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Submitted BY: Guided By:JIGISHA AGARWAL MBA 2010-2012 Mr.


I hereby declare that this project report SOCIAL COMPILANCE AUDIT is an authentic work done by me. The study was undertaken as the part of the course curriculum of MBA fulltime program of Uttam Institute of Management Studies Runkata, Agra. I further declare that the information presented in this project is true and original to the best of my knowledge.


Jigisha Agarwal MBA 3rd Sem. Roll No. 1061770047

Proforma Of Guides

Name of the student: Jigisha Agarwal Roll No: 1061770047

Name of the Guide Designation Official and Address

Mobile No. E-Mail ID Academic Qualification Experience Selected area of Specialization of the Student: HUMAN RESOURCE MANAGEMENT Topic chosen for the Project HR AUDIT IN SOCIAL COMPLIANCE ADOPTED BY DAWAR FOOTWEAR I do hereby accept to guide Ms. Jigisha Agarwal Roll No.1061770047 of Uttam MBA

Institute of Management Studies, Affiliated to Mahamaya Technical University Noida.

Signature of the Student Guide

Signature of the

With Official Seal


A large number of individuals have contributed to project. This project is a humble attempt to sketch done the contribution of all these persons who have directly or indirectly given their precious time and help along with their proper guidance for making this project report in the following shape. First of all I would like to thank Mr. B.K. Gupta, HR Manager of DAWAR Footwear Industries and Dr. Vikrant Shastri, Director of UTTAM Group of Institutions for always helping me and providing me with relevant books and data in the subject to enable to prepare the project. Lastly but not the least, I pay my gratitude to my parents family members, friends, faculty of UIMS and all the executives of DAWAR for their moral support and whole hearted cooperation in drafting this report.


This program is an integral part of the curriculum of MBA (Master of Business Administration). I got the privilege of working over the project entitled HR Audit in (social compliance) in DAWAR Footwear Industries. I had a great pleasure in doing my project. The reason behind choosing this particular topic for my project report is that it helps me to enhance my knowledge regarding social compliance in a company and provide me with tremendous opportunities. I have compiled this report with my best efforts and I hope this report will give complete satisfaction regarding various aspects of HR Audit in DAWAR.

Executive Summary

This project was undertaken to find out the various Welfare Policies, that an organization organize so that the employees working in their organization remain connected to it, which gives profitability to the organization, and give rise towards Employee satisfaction and Mitigating Grievances. A survey was done to Study Welfare policies provided by the organization for the employee welfare and what are Different Statutory & Non Statutory Policies presently incorporated in organization for satisfaction level of employees. The survey was done at Dawar Footwear Industries Ltd. The sample size taken was 20. The data so obtained was then analyzed and after analyzing the data findings and recommendation were made.

Tables of Content:-

Page No.

Chapter 1 Industry Profile

Chapter 2 Company Profile Introduction Overview of Dawar Footwear Industry

Chapter -3 Introduction to HR Audit:a. b. Internal Audit External Audit

Chapter- 4 HR Audit in social compliance in DAWAR Footwear Industry

Chapter- 5 Levis Audit

Chapter- 6 Research Methodology Analysis and interpretation of questionaire

Chapter- 7 Findings Recommendations Limitations Conclusion Bibliography




The Footwear Industry is a significant segment of the Leather Industry in India. India ranks second among the footwear producing countries next to China. India produces more of gents footwear while the worlds major production is in ladies footwear. The industry is labor intensive and is concentrated in the small and cottage industry sectors. While leather shoes and uppers are concentrated in large scale units, the sandals and slippers are produced in the household and cottage sector. In the case of slippers and sandals, use of non-leather material is prevalent in the domestic market. The major production centers in India are Chennai, Ranipet, Ambur in Tamil Nadu, , Mumbai in Maharashtra, Kanpur in U.P. , Jalandhar in Punjab, Agra and Delhi. The following table indicates concentration of units in various parts of the country:


Region Tamil Nadu Delhi & up North Agra, Kanpur Calcutta Bangalore Mumbai Others

Large & Medium Scale 64 4 9 1 6 3 13

SSI 31 8 34 3 3 11 10

Household 7 25 14 19 4 4 32

The estimated annual footwear production capacity in 1999 is nearly 1736 million pairs (776 million pairs of leather footwear and 960 million pairs of non-leather footwear). Region-wise share of total estimated capacities is as follows: Leather Region shoes Nonleather Shoes Percentage Tamil Nadu Delhi & U.P. North Agra, Kanpur Calcutta Bangalore Mumbai Others Total 45 12 3 4 0 100 0 0 3 2 13 100 32 2 4 1 3 100 62 3 0 32 1 100 0 0 0 0 40 100 26 10 5 77 54 4 1 1 0 60 Leather Shoe Leather Uppers Sandals Non Leather Sandals


Shoes manufactured in India wear brand names like Florsheim, Gabor, Clarks, Salamander and St. Micheals. As part of its effort to play a lead role in the global trade, the Indian leather industry is focusing on key deliverables of innovative design, consistently superior quality and unfailing delivery schedules. India in itself has a huge domestic market, which is largely untapped. The Indian footwear industry is provided with institutional infrastructure support through premier institutions like Central Leather Research Institute, Chennai, Footwear Design & Development Institute, Noida, National Institute of Fashion Technology, New Delhi, etc in the areas of technological development, design and product development and human resource development. The availability of abundant raw material base, large domestic market and the opportunity to cater to world markets makes India an attractive destination for technology and investments.


In 1999, the global import of footwear (leather and non-leather) in terms of value was around US$ 43278 million, accounting a share of 63.42% in the total global import of leather and leather products. Out of this, import of leather footwear alone accounted for US$ 26379 million and nonleather footwear US$ 16899 million.


Indias export of Leather Footwear touched US$ 331 million in 19992000, recording an increase of 3.29% over the preceding year. India thus holds a share of 1.25% in the global import of leather footwear. The major markets for Indian Leather Footwear are the U.K., the U.S.A., Germany, Italy, France and Russia. Nearly 71% of India s export of Leather Footwear is to Germany, the U.S.A., the U.K and Italy. In 1999-2000, export of leather footwear from India constituted 21% share of its total export of leather and leather products. Nearly 33 million pairs of various types of leather footwear were exported during the year, out of which shoes / boots constituted 90%. The different types of leather footwear exported from India are dress shoes, casuals, moccasins, sport shoes, horrachies, sandals, beallerinas, booties.

Export of leather footwear during the last three years:

(Value in million US$) April-Feb 1999Product 1998-99 2000 2000-2001

Leather Footwear 320.25 330.80


Source: DGCI & S, Calcutta


Export projections for the next two years:

(Value in million US$) PRODUCT Leather Footwear 2001-02 453 2002-03 506

Source: Indicative Medium Term Plan






DAWAR GROUP has controlled the specification, production, distribution And technical information of Footwear Technology DAWAR GROUP was founded in 1977 on the modest scale in the city AGRA. A move to set up more units were necessary to cope with the abrupt Increase in the volume of business A 100% Export Oriented Unit in Agra Produces Men's and Ladies Leather Footwear

A Footwear Manufacturing group strong values towards: Clientele Quality




Ladies ~ 2000 Pairs/ day Mens ~ 4000 Pairs/ day Uppers ~ 2000 Pairs/ day


U.K. & Europe Scandinavia North America South America Australia


Esprit Levis

United Colours of Benetton














EXPANSION AND DIVERSIFICATION OF DAWAR FOOTWEAR INDUSTRIES Double Capacity From 6400 to 10000 Pairs a Day Company Has Plans To Foray Into Retail Pact with Omaxe Constructions For Retail Plans to Launch Own Brand Globally To Foray in Chain Of Hospitals in Tier 3 Cities in North India



To give the better quality product and to be the customer first choice. DAWAR FOOTWEAR INDUSTRY

Is a government recognized export

house Engaged in the manufacture & export of mens footwear. i.e classiccomfort Classic & support line & all type of upper. DAWAR LSD

is a government recognized export house engaged in the

Manufacture & export of ladies footwear * fashion * comfort * sporty *Wovel Ankled mid long boots , shoe & sandals . Dawar footwear ltd works with this mission. In 1977 Mr.Puran Dawar the chairperson of Dawar footwear ltd to work with his brother at Dawar shoe shop at Sadar market (Agra)there he started to pay order from the customer he learned salesman ship 1987 he comes in export. In 1987 the turnover of Dawar footwear ltd is 1 crore. It decline to 90 lacks in 1988.

In house production of shoes, TRP soles and shoes Dawar family is larger and growing family. It expand beyond the people who work for Dawar group. Their families are also integral part of it


group shares the hopes and an inspiration of its people and their children. It goes out of its way to rvered their hard work and dedication.


It is children education in addition to this it also provides monitory assistance to a large member of its workers children studying in other schools. The group also works in association with number of NGO S to full fill its other social welfare commitments. It also organizes regular health checkups for the families of its workers.


Mr.Puran Dawar (chairperson)

Dawar is led by Mr. Puran Dawar a pro-active veteran from the shoe industry. Mr. Dawar has been associated with shoe industry from more than thru decades. The under stands the dynamics of shoe business and how it is conducted in the international market. With his clear vision rock solid dedication he has brought Dawar group this far and continued to lead it with missionary zeal.


It is Mr. Dawar concern for his people and environment related issuethat has endeavored him to one end all a visit to groups manufacturing facility and corporate office reflects theses concern. Mr. Prem Agrawal, General Manager is one who looks after the day to day affairs of the company.

INFRASTRUCTURE: It is hazard free airy, well lit and well built working facility, they provide there complex with clean toilets and educated drinking water facilities. RECREATION: There is a volley ball court in the front amidst sprawling greens. It has witness many a competitive in house tourneys it is important for our peoples to know the joy of willing and agony of losing to each other. But together they make a formidable team of 800 strong and highly skilled people we are proud. MARKETING TACTICS: Our product range is exhibited is many prestigious fair like Riva Dei Garda (ITALY). GDS (GERMANY) AND WSA (USA) WORK STRENGTH: For a company to stay ahead in term of quality and competitiveness. It has a relay on the strength of its own infrastructure and resource. we at Dawar group releasing it very early.


Today we not only have a most modern manufacturing complies but also an array so sophisticated manufacturing complies but also array of sophisticated machine to produce a diverse range of world class footwear.

Besides a no of Italian hasting machines and German closing machines, there are other machines of various stages of production online quality checks enable us to monitor consistency in production of particular order from shoes upper to complete shoes, everything is produced in house there by reducing production had time enhancing cost effectiveness. Over the year the group kept a study pace with technologically advances in footwear production. It has continuously upgraded in to infrastructure to produce quality footwear.

Quality Policy
At Dawar, we look at quality from a different prospective concern for quality is ingrained in our system . it is an integral part of our through process. And that is how it has become a tangibles aspect of our product you can see and feel it. Quality is not taking about it. Its should be inherent in our belief system. We at Dawar have involved our own quality policy turned in to capabilities of our peoples. They produce quality because we provide them quality environment and facilities. We lead the crusade for quality from the front. At professional inspect it a together they deliver it.


From time to time people undergo orientation programmers conducted with the assistance of technocrats to understand qualitative aspect of products we make. To top it all, the management of Dawar group monitors the production process to ensure the each foot bears Dawars seal of quality always .VISION



To be the best Quality footwear & footwear components producing, world class plant with lowest production cost, Eco friendly, safe & healthy environment, conformance with social / ethical compliance




We at DAWAR FOOTWEAR IND. a leading manufacturer and exporter of footwear and footwear components, are committed to carry out our activities with highest concern for Customer delight, Environmental protection, Occupational Health & Safety, Ethical governance and in compliance with all applicable statutory, legislative and national and international requirements. standards

Pursuant to this goal, we shall:

Supply high quality of footwear and footwear components and meet requirements of our customers.

Continually improve Quality, Productivity, Social Performance, cost of poor quality, impact of our activities on air, water & land and also in prevention / control of Occupational Health and Safety risks;

Monitor, control and upgrade our technology / processes and operational practices so as to optimize resource consumption and ensure safe work environment / well being at work place;

Recognize and care for the concerns of our employees and affected interested parties regarding the impact of our operations on the environment and Occupational Health & Safety hazards at work place;

Participate in overall social development of the neighborhood;


Strengthen awareness, skill and competence of our employees so as to enable them to contribute effectively in ensuring sound quality, environmental, social, occupational health and safety management.

(PURAN DAWAR) Chairman / Managing Director



This Index show how Dawar group increase his performance Month by month and also year by year



Ranks of the Footwear companies in Agra:-


DAWAR GROUP [excellence in footwear] ranked no. 1 in export of Leather Shoes.


