Internal Audit Checklist (SA 8000:2008)

Transcription

1 Page: Page 1 of 9 To: Management Representative Diamond Fabrics Limited In the light of Internal Audit the following findings statement are reported for your kind action. Audit No. 4 th Audit Date 21-22, SEP Child labour a) Check the age proof of the persons working in the organization.[age should be above 15 years] Personal Files of the following employees Abdul Rehman (Sr. Technician) Card number , Muhammad Ashfaq (Knotting Opr.) card no , Ejaz Ahmad (Mixing Man) Card # , were checked and during round of the department interviewed above employees related to SA8000 Companies Policies. Page 1 of 9

2 Page: Page 2 of 9 2. Forced and Compulsory Labour b) Check how subcontractor s employees are also covered in this aspect. Supplier Evaluation done of Amer Cotton Mills Pvt. Ltd. Reliance Cotton Mills, Sapphire Fibbers Ltd Tanveer Cotton Milsl, Din Textile Mills, Hira Textile Mills, Sapphire Textile Mills-5 and Onsite survey of RCM, Hira Textile Mills c) In case child labour is available check what is the action taken for remediation of child labour.[schooling, financial support] Supplier Evaluation Form Child Labour not engaged 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 Page 2 of 9

3 Page: Page 3 of 9 3 Health and Safety e) Check whether security guards are used to force workers to No. Forced Labour, remain in the job. Worker s Interviewed f) Compulsory continuation in job (by not allowing the workers Worker s Interviewed who want to leave the job) is not allowed. g) Check whether the employees have the freedom to resign Worker s Interviewed 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 Interviewed a) Check the list of chemicals and their MSDS. Checked during Audit MSDS Display 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 by writing f) Whether health and safety training has been given? Health & Safety Training record of employees maintained Page 3 of 9

4 Page: Page 4 of 9 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 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 The Heights of Fire Cylinder is more In departments NO 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 NC-10 Page 4 of 9

5 Page: Page 5 of 9 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? 4. Freedom Of Association And Right To Collective Bargaining. 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 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 Page 5 of 9

6 Page: Page 6 of 9 7. Working hours 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, No carried out? f) What are the legal cases pending related to disciplinary NONE - action? g) Are employees provided a fair opportunity to explain their side prior to decision on disciplinary action? Yes, Company Policy 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 as per shift. g) What is the maximum number of consecutive hours worked? 3, 4 Hours Page 6 of 9

7 Page: Page 7 of 9 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 Company Policies language also)? 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 Page 7 of 9

8 Page: Page 8 of 9 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 l) Are suppliers checked for minimum SA requirement compliance prior to registration? Supplier evaluation form 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? p) Whether audits are conducted on home worker q) Root cause analysis is done on all concern and action is taken to avoid recurrence. C/A, P/A Procedure Page 8 of 9

9 Page: Page 9 of 9 r) Is there regular communication with interested parties on SA 8000 performance? s) Whether company engages in dialogues with interacted parties on SA compliance Proper Communication t) Whether company provides access to auditors to verify compliance. - - NOTE: O Means for Observation; NC Means for Nonconformity Signature of Auditor # 1 Signature of Auditor # 2 Mr. Muhammad Farooq Adeel Shahbaz Signature of Auditor # 3 Mr. Ghulam Sarwar + Management Representative Page 9 of 9