91 WRAP Audit Checkpoint Auditors Reference Only.docx
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91 WRAP Audit Checkpoint Auditors Reference Only.docx
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91WRAPAuditCheckpointAuditorsReferenceOnly
CONTENT
1.LAWSANDWORKPLACEREGULATIONS
2.FORCEDLABOR
3.CHILDLABOR
4.HARASSMENTORABUSE
5.COMPENSATIONANDBENEFITS
6.HOURSOFWORK
7.DISCRIMINATION
8.HEALTH&SAFETY
9.FREEDOMOFASSOCIATION&COLLECTIVEBARGAINING
10.ENVIRONMENT
11.CUSTOMSCOMPLIANCE
12.SECURITY
1.LAWSANDWORKPLACEREGULATIONS
Principle1:
CompliancewithLawsandWorkplaceRegulations–Manufacturersofsewnproductswillcomplywithlawsandregulationsinalllocationswheretheyconductbusiness.
Requirements
1.1ThefacilityobtainscurrentinformationonlocalandnationallawsandregulationsconcerningeachofthePrinciples.TheFacilitypromptlyincorporatesthisinformationinitsbusinesspractices.
a.ReviewwrittenpoliciesandproceduresforcurrentinformationonnationalandlocallawsandregulationsoneachoftheWRAPPrinciples.
Wagesandhours
Freedomofassociationandcollectivebargaining
Minimumagesforemploymentandrelatedrestrictions
Healthandsafetystandards
Environmentalstandardsandcompliance
Employmentdiscrimination
Generallaborlaw
Relevantinternationaltradelaw
Security
1.2Thefacilityhasaqualifiedpersonresponsibleforinformingthefacilityofchangestolawsandregulations,oraccesstocurrentpublicationsonnationalandlocallaborlaws.
a.ReviewdocumentationtheFacilityhasformallydesignatedaqualifiedpersonwithinformingtheFacilityofchangestolawsandregulationsoraccesstocurrentpublicationsonnationalandlocallaborlawsastheypertaintotheWRAPPrinciples.
1.3Onatimelybasis,thefacilityupdatesitspracticestoincorporaterevision
toexistinglawsandregulations.
a.ReviewwrittenproceduresforupdatingPracticestoincorporaterevisionstoexistinglawsandregulationssothatchangesareincorporatedwithinthetimelineestablishedbytheissuingauthority.
1.4Checktoseeifduringtheprevioustwoyearsthefacilityhashadanynoticesofnoncomplianceleviedagainstthefacility,includinganylegalproceedingsoroutstandingallegationsconcerningthefacilitiesoperations.
2.Verifythereisaprogramtotrainrelevantindividualsregardingthechangesforanynewlawsorrevisionstoexistinglawsandregulations.Checktoseethatthematerialsusedforthispurposeareappropriateforthistraining.
3.Documentexceptionstolocalandnationallaws,rules,andregulationsotherthanthosespecificallydocumentedelsewhereinthisFacilityMonitoringProgram.
4.ReviewtheFacility’swrittenoperatingpolicymanualandconfirmthatthisdocument:
a.ContainsthenationalandlocallawsandregulationspertainingtothePrinciples.
b.ContainstheFacility’spoliciesandprocedurespertainingtothePrinciples.
c.Isupdatedroutinelyforrevisionstoexistinglawsandregulations.
(SeeSampleFacilityPolicyandProceduresGuidebook)
2.FORCEDLABOR
Principle2:
ProhibitionofForcedLabor–Manufacturersofsewnproductswillnotuseinvoluntaryorforcedlabor–indentured,bondedorotherwise.
Requirements
2.1Verifytoassurethatallemployeesworkingatthefacilityvoluntarily.Observetheworkplaceconditionsinthefactoryandsurroundingenvironment.Arethereanyindicationsthatpeople'smovementsarebeingrestricted?
Arethereexaggeratedsecuritymeasuresorlogisticsbeingemployedinthefacility?
Arethereanyovertsignsoffearorexaggeratedobediencedisplayedbyemployeesduringthefacilityinspection?
Dosecuritypersonnelactinanon-threateningmanner,postedfornormalsecurityreasons,inaproportionatelylogicalnumber?
2.2TheDoorsandgatesonthefacilityshouldonlybelockedfornormalbusinessandhousingsecurityreasonsincompliancewithapplicablelocalandnationalfirecodes.
2.3Thefacilityprohibitsallrelevantindividuals,includinganypersonunderthefacility'sdirection,suchassecurityguards,formcoercingemployeesinanyway,orunnecessarilylimitingemployees'freedomofmovements.Areemployeesfreedomofmovementunimpededupontheirshift'sconclusion?
2.4Thefacilityrequiresallhiringdocuments,suchasanemploymentapplicationorcontractto,1)includeastatementaffirmingthatapplicantsareseekingemploymentvoluntarilyandarenotunderthreatofanypenalty,2)besignedbyeachapplicant,and3)bemaintainedintheemployee’spersonnelfile.
2.5TheFacilityobtainsanexecutedstatementfromalllaborbrokers/agentsusedbytheFacilitystatingthatthebrokers/agentsarenotsupplyinglaborthatisinvoluntaryorforced.
2.6Thefacilityhasaqualifiedpersonresponsibleforcommunicating,deployingandmonitoringthePracticesofeffectivelyprohibitinginvoluntaryorforcedlabor.
