Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) from auditor guidelines page 27/95 Performance area 3: The rights of freedom of association and collective bargaining Freedom of Association: The right of workers to form and join organisations of their own choosing is an integral part of a free and open society. An open and trustworthy dialogue between the management and the workers is the first step towards freedom of association and collective bargaining. When operating in countries where free and democratic trade union activity is unlawful or prohibited, the auditor and auditee will acknowledge the fact that workers are still allowed to freely elect their own representatives.

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 27/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 2.5. Is there satisfactory evidence that the auditee has established, or participates in, an effective operational-level grievance mechanism for individuals and communities? This question helps to assess the effectiveness and coherency of auditee’s operational-level grievance mechanism for individuals and communities. Effectiveness: To verify the effectiveness of the grievance mechanism (established or endorsed by the auditee), the auditor must at least evaluate that: Workers and communities can lodge grievances through such a mechanism. • There are grievances lodged relate to the auditee’s actions and/or inactions that represent a potential breach of workers’ or communities’ rights. • There is a written procedure for the grievance mechanism, which defines: o A responsible person for its administration o Potential conflicts of interest and how to overcome them (e.g. if a grievance is against the person who administers the mechanism) amfori BSCI – System Manual amfori BSCI System Manual Part III - 26 o Timelines to address grievances o Process for “appeals” or escalation as an additional guarantee o Communication process to ensure that workers and community members have access to the grievance mechanism, with special attention to vulnerable workers. o Alternative ways for lodging a complaint (e.g. through workers representative or directly to the management) o Record system of grievances lodged, including how they were investigated and addressed o Regular survey on the grievance procedure

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 24,25/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines Performance area 1: Social management systems and cascade effect 1.1. Is there satisfactory evidence that the auditee has set up an effective management system to implement the amfori BSCI Code of Conduct? This question helps to assess the effectiveness and coherency of auditee’s management system. An effective management system is crucial to ensure that social performance is integrated into the business model. With a management system in place, the auditee can take ownership over the process and continuously improve its business practices towards greater protection of the workforce. Effectiveness: To verify the effectiveness of the management system, the auditor must at least evaluate: • Does the auditee’s management understand why its own good social performance is important for amfori BSCI participants? • Does the auditee’s management understand the importance and benefits of having an effective management system and related procedures in place? • Does the auditee’s management show full commitment towards integrating the amfori BSCI Code into the auditee business or organizational culture? • Has the auditee’s management assigned internal responsibilities to staff with decision-making capacity and financial resources for the development and implementation of social management practices? • Does the auditee’s management understand the difference between short-term investment and long-lasting solutions? • Does the auditee’s management understand the content of the amfori BSCI Code and Terms of Implementation for business partners to be involved in the amfori BSCI monitoring process? • Does the auditee’s management understand the need to develop internal procedures to integrate the amfori BSCI Code into day-to-day business practices? • Does the auditee’s management understand how business relations are affected by the implementation of amfori BSCI? • Does the auditee’s management understand the need to consult clients to identify and implement improvements of its social performance? • Is the auditee’s management aware of stakeholders that can support the integration of improvements in day-to-day business practices? Coherency: Furthermore, the auditor shall evaluate if the relevant documents and practices are consistent with the statements provided by key management and workers. This is particularly important in the following cases: • Structure of the company or organization (including different facilities, when applicable) • Organisational chart and reporting lines: Who decides what? • Documented procedures: particularly for hiring, using recruitment agencies, subcontracting, dealing with grievances, training workers, promoting ethical behaviour, following up on amfori BSCI Remediation Plans. • Work instructions, time table, emergency instructions, instructions in case of accidents • Forms: most common contracts used (e.g. permanent workers, seasonal workers, apprentices) • Relevant external documents such as applicable labour law • A collective bargaining agreement (if applicable) • Record keeping: current and old records, contracts with the workforce, contracts with recruitment agencies, contracts with subcontractors, payslips, working hours, certificates, amfori BSCI – System Manual amfori BSCI System Manual Part III - 18 inspections, minutes of meetings with workers and workers representatives, accidents, grievance investigations. • Are the findings supported by the evidence gathered on the auditee’s practices towards its business partners (Q 1.3)?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 17/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 2.3. CRUCIAL QUESTION: Is there satisfactory evidence that the auditee takes specific steps to make workers aware of their rights and responsibilities? (...) • Workers are regularly trained on their rights and obligations (...) • Is the person in charge of training workers qualified (by qualification or experience) to train them on their rights and obligations? • Do contracts clearly explain workers’ rights and obligations? • Are there mandatory trainings for new workers? • Are special trainings provided for migrant workers in the relevant language? • Are workers trained on occupational health and safety? • Are workers trained on how to use the grievance mechanism? This is particularly necessary to guarantee young workers’ special protection. IMPORTANT: Trainings are mandatory for any new worker (even if he or she has been engaged via a recruitment agency or broker). Migrant workers need to be trained and must receive a version of the work contract in a language that they understand. 2.4. Is there satisfactory evidence that the auditee builds sufficient competence among managers, workers and workers representatives to successfully embed responsible practices in the business operation? This question helps to assess the effectiveness and coherency of auditee’s steps taken to build knowledge and capacities among its workforce. Effectiveness: To verify the effectiveness of the capacity building activities taken by the auditee, the auditor must at least evaluate that: • Workers, workers’ representatives, managers and other decision-makers are regularly trained to become vectors of a responsible business culture. • The auditee ensures that management regularly receives: o Informative sessions on the amfori BSCI Code of Conduct o Specific training for human resources, OHS and the grievance mechanism personnel o Feedback on the amfori BSCI audit results and follow up • The auditee makes training materials related to amfori BSCI Code content available to workers, workers’ representatives and managers Coherency: Furthermore, the auditor shall evaluate if the ways in which the auditee builds internal capacities is consistent with the values and principles of amfori BSCI Code of Conduct. • How often are workers, workers’ representatives and managers trained on the content of the amfori BSCI Code of Conduct? • Is the training material available? • Do interviews with managers and other decision-makers confirm a good level of awareness on social responsibility and the content of the amfori BSCI Code of Conduct? • Is the person in charge of the training qualified to train the audience? • Is this person external or internal staff? If the auditee has internal staff who are sufficiently qualified to train others, then it is a very good sign as it shows willingness to build internal capacities. • Are there mandatory trainings, at least for newcomers, on the content of the amfori BSCI Code of Conduct?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 24/95 25/95

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines page 69/95 8.2 Is there satisfactory evidence that the auditee has established robust age-verification mechanisms as part of the recruitment process, which may not be in any way degrading or disrespectful to the worker? Effectiveness:To verify the effectiveness of the way that the auditee establishes robust age-verification mechanisms, the auditor must at least evaluate that: •The recruitment procedures integrate the necessary measures to avoid or minimise the risk to hire minors. The risk is higher for:oCertain sectors (e.g. mining, agriculture) oFor jobs that require low or no qualificationsoFor work conducted in remote areas where: -Labour inspectors are less likely to reach -Individuals have limited access to official identity cards •The age-verification mechanism includes:oTraining the person or people in charge of hiring workers and dealing with high-risk situationsoTraining the personor peoplein charge of recruitmentto “cross verify” interview techniques to find out the age of job candidates in interviews oRegular cross verification of workers’ age with other stakeholders (e.g. recruitment agencies, previous employers) •The age verification mechanism is documented, including the type of questions used by the recruiter to cross verify the age claimed by the worker •The age verification mechanism is triggered only in cases where the person in charge of recruitment may have doubts about the age claim Coherency:Furthermore, the auditor shall evaluate that the way the auditee establishes robust age-verification mechanismsis consistent with the values and principles of amfori BSCI Code of Conduct. •Are the questions in the recruitment procedure respectful to individuals? •Does the age-verification mechanismtake into consideration gender issues? •Do workers usually have identification cards? •Are medical check-upsused tosupport the verification of age? •Is the auditee particularly vigilant if it is based in a region with a highlevel ofmigration and seasonalworkers? •Is the person in charge of human resources adequately trained on age verification?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 69/95

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines page 70/95 8.4 Is there satisfactory evidence that the auditee has adequate and remedial policies and procedures to provide for further protection in case children are found to be working? Having a policy of only engaging adults is not considered a preventive measure neither responsible. Possible alternatives:The auditee needs to understand child labour risks (through its own recruitment or indirectly) and the possible alternatives for an adequate removal and rehabilitation of the child into society (e.g. non-formal or basic education to bring older children up to grade level so they can successfully intern or re-enter regular schools). Stepwise approach:The auditor and auditee need to be aware that in some cases the best approach may be to definea schedule for rectifying irregularities in order to progressively remove children from work. This might be more appropriate than drastically and immediately removing the child without any supervision. He or she may end up drifting back or disappearing into less visible and more exploitative, hazardous, illegal types of work Effectiveness:To verify the effectiveness of the way thatthe auditee provides for further protection in case children are found to be working, the auditor must at least evaluate that: •The auditee has developed and maintains policies and procedures for remediation in case child labour occurs •The remediation procedure includes removal and rehabilitation of the children •The remediation procedure has the ultimate goal that the child is better off as a result of being removed, rehabilitated or prevented from working •The auditee understands the relevance of stakeholders who could support in casesof dismissals of children who are found working.Examples of such stakeholders are local chapters of organisations like Save the Children, UNICEF andgovernment agencies with mandates to protectchildren. Coherency:Furthermore, the auditor shall evaluate that the way in which the auditee provides for further protection in case children are found to be workingis consistent with the values and principles of amfori BSCI Code of Conduct •Does the auditee understand why child labour needs to be eradicated? •Does the auditee understand that a child who is found working needs to be responsibly rehabilitated into society? •Does the auditee understand that a progressive removal may in some casesbe the best solution? •Are there any grievances lodged concerning any potentially irresponsible removal of a child?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines page 72/95 Performance area 9: Special protection for young workers Young workers can be vulnerable to precarious employment arrangements, unfair remunerationand OHS hazards. For that reason, they are entitled to special protection in the workplace. Even if the auditee does not engage young workers at the time of the audit, the auditee shall show: •a good understanding of type of special protection to be granted to young workers •the type of activities that young workers should not be engaged in because of being potentially harmful for them •the type of measures taken to ensure such a special protection could be potentially given Auditors must alwaysinclude young workers as part of the interviewsample, if there are young workers at the time of the audit. 9.1 Is there satisfactory evidence that the auditee ensures that young persons do not work at night and are protected against conditions of work which are prejudicial to their health, safety, morals and development? 9.2 CRUCIALQUESTION:Is there satisfactory evidence that young workers’ working hours do not prejudice their attendance at school, their participation in vocational orientation approved by the competent authority or their capacity to benefit from training or instruction programmes? 9.3.CRUCIALQUESTION:Is there satisfactory evidence that the auditee has established the necessary mechanisms to prevent, identify and mitigate harm to young workers? 9.4 Is there satisfactory evidence that the auditee seeks to ensure young workers have access to effective grievance mechanisms? 9.5 Is there satisfactory evidence that the auditee seeks to ensure that young workers are properly trained on OHS and have access to related training programmes? 9.6 Is there satisfactory evidence that the auditee has a good overview of all young workers engaged in its production site?

