2012 Self Assessment

7/31/2019 2012 Self Assessment

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WORLDWIDE RESPONSIBLE ACCREDITED PRODUCTION (WRAP)

2200 Wilson Boulevard Suite 601 Arlington, VA 22201 United States

Tel.: 703-243-0970 Fax: 703-243-8247

Email: [email protected]

http://www.wrapcompliance.org

Production Facility Self-Assessment Package

Submit 1 copy of the completed package to the monitoring company selected to conduct the audit, and 1 copy to WRAP

2012 Edition


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Document name: Facility Profile Questionnaire

Issue Date: November 2011

FACILITY PROFILE QUESTIONNAIRE

WORLDWIDE RESPONSIBLE ACREDITED PRODUCTION

WRAPCERTIFICATION PROGRAM

FACILITY PROFILE QUESTIONNAIRE

WRAP ID#

Date:

Name of Production Facility:

Manufacturer ID number. This number is either the official tax number or manufacturer/industry

identification number issued to the facility by the appropriate government authority.

#

Region:

Physical Location Address:

Mailing Address:

Telephone #: Fax #:

Contact Person:

Contacts Title:

E-mail Address:

Year Facility Established:

Name of Facility Manager:

Telephone #: Fax #:

E-mail Address:

Articles Produced:


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Document name: Facility Profile Questionnaire


FACILITY PROFILE QUESTIONNAIRE (Continued)

Total No. of Employees at this Facility:

Full time contracted employees:

Short term contract employees: Please state length of contract

Agency supplied and paid employees

Language(s) spoken by management and workers at the facility:

Street Address of Dormitories (if applicable):

COMPLETED BY:

Name: Title:

Signature: Date:


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Worldwide Responsible Accredited Production

Certification Program

Facility Questionnaire

Document Name: Facility Program Questionnaire


Principle 1. Compliance with Laws and Workplace Regulations: Facilities will complywith laws and regulations in all locations where they conduct business.

Note: The facility must have documented policies and procedure supporting all WRAP principles.

Requirements

1.1 Does your facility obtain current information on local and national laws and regulations

concerning each of the Principles? Do you promptly incorporate this information in its business

practices?

Please give a summary of your objective evidence to support this question.

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If No, please explain:_____________________________________________________________________

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Do you have policies and procedures for current information on national and local laws and

regulations on each of the WRAP Principles?

Wages and hours Freedom of association and collective bargaining Minimum ages for employment and related restrictions Health and safety standards Environmental standards and compliance Employment discrimination General labor law Relevant international trade law SecurityPlease give a summary of your objective evidence to support this question.

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1.2 Do you have a qualified person responsible for informing the facility of changes to laws and

regulations, or access to current publications on national and local labor laws?


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1.3 On a timely basis does the facility updates its practices to incorporate revision to existing laws

and regulations.


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1.4 Does the facility undertake internal monitoring of its management system (internal audits) to

satisfy itself that the written procedures and processes are meeting the requirements of local law andWRAP principles?

Please give a summary of your objective evidence to support this question.______________________________________________________________________________________

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1.5 During the previous two years has the facility has had any notices of noncompliance levied

against the facility, including any legal proceedings or outstanding allegations concerning the

facilities operations.


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1.6 Does the facility have a program to train relevant individuals regarding the changes for any new

laws or revisions to existing laws and regulations?


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Sub-contracting.

1.7 Does the facility sub-contract any of its production operations?


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Note: Sub-contracting could be but not limited to: Part of the primary production processes or services offered as

an end result by the facility.


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1.8 Does the facility sub-contract any other operations?

Note: Sub-contracting could be but not limited to: factory cleaning services, canteen services, worker

accommodation, goods shipping, home workers, employment agencies or security services.


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1.9 How has the facility informed the sub-contractor of their obligations under the local labor law

and WRAP Principle requirements?


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1.10 Does the facility keep evidence of how any sub-contractor has been made aware of these

requirements?


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1.11 Does the facility keep receipt of sub-contractor acknowledgement of these requirements?



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1.12 Does the facility regularly review its list of sub-contractors to make sure it is up to date?


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Principle 2. Prohibition of Forced Labor: Facilities will not use involuntary, forced ortrafficked labor.

Note: The facility must have documented policies and procedures supporting all WRAP principles.

