BSCI Producers Self-Assessment

This document contains the exact information than BSCI System Manual 2015 Part III and Part I
It has been developed by the BSCI Secretariat to support producers as well as internal auditors
The document supports the producer and internal auditors to collect data in a structured mann
Early evaluation allows allows the producer to identify which activities need to start or improve
IMPORTANT: While Business Profile, Certification Overview and Working Environment relate to
These templates are to be dupplicated as many times as individual data is to be collected.
This document is structured in a modular approach. Therefore, the number of used tabs can be
SHORT VERSION: BSCI Participants can use the Self-assessment short version to get a first im
This short version which consist of the following tabs:
- Business Profile
- Certification Overview
- Working Environment
- Crucial Questions
FARMING VERSION: Internal auditors shall use this self-assessment to conduct the internal au
- Business Profile
- Certification Overview
- Working Environment
- Remuneration Practice
- Supply Chain mapping
- Working Hours form
- Fair Remuneration scan
- Stakeholder mapping
- Young workers data
- Grievance mechanism
These tabs help the internal auditor to gather and structure the information concerning the ma
Once the information has been collected, the internal auditor will use the Performance evaluati
x FARMS: The same tabs will be used to gather and structure information for the farms that d
In total, the internal auditor should have gathered and structured as many information as farm
REMEDIATION PLAN: The producer or the internal auditor will consolidate in the Remediation
If the internal audit has included not only the main auditee but some additional farms , the inte
internal auditor specify the name of the farm concerned to the finding.
How to use the BSCI producer self-assessment questionnaire
2015 Part III and Part IV.
ell as internal auditors to assess producer's social performance prior to the BSCI audit.
a in a structured manner. Furthermore, it helps to assess every BSCI social performance by answering "not st
eed to start or improve.
Environment relate to one legal entity (e.g. the producers), there are several tabs which refer to other actor
is to be collected.
er of used tabs can be costumised to the purpose of the data gathering.

version to get a first impression of a potential business partner (e.g. no business relation has been establishe
conduct the internal audit prior to the BSCI Audit. To that aim, they will use the following tabs:
ion concerning the main auditee (usually packing or processing unit where farms deliver the row produce). T
e Performance evaluation tab to evaluate the main auditee.
on for the farms that deliver row produces to the main auditee unless they are small holders, in which case t
ny information as farms have been considered significant for the main auditee business.
ate in the Remediation Plan the planned actions to trigger improvements.

ditional farms , the internal auditor will consolidate ALL planned actions in the same Remediation Plan. This w
questionnaire
udit.
ance by answering "not started", "in progress" or "already in practice".
which refer to other actors. E.g. supply chain mapping, working hours form, young workers data.
lation has been established yet).
owing tabs:
deliver the row produce). This can be a separate legal entity, a farmers' cooperative, etc.
all holders, in which case the internal auditor will only use the small holder tab.
iness.
e Remediation Plan. This will help to keep un overview, provided that in the column related to the planned ac
g workers data.
e, etc.
n related to the planned actions, the

RATING DEFINITIONS
Rating per question
The auditor answers each question in the Performance Area with YES, PARTIALLY or NO.
The rating for each Performance Area relates to the answers given by the auditor, as each answer has a numerical value.
The table below shows the values depending on the answer and the type of question:
ANSWER TYPE OF QUESTION NUMERICAL VALUE
YES All questions

+
Non-crucial
Crucial
PARTIALLY
Crucial in Performance Areas:
- Child Labor
- Bonded Labour
- OHS
Non-crucial
Crucial
NO
Crucial in Performance Areas:
-
- Child Labor
- Bonded Labor
- OHS
Rating per Performance Area
The individual questions' values are added up and translated into a fulfilment percentage per Performance Area. This fulfilment percentage will determine the rating for e
Rating Fulfilment percentage
A 86% to 100%
B 71% to 85%
C 51% to 70%
D 30% to 50%
E 0% to 29%
Overall rating per report
Rating A combination of ratings per performance area where:

Company name:
Legal status:
Founding date:
Address: Street number
GPS coordinates
Company website (if applicable):
Does it have production units?
Local currency:
Exchange rate to Euros:
Exchange rate date: dd/mm/yyyy
CONTACT PERSON DATA
Contact person:
First name
Primary language :
Official language for written communication
Secondary language :
Other relevant language for communication (if applicable)
PRODUCTION DATA
Production volume
Production cost calculation
Lost time injury
calculation cost
(part of the accident records)
PRODUCTION CALENDAR
In the table below, indicate the level of production activity for each month (low, medium, hi
January
February
March
April
May
June
July
August
September
October
November
December
BUSINESS PARTNER PROFILE
Street number
ZIP Code
City
Province
Country
GPS coordinates
Yes
Job title
First name
Email
Yes No
Yes No
month (low, medium, high).

No
CERTIFICATION OVERVIEW
Name of the scheme:
Certificate or audit validity date :
Link to online version:
Name of the scheme:
Name of the scheme:
Name of the scheme:
Name of the scheme:
Name of the scheme:

Day Month
Day Month
Day Month
Day Month
Day
Day
Social and Environmental Certificates
Month Year
Month Year
Month Year
Month Year
Month Year
Month Year
WORKING ENVIRONMENT
Workers organisation or Trade Union :
Workers organisation contact person, or workers representative :
Relevant trade union (if any) :
Valid collective bargaining agreement (if any) :
Legal regular working hours :
Legal regulation for overtime (if any) :
Specific overtime premium rate for standard day off (if any) :
Legal regulation of shifts (if any) :
Standard day off in the country :

Select relevant days
ative :
Title (Mr./Mrs./Ms.)
First Name
Last Name
Position
Year of Election
y) :
Monday
Tuesday
Wednesday
Thursday
Hours / Week
Friday
Saturday
Sunday
CRUCIAL QUESTIONS
Name of the producer:

Legal status:
Name of Internal Assessor:
(if applicable)
Job title of Internal Assessor:
Product(s):
Total number of workers:
Performance area 1: Social Management System and Cascade Effect
This performance area does not have crucial questions
Performance area 2: Workers Involvement and Protection
The auditee takes specific steps to make workers aware of their rights and
responsibilities
Performance area 3: The rights of Freedom of Association and Collective Bargaining
The auditee respects workers right to bargain collectively

Performance area 4: No Discrimination
The auditee takes the necessary measures to avoid or eradicate discrimination i
workplace
Performance area 5: Fair Remuneration
The auditee complies with the governments minimum wage legislation or the in
standard approved through collective bargaining (if applicable)
The auditee ensures that deductions from wages are only taken under the condi
and to the extent prescribed by the law
Performance area 6: Decent Working Hours
The auditee grants workers the right to resting breaks in every working day
The auditee grants workers the right to at least one day off in every seven days
Performance area 7: Occupational Health and Safety
The auditee respects the workers right to remove themselves from imminent da
without seeking permission
The auditee has installed an adequate amount of firefighting equipment , which

properly
The auditee ensures that escape routes, aisles and emergency exits in the produ
site are easily accessible, clearly marked and not blocked
The auditee ensures qualified first-aid is available at all times
The auditee provides potable water for workers at all times
Performance area 8: No Child Labour
The auditee does not engage in illegal child labour directly or indirectly
Performance area 9: Special protection for young workers
Young workers working hours do not prejudice:

o Their attendance at school
o Their participation in vocational orientation approved by the competent autho
o Their capacity to benefit from training or instruction programmes
The auditee establishes the necessary mechanisms to prevent, identify and

mitigate harm to young workers
Performance area 10: No Precarious Employment
The auditee does not use employment arrangements in a way that deliberately
conflicts with the genuine purpose of the law
Performance area 11: No Bonded Labour
The auditee does not engage workers under any form of servitude or forced, bon
indentured, trafficked or non-voluntary labour.
The auditee does not treat workers in an inhumane or degrading manner. Corpo
punishment, mental or physical coercion and/or verbal abuse are forbidden.
Performance area 12: Protection of the Environment
This performance area does not have crucial questions
Performance area 13: Ethical Business Behaviour
The auditee takes the necessary measures to prevent:

o Falsification of information related to its activities, structure and performance
o Any act of misrepresentation of its supply chain
Not started
In progress
System and Cascade Effect
crucial questions
t and Protection
ake workers aware of their rights and
m of Association and Collective Bargaining
o bargain collectively
sures to avoid or eradicate discrimination in the
ments minimum wage legislation or the industry
bargaining (if applicable)
from wages are only taken under the conditions

aw
to resting breaks in every working day
to at least one day off in every seven days

and Safety
ht to remove themselves from imminent danger
e amount of firefighting equipment , which works
es, aisles and emergency exits in the production
ked and not blocked

d is available at all times
for workers at all times

l child labour directly or indirectly
r young workers

prejudice:
entation approved by the competent authority

ng or instruction programmes
y mechanisms to prevent, identify and
t arrangements in a way that deliberately
the law
under any form of servitude or forced, bonded,
y labour.
an inhumane or degrading manner. Corporal
ion and/or verbal abuse are forbidden.

