Excerpt from standard:

The Indian Law Forced labour as defined by the ILO Convention is all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered him / her voluntarily. Force may be physical, mental or material. In India the aspects of forced labour are regulated in „The Bonded labour System (Abolition) Act‟ of 1976. The legal framework states: [...] 4. Original documents of the workers should not be kept after verification. Components and Tools Regarding the Abolition of Forced Labour [...]  It is not permitted to retain original documents, such as ID cards, passports or birth certificates, nor monetary deposits, in order to exert pressure on employees.

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Forced Labour

Excerpt from standard:

Components and Tools Regarding the Abolition of Forced Labour  Employees must have the option at any time of leaving the company site and any accommodation / dormitory they use.

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Forced Labour

Excerpt from standard:

Documentation System: [...]  Setup of a personal data file for all employees, including: o Copies of ID cards or birth certificates, doctor‟s certificates, school leaving Child labour Components and Tools Regarding the Abolition of Child Labour:  Establish a documentation system for proof of age upon requirement certificates. o Registration with social security. o Copy of the employment contract including family name and first name of employee, date of birth, address, company name and address, beginning of employment (if applicable end of employment), clauses indicating period of notice for termination of employment, information of probation period, amount of gross pay plus bonuses and special gratification, working tasks and areas of employment, special agreements, date and signatures of employees and date and signature of employer.

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Management Systems Child labour

Excerpt from standard:

There are legal minimum wages stipulated by national law. These regulate the minimum wages to be paid to employees for regular working time, the payment of non-working, the payment of non-working time as well as supplements pay. Furthermore national and international regulation and the ISES 2020 envisage a pay or salary that should be sufficient to meet the basic needs. ISES 2020 has following specific requirements and propositions regarding the issue of compensation:  The company shall ensure that wages paid for a standard working week shall meet at least legal or industry minimum standards and shall always be sufficient to meet basic needs of personnel and to provide some discretionary income.  The company shall ensure that deductions from wages are not made for disciplinary purposes and shall ensure that wage and benefits composition are detailed clearly and regularly for workers. The company shall ensure that wages and benefits are rendered either in cash or check form in a manner convenient to workers.  The company shall ensure that labour only on contracting arrangements and false apprenticeship schemes is not undertaken in an effort to avoid fulfilling its obligations to personnel under applicable laws pertaining to labour and social security legislation and regulations. [...] Checklist [...]  The payment of wages must be continued for certain non working periods, like national and religious holidays, during sickness, during maternity leave and parental leave, during the days of vacation stipulated by law or agreed for the company, during short time working (idle times) and in case of operational times off.

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Compensation

Excerpt from standard:

There are legal minimum wages stipulated by national law. These regulate the minimum wages to be paid to employees for regular working time, the payment of non-working, the payment of non-working time as well as supplements pay. Furthermore national and international regulation and the ISES 2020 envisage a pay or salary that should be sufficient to meet the basic needs. ISES 2020 has following specific requirements and propositions regarding the issue of compensation:  The company shall ensure that wages paid for a standard working week shall meet at least legal or industry minimum standards and shall always be sufficient to meet basic needs of personnel and to provide some discretionary income. Checklist [...]  Wages must at least meet legal or industry minimum standards defined in the local labour laws or negotiated in collective bargaining agreements with the trade unions.

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Compensation

Excerpt from standard:

Compensation Checklist [...]  The payment of social security contributions must be on extra deduction from employee wages for social security contributions. These are legal requirements. Management Systems  Setup of a personal data file for all employees, including: o Registration with social security.

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Compensation Management Systems

Excerpt from standard:

 The company shall ensure that overtime work (more than 48 hours per week) does not exceed 12 hours per employee per week, is not demanded other than in exceptional and short term business circumstances and is always remunerated at a premium rate. [...] Checklist [...]  Overtime is restricted to 12 hours per week or 50 hours per quarter. Overtime should remain an exception caused by exceptional business circumstances (delays caused by natural disaster, travel accidents that affect delivery etc.) and has to always be paid at premium rate and always be voluntary.

