

Building D-1, Unit no 110 to 115,Unit D-2 ,110 to 112 ,Harihar complex, Mankoli Naka,Dapode,Bhiwandi-421302,India.

Site phone: 9323128856,8879579888

Site fax: Not Available

Site e–mail: [email protected]

Q: Applicable business and other legally required licence numbers: for example, business license no, and

liability insurance

Factory Licence - 110382 valid up to 31st December 2017

Fire NOC – 205/015 valid upto 31th

March 2016 PAN no AKPPD7663K Pollution consent MPCB /SROB/G/O/23 valid upto 31/3/2018

IEC NO 0306080800

R: Products/Activities at site, for example,

garment manufacture, electricals, toys, grower

Manufacturing of readymade garments and Christmas decorations such as wired edge ribbons, Christmas table tops, table runners, tree

skirts and home furnishing such as curtain, cushion, table mat. cutting/stitching/finishing/packing/dispatch

S: Audit results reviewed with site management?

Yes

T: Who signed and agreed CAPR

(Name and job title)

Mr.Manoj Dnyanmothe

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

Yes

V: Present at closing meeting (Please state name and position, including any workers/union reps/worker reps):

Manoj Dnyanmothe-Factory Manager Mr.Shakil Bhatkar Production Manager Mr Sathiamoorthy – Lead Auditor

Mr Mangesh – Workers Representive

W: What form of worker representation /

union is there on site?

Union (name)

Worker Committee Other (specify) None

X: Are any workers covered by Collective Bargaining Agreement (CBA)

Yes No

Y: Previous audit date: N/A

Z: 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:


Audit Scope/Actual Results

Criteria Local Law (Please state

legal requirement)

Actual at the Site

(Record site results against

the law)

Is this part of a Collective

Bargaining Agreement?

A: Standard/Contracted work hours:

(Maximum legal and actual required working hours excluding overtime, please state if possible per day, week and month)

Legal maximum:8

hour per day 48 hour per week

Legal maximum:8

hour per day 48 hour per week

Yes

No

B: Legal Overtime hours:

(Maximum legal and actual overtime hours, please state if possible per day, week and month)

Legal maximum:

2 hours per day, 12 hours per week, 50 hours

per quarter:

None Noted Yes

No

C: Legal age of employment: (Minimum legal and actual minimum age at site)

14years complete with restricted

work for young workers 18years for adult workers

20 years

D: Legal minimum wage for standard/contracted hours: (Minimum legal and actual minimum wage at site, please state if possible per hr, day, week and month)

Legal minimum: The stipulated minimum wages

for the Government of Maharashtra

zone 1 is as follows: Effective from 1

st

July 2015 Un-Skilled –INR 10085 per

month Semi –Skilled –INR 10610 per

month Skilled –INR 11345 per

month

Legal minimum: The stipulated minimum wages

for the Government of Maharashtra

zone 1 is as follows: Effective from 1

st

July 2015 Un-Skilled – INR 10104 per

month Skilled –INR 11345 per

month No semi-skilled workers

Yes No

E: Legal minimum overtime wage: (Minimum legal and actual minimum overtime wage at

site, please state if possible per hr ,day, week and month)

Legal minimum: 200% of the rate

of ordinary wages

Legal minimum: 200% of the rate

of ordinary wages

Yes No


Audit Scope

(Please select the code and additional requirements that were audited against during this audit)

2–Pillar Audit

10B4: Environment 4–Pillar

10C: Business Ethics

All groups of workers are included in the scope of this audit such as; Direct employees, Casual

and agency workers, Workers employed by service providers such as security and catering staff as well as workers supplied by other contractors.

Note: The main focus of this ethical audit is on the ETI Base Code and local law. The additional elements will not be

audited in such depth or scope, but the audit process will still highlight any specific issues. This report provides a summary of the findings and other applicable information found/gathered during the social audit

conducted on the above date only and does not officially confirm or certify compliance with any legal regulations or industry standards. The social audit process requires that information be gathered and considered from records review, worker interviews, management interviews and visual observation. More information is gathered during the

social audit process than is provided here. The audit process is a sampling exercise only and does not guarantee that the audited site prior, during or post–audit, are in full compliance with the Code being audited against. The provisions of this Code constitute minimum and not maximum standards and this Code should not be used to prevent companies

from exceeding these standards. Companies applying this Code are expected to comply with national and other applicable laws and where the provisions of law and this Code address the same subject, to apply that provision which affords the greater protection. The ownership of this report remains with the party who has paid for the audit. Release

permission must be provided by the owner prior to release to any third parties.

Audit Overview

Management Worker Representatives

Audit attendance Senior management Worker Committee

representatives

Union representatives

A: Present at the opening meeting? Yes No Yes No Yes No

B: Present at the audit? Yes No Yes No Yes No

C: Present at the closing meeting? Yes No Yes No Yes No

D: If Worker Representatives were not present please explain reasons why

(only complete if no worker reps present)

workers representative present

E: If Union Representatives were not present please explain reasons why: (only complete if no union reps present)

NA as Workers have not formed any union in the facility or are they associated with any outside union.


F: Site description: (Include size, location and age of site. Also

include structure and number of buildings)

The audited facility “Omkar Corporation situated in Building D-1,Harihar

complex, Mankoli Naka,Dapode,Bhiwandi-421302,India The factory has situated in first floor of industrial building. The facility area is 24485 square feet, production area up area is 21500square feet

At present 70 employees are Employed including Management. (male 52 female 18 ).

On the day of audit all 64 employees were present(male 46 female 18) The factory was working in general shift only

Working time is 9.00am to 6.30pm with lunch 1 to 2 pm and 2 tea breaks of 15 min before and after lunch

Weekly off - Friday

Employee wages are calculated on Monthly-rate basis. This place is around 35 kms from the nearest airport (Mumbai).The operation starts from November 2013

The facility premises were found to be neat and clean and people working were found satisfied with the management.

Factory involved in manufacturing of readymade garments and christmas decoration such as wired edge ribbons, christmas table top,

table runner, tree skirt and home furnishing such as curtain, cushion, table mat.

