Factory audit

The Woolworths factory inspection refers to the audits conducted by the American company Woolworths on its global suppliers, covering aspects such as human rights, quality, and anti-terrorism inspections. 

Woolworths Factory Inspection Focus Points: 

2. Company legitimacy: Guests can verify the legality and safety of the company by reviewing documents such as the business license, tax registration certificate, and fire safety diagram. 

2. Child Labor and Minors: Guests strictly prohibit the company from employing children under the age of 16. The company can accept the employment of minors aged between 16 and 18, but it must have the approval from government departments and take practical actions to ensure the physical and mental health of the minors.

3. Discrimination: Guests do not allow the company to have discrimination in the recruitment and promotion of employees in terms of gender, race, age, and belief. The inspection team will generally review the personnel files of all current employees, as well as the personnel files and labor contracts of those who have resigned in the last 6 months.

4. Working Hours: The company must ensure the workers' rest time in accordance with local laws and regulations. They should have at least one day of rest per week and the working hours should not exceed 60 hours per week.

5. Labor Remuneration: Overtime pay during regular working hours and on statutory holidays should be paid to employees according to the rates stipulated by local laws, and the monthly salary should not be lower than the local minimum wage standard. Guests will generally review the attendance and salary payment records of employees for the last 3 months or 12 months.

6. Disciplinary Measures: Guests do not accept any fines, beatings, or other measures from the company towards employees, nor do they accept any forced labor practices by the company.

7. Health and Safety: The company must provide a healthy and safe working environment and have necessary environmental protection measures and relevant licenses. Specialized employees must have corresponding operation certificates.

8. Anti-terrorism: For personnel movement and the circulation of goods, there must be corresponding procedures and operation records. For the physical security of the company, the records of control management must be saved according to the guests' requirements. 

The Woolworths factory inspection also has specific requirements regarding wages and working hours for suppliers. Suppliers must meet the requirements and undergo an inspection. 

Basic working hours system

1. Any time beyond 8 hours on a working day is considered overtime, and the overtime pay is 150% of the normal salary.

2. If the employer arranges for the employee to work on a rest day, priority should be given to compensatory time off; if no compensatory time off can be arranged, the employee's salary should be paid at 200% of the standard daily or hourly wage stipulated in the labor contract.

3. Compensatory time off must be provided within one payment cycle. 

Comprehensive timing definition algorithm:

1. Total days in a year - Total rest days in a year - Legal holiday days = Total normal working days in a year

365 - 104 - 10 = 251

2. Total normal working hours = 251 (days) × 8 (hours/day) = 2,008 (hours)

3. Total legal overtime hours = 36 (hours/month) × 12 (months) = 432 (hours)

4. Total legal working hours in a year = 2,440 (hours) 

The characteristics of integrated time system:

1. Considering that a factory works 60 hours per week, under the integrated time system, the factory can only operate for 40 weeks and 40 hours of normal working hours. This means that the factory has 11 weeks and 20 hours each year when it cannot work, regardless of whether there are orders or not.

2. Factories implementing the integrated time system have the following exemptions: 1) One day off per week; 2) Daily overtime cannot exceed 3 hours (under the condition that the worker's physical strength can withstand it).

3. For overtime exceeding 40 hours per week, the factory only needs to pay 150% of the regular salary, regardless of whether the overtime is on Saturday or Sunday; for overtime on statutory holidays, the factory must pay workers 300% of the regular salary.