To reduce spillage & leakage To reduce oil, grease & leather contents in discharged water to zero


To reduce electrical energy consumption by 5% To provide Awareness Training to all employees of company & subcontractors To ensure improved emergency preparedness To ensure safe Workplace for employees To ensure improved safe work practices To review & update personal Manual To upgrade sanitation facilities in the plant To maintain zero overtime To reduce diesel energy consumption by 3%

Market profile of the organization


DAWAR GROUP capture 24% shoe market in whole AGRA















Service outlets of Dawar


DAWAR GROUP Produces World Class Product on Reasonable Price


Raw Material Cutting Closing Lasting












Table of Content


A. Safety Committee B. Risk Assessment C. Emergency Preparedness D. Aisles and Exits E. Lighting F. Housekeeping G. Electrical Safety H. Control of Hazardous Energy / Lock-Out Tag-Out I. Machine Guarding J. Powered Industrial Trucks K. Noise Management L. Personal Protective Equipme M. Ventilation N. Chemical Storage O. Extreme Temperatures P. Asbestos Management


A: Finishing Safety Guidelines 1. Hand work


2. Laser Etching 3. Resin / Curing 4. Sand Blasting 5. Screen Print 6. Spraying


A. First Aid B. Preventing Communicable Disease


A. Domestic Sewage and Bios lids Management B. Transporting Hazardous Materials C. Hazardous Waste D. Solid Waste Management E. Preventing Storm Water Pollution F. Aboveground/ Underground Storage


A. Global Effluent Guidelines




Safety committees can identify and correct factory health and safety issues, Increase safety awareness, and improve workers job satisfaction. The purpose of this section is to describe the requirements for having a well-run and effective safety committee.

Program Strategy for Safety Committee

Factory management drafts Safety Committee Mission Statement. Safety Committee approves Mission Statement, appoints Leaders. Leaders prepare meeting agendas. Safety Committee meets at least once a month to discuss factory safety issues. Committee provides written record of meetings to management & posts a copy that worker population can easily access. Keep records of safety committee meetings for at least five years.


Members are trained to inspect factory areas, conduct incident investigations , prioritize and follow-up on corrective actions. Safety Committee conducts the activities described in its Mission Statement and reports to factory management regularly.

Management reviews Safety Committee activities and performance and recommends changes, as necessary.


The purpose of this section is to identify all hazards within the workplace this could reasonably be expected to cause harm and to assess the risk presented by those hazards.

Program Strategy for Risk Assessments

A. PLAN Prepare procedure for identifying hazards and assess in risks at factory. Train Safety Committee members and anyone responsible for using this procedure. B. ACT Safety Committee makes changes to procedure to respond to feedback and improve performance. Individuals/groups identify hazards, Conduct risk assessments using the procedure.

Make recommendations for corrective actions, prepare report. C. DO Conduct hazard tour and risk assessment at least every year and whenever significant changes occur. D. CHECK Safety Committee and factory management periodically review effectiveness of procedure; recommend changes, as necessary.


Emergency events include fires, earthquakes and accidents. Injuries to workers and damage to buildings and equipment can be reduced if emergencies are planned for in advance. This section describes the requirements for planning and preparing to protect workers in the event of an emergency.

Program Strategy for Emergency Preparedness

A. PLAN Identify the potential emergencies that may occur at the factory location. Create an emergency preparedness plan that includes procedures for: Safely evacuating the factory in an emergency, Sheltering in place (if necessary),

Conducting drills, Maintaining emergency routes, exits, and equipment in good order, Training workers.

B. ACT Create or modify procedures to improve the factorys emergency preparedness, based on drills and/or incidents. C. DO Assign a senior factory manager with responsibility for emergency preparedness. Make sure all workers are trained to safely use fire extinguishers. Make sure all workers are trained on emergency evacuation procedures. Inform visitors of emergency procedures. Make sure factory has proper warning signs, fi re extinguishers, emergency alarms and emergency lighting. Maintain emergency equipment in good working order. D. CHECK Regularly conduct drills of the emergency evacuation procedures. Test emergency lights on a regular basis.



The purpose of this section is to make sure that factory aisles and exits are kept clear, are well marked, and allow workers to quickly and safely exit the factory in an emergency.

Program Strategy for Aisles and Exits Safety

A. PLAN Determine number of workers and height and type of factory building or structure. Establish a plan to meet requirements for proper number and location of exits. Establish procedures and identify responsible persons to make sure factory meets all TOE requirements for aisles and exits. B. ACT Make changes to procedures if TOE requirements (e.g., keeping aisles clear) are not met. Maintain fire alarm system and/or improve evacuation procedures, as necessary. C. DO


Add exits, if necessary. Modify aisles and exit doors, if necessary to meet TOE requirements. Ensure that factory fire alarm system meets TOE requirements. Mark evacuation routes on factory floors and assign an assembly area outside the factory where workers meet after exiting the building. Review any changes to building design to make sure they meet the Aisles and Exits TOE Requirements. D.CHECK Inspect building areas each month to make sure they meet requirements. Periodically test fire alarm system and evacuation procedures to verify they are in working order.

Poor lighting, or a complete lack of lighting (in the event of a power failure), may prevent workers from seeing possible hazards. The purpose of this section is to describe requirements for workplace and emergency lighting to help provide a safe working environment for all factory workers.

Program Strategy for Lighting

If factory has night shifts and/or low natural lighting levels, create a plan

for emergency lighting that considers the various working conditions throughout the factory (e.g., offices, factory floors, machine operators, etc.).Assign responsibility for maintaining proper lighting. Evaluate all factory areas and working conditions to make sure they meet TOE Requirements.


Modify the emergency lighting plan, if necessary based on results of tests and evaluations, and if factory conditions change.

Act immediately to correct any lighting conditions that do not meet the TOE Requirements.

Maintain lighting in good working order.

Test emergency lighting every 30 days. Once each year, practice, building evacuation using only emergency lighting. Test battery-powered emergency lighting once each year. Periodically evaluate all factory areas to make sure they meet TOE Requirements.


Good housekeeping is an important factor in preventing injuries, illnesses, and property damage that may result from hazards such as trips, slips and falls, falling objects, fires, and pest infestation. Examples of accidents caused by poor housekeeping include: tripping over loose objects on floors, stairs and platforms being hit by falling objects slipping on greasy, wet or dirty surfaces striking against poorly stacked items or misplaced material projecting into aisles cutting, puncturing, or tearing the skin of hands or other parts of the body on projecting nails, wire or steel strapping The purpose of this section is to promote good housekeeping to protect workers and factory property.

Program Strategy for Housekeeping

A.PLAN Create a housekeeping inspection checklist to make sure TOE Requirements are being met. Establish procedures for cleaning up wastes. Assign responsibilities for clean-up tasks and for housekeeping inspections. Make sure factory has proper tools and equipment for cleaning up B.ACT Improve cleaning procedures, building and equipments, maintenance procedures, and/or change work area design to improve housekeeping if inspections show it is necessary. C.DO Properly clean and maintain work, areas, buildings (including roofs) and equipment. Properly store waste materials. Clean up spills immediately. D.CHECK


Inspect factory areas on a regularly basis to make sure they meet the TOE Requirements for housekeeping.


Accidental contact with electric current may result in electric shocks, contact burns and even death, if proper protective measures are not taken.Wiring and electrical systems such as sockets, panels, motors, fuse boxes, and transformers that are not well maintained can overheat and become a fire hazard. The purpose of this section is to help reduce threats to workers, equipment, and buildings from electrical shock or electrical fires.

Program Strategy for Electrical Safety

A.PLAN Create an electrical safety plan that identifies wiring and equipment that must be maintained in good working order and identifies workers who may be exposed to electrical hazards. The plan should also identify equipment that may pose an electrical or mechanical hazard to maintenance workers. Identify building areas where Ground Fault Circuit Interrupters should be used. B.ACT Modify the electrical safety plan or any of its procedures as necessary, based on regular inspections of equipment and electrical installations and periodic reviews of the plan.


C.DO Maintenance workers must be trained on electrical safety hazards and safe work procedures when hired and each year after that. Those workers who work with high tension, live electricity must be trained on its hazards and on safe work procedures. Make certain electrical equipment is properly grounded, and that permanent and stationary equipment has only hardwired electrical connections. Make sure each piece of equipment that needs one has a lockout/tagout procedure. Install Ground Fault Circuit Interrupters where needed. Make sure electrical panels are properly labeled and easy to access. Inspect portable equipment and wiring for obvious defects. Make sure any extension cords are used safely. D.CHECK Perform regular inspections of equipment and electrical installations to make sure they are in good working condition and do not present electric shock or fire hazards. Periodically review the electrical safety plan to determine if it is working effectively.


Control of hazardous energy refers to the practices and procedures that are needed to disable machinery or equipment to prevent it from unexpectedly re-energizing or starting up while workers perform servicing and maintenance activities on it. These types of controls (typically referred to as Lock-Out/TagOut) prevent many deaths and injuries each year. The purpose of this section is to describe requirements for control of hazardous energy that will help make sure servicing and maintenance activities are safely performed.

Program Strategy for Control of Hazardous Energy


A.PLAN Identify the types of activities and the machines and equipment that require lock-out/tag-out of hazardous energy sources. Establish lock-out/tag-out procedures specific for each piece of equipment that requires service or maintenance. B.ACT If necessary based on the annual evaluation, modify lock-out/tagout procedures to improve them. If authorized workers are not performing lock-out/tag-out tasks adequately, re-train them or remove their authorization to do the work. C.DO Make sure maintenance workers are trained and authorized to perform lockout/ tag-out of equipment they maintain or service. Make sure those who work with or around this equipment are trained to know what lockout/tag-out procedures are for. Provide authorized workers with standardized lock-out/tag-out devices. Make sure new or modified equipment is capable of having all energy sources locked out (rather than simply tagged out). D.CHECK Evaluate the lock-out/tag-out program each year. Watch authorized workers perform lockout/ tag-out each year and recertify them.


Machine guards can prevent injuries to workers caused by machine hazards such as moving parts, high temperatures, and lasers. Workplace injuries that may be caused by machine hazards include crushed fingers or hands, amputated fingers or hands, burns, and blindness. The purpose of this section is to explain the requirements for machine guarding to help prevent such injuries.


Program Strategy for Machine Guarding

A.PLAN Make sure that all machines and equipment with exposed, moving, mechanical parts are equipped with safety devices and that all required protective guards are in place. Make and keep a list of equipment with machine guards and evaluate whether guards are effective or if additional guards should be added to control hazards. B.ACT Modify machines or equipment if evaluations show they require additional guards. Retrain and/or discipline workers who have disabled machine guards. C.DO Check any new equipment to make sure it has the right machine guards. Make sure that workers are trained on the hazards of, and safe operating procedures for, the machines they operate. This training should cover proper use of machine guards. Regularly service machines and equipment and keep written records of the service. Verify that protective guards are working properly. D.CHECK Periodically inspect machines and equipment to verify they have the required machine guards. Make sure that operators are using equipment properly and not disabling guards.


Powered industrial trucks can cause serious injury to operators and coworkers if they are not properly maintained or if operators are not properly trained. Equipment collisions can also damage property and interrupt production.


The purpose of this section is to help make sure that workers are properly trained and qualified to operate powered industrial trucks. Powered industrial trucks include the following: C. Forklifts D. Material pickers E. Turret trucks F. Golf carts G. Lowboys H. Highboys I. Powered hand trucks

Program Strategy for Powered Industrial Truck Safety

A.PLAN Identify workers required to use, adjust, or maintain powered industrial trucks as art of their job. Create a procedure to make sure these workers are trained and re-qualified each year. Create procedures for inspecting, operating, servicing, and maintaining powered industrial trucks. B.ACT Re-train operators who do not pass the annual re-qualification test. Do not allow workers to operate powered industrial trucks until they have been formally re-qualified. Discipline workers who do not inspect powered industrial trucks, as required, or who fail to comply with safe operating procedures. Modify procedures, as necessary to improve the program, based on evaluations. C.DO Make sure workers who use, adjust, or maintained powered industrial trucks are trained and re-qualifi ed each year. Train workers more frequently if they are assigned to drive different equipment. Inform contractors, vendors, visitors of requirements for operating powered industrial trucks at the factory.

Make sure workers inspect each powered industrial truck at the beginning of each shift. Make sure powered industrial trucks are regularly serviced and maintained. D.CHECK Re-qualify powered industrial truck operators each year. Periodically evaluate the program to make sure workers are inspecting, servicing, and maintaining powered industrial trucks, as required.