Requirements

2.1 Are all employees working at the facility voluntarily?


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2.2 Are employees movements restricted?


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2.3 What security measures or logistics are being employed in the facility?


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2.4 Do your security personnel act in a non-threatening manner?


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2.5 Are security guards posted for normal security reasons?


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2.6 Are the doors and gates of the facility only locked for normal business and housing security

reasons in compliance with applicable local and national fire codes?


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2.7 Does the facility prohibits all relevant individuals, including any person under the facility'sdirection, such as security guards, form coercing employees in any way, or unnecessarily limiting

employees' freedom of movements. Is employees freedom of movement unimpeded upon their shift's

conclusion?


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2.8 Does the facility require all hiring documents, such as an employment application or contract to,

1) include a statement affirming that applicants are seeking employment voluntarily and are not

under threat of any penalty, 2) be signed by each applicant, and 3) be maintained in the employeespersonnel file?


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2.9 Does the facility obtain proof that anyone seeking employment is legally entitled to work in thecountry of manufacture in accordance with national immigration laws?


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2.10 Does the facility obtain an executed statement from all labor brokers/agents used by the facility

stating that the brokers/agents are not supplying labor that is involuntary or forced and has the right

to work in this country?


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2.11 Does the facility have a qualified person responsible for communicating, deploying and

monitoring the practices of effectively prohibiting involuntary or forced labor?


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If No, please explain:___________________________________________________________________________________________________________________________________________________________

2.12 Does the facility have a program and materials used to train relevant individuals, including all

individuals responsible for the hiring process, on the facilitys policies and procedures prohibiting

forced or involuntary labor?


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2.13 Do the job descriptions or individual contracts for security employees limit their tasks to normal

security matters such as protection of facility property or facility personnel?



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2.14 Does the facility issues wages/compensation directly to employees, in an unambiguous systemthat clearly shows that the employee controls the destination of his/her wages, and access to his/her

wages?


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2.15 Does the facility hold identification papers, travel documents or passports of their employees? If

so, is it at the request of their employee with the employee maintaining complete access?


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2.16 What is the facilitys policy on use/non-use of prison labor with regard to local or national law

and industry standard?


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Principle 3. Prohibition of Child Labor: Facilities will not hire any employee under the

age of 14 or under the minimum age established by law for employment, whichever is

greater, or any employee whose employment would interfere with compulsoryschooling.


Requirements

3.1 Does the facility obtain proof of age documentation from all potential workers prior to hiring and

review the documentation for authenticity?


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3.2 Does the facility manage the hiring practice, documenting the age of potential employees with

official country specific documents (e.g., birth certificates, identification cards, school records and/orimmigration papers, medical records)?


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3.3 Does the facility obtain and retain proof of age for each employee? Does the facility maintain

information in the employee personnel file regarding how long the employee has been working at the

facility?


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3.4 Does the facility assess the authenticity of age documentation and make comparisons with sample

documents?


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3.5 Does the facility ascertain the employees stated age through the interview process?


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3.6 Does the facility document the existence of an employment interview (e.g. a checklist indicating

that the required questions were asked of the applicant)?


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3.7 Does the facility require a completed and signed employment application or contract that

includes the date of birth (inclusive of the employee signature, employee identification number andsignature date)?


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3.8 Does the facility have a formally designated qualified person with responsibility for

communicating, deploying and monitoring child labor practices as they relate to the above

requirements?


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______________________________________________________________________________________

3.9 Does the responsible person ensure that employees assigned tasks are appropriate for their age,

where applicable?


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Principle 4. Prohibition of Harassment or Abuse: Facilities will provide a workenvironment free of supervisory or co-worker harassment or abuse, and free of

corporal punishment in any form.


Requirement

4.1 Does the facility have a compliant written policy on the prohibition of harassment, abuse and

corporal punishment?


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4.2 Does the policy include reasonable punitive repercussions for non-conformance and repeated

non-conformance? The policy must apply to the behavior of all employees with special emphasisplaced upon supervisory personnel.


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4.3 Does the facility have signed statements by the facilitys management affirming their

understanding of the facilitys anti-harassment and abuse policies.


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4.4 Does the facility effectively prohibit all forms of harassment, abuse and corporal punishment inwritten policies and procedures?


