Smeta_Audit_Report_of_Omkar_Corporation-2015

Audit company: Accordia Global Compliance Group Report reference OC/3/10/15 Date: 3/10/15 1
Supplier name: Omkar Corporation
Site country: India
Site name: Omkar Corporation
Parent Company name (of the site): Omkar Corporation
SMETA Audit Type: 2–Pillar 4–Pillar
Date of Audit 3/10/15

ACCORDIA GLOBAL COMPLIANCE GROUP
Audit Company Name
Accordia Global compliance group
Report Owner (payee)
Omkar Corporation
Sedex Company Reference:
(only available on Sedex System)
S:000000093346
Sedex Site Reference:
(only available on Sedex System)
P:000000200521
Audit Conducted By
Commercial Purchaser
NGO Retailer
Trade Union Brand Owner
Multi–stakeholder Combined Audit (select all that apply)
Auditor Reference Number:
(If applicable)
OC3/10/15
SMETA Declaration
I declare that the audit underpinning the following report was conducted in accordance with SMETA Best Practice
Guidance and SMETA Measurement Criteria.
Any exceptions to this must be recorded here (e.g. different sample size):
Auditor Name(s) (please list all including all interviewers):
Lead auditor: Sathiamoorthy
Team auditor :NA
Interviewers: Sathiamoorthy
Date:3/10/15

Non–Compliance Table
Issue
(please click on the issue title to go direct
to the appropriate audit results by clause)
Area of Non–Conformity
(Only check box when there is a non–
conformity, and only in the box/es where the
non–conformity can be found)
Record the number
of issues by line*:
ETI Base
Code
Local Law
Additional
Elements
(i.e. not part
of ETI code )
NC Obs GE
0 Management systems and code
implementation
1 Employment Freely Chosen
2 Freedom of Association
3 Safety and Hygienic Conditions 2
4 Child Labour
5 Wages and Benefits
6 Working Hours
7 Discrimination
8 Regular Employment
8A Sub–Contracting and
Homeworking
9 Harsh or Inhumane Treatment
10A Entitlement to Work
10B2 Environment 2–Pillar
10B4 Environment 4–Pillar
10C Business Ethics
*Please note the table above records the total number of Non compliances (NC), Observations (Obs) and Good
Examples (GE). This gives the reviewer an indication of problem areas but does not detail severities of each issue –
Reviewers need to check audit results by clause.

Summary of main findings: (positive and negative)
(Please give a short summary of the main findings per clause)
Audit Process
This Initial audit was conducted by Accordia Global Compliance Group. It was one man-day audit with one auditor in
one day assessed / verified the factory‟s operations against the ETI base code and local legislations as per
sampling protocol. .
Overview of opening Meeting and Management Response
At 10:00am, Auditor entered the facility. Then Auditor held an opening meeting according to the ETI base code and
law of the land. The facility management Mr.Manoj Dnyanmotha, Factory Manager, Mr Shakil bhatkar, Production
manager were present in the meeting. The management assured that they would extend their cooperation for the
audit.
A total of 30 Payroll and time records were reviewed. Out of 30 Payroll and time records, 10 payroll and time
records were reviewed from Current month August 2015, 10 from February 2015, and 10 from November 2014. 10
workers were interviewed including 3 females and 7 males.
The audit was one full day audit involved one auditor, the whole audit process as follows:
Opening meeting with management
Document review
Site tour
Worker interviews
Closing meeting
Positive observations:
No person below 18 years was employed by the factory
Workers are getting natural light/illumination at all times during the working period.
The factory management was co-operative during the audit and produced the entire required document.
The workplace was spacious with proper ventilation. There was no evidence of child/forced/bonded labour in the
factory
As confirmed by the employees during the interviews and as per the existing records verification there is no
evidence of discrimination, harassment and abuse or unfair disciplinary practices in the facility.
All workers are paid above the state minimum wages requirement.
Negative findings:
Working Conditions are Safe and Hygienic
It was noted that the service label tag was not tagged in any of the fire extinguishers
It was noted that an emergency light was not installed in the stair case leading from first floor to ground floor

Audit Details
A: Report #: OC 3/10/15
B: Time in and time out
(SMETA Best Practice Guidance and
Measurement Criteria recommends 9.00–
17.00 hrs. if any different please state why
in the SMETA declaration )
Day 1 Time in: 10.00am
Day 1 Time out: 6:00 pm
Day 2 Time in: NA
Day 2 Time out:
NA
Day 3 Time in: NA
Day 3 Time out: NA
C: Number of Auditor Days Used:
(number of auditor x number of days)
1 Manday 1 Person in 1 day
D: Audit type: Full Initial
Periodic
Full Follow–up
Partial Follow–Up
Partial Other – Define
E: Was the audit announced? (AAG
recommends a window of three weeks for
semi–announced, this gives optimum
results)
Announced
Semi – announced: Window detail: weeks
Unannounced
F: Was the Sedex SAQ available for
review?
Yes
No
If No, why not?
(Examples would be, site has not
completed SAQ, site has not been asked to
complete the SAQ.)
N/A
G: Any conflicting information SAQ/Pre-
Audit Info to Audit findings?
Yes
No
If Yes, please capture detail in appropriate audit by clause
H: Auditor name(s) and role(s): Sathiamoorthy/Lead Auditor
I: Report written by: Sathiamoorthy
J: Report reviewed by: Edgar Ibarra
K: Report issue date: October 13, 2015
L: Supplier name: Omkar corporation
M: Site name: Omkar corporation

N: Site country: India
O: Site contact and job title: Mr.Manoj Dnyanmothe/Factory Manager
P: Site address:
(Please include full address)
Building D-1, Unit no 110 to 115,Unit D-2 ,110 to 112 ,Harihar
complex, Mankoli Naka,Dapode,Bhiwandi-421302,India.
Site phone: 9323128856,8879579888
Site fax: Not Available
Site e–mail: sales@omkarcorporation.net
Q: Applicable business and other legally
required licence numbers:
for example, business license no, and
liability insurance
Factory Licence - 110382 valid up to 31st December 2017
Fire NOC – 205/015 valid upto 31
th
March 2016
PAN no AKPPD7663K
Pollution consent MPCB /SROB/G/O/23 valid upto 31/3/2018
IEC NO 0306080800
R: Products/Activities at site, for example,
garment manufacture, electricals, toys,
grower
Manufacturing of readymade garments and Christmas decorations
such as wired edge ribbons, Christmas table tops, table runners, tree
skirts and home furnishing such as curtain, cushion, table mat.
cutting/stitching/finishing/packing/dispatch
S: Audit results reviewed with site
management?
Yes
T: Who signed and agreed CAPR
(Name and job title)
Mr.Manoj Dnyanmothe
U: Did the person who signed the CAPR
have authority to implement changes?
Yes
V: Present at closing meeting (Please state
name and position, including any
workers/union reps/worker reps):
Manoj Dnyanmothe-Factory Manager
Mr.Shakil Bhatkar Production Manager
Mr Sathiamoorthy – Lead Auditor
Mr Mangesh – Workers Representive
W: What form of worker representation /
union is there on site?
Union (name)
Worker Committee
Other (specify)
None
X: Are any workers covered by Collective
Bargaining Agreement (CBA)
Yes No
Y: Previous audit date: N/A
Z: Previous audit type: SMETA 2–
pillar
SMETA 4–
pillar
Other