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Working Hours

Excerpt from standard:

There are legal minimum wages stipulated by national law. These regulate the minimum wages to be paid to employees for regular working time, the payment of non-working, the payment of non-working time as well as supplements pay. Furthermore national and international regulation and the ISES 2020 envisage a pay or salary that should be sufficient to meet the basic needs. ISES 2020 has following specific requirements and propositions regarding the issue of compensation:  The company shall ensure that wages paid for a standard working week shall meet at least legal or industry minimum standards and shall always be sufficient to meet basic needs of personnel and to provide some discretionary income.  The company shall ensure that deductions from wages are not made for disciplinary purposes and shall ensure that wage and benefits composition are detailed clearly and regularly for workers. The company shall ensure that wages and benefits are rendered either in cash or check form in a manner convenient to workers.  The company shall ensure that labour only on contracting arrangements and false apprenticeship schemes is not undertaken in an effort to avoid fulfilling its obligations to personnel under applicable laws pertaining to labour and social security legislation and regulations. [...] Checklist [...]  The payment of wages must be continued for certain non working periods, like national and religious holidays, during sickness, during maternity leave and parental leave, during the days of vacation stipulated by law or agreed for the company, during shorttime working (idle times) and in case of operational times off.

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Compensation

Excerpt from standard:

Documentation System:  Setup of a payment system that is understandable to all employees regardless of their origin and level of education. This includes comprehensive pay-slips mentioning the breakdown of all elements of pay, overtime payments, other supplements and deduction from pay. The payment documentation shall also contain wage lists, showing for each employee the calculation of pay on the basis of working time and / or performance, the documentation of maternity leave and the documentation of payments to the social insurance funds. Compensation  The company shall ensure that deductions from wages are not made for disciplinary purposes and shall ensure that wage and benefits composition are detailed clearly and regularly for workers. The company shall ensure that wages and benefits are rendered either in cash or check form in a manner convenient to workers. Checklist [...]  Wages must be paid at least monthly within 7 days (companies with up to 1000 employees) or within 10 days after the regular calculation period.  Payment must be in monetary form, either in cash, by bank transfer or cheque. Payment in goods or finished products is not accepted.  Payment must be in a manner convenient to employees ensuring that they are not obliged to travel any significant distance or make an extra trip or incur any cost to collect their pay.

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Management Systems Compensation

Excerpt from standard:

National law and international regulations regulate working times with the purpose to protect the health of employees and to protect companies from economic damage. ISES 2020 has specific requirements to meet the minimum social standard in this respect:  The company shall comply with applicable laws and industry standards on working hours, in any event, on a regular basis, be required to work in excess of 48 hours per week and shall be provided with at least one day off for every seven day period.  The company shall ensure that overtime work (more than 48 hours per week) does not exceed 12 hours per employee per week, is not demanded other than in exceptional and short term business circumstances and is always remunerated at a premium rate. Checklist  Check daily, weekly and monthly working hours. Working times remain in the legal framework. Workweek does not exceed 48 hours

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Working Hours

Excerpt from standard:

Policy: 1.1 Top Management shall define the company‟s policy for social and environmental accountability as well as for labour conditions to ensure that it: [...] c) It is effectively documented, implemented , maintained , communicated and is accessible in a comprehensible form to all the personnel including directors, executives, management, supervisors and staff whether directly employed contracted pr otherwise representing the company.

