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Subcontractor Part:
Using contractors to produce Walmart products: Green Light Factory uses and employs domestic workers: Green Light Standard Posting Section:
Chinese version of Wal-Mart standard not posted: Green light Wal-Mart standard posted after modification: Green light Wal-Mart standard posted without factory management’s signature: Green light Foreign Workers Section:
Improper recruitment fees: Huang Deng explicitly charges a deposit for entering the factory (including factory uniforms, work badges, production tools/equipment, food expenses, etc.);
Workers have to pay money to factory staff when seeking jobs.
Foreign workers are not clear about the terms and conditions of their employment contracts: Yellow light Foreign workers cannot freely terminate their contracts with their employers according to the laws of their country: Yellow light Foreign workers do not receive enough minimum wages or benefits according to the laws of their country: Orange light Foreign workers' passports/residence permits are seized without their consent: Orange light The latest wal-mart red | orange | yellow | green | violation details - inspection rights:
Auditors are prohibited from entering the factory/dormitory area for inspection: Red Light Factory does not allow entry into the factory/a certain factory area/a certain department or dormitory for inspection for various reasons: Red Light Factory cannot provide any relevant information, such as personnel information, salary records, work card records, etc.: Red Light prohibits auditors from conducting employee interviews: Red Light Factory does not allow interviews with factory staff/workers;
Factory management insisted on participating in employee interviews.
Inappropriate business license/business license in process: The yellow light factory failed to provide the correct business license or the business scope does not match/the factory is applying for a business license/is extending the business license/the business license is undergoing annual review.
Collection of relevant documents/incomplete documents: Huangdeng Factory did not sign labor contracts with workers or did not sign all of them/labor insurance contracts expired/labor insurance contracts were not signed by local labor departments/labor contracts did not have employee signatures/labor contracts lacked necessary clauses/workers did not receive a labor contract/etc.;
The factory failed to pay workers the basic wages agreed in the contract;
The factory only provided some relevant data for the assessor to evaluate;
The factory does not allow certifiers to copy materials.
No business license: Orange light
Latest Wal-Mart Red | Orange | Yellow | Green | Violation Details - Disciplinary Measures Corporal Punishment/Abuse: Red Light Body Search of the Opposite Sex (with physical contact): Orange Light Forced Strip Search: Yellow Light Sexual Harassment: Yellow Light Body Search of the Same Sex: Green Light Verbal Abuse (observed/learned during the interview): Green Light The latest wal-mart red | orange | yellow | green | violation details - discrimination <BR>Using inappropriate health examination results to decide whether to hire an employee: yellow light illegal pregnancy test.
Once a woman becomes pregnant, she must resign or be fired: Yellow Light employees reported that women who have given birth are no longer employed;
Factories ask pregnant women to resign/take leave.
The promotion of employees is based on personal interpersonal relationships and has been verified to be true: Yellow light employee promotion/salary setting cases are based on personal characteristics: such as gender, ethnicity, place of origin, age limit requirements, appearance, height, personality and blood type, etc.
Others: Green Light <BR>The factory recruits employees based on age, such as must be at least 18 years old, etc.
Latest Wal-Mart Red | Orange | Yellow | Green | Violation Details - Child Labor Hiring Child Labor: Red Light Factory Hiring Two or More Workers Under 16 Years Old;
The factory records show that there are two or more child workers but no workers can be found to verify;
Two or more employees reported that they were under 16 and did not have ID cards, but this did not match the personnel file information;
The factory continued to use child labor after the initial age violation was discovered.
Failure to provide regular health examinations for underage workers and employees in occupations prone to occupational diseases: Yellow light: Failure to provide regular health examinations for underage workers.
The underage workers have no/expired/incomplete relevant certification documents: Huang Deng employs underage workers without registering them with the local labor department.
Age violation: One or two child laborers were found: The Orange Light factory data showed that there were 1 or 2 child laborers, but no workers could be found to verify;
1 or 2 employees stated that they were under 16 years old and did not provide original ID cards;
In the past 6 months, 1 or 2 employees were under 16 years old when they entered the factory (US
Confirm the order situation. If there is an order within these 6 months, it is an age violation. Otherwise, it is considered historical child labor).
Underage workers are arranged to work in jobs prohibited by law: Yellow light Underage workers are arranged to work in jobs prohibited by the Ministry of Labor, such as underground, in toxic and harmful jobs, at high altitudes, in high temperature environments, and in the fourth level of physical labor intensity as stipulated by the state, such as glue workers, paint sprayers, soldering workers, enameling workers, high-temperature beer machine workers, cutting machines, punching machines, etc.
Children of employees appear in the production area: Children of orange light employees play in the factory;
Employees bring their children to work;
Children were found in the production area.