Full Initial
Periodic
Full Follow–Up
Audit
Partial Follow–
Up
Partial Other*
*If other, please define:

Audit Scope/Actual Results
Criteria Local Law
(Please state
legal
requirement)
Actual at the
Site
(Record site
results against
the law)
Is this part of a
Collective
Bargaining
Agreement?
A: Standard/Contracted work hours:
(Maximum legal and actual required working hours
excluding overtime, please state if possible per day,
week and month)
Legal maximum:8
hour per day
48 hour per week
Legal maximum:8
hour per day
48 hour per week
Yes
No
B: Legal Overtime hours:
(Maximum legal and actual overtime hours, please state
if possible per day, week and month)
Legal maximum:
2 hours per day,
12 hours per
week, 50 hours
per quarter:
None Noted Yes
No
C: Legal age of employment:
(Minimum legal and actual minimum age at site)
14years complete
with restricted
work for young
workers 18years
for adult workers
20 years
D: Legal minimum wage for standard/contracted hours:
(Minimum legal and actual minimum wage at site,
please state if possible per hr, day, week and month)
Legal minimum:
The stipulated
minimum wages
for the
Government of
Maharashtra
zone 1 is as
follows:
Effective from 1
st
July 2015
Un-Skilled –
INR 10085 per
month
Semi –Skilled –
INR 10610 per
month
Skilled –
INR 11345 per
month
Legal minimum:
The stipulated
minimum wages
for the
Government of
Maharashtra
zone 1 is as
follows:
Effective from 1
st
July 2015
Un-Skilled –
INR 10104 per
month
Skilled –
INR 11345 per
month
No semi-skilled
workers
Yes
No
E: Legal minimum overtime wage:
(Minimum legal and actual minimum overtime wage at
site, please state if possible per hr ,day, week and
month)
Legal minimum:
200% of the rate
of ordinary wages
Legal minimum:
200% of the rate
of ordinary wages
Yes
No

Audit Scope
(Please select the code and additional requirements that were audited against during this audit)
2–Pillar Audit
10B4: Environment 4–Pillar
10C: Business Ethics
All groups of workers are included in the scope of this audit such as; Direct employees, Casual
and agency workers, Workers employed by service providers such as security and catering staff
as well as workers supplied by other contractors.
Note: The main focus of this ethical audit is on the ETI Base Code and local law. The additional elements will not be
audited in such depth or scope, but the audit process will still highlight any specific issues.
This report provides a summary of the findings and other applicable information found/gathered during the social audit
conducted on the above date only and does not officially confirm or certify compliance with any legal regulations or
industry standards. The social audit process requires that information be gathered and considered from records
review, worker interviews, management interviews and visual observation. More information is gathered during the
social audit process than is provided here. The audit process is a sampling exercise only and does not guarantee that
the audited site prior, during or post–audit, are in full compliance with the Code being audited against. The provisions
of this Code constitute minimum and not maximum standards and this Code should not be used to prevent companies
from exceeding these standards. Companies applying this Code are expected to comply with national and other
applicable laws and where the provisions of law and this Code address the same subject, to apply that provision which
affords the greater protection. The ownership of this report remains with the party who has paid for the audit. Release
permission must be provided by the owner prior to release to any third parties.
Audit Overview
Management Worker Representatives
Audit attendance Senior management Worker Committee
representatives
Union representatives
A: Present at the opening meeting? Yes No Yes No Yes No
B: Present at the audit? Yes No Yes No Yes No
C: Present at the closing meeting? Yes No Yes No Yes No
D: If Worker Representatives were not
present please explain reasons why
(only complete if no worker reps present)
workers representative present
E: If Union Representatives were not
present please explain reasons why:
(only complete if no union reps present)
NA as Workers have not formed any union in the facility or are they
associated with any outside union.

F: Site description:
(Include size, location and age of site. Also
include structure and number of buildings)
The audited facility “Omkar Corporation situated in Building D-1,Harihar
complex, Mankoli Naka,Dapode,Bhiwandi-421302,India
The factory has situated in first floor of industrial building. The facility
area is 24485 square feet, production area up area is 21500square feet
At present 70 employees are Employed including Management. (male
52 female 18 ).
On the day of audit all 64 employees were present(male 46 female 18)
The factory was working in general shift only
Working time is 9.00am to 6.30pm with lunch 1 to 2 pm and 2 tea breaks
of 15 min before and after lunch
Weekly off - Friday
Employee wages are calculated on Monthly-rate basis.
This place is around 35 kms from the nearest airport (Mumbai).The
operation starts from November 2013
The facility premises were found to be neat and clean and people
working were found satisfied with the management.
Factory involved in manufacturing of readymade garments and
christmas decoration such as wired edge ribbons, christmas table top,
table runner, tree skirt and home furnishing such as curtain, cushion,
table mat.
Production
Building (Industrial
complex)
Description Remark, if any
First floor
Fabric
Inward/Cutting,
packing, Stitching,
Packing, Finishing
and Dispatch
NA
Is this a shared
building?
NO NA
G: Site function: Agent
Factory Processing/Manufacturer
Finished Product Supplier
Grower
Homeworker
Labour Provider
Pack House
Primary Producer
Service Provider