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Management Systems

Excerpt from standard:

Compensation The Indian Law [...] 4. The Plantations Labour Act, 1951 was amended vide Plantations Labour (Amendment) Act, 2010. The amended Act inter alia provides for: a. The scope of definition of „worker‟ has been enlarged by enhancing wage ceiling from Rs.750/- to Rs.10,000/- per month. Contract workers who have worked more than 60 days in a year have also been included within the ambit of the Act. With this, such worker will also be able to avail the benefits as provided in the PLA, 1951. Management Systems Control of Suppliers 1.8 The company shall maintain reasonable evidence that the requirements of this standard are being met by suppliers and subcontractors Access for Verification 1.11 Where required by contact, the company shall provide reasonable information and access to interested parties seeking to verify conformance to the requirements of this standard. Where further required by contract, similar information and access shall also be afforded by the company‟s suppliers and subcontractors through the incorporation of such a requirement in the company‟s purchasing contracts. Upstream Suppliers / Sub-Suppliers Already the first requirement of the ISES 2020 treats the issues of suppliers and sub-suppliers. This specific requirement focuses once again on all companies that supply any services and goods for production with the aim of implementing the standard throughout all the production processes including the supplied goods and services by other companies and / or homeworkers.  The company has to ensure that the Code of Conduct is adhered to by the sub-suppliers and / or contractors / sub-contractors as well. Checklist Regarding Control of Suppliers: - The company selects subcontractors, suppliers and sub suppliers not only on the basis of price and quality, but also with a view to their potential for complying with the ISES 2020 standard facilities. This implies:  To inform the company about all relevant matters and measures taken on behalf of complying with the social requirements of ISES 2020.  To inform the company of all relevant business relations with their own subcontractors, suppliers and sub-suppliers.

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Compensation Management Systems Upstream Suppliers / Sub-Suppliers

Excerpt from standard:

Documentation System:  Setup of a personal data file for all employees, including: [...] o Copy of the employment contract including family name and first name of employee, date of birth, address, company name and address, beginning of employment (if applicable end of employment), clauses indicating period of notice for termination of employment, information of probation period, amount of gross pay plus bonuses and special gratification, working tasks and areas of employment, special agreements, date and signatures of employees and date and signature of employer.

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Management Systems

Excerpt from standard:

Planning and Implementation: 1.5 The company shall ensure that the requirements of this standard are understood and implemented at all levels of the organization. Methods shall include, but are not limited to: [...] b. Training of new and / or temporary employees upon hiring c. Periodic training and awareness programs for existing employees Documentation System:  Documentation and recording of training and qualification including health and safety training, first aid training and maintenance of lifts and machinery. Forced Labour Components and Tools Regarding the Abolition of Forced Labour Measures to Ensure the Compliance with this Standard  Implementation of a transparent system for human resource management which allows access to work contracts of the employees, employee handbooks, job descriptions, training manuals and grievance procedures. Occupational Health and Safety  The company shall ensure that all personnel receive regular and recorded health and safety training, and that such training is repeated for new and reassigning personnel.

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Management Systems Forced Labour Occupational Health and Safety

Excerpt from standard:

Policy: 1.1 Top Management shall define the company‟s policy for social and environmental accountability as well as for labour conditions to ensure that it: a) includes a commitment to confirm to all requirements of this standard b) includes a commitment to continuous improvement. c) It is effectively documented, implemented , maintained , communicated and is accessible in a comprehensible form to all the personnel including directors, executives, management, supervisors and staff whether directly employed contracted pr otherwise representing the company. d) is publicly available for all involved parties

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Management Systems

Excerpt from standard:

The Indian Law Forced labour as defined by the ILO Convention is all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered him / her voluntarily. Force may be physical, mental or material. In India the aspects of forced labour are regulated in „The Bonded labour System (Abolition) Act‟ of 1976. The legal framework states: 1. The company shall neither engage in nor allow its contractors to engage in the use of forced labour. 2. No worker can be compelled to work against his will and must be allowed to leave the facility at the end of the shift. 3. Physical or disciplinary measures are not to be taken against any employee. 4. Original documents of the workers should not be kept after verification. Components and Tools Regarding the Abolition of Forced Labour [...]  The use of physical or mental compulsion for disciplining employees is prohibited under all circumstances. The same applies for the refusal of access to food, toilets and/or medical treatment.

