Internal Audit Checklist (SA 8000:2008)

Transcription

1 To: Management Representative Diamond Fabrics Limited In the light of Internal Audit the following findings statement are reported for your kind action. Audit 11 th Audit o. 1. Child labour a) Check the age proofofthe personsworking in the organization.[age should be above 18 years] Age ofalth in DFL isver criteriaofa workersi.e. than 18 yea any circum s card isthe t confirmatio b) It hasalso been verified that no workerisemployed lessthan 18 yearsby mil scontractors. c) Check how subcontractor s employeesare also covered in this aspect. Check activitiesrelated to SA8000 aspect,no found child laborin any milsarea. I.D C Child La eng

2 2. Forced and Compulsory Labour d) In case child labourisavailable check what isthe action taken for remediation ofchild labour.[schooling,financialsupport] P olicy forp Child Lab LabourRe Proc e) o child labourshalbe engaged. P olicy forp Child f) Young workers[age:15-18] can be engaged.they should be assigned jobswhich are fit foryoung personsonly.young workersregisteristo be maintained. g) Young workersduty time and schooling shalnot exceed 10 hours.duty hourswilnot exceed 8 hours.o night shift is alowed. h) Ifthere isany hazardouswork-young workersshould not be exposed to it. i) In the absence ofage proof,the competent medicalauthority s certificate ofage can be accepted. AsperCh Proc a) Compulsory deposit ofmoney to be employed in the job isnot P olicy forp alowed. forced b) Ask employeeswhethertheiridentity cardsorcertificatesare W orker si held by the com pany asacondition forem ploym ent. c) The company should not deduct part ofsalary to force the W orker si continuation ofthe workers. d) Check with employeeswhethersuch deductionsare done. W orker si e) Check whethersecurity guardsare used to force workersto remain in the job. f) Compulsory continuation in job (by not alowing the workerswho want to leave the job)isnot alowed. o.force W orker si W orker si

3 g) Check whether the employees have the freedom to resign Worker s I 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? i) Whether bonded labour system is followed by engaging all members of a family under forcible conditions. j) Can workers refuse overtime? Worker s I 3 Health and Safety a) Check the list of chemicals and their MSDS. Checked d MSDS Dis Chemical S b) Whether safety precautions as per the MSDS are followed? c) Whether adequate personal protective equipment are PPE U available?(dust mask, glove ear Plug, etc) empl d) Is there an officer responsible for health and safety? H.S Repr om e) Are exits marked clearly Emerge properly f) Whether health and safety training has been given? Health Training empl main 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 Tra i) Whether adequate personal are trained in first aid? First A Member

4 j) Whether emergency preparedness plan is available? Fire Dril k) Whether accident register is maintained? Accident Report M l) Whether emergency evacuation points are identified? Emergenc exits are m) Whether sufficient first aid boxes are available? First A n) Whether mock drills have been conducted? Fire Dri o) p) Fire Cylinder easily access able Fire Cylin accessi depar q) Monthly Fire Equipment Status properly Checklis but Statu maintain r) L.T. Panels have rubber matt. Rubber m front of Ele

5 s) Whether Evacuation plans & the H&S manual are amended based on experiences? Evacua t) Whether pregnant women and feeding mothers are given jobs which are fit for their state? u) Whether proper drinking water is provided? Mills and a water fo v) Whether gang ways have been properly identified and free Yellow Lin of clutter. Fabrics G w) Whether dormitories provided by the company are clean, Accomm safe and have adequate toilets? Prov x) Has the company conducted risk analysis on the materials Risk Ass,processes and equipments[health and Safety] Rec y) Is crèche provided when legally required? 4. Freedom Of Association And Right To Collective Bargaining. a) Whether unions are allowed in the company? Compan b) How many unions are there? /A Bu represe c) Are employees free to join unions(and that of their choice) Compan

6 d) Whether worker representatives are elected? Wo represe 5. Discrimination a) Whether equal pay for equal work is given? Wages rec b) How promotion decisions are made (among worker Compan category) c) Whether people of particular religion, region, and sex are o Discr 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 L b) Are they followed? As pe c) How is disciplinary action taken? As per c Po d) Are fines levied as part of disciplinary action? 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? O Yes, Comp

7 7. Working hours a) The company exceeds 8 hour duty per day per Working hours as head Policy b) What is the normal overtime level? 2 Hours pe c) Work week cannot exceed 48 hrs. Company d) Overtime shall not exceed 12 hours per week. Company e) Is one day weekly off given? Company f) How are working hours tracked? Finger / Face Scan installed on both en for Employees attendance I / OU shift. g) What is the maximum number of consecutive hours worked? 3, 4 Ho 8. Remuneration a) Are minimum wages as per regulation paid? Salary / Wage b) Are the minimum wages meeting the basic need BW Wo wages[bw- see guidance note for calculations] c) Are there pay slips with full wage details?[including Pay sl explanation of deductions] d) Whether premium rates are paid for overtime Overtime R e) Salary pay dates to employees Worker Inter f) Method of Payments Cash

8 9. Management Systems a) Is there a defined and documented SA policy (in Company P local language also)? b) Is it displayed prominently? display a iron bo language near 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 Authorit e) Are there worker representatives who can interact with management on SA 8000 matters? f) Is the representative freely elected from among workers? Workers repre Hand sh g) Are works committees established? Health & Safety Work s Council h) Are top management reviews conducted formally M.R. Mee regarding SA 8000 performance and arrive at divisions for improvement? i) Is worker training on SA aspects provided? Training Se j) Is SA performance monitored? Audited? Internal A

9 k) Are undertakings obtained from suppliers and subcontractors on compliance to SA 8000 requirements l) Are suppliers checked for minimum SA requirement compliance prior to registration? Supplier evalu Supplier evalu m) Are there home workers? /A n) Whether all welfares/safety measures are provided to home workers? /A o) Whether home worker records are maintained by the company? /A p) Whether audits are conducted on home worker /A q) Root cause analysis is done on all concern and action is taken to avoid recurrence. C/A, P/A Pr

10 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. For this purpose unit (DFL) websit interested parties and easy access: on company policies, results and Mana Meeting results ar interested OTE: O Means for Observation; C Means for onconformity Auditor # 1 Auditor # 2 Auditor # 3 Mr. Muhammad Farooq Mr. Amjad Ali Mr. Muhammad Ather Auditor # 3 Mr. Muhammad Sulman Mana Repre