Sub–Contractor
H: Month(s) of peak season:
(if applicable)
Consistent throughout the year
I: Process overview:
(Include products being produced, main operations, number of production lines, main equipment used)
The factory established from November 2013
The total capacity is around 60,000 garments and 50,000pieces (Christmas and home furnishing items] per month (as
per management).
Process flow is as below:
fabric inward, cutting, stitching, packing and dispatch
Factory works on only general shift from 9.00 A.M to 6.30 PM including 60 minutes lunch break and 02 tea breaks of
15 minutes each
Friday is the weekly off for the employees.
J: Attitude of workers:
(Include their attitude to management, workplace and the interview process. Both positive and negative information
should be included) Note: Do not document any information that could put workers at risk
Attitude of the workers was found positive/supportive towards the management of the establishment and workers are
getting their wages on time and as per legal required minimum wages act.
It was observed that all the workers are freely working in the establishment.
10 workers Interviewed (in group & individual) were in a private secured place in the absence of management. The
workers informed that they are happy to work in this facility and are satisfied with the working culture.
No negative comments were received from the workers & staff against the management.
The most important things stated by the workers that wages is distributed by the management on time.
K: Attitude of workers committee/union reps:
(Include their attitude to management, workplace and the interview process. Both positive and negative information
should be included) Note: Do not document any information that could put workers at risk
No union in the factory, however worker committee exists in the factory. Worker committee meetings were held for all
worker grievances. Factory has installed suggestion box also for any worker grievances. Furthermore, factory has an
open door policy and workers can directly contact their top management when they have any grievances or anything
related to working condition, safety, etc. Workers are happy with the attitude of the management
L: Attitude of managers:
(Include attitude to audit, and audit process. Both positive and negative information should be included)
The factory management showed a positive attitude to the audit during the whole process. All documentation
requested for review was provided timely. At the end of the audit all the non-compliances were accepted by the
facility. The facility management showed strong commitment for taking corrective actions against the Non-
Conformances.

Key Information
(click on the key information title to go to appropriate section of the report)
A: Do all workers (including migrant workers)
have contracts of employment/employment
agreements?
(Go to clause 8 – Regular Employment)
Yes
No
B: Are maximum standard/contracted
working hours clearly defined in
contract/employment agreements?
(Go to clause 8 – Regular Employment)
Yes
No
C: Were appropriate records available to
verify hours of work and wages?
(Go to clause 5 – Living Wage)
Yes
No
D: Were any inconsistencies found?
(if yes describe nature)
(Go to Wages Table)
Yes Poor record keeping
No Isolated incident
Repeated occurrence
E: For the lowest paid production workers,
are wages paid for standard/contracted
hours (excluding overtime) below or above
the legal minimum?
(Go to clause 5 – Living Wage)
Wages found: Please indicate the breakdown of workforce
according to earnings:
Below legal
min
Meet
Above
____% of workforce earning under min wage
_10__% of workforce earning min wage
__90_% of workforce earning above min wage
F: % of piece rate workers:
(if applicable)
0%
G: Do the standard/contracted hours stated
in a contract/employment agreement exceed
the law or 48 hours per week?
(Go to clause 6 – Working hours)
Yes
No
H: If yes, what are the standard/contracted
hours per week as stated in the
contract/employment agreement?
(Go to clause 6 – Working hours)
__NA___
hrs/week
Approx. _____NA___ _% of ALL workers on these
contacted hours
I: Combined hours (standard/contracted plus
overtime = total hours) over 60 per week
found?
(Go to Working Hours Analysis)
Yes
No
J: Are workers provided with 1 day off in
every 7-day-period, or 2 in 14-day-period
(where the law allows)?
Yes Friday is the weekly off
No
If „No‟, please explain:

K: Are the correct legal overtime premiums
paid?
(Go to Wages Table)
Yes
No
N/A
L: Please state what actual OT is paid.
(As a percentage of the workers standard
rate)
(Go to Working Hours Analysis)
Please give details of overtime premium as a % of standard wages:
0%
1% – 115%
116% – 124%
125% – 199%
200%+
Please give details: No overtime conducted in the factory
M: Is there any night production work at the
site?
Yes
No
N: % of workers living in site provided
accommodation (if applicable):
0%
O: Age of youngest worker found:
(Go to clause 4 – Child labour)
20 completed
P: Workers under 18 subject to hazardous
work assignments?
(Go to clause 3 – Health and Safety)
Yes
No
% of under 18‟s at this site (of total workers) 0%
Q: What form of worker representation/union
is there on site?
(Go to clause 2 – Freedom of Association)
Union (name)
Worker Committee
Other (specify) Suggestion box provided and factory has the open
door policies
None
R: Is it a legal requirement to have a union?
Yes
No
S: Is It a legal requirement to have a workers
committee?
Yes
No
As per Industrial Disputes Act, 1947,Section-3. Works Committee(1) In
the case of any industrial establishment in which one hundred or more
workmen are employed or have been employed on any day in the
preceding twelve months, the appropriate government may by general
or special order require the employer to constitute in the prescribed
manner a Works Committee consisting of representatives of employers
and workmen engaged in the establishment, so however that the
number of representatives of workmen on the Committee shall not be
less than the number of representatives of the employer. The
representatives of the workmen shall be chosen in the prescribed
manner from among the workmen engaged in the establishment and in
consultation with their trade union, if any, registered under the Indian
Trade Unions Act, 1926 (16 of 1926).

T: Is there any other form of effective
worker/management communication
channel? (Other than union/worker
committee)
Yes
No
Describe: Suggestion box was installed.The management also has
open door policy, where in case
of urgency workers can approach the senior manager and also workers
are free to get in touch with the management through their reporting
structure.
U: Are there any External Processes?
(Go to clause 8A – Sub–contracting and
Home working)
Sub–Contracting
Homeworking
Other External Process
No external processes

Management Systems:
A: Nationality of Management Indian
B: Gender breakdown of Management +
Supervisors (Include as one combined
group)
Male: __100_ %
Female_0`____ %
C: Majority nationality of workers Indian
D: Number of workers leaving in last 12
months as a % of average total number of
workers on site over the year (annual worker
turnover)
___10__ %
E: Were accurate records shown at the first
request?
Yes
No
F: If No, why not? N/A
G: In the last 12 months, has the site been
subject to any fines/prosecutions for non–
compliance to any regulations?
Yes
No
Please describe:
H: Do policies and/or procedures exist that
reduce the risk of forced labour, child labour,
discrimination, harassment & abuse?
Yes
No
Please describe: All policies and procedures exist that reduce the risk
of forced labour, child labour, discrimination, harassment & abuse
I: If Yes, is there evidence (an indication) of
effective implementation? Please give
details.
Factory has displayed all the social policies on the notice board.
Factory has maintained age proof of all employees. During the worker
interview no evidence of force labor, child labour discrimination and
harassment in the factory
J: Have managers and workers received
training in the standards for forced labour,
child labour, discrimination, harassment &
abuse?
Yes
No
Managers and Workers Training was conducted on – 1/7/15 , covering
topics of forced labour, child labour, discrimination, harassment &
abuse, along with ETI base codes
K: If Yes, is there evidence (an indication)
that training has been effective e.g. training
records etc.? Please give details
Yes - Training records was reviewed by Auditor. It was also confirmed
by workers during their interview
L: Are there published, anonymous and/or
open channels available for reporting any
violations of Labour standards and H&S or
any other grievances to a 3
rd
party?
Yes
No
Please describe:
M: If Yes, are workers aware of these
channels? Please give details.
Main third party authorities number were posted in noticeboard & all
labor standard& H&S policies are displayed