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Forced Labour

Excerpt from standard:

The issue of occupational health and safety treats all sorts of working conditions. This aspect comprises requirements for the safety of the production site and machines, the cleanliness, room temperature, ventilation, etc. Ergonomic factors are part of these aspects. Working conditions very much influence the activities and output of employees. Only appropriate working conditions, which ensure the health and safety of the workers and employees, enable a qualitative and cost-efficient product output. ISES 2020 has following requirements: [...]  The company shall ensure that all personnel receive regular and recorded health and safety training, and that such training is repeated for new and reassigning personnel.

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

Components and Tools to Ensure a Safe and Healthy Workplace 1. General Working conditions: b. Lighting:  In every part of the factory where workers are working or passing there shall be provided and maintained sufficient and suitable lighting, natural or artificial, or both.  As a general rule, daylight should be preferred to artificial light.  Keep windows and skylight used for lighting clean.  Light sources must not dazzle.  The lighting equipment must be in proper conditions and regularly maintained. c. Ventilation and Temperature:  Effective and suitable provisions shall be made in every factory for securing and maintaining in every workroom adequate ventilation and temperature be the circulation of fresh air.  Where natural air circulation is used, the windows must be placed at reasonable height. If the air circulation is to provide cooling in summer, the windows must be placed low enough so that the flow of air also gets to the employees. But if natural air circulation is used for ventilation in winter, the windows must be placed high enough so that the employees are not exposed to the cold airflow.  Special air extraction and filter systems are to be provided for easily flammable particles. These are to be separated from the normal air extraction and filter systems.  If there is ventilation or air-conditioning system, the pipe must be made of fire-proof material. Insulation of the pipes is required if they may exceed a temperature of 80°C.  If moisture occurs at workplace or health hazardous chemical vapors such as solvents or smoke, these must be extracted. The extraction air must not get into any part of the building and must be extracted to the outside.  Where necessary, employees are to be provided with functioning respiratory protection equipment.  Cooling equipment is to be provided where the temperature at the workplace is too high for regional conditions.  Heating equipment is to be provided where the temperature at the workplace is too low for regional conditions.  Where necessary, employees are provided with efficient protective clothing against heat and cold. d. Noise:  Noise exposure should be avoided as far as possible. The general standard applicable is that conversations should be possible at normal volume.  If it is not possible to prevent noise sources, which are a risk to health, warning notices must be visibly placed calling on employees to use noise protection equipment.  Noise protection equipment for employees must function efficiently, must be available to them, and must be used.  A responsible person is to be appointed to check compliance with the noise protection measures. Checks are to be taken place regularly, and the results and any improvement requirements are to be recorded. Measures to Ensure the Compliance with this Standard Measures for Lighting:  Check conditions of lighting system.  Install appropriate lighting system with natural and artificial light.  Establish regular maintenance of lighting system. Measures for Ventilation and Temperature:  Check temperature and ventilation in factory and establish a regular check of temperature and ventilation and document the results and measures of improvement taken. Easiest way is to appoint responsible person for regular checks and documentation practice. To ensure comparable results of the regular checks (at least once per month) temperature should always be measured at the same place and under similar conditions (e.g. same time of the day).  Install ventilation or air conditioning systems (windows, electrical systems, etc.) where necessary.  Check needs of special air extraction and filter systems in case like easily flammable and/or toxic substances are used.  Provide appropriate protective clothing against heat or cold where necessary. Measures against Noise:  Establish regular noise checks.  Appoint responsible personnel to be accountable for check compliance with noise protection measures.  Establish documentation system for results and any improvement requirements.  Make possible alterations at machines or machinery to prevent noise sources.  Provide appropriate noise protection equipment where necessary and train personnel in the use of this equipment.