nvironment

crucial questions

sures to prevent:
o its activities, structure and performance
supply chain
Already in
practice
REMUNERATION PRACTICE IN THE COMPANY
Legal minimum wage which applies :

Select the relevant unit
Calculated living wage:

Select the relevant unit
(See also BSCI Template 5: Fair Remuneration Quick scan)
Specific industry-based remuneration (if any) :
Description of legally granted social benefits:
Total minimum remuneration for a full-time worker (wages + social benefits) :
Lowest wage for regular working time in the company :
How long does it take the auditee to pay its workers after the working period
is completed (e.g. daily, monthly, piece-rate)?
SITUATIONAL DESCRIPTIONS
Description of any specific situation that led to overtime in the past six
months (if no situation, answer NONE):
Description of any accident that occurred in the past six months (if no
accident, answer NONE):
Description of a strike, walkout, and/or protest during the past 12 months (If
not, answer NONE):
Description of a highly risky production technique that could harm workers

health (e.g. sandblasting) or a less harmful replacement technique, if any (If
not, answer NONE):
Description of any voluntary procedure meant to decrease the companys

adverse impact on the environment (If not, answer NONE):
(in local currency)
(in local currency)

k scan)
+ social benefits) :
(in local currency)
the working period
the past six
onths (if no
past 12 months (If
ld harm workers
echnique, if any (If
the companys
:
per hour
per day
per week
per month
per hour
per day
per week
per month
per hour
per day
per week
per month
SUPPLY CHAIN MAPPING
This template supports the auditee to collect information about the auditees own busi
The auditee collects this information on every company that it does business with. The
Business partner name :
Identification code assigned by the auditee (if any):
Contact person:
Full address:
Type of business partner:

(e.g. subcontractor, farm)
Business relation since :
Number of workers :
Distance to auditee's head office (Km):
Significance of this business partner for the auditee?
For farms only - size in hectares:
Is it part of the internal social management
Is it internally audited?
Does it have a social certificate?
Validity of social certificate (if any) :
Has it signed the BSCI Code and relevant Terms of Implementation?

Mandatory for farms
Additional comments about the business partner (if any) :

about the auditees own business partners.
hat it does business with. The auditor shall review this information.
First name
Last name
Email
Street number
ZIP code
City
Region
Province
Country
Year
Kilometres
Low
Hectares
Yes
Yes
Yes
Day
entation? Yes
Medium
No
No
No
Month
High
Year
No
WORKING HOURS FORM
This template supports the auditee to collect information on the working hours per wo
This allows the auditee to identify the trend in working hour peaks within three month
First and last name :
Date of birth:
Working in the facility since :
Department :
Working in shifts? :
if Yes, indicate the time schedule:
Working Hours Table
Quarter 1 (JANUARY - MARCH)
1 2 3
Quarter 2 (APRIL - JUNE)
1 2 3
Quarter 3 (JULY - SEPTEMBER)
1 2 3
Quarter 4 (OCTOBER - DECEMBER)

1 2 3
on the working hours per worker.
ur peaks within three month periods. The data collection allows the auditee to identify potential risks to work
Day
Day
Yes
Working hours in every week

4 5 6 7

4 5 6 7

4 5 6 7
4 5 6 7
dentify potential risks to workers health and safety due to the amount of working hours.
Month Year
Month Year
No
n every week
7 8 9 10
n every week
7 8 9 10
n every week
7 8 9 10
n every week
7 8 9 10
10 11 12 AVERAGE
10 11 12 AVERAGE
10 11 12 AVERAGE
10 11 12 AVERAGE
AVERAGE
AVERAGE
AVERAGE
AVERAGE
FAIR REMUNERATION QUICK SCAN
This template supports the auditee to understand the living costs in its region and its w
remuneration.
Local currency :
Average number of adult wage earners in a family:
Average number of children in a family:
Average number of adult dependents in a family:
Average number of adults in a family following an education course after work:
Most common source of energy at home :

(e.g. gas, electricity, charcoal)
Most common mode of transportation:
Average distance between work and worker's home (in km):

Average distance between workers home and closest place for
Average distance between workers home and closest school (in
Average distance between workers home and closest medical fa
Most common access to potable water at home :

(e.g. public access, bottled water)
Average family expenses information
Cost in local
Category
currency
Education: x
Transportation: x
Food: x
Clothing: x
Energy and water
Housing:
Unexpected event
Savings:
Total family basket
To calculate the percentage of the familys expenses spent on food, ple

total costs of the category food by the total family basket, and multi
obtained by 100:
Percentage of costs related to food
Calculation formula
Living wage estimation for an adult working full time (48 hours per week or the
To estimate the living wage, please divide the total family basket (calculated using the table abo
X
Number of wage earners
per family:
sts in its region and its workforce. It creates an opportunity for constructive dialogue between management
ourse after work:
rker's home (in km):

me and closest place for shopping (in km):
me and closest school (in km):
me and closest medical facility (in km):
Number of
Total
individuals
=
=
=
=
=
=
=
Total family basket: =
expenses spent on food, please divide the

al family basket, and multiply the number
of costs related to food: =
8 hours per week or the local maximum regular working hours per week).
lculated using the table above) by the number of wage earners in a family, and multiply the number obtained by 110%
110% = #DIV/0!
between management and the workers about fair
umber obtained by 110% (discretionary income
STAKEHOLDER MAPPING
This template supports the auditee to identify the potential allies for its continuous im
The auditee may use one sheet per stakeholder.
Stakeholder name :
Relation since (e.g. year):
Contact person :
Address:
Stakeholder type:
Specify stakeholder type (e.g. local NGO) :
Topic related
Anti-corruption
Stop Child labour
Freedom of association
Grievance mechanism
Relevant for child labour remediation?
Additional comments about stakeholder (if an

al allies for its continuous improvement. The auditee shall pay particular attention to identify the institutions
First name
Last name
Email
Street + Number
ZIP Code
City
Region
Province
Country
Internal
(e.g. worker)
Occupational health and safety

Special protection for vulnerable workers
Training
Other
Yes
on to identify the institutions or NGOs that could provide it with support to reintegrate children into society.
External
(e.g. trade union, client)
No
egrate children into society.
nion, client)
YOUNG WORKERS DATA
This template supports the auditee to keep accurate information on any worker who is you
The auditee shall use one sheet per worker. This information shall be verified by the audito
First and last name :
Date of birth:
Working in the facility since :
Department :
Type of worker:
Recruited via:
Attending school or vocational training:
if Yes, indicate the schooling time or training schedule:
Working time schedule:
Training on access to grievance mechanisms
Training on OHS (Occupational Health and Safety) :
Housing provided by auditee?
Additional comments about young worker (if

any worker who is younger than 18 years old.
verified by the auditor
Day
Day
Permanent
Seasonal
Agency /Broker
Yes
Yes
Day:
Topics:
Frequency:
Yes
Month Year
Month Year
Temporary
Directly
No
No Planned by
No
GRIEVANCE MECHANISMS
This template supports the auditee to keep accurate information of any grievance lodged an
by the auditor.
ID given to the Grievance :
Grievance lodged : Day
The auditee duplicates the table below as many times as there are grievances lodged.
Grievance steps
Hearing of the parties
Yes No
Comments
Further investigation needed
Yes No
Comments
Conclusion reached and accepte
Yes No
Comments
Has a workers representative been inv
Yes No
Comments
Has the grievance escalated to a highe
Yes No
Comments
Has the grievance led to a legal ca
Yes No
Comments
ny grievance lodged and its investigation. This information shall be verified
Month Year
evances lodged.
ance steps
of the parties
Comments
estigation needed
ached and accepted
esentative been involved?
scalated to a higher level?
ce led to a legal case?