Referenzdokumente:

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auditors guidelines page 37/95 5.4. Is there satisfactory evidence that the auditee provides sufficient remuneration that allows workers to meet a decent standard of living? To verify this question, the auditor must have calculated a living wage estimate relevant for the region and based on the Social Accountability International method or an equivalent reference from governments, trade unions or NGOs. Annex 9: How to Promote Fair Remuneration (....) LIVING WAGE Living wageis a concept introduced by civil societyto addressthe gap between the prevailing wage and the wage level that could provide workers and their families with a decent standard of living. Living wage: Is not definedby law Has no binding nature Does not include qualitative elements but onlyquantitative ones Applies to wage earners Does not apply toself-employed entrepreneurs and farmers –forfarmers, the concept of living income has been introduced (....) GOOD PRACTICES ON THE PROMOTION OF FAIR REMUNERATION As businessesidentifypossible avenues to promotefair remuneration practice in their supply chains, some examples may inspire other businesses to taketheir practices tothe next level: Request producers to share theircost breakdown, separate their labourcost from the total and allow thatprice negotiationdoes not impact labour costs. Reward producers,who have a credible plan to raise minimum wages, withcommercial incentivesand long-term contracts Have producersrate buyers’purchasing practices(e.g.in the textile sector) andallow producersto rate business practices related to:

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 37/95 Annex 9: How to Promote Fair Remuneration

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI reference document Fair Remuneration C131- Minimum Wage Fixing Convention, 1970 From BSCI System Manual Part III-page 34/95 Performance area 5: Fair remuneration The auditor must be aware of the different interconnected definitions underlying the Fair Remuneration Concept. For more information, see Annex 9: How to promote fair remuneration. 5.1. CRUCIALQUESTION:Is there satisfactory evidence that the auditee complies with the government’s minimum wage legislation or the industry standard approved through collective bargaining? The auditor must be aware of the legal minimum wage applicable or the valid collective bargaining agreement applicable in the auditee’ sector or industry. The auditor shall assess the auditee against that threshold, whatever is more favourable for the workers. Effectiveness: To verify the effectiveness of the auditee’s remuneration practice, the auditor must at least evaluate that: • The auditee does not pay any wage below the minimum established by the law or the collective bargaining agreement • Workers who are paid the minimum wage only have to work regular time. They do not have to reach the minimum wage level by working overtime • The verified payroll sample covers a significant period of time (e.g. 12 months before the date of the audit). However, the period of time taken during a follow-up audit shall not include the period covered by the previous audit, particularly when the verification aims at validating improvements Coherency: Furthermore, the auditor shall evaluate if the auditee’s remuneration practice is consistent with the values and principles of amfori BSCI Code of Conduct. • Part-time workers: Do part-time workers receive at least the minimum wage or relevant industry standard on a “pro-rata” basis? • Piece-rate workers: Does the number of pieces produced in 8 hours amount to no less than the minimum wage per day, defined by law? • In probation: Is the remuneration of workers in probationary periods in accordance with the law? • Hired through recruiting agencies or brokers: Does the auditee keep records on how, how much and when the service provider (including recruiters or labour subcontractors) pays these workers? • In a producer organization: Do the by-laws or internal regulations clearly specify how workers and the cooperative’s members are remunerated and when? Are specifications on loans and possible advance payments respected and documented? Are these specifications approved in a General Assembly, by the majority, also defined in the by-laws? Are members made aware of applicable legislation and of their responsibilities when hiring permanent and seasonal workers?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI Reference (2017) page 3/6 amfori BSCI System Manual Page 34/95

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 5.5. Is there satisfactory evidence that the auditee provides workers with the social benefits that are legally granted? The auditor shall verify if the collective bargaining agreement includes additional social benefits beyond what is mandated by law. If yes, the question is evaluated using the collective bargaining agreement as the threshold. The auditor shall describe which social benefits are missing or not correctly paid or granted. Effectiveness: To verify the effectiveness of the way that the auditee grants social benefits to its workforce, the auditor must at least evaluate that: • The auditee pays the social benefits in addition to the minimum wages and never as a way to allow workers to only attain the minimum • The auditee pays social benefits to all workers regardless if they are: o Seasonal workers o Paid based on productivity o Migrant workers or any other vulnerable group of workers • The auditee is aware of the social benefit content, which usually includes: o Old age pension o Survivor’s benefit o Family benefits and parental leave o Medical care o Unemployment o Sick leave o Disability o Work-related injury compensation o Vacations • The auditee has signed up for a commercial insurance to cover social benefits Commercial insurance: If the country’s legislation allows the use of commercial insurance to substitute (fully or partially) the public social scheme, the auditor shall evaluate the auditee in a positive manner. If the country’s legislation does not allow such a substitution, but workers are granted equivalent coverage, the auditor indicates that there are partially satisfactory evidence of the auditee providing social benefits to workers. The auditor shall describe the circumstances and why is not fully satisfactory. Exemptions from social benefits: If the auditee is granted exemptions from social benefits, the auditee may submit an approval from the local labour authority or any other authorisation (e.g. from collective bargaining agreements with trade unions), permitting exemptions from social benefits which have been legally granted. Such exceptions shall be: • Issued in line with the corresponding procedure • Issued by the legal body with authority to do so • Valid for the current period of time • Applicable for the auditee The auditee shall have made available the original document to prove these exemptions. Coherency: Furthermore, the auditor shall evaluate the way that the auditee provides workers with social benefits is consistent with the amfori BSCI Code of Conduct • Is the person in charge of recruitment aware of the (legally granted) social benefits for workers and can he/she explain the benefits accordingly in the recruitment process? • Does the auditee guarantee regular information to workers on what are considered social benefits? • Are workers representatives consulted when defining the social benefits? • Are there lodged grievances related to the quality of social benefits that the auditee provides? • Are different aspects of social benefits adequately detailed in the payroll? Good practices: The auditor shall acknowledge under “Good practices”, in the Findings Report, when the auditee provides commercial insurance in addition to the minimum social benefits required by law.

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 38/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 6.2. CRUCIAL QUESTION: Is there satisfactory evidence that the auditee request of overtime is in line with the requirements of the amfori BSCI Code of Conduct? Effectiveness: To verify the effectiveness of the way the auditee requests workers to exceed their regular working hours, the auditor must at least evaluates that overtime is • Voluntary: Overtime always needs to be voluntarily agreed upon, except in cases of temporary exceptions (e.g. force majeure), which must be described in the employment contract. • Exceptional: Overtime cannot be repeatedly added onto regular working hours but respond to an exceptional unforeseen situation. • No risks added: Overtime shall not significantly increase the risk to workers’ health and safety. • Premium paid: It is paid at a premium rate as defined by the law. Overtime occurring during official holidays and/or Sundays may have a higher premium rate. If the national legislation has set a limit of regular working hours below 48 hours per week (e.g. 40 hours per week), any working hour exceeding that limit of 40 hours is considered overtime. Auditors will have a good understanding on how the applicable legislation defines: Temporary exceptions: These refer to situations where the law allows that regular working hours can be exceeded. E.g.: • Force majeure • Threat or actual accident • Urgent work to be done to machinery Overtime legal limits: National law or collective bargaining may define maximum limits of overtime per day, per week, per month or per year (e.g. no more than 3 hours per day) Premium rate: National law or collective bargaining may define the different premium applicable of the overtime for example; premium for additional hours of work during the week will have a different premium than additional hours of work during the weekend or holiday. To be notice that that in line with the relevant ILO Convention the amfori BSCI Code of Conduct defines 1.25 as the minimum premium rate possible. Continuous succession of shift type of processes: National law may define those working process which, due to their nature, must be carried out in a continuous succession of shifts and for which the national law allows a permanent exception (e.g. national law allows these processes to have 2 shifts of 12 hours instead of 3 shifts of 8 hours per day) Legal permanent exception: If the auditee belongs to a type of industry covered by a legal permanent exception, the auditee keeps updated documented proof of the agreement that backs up its claim. The auditor shall verify that such a document has force of law and define: • Type(s) of exceptions • Categories of workers affected • The maximum allowance of additional working hours in each case • The premium rate for overtime which will not be less than 1.25 more than the regular rate The auditor shall also verify that the auditee is aware of the working hours and overtime regulation that applies to its own industry and it has an internal procedure in place to regulate overtime temporary exceptions. Written procedure on overtime: Particularly regarding temporary exceptions, the auditee shall enforce an internal procedure that: • Has been approved by a worker representative and management • Defines how many hours a worker may work daily, weekly and monthly during an exceptional period • Defines the premium rates applicable to overtime for different days and circumstances • Respects any other criteria defined by national law Coherency: Furthermore, the auditor shall evaluate the coherence with the values and principles of amfori BSCI Code of Conduct. • Is overtime voluntarily agreed, unless in cases of temporary exceptions (e.g. force majeure) which need to be described in the contract? • Is overtime exceptional rather than repeatedly added onto regular working hours? • Does the auditee take the necessary measures to ensure that overtime decreases the risk to workers’ health and safety? Are people in charge of occupational health and safety risk assessments consulted? • Is the payment of overtime made in accordance with the law? • Does the auditee take into consideration: o The vulnerability of temporary workers, migrant workers and piece rate workers to excessive overtime? o The accumulation of fatigue related to shift systems? o The special protection for young workers, pregnant women and night shift workers? The auditor needs to justify if any identified overtime does not meet any or all of the criteria mentioned above. The auditor pays particular attention to task rate and piece rate workers, as these kinds of arrangements, based on productivity, need to comply with the requirements for overtime and it is not always easy to assess. All these aspects also apply to workers of the agricultural sector.