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

The issue of occupational health and safety treats all sorts of working conditions. This aspect comprises requirements for the safety of the production site and machines, the cleanliness, room temperature, ventilation, etc. Ergonomic factors are part of these aspects. Working conditions very much influence the activities and output of employees. Only appropriate working conditions, which ensure the health and safety of the workers and employees, enable a qualitative and cost-efficient product output. ISES 2020 has following requirements:  The company, bearing in mind the prevailing knowledge of the industry and of any specific hazard, shall provide a safe and healthy working environment. It shall take adequate steps to prevent accidents and injury to health arising out of, associated with or occurring in the course of work, by minimizing, so far as is reasonably predictable, the causes of hazardous conditions in the working environment.  The company shall appoint a senior management representative responsible for the health and safety of all personnel, and accountable for the implementation of the health and safety elements of this standard. [...]  The company shall establish systems to detect or avoid or respond to potential threats to the health and safety of all personnel.

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Occupational Health and Safety

Excerpt from standard:

 There must be sufficient, functioning personal protection equipment provided by the company (e.g. safety glasses, safety gloves, protective clothing, ear plugs, etc). The protection equipment must be in good condition.  Employees are required to wear such protective equipment. Rise awareness through training sessions.

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3. General safety conditions of working site/company building a. General Safety:

Excerpt from standard:

2. Health and Safety measures at the workplace b. Handling of chemicals  If exhaust gases, vapor or dust are released, there must be extracted to the open air.

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Occupational Health and Safety

Excerpt from standard:

Management Systems Documentation System [...]  Documentation and definition of internal working rules must be applicable for all employees and equally the procedures of work are to be applied in the event of breach of duty by the employee. The working rule shall include standards and regulations for use of machinery, appropriate handling of hazardous chemicals and the adequate component in case of emergencies (fire, accidents). [...]  Documentation and recording of training and qualification including health and safety training, first aid training and maintenance of lifts and machinery. Occupational Health and Safety 2. Health and Safety measures at the workplace a. Safety of machines  The basic principle is that employees must be protected from injuries from machines. Protective devices to avoid injuries (finger guards, etc), drive belt safety cover, ventilator guards and other safety devices must be properly installed.  Access to rotating or oscillating machine parts within the reach of the employees must be blocked. Access to working zone of machines (e.g. cutting or punching zone) must also be blocked as far as possible.  Machines must in all cases be fitted with fully operational emergency cut-off switches.  Safety includes free access by employees at any time to the safety and operating instructions. These must describe safe use of the machine, and indicate its potential dangers.  Machine operators are to be given accident prevention training when they start work at a new workplace/new machine, and this is to be repeated at regular intervals (every 6 months).  Danger warning signs must be placed on dangerous machines indicating heat, high voltage, high pressure, etc.  Signs are also required where appropriate to instruct personnel to wear protective clothing.  Signs always have to be clearly understandable and must be mounted in such a way that they are easy to see.  A responsible employee is to be appointed to supervise compliance with the safety regulations.  There are special safety regulations for steam boilers: o Steam boilers operated with gas, oil, coal or other combustible material must not be installed close to dormitories, emergency exits, escape routes or staircases. o Stationary steam boilers must be installed in separate rooms or buildings. The corresponding rooms must be lockable. No unauthorized persons may have access to these rooms. o There must be safety rules and operating instructions for the steam boilers in written form and visibly positioned or available in the room where the steam boiler is located. o Employees who operate the steam boilers must be appropriately qualified to do so. They must have been informed of the specific dangers of steam boilers and must have completed safety training. o High-pressure safety relief valves must be installed in every steam boiler. These are to be tested for proper functioning and to be maintained. The high-pressure safety valves must not be located close to employees. o The high pressure steam generator must be in good condition. It must not give rise to dangers for employees. For example it is not permissible for it to have leaks or improved repairs. Improvised repairs mostly do not last long, and increase the risk of an accident. o The high pressure steam distribution network must likewise be kept in good condition. It must also be checked and maintained at regular intervals. Reports are to be prepared. o To avoid additional danger to employees, they must not work close to high-pressure safety valves, leaks, pipes that have been insulated on a makeshift basis. Or other possible sources of danger. o Employees who work on high pressure steam systems and machines must have the appropriate experts skills and knowledge.