Permanent hearing loss may be caused by a number of things, including disease, aging, sudden loud noise or long-term exposure to loud noise. The purpose of this section is to describe requirements to manage workplace noise levels to help prevent workers from experiencing work-related hearing loss.

Program Strategy for Noise Management

A.PLAN Evaluate noise levels throughout the factory to identify any areas where noise levels exceed 85 decibels. Identify workers who work in areas with noise levels higher than 85 decibels. Create procedures for training these workers and rules requiring them to wear hearing protection. Develop a plan to meet any legal requirements to test workers hearing. Create procedures to evaluate noise levels and to use engineered controls to reduce noise on new equipment and in areas with noise levels higher than 85 decibels. B.ACT Re-train and/or discipline workers who dont wear required hearing protection.


Modify procedures, or establish new requirements for engineered noise controls, if reviews (of noise monitoring results, hearing test results) indicate this is necessary. C.DO Post warning signs in areas with noise levels greater than 85 decibels. Provide workers in these areas with hearing protection (ear muffs, ear plugs) that has a noise reduction ratio of 20. Train these workers on noise hazards and on how to use hearing protection. Require them to wear hearing protection. Make sure they receive hearing tests, if required. Use engineered controls and proper equipment maintenance to reduce noise levels in areas where noise levels are greater than 85 decibels and on new equipment. D.CHECK Monitor noise levels within the factory each year. Periodically check to make sure workers are wearing required hearing protection. Review results of any hearing tests to determine whether workers are experiencing hearing loss.


Personal protective equipment (e.g., safety glasses, ear plugs, safety shoes) is worn by workers to prevent or minimize exposure to workplace hazards. Personal protective equipment must only be considered as a hazard control measure after all practical engineering controls (e.g. enclosing equipment to make it quieter, installing ventilation equipment to remove air contaminants, etc.) and administrative controls (e.g., limiting the amount of time workers may do a task) have been used and there still remains a need for additional protection. The purpose of this section is to describe the requirements for proper use of personal protective equipment.

Program Strategy for Personal Protective Equipment

A.PLAN Review and assess the workplace to identify hazards that require the use of personal protective equipment. (See the Risk Assessment section.) Create procedures to comply with TOE Requirements for supplying workers with personal protective equipment, training them on it, and requiring them to use it. B.ACT Modify procedures, as necessary, to improve the programs effectiveness. Re-train and/or discipline workers who do not use the required personal protective equipment. C.DO Assign individuals with responsibility for creating and implementing procedures. Inform all workers, contractors, vendors, and visitors of the factorys requirements for personal protective equipment. D.CHECK Regularly check to verify that workers are using required personal protective equipment. Periodically evaluate the program to verify that personal protective equipment is effective in protecting workers from health and safety hazards

The purpose of this section is to make sure that ventilation is used properly to remove air contaminants from the workplace to protect workers health.


Certain chemicals must not be mixed or stored with other chemicals because they could react, creating a volatile or toxic reaction product. (For example, contact between a concentrated oxidizing acid and a fl ammable solvent would likely result in a fi re or explosion.) Proper storage of chemicals can help minimize the risk of accidentally mixing incompatible chemicals. The purpose of this section is to describe the requirements for proper storage of chemicals to help protect worker health and safety, as well as factory equipment and building structures.

Program Strategy for Chemical Storage

A.PLAN Establish procedures for complying with legal requirements to notify local agencies about chemicals used or stored on site. Establish procedures to ensure chemicals are properly and safely labeled, contained, and stored. Train workers on these procedures and on the hazards of the chemicals in their work areas. Establish a procedure to make sure that MSDSs for all chemicals stored and used at the factory are kept on site and available to workers. B.ACT Create or modify procedures, if necessary to improve chemical storage, based on regular inspections. C.DO Assign individuals with responsibility for creating and implementing the procedures. Follow chemical storage compatibility guidelines to avoid contact between incompatible chemicals. Make sure workers have immediate access to eyewash/shower stations. Train workers about the hazards of the chemicals they work with and on Proper storage and use practices.


Make sure chemicals are properly labeled, and that those stored in large quantities have secondary containment. Make sure chemical storage areas are well ventilated and equipped with explosion-proof lights and switches. D.CHECK Regularly inspect chemical storage areas to verify chemicals are labeled, properly contained, kept closed, and that containers are not leaking. Make sure incompatible chemicals are not stored together. Ensure that chemical storage meets the TOE requirements.


Under extreme conditions of temperature, humidity, airflow, and workload, workers may experience heat or cold stress, which is the bodys attempt to maintain a normal body temperature. Factory conditions that are very hot or very cold may cause workers to suffer from a variety of heat or cold stress symptoms, including heat cramps, heat exhaustion, heat rash, heat stroke, frostbite and hypothermia. Heat stroke (from extreme heat) and hypothermia (from extreme cold) are both conditions that may lead to death, if not treated immediately. The purpose of this section is to describe the requirements for safely working in extremely hot or cold temperature conditions.

Program Strategy for Working Safely in Extreme Temperatures

A.PLAN Identify areas of the factory or conditions in which workers may be exposed to extreme heat or cold. Establish procedures for ensuring that workers are fi t for work in extremely hot or cold temperatures and for performing such work safely. B.ACT Modify procedures, as necessary, based on periodic evaluations.


C.DO Assign individuals with responsibility for creating and implementing procedures. Make sure workers are trained to recognize the symptoms of heat or cold stress and that capable workers are trained to provide fi rst aid to workers showing these symptoms. Properly maintain equipment that monitors or controls high or low temperatures. Provide workers with personal protective equipment suitable for extremely hot or cold temperatures. D.CHECK Periodically evaluate the program determine whether its effective in preventing heat or cold stress in workers.

L. Purpose


Asbestos is a naturally-occurring mineral that has been mined and used in numerous ways because it is fire resistant, chemical resistant, and a good insulator. Asbestos has been used in building materials such as floor and ceiling tiles, pipe insulation, sprayed fireproofing, roofing products, sealants, mastics, and gaskets. Asbestos fibers may be released into the air if the asbestos-containing material ages and starts to fall apart or if it is disturbed by sanding, sawing, or other activity. Some types of asbestos fibers, if they are released into the air, may enter the lungs and cause serious illness, including cancer. Exposure to asbestos fibers is especially hazardous for smokers. The purpose of this document is to provide guidance to reduce or avoid worker exposure to asbestos fibers in the air.

Program Strategy for Asbestos

A.PLAN Develop an asbestos management plan that includes procedures for training workers, inspecting building areas for asbestos-containing materials, preventing releases of asbestos fibers into the air, and properly

disposing of asbestos- containing materials. B.ACT If asbestos-containing material have deteriorated, work with a qualified contractor to determine proper action to take. Modify the asbestos management plan or any of its procedures as necessary, based on periodic inspections. C.DO Train maintenance workers to recognize materials that may contain asbestos. Inspect building areas; properly label all asbestos-containing materials. Create a list of asbestos containing materials. Use a qualified contractor to verify asbestos content and condition and to determine proper action. Establish procedures for working safely around asbestos-containing materials. Dispose of asbestos-containing materials according to local laws and regulations. Review purchases of new building materials to make sure they dont contain asbestos. D.CHECK Periodically inspect building areas to make sure asbestos-containing materials are in good condition and no new asbestos containing materials have been installed.


SECTION II: Finishing Guidelines


Finishing involves a variety of physical and chemical processes that give garments a desired appearance (e.g., faded or tinted) or quality (e.g., wrinkle free or stain resistant). The following processes are covered in this section: Hand Work is the use of a hand-held sanding tool to abrade fabric or garments. Hand work includes: sanding, scraping, whiskers, use of Dremel tools, etc. Hand Painting is the use of a hand-held brush to apply paints, tints or dye to fabric or garments. Laser Etching uses lasers to fade dyes, giving garments a worn and abraded appearance. This technique may also be used to create faded images or letters. The Resin/Curing process applies a chemical resin solution to a garment, using a liquid bath or spray. After applying the resin, garments are cured in either a batch or continuous oven, resulting in a coating on the garment that imparts a desired effect or property (i.e., water repellence). Curing is the process of heating garments in an oven for a


preset period of time at a defined temperature. Curing allows resins to bind with the fabric, giving it the desired performance properties. Sand Blasting uses pressurized air to spray solid particles (aluminum oxide, silica sand, or others) against garments to abrade the fabric and achieve a worn and faded look. Screen Print uses a hot press, or similar type of equipment to apply a design or logo onto a garment. Spraying uses pressurized air to apply bleaching or tinting agents to garments.

The purpose of this section is to ensure that factories have hazard controls in place to protect workers from exposure to chemicals, high noise levels, airborne silica, high temperatures, and machine hazards associated with fi nishing processes.

Description Hand work is any manual abrasion of fabric or garments by hand, with a hand held sanding tool, or manual application of paint to a garment. Hand work includes: sanding, scraping, whiskers, use of Dremel tools, etc. Hand Work

Primary Safety Checkpoint

Operation should optimize ergonomic practices, avoid electrical hazards, and keep airborne dust to a minimum.

Hand Painting
Hand painting is the manual application of paints, tints or dye, using a handheld brush.

Primary Safety Checkpoint

Operation should optimize ergonomic practices, avoid skin or eye contact, inhalation, or swallowing of paints and chemicals.


Description This process involves the use of lasers to fade dyes, giving garments a worn and abraded appearance. This technique may also be used to create faded images or letters.

Laser Etching Primary Safety Checkpoint

During operation, administrative and engineering systems should be in place to prevent physical contact with the laser beam. Administrative and engineering controls should be in place to prevent being struck by moving machinery during operation. Avoid inhalation of smoke fumes resulting from machine operation.

Description This finishing process involves the application of a chemical resin solution to a garment, using a liquid bath r spray. After application of the resin, garments are cured in either a batch or continuous oven, resulting in a coating on the garment that imparts a desired affect or property (i.e. water repellence).

Resin is a chemical solution applied to a garment either in a bath or by spray. Resin chemicals may be polyurethane, polyacrylate, formaldehyde, fl uorochemicals, extenders, crosslinkers, etc.

Primary Safety Checkpoint Yes No TOE Rating

Resin does not contact the skin or eyes; it is not inhaled or swallowed.

Curing is the process of heating garments in an oven for a preset period of time at a defi ned temperature. Curing allows resins to bind with the fabric, giving the desired performance properties.

Primary Safety Checkpoint

Avoid skin contact with hot objects and ensure adequate ventilation.



Sand blasting involves using pressurized air to spray solid particles (aluminum oxide, silica sand, or others) against garments to abrade the fabric and achieve a worn and faded look.

Sand Blasting Primary Safety Checkpoint

Avoid exposure to excessive noise, inhalation of airborne dust particles, and swallowing of dust.

5. SCREEN PRINT Description

Screen print is the application of a design or logo onto garments using a hot press, or similar type of equipment.

Screen Print Primary Safety Checkpoint

Skin does not come in contact with hot objects and ventilation is adequate.

6.SPRAYING Description
Spraying involves the use of pressurized air to apply bleaching or tinting agents to garments.

Potassium permanganate (KMnO4, sometimes referred to as PP)

Potassium permanganate is a liquid solution used as a bleaching agent to fade dye colors. This results in a yellow and worn appearance to the finished fabric.

Program Strategy for Finishing Processes

A.PLAN Establish procedures and identify responsible persons to routinely inspect process areas and make sure the factory meets all TOE requirements in the finishing process checklists. B.ACT Make changes to procedures and engineering systems if necessary, based on inspections or industrial hygiene assessments.


Re-train and/or discipline workers if safe work practices are not being followed. C.DO Use finishing process checklists to inspect process areas each month. Follow up and correct any conditions or work practices that do not meet requirements. D.CHECK Review completed checklists to make sure inspections have been conducted and any necessary corrective actions have been completed in a timely manner. Periodically conduct industrial hygiene assessments to make sure worker exposure to airborne chemicals is below acceptable levels.


Health Guidelines
A. FIRST AID Purpose
First aid is the care given to an injured worker before professional medical help arrives. First aid may mean the difference between life and death. The purpose of this section is to preserve life, prevent any injuries from getting worse, and to help injured workers recover.

Program Strategy for First-Aid

A.PLAN Create a factory first-aid program that identifies locations of first-aid kits and includes written procedures for treating workers who require first-aid. Identify how many workers must be trained as fi rst-aid responders. Establish a procedure for recording injuries. Locate emergency eyewash and shower stations throughout the factory so workers can get to them immediately. B.ACT


Make changes to the first aid program and any of its procedures, depending upon the outcome of the annual review, or as otherwise needed. C.DO Train and certify workers selected to be first-aid responders. Re-train them each year. Offer first-aid responders a consultation with a medical professional and Hepatitis vaccination within 10 days of the training. Maintain written record of incidents requiring first-aid treatment. Periodically inspect first-aid kits to make sure they are visible (signs indicate their location), properly labeled, and are fully stocked with the supplies listed in the TOE Requirements. D.CHECK Review the first-aid program each year to make sure requirements are being met. Record this review in writing.