N: Have health and safety risks been
identified e.g. through internal audits, formal
risk analysis process, worker involvement
etc.?
Yes
No
Please describe: risk assessment conducted on 1/6/2015
O: If Yes, has effective action been taken to
reduce or eliminate these risks?
Risk assessment conducted on 1/6/15 all process and all the risks are
eliminated
P: Are accidents recorded? Yes
No
Please describe:
Q: Has the auditor made a simple calculation
to compare capacity with workers‟ work load
in order to identify possible unrecorded work
hours?
Yes
No
Please describe: No Noted
R: Does the site have all required land rights
licenses and permissions (see SMETA
Measurement Criteria)?
Yes
S; Does the site have any internationally
recognised system certifications e.g. ISO
9000, 14000, OHSAS 18000, SA8000 (or
other social audits).
Please detail (Number and date).
Nil
T: Is there a Human Resources
manager/department?
If Yes, please detail.
Yes
No
Please describe: Mr.Promod /HR Executive

Worker Analysis
Local Migrant
Total
Permanent Temporary Agency Permanent Temporary Agency
Home
workers
Worker numbers –
male
52
0 0 0 0 0 0
52
Worker numbers –
female
18
0 0 0 0 0 0
18
Total 70 0 0 0 0 0 0 70
Number of Workers
interviewed
10 0 0 0 0 0 0 10
Contractors:
(Individuals supplying workers to site with the workers paid by contractors, not by site)
A: Any contractors on site?
Yes
No
B: If Yes, how many workers supplied by
contractors
NA
C: Are all contractor workers paid according
to law?
Yes
No
If Yes, Please give evidence for contractor
workers being paid according to law:
NA
Migrant Workers:
(Please see SMETA Best Practice Guidance and Measurement Criteria for definitions of migrant workers)
D: Originating
Locations/Countries:
NA
E: Type of work undertaken by
migrant workers :
NA
F: Were migrant workers
recruited through an agency?
If yes, please give details.
Yes
No
Please describe:
If Yes, is there a contract with
the agency? Provide details of
NA

agencies and contractual
arrangements including any fees
lodged during the recruitment
process.
G: Does the site have a system
for checking labour standards of
agencies?
If yes, please give details.
Yes
No
Please describe: NA
H: Percentage of migrant
workers in company provided
accommodation:
NA

0: Management systems and Code Implementation
0: Managements system and Code Implementation
(click here to return to NC Table)
0.1 Suppliers are expected to implement and maintain systems for delivering compliance to this Code.
0.2 Suppliers shall appoint a senior member of management who shall be responsible for compliance with the Code.
0.3 Suppliers are expected to communicate this Code to all employees.
0.4 Suppliers should communicate this code to their own suppliers and, where reasonably practicable, extend the
principles of this Ethical Code through their supply chain.
Current Systems and Evidence Examined
To complete „current systems‟ Auditors examine policies and written procedures in conjunction with
relevant managers, to understand, and record what controls and processes are currently in place e.g. record
what policies are in place, what relevant procedures are carried out, who is/are responsible for the
management of this item of the code. Evidence checked should detail any documentary or verbal evidence
shown to support the systems.
Current systems:
The establishment has implemented and maintained a strong system and taken care of ETI code of conduct‟s
requirements in an effective manner.
Mr. Manoj Dnyanmothe was monitoring and responsible for social compliance representative to implement ETI base
code at work place.
It has been noted that ETI base code has been communicated to all employees and also communicated to all their
suppliers.
Evidence examined – to support system description (Documents examined & relevant comments. Include
renewal/expiry date where appropriate):
The management has displayed ETI code of conducts at main entrance, production area, visitor sitting area & notice
board and all the workers are aware about the ETI requirements,
Policy on forced labour
Policy on child labour
Policy on discrimination
Policy on general human rights
Abstracts of legal laws

Non–compliance:
1. Description of non–compliance:
NC against ETI NC against Local Law:
No non-conformance observed on the day of audit
Local law or ETI requirement: N/A
Recommended corrective action: N/A
Objective evidence
observed: NA
(where relevant please
add photo numbers)
Observation:
Description of observation: None
Local law or ETI requirement: NA
Comments: NA
Objective evidence
observed: NA
Good Examples observed:
Description of Good Example (GE):
None
Objective evidence
observed: NA

1: Employment is Freely Chosen
1: Employment is Freely Chosen
(Click here to return to NC–table)
ETI
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their
employer after reasonable notice.
To complete „current systems‟ Auditors examine policies and written procedures in conjunction with relevant
managers, to understand, and record what controls and processes are currently in place e.g. record what policies are
in place, what relevant procedures are carried out, who is/are responsible for the management of this item of the code.
Evidence checked should detail any documentary or verbal evidence shown to support the systems.
Current systems:
On the day of audit, there was no evidence of the forced or involuntary prison labor.
Through interview with the employees and review of document it was noted that, workers are recruited through a
personal interview and the job application clearly indicated that each applicant is seeking employment voluntarily.
There is no presence of any prison labour at the work place.
Factory had documented policy against forced, bonded or involuntary labour.
All verified workers personnel files were found with application forms with worker seeking appointment on voluntary
basis.
Workers interview confirmed that they are free to leave the premises as per their choice and they are not required any
kind of deposits with the employer.
The establishment is paying wages to workers on time and all the workers leave the facility on at the same time.
Workers do not need to deposit any kind of money, certificate/original documents at the time of employment.
Workers can resign any time after giving a reasonable notice.
No nonconformity was observed pertaining to forced labour during the audit.
Worker‟s appointment letter, Xerox copies of worker‟s identity/voter id and other documents
Non–compliance:
NC against ETI NC against Local Law:
Objective evidence
observed:NA
add photo numbers)

Observation:
Comments: NA
Objective evidence
observed: NA
None
Objective evidence
observed: NA