Referenzdokumente:

Management Systems Occupational Health and Safety

Excerpt from standard:

Occupational Health and Safety The Indian Law The national legal requirements for health and safety requirements are stipulated in „The Factories Act‟ of 1948, Chapter III, IV, V and VI. Some specifics might change from state to state and need to be looked up in the respective regional acts. The legal framework states: 8. Ambulance Room: in every factory employing 500 or more workers, an ambulance room and medical and nursing staff has to be provided. 4. Sanitary and Social facilities b. First-Aid Facilities:  In every factory wherein more than five hundred workers are ordinarily employed there shall be provided and maintained an ambulance room in the immediate vicinity of the factory/company and always be made readily available during the working hours of the factory.  The sick room must be regularly cleaned and appropriately equipped. As it makes part of the working area, all regulations with respect to the working conditions, health and safety, hygiene regulations are to be observed here.  There must be an appropriate number of people with first aid or medical training in every company. Employees at workplaces with high hazard potential must additionally have training in first aid.  If there is no company doctor employed in the company there has to be an agreement with a doctor or hospital nearby on the treatment of sick and injured persons. There must be provisions if necessary for transportation of injured or sick employees.

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Occupational Health and Safety

Excerpt from standard:

18.4 EXAMPLES OF OBJECTIVE EVIDENCE 18.4.1 Documentation - Pay slips to assess documented deductions and ensure that none are made for disciplinary purposes, and that all other deductions are both agreed and legal (refer to relevant legislation, for example on Levis of the tax and national insurance contributions) - Company employee records, to ensure that wage, benefits and compensation levels are detailed clearly and regularly for workers. ** The national insurance contribution ensures that the workers can get medical treatment without any cost to the workers.

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Auditor Manual (Page 136)

Excerpt from standard:

4. Sanitary and Social facilities c. Drinking water:  In every factory effective arrangements shall be made to provide and maintain suitable points conveniently situated for all workers employed therein a sufficient supply of wholesome drinking water.  The points where potable water can be taken are to be clearly marked in a language understood as such to be freely accessible.  The surrounding of the potable water points must be kept clean and must not be in the immediate vicinity of dangerous areas, water bins, toilets, washing facilities, workplaces, etc. No such points shall be situated within six meters of any washing place, urinals, latrine, spittoon, open drain carrying sludge or effluent or any other source of contamination.  In every factory wherein more than two hundred and fifty workers are ordinarily employed, provisions shall be made for cooling drinking water during hot weather by effective means and for distribution thereof.  There must be an appropriate number of glasses or drinking vessels available, unless the water is available in the form of water jet from which it is easy to drink.  In every plantation effective arrangements shall be made by the employer to provide and maintain at convenient places in the plantation a sufficient supply of wholesale drinking water for all workers (Plantations Labour Act 1951).

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

4. Sanitary and Social facilities e. Dormitories:  The same requirements respective to health and safety are to be met in dormitories provided to employees by the company as in the production site.  The building for the dormitories must be suitable for accommodation of people (separated from store rooms and production site) and be properly maintained (e.g. no broken windows, humid rooms, defective staircases, free from vermin, etc.).  Dormitories must be clean, safe and sufficiently well lit and ventilated.  The use of dormitories must be voluntary. Employees must be able to leave or enter the dormitories at any time; emergency exits must be capable of opening from the inside at any time.  There must be safety provisions against theft.  Each employee must have sufficient space available. Apart from a bed, there must also be a lockable cupboard or similar available for each and every employee for keeping personal belongings.  If there are families of single mothers with children living in the dormitories, they must be arranged in such a way as to meet the needs of the children.  Privacy of each occupant must be ensured as far as possible. Shower rooms, wash rooms, sanitary facilities and sleeping rooms must be separate for women and men. It must not be possible to see into them from the outside.  The hygienic conditions must not lead to health hazard for the employees.  Room temperature must be appropriate. The dormitories must be ventilated with fresh, uncontaminated air. Facilities for personal hygiene must be appropriately equipped (e.g. toilets, shower rooms and washrooms).  There must be a sufficient number of toilets available. Regular cleaning of the toilets must be ensured.  The occupants of the dormitories must have access to potable water.  Escape routes must be indicated with visible signs and never blocked.  There must be a sufficient number of emergency exits. The occupants must be able to leave the building in a rapid and orderly manner in an emergency. Emergency exits must be clearly and visibly marked; its doors must open outwards and must be capable of opening from the inside. The doors must not be blocked.  Fire extinguishers must be fully operational. There must be a sufficient number of them, appropriately distributed, marked and easy accessible.  Fire fighting and evacuation drills must be conducted by qualified personnel at least once per year, enabling occupants to learn among other things, how to leave the building in an orderly and rapid manner in an emergency.  All new occupants must be given relevant instruction and information about health and safety regulations in the dormitories.