Performance Area 1: Social Management System and Cascade Effect
Number
1.1
1.2
1.3
1.4
1.5
1.6
1.7
Performance Area 2: Workers Involvement and Protection
Number
2.1
2.2
2.3
2.4
2.5
Performance Area 3: The rights of Freedom of Association and Collective Bargaining
Number
3.1
3.2
3.3
3.4
Performance Area 4: No Discrimination
Number
4.1
4.2
4.3
Performance Area 5: Fair Remuneration
Number
5.1
5.2
5.3
5.4
5.5
5.6
Performance Area 6: Decent Working Hours
Number
6.1
6.2
6.3
6.4
Performance Area 7: Occupational Health and Safety

Number
7.1
7.2
7.3
7.4
7.5
7.6
7.7
7.8
7.9
7.10
7.11
7.12
7.13
7.14
7.15
7.16
7.17
7.18
7.19
7.20
7.21
7.22
7.23
7.24
7.25
Performance Area 8: No Child Labour
Number
8.1
8.2
8.3
8.4
Performance Area 9: Special protection for young workers
Number
9.1
9.2
9.3
9.4
9.5
9.6
Performance Area 10: No Precarious Employment

Number
10.1
10.2
10.3
10.4
Performance Area 11: No Bonded Labour
Number
11.1
11.2
11.3
11.4
Performance Area 12: Protection of the Environment
Number
12.1
12.2
12.3
12.4
12.5
Performance Area 13: Ethical Business Behaviour
Number
13.1
13.2
13.3
13.4
erformance Area 1: Social Management System and Cascade Effect
Question
Management System
The auditee has set up an effective management system to implement the BSCI Code of C
The auditee appoints a senior manager to ensure that the BSCI values and principles are fo
satisfactory manner
The auditee knows who its significant business partners are and assesses how they unders
apply the BSCI Code of Conduct
The auditee organises its workforce capacity to meet the expectations of the delivery orde
contracts
Cascade Effect*
The auditee monitors how its business partners observe the BSCI Code of Conduct
The auditee develops the necessary policies and procedures to prevent and address any h
workers in its supply chain (physically, financially or psychologically)
The auditee manages its business relations in a responsible manner
* The questions in the sub-category "Cascade effect" are not rated by the BSCI A
erformance Area 2: Workers Involvement and Protection
Question
The auditee involves and exchanges information on workplace issues with workers and the
representatives
The auditee defines long-term goals to protect workers according to the BSCI Code of Cond
The auditee takes specific steps to make workers aware of their rights and responsibilities
The auditee builds sufficient competence to successfully embed responsible practices in th
operation. This refers to managers, workers and workers representatives
Grievance Mechanism
The auditee establishes or participates in an effective grievance mechanism for individuals
communities
erformance Area 3: The rights of Freedom of Association and Collective Bargaining
Question
The auditee respects the right of workers to form unions in a free and democratic way
The auditee does not discriminate against workers because of their trade union membersh
The auditee does not prevent workers representatives from accessing or interacting with w
workplace
erformance Area 4: No Discrimination
Question
The auditee takes the necessary measures to avoid or eradicate discrimination in the work
The auditee ensures workers are not disciplined, dismissed or discriminated against becau
complaints against infringements of their rights
The auditee takes the necessary measures so workers are not harassed or disciplined on g
discrimination
erformance Area 5: Fair Remuneration
Question
The auditee complies with the governments minimum wage legislation or the industr
approved through collective bargaining (if applicable)
Wages are paid in a timely manner; regularly and fully in legal tender
The level of wages reflects the skills and education of workers
The auditee provides sufficient remuneration that allows workers to meet a decent living s
The auditee provides workers with the social benefits that are legally granted
The auditee ensures that deductions from wages are only taken under the conditions an
extent prescribed by the law
erformance Area 6: Decent Working Hours
Question
The auditee does not require more than 48 regular working hours per week, without pre
exceptions recognised by the ILO
The auditee request of overtime is in line with the requirements of the BSCI Code of Cond
The auditee grants workers the right to resting breaks in every working day
erformance Area 7: Occupational Health and Safety

Question
Regulations
The auditee observes applicable occupational health and safety (OHS) regulations
The auditee seeks workers protection in case of accident, including through compulsor
schemes
Risk Assessment
The auditee regularly carries out risk assessments for safe, healthy and hygienic working
There is active cooperation between management and workers (and/or their represe
developing and implementing systems towards ensuring OHS
Training
The auditee regularly provides OHS trainings to ensure workers understand the rules o
personal protection and measures for preventing and reacting to accidents
Personal Protective Equipment

The auditee enforces the use of personal protective equipment to provide protection
conjunction with other facility controls and safety systems
Chemicals
The auditee implements engineering and administrative control measures to avoid o

release of hazardous substances into the work environment. It keeps the level of exposu
internationally established or recognised limits
Accident and Emergency Procedures
The auditee develops and implements accident and emergency procedures
The auditee makes visible potential hazards to the workers through signs and warnin
The auditee has and properly uses procedures for recording and reporting occupational
and injuries
The auditee seeks the stability and safety of the equipment and buildings used for prod
The auditee respects the workers right to remove themselves from imminent danger witho
Electricity
The auditee makes sure a competent person periodically checks the electrical installation
Fire Protection
The auditee has installed an adequate amount of firefighting equipment , which works p
Escape Routes and Emergency Exits

The auditee ensures that escape routes, aisles and emergency exits in the production
accessible, clearly marked and not blocked
The auditee ensures evacuation plans:
o Meet legal requirements
o Are posted in relevant places so workers can see and understand them
Machine and Vehicle Safety

The auditee ensures adequate safeguards for any machine part, function, or process which
injury to workers
First Aid
The auditee has emergency procedures to deal with cases of trauma or serious illness. T
procedures must be in writing.
Work place and Social Facilities, including housing when provided by the auditee
The auditee provides workers with access to an appropriate, clean area for storing food, e
cooking
The auditee provides workers with clean washing facilities, changing rooms and toile
respectful of local customs
The auditee provides workers with transportation (either directly or by using third parties)
and that complies with national regulations
The location of the social facilities or workers housing ensure that users are not exposed
hazards or affected by the operational impacts of the worksite (for example noise, emissio
The auditee verifies that temperature, humidity, space, sanitation, illumination are
the health and safety of workers
erformance Area 8: No Child Labour
Question
The auditee does not engage in illegal child labour directly or indirectly
The auditee establishes robust age-verification mechanisms as part of the recruitmen

which may not be in any way degrading or disrespectful to the worker
The auditee has adequate policies and procedures in writing, towards protecting childre
kind of exploitation
The auditee has adequate and remedial policies and procedures to provide for further pr
case children are found to be working
erformance Area 9: Special protection for young workers
Question
The auditee ensures that young people do not work at night and are protected against
work which are prejudicial to their health, safety, morals and development.

o Their participation in vocational orientation approved by the competent authority
The auditee establishes the necessary mechanisms to prevent, identify and mitigate h
young workers
The auditee seeks to ensure that young workers have access to effective grievance
The auditee seeks to ensure that young workers are properly trained on Occupational
Safety and have access to related training programmes
The auditee has a good overview of all young workers engaged in its production site
erformance Area 10: No Precarious Employment

Question
The auditees employment relationships do not cause insecurity for the workers
The auditee engages workers based on recognised and documented employment relations
The auditee provides workers with understandable information before entering into
The auditee does not use employment arrangements in a way that deliberately conflict
genuine purpose of the law
erformance Area 11: No Bonded Labour
Question
The auditee does not engage in any form of servitude, forced, bonded, indentured, tr
non-voluntary labour
The auditee acts rigorously and diligently when engaging and recruiting migrant worke
directly and indirectly
The auditee does not subject workers to inhumane or degrading treatment, corporal p
mental or physical coercion and/or verbal abuse.
The auditee establishes all applicable disciplinary procedures in writing and explains th
workers in clear and understandable terms
erformance Area 12: Protection of the Environment
Question
The auditee continuously identifies the significant impacts and environmental implications
its activity
The auditee has procedures in place to ensure integration of local environmental law into t
performance
The auditee has and maintains required environmental permits and licences
The auditee manages waste in a way that does not lead to the pollution of the environmen
The auditee manages water in a way that respects the environment, including preserving
sources
erformance Area 13: Ethical Business Behaviour
Question
The auditee actively opposes any act of corruption, extortion or embezzlement, or any fo
in its activities as a business enterprise
The auditee keeps accurate information regarding its own activities, structure and p

o Falsification of information related to its activities, structure and performance
The auditee collects, uses and processes personal information with reasonable care and
with privacy and information security laws and regulatory requirements
PERFORMANCE EVALUATIO
Not started
Already in
Crucial In progress Evidence
practice
MI WI
for the time being. PERFORMANCE AREA 1
Not started
Already in
practice
MI WI
YES
PERFORMANCE AREA 2
Not started
Already in
practice
MI WI
YES
PERFORMANCE AREA 3
Not started
Already in
practice
MI WI
YES
PERFORMANCE AREA 4
Not started
Already in
practice
MI WI
YES
YES
PERFORMANCE AREA 5
Not started
Already in
practice
MI WI
YES
YES
PERFORMANCE AREA 6
Not started
Already in
practice
MI WI
YES
YES
YES
YES
YES
PERFORMANCE AREA 7
Not started
Already in
practice
MI WI
YES
PERFORMANCE AREA 8
Not started
Already in
practice
MI WI
YES
YES
PERFORMANCE AREA 9
Not started
Already in
practice
MI WI
YES
PERFORMANCE AREA 10
Not started
Already in
practice
MI WI
YES
YES
PERFORMANCE AREA 11
Not started Already in