A communicable disease is one that may be spread from one person to another by direct contact with blood or other body fluids. It may also be spread by direct contact with diseased animals, or by taking in contaminated food, water, or air. Human Immunodeficiency Virus (HIV) and Hepatitis B Virus (HBV) are examples of communicable diseases. The purpose of this section is to explain the requirements for preventing the spread of communicable diseases among factory workers.

Program Strategy for Preventing Communicable Disease

A.PLAN Identify the possible sources for communicable disease transmission at the factory, including drinking water and exposure to blood or body fluids. Develop an Exposure Control Plan that includes rules and procedures to minimize the potential for workers to contact blood or other body fluids.

B.ACT Modify the Exposure Control Plan , as necessary, based on periodic evaluations. C.DO Assign individuals with responsibility for developing and implementing the Exposure Control Plan throughout all factory areas. Take action to improve the quality of drinking water supplied to the factory if tests show it is unhealthy. Supply workers with sharps containers to dispose of sharp objects. Stock supplies of protective gloves, disinfectant, sharps containers, and sharps-handling devices for workers use. Offer a medical consultation and the Hepatitis B vaccination to workers whose tasks (including first-aid response) may expose them to blood or body fluids. D.CHECK Periodically evaluate the program and the Exposure Control Plan and determine whether its effective in preventing transmission of communicable disease.


Environment Guidelines
Domestic sewage (wastewater containing human urine and feces from the factory population) can cause water pollution, create a risk to community health, and become a nuisance for neighboring communities if it is not treated. Biosolids aresewage sludge that has been treated to remove pollutants and


disease-causing organisms; this material can be recycled, typically as a soil amendment, because of the plant nutrients it contains. The purpose of this section is to explain the requirements for treating domestic sewage, and for managing the resulting biosolids, in order to control environmental and health hazards.

Program Strategy for Managing Domestic Sewage and Biosolids

A.PLAN Identify method to meet requirement for biological treatment of domestic sewage. Prepare procedure for treating domestic sewage and disposing of resulting biosolids (if sewage is treated on site). Train workers involved in sewage treatment or disposal. B.ACT Change the domestic sewage and biosolids management procedure, if needed. Work with treatment facility or biosolids disposal facility to make necessary changes to comply with requirements. Identify alternative sewage treatment or biosolids disposal options, if needed. C.DO If treating off site, qualify a wastewater treatment facility. If shipping sewage to off-site facility, identify or create holding tanks equipment. Identify biosolids disposal method and facility. Verify proper permit. Keep written records about biosolids disposal methods, including permit verification. D.CHECK Periodically, audit wastewater treatment facility and biosolids disposal facility to determine they are managing sewage and biosolids properly.



If they are not packaged and transported safely, hazardous materials may leak or spill and may cause harm to factory and transportation workers and to communities and the environment. The purpose of this section is to describe the requirements for making sure that hazardous materials are transported safely to and from the factory.

Program Strategy for Transporting Hazardous Materials

A.PLAN Create procedures for safely receiving hazardous materials into the factory and shipping hazardous materials away from the factory. Identify workers whose tasks include shipping and receiving hazardous materials; they will need to be trained on the above procedures. B.ACT Create or modify procedures to improve the program for transporting hazardous materials, based on audits of transporters or other factors (e.g., incident reports). C.DO Make sure workers whose tasks include shipping and receiving hazardous materials are trained on safe work procedures. Choose qualified transporters that can demonstrate they have good safety performance. Provide transporters with adequate information about the hazardous materials they will be transporting away from the factory. D.CHECK Make sure that transporters are regularly audited on their safety performance.


Hazardous wastes that are disposed of improperly can pollute the air, land, groundwater, and waterways; harming the environment and threatening community health. While garment factories do not create large quantities of hazardous waste, it is important that any amount of hazardous waste be managed properly to avoid contaminating the environment. The purpose of this section is to describe how factories may properly manage hazardous wastes.

Program Strategy for Hazardous Waste

A.PLAN Identify types and amounts of hazardous waste at factory. Prepare a procedure for managing hazardous wastes at factory (include instructions on handling spills). Train anyone who handles, labels, inspects, and ships hazardous wastes. B.ACT Make changes to the hazardous waste management as necessary. Disqualify a hazardous waste contractor or disposal facility if they dont comply with requirements. Retrain or discipline workers, if they dont follow the procedure. C.DO Audit and identify qualified hazardous waste disposal facilities. Store hazardous wastes in compatible containers with proper labels, in assigned areas. Prepare and keep copies of hazardous waste shipping documents, as wastes are shipped to disposal facilities. D.CHECK Inspect hazardous waste storage areas to make sure the procedure is being followed. Check that wastes sent to disposal facilities are received by them and managed as requested (i.e., recycled, treated, incinerated or disposed



The benefits reducing the volume of solid waste generated at a factory include a positive effect on the environment, an economic advantage to the factory, better community relations, and improved worker morale. The purpose of this section is to describe the requirements for managing and reducing the volume of solid waste generated by factories.

Program Strategy for Solid Waste Management

A.PLAN Establish a program with specific goals for reducing the amount of solid waste generated at the factory and increasing the amount of material that is recycled. Establish procedures for reducing solid waste and increasing recycling throughout the factory. B.ACT Create or modify procedures and, if necessary, update technologies to improve solid waste management, based on annual evaluation. C.DO Make sure workers throughout the factory follow the solid waste management procedures. Make sure workers know that hazardous waste must be handled according to the requirements of the Hazardous Waste Management topic D.CHECK Evaluate the procedures and technologies for managing solid waste each year. Evaluate progress toward solid waste reduction goals.



Purpose Factory activities such as chemical storage, equipment handling, etc., can mix pollutants into rainstorm water that flows off the property and into bodies of water such as streams, rivers, ponds, oceans. This can harm the environment and create community health hazards. The purpose of this section is to describe the requirements for practices that can be used to minimize the amount of pollutants in storm water that flows off factory property.


Storage of petroleum products and hazardous materials in underground or aboveground tanks presents a risk of spilling or leaking the hazardous materials into the environment. The purpose of this section is to describe the best management practices for storage tanks in order to minimize this risk.




In 1991, in line with our company values, Levi Strauss & Co. established a set of Global Sourcing and Operating Guidelines (GSOG). We created the GSOG to help us improve the lives of workers manufacturing our products, make responsible sourcing decisions and protect our commercial interests. At the time they were developed our GSOG were considered highly innovative and risky; today, such codes of conduct have become a standard for responsible sourcing. Empathy, Originality, Integrity, Courage These four core values are at the heart of Levi Strauss & Co. They are fundamental to our success. They are the foundation of our company, define who we are. They underlie our vision of the future, our business strategies and our decisions, actions and behaviors.

The purpose is to assist individuals, including factory managers, licensees and agents to implement the TOE in factories producing Levi Strauss & Co. (LS&CO.) Levis, Dockers, and Levi Strauss Signature products.


LS&CO. developed the TOE in response to requests from factories, licensees, monitors, NGOs, TOE assessors, manufacturing and operations staff, industry colleagues and others for more specific guidance on our TOE standards and expectations, as well as how to correct TOE violations.

Table of Contents

1. Child Labor 5 2. Prison Labor/Forced Labor 7 3. Disciplinary Practices 9 4. Legal Requirements 13 5. Ethical Standards 15 6. Working Hours 17 7. Wages and Benefits 19


8. General Labor Practices & Freedom of Association 22 9. Discrimination 27 10. Community Involvement 29 11. Health & Safety 30 12. Environment 44 13. Dormitories 53 14. Permits 58

TOE Ratings Defined Zero Tolerance Violation Serious breach of Terms of Engagement that results in severe impact to individual rights, life safety and/or LS&CO.s corporate reputation. Production cannot be placed in proposed suppliers with ZT violations confirmed by more than one source of information. For existing suppliers with a ZT confirmed by more than one source of information, LS&CO.s approach is to work with existing suppliers to remediate ZT violations immediately and endeavor to limit exit to circumstances when a supplier is unwilling to remediate or does not have the capability to remediate. Examples of ZT include underage workers, forced labor, corporal punishment, violation of ethical standards (falsification of records, unauthorized subcontracting, or failure to provide access to records or workers), and failure to complete ZT or IA corrective actions within the agreed upon timeframe. Immediate Action Item Breach of Terms of Engagement that results in negative impact to individual rights and life safety and/or LS&CO.s corporate reputation. Production cannot be placed in proposed suppliers with IA violations.

For existing suppliers with an IA, the violation must be remediated fully (e.g. underpaid wages must be repaid) and within a maximum period of 2 months, or the issue becomes a ZT. Some IA violations may require a remediation period of less than 2 months. Examples of IA include excessive working hours, non-payment of overtime premiums or contracted wages, non-provision of required government benefits, documentation on important labor issues such as age, hours, wages; proper disciplinary processes, discrimination, infringements on freedom of association, violations of local law, non-functioning water treatment facility and life safety violations (emergency exits, fire prevention). Continuous Improvement Item Labor, health & safety, and environmental issues that can be improved in the factory for the well being of workers and/or betterment of its reputation or management practice. Production can be placed in proposed suppliers with CI issues. For proposed and existing suppliers with CI issues, a reasonable corrective action plan can be proposed over a 6 month period. Examples of CI include operating permits (if company has already applied for them), establishment of company policies on hiring practices, etc., records documentation and health and safety issues, such as PPE, chemical storage, machine guarding, signage, etc.

1. Child Labor
Use of child labor is not permissible. Workers can be no less than 15 years of age and not younger than the compulsory age to be in school. We will not utilize partners who use child labor in any of their facilities. We support the development of legitimate workplace apprenticeship programs for the educational benefit of younger people. What are the TOE Requirements? Minimum Working Age The factory is prohibited from employing any worker under the age of 15. Where local law specifies a minimum working age higher than 15, all workers must be at or above the legal minimum age. Where local law specifies a mandatory schooling age, the factory may only employ those persons above the mandatory schooling age. Factory should have hiring policy that includes a minimum age of 15, or older if specified by law. Factory Visitors


Only persons at or above the age of 15 maybe be present in the work areas. Only in the case of a guided tour, conducted by an appropriate factory employee, may persons under the age of 15 enter the work areas. Age Documentation The factory must have age-verification procedures that are effectively implemented, so that every personnel file contains copies of the identified documents (such as birth certificates, national ID cards or school certificates) submitted by applicants. Juvenile Workers Where a countrys legal code specifies juvenile employment restrictions or requirements, the factory must be in compliance with the local legal requirements. 2Juvenile workers are prohibited from working at night or conducting hazardous work, as defined by the ILO.

2. Forced Labor
We will not utilize prison or forced labor in contracting relationships in the manufacture and finishing of our products. We will not utilize or purchase materials from a business partner utilizing prison or forced labor What are the TOE Requirements? All forms of prison or forced labor are prohibited. Any subcontracting arrangement with prisons is prohibited. Any restrictions for workers to voluntarily end their employment, such as, excessive notice periods or substantial fines for terminating their employment contracts, are prohibited. Labor contracts must also meet legal requirements. factories must grant employees permission to leave the factory under reasonable circumstances, such as personal or family emergencies, without disciplinary penalty. Factories must never physically prevent or delay workers from leaving the facility or its grounds. Factories must not require or allow employment agents to require any monetary deposits or keep any original identification documents. The practice of deposits


(money/original identification) may prevent workers to freely end their employment (within the legal context). This violation occurs most with a migrant labor force. Security must not be allowed to intimidate or restrict the movement of workers. If security is inside the factory they should not be armed. Factories must not restrict or limit in any way employee access to religious facilities, toilets or drinking water. Overtime must be strictly voluntary. Any form of pressure to perform overtime is prohibited.