2.7Verifythatthefacilityhasaprogramandmaterialsusedtotrainrelevantindividuals,includingallindividualsresponsibleforthehiringprocess,ontheFacility’spoliciesandproceduresprohibitingforcedorinvoluntarylabor.
2.8Verifythatanysecurityserviceagreementsdonotcontainlanguageorterminologythatmayimplytheexistenceofforced,indenturedorinvoluntarylaborconditions.Verifythatjobdescriptionsorindividualcontractsforsecurityemployeeslimittheirtaskstonormalsecuritymatterssuchasprotectionoffacilitypropertyorfacilitypersonnel.
2.9Verifythatthefacilityissueswages/compensationdirectlytoemployees,orinanunambiguoussystemthatclearlyshowsthattheemployeecontrolsthedestinationofhis/herwages,andaccesstohis/herwages.
3.0Verifythefacilitydoesnotholdidentificationpapers,traveldocumentsorpassportsoftheiremployees.Ifso,isitattherequestoftheiremployeewiththeemployeemaintainingcompleteaccess?
3.1Verifytheuse/non-useofPrisonLaborwithregardtolocal,nationallawandindustrystandard.
3.CHILDLABOR
Principle3:
ProhibitionofChildLabor–Manufacturersofsewnproductswillnothireanyemployeeundertheageof14,orundertheageinterferingwithcompulsoryschooling,orundertheminimumageestablishedbylaw,whicheverisgreater.
Requirements
3.1Verifythefacilityobtainsproofofagedocumentationfromallpotentialworkerspriortohiringandreviewsthedocumentationforauthenticity.Thefacilitymanagesthehiringpracticedocumentingtheageofpotentialemployeeswithofficialcountryspecificdocuments(e.g.,birthcertificates,identificationcards,schoolrecordsand/orimmigrationpapers,medicalrecords).
3.2Verifythefacilityobtainsandretainsproofofageforeachemployee.ThefacilitymaintainsInformationinthefileregardinghowlongtheemployeehasbeenworkingattheFacility.
3.3Verifythefacilityassessestheauthenticityofagedocumentationandmakescomparisonswithsampledocuments.Extradiligenceisappliedinterritorieswherechildlaboriscommon.
3.4Verifythefacilityascertainstheemployee’sstatedagethroughtheinterviewprocess.Thephysicalappearanceoftheemployeesselectedisconsistentwiththeirageandemploymenthistoryasdocumentedintheirpersonnelfile.Thefacilitydocumentstheexistenceofanemploymentinterview(e.g.achecklistindicatingthattherequiredquestionswereaskedoftheapplicant).
3.5Verifythefacilityrequiresacompletedandsignedemploymentapplicationorcontractthatincludesthedateofbirth(inclusiveoftheemployeesignature,employeeidentificationnumberandsignaturedate).
3.6Verifythefacilityhasformallydesignatedaqualifiedpersonwithresponsibilityforcommunicating,deployingandmonitoringChildLaborPracticesastheyrelatedto:
Obtainingproofofagedocumentationfromallpotentialworkerspriortohiringandreviewingthisagedocumentationforauthenticity.Theresponsiblefacilitypersonensuresthatemployeesassignedtasksareappropriatefortheirage,whereapplicable.
3.7ReviewtheFacility’scommunicationsmadetoallFacilityemployeesregardingchildlaborpoliciesandprocedures.VerifythecommunicationsaddresseachofthefollowingFacilityrequirements:
a.Obtainproofofagedocumentationfromallpotentialworkerspriortohiring.
b.Criticallyexaminetheauthenticityofagedocumentation.
c.QuestiontheauthenticityofagedocumentationnotconformingtoFacilityPractices.
d.Agedocumentationretainedinemployeepersonnelfiles.
e.Interviewswithallprospectiveemployees.
3.8Verifythatprogramsandmaterialsusedtotrainrelevantindividuals,includingallindividualsresponsibleforthehiringprocess,ontheChildLaborPractices–requirementstoobtainagedocumentation,reviewagedocumentationforauthenticity,andinterviewallprospectiveemployees.
3.9IMPORTANT:
DoallemployeesintheFacilityappeartobeabovetheminimumage?
Ifareasonablesuspicionexists,thatthereareage-borderlineemployeesbeextremelycautiousandattentivetoassessingthiscompliance.Ifyoususpecttheageofanyindividual(s)youviewworkinginthefacility,youMUSTseektoincludetheminthereviewprocessforageauthentication,includingemployeeinterview.
4.HARASSMENTORABUSE
Principle4:
ProhibitionofHarassmentorAbuse–Manufacturersofsewnproductswillprovideaworkenvironmentfreeofharassment,abuseorcorporalpunishmentinanyform.
Requirement
4.1Verifythatthefacilityhasadoptedacompliantwrittenpolicyontheprohibitionofharassment,abuseorcorporalpunishment.Verifythatthedefinitionofthenon-compliantbehaviorandmanagementpolicyisconsistentwiththeintenttoprohibitallformsofthisbehavior.Verifythatthepolicyincludesreasonablepunitiverepercussionsfornon-conformanceandrepeatednon-conformance.Thepolicymustapplytothebehaviorofallemployeeswithspe
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