Supplier Audit

1、 What is ETI?

ETI (Ethical Trading Initiative) is the English abbreviation for the UK Ethical Trade Organization It is a proposal drafted by the UK aimed at improving the working conditions of global workers by establishing a forum on corporate social responsibility for procurement in developing countries

ETI is composed of three representatives: companies, unions, and non-governmental organizations The basic rules of ETI are similar to SA8000, both based on the basic agreements of the United Nations Labour Organization ETI was established with funding from the UK Department for International Development and the private sector, and several first audits are currently underway to promote the formation of operational guidelines Companies and organizations participating in ETI include C&A, Sainsbury's, the Co operative Wholesale Society, and non-governmental organizations such as Save the Children and Fair Trade

The difference between ETI and SA8000 is that SA8000 is a global standard, while ETI is mainly composed of British companies; The purpose of ETI is to improve the system by comparing different solutions to improve workers' rights, and SA8000 is an operational certification system Both SA8000 and ETI were formed after extensive consultation

2、 What is ETI factory inspection for?

ETI factory inspection refers to the inspection and acceptance conducted by customers or notary firms commissioned by customers on manufacturers approved for production or preparing to establish partnership relationships, to ensure that their partners comply with their "code of conduct". The inspection mainly includes company identification data, management mode, employee human rights, product quality, anti-terrorism safety measures, as well as various aspects such as workplace, production facilities, fire-fighting equipment, living facilities, environmental sanitation, factory construction, food and entertainment.

1. Free choice of profession

1.1 Forced labor, slaves, or involuntary prisoner labor shall not be employed. 

1.2 It is not allowed to require workers to pay a "deposit" or hand over their identification documents to the employer for safekeeping. Employees are free to resign after giving their employer a reasonable notice period.

2. Respect freedom of association and collective bargaining rights

2.1 Employees have the right to participate in or organize trade unions and engage in collective bargaining according to their own wishes. At the same time, it should not be treated differently as a result. 

2.2 The employer shall adopt an open attitude towards the activities of the trade union and the organizational activities within the union. 

2.3 Labor representatives shall not be discriminated against and may perform representative duties at the workplace. 

2.4 If freedom of association and collective bargaining rights are restricted by law, employers must provide convenience and assist in developing complementary channels, rather than adopting an obstructive attitude.

3. Work environment safety and hygiene

3.1 Employers must provide a safe and hygienic working environment, and pay attention to industrial safety knowledge and hazards in relevant industries. Employers must take sufficient measures and use reasonable and feasible methods to minimize potential hazards at the workplace, in order to avoid accidents that may cause health damage to employees due to the performance of duties in relevant situations or during the performance of duties.

3.2 Employers shall provide regular training on health and safety and keep the materials on file. This training should be re organized for newly hired or transferred workers. 

3.3 Employers shall provide clean toilet facilities and drinking water for their employees. If necessary, hygiene equipment for storing food must also be provided. 

3.4 If the employer provides accommodation for employees, the accommodation environment must be clean and safe, and meet the basic needs of the employees.

3.5 Companies that follow the code of conduct must appoint a senior executive as their representative, responsible for the health and safety of workers.

4. Child labor is not allowed to be employed

4.1 Child labor shall not be recruited.

4.2 The company shall develop policies and plans to participate in and assist in the development of transitional services for children found to be engaged in child labor, enabling them to receive good education until they reach adulthood. 

4.3 It is not allowed to hire children and adolescents under the age of 18 to work at night or in dangerous places. 

4.4 The above policies and procedures must be consistent with the relevant provisions of the International Labour Organization standards.

5. Basic living wage

5.1 The salary and benefits for each normal working week must at least meet the local statutory standards or industry reference standards, with the higher being the main one. In any case, employee wages should not only be sufficient to meet basic needs, but also have a surplus above that for pocket expenses. 

5.2 All employees shall receive written notice prior to employment, clearly stating the employment conditions regarding wages, and shall receive a written explanation of wages during each pay period. 

5.3 It is strictly prohibited to use salary deduction as a disciplinary punishment, and salary deduction is not allowed without local legal basis and employee consent. All disciplinary measures should be recorded and saved.

6. Working hours should not be too long

6.1 Working hours must comply with local laws and industry reference standards, and the one with greater protection shall prevail. 

6.2 In the case of employment, the employer shall not require the employee to work for more than 48 hours per week on a regular basis, and the employee shall be entitled to at least one day off for every 7 consecutive working days on average. Overtime work must be voluntary and cannot exceed 12 hours per week, and cannot be considered a routine arrangement. At the same time, compensation should be provided with a higher amount of overtime pay.

7. Non discrimination against employees

7.1 Employees shall not be discriminated against in terms of employment, compensation, training, promotion, dismissal, or retirement based on factors such as race, class, nationality, religion, age, disability, gender, marital status, sexual orientation, union membership, or political orientation.

8. Normal labor relations

8.1 In all cases, employees' work must be based on labor relations recognized by local laws or practices. 

8.2 It is not allowed to use labor contracts, subcontracting contracts, home contract manufacturing, or apprenticeship training programs that do not intend to teach skills or provide normal labor relations, or to use expired fixed-term labor contracts to evade the employer's responsibility to employees under labor laws or social welfare laws due to normal labor relations.