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 43/95

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 5.5. Is there satisfactory evidence that the auditee provides workers with the social benefits that are legally granted? The auditor shall verify if the collective bargaining agreement includes additional social benefits beyond what is mandated by law. If yes, the question is evaluated using the collective bargaining agreement as the threshold. The auditor shall describe which social benefits are missing or not correctly paid or granted. Effectiveness: To verify the effectiveness of the way that the auditee grants social benefits to its workforce, the auditor must at least evaluate that: • The auditee pays the social benefits in addition to the minimum wages and never as a way to allow workers to only attain the minimum • The auditee pays social benefits to all workers regardless if they are: o Seasonal workers o Paid based on productivity o Migrant workers or any other vulnerable group of workers • The auditee is aware of the social benefit content, which usually includes: o Old age pension o Survivor’s benefit o Family benefits and parental leave o Medical care o Unemployment o Sick leave o Disability o Work-related injury compensation o Vacations

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 38/95

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 5.2. Is there satisfactory evidence that wages are paid in a timely manner; regularly and fully in legal tender? Effectiveness: To verify the effectiveness of the auditee’s remuneration practice, the auditor must at least evaluate that: • The auditee respects all three characteristics of responsible wage payment. o Timely: As agreed and communicated to workers prior to their engagement o Regularly: With a frequency that allows the worker to make use of her/his earnings without incurring debts o Fully in legal tender: The work performed by the workers in regular working hours is to be paid in legal tender only • The auditee can only pay “in kind”, any benefit that: o goes beyond regular working hours earning, which must be paid in legal tender o does not represent a breach of law, goes against morals or against public and private health (e.g. in-kind contribution is done in alcohol or other drugs) Coherency: Furthermore, the auditor shall evaluate if the auditee’s remuneration practice is consistent with the values and principles of amfori BSCI Code of Conduct. • Does the auditee pay particular attention to the way seasonal workers and piece rate workers are paid? • How is regular payment agreed and communicated in these cases? What special guarantees are defined by the auditee? • How are transportation and/or housing considered in the remuneration? (If applicable) • How does the auditee assess the need to replace the personal protective equipment and other tools needed to perform the job? (Even if they are not to be considered as part of the remuneration) • How does the auditee pay special attention and act diligently when using “recruitment agencies” or labour brokers? (the auditee should ensure that payment takes place timely, regularly and in legal tender even if done indirectly by the recruiter). • How does the auditee assess and enforce that workers are not charged recruiting fees? • Has the auditee checked if workers contracted through agencies or brokers pay any recruitment fee either as cash payment, salary deduction, loans or reduction in benefits? • Is the auditee aware of how and when workers receive payment from the agency? • Does the auditee keep these records as part of its own record keeping?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 35/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) from amfori BSCI Pay Attention to Specific Areas Where Women may be Vulnerable No matter who conducts the monitoring, a third-party auditor or internal staff, certain areas have a higher likelihood of gender-based discrimination. Here are some examples of areas where special attention is required during monitoring: Occupational health and safety: The producer should take into consideration a women’s physiological needs, as well as specific gender-based health and safety risks (e.g. exposure to certain chemicals). Recruitment practices:Many recruiting practices can be a vehicle for gender-based discrimination. These practices can go from a completely draconian clause in labour contracts (e.g. compulsory virginity or pregnancy tests) to subtler discriminatory practices (e.g. lack of access to social security). Particular attention is required for indirect recruitment, as gender-based discrimination may be done by brokers or recruiting agencies. Infrastructure:The way a business provides housing, toilets, showers, or even appropriate diet in the canteen, may prevent women from receiving adequate protection and from being able to exercise their rights. Particular attention is to be given to workers’ engagement and grievance mechanism access as a channel for women to articulate their demands and contribute to continuous improvement of the workplace

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI –System Manual Annex 14: How to Integrate Gender Equality in the Due Diligence Strategy - page3/4

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI reference document Occupational Health and Safety C183 - Maternity Protection Convention, 2000

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI Reference (2017) page 3/6

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 11.1. CRUCIAL QUESTION: Is there satisfactory evidence that the auditee does not engage in any form of servitude, forced, bonded, indentured, trafficked or non-voluntary labour? Effectiveness: To verify the effectiveness of the ways in which the auditee ensures not to engage in bonded labour, the auditor must at least evaluate that: • The auditee exercises due diligence to avoid engaging in any form of bonded labour for own workers as well as for workers recruited through agents or labour subcontractors • Managers, particularly supervisors and those in human resources, are aware of the defined procedures to minimise the risk of bonded labour • The auditee takes necessary measures to understand what can be considered as bonded labour and which hiring or engagement practices may introduce that risk • Workers shall have valid work permits • The auditee engagement with the workforce do not include any potential or actual risk of forced labour. For example: o Lack of workers’ consent to work o Intentional cruelty o Coercion (e.g. debt bondage, restriction of movement, violence, threats or intimidation) o Charging recruiting fees (see Annex 17: How to promote responsible recruitment) • The auditee does not request workers to leave personal documents or vital possessions in deposit • The auditee does not apply unlawful retention of wages or benefits or illegal deductions • Workers do not work through any form of servitude (e.g. negotiation of visa, housing, work in exchange for training and education) • Workers are granted the right to leave work and freely terminate their employment, provided that reasonable notice is given to the employer • Workers are allowed to leave the premises after working hours • If the auditee uses security guards (armed or unarmed), it ensures that they do not keep the workforce under retention • Workers are permitted to leave the production site and/or housing in their free time, without having to ask for permission. Security restriction shall be established to protect workers, not to limit their movement. • Workers are allowed to choose accommodation outside of the housing offered by the employer, if applicable In countries where applicable legislation conflicts with the “No bonded labour” principle (e.g. migrant workers are not permitted to change employer for a given number of years), the auditor will verify that the producer is enforcing adequate measures to prevent the risk of bondage (e.g. provide sufficient amfori BSCI – System Manual amfori BSCI System Manual Part III - 83 information on working conditions before hiring or make known the procedure to interrupt the contract and return to home country). Coherency: Furthermore, the auditor shall evaluate that the way the auditee ensures not to engage in bonded labour is consistent with the values and principles of amfori BSCI Code of Conduct. • Is the person responsible for human resources aware of the additional risk of bonded labour when the auditee uses brokers? • Does the auditee understand the risks of bonded labour? Does the auditee pay additional attention to avoid the risks? • Are members of a producer organization made aware of the risk of bonded labour and the need to define preventive measures? • Are workers representatives engaged to ensure additional sources of information? • Are there any grievances lodged concerning potential bonded labour? • Is the person responsible for human resources aware of the auditee responsibility to guarantee protection to forced labour victims?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 82/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines: 11.1. CRUCIALQUESTION:Is there satisfactory evidence that the auditee does not engage in any form of servitude, forced, bonded, indentured, trafficked or non-voluntary labour? Effectiveness:To verify the effectiveness of the ways in which the auditee ensures not to engage in bonded labour, the auditor must at least evaluate that: (...) •The auditee does not request workers to leave personal documentsor vital possessions in deposit

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 82/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 11.1. CRUCIAL QUESTION: Is there satisfactory evidence that the auditee does not engage in any form of servitude, forced, bonded, indentured, trafficked or non-voluntary labour? Effectiveness: To verify the effectiveness of the ways in which the auditee ensures not to engage in bonded labour, the auditor must at least evaluate that: (...) • Workers are granted the right to leave work and freely terminate their employment, provided that reasonable notice is given to the employer • Workers are allowed to leave the premises after working hours • If the auditee uses security guards (armed or unarmed), it ensures that they do not keep the workforce under retention • Workers are permitted to leave the production site and/or housing in their free time, without having to ask for permission. Security restriction shall be established to protect workers, not to limit their movement. • Workers are allowed to choose accommodation outside of the housing offered by the employer, if applicable

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 82/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines The auditee pays particular attention to avoid discrimination against vulnerable groups like disabled workers, pregnant women or migrant workers

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 30/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines page 42/85 Performance area6: Decent working hours 6.1. Is there satisfactory evidence that the auditee does not require more than 48 regular working hours per week, without prejudice to the exceptions recognised by the ILO? Effectiveness:To verify the effectiveness of the way the auditee ensures regular working hours, the auditor must at least evaluate that: •Regular working hours do not exceed: o48 in a week o8 per day •If there are exceptions, they only apply: oFor supervisory or management positions oWhen by law, custom or agreement the hours of work in one or more days of the week total less than eight hours, in which case the remaining days of the week can be extended to nine hours oFor workers employed in shifts, if the average number of working hours over a period of three weeks or less does not exceed these limits oFor members of the same family employed in the undertaking oFor workers subject to a special regime, defined by the local laws (e.g. security guards are often not subjected to regular legal requirements regarding working hours

