mv验厂资料

hzrichardchen

Social Accountability Standards Monitoring and DocumentationIn order to verify compliance, the employer shall allow auditors free access to facility grounds, workers for confidential interviews, and relevant documents for the past 12 months.
Management SystemsThe Employer shall have verifiable management systems to ensure ongoing compliance with each Standard. Management Systems shall be effectively documented, implemented, maintained, communicated and accessible in a comprehensive form to all employees, including: directors, executives, management, and supervisors.
Child LabourIn accordance with the ILO convention 138, every worker employed must be at least fifteen (15) years of age. The age of fourteen (14) would apply to developing countries as defined by the ILO.
However, no worker of whatever age, including apprentices or vocational students, may be employed in breach of local minimum age for work or mandatory schooling.
Forced or Compulsory LabourThe Employer shall not in any way use or support the use of forced labour, whether in the form of prison labour, indentured labour, bonded labour or otherwise.

Health & Safety
The Employer, bearing in mind the prevailing knowledge of the industry and of any specific hazards, shall provide a safe and healthy working environment, including systems and training designed to help prevent accidents and injuries.
The Employer shall appoint a management representative who is responsible for the health and safety of all personnel, and is accountable for the implementation of the health and safety elements of this standard.

Freedom of Association and Right to Collective BargainingThe Employer shall recognize and respect the right of workers to freedom of association and collective bargaining. No worker shall be subject to harassment, intimidation or retaliation in their efforts to freely associate or bargain collectively. The Employer shall allow union organizers free access to employees and shall recognize the union of the employees' choice.

Non-DiscriminationAll employment decisions including but not limited to: hiring, job assignment, wages, bonuses, allowances, and other forms of compensation, promotion, discipline, assignment of work, termination of employment, provision of retirement, shall be made solely on the basis of education, training, and demonstrated skills or abilities. The characteristics of an individual, such as race, gender, marital status and religion shall not be the basis for such employment decisions.

Disciplinary PracticesThe Employer shall document and communicate to all workers a progressive disciplinary policy e.g., escalating discipline action steps such as verbal warning, written warning, suspension, termination.
Any exceptions to this rule e.g., immediate termination for theft or assault, shall be in writing and clearly communicated to workers.

Harassment or AbuseEvery employee shall be treated with dignity and respect. The Employer shall not engage in or support for any reason the use of corporal punishment, mental or physical coercion and verbal abuse including but not limited to threats of violence and sexual harassment.
Compensation & BenefitsThe Employer shall ensure that wages paid for all hours worked meet at least the legal minimum wage or the local industry minimum standards for compensation, whichever is higher. The employer shall provide all legally mandated benefits.

Hours of WorkThe Employer shall ensure all local laws that pertain to hours or work are followed.
Furthermore, that overtime work hours plus regular work hours do not exceed 60 hours in a 7 day period or 12 hours in a 24 hour period per employee.
Workers shall also be given at least one-day rest per 7-day period.

EnvironmentalAll employers shall comply with applicable environmental laws and regulations.


Sub-Contracting
All Employers that outsource or subcontract work shall obtain prior authorization for doing so.
If work is done at another location, the outsourcing employer shall be responsible for assuring that the subcontractor is in compliance with the Standards.  

Homework
Mervyns does not permit the use of “home workers”.

hzrichardchen

Mervyns Social Accountability (SA) Audit Overview

To help ensure a successful social accountability audit; below please find an overview of the audit process and a list of the documents that must be available for review at audit time. Note: All information gathered during the audit process by Bureau Veritas is fully confidential and will only be shared with Mervyns, the supplier, and facility management.

Mervyns Social Accountability Audit Process
1.        Opening Meeting (consists of overview of the Mervyns Code of Conduct, compliance assessment procedures, introductions, overview of your facility's production peaks and valleys, etc.) Suggested Participants: Owner, Plant Manager, Quality Manager, Plant Engineer, Production Manager, Human Resources
2.        Visual Inspection (Health and safety check of the facility)
3.        Confidential Employee Interviews (employees must be present)
4.        Records Review (Review of Hiring records, payroll, time records, facility policies, training records, other required documentation)
5.        Closing Meeting (auditors present findings and management has an opportunity to comment/respond).

List of documentation required to be available for review by BV auditors during the audit process:
        Factory Floor Plan
        Policies and Procedures
        Business permits/licenses
        Verification of required employee insurance coverage
        Payment stubs
        Proof of age documents
        Payroll records - Timecards and payroll register for three pay periods for past 12 months.
        Piece work records and production records for the last three pay periods.
        Personnel records (for example I-9, W4 forms in order to verify hiring practices)
        All applicable Health & Safety Records (Emergency Action, training, injuries etc.)
        Complete list of any potentially hazardous chemicals used or stored at the facility

hzrichardchen

Mervyns – Factory Evaluation (FA)
Audit Overview

1. Opening Meeting:
Short opening meeting should include the audit scope and criteria from Mervyns.

2. Factory Tour Observation:

Production workshops
Quality Control Depart. – IQC, in process QC, Final QC.
Packaging Depart.
Engineering Depart.
Warehouse/store – raw materials & finished goods
Samples rooms

For Health & Safety (Section 1) auditors will look at:
•        Adequacy of fire extinguishers
•        Adequacy and accessibility of emergency exits in the factory (i.e., NOT blocked and locked during working hours)
•        Personal Protective Equipment PPE (gloves, masks, protective eyewear, etc) is used by workers at factory’s cost
•        Adequacy of well-stocked first aid kit
•        Adequacy of lighting & ventilation in the production area
•        No eating/ drinking

3. Employees Interviews:
Factory Manager – for quality assessment sections
Production personnel – for quality assessment sections
Quality Control personnel – for quality assessment sections
General Employee - for Section 1, LABOR PRACTICES AND FACILITIES

4. Document / record Review:
Employee’s personal files (for example I-9, W4 forms in order to verify hiring practices)
Attendance records
Payroll
Organization chart
Other relevant operation procedures and records
Production equipment list
Document relating to Quality Management system (e.g. documented procedures, quality manual…)
QC records
Production records (past 12 months)
Machineries maintenance records, equipment calibration records
Training plan & records, qualification certificates
Product test reports/ functional test reports
Quality system certificate,
Incoming material & In-process & Final inspection records
Non conforming material records,
Product standard/specification,
Customer complaint procedures and records,
Corrective & preventive action procedures and records
Pre-Audit Questionnaire

Factory is expected to maintain at least most recent 3 months records that should be reviewed by auditors.

5. Closing Meeting:

At the conclusion of the audit, the auditor must present/discuss (verbally) all findings with factory management especially the corrective actions required.

ricky_z

Thanks for your sharing!!!

xiaojun98

老晕,英语看不懂.........

zengzx2000

sally0755

不懂哟5555555555555555

neverust

it's so easy to get the meaning, isn't  it?

andyzhao

全是英文的啊？

无痕

全英文的呀,看不太懂咧,看来我还得再努力学习英文了