2: Freedom of Association and Right to Collective Bargaining are Respected
2: Freedom of Association and Right to Collective Bargaining are Respected
(Click here to return to Key Information)
ETI
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain
collectively.
2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
2.3 Workers‟ representatives are not discriminated against and have access to carry out their representative
functions in the workplace.
2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer
facilitates, and does not hinder, the development of parallel means for independent and free association and
bargaining.
managers, to understand, and record what controls and processes are currently in place e.g. record what policies
are in place, what relevant procedures are carried out, who is/are responsible for the management of this item of
the code. Evidence checked should detail any documentary or verbal evidence shown to support the systems.
Current systems:
Workers without distinction, have the right to join any union or form trade unions of their own choosing and to
bargain collectively.
Factory provided confidential suggestion box for the workers in which workers can put their suggestions and
complaints without any fear of repercussion.
There was no evidence of suppression of workers‟ rights.
No union exists in the factory and worker committee exists for the workers grievances if any
Factory has installed suggestion box for the worker grievances and factory has open door policy whereas workers
can communicate their grievances to their management at any time
The factory has a policy of supporting and protecting freedom of association of their employees.
Policy related to freedom of association has been reviewed and found suitable.
Through interview with the employees and review of documentation it was noted that workers are free to raise
concerns about their problems and management was found to be very supportive.
Non–compliance:
NC against ETI NC against Local Law
Objective evidence
observed: NA
(where relevant please add
photo numbers)

Observation:
Description of observation:
None
Comments: NA
Objective evidence
observed: NA
A: Name of union and union
representative, if applicable:
Factory does not have a union Is there evidence of free elections?
Yes No N/A
B: If no union what is parallel means of
consultation with workers e.g. worker
committees?
Factory has formed a worker
committee and committee
meetings were held.
Furthermore, factory provided a
suggestion box and an open
door policy in which workers can
communicate directly with top
management /HR in case of a
grievance.
Is there evidence of free elections?
Yes No N/A
C: Were worker representatives/union
representatives interviewed
Yes No NA
If Yes, 2 workers representative were interviewed and no concern was
found
D: State any evidence that
union/workers committee is effective?
Specify date of last meeting; topics
covered; how minutes were
communicated etc.
Yes As per management, workers committee meetings will be held on
regular intervals. Last meeting was held on 7/28/15 with the members of
management and workers.
E: Are any workers covered by
Collective Bargaining Agreement (CBA)
Yes No
F: If Yes what percentage by trade
Union/worker representation
__N/A__% workers covered by
Union CBA
___N/A_% workers covered by
worker rep CBA

G: If Yes, does the Collective
Bargaining Agreement (CBA) include
rates of pay
Yes
No
None
Objective evidence
observed: NA

3: Working Conditions are Safe and Hygienic
3: Working Conditions are Safe and Hygienic
ETI
3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the
industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health
arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably
practicable, the causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded Health & Safety training, and such training shall be repeated for
new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall
be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
3.5 The company observing the code shall assign responsibility for Health & Safety to a senior management
representative.
Current systems:
Mr Manoj Dnyanmothe the management representative and responsible for health, safety, and environments
activities implementation at the facility.
All electrical points were properly insulated
Workplace environment appeared to be clean and safe.
Factory has properly trained employees in the operation of firefighting equipment. (Through worker interviews)
The establishment was found very open and properly ventilated.
Potable drinking water provided to all workers in all time to the workers and water analysis done by the authorised
agency on 18/5/15
Factory has conducted fire fighting training and mock drill in regular intervals and last fire training conducted on
12/8/15 and recent mock drill conducted on 21/7/15
First aid training was conducted from 25/5/15 for 5 employees
16 fire extinguisher and one first aid box is installed as per law
Factory provided gender provided toilets as per law.
Medical check-up records of workers, facility layout, fire alarm, fire extinguishers, emergency lights and emergency
route posted at each door.
Health and safety policy
Health and safety committee minutes
Training records and certificates
Fire equipment maintenance records
Fire drill records

Non–compliance:
It was noted that service label tag was not tagged in any of the fire extinguishers
Local law or ETI Requirement
ETI Base code 3.1 A safe and hygienic working environment shall be provided,
bearing in mind the prevailing knowledge of the industry and of any specific hazards.
Adequate steps shall be taken to prevent accidents and injury to health arising out of,
associated with, or occurring in the course of work, by minimising, so far as is
reasonably practicable, the causes of hazards inherent in the working environment
According to Section 38 (1 & 2) of The Factories Act, 1948, Every factory shall provide
and maintain 1) a) safe means of escape for all person in the event of fire and b) the
necessary equipment and facilities for extinguishing fire
2) Effective measures shall be taken to ensure that in every factory all the workers are
familiar with the means of escape in case of fire and have been adequately trained in
the routine to be followed in such cases.
Recommended corrective action
It is recommended that factory shall ensure to tag service label tag in the fire
extinguisher
Management comments
Management accepted the finding and ensured to take the corrective action
It was noted that emergency light was not installed in the stair case leading from first
floor to ground floor
Local law or ETI Requirement
ETI Base code 3.1 A safe and hygienic working environment shall be provided,
bearing in mind the prevailing knowledge of the industry and of any specific hazards.
Adequate steps shall be taken to prevent accidents and injury to health arising out of,
associated with, or occurring in the course of work, by minimising, so far as is
reasonably practicable, the causes of hazards inherent in the working environment
According to Section 38 (1 & 2) of The Factories Act, 1948, Every factory shall provide
and maintain 1) a) safe means of escape for all person in the event of fire and b) the
necessary equipment and facilities for extinguishing fire
2) effective measures shall be talken to ensure that in every factory all the workers are
familiar with the means of escape in case of fire and have been adequately trained in
the routine to be followed in such cases.
Recommended corrective action
It is recommended that factory shall ensure to install emergency light as per law
Objective evidence
observed:
During factory tour
Photo 13
Objective evidence
observed:
During factory tour

Management comments
Management accepted the finding and ensured to take the corrective action
Observation:
Recommended corrective action: NA
Objective evidence
observed: NA
None
Objective Evidence
Observed: NA

4: Child Labour Shall Not Be Used
4: Child Labour Shall Not Be Used
ETI
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the
transition of any child found to be performing child labour to enable her or him to attend and remain in quality
education until no longer a child.
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the provisions of the relevant ILO Standards.
Current systems:
The establishment has posted “No child labour” board at the main gate.
All workers have been interviewed and each individual worker said that they are above 18 years of age.
Top management has been interviewed and said that they verify the age of worker before hiring them and keep a
valid age proof of each employee.
There is no evidence of child labour employment was found at the time of audit.
Auditor has seen the child labor policy which factory has displayed at main notice board and outside of the factory.
For ensuring no child labor in the factory, factory has maintained age proof in all personal files in form of school
leaving certificated, Voter ID cards, Aadhar Cards and dental age proof and auditor has verified 10 personnel files.
Non–compliance:
No non-conformance observed on the day of audit.
Local law and/or ETI requirement: NA
Objective evidence
observed: NA
add photo numbers)

Observation:
Comments: NA
Objective evidence
observed: NA
Description of Good Example (GE): None Objective Evidence
Observed: NA