practice
MI WI
PERFORMANCE AREA 12
Not started Already in

practice
MI WI
YES
PERFORMANCE AREA 13
Overall evaluation
RMANCE EVALUATION
Evidence
WRI DE SO
E AREA 1
Evidence
WRI DE SO
E AREA 2
Evidence
WRI DE SO
E AREA 3
Evidence
WRI DE SO
E AREA 4
Evidence
WRI DE SO
E AREA 5
Evidence
WRI DE SO
E AREA 6
Evidence
WRI DE SO
E AREA 7
Evidence
WRI DE SO
E AREA 8
Evidence
WRI DE SO
E AREA 9
Evidence
WRI DE SO
E AREA 10
Evidence
WRI DE SO
E AREA 11
Evidence
WRI DE SO
E AREA 12
Evidence
WRI DE SO
E AREA 13
aluation
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Findings
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
Good Practices
This tab is not filled out by the auditor but by the auditee (it is provided as
The Remediation Plan supports the auditee to identify the root cause of its difficulties in any
Company Name:
DBID:
Audit date to which the remediation plan refers:
Pe
Identified needs
Policy
Procedure
Documentation/Data management
Communication
Training
Structural change (machinery, equipment, buildings,

etc)
Stakeholder engagement
Other (please specify)

Identified needs
Policy
Procedure
Communication
Training

etc)
Performan
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Identified needs
Policy
Procedure
Communication
Training

etc)
Date:
Place:
Auditee's name:
Signature
REMEDIATION PLAN DONE BY AUDITEE
tee (it is provided as a Template in the BSCI System Manual).
se of its difficulties in any performance area. The auditee uploads the Remediation Plan on the BSCI Platform
dd/mm/yyyy
Planned actions

Planned actions
Performance Area 3: The rights of Freedom of Association and Collective Barg
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Planned actions
Workers' representative's name:
Signature
E BY AUDITEE
al).
emediation Plan on the BSCI Platform within 60 days after the audit.
nt System and Cascade Effect
Person in charge Financial resources allocated
lvement and Protection

Association and Collective Bargaining

Discrimination
Remuneration

t Working Hours
nal Health and Safety

Child Labour

ction for young workers
arious Employment

Bonded Labour
n of the Environment

Business Behaviour

Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
Deadline date
SMALL HOLDER PERFORM
IMPORTANT: Please notice that this tab is only relevant to gather information concernin
For any other kind of producer please use the Performance evaluation tab.
Name of the small holder:

Legal status:
Name of Internal Assessor:
(if applicable)
Job title of Internal Assessor:
Product(s):
Total number of workers:
Performance area 1: Social Management System and Cascade Effect
This performance area does not apply to smallholders.
Performance area 2: Workers Involvement and Protection
The auditee involves workers and exchanges information with them on workplac
The auditee takes specific steps to make workers aware of their rights and respo
Performance area 3: The rights of Freedom of Association and Collective Bargaining
The auditee respects the right of workers to form unions in a free and democrat
Performance area 4: No Discrimination
The auditee takes the necessary measures to avoid or eradicate discrimination
The auditee takes the necessary preventative and/or remedial measures so wor
disciplined on grounds of discrimination as defined in the BSCI Code.
Performance area 5: Fair Remuneration

The auditee pays its workers at least the legal minimum wage or a higher wage
bargaining.
The auditee pays wages on time, regularly and fully in legal tender.
Auditee deductions to workers remuneration are only taken according to condit

Performance area 6: Decent Working Hours
The auditee does not require workers to work more than 48 regular working hou
cases are prescribed by law.
The auditee does not require workers to work overtime but may do so in except
premium rate.
The auditee grants workers the right to resting breaks in every working day.
has been reached through collective bargaining.
Performance area 7: Occupational Health and Safety
The auditee cooperates with workers when developing and implementing system
work environment.
The auditee enforces the use of personal protective equipment with other safety
The auditee respects the workers right to remove themselves from imminent da
permission.
The auditee provides workers with potable water at all times.
Performance area 8: No Child Labour
The auditee does not engage in illegal child labour directly or indirectly.
Performance area 9: Special protection for young workers
The auditee ensures that young workers do not work at night and that they are
conditions which are harmful to their health, safety, morals and development.
The auditee ensures that young workers working hours do not lower or affect th
other training or instruction programmes.
The auditee seeks to ensure that young workers are properly trained on occupa
The auditee has a good overview of all young workers engaged in its production
include the auditees family members who support with light work.
Performance area 10: No Precarious Employment

The auditee does not provide employment relationships that cause insecurity fo
The auditee employs workers based on recognised employment relationships an

contracts.
The auditee provides workers with understandable information on their rights an

working.
Performance area 11: No Bonded Labour
The auditee does not engage workers under any form of servitude or forced, bon
non-voluntary labour.
The auditee acts carefully and remains vigilant when recruiting and engaging m
indirectly.
The auditee does not treat workers in an inhumane or degrading manner. Corpo
physical coercion and/or verbal abuse are forbidden.
Performance area 12: Protection of the Environment
The auditee manages waste in a way that does not lead to the pollution of the e
The auditee manages water in a way that respects the environment, particularly
water sources.
Performance area 13: Ethical Business Behaviour
The auditee actively opposes corruption, extortion or in any form of bribery in it
The auditee keeps accurate information regarding its own activities and organis
SMALL HOLDER PERFORMANCE EVALUATION
e that this tab is only relevant to gather information concerning farm with family workforce or less than 5 wo
cer please use the Performance evaluation tab.
Please notice that it should be less than 5 workers hired
al Management System and Cascade Effect
does not apply to smallholders.
ers Involvement and Protection
orkers and exchanges information with them on workplace issues.
fic steps to make workers aware of their rights and responsibilities.
ights of Freedom of Association and Collective Bargaining
e right of workers to form unions in a free and democratic way.

Discrimination
ecessary measures to avoid or eradicate discrimination in the workplace.
ecessary preventative and/or remedial measures so workers are not harassed or

of discrimination as defined in the BSCI Code.
Remuneration
rkers at least the legal minimum wage or a higher wage approved through collective
s on time, regularly and fully in legal tender.
workers remuneration are only taken according to conditions prescribed by law.

nt Working Hours
equire workers to work more than 48 regular working hours per week, unless exceptional
law.
equire workers to work overtime but may do so in exceptional cases by always paying a
kers the right to resting breaks in every working day.
kers the right to at least one day off in every seven days, unless a different agreement
ugh collective bargaining.
pational Health and Safety
with workers when developing and implementing systems to ensure a healthy and safe
e use of personal protective equipment with other safety systems and procedures.
e workers right to remove themselves from imminent danger without seeking
orkers with potable water at all times.

hild Labour
ngage in illegal child labour directly or indirectly.
ial protection for young workers
at young workers do not work at night and that they are protected against working
rmful to their health, safety, morals and development.
at young workers working hours do not lower or affect their attendance at school, or any
ction programmes.
nsure that young workers are properly trained on occupational health and safety.
overview of all young workers engaged in its production site(s). The overview may
mily members who support with light work.
Precarious Employment
rovide employment relationships that cause insecurity for the workers.
orkers based on recognised employment relationships and keeps records of the
orkers with understandable information on their rights and obligations before they start
Bonded Labour
ngage workers under any form of servitude or forced, bonded, indentured, trafficked or
lly and remains vigilant when recruiting and engaging migrant workers either directly or
eat workers in an inhumane or degrading manner. Corporal punishment, mental or

r verbal abuse are forbidden.
tection of the Environment
waste in a way that does not lead to the pollution of the environment.
water in a way that respects the environment, particularly with respect to preserving local
cal Business Behaviour
poses corruption, extortion or in any form of bribery in its activities.
rate information regarding its own activities and organisational structure.

e or less than 5 workers hired.
Not started
Already in
In progress
practice
Management System
1.1
1.2
1.3
1.4
Cascade Effect
1.5
1.6
1.7
2.1
2.2
2.3
2.4
Grievance Mechanism
2.5
Performance Area 3: The rights of Freedom of Association and Collective Bargaining
3.1
3.2
3.3
3.4
4.1
4.2
4.3
5.1
5.2
5.3
5.4
5.5
5.6
6.1
6.2
6.3
6.4