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 42/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines pages 34/95 Performance area 5: Fair remuneration 5.1. CRUCIALQUESTION:Is there satisfactory evidence that the auditee complies with the government’s minimum wage legislation or the industry standard approved through collective bargaining? (...) Coherency:Furthermore, the auditor shall evaluate if the auditee’s remuneration practice is consistent with the values andprinciples of amfori BSCI Code of Conduct. •Part-time workers:Do part-time workers receive at least the minimum wage or relevant industry standard on a “pro-rata” basis? •Piece-rate workers: Does the number of pieces produced in 8 hours amount to no less than the minimum wage per day, defined by law? •In probation:Is the remuneration of workers in probationaryperiods in accordance with the law? •Hired through recruiting agencies or brokers: Does the auditee keep records on how, how much and when the service provider (including recruitersor labour subcontractors) pays these workers? 5.5. Is there satisfactory evidence that the auditee provides workers with the social benefits that are legally granted? The auditor shall verify if the collective bargaining agreement includes additional social benefits beyond what is mandated by law. If yes, the question is evaluated using the collective bargaining agreement as the threshold. The auditor shall describe which social benefits are missing or not correctly paid or granted. Effectiveness:To verify the effectiveness of the way that the auditee grants social benefits to its workforce, the auditor must at least evaluate that: •The auditee pays the social benefits in addition to the minimum wages and never as a way to allow workers to only attain the minimum •The auditee pays social benefits to all workers regardless if they are: oSeasonal workers oPaid based on productivity oMigrant workers or any other vulnerable group of workers auditor guidelines page 77/95 Performance area 10: No precarious employment 10.1 Is there satisfactory evidence that auditee employment relationships are not precarious for the workers? Precariousness can affect both permanent and temporary workers. Temporary workers: The definition of permanent and temporary jobs (e.g. seasonal) is usually given by law. If this is not the case, jobs that have a pre-determined end date or will end as soon as a project is completed are considered as temporary. Effectiveness:To verify the effectiveness of the way in whichthe auditee ensures no precarious employment, the auditor must at least evaluate that: •The employment relationship does not cause insecurity to the worker. These are examples that cause insecurity:oDeprive workers from social securityoUse of seasonal contracts at the expense of providingpermanent positions oRecruitment and dismissal practices to avoid consolidation of workers’ rights •The auditee monitors that work cycles are respectful to the workers at every step. These steps are: oRecruitment process oRemunerationoHours of workoDisciplinary measuresoPromotion oTrainings oTermination of employment •The auditee does not use temporary job arrangements to cover workloads that lack pre-determined end dates •The auditee does not misuse probationary periods: oTheir duration is according to the law: national legislation often defines the first few months of a new employment relationship as a probationary period. The maximum duration is generally specified in the national legislation oTheir purpose is to try out the employment relationship for both the employer and the employee. They are normally associated with special periods of notice for termination, while other obligations such as the remuneration and social security provision remain unaffected 10.4 CRUCIAL QUESTION: Is there satisfactory evidence that the auditee does not use employment arrangements in a way that deliberately conflicts with the genuine purpose of the law? Certain employment arrangements may represent an additional risk of undermining workers’ rights. This is the case for: Apprenticeship schemes:when they are not usedwith intent to impart skills or provide regular employment Seasonal or contingency work: when they are used to cover permanent workflowsthat would require hiringworkers on a permanent basis Labour-only contracting: when the agent or broker uses its position to undermine the workers’ rights Subcontracting: when it is used to avoid reaching the minimum number of workers that allows the establishment of workers representatives or the right to unionise from annex 17 amfori BSCI – System Manual Annex 17: How to Promote Responsible Recruitment - 1 Annex 17: How to Promote Responsible Recruitment This annex of the amfori BSCI System Manual provides guidance to amfori BSCI participants and their business partners for increasing the promotion and monitoring of responsible recruitment practices, particularly in regions or industries where there may be a high level of migration. PRINCIPLES OF RESPONSIBLE RECRUITMENT Business enterprises recruit in a responsible manner when they take the necessary measures to ensure that both direct and indirect recruitment are based on these principles: Transparency:  Job seekers receive accurate information on employment conditions (e.g. payment, duties, and responsibilities) before they leave their location of origin  Workers receive the contract terms in a language they understand  Recruitment does not include any form of coercion to force workers into employment Security:  Workers are not subject to any form of coercion in the work relationship  Workers can keep their passports and personal possessions without risk of retention or loss  Workers are free to resign respecting the legal notice period Employer Pays:  Workers are not charged for costs related to recruitment  Workers don’t get deductions from their wages to compensate recruitment costs

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 34/95 page 77/95 Annex 17: How to Promote Responsible Recruitment

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From amfori BSCI System Manua page 30/95 Performance area 4: No discrimination (….)Directly or indirectly: Discrimination can be performed directly or through legal arrangement with services providers (e.g. the auditee arranges through a broker or an agency that migrant workers recruited are charged for their personal protection equipment) page 35/95 5.2. Is there satisfactory evidence that wages are paid in a timely manner; regularly and fully in legal tender? • How does the auditee pay special attention and act diligently when using “recruitment agencies” or labour brokers? (the auditee should ensure that payment takes place timely, regularly and in legal tender even if done indirectly by the recruiter). page 37/95 5.4. Is there satisfactory evidence that the auditee provides sufficient remuneration that allows workers to meet a decent standard of living? • The auditee is aware that fair remuneration concerns all workers regardless if they are permanent or seasonal; regardless if they are directly or indirectly engaged page 67/95 8.1 CRUCIAL QUESTION: Is there satisfactory evidence that the auditee does not engage in illegal child labour directly or indirectly? Effectiveness: To verify the effectiveness of how the auditee ensures not to engage in illegal child labour directly or indirectly, the auditor must at least evaluate that the auditee shows credible and unambiguous efforts to avoid illegal child labour from different perspectives. (....) • The auditee builds the necessary awareness among supervisors and recruitment staff to: o Not engage child labour indirectly (e.g. using recruitment agencies, or allowing migrant or seasonal workers to use their own children to support them at work) 8.3 Is there satisfactory evidence that the auditee has adequate policies and procedures in writing toward protecting children from any kind of exploitation? Effectiveness: To verify the effectiveness of the way that the auditee protects children from exploitation, the auditor must at least evaluate that: • The policies and procedures aim at avoiding any exploitation of children, both directly or indirectly 8.4 Is there satisfactory evidence that the auditee has adequate and remedial policies and procedures to provide for further protection in case children are found to be working? Having a policy of only engaging adults is not considered a preventive measure neither responsible. Possible alternatives: The auditee needs to understand child labour risks (through its own recruitment or indirectly) page 79/95 10.3 Is there satisfactory evidence that the auditee provides workers with understandable information before entering into employment? Effectiveness: To verify the effectiveness of the way that the auditee provides workers with understandable information before entering into employment, the auditor must at least evaluate that information is: (....) • Indirect recruitment: The auditee provides the same necessary information to workers hired through recruitment agencies, labour subcontractors or brokers. page 83/95 This means that if the auditee is using prisoners to work (both directly and indirectly), the auditor shall verify that work is conducted in the framework of national law and the ILO Conventions 29 and 105. page 84/95 11.2 Is there satisfactory evidence that the auditee acts rigorously and diligently when engaging and recruiting migrant workers both directly and indirectly? Effectiveness: To verify the effectiveness of the ways in which the auditee acts diligently when recruiting migrant workers, the auditor must at least evaluate that: • The auditee pays attention and vigilance to indirect engagement (e.g. via recruitment agencies, brokers or labour subcontractors)

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 30/95 page 35/95 page 37/95 page 67/95 page 83/95 page 84/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines page 78 of 95 10.2 Is there satisfactory evidence that the auditee engages workers based on recognised and documented employment relationships? Effectiveness:To verify the effectiveness of the way that the auditee engages workers, the auditor must at least evaluate that: •The work relation is established in linewith the frameworkthat provides the greatestprotection to workers:oNational legislation oCustom or practice oInternational labour standards •The work relation is supported by means of documentary proof that makes the workers aware of their rights and obligations. Contracts areone among otherpossibilities(e.g. posters indicatethe working rules). •The auditee makes additional efforts to ensure workers understand their working conditions, particularlywhen workers:oHave difficulties to read and writeoAre migrants/foreignersoAre hired for a short season or hired orally in line with customs •The auditee pays particular attention when using recruitment agencies. This includes:oHaving a good overview on when, how and how much these workers are paidand cross-checking through interviews of workers oKeeping up-to-date records on these workers Coherency:Furthermore, the auditor shall evaluate that the way the auditee engages workersis consistent with the values and principles of amfori BSCI Code of Conduct. •Is the person responsible for human resources aware of theframeworkthat provides the greatestprotection to workers? (E.g. local custom stipulatesadditional social benefits) •Are members of a producer organization made aware of employment frameworks that provide protection to their workers, including seasonal and temporary workers? •Does the auditee keep accurate records on workers’work cycles? •What kindsof additional efforts does the auditee make to ensure vulnerable workers understand the terms of their working conditions?•Are vulnerable workers well-aware of their working conditions? •Are workers representatives engaged to ensure additional sourcesof information? •Are there any grievanceslodged concerning potentiallyunrecognised working relations, including at the level of members of a producer organization? 10.3 Is there satisfactory evidence that the auditee provides workers with understandable information before entering into employment? Effectiveness:To verify the effectiveness of the way that the auditee provides workers with understandable information before entering into employment, the auditor must at least evaluate that information is: •Understandable: The auditee takes necessary measures to facilitate the understanding of information on working conditions. This may require:oTranslation into the language of workers oAudio and visual guidance for disabled workers as well as workers who have difficulties in reading and writing •Accurate:The information refers torights, obligations, and employment conditionsthat will effectively apply to the worker upon starting employment. It includes information on: oWorking hoursoTrainings oResting periods and holidays oRemuneration and terms of paymentoGrievance mechanism •Timely: The auditee provides the information before initiating the employment relationship •Indirect recruitment: The auditee provides the same necessary information to workers hired through recruitment agencies, labour subcontractors or brokers. 10.4 CRUCIALQUESTION:Is there satisfactory evidence that the auditee does not use employment arrangements in a way that deliberately conflicts with the genuine purpose of the law? Certain employment arrangements may represent an additional risk of undermining workers’ rights. This is the case for: Apprenticeship schemes:when they are not usedwith intent to impart skills or provide regular employment Seasonal or contingency work: when they are used to cover permanent workflowsthat would require hiringworkers on a permanent basis Labour-only contracting: when the agent or broker uses its position to undermine the workers’ rights Subcontracting: when it is usedto avoid reaching the minimum number of workers that allows the establishment of workers representatives or the right to unionise Effectiveness:To verify the effectiveness of the way that the auditee uses employment arrangements, the auditor must at least evaluate that: •The auditee understands that these employment arrangements may undermine workers’ rights when used in a wrong way •The auditee uses those employment arrangements in line with the genuine purpose of the law •The auditee is able to explain the business logic behind its subcontracting practices and demonstrates that workers’ rights are guaranteed