Production Building (Industrial

complex)

Description

Remark, if any

First floor

Fabric Inward/Cutting, packing, Stitching,

Packing, Finishing and Dispatch

NA

Is this a shared building?

NO NA

G: Site function: Agent Factory Processing/Manufacturer Finished Product Supplier

Grower Homeworker Labour Provider

Pack House Primary Producer Service Provider


Sub–Contractor

H: Month(s) of peak season: (if applicable)

Consistent throughout the year

I: Process overview:

(Include products being produced, main operations, number of production lines, main equipment used)

The factory established from November 2013

The total capacity is around 60,000 garments and 50,000pieces (Christmas and home furnishing items] per month (as per management).

Process flow is as below: fabric inward, cutting, stitching, packing and dispatch

Factory works on only general shift from 9.00 A.M to 6.30 PM including 60 minutes lunch break and 02 tea breaks of 15 minutes each

Friday is the weekly off for the employees.

J: Attitude of workers: (Include their attitude to management, workplace and the interview process. Both positive and negative information should be included) Note: Do not document any information that could put workers at risk

Attitude of the workers was found positive/supportive towards the management of the establishment and workers are

getting their wages on time and as per legal required minimum wages act. It was observed that all the workers are freely working in the establishment. 10 workers Interviewed (in group & individual) were in a private secured place in the absence of management. The

workers informed that they are happy to work in this facility and are satisfied with the working culture. No negative comments were received from the workers & staff against the management. The most important things stated by the workers that wages is distributed by the management on time.

K: Attitude of workers committee/union reps:

(Include their attitude to management, workplace and the interview process. Both positive and negative information should be included) Note: Do not document any information that could put workers at risk

No union in the factory, however worker committee exists in the factory. Worker committee meetings were held for all worker grievances. Factory has installed suggestion box also for any worker grievances. Furthermore, factory has an

open door policy and workers can directly contact their top management when they have any grievances or anything related to working condition, safety, etc. Workers are happy with the attitude of the management

L: Attitude of managers: (Include attitude to audit, and audit process. Both positive and negative information should be included)

The factory management showed a positive attitude to the audit during the whole process. All documentation requested for review was provided timely. At the end of the audit all the non-compliances were accepted by the facility. The facility management showed strong commitment for taking corrective actions against the Non-

Conformances.


Key Information (click on the key information title to go to appropriate section of the report)

A: Do all workers (including migrant workers) have contracts of employment/employment

agreements? (Go to clause 8 – Regular Employment)

Yes No

B: Are maximum standard/contracted working hours clearly defined in

contract/employment agreements? (Go to clause 8 – Regular Employment)

Yes No

C: Were appropriate records available to

verify hours of work and wages? (Go to clause 5 – Living Wage)

Yes

No

D: Were any inconsistencies found? (if yes describe nature)

(Go to Wages Table)

Yes Poor record keeping No Isolated incident

Repeated occurrence

E: For the lowest paid production workers, are wages paid for standard/contracted hours (excluding overtime) below or above

the legal minimum? (Go to clause 5 – Living Wage)

Wages found: Please indicate the breakdown of workforce according to earnings:

Below legal min

Meet Above

____% of workforce earning under min wage _10__% of workforce earning min wage

__90_% of workforce earning above min wage

F: % of piece rate workers: (if applicable)

0%

G: Do the standard/contracted hours stated

in a contract/employment agreement exceed the law or 48 hours per week? (Go to clause 6 – Working hours)

Yes

No

H: If yes, what are the standard/contracted hours per week as stated in the contract/employment agreement?

(Go to clause 6 – Working hours)

__NA___ hrs/week

Approx. _____NA___ _% of ALL workers on these contacted hours

I: Combined hours (standard/contracted plus overtime = total hours) over 60 per week found?

(Go to Working Hours Analysis)

Yes No

J: Are workers provided with 1 day off in every 7-day-period, or 2 in 14-day-period (where the law allows)?

Yes Friday is the weekly off No

If „No‟, please explain:


K: Are the correct legal overtime premiums paid?

(Go to Wages Table)

Yes No

N/A

L: Please state what actual OT is paid. (As a percentage of the workers standard rate)

(Go to Working Hours Analysis)

Please give details of overtime premium as a % of standard wages: 0% 1% – 115%

116% – 124% 125% – 199% 200%+

Please give details: No overtime conducted in the factory

M: Is there any night production work at the site?

Yes No

N: % of workers living in site provided accommodation (if applicable):

0%

O: Age of youngest worker found: (Go to clause 4 – Child labour)

20 completed

P: Workers under 18 subject to hazardous

work assignments? (Go to clause 3 – Health and Safety)

Yes

No

% of under 18‟s at this site (of total workers) 0%

Q: What form of worker representation/union is there on site?

(Go to clause 2 – Freedom of Association)

Union (name) Worker Committee

Other (specify) Suggestion box provided and factory has the open door policies

None

R: Is it a legal requirement to have a union?


Yes

No

S: Is It a legal requirement to have a workers committee?


Yes No

As per Industrial Disputes Act, 1947,Section-3. Works Committee(1) In the case of any industrial establishment in which one hundred or more

workmen are employed or have been employed on any day in the preceding twelve months, the appropriate government may by general or special order require the employer to constitute in the prescribed

manner a Works Committee consisting of representatives of employers and workmen engaged in the establishment, so however that the number of representatives of workmen on the Committee shall not be

less than the number of representatives of the employer. The representatives of the workmen shall be chosen in the prescribed manner from among the workmen engaged in the establishment and in

consultation with their trade union, if any, registered under the Indian Trade Unions Act, 1926 (16 of 1926).


T: Is there any other form of effective worker/management communication

channel? (Other than union/worker committee) (Go to clause 2 – Freedom of Association)

Yes No

Describe: Suggestion box was installed.The management also has open door policy, where in case

of urgency workers can approach the senior manager and also workers are free to get in touch with the management through their reporting structure.