Regulations
7.1
7.2
Risk Assessment
7.3
7.4
Training
7.5
Personal Protective Equipment
7.6
Chemicals
7.7
Accident and Emergency Procedures
7.8
7.9
7.10
7.11
7.12
Electricity
7.13
Fire Protection
7.14
Escape Routes and Emergency Exits
7.15
7.16
Machine and Vehicle Safety
7.17
First Aid
7.18
7.19
Work place and social facilities, including housing when provided by the
auditee
7.20
7.21
7.22
7.23
7.24
7.25
8.1
8.2
8.3
8.4
9.1
9.2
9.3
9.4
9.5
9.6
10.1
10.2
10.3
10.4

11.1
11.1
11.2
11.3
11.4
12.1
12.2
12.3
12.4
12.5

13.1
13.2
13.3
13.4
QUESTION
erformance Area 1: Social Management System and Cascade Effect
anagement System
The auditee has set up an effective management system to

implement the BSCI Code of Conduct.
The auditee appoints a senior manager to ensure that the BSCI

values and principles are followed in a satisfactory manner
The auditee knows who its significant business partners are and
assesses how they understand and apply the BSCI Code of Conduct
The auditee organises its workforce capacity to meet the
expectations of the delivery order and/or contracts
ascade Effect
The auditee monitors how its business partners observe the BSCI
Code of Conduct
The auditee develops the necessary policies and procedures to

prevent and address any harm done to workers in its supply chain
(physically, financially or psychologically)
The auditee manages its business relations in a responsible

manner
Documents related to this Performance Area
erformance Area 2: Workers Involvement and Protection
The auditee involves and exchanges information on workplace

issues with workers and their representatives
The auditee defines long-term goals to protect workers according

to the BSCI Code of Conduct
The auditee takes specific steps to make workers aware of their
rights and responsibilities
The auditee builds sufficient competence to successfully embed

responsible practices in the business operation. This refers to
managers, workers and workers representatives
rievance Mechanism
The auditee establishes or participates in an effective grievance

mechanism for individuals and communities
erformance Area 3: The rights of Freedom of Association and Collective Bargaining
The auditee respects the right of workers to form unions in a free

and democratic way
The auditee does not discriminate against workers because of their

trade union membership
The auditee does not prevent workers representatives from

accessing or interacting with workers in the workplace

erformance Area 4: No Discrimination
The auditee takes the necessary measures to avoid or eradicate

discrimination in the workplace
The auditee ensures workers are not disciplined, dismissed or

discriminated against because of their complaints against
infringements of their rights
The auditee takes the necessary measures so workers are not

harassed or disciplined on grounds of discrimination
erformance Area 5: Fair Remuneration
The auditee complies with the governments minimum wage

legislation or the industry standard approved through collective
bargaining (if applicable)
Wages are paid in a timely manner; regularly and fully in legal

tender
The level of wages reflects the skills and education of workers
The auditee provides sufficient remuneration that allows workers

to meet a decent living standard
The auditee provides workers with the social benefits that are
legally granted
The auditee ensures that deductions from wages are only taken
under the conditions and to the extent prescribed by the law
erformance Area 6: Decent Working Hours
The auditee does not require more than 48 regular working hours
per week, without prejudice to the exceptions recognised by the
ILO
The auditee request of overtime is in line with the requirements of
the BSCI Code of Conduct
The auditee grants workers the right to resting breaks in every
working day
The auditee grants workers the right to at least one day off in
every seven days
erformance Area 7: Occupational Health and Safety

egulations
The auditee observes applicable occupational health and safety

(OHS) regulations
The auditee seeks workers protection in case of accident,

including through compulsory insurance schemes
isk Assessment
The auditee regularly carries out risk assessments for safe, healthy
and hygienic working conditions
There is active cooperation between management and workers

(and/or their representatives) when developing and implementing
systems towards ensuring OHS
raining
The auditee regularly provides OHS trainings to ensure workers
understand the rules of work, personal protection and measures
for preventing and reacting to accidents
ersonal Protective Equipment
The auditee enforces the use of personal protective equipment to

provide protection to workers in conjunction with other facility
controls and safety systems
hemicals
The auditee implements engineering and administrative control
measures to avoid or minimise the release of hazardous
substances into the work environment.
It keeps the level of exposure below internationally established or
recognised limits
ccident and Emergency Procedures
The auditee develops and implements accident and emergency

procedures
The auditee makes visible potential hazards to the workers through

signs and warnings
The auditee has and properly uses procedures for recording and
reporting occupational accidents and injuries
The auditee seeks the stability and safety of the equipment and
buildings used for production
The auditee respects the workers right to remove themselves from

imminent danger without seeking permission
lectricity
The auditee makes sure a competent person periodically checks
the electrical installations and equipment
ire Protection
The auditee has installed an adequate amount of firefighting

equipment , which works properly
scape Routes and Emergency Exits
The auditee ensures that escape routes, aisles and emergency

exits in the production site are easily accessible, clearly marked
and not blocked
The auditee ensures evacuation plans:

o Meet legal requirements
o Are posted in relevant places so workers can see and understand
them
achine and Vehicle Safety
The auditee ensures adequate safeguards for any machine part,

function, or process which may cause injury to workers
irst Aid
The auditee has emergency procedures to deal with cases of

trauma or serious illness. These procedures must be in writing.
Work place and social facilities, including housing when provided by the
uditee

The auditee provides workers with access to an appropriate, clean
area for storing food, eating and/or cooking
The auditee provides workers with clean washing facilities,

changing rooms and toilets that are respectful of local customs
The auditee provides workers with transportation (either directly

or by using third parties) that is safe and that complies with
national regulations
The location of the social facilities or workers housing ensure that

users are not exposed to natural hazards or affected by the
operational impacts of the worksite (for example noise, emissions
or dust)
The auditee verifies that temperature, humidity, space, sanitation,
illumination are adequate for the health and safety of workers
erformance Area 8: No Child Labour

The auditee does not engage in illegal child labour directly or
indirectly
The auditee establishes robust age-verification mechanisms as part
of the recruitment process, which may not be in any way degrading
or disrespectful to the worker
The auditee has adequate policies and procedures in writing,

towards protecting children from any kind of exploitation
The auditee has adequate and remedial policies and procedures to

provide for further protection in case children are found to be
working
erformance Area 9: Special protection for young workers
The auditee ensures that young people do not work at night and
are protected against conditions of work which are prejudicial to
their health, safety, morals and development.

o Their participation in vocational orientation approved by the
competent authority
The auditee establishes the necessary mechanisms to prevent,

identify and mitigate harm to young workers
The auditee seeks to ensure that young workers have access to

effective grievance mechanisms
The auditee seeks to ensure that young workers are properly

trained on Occupational Health and Safety and have access to
related training programmes
The auditee has a good overview of all young workers engaged in
its production site
erformance Area 10: No Precarious Employment
The auditees employment relationships do not cause insecurity for

the workers
The auditee engages workers based on recognised and
documented employment relationships
The auditee provides workers with understandable information

before entering into employment
The auditee does not use employment arrangements in a way that

deliberately conflicts with the genuine purpose of the law
erformance Area 11: No Bonded Labour

The auditee does not engage in any form of servitude, forced,
bonded, indentured, trafficked or non-voluntary labour
The auditee does not engage in any form of servitude, forced,
bonded, indentured, trafficked or non-voluntary labour
The auditee acts rigorously and diligently when engaging and

recruiting migrant workers both directly and indirectly
The auditee does not subject workers to inhumane or degrading
treatment, corporal punishment, mental or physical coercion
and/or verbal abuse.
The auditee establishes all applicable disciplinary procedures in

writing and explains them verbally to workers in clear and
understandable terms
erformance Area 12: Protection of the Environment
The auditee continuously identifies the significant impacts and

environmental implications associated to its activity
The auditee has procedures in place to ensure integration of local
environmental law into the business performance
The auditee has and maintains required environmental permits and

licences
The auditee manages waste in a way that does not lead to the
pollution of the environment.
The auditee manages water in a way that respects the

environment, including preserving local water sources
erformance Area 13: Ethical Business Behaviour

The auditee actively opposes any act of corruption, extortion or
embezzlement, or any form of bribery in its activities as a business
enterprise
The auditee keeps accurate information regarding its own

activities, structure and performance

o Falsification of information related to its activities, structure and
performance
The auditee collects, uses and processes personal information with

reasonable care and in accordance with privacy and information
security laws and regulatory requirements