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 78/95 and 80/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 10.3 Is there satisfactory evidence that the auditee provides workers with understandable information before entering into employment? Effectiveness: To verify the effectiveness of the way that the auditee provides workers with understandable information before entering into employment, the auditor must at least evaluate that information is: • Understandable: The auditee takes necessary measures to facilitate the understanding of information on working conditions. This may require: o Translation into the language of workers o Audio and visual guidance for disabled workers as well as workers who have difficulties in reading and writing • Accurate: The information refers to rights, obligations, and employment conditions that will effectively apply to the worker upon starting employment. It includes information on: o Working hours o Trainings o Resting periods and holidays o Remuneration and terms of payment o Grievance mechanism • Timely: The auditee provides the information before initiating the employment relationship • Indirect recruitment: The auditee provides the same necessary information to workers hired through recruitment agencies, labour subcontractors or brokers. Coherency: Furthermore, the auditor shall evaluate if the way in which the auditee engages workers is consistent with the values and principles of amfori BSCI Code of Conduct. • Is the person responsible for human resources aware of workers’ rights and obligations? Does that person explain them in an easy manner? Does the person speak other languages or dialects that can be preferred by workers? • How are workers who are engaged by recruitment agencies and labour subcontractors informed about their rights and obligations? • What kinds of additional efforts does the auditee make to ensure vulnerable workers understand their working conditions? • Are vulnerable workers well-aware of their working conditions? amfori BSCI – System Manual amfori BSCI System Manual Part III - 80 • Are workers representatives engaged to ensure additional sources of information? • Are members of a producer organization aware of their responsibility to provide workers with accurate information prior to hiring?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 79/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines p 11/95 Supply chain mapping The auditor shall use this section to collect information on the auditee’s significant business partners. Business partners do not need to be named but they need to be acknowledged at least with an identification number. The number can be provided by either the auditee or the auditor to preserve business confidentiality. Different types of business partners can be selected under the column title: “Type of business partners”. If a type of business partner is not included in the list, the auditor shall select “others (please specify)” and specify the type of business partner in the next column. Significance for the auditee: The auditor will fill in this information based on the information provided by the auditee on business relations, volume, dependency and/or risks. The following business partners must always be reported, if used by the auditee: • Recruitment agencies or brokers • Internally monitored farms: o Owned or contracted by the auditee o Owned by cooperative members Signed amfori BSCI Code of Conduct: The auditor shall verify and report if the business partner has signed the amfori BSCI Code with related Terms of Implementation. This evidence shall be collected from auditee records and, if possible, verified with the related business partner. Included in the sampled business partners: The auditor shall note in this column the farms that he/she has selected to be audited. The auditor shall select farms only from those internally monitored by the auditee. When the auditor selects this option, an audit questionnaire per sampled farms is generated. This column is not to be used if the scope of the audit does not include sampled farms. Ready to learn more? Here are some other resources that will help you to dive deeper: • Annex 4: How to set up a grievance mechanism • Template 8: Grievance Mechanism Tracker Ready to learn more? Here are some other resources that will help you to dive deeper: • Part I, Chapter 7: Classification of significant business partners • Part II, Chapter 2: Deciding on the type of monitoring • Template 2: Supply chain mapping page 19/95 1.3. Is there satisfactory evidence that the auditee has a good overview of the significant business partners and their level of alignment with the amfori BSCI Code of Conduct? This question helps to assess the effectiveness and coherency of auditee’s minimum duty of care to select and have an overview of its significant business partners. In the case of the main auditee being a producer organisation, this question relates to the way such an organisation accepts and monitor its members. The auditee, and eventually its clients, face important social risks when it lacks an overview on the way its business partners (or members if relevant) respect the law and workers’ rights. These are examples of significant business partners to be monitored by the main auditee: • Subcontractors • Recruitment agencies • Catering service providers • Suppliers (including contracted farms) Effectiveness: To verify the effectiveness of the selection and monitoring of business partners (a members of the organisation, if relevant) the auditor must at least evaluate that the auditee: • Has a management system (or procedure) to select significant business partners or members • Has instructed relevant staff to take into consideration not only price and quality but also the willingness to respect the amfori BSCI Code of Conduct (or equivalent values and principles) • Monitors social performance of significant business partners and, when relevant, members. These verifications can be conducted by either its own personnel (as long as they are qualified to do so) or third parties mandated to conduct such assessments Coherency: Furthermore, the auditor shall evaluate if the selection of business partners and members is consistent with the values and principles of amfori BSCI Code of Conduct. • Does the auditee keep accurate information on its different significant business partners and, when relevant, members? • Does the auditee know how long business partners and/or members have been working with it? • How familiar is the auditee with the ways in which its business partners and members manage their own businesses? • Does the auditee keep records of any complaints received about its business partners and/or members? If yes, how has the auditee dealt with these complaints?