U: Are there any External Processes? (Go to clause 8A – Sub–contracting and Home working)

Sub–Contracting Homeworking Other External Process

No external processes


Management Systems:

A: Nationality of Management Indian

B: Gender breakdown of Management + Supervisors (Include as one combined group)

Male: __100_ % Female_0`____ %

C: Majority nationality of workers Indian

D: Number of workers leaving in last 12 months as a % of average total number of workers on site over the year (annual worker

turnover)

___10__ %

E: Were accurate records shown at the first request?

Yes No

F: If No, why not? N/A

G: In the last 12 months, has the site been subject to any fines/prosecutions for non–

compliance to any regulations?

Yes No

Please describe:

H: Do policies and/or procedures exist that reduce the risk of forced labour, child labour,

discrimination, harassment & abuse?

Yes No

Please describe: All policies and procedures exist that reduce the risk of forced labour, child labour, discrimination, harassment & abuse

I: If Yes, is there evidence (an indication) of effective implementation? Please give

details.

Factory has displayed all the social policies on the notice board. Factory has maintained age proof of all employees. During the worker

interview no evidence of force labor, child labour discrimination and harassment in the factory

J: Have managers and workers received training in the standards for forced labour,

child labour, discrimination, harassment & abuse?

Yes No

Managers and Workers Training was conducted on – 1/7/15 , covering topics of forced labour, child labour, discrimination, harassment & abuse, along with ETI base codes

K: If Yes, is there evidence (an indication)

that training has been effective e.g. training records etc.? Please give details

Yes - Training records was reviewed by Auditor. It was also confirmed

by workers during their interview

L: Are there published, anonymous and/or open channels available for reporting any

violations of Labour standards and H&S or any other grievances to a 3

rd party?

Yes No

Please describe:

M: If Yes, are workers aware of these channels? Please give details.

Main third party authorities number were posted in noticeboard & all labor standard& H&S policies are displayed


N: Have health and safety risks been identified e.g. through internal audits, formal

risk analysis process, worker involvement etc.?

Yes No

Please describe: risk assessment conducted on 1/6/2015

O: If Yes, has effective action been taken to reduce or eliminate these risks?

Risk assessment conducted on 1/6/15 all process and all the risks are eliminated

P: Are accidents recorded? Yes

No Please describe:

Q: Has the auditor made a simple calculation

to compare capacity with workers‟ work load in order to identify possible unrecorded work hours?

Yes

No Please describe: No Noted

R: Does the site have all required land rights

licenses and permissions (see SMETA Measurement Criteria)?

Yes

S; Does the site have any internationally recognised system certifications e.g. ISO

9000, 14000, OHSAS 18000, SA8000 (or other social audits). Please detail (Number and date).

Nil

T: Is there a Human Resources

manager/department? If Yes, please detail.

Yes

No Please describe: Mr.Promod /HR Executive


Worker Analysis

Local Migrant Total

Permanent Temporary Agency Permanent Temporary Agency

Home workers

Worker numbers – male

52 0 0 0 0 0 0

52

Worker numbers –female

18 0 0 0 0 0 0

18

Total 70 0 0 0 0 0 0 70

Number of Workers

interviewed 10 0 0 0 0 0 0 10

Contractors: (Individuals supplying workers to site with the workers paid by contractors, not by site)

A: Any contractors on site? Yes No

B: If Yes, how many workers supplied by

contractors NA

C: Are all contractor workers paid according to law?

Yes No

If Yes, Please give evidence for contractor

workers being paid according to law: NA

Migrant Workers: (Please see SMETA Best Practice Guidance and Measurement Criteria for definitions of migrant workers)

D: Originating

Locations/Countries:

NA

E: Type of work undertaken by migrant workers :

NA

F: Were migrant workers recruited through an agency? If yes, please give details.

Yes No

Please describe:

If Yes, is there a contract with the agency? Provide details of

NA


agencies and contractual

arrangements including any fees lodged during the recruitment process.

G: Does the site have a system for checking labour standards of agencies?

If yes, please give details.

Yes No

Please describe: NA

H: Percentage of migrant workers in company provided

accommodation:

NA


0: Management systems and Code Implementation

0: Managements system and Code Implementation (click here to return to NC Table)

0.1 Suppliers are expected to implement and maintain systems for delivering compliance to this Code. 0.2 Suppliers shall appoint a senior member of management who shall be responsible for compliance with the Code.

0.3 Suppliers are expected to communicate this Code to all employees. 0.4 Suppliers should communicate this code to their own suppliers and, where reasonably practicable, extend the principles of this Ethical Code through their supply chain.

Current Systems and Evidence Examined To complete „current systems‟ Auditors examine policies and written procedures in conjunction with

relevant managers, to understand, and record what controls and processes are currently in place e.g. record

what policies are in place, what relevant procedures are carried out, who is/are responsible for the

management of this item of the code. Evidence checked should detail any documentary or verbal evidence

shown to support the systems.

Current systems: The establishment has implemented and maintained a strong system and taken care of ETI code of conduct‟s

requirements in an effective manner. Mr. Manoj Dnyanmothe was monitoring and responsible for social compliance representative to implement ETI base code at work place.

It has been noted that ETI base code has been communicated to all employees and also communicated to all their suppliers.

Evidence examined – to support system description (Documents examined & relevant comments. Include renewal/expiry date where appropriate):

The management has displayed ETI code of conducts at main entrance, produc tion area, visitor sitting area & notice board and all the workers are aware about the ETI requirements, Policy on forced labour

Policy on child labour Policy on discrimination Policy on general human rights

Abstracts of legal laws


Non–compliance:

1. Description of non–compliance:

NC against ETI NC against Local Law: No non-conformance observed on the day of audit

Local law or ETI requirement: N/A

Recommended corrective action: N/A

Objective evidence

observed: NA (where relevant please add photo numbers)

Observation:

Description of observation: None Local law or ETI requirement: NA

Comments: NA

Objective evidence observed: NA

Good Examples observed:

Description of Good Example (GE):

None



1: Employment is Freely Chosen

1: Employment is Freely Chosen

(Click here to return to NC–table)

ETI 1.1 There is no forced, bonded or involuntary prison labour. 1.2 Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their

employer after reasonable notice.