5: Living Wages are paid
5: Living Wages are Paid
(Click here to return to Key information)
ETI
5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry
benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and
to provide some discretionary income.
5.2 All workers shall be provided with written and understandable information about their employment conditions in
respect to wages before they enter employment and about the particulars of their wages for the pay period
concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages
not provided for by national law be permitted without the expressed permission of the worker concerned. All
disciplinary measures should be recorded.
the code. Evidence checked should detail any documentary or verbal evidence shown to support the systems .
Current systems:
As per reviewed payroll for the sampled months, the facility has paid more than
Minimum wages to all employees.
None of the employees are paid on a piece rate basis.
The wages to employees are disbursed monthly by the 7th of each month.
Workers are getting wages through bank transfer.
Factory extends social benefits to all eligible employees as per law
The facility is providing above the minimum wages to all workers; Overtime is being paid at premium rate as per
law
Auditor has verified 3 months of wage and time records from August 2015,February 2015, and November2014.
Also Leave records, Wages slip, muster roll, and bonus records
Non–compliance:
Local law and/or ETI requirement: NA
Objective evidence
observed: NA
add photo numbers)

Observation:
Comments: NA
Objective evidence
observed: N A
None
Objective Evidence
Observed: NA
Wages analysis:
Wages analysis:
A: Sample Size Checked
(State number of worker records checked and
from which weeks/months – should be current,
peak and random/low. Please see SMETA
Best Practice Guidance and Measurement
Criteria)
10-August 2015
10-February 2015
10-Novemebr 2014
B: Are there different legal minimum wage
grades? If Yes, please specify all.
Yes
No
Legal minimum:
Legal minimum:
The stipulated minimum wages for the
Government of Maharashtra zone 1 is as
follows:
Effective from 1
st
July 2015
Un-Skilled –INR 10085 per month
Semi –Skilled –INR 10610 per month
Skilled –INR 11345 per month
C: If there are different legal minimum grades,
are all workers graded correctly?
Yes
No
N/A
If No, please give details:
D: What deductions are required by law e.g.
social insurance? Please state all types:
Provident fund and ESIC for the eligible employees
Statuary deduction towards ESI [employee state insurance]
Employee State Insurance (ESI)
ESI – 1.75%

ESI – 4.75%
E: Have all of these deductions been made?
Please list all deductions that have/have not
been made.
Yes
No
If Yes, Please list all deductions that have been
made: Provident fund and ESIC for the eligible
employees
If No, please give details on any deductions
which have not been made:
F: Industry norm for this region:
(please include time period e.g.
hour/week/month)
Same as per Law
Wages table
Wages table
(Click here to return to Key information)
Worker Type
Process Operator
(Lowest paid)
Process Operator
(Average paid)
Process Operator
(Highest paid)
Select from individual worker records one worker from, lowest, average and highest wages and populate the
boxes. Ensure comparison is made for same pay period and only uses full–time workers. See SMETA Best
Practice Guidance and Measurement Criteria for completing this:
A: Pay period:
(State month selected)
Aug 2015 Aug 2015 Aug 2015
B: Anonymous Employee
Reference/Dept.
Fusing Stitching Pressing
C: Employee Gender Female Female Male
D: Contracted/Standard
working hours:
(excluding OT – please
include time period e.g.
hour/week/month)
8 hour per day 48 hour
per week/16 days
per week/13days
per week/27 days
E: Contracted /Standard
work pay rate:
(excluding OT – please
hour/week/month)
10,104 11,345 16,500
F: Standard day overtime –
hours:
(please include time period
e.g. hour/week/month)
nil nil nil
G: Standard day overtime –
wage:
nil nil nil

H: Rest day overtime –
hours: (please include time
period e.g. hour/week/month)
nil nil nil
I: Rest day overtime – wage:
nil nil nil
J: Statutory Holiday overtime
– hours:
nil nil nil
K: Statutory holiday OT –
wages:
nil nil nil
L: Total overtime hours:
nil nil nil
M: Incentives/Bonus/
Allowances etc.:
nil nil nil
N: Gross wages:
5,987 5,462 16,500
O: Social insurance and
other deductions; please list
which and amount.
788 720 200
P: Actual wage paid after
deduction:
5199 4742 16300
Comments:
(Please state here any specific reasons/circumstances that explain the lowest and highest gross wages)
Q: Is there a defined living wage:
This is not normally minimum legal
wage. If answered Yes please state
amount and source of info:
Please see SMETA Best Practice
Yes
No
Please specify amount/time period: N/A

Guidance and Measurement Criteria.
R: Are workers paid in a timely
manner in line with local law?
Yes
No
S: Is there evidence that equal rates
are being paid for equal work:
Yes No
Details: Equal rates are given for the both the gender for equal work
T: How are workers paid: Cash
Cheque
Bank Transfer
Other
If other explain:

6: Working Hours are not Excessive
6: Working Hours are not Excessive
ETI
6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below,
whichever affords the greater protection for workers. Sub–clauses 6.2 to 6.6 are based on international labour
standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the
extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to
replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to
be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any 7 day period shall not exceed 60 hours, except where covered by clause 6.5
below.
6.5 Working hours may exceed 60 hours in any 7 day period only in exceptional circumstances where all of the
following are met:
– this is allowed by national law;
– this is allowed by a collective agreement freely negotiated with a workers‟ organisation representing a
significant portion of the workforce;
– appropriate safeguards are taken to protect the workers‟ health and safety; and
– The employer can demonstrate that exceptional circumstances apply such as unexpected production
peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every 7 day period or, where allowed by national law, 2
days off in every 14 day period.
Current systems:
Normal working days at the facility are Saturday to Thursday and Friday is the weekly
Day off.
Manual time recording with acknowledgement of workers is performed for the purpose of recording time.
The factory operates one shift from 9.00 am to 6.30 pm with a 60 minute lunch and 2 tea breaks before and after
lunch each lasting 15 minutes
Overtime is not performed at the factory
Work times and rest day information is displayed at the main notice board of the facility.
Factory provides Fridays off to all the employees
The facility is providing all national holidays & festival holidays with wages in one calendar year.

