Internal Audit Checklist (SA 8000:2008)

Transcription

1 Page: Page 1 of 8 To: Management Representative Diamond Fabrics Limited In the light of Internal Audit the following findings statement are reported for your kind action. Audit No. 3 Rd Audit Date 11-12, MAR Child labour a) Check the age proof of the persons working in the organization.[age should be above 15 years] b) Check how subcontractor s employees are also covered in this aspect. Onsite survey of RCM, SFL-3 & SFL -1 c) In case child labour is available check what is the action taken for remediation of child labour.[schooling, financial support] Personal Files of the following employees Mushtaq Ahmad (Sizer) Card number , Naeem Sajjd (Clerk) card no , Ishfaq Ahmad (Helper) Card # , Muhammad Naveed (Weaver) Card No , Manzoor Ahmad (Beam Sr. Gaitter) Card , Shakeel Ahmad (Folding Clerk) card No were checked and interviewed Supplier Evaluation Form Child Labour not engaged Page 1 of 8

2 Page: Page 2 of 8 2. Forced and Compulsory Labour d) No child labour shall be engaged. Policy for Prohibition Yes of Child Labour e) Young workers [age:15-18] can be engaged. They should be assigned jobs which are fit for young persons only. Young workers register is to be maintained. f) Young workers duty time and schooling shall not exceed 10 hours. Duty hours will not exceed 8 hours. No night shift is allowed. g) If there is any hazardous work-young workers should not be exposed to it. h) In the absence of age proof, the competent medical authority s certificate of age can be accepted. As per Child Labour Procedure a) Compulsory deposit of money to be employed in the job is Policy for Prohibition not allowed. of forced Labour b) Ask employees whether their identity cards or certificates Worker s Interviewed are held by the company as a condition for employment. c) The company should not deduct part of salary to force the Worker s Interviewed continuation of the workers. d) Check with employees whether such deductions are done. Worker s Interviewed e) Check whether security guards are used to force workers to remain in the job. f) Compulsory continuation in job (by not allowing the workers who want to leave the job) is not allowed. g) Check whether the employees have the freedom to resign and go away if they so desire. There should be no hindrance on them. h) Whether people of external origin (without proper papers)are held as employees? No. Forced Labour Worker s Interviewed Worker s Interviewed Worker s Interviewed Page 2 of 8

3 Page: Page 3 of 8 3 Health and Safety i) Whether bonded labour system is followed by engaging all members of a family under forcible conditions. j) Can workers refuse overtime? Worker s Interviewed a) Check the list of chemicals and their MSDS. Checked during round MSDS in Chemical Store b) Whether safety precautions as per the MSDS are followed? - c) Whether adequate personal protective equipment are PPE Used the available?(mask, glove etc) employees d) Is there an officer responsible for health and safety? H.S Representative Nominated e) Are exits marked clearly Emergency exit properly marked f) Whether health and safety training has been given? Health & Safety Training record of employees g) Whether employees are aware of the hazardous associated with their area of operation and how to protect themselves? h) Whether adequate personal are trained in fire fighting? Fire party Members Trained i) Whether adequate personal are trained in first aid? First Aid Party Members Trained j) Whether emergency preparedness plan is available? Fire Drill Record k) Whether accident register is maintained? Accident / Incident Report Maintained l) Whether emergency evacuation points are identified? Emergency door for exits are Identified Page 3 of 8

4 Page: Page 4 of 8 4. Freedom Of Association And Right To Collective Bargaining. m) Whether sufficient first aid boxes are available? First Aid Box provided n) Whether mock drills have been conducted? Fire Drill record o) Fire Cylinder easily access able - p) Monthly Fire Equipment Status properly - q) L.T. Panels have rubber matt. - r) Whether emergency plan and the H&S manual are - amended based on experiences? s) Whether pregnant women and feeding mothers are given jobs which are fit for their state? t) Whether proper drinking water is provided? Mills and also Colony water for drinking u) Whether gang ways have been properly identified and free Yellow Lines of clutter. v) Whether dormitories provided by the company are clean, Accommodation safe and have adequate toilets? Provided w) Has the company conducted risk analysis on the materials Risk Assessment,processes and equipments[health and Safety] Record x) Is crèche provided when legally required? a) Whether unions are allowed in the company? Company Policy b) How many unions are there? N/A But Worker representative c) Are employees free to join unions(and that of their choice) Company Policy Page 4 of 8

