carter’s
Social Compliance Guidelines
Page 1 of 8
Standard Audit Procedure
The purpose for audits is to review compliance with basic human rights, applicable legal requirements, and the Carter’s Social Compliance Policy. Audits may be announced or unannounced.
Basic Process:
•
Pre-audit Meeting with Facility Representative(s).
Cover purpose, and areas that will be reviewed
during the audit.
•
Facility walk through:
-Working Conditi***
-Health & Safety
-Time-Keeping (time ca*** or other)
-Postings/Announcements
•
Reco*** Review
-Compensation
-Employee Reco***
-Identification documentation to verify age and work eligibility
-Health & Safety
•
Interviews
Approx. 25% of employees up to 100,
25 employees if over 100, or
at least 10 employees
•
Exit Meeting with Facility Representative(s)
-Cover general findings that are to be reported
-Course of corrective action according to policy
A. Child Labor – Employ minors in accordance to applicable law and/or Social Compliance Policy maintaining employee age documentation at all times.
•
No children under 16 years of age should be employed at any time (per Social Compliance Policy). For employees between 16 and 18 years of age, ensure that all applicable legal requirements are met for the specific state and/or country (permits, hours and type of work, etc.)
Violati***: - Children present on premises
- Missing age documentation
-
National law violation
-
Social Compliance Policy violation
-
Fraudulent documentation
-
Hours of work
B. Forced and/or Prison Labor – All workers shall h***e the right to decline overtime hours in excess of labor contracts, terminate employment and retain their own personal documents.
•
Work schedule must be c***istent with applicable legal requirement
•
***oid excessive overtime (e.g. do not go over into next shift for more than 4 hours).
•
Allow *** to choose whether to work.
•
Compensate all work.
•
No employment of prisoners.
Violati***: - Excessive mandatory overtime
-
National law violation
-
Social Compliance Policy violation
-
Restricted liberty
-
Contract violation
-
Documents not returned Revision 3/2006
carter’s
Social Compliance Guidelines
Page 2 of 8
C. Human Rights – No abuse; physical, verbal, mental, sexual; No discrimination (ethnic, religious, gender; etc.)
•
No physical or mental abuse (use of force, physical or mental torture/pain, unethical, immoral use of authority).
•
No discrimination (any practice used tochange employment status of individuals that adversely affects a group of people).
Violati***: - National law violation
-
Social Compliance Policy violation
-
Abuse – physical, verbal, mental, sexual
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Discrimination – ethnic, religious, gender
-
Pregnancy testing
D. Wage & Hours – Timely payment of required minimum and overtime to all employees; maintain all required documentation.
•
Manner and amount of pay is to comply with all legal requirements and with Carter’s Social Compliance Policy. Never pay less than minimum wage.
•
Proper and timely compensation of all wages and benefits.
•
Proper and timely pay for overtime according to country’s legal requirements.
•
Proper reporting and payment to all required agencies (Department of Labor/Social Security, taxes, etc.)
•
Proper documentation for all compensation (time ca***/sheets, production sheets, authorized deducti***, payroll reports/journals, etc.).
Violati***: - National law violation
-
Social Compliance Policy violation
-
Minimum wage violation
-
Overtime violation
-
Unfunded payroll
-
Unrecorded hours
-
Unauthorized deducti***
-
Cash pay without withholdings
-
Record-keeping violation
-
Inaccurate piece rate calculati***
-
Nonpayment of taxes and/or legal benefits
-
No seventh day rest
E. Subcontracting and Home Work – Produce only in approved and inspected factories.
•
No work is to be performed at home by any hourly, non-administrative employee.
Violati***: - Social Compliance Policy violation
-
Unreported subcontractors
-
Unauthorized subcontractors
-
Non compliant subcontractors
-
Home work Revision
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