| Factory Evaluation Procedure |
| Quality Control |
| Safety & Security |
| Fault Classification |
| Factory Human Right Guidelines |
| Non Discrimination |
| Working Hours / Over Time |
| Forced or Compulsory Labor |
| Fair Wages |
| Child Labor |
The ideal practice
a. The factory pays its workers the legal minimum wage or the local industry practice, whichever is higher.
b. A training wage, if paid, shall not be less than the minimum wage and shall not be paid for a period of more months.
c. The factory communicates, verbatim and in writing to all new workers the wages and benefits to which would get.
d. The factory supplements workers benefits and improve worker morale by providing activities and services normal work day.
e. The factory does not deduct from the worker's pay excessive agent recruitment fees.
f. The factory provides workers a wage statement every pay period which clearly identifies the wages earned wage and overtime components,required allowances and legal or agreed upon deductions.
Elaboration
- The minimum wages is based on work performed during the legally prescribed work day- overtime wages counted toward the minimum wages nor can bonuses.
- If a worker is paid by piece rate and if the worker's production falls below the minimum wage, the difference by the factory to bring the wage up to the minimum level
- A training wage ics generally used as means to avoid hiring regular workers. As per our Standard, after that workers are entities to the same wages and benefits as permanent employees.
- Written policies,procedures and orientation should cover,in addition to regular and overtime wage rates, bonuses, benefits, and payroll practices, other key personal and safety issues such as leave, discipline, emergency medical procedures, safety and fire procedures, and where appropriate the handling of hazarded materials.
- The factory should supplement services that are particularly valuable for the workers such as postal services convenience store and telephone service.
- The factory must not pay recruitment fees for workers directly to the recruitment agency abed then recover deduction the fee form the worker's wages. Nor should the factory deduct the fee and then remit.
- White is not required, it is recommended that each worker receive an individual pay slip with a breakdown deduction categories.
Developed and maintained by Neon Software Technologies
Bottom line
each worker receives an individual pay slip which clearly identifies regular and overtime wages, other allownces deduction. Payroll records are maintained on a computerized system that is linked to the time clock,as per
automatic calculation of workers wages.