Current Systems and Evidence Examined

To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant managers, to understand, and record what controls and processes are currently in place e.g. record what policies are

in place, what relevant procedures are carried out, who is/are responsible for the management of this item of the code.

Evidence checked should detail any documentary or verbal evidence shown to support the systems.

Current systems:

On the day of audit, there was no evidence of the forced or involuntary prison labor. Through interview with the employees and review of document it was noted that, workers are recruited through a personal interview and the job application clearly indicated that each applicant is seeking employment voluntarily.

There is no presence of any prison labour at the work place. Factory had documented policy against forced, bonded or involuntary labour. All verified workers personnel files were found with application forms with worker seeking appointment on voluntary

basis. Workers interview confirmed that they are free to leave the premises as per their choice and they are not required any kind of deposits with the employer.

The establishment is paying wages to workers on time and all the workers leave the facility on at the same time. Workers do not need to deposit any kind of money, certificate/original documents at the time of employment. Workers can resign any time after giving a reasonable notice. No nonconformity was observed pertaining to forced labour during the audit.


Worker‟s appointment letter, Xerox copies of worker‟s identity/voter id and other documents

Non–compliance:

1. Description of non–compliance: NC against ETI NC against Local Law:

No non-conformance observed on the day of audit

Local law or ETI requirement: N/A Recommended corrective action: N/A

Objective evidence observed:NA (where relevant please

add photo numbers)


Observation:

Description of observation: None

Local law or ETI requirement: NA

Comments: NA

Objective evidence

observed: NA



None



2: Freedom of Association and Right to Collective Bargaining are Respected

2: Freedom of Association and Right to Collective Bargaining are Respected

(Click here to return to NC–table) (Click here to return to Key Information)

ETI 2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain

collectively. 2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities. 2.3 Workers‟ representatives are not discriminated against and have access to carry out their representative

functions in the workplace. 2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and

bargaining.


To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant managers, to understand, and record what controls and processes are currently in place e.g. record what policies are in place, what relevant procedures are carried out, who is/are responsible for the management of this item of

the code. Evidence checked should detail any documentary or verbal evidence shown to support the systems.

Current systems:

Workers without distinction, have the right to join any union or form trade unions of their own choosing and to

bargain collectively.

Factory provided confidential suggestion box for the workers in which workers can put their suggestions and

complaints without any fear of repercussion.

There was no evidence of suppression of workers‟ rights.

No union exists in the factory and worker committee exists for the workers grievances if any

Factory has installed suggestion box for the worker grievances and factory has open door policy whereas workers

can communicate their grievances to their management at any time

The factory has a policy of supporting and protecting freedom of association of their employees.


Policy related to freedom of association has been reviewed and found suitable. Through interview with the employees and review of documentation it was noted that workers are free to raise

concerns about their problems and management was found to be very supportive.

Non–compliance:


NC against ETI NC against Local Law

Objective evidence



No non-conformance observed on the day of audit Local law or ETI requirement: N/A


Observation:

Description of observation:

None Local law or ETI requirement: NA

Comments: NA

Objective evidence

observed: NA

A: Name of union and union

representative, if applicable:

Factory does not have a union Is there evidence of free elections?

Yes No N/A

B: If no union what is parallel means of consultation with workers e.g. worker committees?

Factory has formed a worker committee and committee meetings were held.

Furthermore, factory provided a suggestion box and an open door policy in which workers can

communicate directly with top management /HR in case of a grievance.

Is there evidence of free elections? Yes No N/A

C: Were worker representatives/union

representatives interviewed

Yes No NA

If Yes, 2 workers representative were interviewed and no concern was found

D: State any evidence that union/workers committee is effective?

Specify date of last meeting; topics covered; how minutes were communicated etc.

Yes As per management, workers committee meetings will be held on regular intervals. Last meeting was held on 7/28/15 with the members of

management and workers.

E: Are any workers covered by

Collective Bargaining Agreement (CBA)

Yes No

F: If Yes what percentage by trade Union/worker representation

__N/A__% workers covered by Union CBA

___N/A_% workers covered by worker rep CBA


G: If Yes, does the Collective Bargaining Agreement (CBA) include

rates of pay

Yes No


Description of Good Example (GE): None



3: Working Conditions are Safe and Hygienic

3: Working Conditions are Safe and Hygienic (Click here to return to NC–table)

(Click here to return to Key Information)

ETI

3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably

practicable, the causes of hazards inherent in the working environment. 3.2 Workers shall receive regular and recorded Health & Safety training, and such training shall be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided. 3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5 The company observing the code shall assign responsibility for Health & Safety to a senior management representative.

Current Systems and Evidence Examined To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant

managers, to understand, and record what controls and processes are currently in place e.g. record what policies

are in place, what relevant procedures are carried out, who is/are responsible for the management of this item of the code. Evidence checked should detail any documentary or verbal evidence shown to support the systems.

Current systems:

Mr Manoj Dnyanmothe the management representative and responsible for health, safety, and environments activities implementation at the facility. All electrical points were properly insulated

Workplace environment appeared to be clean and safe. Factory has properly trained employees in the operation of firefighting equipment. (Through worker interviews) The establishment was found very open and properly ventilated.

Potable drinking water provided to all workers in all time to the workers and water analysis done by the authorised agency on 18/5/15 Factory has conducted fire fighting training and mock drill in regular intervals and last fire training conducted on

12/8/15 and recent mock drill conducted on 21/7/15 First aid training was conducted from 25/5/15 for 5 employees 16 fire extinguisher and one first aid box is installed as per law

Factory provided gender provided toilets as per law. Evidence examined – to support system description (Documents examined & relevant comments. Include

renewal/expiry date where appropriate): Medical check-up records of workers, facility layout, fire alarm, fire extinguishers, emergency lights and emergency

route posted at each door. Health and safety policy

Health and safety committee minutes Training records and certificates Fire equipment maintenance records

Fire drill records


Non–compliance:

1. Description of non–compliance: NC against ETI NC against Local Law

It was noted that service label tag was not tagged in any of the fire extinguishers

Local law or ETI Requirement ETI Base code 3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards.

Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment

According to Section 38 (1 & 2) of The Factories Act, 1948, Every factory shall provide and maintain 1) a) safe means of escape for all person in the event of fire and b) the

necessary equipment and facilities for extinguishing fire 2) Effective measures shall be taken to ensure that in every factory all the workers are familiar with the means of escape in case of fire and have been adequately trained in

the routine to be followed in such cases. Recommended corrective action

It is recommended that factory shall ensure to tag service label tag in the fire extinguisher

Management comments Management accepted the finding and ensured to take the corrective action



It was noted that emergency light was not installed in the stair case leading from first floor to ground floor

Local law or ETI Requirement ETI Base code 3.1 A safe and hygienic working environment shall be provided,

bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is

reasonably practicable, the causes of hazards inherent in the working environment According to Section 38 (1 & 2) of The Factories Act, 1948, Every factory shall provide

and maintain 1) a) safe means of escape for all person in the event of fire and b) the necessary equipment and facilities for extinguishing fire 2) effective measures shall be talken to ensure that in every factory all the workers are

familiar with the means of escape in case of fire and have been adequately trained in the routine to be followed in such cases.

Recommended corrective action It is recommended that factory shall ensure to install emergency light as per law

Objective evidence observed:

During factory tour Photo 13


During factory tour


Management comments Management accepted the finding and ensured to take the corrective action

Observation:


Recommended corrective action: NA




None

Objective Evidence

Observed: NA


4: Child Labour Shall Not Be Used

4: Child Labour Shall Not Be Used (Click here to return to NC–table)


ETI

4.1 There shall be no new recruitment of child labour. 4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality

education until no longer a child. 4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions. 4.4 These policies and procedures shall conform to the provisions of the relevant ILO Standards.


managers, to understand, and record what controls and processes are currently in place e.g. record what polici es are in place, what relevant procedures are carried out, who is/are responsible for the management of this item of the code. Evidence checked should detail any documentary or verbal evidence shown to support the systems.

Current systems: The establishment has posted “No child labour” board at the main gate.

All workers have been interviewed and each individual worker said that they are above 18 years of age. Top management has been interviewed and said that they verify the age of worker before hiring them and keep a valid age proof of each employee.

There is no evidence of child labour employment was found at the time of audit. Evidence examined – to support system description (Documents examined & relevant comments. Include renewal/expiry date where appropriate):

Auditor has seen the child labor policy which factory has displayed at main notice board and outside of the factory. For ensuring no child labor in the factory, factory has maintained age proof in all personal files in form of school

leaving certificated, Voter ID cards, Aadhar Cards and dental age proof and auditor has verified 10 personnel files.

Non–compliance:


NC against ETI NC against Local Law No non-conformance observed on the day of audit.

Local law and/or ETI requirement: NA


Objective evidence



Observation:


Local law or ETI requirement: NA

Comments: NA

Objective evidence

observed: NA



Objective Evidence Observed: NA


5: Living Wages are paid

5: Living Wages are Paid (Click here to return to NC–table)

(Click here to return to Key information)

ETI

5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.

5.2 All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.

5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.


managers, to understand, and record what controls and processes are current ly in place e.g. record what policies are in place, what relevant procedures are carried out, who is/are responsible for the management of this item of the code. Evidence checked should detail any documentary or verbal evidence shown to support the systems .

Current systems: As per reviewed payroll for the sampled months, the facility has paid more than

Minimum wages to all employees. None of the employees are paid on a piece rate basis. The wages to employees are disbursed monthly by the 7th of each month. Workers are getting wages through bank transfer.

Factory extends social benefits to all eligible employees as per law The facility is providing above the minimum wages to all workers; Overtime is being paid at premium rate as per

law Evidence examined – to support system description (Documents examined & relevant comments. Include

renewal/expiry date where appropriate): Auditor has verified 3 months of wage and time records from August 2015,February 2015, and November2014.

Also Leave records, Wages slip, muster roll, and bonus records

Non–compliance:


No non-conformance observed on the day of audit. Local law and/or ETI requirement: NA


(where relevant please add photo numbers)



Observation:


Local law or ETI requirement: NA Comments: NA

Objective evidence observed: N A




Wages analysis:

Wages analysis: (Click here to return to Key Information)

A: Sample Size Checked

(State number of worker records checked and from which weeks/months – should be current, peak and random/low. Please see SMETA

Best Practice Guidance and Measurement Criteria)

10-August 2015

10-February 2015 10-Novemebr 2014

B: Are there different legal minimum wage grades? If Yes, please specify all.

Yes No

Legal minimum: Legal minimum:

The stipulated minimum wages for the Government of Maharashtra zone 1 is as follows:

Effective from 1st

July 2015 Un-Skilled –INR 10085 per month Semi –Skilled –INR 10610 per month

Skilled –INR 11345 per month

C: If there are different legal minimum grades, are all workers graded correctly?

Yes No

N/A

If No, please give details:

D: What deductions are required by law e.g. social insurance? Please state all types:

Provident fund and ESIC for the eligible employees Statuary deduction towards ESI [employee state insurance]

Employee State Insurance (ESI) ESI – 1.75%


ESI – 4.75%

E: Have all of these deductions been made?

Please list all deductions that have/have not been made.

Yes

No

If Yes, Please list all deductions that have been

made: Provident fund and ESIC for the eligible employees

If No, please give details on any deductions which have not been made:

F: Industry norm for this region: (please include time period e.g.

hour/week/month)

Same as per Law

Wages table

Wages table

(Click here to return to Key information)

Worker Type Process Operator (Lowest paid)

Process Operator (Average paid)

Process Operator (Highest paid)

Select from individual worker records one worker from, lowest, average and highest wages and populate the boxes. Ensure comparison is made for same pay period and only uses full–time workers. See SMETA Best

Practice Guidance and Measurement Criteria for completing this:

A: Pay period: (State month selected)

Aug 2015 Aug 2015 Aug 2015

B: Anonymous Employee

Reference/Dept.