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4.5 Does the facility communicate the policy on the prohibition of harassment and abuse to workers,

and third party services (e.g., security guards, kitchen services) that will have significant contact with

facility employees?


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4.6 Does the facility encourage employees to report instances of harassment or abuse, without fear ofretribution?


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4.7 Is there an effective and mandatory program to train relevant individuals, including all

individuals responsible for the supervision of workers, on the facilitys policies and procedures

prohibiting all forms of harassment, abuse and corporal punishment?


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Principle 5. Compensation and Benefits: Facilities will pay at least the minimum total

compensation required by local law, including all mandated wages, allowances &

benefits.


Requirements

5.1 Does the facility have practices to ensure employees are compensated consistent with their terms

of employment and in accordance with local laws and regulations?


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5.2 Does the lowest record of payment by the facility meet the legal minimum compensation?


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5.3 Does the facility post legal minimum wage rates, benefit policies, and additional payment

information in the native language(s) of the facility workers?


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5.4 Does the facility utilize and maintain an organized system of record keeping?


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5.5 Does the facility produce and retain payroll records to support compensation, including

overtime?


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5.6 Does the facility provide all employees with a pay record or stub which lists the components of the

wages paid?


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5.7 Are all legally mandated withholdings - e.g., taxes, social security, etc. - remitted to the

government?


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5.8 Does the facility have a formally designated qualified person with responsibility forcommunicating, deploying and monitoring the payroll and benefit system and ensuring that the wage

rates and compensation calculations are adequately communicated to all workers in the facility?


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5.9 Does the facility have a written and coherent policy on piece rate compensation that ensures thepiece rate compensation at least satisfies the minimum compensation prescribed by law?


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5.10 Are employees provided with adequate communication of their legally mandated minimumcompensation rights and do they sign off on material counts or random independent recounts for

piece rate systems?


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5.11 Does communication include a detailed description of the employees compensation and benefits

at the time of employment; with both a written and verbal explanation of wage calculations providedat the time of employment; and changes to compensation rates or methods of wage calculations

communicated timely and effectively?


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Principle 6. Hours of Work: Hours worked each day, and days worked each week, shall

not exceed the limitations of the countrys law. Facilities will provide at least one day

off in every seven-day period, except as required to meet urgent business needs.


Requirements


communicating, deploying and monitoring that no employee works more hours per day, per week

than the legal limits?


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6.2 Does the facility have a program and relevant materials to train all individuals, including all

individuals responsible for production coordination and scheduling, to ensure that employees workno more than the legal maximum, including overtime ceilings?


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6.3 At the time of hiring, are employees made aware of facility policies and procedures, specificallythe legal limitations on the maximum hours of work per day, week and month, both regular and

overtime, and the maximum number of consecutive days they can legally be required to work?


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6.4 Does your facility retains time records that reflect the day and date employees worked, the

number of hours worked each day, and the employees acknowledgements?



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6.5 Does the facility have a written, rational and well communicated policy defining "urgent business

needs"?


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6.6 Are notifications of maximum regular and overtime hour policies visibly posted in the native

language(s) of the facility's workers and management personnel?


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6.7 Does your facility require that all new workers, at the time of hiring, be made aware of thefacilitys policies on required hours of labor?


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Principle 7. Prohibition of Discrimination: Facilities will employ, pay, promote, and

terminate workers on the basis of their ability to do the job, rather than on the basis of

personal characteristics or beliefs.


Requirements

7.1 Does the facility have a written policy that explicitly prohibits discrimination?


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7.2 Does the facility have procedures and practices to ensure compliance and remediation with the

facility policy?


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7.3 Does the facility have a written policy visibly posted in the language(s) of the employees and

management personnel?


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communicating, deploying, and monitoring the non-discrimination policy?


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7.5 Does the facility have an effective program and materials used to train relevant individuals,

including all individuals responsible for the supervisions of workers and for the hiring process, onthe discrimination practices?


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7.6 Does the facility effectively communicate in writing the requirements of this Principle to third

parties (industrial parks, export processing zones, free trade zones, sub-contractors etc.) that may

recruit and screen applicants on its behalf?


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7.7 Does the facility explicitly prohibit mandatory pregnancy testing as a condition of employment or

continued employment?