3. Disciplinary Practices
We will not utilize business partners who use corporal punishment or other forms of mental or physical coercion. What are the TOE Requirements? Factory managers/supervisors must never threaten the use of or practice any form of physical discipline or harmful physical contact, no matter how slight. Factory managers/supervisors must never engage in or allow sexual harassment. Touching employees, especially women, in any way that could be considered to have sexual implications; sexual comments made to workers that creates an unreasonably hostile work environment; or requiring any form of sexual favor in exchange for beneficial treatment in employment is considered sexual harassment. Employers shall not offer preferential work assignments or other preferential treatment of any kind in actual or implied exchange for a sexual relationship, nor subject employees to prejudicial treatment of any kind in retaliation for refused sexual advances. Factory managers/supervisors must never use coercive behavior, verbal abuse or abusive disciplinary tactics or procedures. Threatening, either explicitly or implicitly, to withhold workers basic rights, including wages, benefits, access to food, services, etc. can be considered coercive behavior. Access to food, water, toilets, medical car or health clinics or other basic necessities will not be used as either reward or punishment. Employers will not unreasonably restrain freedom of movement of workers, including movement in canteen, during breaks, using toilets, accessing water, to access necessary medical attention. Managers should never use intimidation or mentally abuse workers such as throwing objects at the ground in front of workers. Employees will not be threatened nor intimidated in any manner nor have the

fear of threats or intimidation. Disciplinary measures must not include monetary fines. Tardiness should be deducted on a pro-rata basis . Managers should never threaten illegal or undue fines as a means of Disciplining or influencing behavior. Security personnel must not administer disciplinary action against employees. Security must not have the right to discharge workers. The military must not be allowed to participate in disciplinary procedures. Security practices must be gender appropriate and non-intrusive. Management will discipline (could include combinations of counseling, warnings, demotions, and termination) anyone (including managers or fellow workers) who engages in any physical, sexual, psychological or verbal harassment or abuse. Factories must have established procedures for disciplining and firing workers that are applied in a standardized fashion throughout the facility. The procedures must include an escalating series of verbal and written warnings prior to suspension or dismissal. Disciplinary measures taken must be documented in the workers file and a copy of such warnings should be provided to the worker. Factories must have written grievance procedures in place that protect employee privacy, protect against possible retribution and permit workers to report unfair treatment to someone other than their supervisor. Factories grievance procedures must include a system for resolving disputes in the workplace, e.g., dispute resolution committee or workers council that receives investigates and resolves workplace grievances. The factory should use a clearly defined and documented system for resolving disputes in the workplace, whether between co-workers or between workers and supervisors. Workers should have the ability to report problems to person or committee other than a direct supervisor . This system should be communicated both verbally and in writing to the workers. The factory must adopt and communicate a non-retaliation policy that guarantees that workers who report on problems or abuses do not suffer negative consequences. Factories must have functional and effective processes in place such that workers can voice their concerns. These processes must be used, accessed and understood by workers and they must also include a mechanism to ensure that grievances are responded to. A discreet, effective complaint procedure should be in place for all workers. A trusted person, such as an appointed counselor, should be the administrator of

the system. . There should be an internal, confidential appeal procedure that workers can use if management does not adequately respond to their complaint. There should be an appeal procedures for workers who feel unjustly warned or disciplined. There should be suggestion boxes in private and secure locations that are easily accessed by the workers. The facility may also provide a telephone hotline number or post office box address for employees to report grievances. Managers and Supervisors should be trained in disciplinary procedure compliance and where possible, workers should receive instruction on their rights under national law and company expectations and where relevant, best practices and international standards. Factories should effectively communicate disciplinary procedures to employees. Policy and procedures should be present in employee handbooks and manuals. Grievance procedures should be included in orientation for new and temporary hires and in periodic training for existing workers, supervisors, and managers. The factory should provide cross-cultural training to expatriate managers, supervisors, and workers.

4. Legal Requirements
We expect our business partners to be law abiding as individuals and to comply with legal requirements relevant to the conduct of all their businesses. What are the TOE Requirements? Factories must observe and be in compliance with any legal judgments against them. Factories must observe and be in compliance with Rules of Origin laws and regulations. Factories must understand Country of Origin requirements to ensure they are in compliance.

5. Ethical Standards


We will seek to identify and utilize business partners who aspire as individuals and in the conduct of all their businesses to a set of ethical standards not incompatible with our own. What are the TOE Requirements? Factories must provide access to workers, records and factory work areas, and they must be cooperative and transparent during TOE assessment process. Factories must not engage in corrupt or unethical practices, such as paying bribes in exchange for jobs, preferential treatment, etc. Unauthorized subcontracting is prohibited. Factories must maintain only one set of complete and accurate working-hour and payroll documents and records that represent true work conditions. Factories must never present or require workers with blank papers/resignation letters to sign. Factories must not engage in practices, such as annually firing and re-hiring workers or unreasonably designating workers as probationary, designed to circumvent national or local wage, benefit or other labor laws.

6. Working Hours
While permitting flexibility in scheduling, we will identify local legal limits on work hours and seek business partners who do not exceed them except for appropriately compensated overtime. While we favor partners who utilize less than sixty-hour work weeks, we will not use contractors who, on a regular basis, require in excess of a sixty-hour week. Employees should be allowed at least one day off in seven. What are the TOE Requirements? Working hours must not exceed 60 hours per week, more than 8 (not continuous) weeks per year. However, the TOE prefer working hours be under 60 hours each week, with a maximum of 48 hours of regular work, plus 12 hours of overtime. Or where a countrys legal code requirements are more stringent on overtime hours, the legal requirements must be met. Where a countrys legal code specifies the regular workday, workweek, rest days and/or holidays, factorys schedules must be in compliance with the law. Employees must have one day off in seven; they may work on their rest day but no more than once in every two weeks and no more than 8 consecutive weeks per year.

TOE prefers that employees not work on their rest days. Time records for all workers must be available for review. Employees must maintain their own time records, i.e., punch in and out themselves. Factories must record all employee working hours completely and accurately. Factories should have a working time clock that employees use to record their hours, both regular and overtime.

7. Wages and Benefits

We will only do business with partners who provide wages and benefits that comply with any applicable law and match the prevailing local manufacturing or finishing industry practices. What are the TOE Requirements? Where a countrys legal code specifies legal minimum wages and allowances, factories must be in compliance with the law with respect to all workers, including employees paid on piece rate. Where the industry prevailing wage is greater than the minimum wage, the prevailing wage should be paid. Where a countrys legal code specifies an overtime rate or an overtime premium, factories must be in compliance with the law. Workers must be paid the legal rate for all overtime hours worked. Where a countrys legal code specifies that workers must receive certain benefits (such as retirement benefits, health insurance, workmans compensation, etc.), factories must be in compliance with the law. Where a countrys legal code specifies the time and/or manner of wage payments, factories must be in compliance with the law and follow any legal requirements in cases of wage delay (i.e. interest, etc.). Payroll records for all workers must be available for review. Factories must meet the legal requirement on wage payments. Factories must provide all benefits and onuses in accordance with the law. Factories must not deduct more from workers wages than is legally permitted. Factories must not deduct wages for tardiness that exceed the actual man-hour loss. Factories must not deduct recruitment agency fees from workers wages. Work performed must be on the basis of recognized employment relationships with no use of labor only contracting or subcontracting to avoid payment of benefits to workers or other obligations under labor or social security laws.


Factories should provide workers with pay slips that show regular and overtime hours worked, regular and overtime rates and wages, bonuses and deductions. Pay slips should be in language workers understand. Workers should be aware of their benefitsand understand how their wages are Calculated .

8. General Labor Practices and Freedom of Association

We respect workers rights to form and join organizations of their choice and to bargain collectively. We expect our suppliers to respect the right to free association and the right to organize and bargain collectively without unlawful interference. Business partners should ensure that workers who make such decisions or participate in such organizations are not the object of discrimination or punitive disciplinary actions and that the representatives of such organizations have access to their members under conditions established either by local laws or mutual agreement between the employer and the worker organizations. What are the TOE Requirements? Factories must respect employee rights to freedom of association; they must not impose any punitive actions against workers insupporting union such as threatening, fining, suspending or firing workers exercising those rights. Any action that suppresses freedom of association is prohibited, and may be an act deemed illegal in some countries labor codes. Laws in different countries vary substantially regarding freedom of association. Most countries maintain procedural regulations on the actions of workers and employers. Some countries place substantial restrictions on workers rights of association. The TOE provision on free association neither permits, nor requires LS&CO. or its business partners to engage in unlawful activities to protect the rights of association. Nevertheless, where the right to freedom of association and collective bargaining is restricted under law, the supplier should not hinder the development of lawful parallel means for independent free ssociation and bargaining. Employers will not use intimidation, unreasonable searches, police or military force to obstruct workers right to freedom of association. Workers organizations have the right to conduct their activities and elect their representatives without employer interference such as the presence of factory management or factory designees at organizing meetings. Workers are free to meet and discuss workplace issues in the factory during their breaks and before and after work. They may communicate their concerns about factory practices to management, choose representatives to organize workers, inspect working conditions, engage in dialogue with factory

management, and carry out other organizing activities that do not disrupt factory production. The employer will not interfere with the right to freedom of association by controlling workers organizations or favoring one workers organization over another. Employers are not required to take an active role in supporting workers efforts to associate or organize, but employers must assure that workers can exercise their right to organize in a climate free of violence, pressure, fear and threats Factories should not prohibit or impede individual unions affiliation with larger regional, national or international unions or federations. Workers organizations have the right to establish and join federations and confederations, which must also enjoy the same rights. In cases where a single union represents workers, the employer will not interfere in any way with workers ability to form other organizations that represent workers. Managers and supervisors should be trained in Freedom of Association compliance and when possible, workers should receive instruction on their rights under national law and company standards.

Collective Bargaining
The factory will honor the right of workers to bargain collectively. Employers should bargain and negotiate with representatives freely chosen by the workers. The employer will not interfere with workers efforts regarding registration and formation of workers organizations. Employers will negotiate in good faith with any union/workers representatives that has been recognized as a bargaining agent for some or all of its employees. Employers and employees will honor in good faith for the term of the agreement the provisions of any collective bargaining agreement (CBA) they sign. The provisions of collective bargaining agreements can be more favorable Towards workers than those of laws and regulations. However, we do not recognize provisions of collective bargaining agreements that may be less favorable than applicable laws. Employees should be able to raise issues regarding CBA compliance by the employer without retaliation.

Trade unions not recognized as the bargaining agent of some or all of the workers in a facility should have the means for defending the occupational interests of their members, including making representations on their behalf and representing them in cases of individual grievances, within limits established by applicable law. Workers representatives should have the facilities necessary for the proper exercise of their functions, including access to workplaces.

Terms of Employment
Factories must be in compliance with the law in all terms of employment. The employer will not interfere, to the detriment of workers organizations, with government registration requirements regarding the formation of workers organizations. In the absence of legal allowance of Freedom of Association, parallel means to allow independent and free association and collective bargaining should be applied, such as Health and Safety committees, or other worker groups. Employers will comply with applicable laws and regulations concerning collective bargaining and free association. Where conflicts are known to exist, employers will use the standard that provides the greatest protection for workers . The factory will ensure all of its hiring, promotion and employment practices will not circumvent its goals and practices around freedom of association or collective bargaining. The factory does not refuse employment to otherwise qualified workers because of membership in a union or other legal association. The right to freedom of association begins at the time that a worker seeks employment, and continues through the course of employment. Factories cannot transfer, demote, promote, outsource or re-assign workers as a means to discourage unionization. Factory management will not impede workers right to peaceful organization by outsourcing work performed by union members. Shifting production from one site to another for the purpose of retaliating against workers who have formedor are attempting to forma union is not acceptable. Employers should not offer or use severance pay as a means of discouraging union activities. Unscheduled wage or benefit increases should be avoided while a union organizing campaign is in progress.

Trainees must have the same wages, benefits and other conditions of employment as permanent employees after three months of employment, or earlier, as per law. Temporary workers must have the same wages, benefits and other conditions of employment as permanent employees after nine months, or earlier, as per law. Fixed term contracts or apprenticeship schemes where there is no real intent to impart skills or train for regular employment, should not be used to avoid payment of benefits to workers or other obligations under labor or social security laws. Where legally required, factories must have written employment contract with every employee and must provide every employee with a signed copy of their contract. Employment contracts must be in a language that workers understand and must contain an accurate and complete summary of the terms of employment. If workers are illiterate, supplier must explain terms to workers prior to signing contract. Factories should maintain a personnel file for each employee, whether direct or indirect, that contains appropriate employee records such as signed ageverification documents, employment agreements, disciplinary notices, and leave and benefit records. Factories should retain files of dismissed employees onsite for three years or longer if legally required. Files should include reason for dismissal. General Labor Practices Strip searches or pat-downs are prohibited. Factories are responsible for providing workers with all work tools, materials, badges, etc. The use of unauthorized homework in the production of any LS&CO. product is prohibited. The TOE Code of Conduct poster should be displayed in the language spoken by workers so workers can see and read it. In addition, factories should effectively communicate the Code of Conducts contents to illiterate workers. Factories should have accurate, complete and reasonable internal rules and regulations, written in a language that workers understand and posted in a visible/accessible location. Regulations should include: the minimum working age, facility ageverification procedures, juvenile employment restrictions (if any), wages, regular and overtime hours and rates, benefits and deductions, vacation and sick leave (including the circumstancessuch as family emergenciesunder which employees may be granted permission to leave the factory without disciplinary penalty), discipline and termination procedures, grievance procedures,

and harassment/abuse policies. Factories should effectively communicate internal rules and regulations to employees. Factories should post national or local labor laws, written in language workers understand, in a visible and accessible location where workers can read them. Posted laws should cover the minimum working age, minimum wage and legal overtime rates, benefits, work hours, freedom of association and harassment/abuse.