Fusing

Stitching

Pressing

C: Employee Gender Female Female Male

D: Contracted/Standard working hours: (excluding OT – please

include time period e.g. hour/week/month)

8 hour per day 48 hour per week/16 days

8 hour per day 48 hour per week/13days

8 hour per day 48 hour per week/27 days

E: Contracted /Standard work pay rate:

(excluding OT – please include time period e.g. hour/week/month)

10,104 11,345 16,500

F: Standard day overtime –

hours: (please include time period e.g. hour/week/month)

nil nil

nil

G: Standard day overtime –

wage:

nil nil nil


(please include time period e.g. hour/week/month)

H: Rest day overtime –

hours: (please include time period e.g. hour/week/month)

nil nil nil

I: Rest day overtime – wage: (please include time period

e.g. hour/week/month)

nil nil nil

J: Statutory Holiday overtime – hours:


nil nil nil

K: Statutory holiday OT – wages:


nil nil nil

L: Total overtime hours: (please include time period


nil nil nil

M: Incentives/Bonus/ Allowances etc.: (please include time period


nil nil nil

N: Gross wages: (please include time period e.g. hour/week/month)

5,987 5,462 16,500

O: Social insurance and

other deductions; please list which and amount.

788 720 200

P: Actual wage paid after

deduction: (please include time period e.g. hour/week/month)

5199 4742 16300

Comments:

(Please state here any specific reasons/circumstances that explain the lowest and highest gross wages)

Q: Is there a defined living wage: This is not normally minimum legal wage. If answered Yes please state

amount and source of info: Please see SMETA Best Practice

Yes No

Please specify amount/time period: N/A


Guidance and Measurement Criteria.

R: Are workers paid in a timely

manner in line with local law?

Yes

No

S: Is there evidence that equal rates are being paid for equal work:

Yes No Details: Equal rates are given for the both the gender for equal work

T: How are workers paid: Cash Cheque

Bank Transfer Other

If other explain:


6: Working Hours are not Excessive

6: Working Hours are not Excessive (Click here to return to NC–table)


ETI 6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub–clauses 6.2 to 6.6 are based on international labour

standards. 6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.

6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to

replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.

6.4 The total hours worked in any 7 day period shall not exceed 60 hours, except where covered by clause 6.5 below.

6.5 Working hours may exceed 60 hours in any 7 day period only in exceptional circumstances where all of the following are met:

– this is allowed by national law;

– this is allowed by a collective agreement freely negotiated with a workers‟ organisation representing a significant portion of the workforce; – appropriate safeguards are taken to protect the workers‟ health and safety; and

– The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.

6.6 Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2 days off in every 14 day period.




Current systems:

Normal working days at the facility are Saturday to Thursday and Friday is the weekly Day off. Manual time recording with acknowledgement of workers is performed for the purpose of recording time.

The factory operates one shift from 9.00 am to 6.30 pm with a 60 minute lunch and 2 tea breaks before and after lunch each lasting 15 minutes Overtime is not performed at the factory

Work times and rest day information is displayed at the main notice board of the facility. Factory provides Fridays off to all the employees The facility is providing all national holidays & festival holidays with wages in one calendar year.


Evidence examined – to support system description (Documents examined & relevant comments. Include

renewal/expiry date where appropriate):

Payroll (for sampled months August 2015 ,February 2015,November 2014)

Time records (for sampled months August 2015 ,February 2015,November 2014) Production records (from work areas to check for discrepancies) Leave records

Muster roll Minimum wage circular

Non–compliance:


NC against ETI NC against Local Law No non-conformance observed on the day of audit.

Local law and/or ETI requirement: NA


Objective evidence


Observation:


Comments: NA




None

Objective Evidence

Observed: NA


Working hours analysis

Working hours analysis

Please include time period e.g. hour/week/month (Go back to Key information)

Systems & Processes

A. What timekeeping systems are used: time card etc.

Describe: Automated time recording with acknowledgement of workers

B: Sample Size Checked (State number of worker records checked and from which

weeks/months and type – should be current, peak and random/low: See SMETA Best Practice

Guidance and Measurement Criteria)

10- August 2015 10 -February 2015 10- November 2014

C: Do ALL workers have contracts/employment

agreements?

Yes No

If NO, state which type of workers do NOT have contracts/employment agreements:

D: Are standard/contracted working

hours defined in all contracts/employment agreements?

Yes

No

If NO, please state which type of workers do NOT have

standard hours defined in contracts/employment agreements.

E: Are there any other types of

contracts/employment agreements used?

Yes

No

If YES, Please complete as appropriate:

0 hrs Part time Variable hrs Other

If “Other”, Please define:

Standard/Contracted Hours worked

F: Do standard/contracted standard hours ever exceed the law or 48

hours per week?

Yes No

If YES give details and comparison (local law/48 hrs week)

NA

G: What are the actual

standard/contracted hours worked in sample (State per week/month)

Highest

hours:

248 hours per month

Lowest hours:

104 hours per month

H: Any local waivers/local law or Yes If YES, Please give details


permissions which allow averaging/annualised hours for this

site?

No

Overtime Hours

I: Actual overtime hours worked in sample (State per day/week/month)

Highest OT hours:

No overtime conducted in the factory

Lowest OT

hours: No overtime conducted in the factory

J: Range of overtime hours over all workers/or as large a sample as possible. (State per week/month

and details)


K: Approximate percentage of workers on highest overtime hours


L: Is overtime voluntary? Yes No

Conflicting Information

Please detail evidence e.g. Wording of contract/employment agreement/handbook/worker interviews/refusal

arrangements:

As per policy overtime is voluntary however No overtime conducted in the factory

Overtime Premiums

M: Is overtime paid at a premium? Yes

No N/A

Please give details of normal day overtime premium as a %

of standard wages:

0%

1 – 115%

116 – 124%

125 – 149%

150 –199%

200%+


N: ETI Code requires a prevailing standard to give greatest worker protection.