Employees falsify age information: Orange light workers borrow other people’s ID cards/use fake ID cards to enter the factory.
Latest Wal-Mart Red | Orange | Yellow | Green | Violation Details - Forced Labor
Workers are locked in production workshops/factories (determine whether workers have freedom of movement): Red Light purchases products/materials from state-owned entities that use prison labor: Red Light directly purchases products produced by prisoners;
Indirect purchase of products produced by prisoners;
Factories outsource their products to prisons for production;
Procurement of raw materials by prisons (or businesses using prison workers);
Outsourcing products to companies that purchase raw materials from prisons for processing;
Products are shipped out for processing to companies that use prison labor.
Improper recruitment fees: Yellow light
Clearly collect a deposit for entering the factory (including factory uniforms, work badges, production tools/equipment, food expenses, etc.);
Workers have to pay money to factory staff when seeking jobs.
Improper restrictions on physiological needs: yellow light workers have difficulty going to the toilet, drinking water, or eating (such as time or other unreasonable restrictions on leave permits);
Limit worker restroom breaks (eating/drinking).
Regular seven-day work week: Yellow light: In the past three months, there have been two or more consecutive seven-day workweeks without a day off in each month.
Punishment or dismissal for not working overtime: Yellow light workers who are unwilling to work overtime will be punished (such as wage deduction, demerit, dismissal, wage reduction, suspension of work, etc.).
Detention of government-issued documents: Orange Light found that the factory detained workers’ identity cards, temporary residence permits, education, marriage, family planning, unmarried and other valid documents.
Restricting employee movement: Workers are not allowed to return to or leave the dormitory after the yellow light turns off;
Workers cannot resign if they owe the company money;
Workers who damage the company's property cannot resign before they have paid full compensation. Workers' resignation is not approved;
Approving workers to resign for a period longer than the legal period;
Employees are not allowed to resign during the contract period (and advance resignation will not be approved);
Restricting workers from leaving the dormitory or factory during non-working hours;
The company pays for the workers' training and they cannot resign before the end of the contract. However, the employment contract does not contain any provision that prohibits resignation before the end of the contract due to receiving training;
The factory's work rules and labor contracts contain illegal clauses: Yellow light <BR>This light will appear if there are illegal clauses in the contract/factory rules and regulations, such as workers need to pay a deposit to enter the factory.
Restricting workers from joining unions: The factory rules and regulations/labor contracts of the Orange Light Factory show that the factory does not respect employees’ freedom to choose to join a union, and interferes with, obstructs or prohibits employees from joining legal groups.
The latest wal-mart red | orange | yellow | green | violation details - the working hours part violates Wal-Mart's 'seventh day off' policy: the yellow light factory fails to provide a 7th day off (non-recurring - and does not occur twice or more every month).
Overtime: Yellow light overtime is greater than the legal 36 hours per month;
Overtime is more than 3 hours per day.
Severe overtime: Orange light workers work more than 72 hours/six or seven days;
If a worker works more than 14 hours within a continuous 24-hour period and the working hours of a minor worker exceed the legal limit: Yellow light: Arrange the minor worker to work the night shift.
Timekeeping system---no timekeeping/no card clock/no complete system to confirm working hours: no record of the orange light on and off time (the factory should provide the clock-in record up to the day before the audit, but it does not have to be a printout, otherwise it will be considered a violation and recorded in the inspection right);
All/part of the overtime hours are not recorded;
Failure to record work during on-duty or off-duty hours (if an employee only misses a certain time but the corresponding salary is calculated correctly, this does not count as a violation);
There is only attendance record for working hours but no attendance record for leaving work hours;
Punch in for normal work but not for overtime;
The factory has no attendance system at all;
No accurate working time records to confirm wages (the working time of production materials is inconsistent with the attendance records);
Workers continue to work after clocking out;
Manual attendance does not have clear working hours and/or employees’ daily sign-off;
Supervisors record attendance with an "X" but their records do not match production records or do not include workers' daily signatures;
The factories sampled did not provide two or more employee work time records and had no employment procedures to ensure that the employees they hired complied with the law: Orange-light factories had no relevant procedures such as entry information registration;
20% or more of the employees have no personnel files;
20% or more of the employees’ personnel files do not include copies of their ID cards;
In the past 6 months, there were employees who were under the age of 16 when they entered the factory, and there were no Wal-Mart orders during this period.
Incomplete personnel files: Some employees in the yellow light sampling had no personnel files (less than 20%);
There is no copy of ID card in the personnel data (less than 20% in the sample)/no registration of birth and entry date/photo/factory name/employee signature. The ID card is expired.
There are discrepancies between personnel files and employee oral data: the oral data of the yellow light workers are inconsistent with the data registered in the files;
There are inconsistencies in the factory's data on workers' ages.
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