A brief introduction to factory inspection examples

Do you ask the factory to provide an employee roster? Check the employee roster to find out the reasons for employees’ resignation, such as resignation letters, resignation records, and investigate the number of people who resigned and the reasons. You can ask,“ Why did so many people resign?” and then proceed to the next step of review.

As for wages, the factory insisted that they used time-based wages. When the workers were interviewed, their statements were completely consistent. The workers who used water guns to remove dirt in the back-end said that their wages were 3.7 yuan / hour. Overtime was multiplied by 1.5 times, etc. If true, 3.7 yuan / hour would not meet the local minimum wage standard of 670 yuan. Another lathe worker said that her wages were time-based, 4.1 yuan or 4.2 yuan per hour, she was not sure. Through investigation, it was found that in fact, in this factory, wages are piece-based wages. When they made the payroll, they took the piece-based wages as the total wages and divided them into time-based wages including overtime pay and bonuses. Therefore, some people's wages did not reach the minimum wage level. The previous month's wages were paid on the 25th of each month . The audit day was the 23rd , and the factory said that the April payroll was not ready.

As for wages, the factory insisted that they used time-based wages. When the workers were interviewed, their statements were completely consistent. The workers who used water guns to clean the dirt in the back-end said that their wages were 3.7 yuan / hour. Overtime was multiplied by 1.5 times, etc. If true, 3.7 yuan / hour would not meet the local minimum wage standard of 670 yuan. Another lathe worker said that her wages were time-based, 4.1 yuan or 4.2 yuan per hour, she was not sure. Through investigation, it was found that in fact, in this factory, wages are piece-based wages. When they made the payroll, they took the piece-based wages as the total wages and divided them into time-based wages including overtime pay and bonuses. Therefore, some people's wages did not reach the minimum wage level. The previous month's wages were paid on the 25th of each month . The audit day was the 23rd , and the factory said that the April payroll was not ready.

There is a problem with the salary structure. Regardless of whether it is a time-based system or a piece-based system, it must not be less than the local minimum wage. Regarding this point, when interviewing employees, they should clearly tell you how much they usually get for overtime work, because some factories do not know how to make adjustments when training employees, and only require employees to remember 1.5 times, 2 times, and 3 times. But they don’t know that as a worker, they should know how much they should get for an extra hour, 5 yuan or 6 yuan?

The factory said that all employees have participated in work-related injury insurance, and only 59 people have participated in pension insurance and other insurance. (These 59 people refer to the entire company, including management, administrative, and business personnel.)

Do you have payment receipts, social security certificates, and a list of insured persons? Are they consistent?

The factory said that the daily working hours are 8 : 00-11 : 00, 11 : 30-16 : 30, and if overtime is required, then 17 : 00-20 : 00 or 21:00 , but overtime is rare. During the worker interview, the worker affirmed that there is no overtime on Saturdays and Sundays, and that there are only three nights of overtime per week. However, we still saw the overtime records on Sundays from the daytime duty inspection records of the security guard: On a certain Sunday, the word "not" was forcibly added to the record of "working today".

Regarding the issue of working hours, I think some ICTI- certified companies are already ahead of the curve because they accept overtime of no more than 3 hours on weekdays, 8 hours on Saturdays, and one day off every 7 days based on China's national conditions, and they do not need to obtain approval from the Labor Bureau.

The factory has established an incomplete employee handbook. There are many inappropriate statements in the employee handbook. For example, "try to ensure voluntary overtime." (Overtime should always be voluntary, and workers cannot be forced to work overtime.) For example, "non-local employees who have worked in this company for more than one year are entitled to paid annual leave." What about local workers? The factory explained that there are only management personnel and no production workers in the local area. We told the factory that the employee handbook is for all employees in the company, and there is no exception that it is only implemented for production workers and not for management personnel.

The friend who wrote the employee manual is from the Student Finance Committee, and he was very clear about every penny.

The company has held evacuation drills, which have been effective, and workers know how to escape in the event of a fire. The factory is crowded, with more than 400 people instead of 200. The ground escape routes are not clearly marked or even unmarked, the escape routes are blocked, emergency lights are not installed enough, fire extinguishers are expired, and clothing is hung on the fire-fighting facilities or blocked by tables and clothing.

90 % of the factories are like this, so I am not surprised about this. But they did not tidy up the factory even though they knew you were going to inspect it today. That is a problem. Either they do not value you as a customer, or they do not have much experience. However, you said above that the factory has been through many difficult times, which is a problem. Of course, we do not value general customers except Wal-Mart and Disney , as long as there is no child labor.

The workshop was very dusty, and a young girl was covered in dust. When asked why she didn't wear a mask to ensure that the dust on the large amount of fabric would not enter her mouth, she said it was okay. The factory should strengthen labor protection. Locking nail machines, flat machines, high-speed sewing machines, etc. all lack protective devices. Regarding the labor union, the factory said that it has reported to the street labor union and will be approved soon. The factory's production capacity is limited and it uses outsourcing factories.

Have personal protective equipment been distributed? Are there any records of distribution? Have employees been trained and have they taken corresponding measures? (Is there any document mentioning this?)

In the cafeteria, I also saw a notice about fines for violating company regulations (the highest fine was 500 yuan). I stared at it for a long time. I passed the cafeteria and checked the dormitories. When I came back from the dormitories and passed the cafeteria again, the notice had been quietly torn off.

I think you should tear it down or take a photo as evidence. How the report is written or what your company does is another matter. At least you should give the factory a warning at the time.