GUIDELINES
An effective management system is crucial to ensure daily operations work in line with BSCI.
The auditee shall carefully read Annex 3: How to Set Up a Social Management System befo
To set up an effective management system, the auditee understands:

o The importance that its own good social performance has for its clients
o The content of the BSCI Code and Terms of Implementation
o The benefits of having a Social Management System in place
o Communication with customers and stakeholders helps to make continuous improvement poss
Working in line with the BSCI Code requires the involvement of several staff members. However,
evaluation.
The individual assuming this role understands:

o The BSCI Code of Conduct and System Manual
o The business and the supply chain
o The business partners which are significant for the company
o The expectations of stakeholders
In addition, the auditee determines who is in charge of:

o Following up with the grievance mechanism
o Human resources
o Ensuring that workers receive and have received training relevant to the BSCI values and princ
o Occupational health and safety risk assessments
For more information, see BSCI System Manual Part I - Chapter 3: How to Develop the BS
The auditee determines which business partners are significant based on:
o Price, quality and delivery time
o Volume
o Nature of the relationship
o Level of trust and reliability
The auditee keeps records on these significant business partners with regard to the way they ma
o Their own social responsibility
o Potential grievances from their own workers
Controlling and anticipating production processes reduces unnecessary subcontracting and overt
The auditee has control over the production process when:

It understands the volume and frequency it is able to deliver
It plans at least the following aspects:
o Production, quality checks and delivery time
o Workforce capacity (in cooperation with workers representatives and the one in charge of huma
o A contingency plan in case something slows down or interrupts production
o Organisation of overtime according to business needs; with a person responsible for its approva
o Cost calculation (premium paid overtime is to be added to the cost calculation)
o Growth expectation and human resources needed
Preliminary steps: The auditee requests its business partners to:

o Share the BSCI Code of Conduct and relevant Terms of Implementation
o Sign the Code and relevant Terms of Implementation. This is mandatory if the BSCI Audit scope
o Provide information regarding their social performance (e.g. from internal audits; quarterly rep
Clear procedures: The auditee develops and implements clear procedures to:
o Select business partners by taking their social performance into consideration
o Follow-up on business partners continuous improvement
o Set consequences in case business partners breach trust
For example, the auditee shall define under which circumstances a contract or commercial relatio
For more information about stopping business, see BSCI System Manual Part I Chapter 3,
Workers are often harmed when working rules are insufficient or unclear. The harm may be phys
For addressing these issues, the auditee has at least descriptions of the:
o Conducted risk assessment(s)
o Defined steps to prevent and address harm
o The decision-maker and the available channel(s) of communication
o Available budget and procedures to draw on for addressing the impact(s)
o Defined system to follow up on the measures taken
The auditee does not need to stop business or contracts with business partners simply because t
The auditee has:

o Communication channels to allow the business partners to explain their difficulties as well a
o Clear procedures to determine when a contract with suppliers or subcontractors needs to be
o Specific clauses in the contracts about ending a business relationship or rescinding a contrac
o Job descriptions in which the implementation of BSCI is included
o Documentary evidence on production capacity planning
o Evidence that the BSCI Code of Conduct and Terms of Implementation have been dis
o Signed BSCI Code of Conduct and relevant Terms of Implementation if farms are par
o Evidence of business partners social performance (quarterly reports, audit reports,
o Evidence of qualifications of the person in charge of implementing BSCI
o Documentary evidence of the social policy and procedures to implement BSCI
The auditee ensures:

o Management and workers meet on a regular basis to discuss about how to improve working co
o Minutes of these meetings are taken, kept and remain available for workers to consult
o A workers representative is elected by workers (including seasonal workers)
o Records on the election process are kept and made available
o The concerns of the most vulnerable workers are taken into consideration (e.g. migrant and yo
o Follow-ups on workers requests and/or complaints are recorded
The auditee defines long-term goals in cooperation with workers and workers representatives. Th
This long-term plan should:

o Include the vision, mission and objectives of the company in line with the BSCI Code
o Reflect a step-wise approach toward making sustainable improvements
o Genuinely involve workers and workers representatives in defining the goals
o Be written and approved by the competent person (or governance body)
Workers rights and obligations are defined by:
o The law
o The specific work contracts and job descriptions
o The auditees rules of the workplace (as long as these rules abide by the law)
The auditee raises workers awareness on their rights and responsibilities.
These are some specific steps:

o Organise information sessions: Information sessions are a good starting point but they hav
o Develop work contracts, working rules and job descriptions: They must abide by the law
o Create proper communication channels with workers
o Ensure that workers:
* Receive a copy of their contracts. In some cases (e.g. illiteracy of workers) other means
* Are trained by a qualified person at least on:
- The use of personal protective equipment
- Health and safety issues to focus on the work environment
- The use of a grievance mechanism
o Maintain documentation of the workers trainings, which should at least include a list of nam
o Put the BSCI Code of Conduct in a visible place in the workplace
IMPORTANT: Trainings are mandatory for any new worker (even if he or she has been engaged v
The auditee ensures that management regularly receives:
o Informative sessions on the BSCI Code of Conduct

o Specific training for the human resources, occupational health and safety and grievance mech
o Feedback on the BSCI Audit results and follow-up
The auditee has training materials related to BSCI Code content and these are made available fo
A grievance mechanism allows workers and communities to lodge suggestions or complaints rela
It can also be used as a communication channel to prevent harmful incidents from taking place.
Setting up an internal grievance mechanism and/or joining an existing external one are both pos
To learn more about this topic, see BSCI System Manual Part V - Annex 4: How to Set up a
Written Procedure: The auditee ensures that the written procedure for the grievance mechanis
o A person responsible for its administration
o Potential conflicts of interest and how to overcome them (e.g. if a grievance is against the pers
o Timelines to address grievances
o Processes for appeals and escalation, which provide additional guarantees that the auditee w
o Communication processes to ensure that workers and community members have access to the
o Alternative ways for lodging a complaint. For example, through a workers representative or dir
o Record system of lodged grievances, including how they were investigated and addressed
o Regular surveys on user satisfaction with the grievance procedure
o Documentary evidence of the workers representative election
o Documentary evidence of regularly scheduled workers meetings
o Records of agreements with workers representatives
o Employment contracts including those related to security personnel, cleaning and o
o Job descriptions in which the implementation of BSCI is included
o Documented working rules
o Evidence of a training calendar for workers and management
o Documentary evidence of training given to workers, management and human resour
o Documentary evidence of trainer competence
o Documentary evidence of grievances lodged/investigated (e.g. BSCI Template 8: Gri
Free and open society: The right of workers to form and join organisations of their own choosin
representatives.
The auditee practices a clear policy NOT to:

o Prevent worker participation in the activities of unions or other workers organisations
o Discourage or interfere in the election process of workers representatives
o Retaliate against workers who participate (actively or passively) in the workers representative e
Collective bargaining is the process used by workers representatives (e.g. trade unions) and emp
o Reflect the terms and conditions of employment for workers
o Confer rights, privileges and responsibilities to the parties
The auditee encourages collective negotiations on the terms of employment.
The auditee ensures that the stipulations contained in the collective bargaining agreement:
o Apply to workers in the same category
o Are available to workers
o Are integrated in the employment contracts
The auditee puts into practice a clear policy NOT to:

o Discriminate against candidates for a company position because of their affiliation to a trade un
o Give more nor less benefits to workers because of their affiliation to trade unions
o Dismiss workers for being unionised
The auditee understands that:

o Workers representatives can arrange meetings with workers during working hours in line with t
o The time involved in a meeting with the workers representative cannot be deducted from work
o Documentary evidence of the workers representative election

o Collective Bargaining Agreement (if applicable)
o Minutes or documents of meetings that led to the collective bargaining agreement (
o Recruitment and dismissal procedures and records
Broad interpretation: In some cultures, discrimination may be very subtle, therefore, it is impo
Most pervasive forms: The most pervasive forms of discrimination can be found with regard to
o Confiscation of passports
o Failure to provide employment contracts
o Non-payment or under-payment of wages
o Illegal deductions from wages
o Long working hours
o Substandard living conditions and denial of water and food
o Use or threats of violence
These kinds of behaviour are unacceptable.
Directly and indirectly: Potential discrimination shall be avoided both during employment and
The auditee puts into practice:
o Internal assessments to identify:
* Most likely grounds used for discrimination (e.g. race)
* Most common activities through which discrimination may occur (e.g. hiring process)
o Root cause analysis of discriminatory behaviours
o A policy to discourage discrimination particularly when workers are hired, promoted, fired or as
The auditee needs to be cautious to avoid that:

o The use of labour brokers or recruitment agencies does not bring additional social risks
o Medical testing results are not used for discrimination against tested workers
IMPORTANT: Virginity tests, use of contraception or equivalent are forbidden as workers require
The auditee makes sure that workers feel free to use the grievance mechanism without fear of re
The auditee puts in practice:
o Grievance mechanism records to keep the background of every lodged grievance and the conc
o Grievance satisfaction surveys and keeps the results on record
o Regular training to management, including supervisors, to enforce this policy
o A written procedure that describes reasons for disciplinary measures in the workplace accordin
o Consultation with workers and their representatives on disciplinary measures and the way in w
o A record-keeping system that maintains overviews on cases of disciplinary measures which ma
o Regular training to management, including supervisors, on the content and procedure for discip
o Documentary evidence on disciplinary procedures
o Documentary evidence on disciplinary cases and the measures taken
o Documentary evidence of workers performance assessments and procedures
o Worker contracts or agreements, including with recruitment agencies (if relevant)
o Documentary evidence of grievances lodged/ investigated (BSCI Template 8: Grievan
The auditee:
o Knows the minimum wage or industry standard that applies to its sector of activity
o Does not hire any worker for a lower remuneration than this threshold
o Keeps pay slips for at least the 12 month period before the date of the BSCI Audit
At least the minimum wage or relevant standard applies to:

o Part-time workers: On a pro-rata basis
o Piece-rate workers: The number of pieces produced in 8 hours amounts to no less than the m
o Workers in the probationary period are paid according to the law
o Workers hired through agencies: The auditee is aware of and keeps records on how, when
o In a cooperative: If the auditee is a cooperative, the by-laws or internal regulations clearly sp
these specifications are approved in a General Assembly by the majority as defined by the coope
Agreed and communicated: Payment periods and procedures are agreed and communicated t
The auditee pays workers:

o Timely: As agreed and as communicated to workers prior to their engagement
o Regularly: With a frequency that allows workers to make use of their earnings without incurrin
o Fully in legal tender: The work performed by the workers in regular working hours is to be pa
Payment in kind can be part of the overall remuneration as long as it is:

o On top of the amount due in legal tender
o Never done as alcohol or other drugs
For workers hired through agencies: The auditee is aware of and keeps records on how, whe
The auditee calculates the transportation and housing costs provided to workers and has a writte
Personal protective equipment and other tools provided to workers to perform their tasks are not
The auditee recognises that skills can be achieved by means of both education and experience. M
Workers skills are taken into consideration:

o In the hiring process
o When assigning salaries
o When assigning tasks
Having a highly-skilled worker conducting a low-skilled job is not acceptable as it may represent
The auditee ensures that:

o Job descriptions are available with outlines of the kinds of skills required to perform the jobs
o The people in charge of recruitment are trained to evaluate the level of competence required fr
o Regular trainings are provided to strengthen workers skills
o People in charge of conducting occupational health and safety risk- assessments are consulted
Fair remuneration concerns all workers regardless if they are:

o Permanent or seasonal
o Directly or indirectly engaged
The auditee may use BSCI Template 5: Fair Remuneration Quick Scan to estimate the living
information should be taken into consideration for future wage negotiations.
Total remuneration includes:

o Wages paid for up to 48 regular working hours (or whatever the maximum regular hours are ac
o Social benefits
o In-kind benefits and bonuses
o Subsidised or free transportation
o Subsidised or free living space
o Subsidised or free canteen services
o Opportunities for education or training
o Premium paid overtime
Remuneration does not include the cost of:

o Uniforms
o Personal protective equipment
o Training that is mandatory as part of the job requirement. For example, occupational health and
o Any tool essential to conduct the job
National law: National law defines the mandatory social benefits granted to workers in that reg
Mandatory social benefits usually are:

o Old age pension
o Survivors benefit
o Family benefits and parental leave
o Medical care
o Unemployment
o Sick leave
o Disability
o Work-related injury compensation
o Vacations
Collective Bargaining Agreement: A collective bargaining agreement must be respected not

Commercial insurance: In some countries, the auditee may sign up for commercial insurance to c
programme. If the countrys legislation does not allow such a replacement, but workers are insu
Exceptions from social benefits: The auditee may have been granted exemptions from social
o Issued in line with the company procedure
o Issued by the legal authority (usually government department)
o Valid for the current period of time
o Applicable for the auditee
The auditee shall have available the original document(s) to prove these exemptions.
Good practices: If the auditee provides commercial insurance in addition to the minimum socia
Deductions cannot result in:

o Workers earning less than the legal minimum wage
o An economic benefit for the auditee
o A form of discrimination
Training sessions: Workers cannot have deductions in wages or working hours because of the t
a machine used by a worker is under repair and the lost time negatively impacts her/his producti
Closed down: If the auditees production site is going to be closed down for repairs or reconstru
representative to ensure all workers rights are respected.
Objects or services: Deductions cannot be made for the use of objects, buildings or services w
That includes entry fees and charges for the use of:
o Tools and machines
o Sanitary facilities
o Drinking water
o Washing facilities
o Provisions of protective clothing for workers
Market rate: Deductions for services offered by the auditee (e.g. transportation or food) are cha
Disciplinary measures: Deductions for disciplinary measures can only occur under the conditio
o Documentary evidence of legal deductions for goods and services
o Documentation on legal minimum wages relevant for the sector
o Documented collective bargaining agreement
o Pay slips for workers and documentary evidence of payments
o Fair Remuneration Quick Scan completed (BSCI Template 5: Fair Remuneration Quick
o Worker contracts or agreements, including with recruitment agencies
o Personnel data files for all workers (including seasonal workers)
o Documentary evidence of additional benefits (commercial insurance if applicable)
o Documentary evidence of updated contributions to social insurance funds
o Documentary evidence of legal deductions for goods or services
o Lists of wage ranges and calculations including for piece rate workers
The auditee ensures working hours do not exceed:

o 48 regular hours in a week
o 8 regular hours per day
The auditee exceptions apply only to:

o Management: For supervisory or management positions
o Custom: When by law, custom or agreement, workers work less than 8 hours in one or more d
o Shifts: For workers employed in shifts, if their average number of working hours takes place ov
o Family: For members of the same family employed in the undertaking
o Special regime: For workers subject to a special regime, defined by the local laws (e.g. securi
These exceptions give flexibility to the limit of daily hours as well as weekly hours. However, ave
months.
IMPORTANT: 48 regular working hours per week as well as the exceptional cases mentioned abo
Overtime:
o It is any working hour in addition to the regular hour limit. In countries where legislation sets the
o It must be paid in a premium rate
Most countries legislations define:

o Temporary exceptions allow additional working hours (e.g. force majeure, accident risks or act
o Overtime limits (e.g. maximum 3 hours per day)
o Premium rate that applies to overtime (e.g. 25% more than a regular working hour)
o Type of working processes, which due to their nature, must be done in continuous shifts and
The auditee must be aware of the regulation that applies to its industry.
Written procedure: The auditee puts into practice a procedure to deal with overtime, particularly
o Originates in an agreement between the workers representative and the auditee
o Sets the daily limits of work over the exceptional period
o Sets the premium rate paid by the auditee
o Respects any other criteria defined by law
Legal exceptions: If the auditee belongs to a type of industry covered by a legal permanent exce
This agreement must have force of law and define:
o Type of exceptions
o Categories of affected workers
o The maximum additional working hours in each case
o The premium rate for overtime: at least 25% more than the regular rate
Additional comments about overtime:
o Voluntary: It needs to be voluntarily agreed, unless in cases of temporary exceptions (e.g. force
o Exceptional: It needs to be exceptional. Overtime cannot be repeatedly added onto regular wor
o No adding risks: It needs to be set without increasing the risk to workers health and safety
o Premium paid: It is paid in a premium rate as defined by the law. Overtime occurring during offi
o It takes into consideration:
* The vulnerability of temporary workers, migrant workers and piece rate workers to do too muc
* The accumulation of fatigue related to shifts
* Special protection for young workers, pregnant women and night workers
Corrective measures: Certain measures can be implemented to reduce excessive overtime:

o New technologies to improve production efficiency
o New production techniques
o More skilled and qualified workers
o Improvement in logistics (e.g. coordination and planning)
o A proper discussion with clients on delivery time expectations
All these aspects of overtime also apply for agricultural undertakings including if the auditee is a c
The auditee ensures that workers benefit from:
o Short breaks: Workers are allowed to take short breaks during working hours, especially when
o Meal break: Workers are allowed to take the necessary time for meal breaks according to the
o Night rest: Workers working during the day are allowed at least 8 hours of night rest within a
o Adequate areas: Workers have access to effective resting break areas. For example:
* Access to ventilated areas
* Accessible toilets
* Possibility for changing the physical working position (either sitting down or standing up)
Full calendar day: The auditee respects relevant regulations for days off.
The day off shall be a full calendar day and should follow national law or custom.
The producer grants workers a full calendar day off in every 7 days, unless the freely negotiate
o Documented working rules