Payroll (for sampled months August 2015 ,February 2015,November 2014)
Time records (for sampled months August 2015 ,February 2015,November 2014)
Production records (from work areas to check for discrepancies)
Leave records
Muster roll
Minimum wage circular
Non–compliance:
Local law and/or ETI requirement:
NA
Objective evidence
observed: NA
add photo numbers)
Observation:
Comments: NA
Objective evidence
observed: NA
None
Objective Evidence
Observed: NA

Working hours analysis
Working hours analysis
Please include time period e.g. hour/week/month
(Go back to Key information)
Systems & Processes
A. What timekeeping systems are
used: time card etc.
Describe: Automated time recording with acknowledgement of workers
B: Sample Size Checked
(State number of worker records
checked and from which
weeks/months and type – should
be current, peak and random/low:
See SMETA Best Practice
Guidance and Measurement
Criteria)
10- August 2015
10 -February 2015
10- November 2014
C: Do ALL workers have
contracts/employment
agreements?
Yes
No
If NO, state which type of workers do NOT have
contracts/employment agreements:
D: Are standard/contracted working
hours defined in all
contracts/employment
agreements?
Yes
No
If NO, please state which type of workers do NOT have
standard hours defined in contracts/employment
agreements.
E: Are there any other types of
contracts/employment agreements
used?
Yes
No
If YES, Please complete as appropriate:
0 hrs Part time Variable hrs Other
If “Other”, Please define:
Standard/Contracted Hours worked
F: Do standard/contracted standard
hours ever exceed the law or 48
hours per week?
Yes
No
If YES give details and comparison (local law/48 hrs week)
NA
G: What are the actual
standard/contracted hours worked
in sample (State per week/month)
Highest
hours:
248 hours per month
Lowest
hours:
104 hours per month
H: Any local waivers/local law or Yes If YES, Please give details

permissions which allow
averaging/annualised hours for this
site?
No
Overtime Hours
I: Actual overtime hours worked in
sample (State per day/week/month)
Highest OT
hours:
No overtime conducted in the factory
Lowest OT
hours:
J: Range of overtime hours over all
workers/or as large a sample as
possible. (State per week/month
and details)
K: Approximate percentage of
workers on highest overtime hours
L: Is overtime voluntary? Yes
No
Conflicting
Information
Please detail evidence e.g. Wording of contract/employment
agreement/handbook/worker interviews/refusal
arrangements:
As per policy overtime is voluntary however No overtime
conducted in the factory
Overtime Premiums
M: Is overtime paid at a premium? Yes
No
N/A
Please give details of normal day overtime premium as a %
of standard wages:
0% 1 –
115%
116 –
124%
125 –
149%
150 –
199%
200%+
N: ETI Code requires a prevailing
standard to give greatest worker
protection.
If a site pays less than 125% OT
premium and this is allowed under
local law, are there other
considerations? Please complete
the boxes where relevant. Multi
select is possible.
No
Consolidated pay (May be standard wages above minimum legal wage,
with no/low overtime premium)
Collective Bargaining agreements
Other
Please explain any checked boxes in N above e.g. detail of consolidated pay
CBA or Other.

Rest Days
O: Are workers provided with 1 day
off in every 7–day–period, or 2 in
14–day–period (where the law
allows)?
Yes
No
Maximum number of days worked without a day off (in
sample):
6
Total Hours
P: Range of total hours:
(Quote highest and lowest please
hour/week/month)
Highest total
hours
248 hours per month
Lowest total
hours
104 hours per month
R: If more than 60 total hours per
week and this is legally allowed,
are there other considerations?
Please complete the boxes where
relevant. Multi select is possible.
Overtime is voluntary
Onsite Collective bargaining allows 60+ hours/week
Safeguards are in place to protect worker‟s health and safety
Site can demonstrate exceptional circumstances
Other reasons
Please explain any checked boxes in R above
Comments:
(please state here any specific reasons/circumstances that explain the highest working hours)
Please add details of examples where the site has demonstrated “exceptional circumstances”.
N/A
Please give details of any appropriate safeguards in place at the time of the 60+ hours working.
NA
Any other comments:
NA

7: No Discrimination is practiced
7: No Discrimination is Practiced
ETI
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement
based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union
membership or political affiliation.
Current systems:
There are no apparent concerns with regard to discrimination in any form at the facility.
Factory has female employees in the factory, during private interview they stated that
they are treated with respect and dignity and is given equal opportunities as
Everyone else.
As per the workers interview, there is no discrimination in the facility
Auditor has checked the Non-Discrimination Policy which factory has also displayed on the main notice board. The
non –discrimination policy clearly mentions that there is no discrimination in hiring, compensation, access to
training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender,
marital status, sexual orientation, union membership or political affiliation.
Non–compliance:
No non-compliance observed during the audit day.
Objective evidence
observed:NA
add photo numbers)

Observation:
Comments: NA
Objective evidence
observed:NA
None
Objective Evidence
Observed:Na

8: Regular Employment Is Provided
8: Regular Employment Is Provided
ETI
8.1 To every extent possible work performed must be on the basis of recognised employment relationship
established through national law and practice.
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular
employment relationship shall not be avoided through the use of labour–only contracting, sub–contracting, or
home–working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or
provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed–term
contracts of employment.
Current systems:
The facility has made a contract with employee providing full support to them to comply all the norms as per ETI
code of conducts and as per law.
Payroll (for sampled employees)
Appointment letters

Non–compliance:
Objective evidence
observed:
add photo numbers) NA
Observation:
Comments: NA
Objective evidence
observed: NA
NA
Objective Evidence
Observed:
NA

8A: Sub–Contracting and Homeworking:
8A: Sub–Contracting and Homeworking
8A.1. There should be no sub–contracting unless previously agreed with the main client.
8A.2. Systems and processes should be in place to manage sub–contracting, homeworking and external
processing.
Note to auditor on homeworking:
Report on whether it is direct or via agents. How many workers, relationship with site and what control systems are
in place.
Current systems:
N/A
If any processes are sub–contracted – please populate below boxes
Process Subcontracted Process 1 Process 2
Name of factory
Address
Name of factory
Address
Name of factory
Address

Non–compliance:
NC against ETI/Additional Elements NC against Local Law
N/A
Local law or ETI /Additional Elements requirement: None
Objective evidence
observed: NA
add photo numbers)
Observation:
Local law or ETI/Additional elements requirement: NA
Comments: NA
Objective evidence
observed:NA
None
Objective Evidence
Observed :NA

Summary of sub–contracting – if applicable
Summary of sub–contracting – if applicable
A: If sub–contractors are used, is
there evidence this has been agreed
with the main client?
Yes
No
If Yes, summarise details:
B: Number of sub–
contractors/agents used
NA Through interview with the management and employees, it was noted
that the factory does not sub-contract any processes
C: Is there a site policy on sub–
contracting?
Yes
No
D: What checks are in place to
ensure no child labour is being used
and work is safe?
NA
E: What processes are sub–
contracted?
NA
Summary of homeworking – if applicable
F: If homeworking is being used, is
there evidence this has been agreed
with the main client?
Yes NA
No
G: Number of homeworkers Male: Female: Total:
H: Are homeworkers employed direct
or through agents?
Directly Na
Through Agents
I: If through agents, number of
agents
NA
J: Is there a site policy on
homeworking?
Yes
No NA
K: How does site ensure worker
hours and pay meet local laws for
homeworkers?
NA
L: What processes are carried out by
homeworkers?
Na
M: Are written agreements in place
for homeworkers that include regular
employment?
Yes Na
No
N: Are full records available at the
site?
Yes
No NA