9. Discrimination
While we recognize and respect cultural differences, we believe that workers should be employed on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs. We will favor business partners who share this value. What are the TOE Requirements? Factories hiring, compensation, promotion termination and retirement practices and access to training should be based on a persons ability to perform the job effectively, and not on a persons individual characteristics. Practices that use religion, sex, ethnicity or national origin, disability, political affiliation, social status, sexual orientation, actual or perceived HIV status or legal migrant worker status as a basis for the above is prohibited. Discrimination in any form is prohibited. Factories that are not legally required to do so, must not require female applicants, contract workers or employees to be tested for pregnancy. Pregnancy testing should be voluntary not mandatory. Mandatory pregnancy testing (if not a legal requirement) is prohibited. It is prohibited for factories to ask female applicants about their pregnancy status and must not discriminate in their hiring, salary, benefits, advancement, discipline, termination or retirement practices. Restricting or limiting reproductive rights is prohibited. Factories must meet any legal conditions on working environment for women and pregnant, post-partum and lactating women. Women returning from maternity leave must be given an equivalent position and equal pay. Factories must make reasonable accommodations in job conditions for pregnant women (such as job reassignments to non-hazardous or lighter work, provision of seating, extended breaks, etc.).


10. Community Involvement

We will favor business partners who share our commitment to improving community conditions. What are the TOE Requirements? The TOE encourage factories to contribute to the betterment of the community in which they are operating.

11. Health & Safety

We will only utilize business partners who provide workers with a safe and healthy work environment. What are the TOE Requirements? We have prepared Levi Strauss & Co.s Health and Safety requirements, but we do not herein identify all circumstances which might constitute findings in a TOE Assessment. Rather, we address the broader topics which are of particular importance. Each business partner must make a careful assessment of each of its workplaces in order to determine what measures it needs to put in place to meet our requirements, and, of course, the requirements of the countries where it operates. Safety Committee Factories should have active safety committees. Safety committees should meet at least once per month, and more often if needed. Safety committees should include management representatives, workers from various factory operations, and union representatives (if the factory has a union). A written record of the safety committee meetings should be agreed upon by the committee leaders, posted in a workplace location for factory workers to read, and kept on file for a minimum of five (5) years.


Risk Assessment Factories should have a procedure for identifying workplace hazards and assessing their risks. Emergency Preparedness A senior factory manager must be assigned responsibility for making sure that the factory has procedures in place to prepare for, and respond to, emergency situations. Factories must have procedures to prepare for possible emergencies such as fire, earthquakes, hurricanes, and chemical spills. These procedures must be written in a language that all workers understand. Factories must have an emergency evacuation plan, and evacuation routes must be posted in each work area. Factories should have assigned locations that can shelter the entire worker population in case of a severe weather event. Factories should hold emergency evacuation drills often enough that workers know the drill procedure and consider it routine. Factories should have a fire prevention plan. Aisles and Exits Factories must have enough exits to safely serve the number of workers and the height and type of building or structure: Factory floors with 150 or fewer workers must have at least 2 (non-elevator) exits . Factory floors with more than 150 workers must have at least 3 (nonelevator) exits. Exits must lead to a safe location outside the building and must be within 61 meters (200 feet) of every workstation. Buildings with 1000 or more workers must have at least 4 exits. Additional exits must be provided in every section of a building where size, worker population, and work area arrangement would endanger workers trying to use a single exit that is blocked by fire or smoke. Aisles and exits must be kept clear and unblocked at all times. Exits must be unlocked at all times during working hours. Exit doors must open outward (in the direction of the way out of the building). They must require no special operation.


Exit doors, routes, and aisles must be wide enough to safely evacuate workers in an emergency: Factory floors with 150 or fewer workers must have at least 2 (non-elevator) exits. Factory floors with more than 150 workers must have at least 3 (nonelevator) exits . Exits must lead to a safe location outside the building and must be within 61 meters (200 feet) of every workstation. Buildings with 1000 or more workers must have at least 4 exits. Additional exits must be provided in every section of a building where size, worker population, and work area arrangement would endanger workers trying to use a single exit that is blocked by fire or smoke. Factories must have a fire alarm system that will notify occupants throughout the entire building. This alarm must be different from other building alarms, must be used for fire and evacuation only, and must be capable of being heard throughout the entire building. It must take priority over all other alarms, and be monitored at an outside location that is constantly attended, such as the local fire and/or police department or alarm company. Exit doors and exit routes should be marked so that they are clearly visible to factory workers throughout the factory: Exits should be marked with signs that are visible from 30 m (100 ft). All signs and markings should be in a language(s) that can be understood by all workers. Lettering should be at least 15 cm (6 in) high, brightly colored, contrasting with surrounding surfaces, illuminated to make them more visible. Any door, aisle, or stairway that is NOT an exit or does NOT lead to an exit and may be mistaken for an exit shall be posted with a sign that reads NO EXIT. An assembly area should be assigned outside the factory so that evacuated workers can be accounted for in an emergency. Any changes to building design should be reviewed to make sure that they meet the requirements of this topic before they are implemented. Lighting Factories that have night shifts or low natural lighting levels should provide emergency lighting in case of a power failure. Lighting should meet the following required lux levels in the workplace:


Flammable and combustible chemicals and materials must be properly stored. Drips and spills must be cleaned up immediately. Lint traps in dryers must be routinely cleaned and the lint is removed and discarded. Factories should keep stairs, aisles and exits clean (See Aisles and Exits for further requirements). Materials must be kept neat and orderly Scrap materials should be cleaned up daily or often enough to prevent them from collecting n floors, tabletops, in aisle ways, or other areas. Litter should be stored in non-combustible containers with lids. Building roofs and roof drains should be kept clean and unclogged. Outside storage should be at least 7.5 meters (25 feet) away from building walls. Heating, ventilation and air conditioning systems should be cleaned and maintained regularly.

Electrical Safety
Factories should maintain wiring and electrical systems in safe condition. All workers who work with high-tension, live electricity should be trained on its hazards and the control measures that must be taken. Written records should be kept of this training. All electrical equipment should be properly grounded. Permanent and stationary equipment should have hard-wired electrical connections only.

Control of Hazardous Energy/Lock-out Tag-out

Factories must have written lock-out/tag-out and maintenance procedures to keep maintenance personnel and equipment operators safe during operations such as maintenance, un-jamming of machines, needle changes, or changing of dies or machine parts. Each piece of machinery or equipment must have its own electrical, pneumatic, or hydraulic disconnect switch or valve so that the individual machine or piece of equipment can be isolated from the others. Before a worker may be authorized to lock out and tag out equipment, he/she should be trained in lock-out and tag-out techniques and procedures by experienced personnel.

Machine Guarding
All machinery with exposed, moving, mechanical parts must be equipped with

safety devices; all required protective guards must be in place. Workers should be given safety training on the machines they operate. Factories should assess the hazards of new and existing equipment to determine whether existing guards are effective in protecting workers, or if other machine guards should be added to control hazards. Factories should routinely inspect equipment to make sure equipment guards are in place and working properly.

Powered Industrial Trucks

Only qualified workers, who have been properly trained and evaluated, may operate or maintain powered industrial trucks. Each powered industrial truck should be inspected at the beginning of every shift to make sure it: functions properly and safely, and does not create hazards . All workers who use, adjust, or maintain powered industrial trucks should be trained to perform these jobs safely. All industrial truck operators should complete the requirements for requalification periodically. Operators safety performance should be evaluated frequently. Industrial truck operators should be retrained and disciplined if the operator has been: observed to operate the equipment in an unsafe manner or involved in an accident or near-miss incident Industrial truck operators shall be re-trained if, at any time, they are assigned to drive a different type of equipment, or there are changes in the workplace that affect the safe operation of the equipment. Factories should make sure that all contractors, vendors and visitors that may use powered industrial trucks understand that they must become qualified to use this equipment and how to meet the qualification requirements Noise Management Factories must identify workers who work in areas with noise levels that are higher than 85 decibels. These workers must wear hearing protection and be trained on the proper use of hearing protection and the health and safety risks of not wearing hearing protection.

Factories must supply workers with the necessary hearing protection (ear plugs, ear muffs). Factories must keep written records that show this training has been completed. Factories must meet legal requirements to test workers hearing to determine whether they have experienced any hearing loss. Factories should conduct noise hazard evaluations each year to identify any areas where noise levels exceed 85 decibels. Factories should first attempt to reduce noise levels that are higher than 85 decibels through proper maintenance of equipment and engineered noise controls. Personal Protective Equipment Factories must supply cutting room workers with metal mesh gloves, train workers to use them properly, and require that they be worn. Workers should wear shoes or boots that will protect against foot injury. Factories should provide workers with protective eyewear to guard against flying objects, glare (e.g. from laser usage), liquids, dust, etc. Prescription lenses typically do not provide enough protection. Eyewear must meet the applicable standard for impact resistance (see, for example, ANSI Z87.1 - 1989) and must not disturb the proper positioning of prescription lenses. Sewing factories should provide finger guards for sewing workers to protect against needle punctures. Factories should supply workers who do potentially hazardous work (e.g., drilling, sanding, grinding, construction, loading or materials handling) with suitable personal protective equipment. Factories should train these workers to use protective equipment properly, and require that it be worn. Factories should inform workers about the health and safety risks of not wearing required personal protective equipment. Typical PPE includes : Eye protection such as safety glasses/goggles to guard against flying objects and dust; Hearing protection such as ear muffs and ear plugs for noise levels that exceed 85 decibels; Respirators such as masks to protect against dust and purifiers to protect against chemical dust or vapors; Face shields to protect against chemical or hot metal splashes; Gloves to protect against cuts, bruises, burns or chemical absorption; Aprons to protect against chemical splashes; Foot protection such as safety shoes with toe guards to protect against impact, crushing injuries and puncture;


Hard hats to protect against falling/flying objects, particularly in construction zones. Ventilation Chemical mixing must take place in a well ventilated or open area, using appropriate personal protective equipment. Factories should use ventilation that directs air flow away from workers for tasks such as welding, or handling or mixing chemicals. Chemical Storage Chemicals must be stored in an organized way, following guidelines for recommended storage compatibilities, in order to avoid contact between incompatible chemicals. Workers handling chemicals must have immediate access (within 10 seconds) to an eyewash/shower that can be easily operated. Factories should meet legal requirements to notify government or other local agencies (such as fire departments) about chemicals used or stored onsite. All chemicals should be properly labeled in the language(s) spoken by workers. Chemicals should be stored and used in designated areas which are well ventilated. Material Safety Data Sheets should be kept on site and must be available for review by workers, in the language(s) spoken by workers. Extreme Temperatures Factories should have satisfactory temperature controls and must provide a working environment that does not routinely expose workers to excessive heat or cold. Plenty of water should be available for workers who work in areas with high temperatures (near ovens, dryers, etc.). Proper personal protective equipment should be provided to workers who work in conditions involving extreme heat or cold. Asbestos Management All factories must assess their buildings and make a list of areas that are known to have, or may have, suspected asbestos-containing materials. If a factory determines it has suspected asbestos-containing materials, it must comply with TOE requirements numbered 3 through 8 below, as well. Factories must have an asbestos management program and must work closely with a qualified contractor to:

train workers, inspect building areas for asbestos containing materials, and create safe work practices, clean-up procedures, and a plan to prevent the release of asbestos into the air. Factories must review and comply with applicable asbestos laws and regulations. All factories should review purchases of new building materials to make sure they do not contain asbestos. Maintenance workers should be trained to recognize materials that may contain asbestos. Damaged building materials that may contain asbestos should be sampled and tested by qualified consultants and laboratories to determine whether they contain asbestos and what additional action is needed. Asbestos-containing materials should be properly marked. If a qualified contractor decides that it is not necessary to remove these materials, the factory should have a procedure to inspect them, periodically, to make sure these materials remain in good condition. If a qualified contractor finds that the asbestos-containing material contains friable asbestos; a qualified contractor should repair, enclose, or remove the material according to applicable laws and regulations. First Aid Factories should provide at least one first-aid kit per 100 workers. The kits should be located on the factory floor to give workers immediate access. There should be a sign board that clearly displays their location, and every six months, each worker should be told of this location. The kits should not be under lock and key. The number of workers who should be trained to give first aid depends upon the overall worker population and the distance from the factory to the nearest medical facility. For all factories with fewer than 500 workers, at least 1% of the workforce should be trained in first aid and 2 workers per shift must be trained in Cardiopulmonary Resuscitation (CPR) techniques listed in the Hazard Control section below. Factories with 500 or more workers and all factories where medical facilities are more than 5 minutes away should have a full-time medical professional on site during all hours workers are in the factory. First-aid kits should be fully stocked with the items listed in the table below: Factories should maintain up-to-date written records of injuries, including minor injuries. These records should include a description of circumstances, injuries and treatment. In addition, injury records should

be sorted by department and by worker. Factories should have written procedures to treat workers needing first aid. Emergency eyewash and shower stations should be located so that workers who handle chemicals can get to them immediately (within 10 seconds). Once activated, these stations should continue to operate without requiring the use of a workers hands (the worker must be able to use both hands to hold their eyes open while flushing them with water). Preventing Communicable Disease The factory must provide toilets that are clean and in good working condition for workers use. The factory must provide safe drinking water that meets the local drinking water quality standards. Safe drinking water must be available, at no cost, to all workers at all times. The factory must have an Exposure Control Plan to prevent workers from contacting blood or other body fluids that may contain harmful organisms, such as HIV or HBV. Kitchens should be clean and organized for safe food preparation. The dining halls or other eating areas should be kept clean and separate from the main work area. The factory should keep a written record of any injuries caused by needle sticks or cuts.