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7.8 Do employees sign statements (statements may be included in and employment application orcontract), written in the native language(s) of the employees, affirming their receipt and

understanding of the facilitys anti- discrimination practices?


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Principle 8. Health and Safety: Facilities will provide a safe and healthy work

environment. Where residential housing is provided for workers, facilities will provide

safe and healthy housing.


8.1 Does the facility have all local and national government health and safety certificates/permits,

insurance policies and any relevant correspondence or documents from government officials?


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8.2 Does the facility tracks health and safety incidents?


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communicating, deploying and monitoring all compliant Health & Safety policies and practices?


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8.4 Does the facility have a program and materials to train relevant individuals, including allindividuals responsible for the supervision of workers, on all of the relevant occupational safety andhealth issues?


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8.5 Does the facility verify by physical inspection that the workplace is operated and maintained in a

safe and healthy manner, including any canteen/cafeteria areas and crche/child-care areas?


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8.6 Does the facility ensure that exits are not locked during times when the facility is occupied to

allow free, unobstructed exit from the facility?


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8.7 Does the facility have a written safety program, including a fire safety plan?


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8.8 Does the facility maintains first aid supplies as recommended by a local medical provider or

required by law?


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8.9 Are first aid supplies are available and accessible to all areas of the facility?


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8.10 Is employee training conducted for first aid and safety?


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8.11 Are first aid responders/emergency safety personnel identified and properly trained?


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8.12 Is there clean drinking water and is it easily accessible at the facility?


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8.13 If applicable, is there clean drinking water that is easily accessible in the dormitories?


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8.14 Is drinking water provided at no cost to employees?


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8.15 Does the facility maintain a safety committee comprised of workers and management, which

holds quarterly meetings and keeps minutes of proceedings?


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8.16 Does the facility have a chemical safety program, if required?


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8.17 Does the facility properly store hazardous/toxic materials?


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8.18 Are employees trained on chemical safety?


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8.19 Does the facility maintain documentation for chemical labeling, chemical usage warnings, andproper handling instructions?


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8.20 Does the facility have a written emergency procedure to handle natural disasters, fire

emergencies, and industrial accidents?


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8.21 Have employees been trained on the proper use of fire extinguishers?


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8.22 Does the facility have an emergency evacuation plan in the native language posted in view of the

facility's workers?


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8.23 Does the facility conduct semi-annual (at least) emergency evacuation drills?



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8.24 Does the facility have adequate numbers and locations of unimpeded emergency exits?


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8.25 Does the facility conduct hazard assessments to determine if any personal protective equipmentis required?


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8.26 If personal protective equipment is required, is it provided to affected employees, at no cost?


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8.27 Does the facility conduct regular occupational health check for hazardous job duties?


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8.28 Does the facility have a policy to maintain safe and orderly work conditions?


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8.29 Is trash properly disposed of both inside and outside the facility?


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8.30 Is trash properly disposed of in the dormitory facilities?

Objective evidence reviewed

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Principle 9. Freedom of Association and Collective Bargaining: Facilities will recognize

and respect the right of employees to exercise their lawful rights of free association and

collective bargaining.


Requirements:

9.1 Does the facility have written policies and procedures that recognize and respect the right of

employees to exercise their lawful rights of free association?


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9.2 Does the facility have a designated qualified person with responsibility for communicating,deploying and monitoring the freedom of association practices as prescribed by labor law?


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9.3 Does the facility have a union, association or collective representation of employees?


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9.4 Are there formal communication procedures between worker representatives and management?


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9.5 Does the facility enter into discussions with the workers representatives in an open manner andwithin the terms of local law?


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9.6 Are minutes of facility / worker representative meetings documented and available to the

workers?


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9.7 Does the facility communicate its policies and practices pertaining to this Principle to all facility

employees and third parties (e.g., free zone office services, employment agencies) that may perform

recruitment or screening of applicants?


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Principle 10. Environment: Facilities will comply with environmental rules, regulationsand standards applicable to their operations, and will observe environmentally

conscious practices in all locations where they operate.


Requirements

10.1 Does the facility have an environmental management system relevant to its industry?


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10.2 Does the facility have a formally designated qualified person with responsibility forcommunicating, deploying,

Documents

2012 Self Assessment