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 11/95 19/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 11.3 CRUCIAL QUESTION: Is there satisfactory evidence that the auditee does not subject workers to inhumane or degrading treatment, corporal punishment, mental or physical coercion and/or verbal abuse? Effectiveness: To verify the effectiveness of how the auditee ensures workers do not receive degrading treatment, the auditor must at least evaluate that: • The auditee understands what can be considered as degrading treatment • Workers are not subject to degrading treatment • The auditee does not tolerate corporal punishment or mental coercion as part of the auditee’s disciplinary measures • Supervisors are instructed to never punish workers corporally or mentally and there are consequences if they do so • The auditee pays particular attention to avoid degrading the most vulnerable workers such as migrants, seasonal workers, young workers or pregnant women • If collective housing is provided, dormitories ensure working conditions that respect workers’ dignity. For example: o Separate bed for each worker o Separate locker for each worker to store personal belongings o Separate accommodation for women and men Coherency: Furthermore, the auditor shall evaluate that the way in which the auditee ensures workers do not receive degrading treatment is consistent with the values and principles of amfori BSCI Code of Conduct. • Is management, particularly supervisors, aware that punishment or degrading treatment toward workers is not allowed? Do they understand the consequences of contravening this? • Does the auditee take additional preventive measures to avoid punishing or degrading workers? • Are workers representatives engaged to ensure additional sources of information? • Are there any grievances lodged concerning potential punishment of or degrading treatment toward workers? amfori BSCI – System Manual amfori BSCI System Manual Part III - 86 11.4 Is there satisfactory evidence that the auditee has established all applicable disciplinary procedures in writing and has explained them verbally to workers in clear and understandable terms? Effectiveness: To verify the effectiveness of the way in which the auditee establishes disciplinary measures to workers, the auditor must at least evaluate that: • The employer uses disciplinary measures only when there are concerns about work, conduct or unjustified absence • Disciplinary measures and procedures are outlined in writing and workers know them and can easily access them. They describe: o What kinds of performance and behaviour might lead to disciplinary measures o What kinds of measures the employer might take o The decision process to take disciplinary measures • Disciplinary procedures shall include the name of a person who shall help the worker express her/his viewpoint or disagreement with any disciplinary measure (usually from HR or the workers representative) • Disciplinary measures shall not facilitate a way for the auditee to unfairly take money from workers. Particular attention shall be given to the imposition of financial fees or deductions, which may be illegal (see also illegal deductions under Performance area 5: Fair Remuneration and Annex 9: How to promote fair remuneration) Coherency: Furthermore, the auditor shall evaluate that the way the auditee establishes disciplinary measures is consistent with the values and principles of amfori BSCI Code of conduct. • Are the disciplinary procedures consistent and in line with the law? • Is there documentary evidence on how they are implemented? • Are workers aware of the disciplinary measures and do they understand the content and consequences? • Are the workers representatives consulted and involved? • Are there disciplinary measure that could represent gender-based or any other discrimination?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 7.25 Is there satisfactory evidence the auditee verifies that temperature, humidity, space, sanitation, illumination are adequate for the health and safety of workers? National law usually defines the characteristics for workplaces as well as social facilities and housing, so they provide a healthy and adequate environment for workers. Particular attention shall be devoted to cases where the auditee provides workers with housing. The rooms or sleeping quarters shall not be overcrowded, workers shall have space to store personal items while laundry and waste disposal need to be properly organised. Effectiveness: To verify the effectiveness of the way that the auditee verifies adequate temperature, humidity, space, sanitation, illumination, the auditor must at least evaluate that: • Space and illumination are provided in an adequate way for workers’ specific activities • The auditee includes the assessment on temperature, humidity, space, sanitation and illumination as part of the OHS risk assessment and related action plan • The auditee consults workers and their representatives as well as the person in charge of OHS • The schedule for garbage (and recycling) pickup shall be displayed for workers who live in the housing The auditee shall be able to provide consistent information on the existing conditions; improvement plans (if any); timeline; and related cost allocations to ensure these aspects of the workplace, social facilities and housing fully respect workers’ health and safety. Coherency: Furthermore, the auditor shall evaluate that the way in which the auditee verifies adequate temperature, humidity, space, sanitation, illumination is consistent with the values and principles of amfori BSCI Code of Conduct. • Are workers satisfied with the temperature, humidity, space, sanitation, illumination conditions? • Are there any grievances concerning the quality of any of these aspects? • How often are workers and their representatives consulted about these conditions? • Is the scheduled garbage pickup displayed? How are laundry services or rooms organised? • Are there cases documented in the accident records which show neglect for any of these conditions? Were lessons learned? If yes, how were those lessons integrated in the OHS procedure?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines Chemicals 7.7. Is there satisfactory evidence that the auditee implements engineering and administrative control measures to avoid or minimise the release of hazardous substances into the work environment, keeping the level of exposure below internationally established or recognised limits? Effectiveness: To verify the effectiveness of how the auditee implements and enforces control measures, the auditor must at least evaluate that: • Risk assessment: The auditee has identified the engineering and administrative control measures that may be needed to avoid or minimise the release of hazardous substances into the work environment (factory or farm) • Administrative control measures: The auditee implements administrative control measures such as: o Authorisation: Only authorised workers have access to chemical substances o Protection: Workers receive adequate protection for handling and administering chemicals o Record keeping: Distribution, use and disposal of chemicals is properly recorded o Following instructions: The use of chemicals corresponds to the recommendations of the manufacturer o Labelled: The labelling of chemicals and marking of hazards are clearly understood by the workers and are done in accordance with nationally and internationally recognised requirements. E.g.: - The International Chemical Safety Cards (ICSC) - The Materials Safety Data Sheets (MSDS) More information on the management of chemicals can be found at the following link: http://www.inchem.org/pages/icsc.html • Engineering control measures: The auditee implements engineering control measures for: o Expulsing fumes, steam and dust outside (e.g. spot cleaning places) o Properly disposing chemicals, even in the absence of national legal regulations Coherency: Furthermore, the auditor shall evaluate that the way the auditee implements control measures is consistent with the values and principles of amfori BSCI Code of Conduct • Do workers receive proper training on how to use both administrative and engineering measures? • Is the implementation of control measures based on the information gathered through the OHS risk assessment? • Is management, particularly supervisors, trained on how to implement the control measures? Is there a procedure to manage the quantity and effectiveness of the controls? How often are the controls monitored? • Is there a procedure to report alerts and repair any problem detected in the control measures? • Are members of a producer organization informed and trained on the need to conduct risk assessment and to implement control measures?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines page 60 First-aid 7.18CRUCIALQUESTION:Is there satisfactory evidence that the auditee ensures qualified first-aid is available at all times? Effectiveness:To verify the effectiveness of the way that the auditee ensures qualified first-aid individuals and provisions, the auditor must at least evaluate that: •The auditee respects national regulations concerning medical provisionsand first-aid training •If there are no such legal regulations, the auditee ensures: •Adequate first-aid stations or rooms •Adequate first-aid kits •Access to potable water, eye-wash stations and/or emergency showers close to workstations when/whereimmediate flushing with water is the recommended first-aid response •Qualified first-aid staff shall be present in relevant numbers to address associated risks throughout the workplace. •A fully-qualified person to verify the contents of the kit; who can also re-fill it •Training on first-aid and related procedures result in ensuring that anemergency could be handled at anytime(including if periods of overtime) oWhere immediate flushing with water is the recommended first-aid response, the auditee ensures that workstations are either equipped with or very near to: ▪Potable water▪Eye-wash stations▪Emergency showers Coherency:Furthermore, the auditor shall evaluatethat the way in which the auditee ensures qualified first-aid is consistent with the values and principles of amfori BSCI Code of conduct. •Is there a fully-qualified person appointed to provide first-aid? Is the working schedule of that person available? Are workers aware of who would replace that person? How is this person selected? •How often are workers trained on first-aid? •Are there casesin the documented accident records that show that workers required first-aid? Were lessons learned? If yes, how have those lessons been integrated in the OHS procedure? •Have workers who use machines, vehicles or those who handle chemicals or those who conduct any other risky activity been made well-aware of the first-aid protocol? Are vulnerable workers aware of the first-aid protocol? 7.19Is there satisfactory evidence that the auditee has emergency procedures, in writing, to deal with cases of trauma or serious illness? Effectiveness:To verify the effectiveness of how the auditee emergency procedures deal with trauma or serious illness, the auditor must at least evaluate that: •The emergency procedure aims at ensuringthat workers’ trauma or serious illness are handled in the most responsible manner. The producer must be in writingand regularly updated:oIt can be a separate document oPart of the action plan developed after the OHS risk assessment •Workers and supervisors are well-aware of how the procedures work in case of trauma or serious illness •Workers and supervisors understand when a co-worker has to be transferred to an appropriate medical facility •Workers and supervisors know the necessary steps to ensure timely transfer to the medical facility Coherency:Furthermore, the auditor shall evaluate if the ways in which the auditee ensures emergencies procedures deal with trauma or serious illnessare consistent with the values and principles of amfori BSCI Code of Conduct. •Are there cases of trauma or serious illness found in the accident records? Were lessons learned? If yes, how were those lessons integrated in the OHS procedure? •Are there any grievances lodged concerning the neglect of victims of trauma or serious illness? •Are workers working in the night shift aware of these procedures? •Is the information on medical facilities visually displayed? Do workers know where to get this information? 7.19 Is there satisfactory evidence that the auditee has emergency procedures, in writing, to deal with cases of trauma or serious illness? Effectiveness: To verify the effectiveness of how the auditee emergency procedures deal with trauma or serious illness, the auditor must at least evaluate that: • The emergency procedure aims at ensuring that workers’ trauma or serious illness are handled in the most responsible manner. The producer must be in writing and regularly updated: o It can be a separate document o Part of the action plan developed after the OHS risk assessment • Workers and supervisors are well-aware of how the procedures work in case of trauma or serious illness • Workers and supervisors understand when a co-worker has to be transferred to an appropriate medical facility • Workers and supervisors know the necessary steps to ensure timely transfer to the medical facility Coherency: Furthermore, the auditor shall evaluate if the ways in which the auditee ensures emergencies procedures deal with trauma or serious illness are consistent with the values and principles of amfori BSCI Code of Conduct. • Are there cases of trauma or serious illness found in the accident records? Were lessons learned? If yes, how were those lessons integrated in the OHS procedure? • Are there any grievances lodged concerning the neglect of victims of trauma or serious illness? • Are workers working in the night shift aware of these procedures? • Is the information on medical facilities visually displayed? Do workers know where to get this information?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines page 38 5.5. Is there satisfactory evidence that the auditee provides workers with the social benefits that are legally granted? (....) Effectiveness: To verify the effectiveness of the way that the auditee grants social benefits to its workforce, the auditor must at least evaluate that: • The auditee is aware of the social benefit content, which usually includes: ... o Work-related injury compensation (...) • The auditee has signed up for a commercial insurance to cover social benefits Commercial insurance: If the country’s legislation allows the use of commercial insurance to substitute (fully or partially) the public social scheme, the auditor shall evaluate the auditee in a positive manner. If the country’s legislation does not allow such a substitution, but workers are granted equivalent coverage, the auditor indicates that there are partially satisfactory evidence of the auditee providing social benefits to workers. The auditor shall describe the circumstances and why is not fully satisfactory. (...) Good practices: The auditor shall acknowledge under “Good practices”, in the Findings Report, when the auditee provides commercial insurance in addition to the minimum social benefits required by law.

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines Business partners shall ensure access to drinking water 7.20 CRUCIALQUESTION: Is there satisfactory evidence that the auditee provides workers with potable water at all times? The right to potable water is a human right. As such, it applies to every person and it is inalienable. Potable water shall be available during working hours as well as at workplace facilitieswhere workers prepare or eat food as well as to the housing provided by the auditee. If work takesplace in agricultural fields or greenhouses, the auditeeshall put in place mechanismsto ensure potable and fresh water is available to workers in these places.Special attention shall be given in regionswhere the risk of dehydration may be higher due to hot/dry weatheror where running/well water is not potable. Effectiveness:To verify the effectiveness of the way that the auditee ensures potable water, the auditor must at least evaluate that: •Workers and supervisors have access to clean potable water at all times, not only during breaks •Access to water is not used as means for discrimination or as a disciplinary measure •Workers have access to clean potable water without risk of contagion •The auditee respects the characteristics and testsrequired for potable water as defined by national regulations •The auditee ensures that there are proper signs to identify water which is not potable in places where it is not mandatory that water be potable Coherency:Furthermore, the auditor shall evaluate that the way the auditee ensures potable wateris consistent with the values and principles of amfori BSCI Code of conduct. •Are workers aware of their right to potable water at all times? How often do they access water? •Does the auditee pay particular attention to the risk of dehydration? Does the auditee go to extra efforts to ensure vulnerable workers have access to water? •How is water supply guaranteed? Who is responsible to ensure that water is always available? Do workers have access to water storage? •Are members of a producer organization informed of their responsibility to provide potable water to workers at all times?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 7.22 Is there satisfactory evidence that the auditee provides workers with clean washing facilities, changing rooms and toilets that are also respectful of local customs? Effectiveness:To verify the effectiveness of the way that the auditee provides workers with clean washing facilities, changing rooms and toilets, the auditor must at least evaluate that •The auditee provides these facilities to ensure that workers canmaintain their dignity and hygiene habits •The auditee follows national regulations concerning the minimum number of washing facilities and toilets for the size of the workforce •If there is no national regulations, the auditee determines its criteria basedon the OHS riskassessment in consultation with workers •The auditee is able to explain, during the audit, the reasons for having the amount of facilities it has and the plans to adapt the number if needed •The toilets are sanitary. This implies: hygienic conditions, soap supply, working locks and separate washroom facilities for women and men •The auditee provides hygienic changing rooms,when necessary,for workers who change their clothes to perform their functions. This is particularly relevant for workers who handle hazardous substances or have to wear a uniform(e.g. poultry industry) Particular attention shall be devoted to ensure that facilities meet workers’ needs even when the number of workers increases (e.g. peak session). Coherency:Furthermore, the auditor shall evaluate that the ways in which the auditee provides workers with clean washing facilities, changing rooms and toilets are consistent with the values and principles of amfori BSCI Code of Conduct. •Does the number of washing facilities, changing rooms and toilets meet the needs of the total number of workers? •Are women specific needs taken into consideration? •Does the auditee ensure that the facilities meet workers’ needs even when the number of workers increases (e.g. peak session)? •Are there any grievances about a potential lax and/or unsanitary approach in how these facilities are provided?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines Training 7.5. Is there satisfactory evidence that the auditee regularly provides OHS trainings to ensure workers understand the rules of work, personal protection and measures for preventing and reacting to injury to themselves and fellow workers? Effectiveness:To verify the effectiveness of how the auditee provides OHS training to workers, the auditor must at least evaluate: •Meeting legal expectations:Workers training on OHS needs to cover minimum content required by national law. E.g.: Basic training usually focuses on: oTraining on how to use personal protective equipment (PPE). The training pays particular attention to vulnerable workers and includes: cleaning, replacing when damaged and appropriate storage of the PPEoTraining on how workers need to react in case of injury to themselves and/orfellow workers •Appropriate training:The content of the training:oprovides appropriate information as well as comprehensible instructions on safety and healthy work environments for workersoIs provided in a language and modality that is understood by workers, including migrants and low-literacy workers •Appropriate frequency:The training frequency shall take into accountostaff turnoverorecruitment of seasonal workers, particularly in agriculture or to meet peak production times •Supervision:Workers have the information on the hazards and risks associated with their work and are supervised when necessary. They know what actions must be taken to provide themselves with the necessary protection •Adequate guidelines:Workers’ guidance and supervision takes into account workers’ levels of education and languages that are applied to the workplace •Evacuation and firefighting drills: These drills are documented with clear indication of: oThe purposeoThe number of workers who participatedoResultsoPhotos oDatesoDuration: The time for evacuating the building should be recorded and never exceed nine minutes Coherency:Furthermore, the auditor shall evaluate if the auditee’s OHS training to workersis in coherence with the values and principles of amfori BSCI Code of Conduct. •Do workers and producer organizations’ members receive proper training on how to use and maintain their personal protective equipment? •Do workers participate in evacuation drills and/or fire-fighting drills? •Have workersand producer organizations’ membersreceived trainings on:oBasic hazard awareness? oSite specific hazards?oSafe work practices? oEmergency procedures for fireandevacuation?oNatural disasters, as appropriate? •Do management, supervisors, workers, and occasional visitors to areas of riskreceive training? •Are workers and producer organizations’ members who operate machinery and power generators properly qualified to uphold safety regulations and operating procedures? Qualifications can be achieved by means of training and/or experience •Do people and producer organizations’ members working with electrical installations and equipment understand their tasks and safety procedures? •Do workers and producer organizations’ members who handle and/or administer hazardous substances receive specific training? These are examples of hazardous substances: chemicals, disinfectants, crop protection products, biocides