If a site pays less than 125% OT premium and this is allowed under local law, are there other

considerations? Please complete the boxes where relevant. Multi select is possible.

No Consolidated pay (May be standard wages above minimum legal wage,

with no/low overtime premium)

Collective Bargaining agreements Other

Please explain any checked boxes in N above e.g. detail of consolidated pay CBA or Other.


Rest Days

O: Are workers provided with 1 day off in every 7–day–period, or 2 in

14–day–period (where the law allows)?

Yes No

Maximum number of days worked without a day off (in sample):

6

Total Hours

P: Range of total hours: (Quote highest and lowest please

include time period e.g. hour/week/month)

Highest total hours

248 hours per month

Lowest total

hours

104 hours per month

R: If more than 60 total hours per week and this is legally allowed, are there other considerations?

Please complete the boxes where relevant. Multi select is possible.

Overtime is voluntary Onsite Collective bargaining allows 60+ hours/week Safeguards are in place to protect worker‟s health and safety

Site can demonstrate exceptional circumstances Other reasons

Please explain any checked boxes in R above

Comments: (please state here any specific reasons/circumstances that explain the highest working hours)

Please add details of examples where the site has demonstrated “exceptional circumstances”. N/A

Please give details of any appropriate safeguards in place at the time of the 60+ hours working.

NA

Any other comments:

NA


7: No Discrimination is practiced

7: No Discrimination is Practiced (Click here to return to NC–table)

ETI 7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement

based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.




Current systems:

There are no apparent concerns with regard to discrimination in any form at the facility. Factory has female employees in the factory, during private interview they stated that

they are treated with respect and dignity and is given equal opportunities as Everyone else. As per the workers interview, there is no discrimination in the facility


Auditor has checked the Non-Discrimination Policy which factory has also displayed on the main notice board. The

non –discrimination policy clearly mentions that there is no discrimination in hiring, compensation, access to

training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender,

marital status, sexual orientation, union membership or political affiliation.

Non–compliance:



No non-compliance observed during the audit day. Local law or ETI requirement: N/A


Objective evidence

observed:NA (where relevant please add photo numbers)


Observation:


Local law or ETI requirement: NA Comments: NA

Objective evidence observed:NA



Objective Evidence Observed:Na


8: Regular Employment Is Provided

8: Regular Employment Is Provided (Click here to return to NC–table)


ETI

8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice. 8.2 Obligations to employees under labour or social security laws and regulations arising from the regular

employment relationship shall not be avoided through the use of labour–only contracting, sub–contracting, or home–working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed–term

contracts of employment.


To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant managers, to understand, and record what controls and processes are currently in place e.g. record what policies are in place, what relevant procedures are carried out, who is/are responsible for the management of this item of


Current systems:

The facility has made a contract with employee providing full support to them to comply all the norms as per ETI code of conducts and as per law.


Payroll (for sampled employees) Appointment letters


Non–compliance:



No non-conformance observed on the day of audit. Local law or ETI requirement: N/A


Objective evidence

observed: (where relevant please add photo numbers) NA

Observation:


Comments: NA




NA

Objective Evidence Observed:

NA


8A: Sub–Contracting and Homeworking:

8A: Sub–Contracting and Homeworking (Click here to return to NC–table)


8A.1. There should be no sub–contracting unless previously agreed with the main client.

8A.2. Systems and processes should be in place to manage sub–contracting, homeworking and external processing.

Note to auditor on homeworking:

Report on whether it is direct or via agents. How many workers, relationship with site and what control systems are in place.




Current systems:

N/A


If any processes are sub–contracted – please populate below boxes

Process Subcontracted Process 1 Process 2

Name of factory

Address


Name of factory

Address


Name of factory

Address


Non–compliance:

1. Description of non–compliance: NC against ETI/Additional Elements NC against Local Law

N/A Local law or ETI /Additional Elements requirement: None



(where relevant please add photo numbers)

Observation:


Local law or ETI/Additional elements requirement: NA

Comments: NA

Objective evidence

observed:NA



Objective Evidence Observed :NA


Summary of sub–contracting – if applicable

Summary of sub–contracting – if applicable

A: If sub–contractors are used, is

there evidence this has been agreed with the main client?

Yes

No If Yes, summarise details:

B: Number of sub–contractors/agents used

NA Through interview with the management and employees, it was noted that the factory does not sub-contract any processes

C: Is there a site policy on sub–contracting?

Yes No

If Yes, summarise details:

D: What checks are in place to

ensure no child labour is being used and work is safe?

NA

E: What processes are sub–contracted?

NA

Summary of homeworking – if applicable

F: If homeworking is being used, is there evidence this has been agreed

with the main client?

Yes NA No

If Yes, summarise details:

G: Number of homeworkers Male: Female: Total:

H: Are homeworkers employed direct or through agents?

Directly Na Through Agents

I: If through agents, number of

agents

NA

J: Is there a site policy on homeworking?

Yes No NA

K: How does site ensure worker hours and pay meet local laws for

homeworkers?

NA

L: What processes are carried out by homeworkers?

Na

M: Are written agreements in place

for homeworkers that include regular employment?

Yes Na

No

N: Are full records available at the site?

Yes No NA


9: No Harsh or Inhumane Treatment is allowed

9: No Harsh or Inhumane Treatment is Allowed (Click here to return to NC–table)

ETI 9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or

other forms of intimidation shall be prohibited.


To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant managers, to understand, and record what controls and processes are currently in place e.g. record what policies are in place, what relevant procedures are carried out, who is /are responsible for the management of this item of


Current systems:

There are no apparent concerns regarding any forms of abuse at the facility, as per employee and management reports. All forms of discipline are formally documented in line with local legal requirements. The establishment is using state standing order and complies with all legal requirements related with this. As per

the workers interview no harassment in the factory. Factory has sexual harassment prevention committee and meetings was held on regular intervals and no issues found


Disciplinary policy & their records, committee meetings

Non–compliance:


No non-conformance observed on the day of audit.

