Key points from interviews with Tesco employees on human rights audits

What are the key points of the Tesco human rights factory audit interview ? This is a link that every factory is more worried about when conducting a factory audit. It is possible that the factory audit will fail due to the employee's momentary negligence. Let's take a look at the information about the key points of the Tesco human rights factory audit interview provided by Hangzhou Jiaxing Factory Audit Network.

Key points from interviews with Tesco human rights factory audit staff:

1. Scope:

When selecting employees for interviews, please randomly select employees from various locations in the factory (see the referenced audit procedures cover page), in various variations. While the sample should remain random, focus on employees who appear younger or newer to positions with lower skill levels in bottleneck areas of production. (The sample size should be taken from a random sampling of employee personnel files and from people on the floor). It is strongly recommended that employee interviews be conducted by an auditor of the same gender as the employee. (i.e., female auditors interview female employees and male auditors interview male employees).

2. Location of employee interviews:

Employee interviews should be conducted in a private room (whether a conference room, cafeteria, etc.). Emphasize that the information provided by the employee is confidential and responses will not be disclosed to management. No management interviews should be conducted. No formal visits to the production floor should be made. The following questions should be used as a guide, and the auditor may ask more questions if necessary (see Section H).

3. General Information:

Factory Name: Department/Group:

Employee Name: Number of Employees:

4. Employee Interview Questions:

Potential work hours, salary and benefits issues

(Note: Questions 1 - 21 should be included in the review and salary test).

How long have you worked here?

When do you start and stop working?

How many Saturdays and Sundays do you have each month?

Do you go to work every day (7 days a week)?

What breaks do you have?

Do you volunteer to work overtime?

Who punches the time card?

Have you ever worked without punching a time card? If yes, when?

How do you pay overtime? How much?

How do you pay? How much is the hourly or daily piece rate?

If paid on a piece rate, do you keep your pieces?

If Y, does it qualify for payment?

Approximately how much money do you make per month? _______ Net or Gross (is this consistent number of hours worked?)

Pay stubs for each pay period?

How often do you get paid? When do you get paid?

Do you receive an explanation of all deductions from your pay?

Do you have an employment contract?

Do you understand the terms and conditions of employment?

Do you understand why these deductions are made?

Do you need to pay for any materials or supplies, or any items you have ever taken (such as scissors, uniforms, housing, meals, etc.)? If Y is charged? _________ (reasonableness of test)

Have you ever worked off-site? If no, were you paid for the work?

What type of work do you do onsite?

Do you thank your agent for getting you your job?

Do you pay for rework?

Do you owe the company (moving expenses, etc.)?

If Y, what are the conditions?

Potential child labor issues

(Note: Questions 22 - 26 should be reviewed in conjunction with the employee’s personnel file).

What year were you born in?

What is your date of birth? (verified by employee ID).

How long have you worked in this factory?

Do the children ever work here or work to help their parents?

If Y, what are the conditions?

Are children and young workers exposed to hazardous conditions?

Potential forced labor issues

Manage the withholding of any of your salary, ID card, passport, etc.?

If Y, was withheld, how much? When did you receive it?

What is the day when you can't leave the premises when the transition ends?

Potential Problem Disciplinary Measures

Is there any disciplinary practice of deducting money from your salary?

Is it reasonable and acceptable to deduct from wages?

Have you ever witnessed or suffered psychological, physical or sexual abuse from management?

If Y, provide details.

Potential discrimination issues

Have you ever been given a pregnancy test?

Do you offer times for prayer? (only in Muslim countries) Yes No

Have you ever objected to discrimination on the basis of race, religion, age, nationality, social origin or ethnicity, sexual orientation, gender, political views or disability (e.g., in wages, benefits, promotions, discipline, termination or retirement)?

Can you afford the same salary and work benefits for male/female employees?

Potential freedom of association and collective bargaining rights issues

Are you a member of a trade union?

If you choose to join a union, can you still work at this factory? Yes No

Are you free to express your opinions to supervisors and/or management?

Do you have any regular meetings among workers to discuss work-related issues?

Potential health and safety issues

Are there instructions or guidance for your work?

If Y, do you follow them? Yes No

What training did you have before starting work?

Do you have fire drills? If Y how often?

What types of injuries occur at the factory?

Do you know how to operate a fire extinguisher?

Do you know where to find first aid supplies?

Can you let them use it when necessary?

Do you have access to drinking water?

Can you read the evacuation signs?

Does the factory lock emergency exits during working hours?

Have you been trained in the safe handling, storage and disposal of chemicals (if applicable)?

Does your employer provide adequate personal protective equipment, especially when working with chemicals (gloves, masks, safety glasses, etc.)?

If Y is under effective protection?

Lock the dormitory door at night?

How many people live in the room?

How big is your dorm? Sq. m. ft./sq. m.

Can you cook in your room?

The above content is the relevant content of the interview points of Tesco's human rights factory audit. Depending on the situation on site, the auditor may provide it in different ways, so the above is only a general analysis. If you want to know more specific content about the interview points of Tesco's human rights factory audit, you can click on the online consultation on the webpage or call us directly. We have professional factory audit guidance experts to answer your factory audit questions and provide you with the most professional and latest factory audit information, dedicated to helping factories pass the factory audit smoothly!