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines .7.24 Is there satisfactory evidence that the auditee has chosen the location of the social facilities or workers housing to ensure occupants are not exposed to natural hazards or affected by the operational impacts of the worksite (for example noise, emissions or dust)? Effectiveness:To verify the effectiveness of the way that the auditee provides workers safe and healthy housing, the auditor must at least evaluate that: •Theauditee is able to articulate thedecision on where to set up social facilities (e.g. canteens) or housingfrom an occupational health and safety riskassessment perspective •The auditee is able explain how the chosen location ensures thatworkers (and/or their families, if applicable) are not exposed to natural hazards or health and safety risks •In cases where, due to the nature of the work, workers are required to live temporarily or permanently close to the area of work, the auditee provides adequate welfare facilities and accommodation at no cost to the worker (e.g. agriculture and/or animal production) Coherency:Furthermore, the auditor shall evaluate that the auditee provides workers with housingin away that is consistent with the values and principles of amfori BSCI Code of Conduct •Do workers have constructive communication channels to provide feedback on the housing conditions? •Is sufficient space per individual granted? •Does the housing provide safe places for workers to keep their personal belongings? •How often are they cleaned? Who is in charge of keeping the housing clean? Is there a big fluctuation of workers/occupants coming and leaving? •Are members of a producer organization informed of their responsibility to provide appropriate workers’ housing?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines 7.11 Is there satisfactory evidence that the auditee confirms that the equipment and buildings used for production are stable and safe? The auditor is not expected to conduct “building integrity inspections” which go beyond his/her mandate as a social auditor. If the auditee is located in a building with several floors. The auditor shall report in the executive summary: • the actual location (e.g. 3rd floor out of 5 floors) • if there are other business enterprises located in the same building (without disclosing their name) • If the type of activity performed in the building may increase the likelihood of stability and safety for the entire building. Effectiveness: To verify the effectiveness of the way in which the auditee confirms that the equipment and buildings used for production are stable and safe, the auditor must at least evaluate that the auditee: • Knows and follows national legal requirements concerning stability, safety and appropriateness of its building to conduct the business activities • Knows and follows the legal requirements concerning the safety of equipment including, if relevant, ongoing official inspections • Has procedures in place to confirm the stability and safety of the equipment • Maintains accurate documentation on any official and private inspection concerning building and equipment safety and stability • Is in possession of a valid licence to conduct its activities in the related building(s) Coherency: Furthermore, the auditor shall evaluate that the way in which the auditee confirms that the equipment and buildings used for production are stable and safe is consistent with the values and principles of amfori BSCI Code of Conduct • Does the auditee conduct its activities in adequate surroundings and buildings? • Are there any grievances lodged concerning a potentially unstable or unsafe building or piece of equipment provided by the auditee? • Are workers able to asses a potential danger associated with the building and/or the equipment? • Are there cases documented in the accident records which show that part of the building or a piece of equipment was unsafe?

Referenzdokumente:

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from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines Fire protection 7.14 CRUCIAL: Is there satisfactory evidence that the auditee has installed an adequate amount of properly working firefighting equipment? Effectiveness: To verify the effectiveness of the way that the auditee installs firefighting equipment, the auditor must at least evaluate that: • The installation of firefighting equipment is in line with the OHS action plan developed as a result of the periodic risk assessment • The auditee follows national law specifications with regard to requirements for firefighting equipment. This usually includes: o Position and placement o Size and effectiveness o Maintenance and inspection requirements • There are functioning and sufficient fire extinguishers for workplace dimensions and activities • The firefighting equipment is: o Distributed in an equal manner throughout the workplace o Placed at a height for it to be effective and easily accessible by workers • Properly identified (inventoried) with clear reference to the last serviced date and due date for the next inspection • The location of the fire extinguishers and the route to reach them are visually marked • Early warning systems are installed and functioning in an adequate manner as required by the law: smoke sensors, fire alarms, alarm devices • At least a relevant number of workers know how to use a fire extinguisher Coherency: Furthermore, the auditor shall evaluate that the way in which the auditee installs firefighting equipment is consistent with the values and principles of amfori BSCI Code of conduct. • Is firefighting equipment functioning in a way that ensures a safe work environment? • Are workers properly instructed on how to use firefighting equipment? Do they know the protocol to be followed in case of fire? Do they understand the warning signals? amfori BSCI – System Manual amfori BSCI System Manual Part III - 58 • If there are other types of alarms being used in the workplace (e.g. end of shifts), are they clearly distinct from the fire alarm? • Are there cases documented in the accident records that resulted from fire? If yes, was the protocol followed? What lessons were or can be drawn from those cases? • How often are the workers trained on the use of firefighting equipment? Are workers who deal with chemicals and other inflammable substances adequately trained?

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2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 57/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines Accident and emergency procedures 7.8. Is there satisfactory evidence that the auditee has developed and implemented accident and emergency procedures? Effectiveness:To verify the effectiveness of the way that the auditee implements accident and emergency procedures, the auditor must at least evaluate that: •The auditee understands the importance of having documented emergency procedures which are also properly implemented •The auditee has visually displayed the accident and emergency procedures in a way that is clear for workers and first-aid personnel •The auditee has the procedures in place to immediately stop any operation where imminent and serious danger threatens workers’ safety and health •The auditee has the procedures in place to enable workers to safely evacuate the premises when needed •The auditee ensures these procedures are properly explained to: oSeasonal and temporary workersoNight workers oMigrant workers oPregnant women oYoung workers and other vulnerable workers Coherency:Furthermore, the auditor shall evaluate that the way that the auditee implements accident and emergency proceduresis consistent with the values and principles of amfori BSCI Code of Conduct •Do workers receive proper training on how to act in case of accident or emergency? Are there specific instructions for workers depending on the type of work or department? •Are the accident and emergency procedures based on the information gathered through the OHS riskassessment? Are the workers and their representatives involved in developing the procedures? •Is management, particularlysupervisors, trained on how to ensure workers follow the accident and emergency procedures? •Are there any grievances lodged with regard to the possible neglect of accident and/or emergency procedures? •Is there a procedure to control the effectiveness ofthe procedures? How often are they monitored? •Are members of a producer organization informed and trained on the need to develop and implement accidents and emergency procedures? 7.16 Is there satisfactory evidence that the auditee ensures evacuations plans meet legal requirements and that these plans are posted in relevant places so workers can see and understand them? Effectiveness: To verify the effectiveness of how the auditee ensures evacuation plans, the auditor must at least evaluate that: • The evacuation plans are easy to understand to evacuate all workers both from the production area and eventually from the entire building, when necessary • The evacuation plans also include dormitories or housing premises, if applicable • Evacuation plans in the workplace must be displayed and at least identify the: o Current position, on the premises, of the person who is reading the plan o Placement of the closest escape routes including emergency exits o Placements of fire extinguishers and any other firefighting equipment • The auditee keeps in mind the cultural diversity, languages and education level of the workforce to design an effective way to communicate the evacuation plan • Workers understand the evacuation plans and know how to follow them from their own standpoints • The evacuation plans take into consideration the type of activity, different working shifts and lay-out of the workplace and building to optima the evacuation process. In this context, work in the agriculture sector will require auditors the assessment on how evacuation from the fields or from the greenhouse installations can be done in a safe manner. Coherency: Furthermore, the auditor shall evaluate that the auditee ensures evacuation plans are consistent with the values and principles of amfori BSCI Code of conduct. • Are evacuation plans defined in a way to ensure a safe work environment as well as a safe housing place? • Are workers properly instructed on how to read them? Do they understand them? Do they know the easiest way to follow to exit the workplace? • Are there cases in the documented accident records that show if the evacuation plans have been or are effective? Were there any lessons learned? If so, have these lessons informed current planning? • How often are the workers trained on the evacuation plans? Are workers who deal with chemicals and other inflammable substances well-informed? • Are there communication channels that workers can use to alert about issues that could compromise a safe evacuation?