5 Page: Page 5 of 8 d) Whether worker representatives are elected? Worker representatives elected 5. Discrimination a) Whether equal pay for equal work is given? Wages & Salary record b) How promotion decisions are made (among worker Company Policy category) c) Whether people of particular religion, region, and sex are No Discrimination discriminated against? d) Are pregnant women discriminated against? 6. Disciplinary practices e) Are women dismissed when found pregnant? f) Are women subjected to sexual harassment? a) Are standing orders available? Updated Labour code b) Are they followed? As per Law c) How is disciplinary action taken? As per company Policy d) Are fines levied as part of disciplinary action? No e) Is physical punishment like beating, illegal confinement etc, carried out? f) What are the legal cases pending related to disciplinary action? g) Are employees provided a fair opportunity to explain their side prior to decision on disciplinary action? No NONE - Yes, Company Policy Page 5 of 8

6 Page: Page 6 of 8 7. Working hours a) The company exceeds 8 hour duty per day per head NO, Working hours as per company Policy, b) What is the normal overtime level? 2 Hours per day c) Work week cannot exceed 48 hrs. Company Policy d) Overtime shall not exceed 12 hours per week. Company Policy e) Is one day weekly off given? Company Policy f) How are working hours tracked? Finger Scanning Machines installed on both entrance of Mills for Employees mark their attendance IN / OUT Time. g) What is the maximum number of consecutive hours worked? 3, 4 Hours 8. Remuneration a) Are minimum wages as per regulation paid? Salary / Wages record b) Are the minimum wages meeting the basic need BNW Working wages[bnw- see guidance note for calculations] c) Are there pay slips with full wage details?[including Pay slip explanation of deductions] d) Whether premium rates are paid for overtime Overtime Record 9. Management Systems e) Salary pay dates to employees Worker Interviewed Yes f) Method of Payments Cash Yes a) Is there a defined and documented SA policy (in local language also)? Company Policies Page 6 of 8

7 Page: Page 7 of 8 b) Is it displayed prominently? display a iron board in local language near Maingate c) Does it include a commitment to meet national laws related - to labour welfare? d) Is there a senior officer appointed as SA 8000 MR? MR Authority Letter e) Are there worker representatives who can interact with Elected Workers management on SA 8000 matters? representatives f) Is the representative freely elected from among workers? Election Record g) Are works committees established? Health & Safety committee, Work s Council committee. h) Are top management reviews conducted formally regarding SA 8000 performance and arrive at divisions for improvement? M.R. Meeting i) Is worker training on SA aspects provided? Training Session j) Is SA performance monitored? Audited? Internal Audit k) Are undertakings obtained from suppliers and subcontractors on compliance to SA 8000 requirements Supplier evaluation form l) Are suppliers checked for minimum SA requirement compliance prior to registration? Supplier evaluation form m) Are there home workers? n) Whether all welfares/safety measures are provided to home workers? o) Whether home worker records are maintained by the company? Page 7 of 8

8 Page: Page 8 of 8 p) Whether audits are conducted on home worker? q) Root cause analysis is done on all concern and action is taken to avoid recurrence. r) Is there regular communication with interested parties on SA 8000 performance? s) Whether company engages in dialogues with interacted parties on SA compliance. t) Whether company provides access to auditors to verify compliance. C/A, P/A Procedure Proper Communication - - NOTE: O Means for Observation; NC Means for Nonconformity Signature of Auditor # 1 Signature of Auditor # 2 Mr. Ghulam Sarwar Adeel Shahbaz Signature of Auditor # 3 Mr. Muhammad Farooq Signature of Auditor # 4 Mr. Tahir Nasim Management Representative Page 8 of 8