9: No Harsh or Inhumane Treatment is allowed
9: No Harsh or Inhumane Treatment is Allowed
ETI
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or
other forms of intimidation shall be prohibited.
are in place, what relevant procedures are carried out, who is /are responsible for the management of this item of
Current systems:
There are no apparent concerns regarding any forms of abuse at the facility, as per employee and management
reports. All forms of discipline are formally documented in line with local legal requirements.
The establishment is using state standing order and complies with all legal requirements related with this. As per
the workers interview no harassment in the factory. Factory has sexual harassment prevention committee and
meetings was held on regular intervals and no issues found
Disciplinary policy & their records, committee meetings
Non–compliance:
Objective evidence
observed:

Observation:
Local law or ETI/Additional elements requirement: NA
Comments: NA
Objective evidence
observed:NA
Observed: NA

10 A: Entitlement to Work and Immigration
10. Other Issue areas: 10 A: Entitlement to Work and Immigration
Additional Elements
10A1 Only workers with a legal right to work shall be employed or used by the supplier.
10A2 All workers, including employment agency staff, must be validated by the supplier for their legal right to work
by reviewing original documentation.
10A3 Employment agencies must only supply workers registered with them.
10A4 The supplier shall implement processes to enable adequate control over agencies with regards the above
points and related legislation.
Current systems:
All workers hired through legal formalities and issued a valid appointment letter.
The facility hires all workers in the company roll. All the employees are local.
Auditor has verified 10 personnel files and workers interview and checked with Hiring Procedure and found that the
factory did not employee any foreign nationals
Non–compliance:
Local law or ETI /Additional Elements requirement: NA
Recommended corrective action: None
Objective evidence
observed:

Observation:
Local law or ETI/Additional Elements requirement: NA
Comments: NA
Objective evidence
observed: NA
Good examples observed:
Observed: NA

10 B 2: Environment 2–pillar
10. Other issue areas 10 B 2: Environment 2–pillar
To be completed for a 2–Pillar SMETA Audit, and remove the following page which is 10B4 environment 4 pillar
10B2. 1 Suppliers must comply with the requirements of local and international laws and regulations including
having necessary permits.
10B2. 2 The supplier should be aware of and comply with their end clients‟ environmental requirements.
Note for auditors and readers, This is not a full environmental assessment but a check on basic systems and
management approach.
are in place, what relevant procedures are carried out, who is /are responsible for the management of this item of
Current systems:
Factory has obtained for pollution consent valid up to 3/31/2018
Environmental policies and procedures, Pollution consent
Worker and management interview.
Site tour
Mr.Manoj Dnyanmothe is responsible for comply with environmental requirements
Non–compliance:
Local law or ETI /Additional Elements requirement: NA
Recommended corrective action: None
Objective evidence
observed: NA
add photo numbers)
During document review

Observation:
Local law or ETI/additional elements requirement: NA
Comments: NA
Objective evidence
observed: NA
Good examples observed:
None
Objective Evidence
Observed: NA

10B4: Environment 4–Pillar
10C: Business Ethics – 4–Pillar Audit
Worker Interview Summary
Worker Interview Summary
A: Were workers aware of the audit? Yes
No
B: Were workers aware of the code? Yes
No
C: Number of group interviews:
(Please specify number and size of
groups. Please see SMETA Best
Practice Guidance and Measurement
Criteria)
1 group interview conducted of 4 workers
D: Number of individual interviews
(Please see SMETA Best Practice
Guidance and Measurement Criteria)
Male:3 female: 3
E: Total number of interviewed
workers
(Please see SMETA Best Practice
Guidance and Measurement Criteria)
Male: 7 Female:3
F: Interviews were done in private
and the confidentiality of the
interview process was
communicated to the workers?
Yes
No
G: In general, what was the attitude
of the workers towards their
workplace?
Favourable
Non–favourable
Indifferent
H: What was the most common
worker complaint?
None
I: What did the workers like the most
about working at this site?
Salary payment on time ,working environment
J: Any additional comment(s)
regarding interviews:
nil
K: Attitude of workers to hours
worked:
good
Agency Workers

Agency Workers (if applicable)
(workers sourced from a local agent who are not directly paid by the site)
A: Number of agencies used
(average): Nil
B: Were agency workers‟
age/pay/hours included within scope
of this audit
Yes
No
C: Were sufficient documents for
agency workers available for review?
Yes
No

Other findings
Other Findings Outside the Scope of the Code
None
Community Benefits
(Please list below any specific community benefits that the site management stated that they were involved in, for
example, HIV programme, education, sports facilities)
None

Photo Form
Adding Images To help keep the size of the Report as small as possible for ease of sending and saving the
document we recommend that you use Microsoft Paint to resize your photos. To do so please follow these
instructions:
1) To start Microsoft Paint, click 'Start', 'Programs', 'Accessories', then 'Paint'.
2) Open the image file you wish to edit.
3) Click the 'Image' Menu at the top and select "Stretch/Skew Image”.
4) Choose a percentage figure to resize the image: to avoid distortion, choose the same percentage for
horizontal and vertical stretch. Click OK.
5) Once you have the desired size, click File > Save As… (To prevent overwriting the original image).
Save As jpeg (this provides compression to make the file smaller).
6) Please delete this text once complete.
1. outside view of the building 2. Emergency Assembly point 3. factory name plate
4. automated time recording system 5. notice board 6. fire extinguisher

7..firealarm call point 8..gendered toilet 9..cutting
10 stitching section 11 checking section 12 finish goods section
Non compliance Photo
13.No service tag attached to the fire
extinguisher

Your feedback on your experience of the SMETA audit you have observed is extremely valuable.
It will help to make improvements to future versions.
You can leave feedback by following the appropriate link to our questionna ire:
Click here for A & AB members:
http://www.surveymonkey.com/s.aspx?sm=riPsbE0PQ52ehCo3lnq5Iw_3d_3d
Click here for B members:
http://www.surveymonkey.com/s.aspx?sm=d3vYsCe48fre69DRgIY_2brg_3d_3d

Smeta_Audit_Report_of_Omkar_Corporation-2015

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