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Dollar Tree美元树审核有哪些关键问题点?

日期:2020-12-25浏览次数:333次作者:浙江验厂网

审核关键问题点讲解(中英文版)

审核检查的合规性内容

审核包含工厂的5个方面的合规表现:

  1. 健康安全
  2. 环境
  3. 童工
  4. 工时,工资和福利
  5. 劳工惯例

技术要点(健康安全)

工厂是否有足够的不被堵塞/不上锁的安全出口?  《建筑设计防火规范GB50016-2014 3.7.2》

  • 没有足够的不被堵塞/不上锁的安全出口
  • 安全出口被堵塞/被上锁 (其余安全出口数量符合法规要求)
  • 缺少安全出口或安全出口数量不符合法规要求
工厂是否有宿舍?员工宿舍是否与生产楼或仓库分隔开?(三合一问题)《建筑设计防火规范GB50016-2014 3.3.5/3.3.9

工厂厨房和食堂是否清洁卫生,是否有足够的设施,是否有必要的许可证和证书,包括食堂员工的健康证明?

工厂是否有应急灯《建筑设计防火规范GB50016-2014 10.3.1条》

工厂是否有消防栓?《中华人民共和国消防法,2019修订 第十六条第二款》

工厂是否有化学品使用?都有哪些?工厂是否有喷淋洗眼器《中华人民共和国职业病防治法 第25条》

技术要点(工时,工资和福利)

员工的工作时间是否符合当地规定?工作时间是否超过国际标准的每周60小时?

员工是否有法定假期,法定节假日,产假和带薪假期?

加班时间是否有法律规定的加班费?

如果将扣款作为纪律处分,是否符合法规要求?

技术要点(童工)

工厂是否符合法定最低雇佣年龄(如果没有对应法规,员工是否满15岁或以上)?
《禁止使用童工规定 第四条》用人单位招用人员时,必须核查被招用人员的身份证;对不满16周岁的未成年人,一律不得录用。用人单位录用人员的录用登记、核查材料应当妥善保管。

技术要点(未成年工)

未成年工是否从事高危岗位?
未成年工是否从事夜班工作?
未成年工是否需要加班?
未成年工是否已登记并每年进行健康检查?


技术要点(强迫劳工)

员工是在自愿的基础上工作的,没有受到惩罚或制裁的威胁,并且工厂没有使用强迫、监禁或非自愿监狱劳工?
工厂不要求工人提交存款或原始文件,如工作许可证/身份证,卡片,培训证书?
工人们是否可以依法自由地辞去工作,不受债务迫使他们继续为工厂工作?
工厂不扣留工人的任何部分工资或福利,以迫使这些工人继续为工厂工作?
工人是否可以在下班后随时离开厂区,并在轮班期间自由活动(卫生需求等)?
工厂是否禁止使用被关押、被捆绑或被契约约束的员工?
员工是否可以拒绝加班?

技术要点(歧视)

公司内部是否有基于种族、出生、宗教、国家或社会出身、性别、家庭责任、婚姻状况、残疾、性取向或政治观点等方面的非歧视保障?
员工入职前是否需要做歧视性体检?

技术要点(纪律处罚措施)

工厂是否禁止和避免精神/身体/性胁迫??
工厂安保措施是否涉及人身侵害?

技术要点(环境)

工厂是否有有效的环境影响评估?
工厂是否有有效的环境影响评估批准报告,或相关的法律文件开始运作?
工厂是否有有效的污染物排放许可证或同等的许可证?


Dollar Tree Audit Compliance

The audit includes 5 categories of  compliance performance of the factory:

  1. Health & Safety, Hygiene
  2. Environment
  3. Child Labour
  4. Working Hours, Wages and Benefits
  5. Labour Practices

Technical Key Points (Health & Safety, Hygiene)

Does the factory have adequate unblocked/ unlocked fire exits for every factory workshop/floor? (Fire Prevention Standard for Building Design GB50016-2014 3.7.2)

  • Insufficient unblocked/unlocked Emergency exits and have immediate safety risk for workers.
  • Blocked and locked fire exits.
  • Insufficient fire exits or number of fire exits not comply with local law.

Are there any dormitories in the factory? Are workers’ dormitories separated from production's building and/or warehouse? (Fire Prevention Standard for Building Design GB50016-2014 3.3.5/3.3.9)

Are the factory kitchen and canteen clean and hygienic with adequate facilities and the required permits and certificates, including canteen staff health certificate?

Is the factory equipped with emergency light?  (Article 10.3.1 of Fire Prevention Standard for Building Design GB50016-2014)

Is the factory equipped with fire hydrant? (Paragraph 2 of Article 16 of Fire Protection Law of the People's Republic of China (2019 Amendment)

Does the factory use chemicals? What kind of chemicals? Is the factory equipped with Eye-washer? (Article 25 of Law of PRC on Prevention and Control of Occupational Diseases)

Technical Key Points (Working Hours, Wages and Benefits)

Do the working hours of individual workers comply with local regulation? Do the working hours exceed the international recommendation of 60 hours / week?

Do workers have legal vacation, national holidays, maternity leave and paid leave?

Is there any evidence that the legal minimum wage is not paid for regular working hours?

Are overtime hours paid with legal premium?

If deductions as disciplinary practices are used, are they falling under regulatory rules?

Technical Key Points (Child Labour)

Does the factory comply with the legal minimum age? Please note the age of the youngest worker found. (If no law, 15 or above)?

(PRC Regulations Banning Child Labor (2002), Article 4) Employing units, when recruiting employees, shall verify the identification card of the recruited; no minors under the age of 16 shall be recruited. The employing units shall properly preserve the documents for recruitment registration and verification.

Technical Key Points (Young Worker)

Are young workers exempted from hazardous work?

Are young workers exempted from night shift?

Are young workers exempted from overtime?

Are young workers registered and given annual health checks?


Technical Key Points (Forced Labour)

Is there evidence that work is conducted in voluntary basis, with no threat of penalty or sanctions, and the factory do not use forced, bonded or involuntary prison labour?

Is there evidences that factory do not require workers to lodge deposits or original documents such as work permits/ID papers, cards, training certificates, etc.?

Are workers free to quit their jobs within the legal framework and without debts forcing them to continue working for the factory?

The factory doesn't withhold any part of workers salary or benefits in order to force such worker to continue working for the factory?

Are workers allowed to leave the factory compound after work at any time and freely move about during a shift (attend to hygiene etc)?

Does the facility refrain from utilizing employees who are prisoned, bonded, or indentured, either at the facility itself, or a broker?

Are employees free to refuse overtime work?

Technical Key Points (Discrimination)

Is non-discrimination guarantee in term of employment, promotion, compensation, welfare, dismissal and retirement, etc. within the company based on criteria of race, birth, religion, national or social origins, sex, family responsibilities, marital status, handicap, sexual orientation or political opinions?

Technical Key Points (Disciplinary Practices)

Is mental / physical /sexual coercion forbidden and avoided in the factory?

Are security practices at this facility gender appropriate and non-intrusive?

Technical Key Points (Environment)

Does factory have a valid Environmental Impact Assessment (where applicable)?

Does factory have a valid Approval Report of Environmental Impact Assessment, or relevant legal document to start operations?

Does factory maintain a valid Pollutant Discharge Permit or equivalent, where applicable?


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