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

4. Sanitary and Social facilities a. Toilets, Washrooms and other Sanitary facilities:  Sufficient toilets must be close to the workplace and must be provided with arrangements for protection against odors and insects.  Separate enclosed accommodation shall be provided for male and female workers.  Toilets are to be adequately ventilated, well lit, clean and tidy.  Toilets must be cleaned regularly. There must be a person or persons appointed with responsibility for monitoring this.  The necessary quantity of toilets is governed by the legal regulation of the states/provinces. But there should as minimum be enough toilets provided so that employees do not have to spend their breaks waiting to use the toilets.  Depending on the type of production and the legal regulation of the state adequate and suitable facilities for washing shall be provided and maintained for use of the workers.  Separate facilities shall be provided for the use of male and female workers.  They must be clean, adequately ventilated, well lit and tidy.  There must be soap or other body care products, towels and other means of drying provided in the shower rooms/washrooms.

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

2. Health and Safety measures at the workplace a. Safety of machines  The basic principle is that employees must be protected from injuries from machines. Protective devices to avoid injuries (finger guards, etc), drive belt safety cover, ventilator guards and other safety devices must be properly installed.  Access to rotating or oscillating machine parts within the reach of the employees must be blocked. Access to working zone of machines (e.g. cutting or punching zone) must also be blocked as far as possible.  Machines must in all cases be fitted with fully operational emergency cut-off switches.  Safety includes free access by employees at any time to the safety and operating instructions. These must describe safe use of the machine, and indicate its potential dangers.  Machine operators are to be given accident prevention training when they start work at a new workplace/new machine, and this is to be repeated at regular intervals (every 6 months).  Danger warning signs must be placed on dangerous machines indicating heat, high voltage, high pressure, etc.  Signs are also required where appropriate to instruct personnel to wear protective clothing.  Signs always have to be clearly understandable and must be mounted in such a way that they are easy to see.  A responsible employee is to be appointed to supervise compliance with the safety regulations.  There are special safety regulations for steam boilers: o Steam boilers operated with gas, oil, coal or other combustible material must not be installed close to dormitories, emergency exits, escape routes or staircases. o Stationary steam boilers must be installed in separate rooms or buildings. The corresponding rooms must be lockable. No unauthorized persons may have access to these rooms. o There must be safety rules and operating instructions for the steam boilers in written form and visibly positioned or available in the room where the steam boiler is located. o Employees who operate the steam boilers must be appropriately qualified to do so. They must have been informed of the specific dangers of steam boilers and must have completed safety training. o High-pressure safety relief valves must be installed in every steam boiler. These are to be tested for proper functioning and to be maintained. The high-pressure safety valves must not be located close to employees. o The high pressure steam generator must be in good condition. It must not give rise to dangers for employees. For example it is not permissible for it to have leaks or improved repairs. Improvised repairs mostly do not last long, and increase the risk of an accident. o The high pressure steam distribution network must likewise be kept in good condition. It must also be checked and maintained at regular intervals. Reports are to be prepared. o To avoid additional danger to employees, they must not work close to high-pressure safety valves, leaks, pipes that have been insulated on a makeshift basis. Or other possible sources of danger. o Employees who work on high pressure steam systems and machines must have the appropriate experts skills and knowledge. Measures for Safety of Machines:  Check safety of all machines and steam boilers.  Check appropriateness of danger warning signs.  Check free access to safety and operating instructions for machines.  