12. Environment
We will only do business with partners who share our commitment to the environment and who conduct their business in a way that is consistent with Levi Strauss & Co.s Environmental Philosophy and Guiding Principles. What are the TOE Requirements? Domestic Sewage and Biosolids Management All factories must meet the LS&CO. Global Effluent Guidelines, which require (a) on-site biological treatment of domestic sewage, or (b) off-site municipal wastewater treatment ,or (c) a septic tank system. If the factory has existing biological treatment for their industrial waste water, this system can also be used to treat domestic sewage.

Biosolids should be reused or disposed of at a facility with valid permits, which must be checked by factory personnel. Transporting Hazardous Materials Factories should have procedures to safely receive hazardous materials transported to them. Factories should provide information to transporters about the physical, chemical, and environmental hazards of materials to enable transporters to safely and legally transport the materials away from the factories. Factories should give special instructions to transporters about routing, parking, and delivery of hazardous materials, and must make sure that these are followed. Hazardous Waste Factories must determine the types and amounts of hazardous wastes resulting from production and business activities. Factories should treat, recycle, or dispose of all hazardous wastes they make by using a qualified hazardous waste contractor, whenever feasible. Hazardous waste manifests or other, equivalent, shipping documents should be used with every hazardous waste shipment to an off-site location. Shipping documents used for hazardous wastes should contain, at a minimum, the following information: Factory name and address Name, address, and phone number of transporter and/or destination facility Description of each waste stream transported off-site for disposal Shipping documents should be signed be factory personnel who have been trained on the hazardous waste shipping and documentation requirements. Factory personnel should track waste shipments to make certain the shipments were received by the proper facility. Waste disposal records should be kept by the factory for at least 3 years (or longer, if required by local authorities). Factories should take steps to reduce hazardous waste (e.g., by using non hazardous materials such as citrus-based solvents and non-toxic cleaners). Factories should work to improve current procedures and technologies for hazardous waste reduction, treatment, recycling, and disposal.


All hazardous wastes (including medical waste and used oil) should be handled in a way that minimizes the possibility ofexposing workers and contaminating the environment (air, land or water). Electrical equipment that may contain polychlorinated biphenyls (PCBs), such as transformers, regulators, capacitors, etc., should be labeled and managed as PCB contaminated equipment. Solid Waste Management The factory should create an ongoing program for solid waste reduction, which includes setting waste reduction goals. The program should reduce the amount of waste created at the factory, increase recycling, and encourage the proper management, storage, and disposal of all waste. The factorys procedures and technologies for managing solid waste should be evaluated each year and updated, when necessary, to improve the program and/or achieve goals. All hazardous wastes (including medical waste and used oil) should meet the requirements of the Hazardous Waste section and must never be mixed with general waste. Preventing Storm Water Pollution Factories should regularly inspect the exterior of buildings and surrounding parking areas, grounds, equipment, etc. to ensure that best management practices are used at the factory and are effective in controlling storm water pollution. Written records of these inspections should be kept by the factories. Workers whose activities may cause pollutants to be mixed into storm water should be trained on the subject of storm water pollution; this training should emphasize the importance of using the best management practices. Above Ground/Underground Storage Factories that operate aboveground or underground storage tank systems that contain petroleum products or hazardous materials should have a written plan for preventing spills or leaks to the environment. This plan should be kept on site and updated or improved whenever there is a change in factory operations, or if there has been a spill or leak of material to the environment. The plan should include at least the following: a current list of all aboveground and underground tanks that contain petroleum products and hazardous materials;

procedures to prevent spills or leaks, including while doing routine tasks, such as transferring small amounts of material to smaller containers; procedures for monitoring aboveground or underground storage tank systems for leaks; testing of secondary containment systems for aboveground or underground storage tank systems, if present; an emergency response plan for an incident involving a spill or leak from a storage tank; inspection forms; and requirements for training workers. Factory workers who have responsibility for the operation and/or maintenance of tank systems should be trained on best management practices for storage tanks. This training should be provided within 30 days of hire, and again each year after. A written record should be kept to show this training was completed. Routine inspections should be conducted on storage tank systems, including site-owned, oil-filled power transformers. A report form should be completed if a spill or leak occurs. This allows the factory to keep a written record of spills/leaks and of the corrective actions taken to prevent future spills or leaks.

13. Dormitories
Business partners who provide residential facilities for their workers must provide safe and healthy facilities. What are the TOE Requirements? Dormitory residents must not be restricted in their movements beyond what they agree is reasonable given legitimate concerns for their safety or consideration for the privacy of other residents. There must be no unreasonable restrictions, such as deposits. Dormitories must be in compliance with all housing laws and regulations, occupancy requirements, and health and safety laws. Dormitories must have at least 2 unobstructed emergency exits per floor that lead to a safe location. Exits must be marked by signs that are internally illuminated and backed up by battery. Exit doors must open in the direction of egress (outwards), be unlocked from the inside and must require no special operation. Dormitories must have an audible fire alarm that can be heard in all parts of the building. There must be smoke detectors on each floor of a dormitory. A fire extinguisher must be located within 23 m (75 feet) of every bed.

Fire/emergency evacuation drills must be practiced at least once a year so that residents are familiar with evacuation procedures. There must be 3.7 square meters per worker. In addition, ceilings in the room must be 2.2 meters (7 feet) high. Toilets must be clean (recommended is 3x per day), functioning, well-lit, wellventilated, and stocked with toilet paper and soap. In addition, there must be at least one toilet, separated and marked by gender, for every 15 occupants whose units do not have private toilets. Toilets must be connected to a public sewer system or septic tank. All hallways and exits should be clear and unobstructed at all times. Dormitories should be safe, well-lit, well maintained, clean, and adequately heated and cooled. Dormitories should have emergency lighting installed in exits, hallways and stairwells. A first aid kit should be provided in a visible, accessible location. In addition, trained first aid personnel must be readily accessible and there must be adequate means for reporting emergencies (such as security personnel with phones). A lockable space sufficient for all work and non-work items with at least 1.7 square meters storage per worker should be provided. At least one shower with both hot and cold water should be provided for every 10 occupants. In addition, showers should be separated and marked by gender. Shower drains should be connected to a public sewer system or septic tank. At least one sink with both hot and cold water should be provided for every six occupants. Sinks and drains should be connected to a public sewer system or septic tank. The living quarters should be clean. Cafeterias and kitchens should be clean, equipped with cooking stoves, mechanical refrigeration, adequate counter space for food preparation, dining table and seats, sinks with hot and cold running water, and proper lighting and ventilation. Food storage and preparation should be sanitary. Also, cafeteria kitchens should contain a fire extinguisher and a fire blanket. Potable water for drinking should be available on each floor. Floors in the living quarters should be dry. All equipment and fixtures should be well maintained and equipped with appropriate safety devices. Refuse containers should be located away from living accommodations, kept in a sanitary manner (a twice per week cleaning is recommended) and should be adequate for occupants needs. At least one washing machine per every 50 occupants or one laundry tray/tub per 30 occupants should be provided. A drying area with adequate ventilation should also be provided.

14. Permits


What are the TOE Requirements? Permits must be available for review. Factories must have all current permits as required by law (including business and operating permits, fire-safety and electrical certificates, permits for equipment such as boilers, generators, elevators, fuel and chemical storage tanks, etc. and building, emissions and waste-disposal permits).

Levi Strauss & Co. (LS&CO.) Restricted Substances List Source Compliance Agreement (Agreement)
We understand that LS&CO.s Restricted Substances List program is an important feature of LS&CO.s business and adds significant value to LS&CO.s brands. Accordingly, we hereby declare and agree that: We have received, read, fully understand and will keep fully apprised of LS&CO.s Restricted Substances List, including its prohibitions, limitations and

requirements, as published in July 2008 and as it may be amended from time to time, hereafter (the RSL); We understand that the RSL program only works if each and every source of materials, parts, chemicals and other goods, incorporated in LS&CO. apparel, accessories and other products complies with the program; Compliance with the RSL is a condition to and incorporated in each and every order placed by LS&CO.; each shipment constitutes our warranty that the materials, parts, chemicals and other goods, shipped fully comply with the RSL; We understand and agree that every order LS&CO. gives us is in reliance on this agreement; LS&CO. regularly updates the RSL and we will use best efforts to keep informed of these updates as they occur; We certify that each current and future material, part, chemical and other good, that we supply or otherwise deliver to LS&CO. meets, and will continue to meet, each prohibition, limitation and other requirement of the RSL Section 1; We will use best business practices to ensure that each material, part, chemical and other good that we supply to LS&CO. meets, and will continue to meet, each prohibition, limitation, and other requirement of the RSL Section 2; LS&CO. reserves the right, but not the obligation, to test, by the RSLspecified method, or other appropriate method, any ordered material, part, chemical and other good, at any time or stage of production; We agree to keep available for at least ten (10) years from the delivery date of any order to LS&CO., all information concerning any substance we use in manufacturing LS&CO.s orders. Information includes without limitation any preparations and manufacturing recipes using substances, whether used by us in manufacturing LS&CO.s orders or used by any of our direct or indirect suppliers in manufacturing the raw materials we purchased from them to manufacture LS&CO.s orders (Raw Materials). In this connection we undertake to require all our direct and indirect suppliers to keep available for at least ten (10) years from the delivery date of the Raw Materials to us, all information (as defined above) concerning any substance they used in manufacturing the Raw Materials. Manufacturing and manufacture mean without limitation any process, procedure or technology used to produce the LS&CO. order or raw material. We will provide the information (as defined above) free-of-charge to LS&CO. or its affiliates immediately upon request. Failure to comply with the RSL is a material breach of any agreement we have with LS&CO., notwithstanding any other term of that agreement; LS&CO.s rights include, without limitation, the right to cancel an order, or if LS&CO. has already received shipment, the right to revoke any acceptance and

the right to return any and all materials, parts, chemicals, and other goods, which LS&CO. in its sole discretion determines do not comply with any prohibition, limitation or other requirement of the RSL; We do and will continue to hold LS&CO., its agents and its employees harmless against, and will defend and indemnify LS&CO., its agents and its employees against, any and all claims, losses, liabilities, expenses, and damages, including reasonable attorneys fees and costs, caused by our failure to comply with any prohibition, limitation or other requirement of the RSL or this Agreement. Nature of Source Primary Relationship to LS&CO. Other Relationship to LS&CO. 1. Fabric Supplier 2. Laundry 3. Product Licensee 4. Country Licensee 5. Full Package Supplier 6. Cut/Sew facility 7. Printers 8. Sundries Supplier 9. Accessories Supplier 10. Jewelry Supplier 11. Agent / trade house 12. Others (Please specify) LEATHER FOOTWEAR.



Research methodology is a way to systematically solve the proble m. It may be understood has a science of studying how research is done scientifically. In it we study the various steps that all generally adopted by a researcher in studying his research problem along with the logic behind them. The scope of research methodology is wider than that of research method.