Local law or ETI requirement: N/A



(where relevant please add photo numbers) NA


Observation:


Local law or ETI/Additional elements requirement: NA Comments: NA

Objective evidence observed:NA





10 A: Entitlement to Work and Immigration

10. Other Issue areas: 10 A: Entitlement to Work and Immigration (Click here to return to NC–table)

Additional Elements 10A1 Only workers with a legal right to work shall be employed or used by the supplier.

10A2 All workers, including employment agency staff, must be validated by the supplier for their legal right to work by reviewing original documentation. 10A3 Employment agencies must only supply workers registered with them.

10A4 The supplier shall implement processes to enable adequate control over agencies with regards the above points and related legislation.




Current systems:

All workers hired through legal formalities and issued a valid appointment letter. The facility hires all workers in the company roll. All the employees are local.

Evidence examined – to support system description (Documents examined & relevant comments. Include

renewal/expiry date where appropriate): Auditor has verified 10 personnel files and workers interview and checked with Hiring Procedure and found that the factory did not employee any foreign nationals

Non–compliance:


No non-conformance observed on the day of audit.

Local law or ETI /Additional Elements requirement: NA

Recommended corrective action: None


(where relevant please add photo numbers) NA


Observation:


Local law or ETI/Additional Elements requirement: NA Comments: NA


Good examples observed:




10 B 2: Environment 2–pillar

10. Other issue areas 10 B 2: Environment 2–pillar (Click here to return to NC–table)

To be completed for a 2–Pillar SMETA Audit, and remove the following page which is 10B4 environment 4 pillar

10B2. 1 Suppliers must comply with the requirements of local and international laws and regulations including

having necessary permits. 10B2. 2 The supplier should be aware of and comply with their end clients‟ environmental requirements. Note for auditors and readers, This is not a full environmental assessment but a check on basic systems and

management approach.


To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant managers, to understand, and record what controls and processes are currently in place e.g. record what policies are in place, what relevant procedures are carried out, who is /are responsible for the management of this item of


Current systems:

Factory has obtained for pollution consent valid up to 3/31/2018 Evidence examined – to support system description (Documents examined & relevant comments. Include

renewal/expiry date where appropriate): Environmental policies and procedures, Pollution consent

Worker and management interview. Site tour Mr.Manoj Dnyanmothe is responsible for comply with environmental requirements

Non–compliance:


No non-conformance observed on the day of audit. Local law or ETI /Additional Elements requirement: NA

Recommended corrective action: None

Objective evidence observed: NA (where relevant please

add photo numbers) During document review


Observation:


Local law or ETI/additional elements requirement: NA Comments: NA


Good examples observed:




10B4: Environment 4–Pillar 10C: Business Ethics – 4–Pillar Audit

Worker Interview Summary

Worker Interview Summary

A: Were workers aware of the audit? Yes

No

B: Were workers aware of the code? Yes No

C: Number of group interviews:

(Please specify number and size of groups. Please see SMETA Best Practice Guidance and Measurement

Criteria)

1 group interview conducted of 4 workers

D: Number of individual interviews (Please see SMETA Best Practice Guidance and Measurement Criteria)

Male:3 female: 3

E: Total number of interviewed

workers (Please see SMETA Best Practice Guidance and Measurement Criteria)

Male: 7 Female:3

F: Interviews were done in private

and the confidentiality of the interview process was communicated to the workers?

Yes

No

G: In general, what was the attitude

of the workers towards their workplace?

Favourable

Non–favourable Indifferent

H: What was the most common worker complaint?

None

I: What did the workers like the most about working at this site?

Salary payment on time ,working environment

J: Any additional comment(s) regarding interviews:

nil

K: Attitude of workers to hours

worked:

good

Agency Workers


Agency Workers (if applicable) (workers sourced from a local agent who are not directly paid by the site)

A: Number of agencies used

(average):

Nil

B: Were agency workers‟ age/pay/hours included within scope of this audit

Yes No

C: Were sufficient documents for agency workers available for review?

Yes No


Other findings

Other Findings Outside the Scope of the Code

None

Community Benefits

(Please list below any specific community benefits that the site management stated that they were involved in, for example, HIV programme, education, sports facilities)

None


Photo Form

Adding Images To help keep the size of the Report as small as possible for ease of sending and saving the document we recommend that you use Microsoft Paint to resize your photos. To do so please follow these

instructions: 1) To start Microsoft Paint, click 'Start', 'Programs', 'Accessories', then 'Paint'. 2) Open the image file you wish to edit.

3) Click the 'Image' Menu at the top and select "Stretch/Skew Image”. 4) Choose a percentage figure to resize the image: to avoid distortion, choose the same percentage for

horizontal and vertical stretch. Click OK.

5) Once you have the desired size, click File > Save As… (To prevent overwriting the original image). Save As jpeg (this provides compression to make the file smaller). 6) Please delete this text once complete.

1. outside view of the building 2. Emergency Assembly point 3. factory name plate

4. automated time recording system 5. notice board 6. fire extinguisher


7..firealarm call point 8..gendered toilet 9..cutting

10 stitching section 11 checking section 12 finish goods section

Non compliance Photo

13.No service tag attached to the fire extinguisher


Your feedback on your experience of the SMETA audit you have observed is extremely valuable.

It will help to make improvements to future versions.

You can leave feedback by following the appropriate link to our questionna ire:

Click here for A & AB members: http://www.surveymonkey.com/s.aspx?sm=riPsbE0PQ52ehCo3lnq5Iw_3d_3d

Click here for B members: http://www.surveymonkey.com/s.aspx?sm=d3vYsCe48fre69DRgIY_2brg_3d_3d

http://www.surveymonkey.com/s.aspx?sm=riPsbE0PQ52ehCo3lnq5Iw_3d_3d

http://www.surveymonkey.com/s.aspx?sm=riPsbE0PQ52ehCo3lnq5Iw_3d_3d

http://www.surveymonkey.com/s.aspx?sm=d3vYsCe48fre69DRgIY_2brg_3d_3d

http://www.surveymonkey.com/s.aspx?sm=d3vYsCe48fre69DRgIY_2brg_3d_3d

http://www.sedexglobal.com/