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2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 53/95 and 59/95

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(not covered in BSCI auditors guidelines)

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not covered in BSCI auditor guidelines)

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(not covered in BSCI auditors guidelines)

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(not covered in BSCI auditors guidelines)

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditors guidelines page 8/95 Executive summary of the audit report: The auditor must always fill out this field to provide an overview of the audit. (...) As a minimum, it will contain the following information: • Producer information o Legal entity: The auditor will provide an overview of main auditee’s company structure (e.g. company or cooperative) and sample farms or cooperative members (e.g. name, organizational structure, physical address, office address, business license number). o Business license: The auditor will report whether or not the business license assessed during the audit is valid and corresponds to the auditee. Business license verification Prior and during the audit, the auditor will review validity and scope of the business license. Attention is to be paid to: • Compliance with local law • Exactness of address • Correspondence between declared and actual number of business units. Faults in the business license will be reported in the executive summary and relevant findings will be captured under PA 1 Social Management Systems and Cascade Effect, PA 7 Occupational Health and Safety and PA 13 Ethical Business Behaviour. In case of flagrant misrepresentation, the auditor will report Zero Tolerance (see Annex 5). auditors guidelines page 93/95 13. 3 CRUCIAL QUESTION: Is there satisfactory evidence that the auditee takes the necessary measures to not be involved in falsifying information related to its activities, structure and performance; nor in any act of misrepresentation of its supply chain? Falsification, fraud and misinterpretation are purposeful actions intended to cause harm or loss to another party, for one’s own direct or indirect gain. They can relate to: • Auditee’s own scope of operations (e.g. invalid or fake business license, not declaring production units, misleading RSP holder or auditor to limit the scope of an amfori BSCI audit)

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2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 8/95 page 93/95

Auszug aus dem Standard:

page 15/386 CHAPTER 3: OBSERVANCE OF THE LAW Relevance of the amfori BSCI Code of Conduct: The amfori BSCI Code reflects universally-accepted international conventions, which most countries have already integrated into legislation. Therefore, business enterprises that respect the law most likely follow the amfori BSCI Code of Conduct already. First obligation of a company: Obeying the law is the first obligation of business enterprises, both the law that governs its headquarters as well as the domestic law of countries where they operate and/or source. Contradiction between amfori BSCI Code and domestic law amfori BSCI Code reflects universally-accepted international conventions. What, at first sight, may look like a contradiction between domestic legislation and amfori BSCI Code may eventually not be the case. Here some elements that may be taken into consideration: Reality Check In case of contradiction between the domestic law of the sourcing country and the amfori BSCI Code of Conduct, the stipulation that provides the highest protection to workers and the environment prevails. However, this needs to be pondered with a good understanding of the local context and possible constraints. amfori BSCI participants must be vigilant to avoid pushing their business partners into the dilemma of breaching of their domestic law to satisfy customer’s demands. Constructive dialogue amfori BSCI participants should use the opportunity to assess and define together with business partners:  the constraints faced when trying to implement the amfori BSCI Code of Conduct  best ways to protect workers without contravening the domestic law

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2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 14/386

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not covered in BSCI auditor guidelines

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines auditor guidelines page 11/95 Supply chain mapping The auditor shall use this section to collect information on the auditee’s significant business partners. Business partners do not need to be named but they need to be acknowledged at least with an identification number. The number can be provided by either the auditee or the auditor to preserve business confidentiality. Different types of business partners can be selected under the column title: “Type of business partners”. If a type of business partner is not included in the list, the auditor shall select “others (please specify)” and specify the type of business partner in the next column. Significance for the auditee: The auditor will fill in this information based on the information provided by the auditee on business relations, volume, dependency and/or risks. The following business partners must always be reported, if used by the auditee: • Recruitment agencies or brokers • Internally monitored farms: o Owned or contracted by the auditee o Owned by cooperative members Signed amfori BSCI Code of Conduct: The auditor shall verify and report if the business partner has signed the amfori BSCI Code with related Terms of Implementation. This evidence shall be collected from auditee records and, if possible, verified with the related business partner. auditors guidelines page 19/95 1.3. Is there satisfactory evidence that the auditee has a good overview of the significant business partners and their level of alignment with the amfori BSCI Code of Conduct? This question helps to assess the effectiveness and coherency of auditee’s minimum duty of care to select and have an overview of its significant business partners. In the case of the main auditee being a producer organisation, this question relates to the way such an organisation accepts and monitor its members. The auditee, and eventually its clients, face important social risks when it lacks an overview on the way its business partners (or members if relevant) respect the law and workers’ rights. These are examples of significant business partners to be monitored by the main auditee: • Subcontractors • Recruitment agencies • Catering service providers • Suppliers (including contracted farms) Effectiveness: To verify the effectiveness of the selection and monitoring of business partners (a members of the organisation, if relevant) the auditor must at least evaluate that the auditee: • Has a management system (or procedure) to select significant business partners or members • Has instructed relevant staff to take into consideration not only price and quality but also the willingness to respect the amfori BSCI Code of Conduct (or equivalent values and principles) • Monitors social performance of significant business partners and, when relevant, members. These verifications can be conducted by either its own personnel (as long as they are qualified to do so) or third parties mandated to conduct such assessments Coherency: Furthermore, the auditor shall evaluate if the selection of business partners and members is consistent with the values and principles of amfori BSCI Code of Conduct. • Does the auditee keep accurate information on its different significant business partners and, when relevant, members? • Does the auditee know how long business partners and/or members have been working with it? • How familiar is the auditee with the ways in which its business partners and members manage their own businesses? • Does the auditee keep records of any complaints received about its business partners and/or members? If yes, how has the auditee dealt with these complaints? 1.5. Is there satisfactory evidence that the auditee monitors how its business partners observe the amfori BSCI Code of Conduct? This question helps to assess the effectiveness and coherency of auditee’s monitoring practices established to assess its significant business partners’ observance of the amfori BSCI Code of Conduct. In the case of producer organisations, this question helps to assess the effectiveness and coherency of auditee’s monitoring practices established to assess its members’ observance of the amfori BSCI Code of Conduct. Effectiveness: To verify the effectiveness of monitoring, the auditor must at least evaluate that the auditee: • Has requested significant business partners and/or members to sign the amfori BSCI Code of Conduct and relevant Terms of Implementation (to be reported in the Supply Chain Mapping section in the amfori BSCI audit report) • Keeps copies of these signed amfori BSCI documents • Has institutionalised different processes to make necessary business decisions and/or any corrective actions to address risks found in the activities of business partners or members • Uses various ways to collect information from its business partners and members. These are some examples: o It requests regular transparent reporting related to social risks o It conducts internal auditing o It requests second-party or third-party audits • Has established internal processes to support members in adhering to the amfori BSCI Code of Conduct Coherency: Furthermore, the auditor shall evaluate the coherence of monitoring business partners and/or members within the overall auditee business practice. • How often does monitoring take place? • Who is responsible for monitoring? Is that person or those people competent (as a result of training or experience)? • How are the findings about business partners or members followed up? • What are the consequences if a business partner or member fails to observe the amfori BSCI Code of Conduct? • Who is informed about any relevant problem related to the business partner or member? • How does the auditee pass on this information (e.g. to a amfori BSCI Participant)? 1.6. Is there satisfactory evidence that the auditee has developed the necessary policies and processes to prevent and address any adverse human rights impacts that may be detected in its supply chain? This question helps to assess the effectiveness and coherency of auditee’s procedural practices established to prevent and address adverse human rights impacts. Infringement of human rights at the workplace or in the supply chain often occurs in a context of absence of principles and/or inadequate enforcement. Effectiveness: To verify the effectiveness of the policies and procedures to address adverse human rights impacts, the auditor must at least evaluate that: • Management understands that human rights impacts can be prevented and addressed • Management is aware of the correlation between poor working conditions and potential human rights violations • Management is aware of the adverse impact contractual terms and/or unplanned placement of orders may have on workers’ rights • Management is aware of risks of human rights violations intrinsic to its sector, industry or region Coherency: Furthermore, the auditor shall evaluate the coherence of policies and procedures within the overall auditee business practice. Prevention and remediation of any adverse human rights should at least permeate: • The regular risk assessment conducted in the company or organisation (e.g. occupational health and safety risk assessment), including owned farms • The decision-making process regarding human resources recruitment, management, dismissal as well as relations with business partners and members • The procedures in place to monitor recruitment practice, contractual and payment conditions applied by the auditee or by recruiting agencies and labour sub-contractors, if applicable • The available budget to address impacts and compensate victims (if relevant) • The systematic follow up and review of the measures taken 1.7. Is there satisfactory evidence that the auditee manages its business relations in a responsible manner? This question helps to assess the effectiveness and coherency of auditee’s responsible management of its business relation. Effectiveness: To verify the effectiveness of the way the auditee manages its business relations, the auditor must at least evaluate: • What communication channels allow business partners to explain their difficulties as well as progress towards aligning to the amfori BSCI Code of Conduct? • What is the basis for terminating contracts or business relations? • What are procedures to request quotations, negotiate delivering time and prices in a way that promotes responsible business relations? Coherency: Furthermore, the auditor shall evaluate that the way in which the auditee manages its business relations is consistent with the amfori BSCI Code of Conduct. The auditee does not need to stop business with business partners that do not observe the amfori BSCI Code of Conduct as long as those partners are transparent about their difficulties and take effective actions towards making improvements. also see page 35/386 of manual CHAPTER 12: RESPONSIBLE INTERRUPTION OF BUSINESS RELATIONS also see Annex 15: How to Pre-Assess Potential Business Partners

Referenzdokumente:

2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 11/95 page 19/95

Auszug aus dem Standard:

from TuV 5.1 Social compliance The social compliance of brand owner, manufacturer and production site shall be maintained with all statutory and regulatory requirements for the jurisdiction in which the manufacturing operations are located. Methodology for assessing and demonstrating compliance: The Brand owner, manufacturer and the factory/third-party producer shall Fulfil the requirements of SMETA or BSCI by providing a documented proof of SMETA or BSCI audit report conducted at production facility of Green Mark certified products; or (…) From BSCI auditor guidelines Auditors guidelines page 19/95 1.3. Is there satisfactory evidence that the auditee has a good overview of the significant business partners and their level of alignment with the amfori BSCI Code of Conduct? 1.5. Is there satisfactory evidence that the auditee monitors how its business partners observe the amfori BSCI Code of Conduct? 1.6. Is there satisfactory evidence that the auditee has developed the necessary policies and processes to prevent and address any adverse human rights impacts that may be detected in its supply chain? 1.7. Is there satisfactory evidence that the auditee manages its business relations in a responsible manner?

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2 PfG E 0014:01.2022 Page 6/12 amfori BSCI System Manual Page 19/95