INTRODUCTION Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts in the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem based on collected data. Thus formulation of the problem is the first and foremost step in the research process followed by the collection, recording, tabulation and analysis and drawing the conclusions. The problem formulation starts with defining the problem or number of problems in the functional area. To detect the functional area and locate the exact problem is most important part of any research as the whole research is based on the problem. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions: collecting, organizing and evaluating data: making deductions and reaching conclusions: and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. Research can be defined as the manipulation of things, concepts or symbols for the purpose of Generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art In short, the search for knowledge through objective and systematic method of finding solution to a problem is research.

CHARACTERISTICS OF RESEARCH: 1-Controlled- In real life there are many factors that affect an outcome. The concept of control implies that, in exploring causality in relation to two variables (factors), you set up your study in a way that minimizes the effects of other factors affecting the relationship. 2-Rigorous- you must be scrupulous in ensuring that the procedures followed to find answers to questions are relevant, appropriate and justified. Again, the degree of rigor varies markedly between the physical and social sciences and within the social sciences.

3-Systematic- this implies that the procedure adopted to undertake an investigation follow a certain logical sequence. The different steps cannot be taken in a haphazard way. Some procedures must follow others. 4-Valid and verifiable- this concept implies that whatever you conclude on the basis of your findings is correct and can be verified by you and others. 5-Empirical- this means that any conclusion drawn are based upon hard evidence gathered from information collected from real life experiences or observations. 6-Critical- critical scrutiny of the procedures used and the methods employed is crucial to a research enquiry. The process of investigation must be foolproof and free from drawbacks. The process adopted and the procedures used must be able to with stand critical scrutiny.

Research can be classified from three perspectives: 1. application of research study 2. objectives in undertaking the research 3. inquiry mode employed Descriptive research attempts to describe systematically a situation, problem , phenomenon, service or programme , or provides information about , say, living condition of a community, or describes attitudes towards an issue. Correlational research attempts to discover or establish the existence of a relationship/ interdependence between two or more aspects of a situation. Explanatory research attempts to clarify why and how there is a relationship between two or more aspects of a situation or phenomenon. Exploratory research is undertaken to explore an area where little is known or to investigate the possibilities of undertaking a particular research study (feasibility study/ pilot study).

Steps in Research Process: 1. Formulating the Research Problem 2. Extensive Literature Review 3. Developing the objectives 4. Preparing the Research Design including Sample Design 5. Collecting the Data

6. Analysis of Data 7. Generalisation and Interpretation 8. Preparation of the Report or Presentation of Results-Formal write ups of conclusions reached.


This research is exploratory in nature. I collected data from various primary and secondary sources. The choice of sample scheme was guided by the fact that a reasonable amount of information was available and representing true picture of application of information technology in HR department. The methodology adopted for the completion of this project was divided into four stages: The first stage included understanding the Concept, Application and Contribution of IT in HRD department to perform its function effectively and efficiently. Secondary data for this purpose was collected through various books, magazines, journals and various sites. Second stage included the input stage in which various types of information data were collected related to application of IT in HRD. The data was collected through discussion and interviews with the representatives of the company. In the third stage all the gathered data were arranged and tabulated to arrive at the necessary conclusion. All the information was correlated into tabulation, charts and in figures to make the preparation of tool like Questionnaire to evaluate the significance of It in HR department. The last stage, i.e. the output stage included analyzing of the processed information in final findings and then arriving of final conclusions.


The questionnaire is considered as the most important thing in a survey operation. Hence it should be carefully constructed. Structured questionnaire consist of only fixed alternative questions. Such type of questionnaire is


inexpensive to analysis and easy to administer. All questions are closed ended. The questionnaire was filled in the office and vital information was collected which was then subjects to:

A pilot survey was conducted before finalizing the questionnaire. Data collection was also done with the help of personal observation. After completion of survey the data was analyzed and conclusion was drawn. At the end all information was compiled to complete the project report.


The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data viz. Primary and secondary data. PRIMARY DATA The primary data are those, which are collected afresh and for the first time and thus happen to be original in character. The primary data were collected through well-designed and structured questionnaires based on the objectives.

SECONDARY DATA The secondary data are those, which have already been collected by someone else and passed through statistical process. The secondary data required of the research was collected through various newspapers, and Internet etc. RESEARCH DESIGN A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the

blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The design is such studies must be rigid and not flexible and most focus attention on the following 2; Research Design can be categorized as:





The present study is exploratory in nature, as it seeks to discover ideas and insight to brig out new relationship. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management.



After data have been collected, the researcher turns to the task of analyzing them. The analysis of data requires a number of closely related operations such as establishment of categories, the application of these categories to raw data through tabulation and drawing statically inferences. Tabulation is the part of technical procedure where in the classified data are put in the form of tables. After analyzing the data, the researcher should have to explain the findings on the basis of some theory. It is known as interpretation



Q1. Whether the Respondent Falls under the Category 1) Top Mgmnt .. 2) Middle Mgmnt .. 3) Lower Mgmnt ..


90 80 70 60 50 40 30 20 10 0 Top Middle Lower

Top Middle Lower

Interpretation Maximum Respondents are from Middle Management

Q2. Whether the Respondent is on Muster Rolls 1) Yes .. 2) No .. 3) Cant Say ..

120 100 80 60 40 20 0 yes no can'tsay yes no can'tsay


Interpretation All Respondents are on Muster Rolls of Dawar.

Q3. Whether the Salary is Paid in Accordance To 1) Designation.. 2) Exp. .. 3) Gender ..

90 80 70 60 50 40 30 20 10 0
de si gn at gr at ut ity io n er ie nc e

designation experience gratutity

ex p

Interpretation Salary is paid to the Maximum Respondents in Accordance to their Experience in Dawar.


Q4. Whether the Respondent is Satisfied with workplace 1) Yes .. 2) No .. 3) Cant Say ..

90 80 70 60 50 40 30 20 10 0 yes no can'tsay

yes no can'tsay

Interpretation Maximum Respondents of Dawar are satisfied with their work place.


Q5. Whether the Respondent is Satisfied with Rules & Regulations 1) Yes .. 2) No .. 3) Cant Say ..

100 90 80 70 60 50 40 30 20 10 0 yes no can'tsay can'tsay no yes

Interpretation A large volume of Respondents are satisfied with the Rules and Regulations of Dawar.

Q6. Whether the Respondent is Satisfied with the Job Security provided by Dawar 1) Yes .. 2) No .. 3) Cant Say ..


90 80 70 60 50 40 30 20 10 0 yes no can'tsay yes no can'tsay

Interpretation Maximum Respondents are satisfied with the job security provided by Dawar

Q7. Whether the Respondent is Satisfied with the Salary provided by Dawar 1) Yes .. 2) No .. 3) Cant Say ..


100 90 80 70 60 50 40 30 20 10 0
ye s no 't s ay

yes no can'tsay

A large volume of Respondents are satisfied with the Salary provided by Dawar

Q8. Different Statutory Welfare Policies as Adopted by Dawar are 1) Family Gratuity .. 2) Insurance .. 3) Educational Transportation .. 5) All .. Trust .. 4) Free

ca n



120 100 80 60 40 20 0 Gratuity Educational trust All

Gratuity Insurance Educational trust Free transportation All

Interpretation All Respondents are having all the Following Statutory Services of Dawar

Q9. Different Non Statutory Welfare Policies as Adopted by Dawar

1) Safety Equipments .. 2) Canteen .. 3) Lighting . 4) Tea Coupons .. 5) All ..
120 100 80 60 40 20 0
ui pm en t C an te en Li gh Te tin a g co up ne s

Safety equipment Canteen Lighting Tea coupnes All


fe ty



Interpretation All Respondents are Having all the Following Non statutory Services of Dawar

Q10. What Kind of Benefits the Respondent is Seeking in Respective Job 1) Bonus .. 2) Insurance .. 3) Gratuity ..

45 40 35 30 25 20 15 10 5 0 Bonus Insurance Gratuity




Interpretation Maximum Respondents are seeking Bonus as well as Insurance in their job


Q11. Whether the Respondent is Satisfied with the Statutory Facilities provided by Dawar 1) Yes .. 2) No .. 3) Cant Say ..

100 90 80 70 60 50 40 30 20 10 0 yes no can'tsay can'tsay no yes

Interpretation A Large Number of Respondents are Satisfied with Statutory Facilities provided by Dawar

Q12. Whether the Respondent is Satisfied with the Non Statutory Facilities provided by Dawar


1) Yes .. 2) No .. 3) Cant Say ..

90 80 70 60 50 40 30 20 10 0
no ye n' ts ay s

yes no can'tsay

Interpretation Maximum Number of Respondents are satisfied with Non Statutory Facilities provided by Dawar

Q13. Whether the Respondent is Satisfied with the Reporting Structure & Hierarchy in Dawar 1) Yes .. 2) No .. 3) Cant Say ..



80 70 60 50 40 30 20 10 0 yes no can'tsay yes no can'tsay

Interpretation A Large Number of Respondents are Satisfied with the Reporting Structure & Hierarchy in Dawar

Q14. What is the Provision of Fetching Mediclaim in Dawar 1) Designation.. 2) Exp. .. 3) Gender ..


120 100 80 60 40 20 0
pe rie nc e gn at io G ra tu ity n

Designation Experience Gratuity

es i D


Interpretation All Respondents of Dawar are Fetching Mediclaim in accordance to their Designation .

Q15. Whether the Respondent is getting 1) Family Gratuity .. 2) Insurance .. 3) ESI & PF .. 4) Bonus .. 5) All ..


120 100 80 60 40 20 0
G ra tu ity In su ra nc e F s ES I/P on u A ll

Gratuity Insurance ESI/PF Bonus All

Interpretation All Respondents are Getting all the Above Mentioned Provisions

Q16. Whether the Respondent is getting any Formal Training in Dawar 1) Yes .. 2) No .. 3) Cant Say ..


90 80 70 60 50 40 30 20 10 0 yes no can'tsay can'tsay no yes

Interpretation Maximum Number of Respondents are Getting Formal Training in Dawar

Q17. Whether the Respondent is providing Feedback 1) Yes .. 2) No .. 3) Cant Say ..


90 80 70 60 50 40 30 20 10 0 yes no can'tsay yes no can'tsay

Interpretation A Large Number of Respondents are giving feedback to their superiors in Dawar

Q18. Whether the Respondent is Satisfied with the Opportunities of Promotions in Dawar 1) Yes .. 2) No .. 3) Cant Say ..


100 90 80 70 60 50 40 30 20 10 0 yes no can'tsay

yes no can'tsay

Interpretation Maximum number of Respondents are satisfied with the Opportunities of getting promoted in Hierarchy of Dawar

Q19. What can Dawar do to increase your satisfaction as an employee? 1) Facilities .. 2) Training .. 3) Fringe Benefits ..


45 40 35 30 25 20 15 10 5 0
Fa ci lit ie s Tr ai ni ng on us

Facilities Training Bonus

Interpretation According to Maximum number of Respondents Dawar can improve in training as well as In Facilities to be Provided to Employees.

Q20. What Areas are to be Improved by Dawar 1) Compensation .. 2) Performance Appraisal .. 3) Welfare policies ..


60 50 40 30 20 10 0 Performance appraisal Compensation Welfare policy

Compensation Performance appraisal Welfare policy

Interpretation Among All of the Mentioned Areas Compensation & Welfare policies Are to be Improved by Dawar.





In the organization most of employees are satisfied with the time specified for each operation by company. But there are some employees also who are not satisfied with the procedure. Management should try to convert unsatisfied employees in to satisfied employees. Because if employee is not satisfied than the he is not able to give his 100% to his work and the productivity of employee decrease. So management should try to satisfied his employees because employees are the assets of the company not a liabilities.

There should be a definite and fixed place for all tools and materials. Tools, materials, and controls should be located close in and directly in front of the operator.

Gravity feed bins and containers should be used whenever possible. Drop delivers should be used whenever possible. Materials and tools should be located to permit the best sequence of motions. Provide for adequate visual perception. Good illumination is the first requirement. Arrange the height of the workplace and chair for alternate sitting and standing, when possible. Provide a chair of the type and height to permit good posture.



Limitation are as follows Data collected is based on questionnaire. The number of employees in DAWAR FOOTWEAR INDUSTRIES is more, so sample size is limited by 100. The information collected by the observation method is very limited. The result would be varying according to the individuals as well as time. Some respondents hesitated to give the actual situation; they feared that management would take any action against them The findings and conclusions are based on knowledge and experience of the respondents sometime may subject to bias.


BOOKS: Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill

Publication Company Ltd.

Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninth


Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition. Web-Site:www.dawar footwear