Provide regular accident prevention training.  Appoint responsible employees to supervise compliance with safety regulations. Measures for General Safety of Working Site/Company Building:  Check the overall conditions of the company building (placement of warning signs, safety signs, building condition, etc.).  Provide health and safety training for all employees including safety techniques, wearing of personal protective equipment and general information on health and safety.  Establish documentation system including at minimum date of conduct, content, names of trainer and trainees of training conducted. 3. General safety conditions of working site/company building a. General Safety:  The factory building and machinery has to be in good and safe conditions.  The employees must be protected from falling from heights or from falling into dangerous substances. Strong guard rails or fences help here.  Employees must be protected from possible falling objects.  Paths and corridors must be safe and free.  Floors must not be traps for tripping over.  Employees must be protected from dangers that may come from parts or materials with very high or very low temperatures. This applies for example to heating systems, pipes and steam boilers. Appropriate marking and fitting with protective devices. d. Escape Routes and Emergency Exits:  Escape routes must be arranged in such a way that they can be used anytime and permit rapid escape.  They must not be blocked.  They must be identified with marking and also the escape direction must be marked.  The number of emergency exits must be sufficient to ensure safe evacuation of employees in an emergency. This depends on the number of people and the circumstances in the room. In a work hall there should be at least two emergency exits.  Emergency exits must be easy to access. There must be at least one escape route leading to an emergency exit.  Emergency exits must not be concealed (e.g. by walls standing outside) nor blocked (e.g. by storage of material) or locked.  Emergency exits must be easily recognizable and therefore sufficiently well marked.  In rooms where there are more than 10 employees working, emergency exits must be capable of opening to the outside.

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

b. Handling of chemicals: [...]  Safety regulations and emergency plans must be exhibited openly and must be known to all employees. Employees must also be aware of the risks, which may result from handling the chemicals and must know in details what has to be done in the event of emergency c. Fire Protection:  Evacuation drills must be conducted with the whole workforce at regular intervals at least once per year (the number of intervals can vary as per the Indian state government norms i.e. once in 3 months or once in 6 months or once in a year).  New employees must be informed of the proper behavior in the event of emergencies Measures to Ensure the Compliance with this Standard General Measures:  Appoint senior management representative responsible for health and safety.  Regularly realization of health and safety training and awareness programmes during work hours.  Installation of a documentation and record system which contains cleaning regulations, register of responsible persons and trained personnel for first aid boxes, use of fire extinguisher etc., content of training and awareness programmes, reports about accidents/injuries and actions taken for improvement.

Referenzdokumente:

Occupational Health and Safety

Excerpt from standard:

- Inspection of the documents: Numerous documents have to be examined and checked during the audit, in order to assess whether they comply with the requirements. The auditor has to be given full access to all personnel files, and book keeping documents, etc The requirements for management system include the general policy of the company, a system of management review, representatives, planning and implementation, the control of suppliers, corrective action planning, access for verification and a documentation and record system.

Referenzdokumente:

Audit Management System (Page 24) Basic Information (Document Self Assessment)

Excerpt from standard:

- Factories Act 1948 (Including amendments in 2016) - Apprentice Act - Material Benefits Act - Bonded Labour System (Abolition) Act - Equal Remuneration Act - Trade Union Act - Industrial Disputes Act 1947 - The Industrial Employment (Standing Orders) Act, 1946 (with amendment in 2006) - The Weekly Holidays Act, 1942...........

Referenzdokumente:

National Legal Regulations (Page 11)