o Pay slips for workers and documentary evidence of payments
o Documentary evidence of the legal permanent exception covering the auditees ind
o Working time records
o Documented overtime procedure including agreements with workers
o Documented records of accidents
In cases where the country does not prescribe OHS regulations, international standards apply.
The auditee involves workers and their representatives in drafting and enforcing its internal proc
The auditee implements different measures to protect workers in case of accident (e.g. promote
o The auditee involves workers and their representatives to identify better ways to protect worke
o The auditee provides regular training for workers and management on how to avoid accidents a
o The auditee regularly analyses the accident records to learn lessons and adjust accident protoc
The auditee regularly conducts occupational health and safety risks assessments to:
o Identify the most common risks for workers
o Classify the risks based on their severity and likelihood
o Define the kind of preventive or remedial measures that may be necessary
o Develop, mantain and implement an action plan
o Allocate budget
A good risk assessment:

o Is appropriate for the safety and health of all workers
o Includes consultation with workers
o Covers all production activities, workplaces, machinery, equipment, chemicals, tools and proce
o Uses relevant standards as a reference (e.g. national law or international standards)
o Includes regular monitoring and testing
o Allocates adequate human and financial resources to ensure that the identified risk(s) can be m
o Takes into consideration:
* The special needs of the most vulnerable workers such as pregnant women, young workers o
* The transmittable and non-transmittable diseases in the work environment
Workers and their representatives are consulted:

o During the risk assessment
o During the development of the action plan
o During the implementation of the systems
If the auditee has set up an occupational health and safety committee with democratically electe
The auditee keeps records on:
o OHS committee meetings
o OHS committee recommendations
o How the decision-maker accepts or rejects those recommendations
The auditee makes available to workers the information on:
o The hazards and risks associated with their work
o The actions to be taken for their protection
This information needs to be displayed in a way that can be easily understood by workers.
Workers should be at least trained on the following OHS aspects:
o Use and maintain the personal protective equipment (cleaning, replacement when damaged an
o Handling basic and site specific hazards
o Safe work practices
o Emergency procedures for natural disasters
o Evacuation drills and/or fire-fighting drills. The drills are recorded to indicate:
* The purpose
* Number of workers who participated
* Results
* Photos and dates
* Time taken for the evaluation: the time for evacuating the building should never last more t
The auditee improves its performance by doing additional training on OHS for the following audie
o Management, supervisors and occasional visitors

o Workers who operate machinery and power generators
o People working with electrical installations and equipment who also must understand their task
o Workers who handle and/or administer hazardous substances receive specific training. Hazardo
The auditee provides personal protective equipment that:

o Offers effective protection to the worker and occasional visitors. Particular attention shall be giv
o Does not cause unnecessary inconvenience to the individual
o Is free of charge
o Is suitable for the necessary activities in the workplace
Risk assessment: To identify the engineering and administrative control measures that are nee
Administrative control measures:

o Authorisation: Only authorised workers have access to chemical substances
o Protection: Workers receive adequate protection for handling and administering chemicals
o Record-keeping: Distribution, use and disposal of chemicals is properly recorded
o Following instructions: The use of chemicals corresponds to the recommendations of the ma
o Labelled: The labelling of chemicals and marking of hazards are clearly understood by the wor
- The International Chemical Safety Cards (ICSC)
- The Materials Safety Data Sheets (MSDS)
More information on the management of chemicals can be found at the following link: http://ww
Engineering control measures to:

o Expulse fumes, steam and dust outside (e.g. spot cleaning places)
o Properly dispose of chemicals, even in the absence of national legal regulations
Step-wise: The auditee knows the different steps to follow in case of accident or emergency so
Written procedures: These steps are documented in an emergency procedure, which is widely
Special attention: The auditee ensures that these procedures are properly explained to:
o Seasonal and temporary workers
o Night workers
o Migrant workers
o Young workers
o Pregnant workers
o Disabled workers
There are no universal ways to communicate potential hazards and warnings to workers and visit
Signals and warnings must be:

o Relevant to the specific culture and activities
o Displayed in the appropriate place for their purpose
o Related to the accident and emergency procedures
o Related and suitable to potential hazards. For example:
* Chemicals
* Electricity
* Hot surfaces
* Falling objects
* Slippery floors
* Machinery and vehicles
Reporting: The procedures enable workers to report immediately to their supervisor any situatio
Recording: The auditee keeps records on all accidents and injuries. Records specify:
o When the accident took place (e.g. date, peak season, picking season)
o Who was involved
o What actions were taken
o What were the final results (e.g. death, injury)
o How the accidents (or occupational diseases) were investigated
o What prevention and remediation actions were taken
o How long workers were unable to work
o The auditee knows and follows:

* National legal requirements concerning the building
- Stability
- Safety
- Appropriateness to conduct its business activity
* Legal requirements concerning the safety of the equipment, including ongoing official inspe
o The auditee has procedures in place to confirm the stability and safety of the equipment
o The auditee maintains accurate documentation on any official and private inspection concernin
o The auditee is in possession of valid licences to conduct its activities in the related building
The right of workers to remove themselves from imminent danger without seeking permission:
o Applies to the workplace and residential facilities provided by the auditee

o Must be well communicated to workers during trainings
o Must be properly documented in the OHS procedures
The person in charge of maintaining safe electrical installations is competent by means of:
o Training
o Qualification
o Experience
The person checks the electrical installations and equipment:

o Within the pre-defined timeframe
o Randomly
o Per request
The checks are properly recorded and, if possible, posted close to the verified installation or equi
o Name of the person in charge
o Date of the last check
o Description of the finding (if any)
o Due date for the next check
When dealing with electrical installations and equipment, workers need to conduct their work saf
o Only tools properly insulated and in good condition are used
o Working space and lighting is appropriate
Usually national laws define the adequate working space and lighting workers working with elect
If national laws exclude such regulations, the auditee draws on common good practices and adap
o Workplaces shall be free of distribution lines
o Electrical cords shall not pose a tripping hazard
o Risk of strangulation or any other work-related accident are evaluated and included in the OHS
The auditee has the necessary firefighting equipment, in line with the OHS action plan.
Usually the national law specifies the standard requirements for firefighting equipment such as:
o Position and placement
o Size and effectiveness
o Maintenance and inspection requirements
If there are no legal requirements, the firefighting equipment must at least be:
o Distributed in an equal manner
o Placed at a height that ensures effectiveness
o Easily reached by workers
o Properly identified (e.g. inventoried) with clear reference to:
* The last serviced date
* The due date for the next servicing
The location placement and the route to reach the fire extinguishers must be visually marked.
Early warning systems must be installed and function as required by the law.
Warning systems can be:
o Smoke sensors
o Fire alarms
o Alarm devices
The ultimate goal of accessible and marked escape routes is that workers and visitors may
o Escape routes, aisles and emergency exits fully observe the three characteristics at the same t
* Not blocked
* Easily accessible
* Clearly marked
o Workers and visitors can easily leave the premises in case of incidence without putting their liv
o The auditee approaches safe evacuation in a systemic and preventive manner, which includes:
* Escape routes, aisles and emergency exits that are:
- Not blocked or locked during working time
- Marked without ambiguity
* Emergency lights and any other evacuation signals, which are properly installed and functio
* Production rooms with more than 10 workers have doors open outwards unless the national
* The number of emergency exits relate to:
- The number of workers
- The size and occupancy of the building
- The arrangement of the workplace
Plans to evacuate the building must show:

o Standpoint: Current position from the standpoint at which the plan is posted
o Closest escape route: Placement of the closest escape routes including emergency exits
o Firefighting equipment: Placements of fire extinguishers and any other firefighting equipme
At least a relevant number of workers know how to use a fire extinguisher.

Workers understand the evacuation plan and know how to follow it from their own standpoints.
All applicable safeguards for equipment are available and properly installed, for example:
o Belt encasements
o Grills for fans
o Emergency switch-off
Valid inspection and insurance for machinery and vehicles are available as required by law. The m
This may be the case for elevators, lifts and other hazardous machines.
The auditee keeps records of the maintenance, which includes:

o Summary of maintenance
o Name of the competent person in charge
o Applicable insurance and its validity
National legal regulations define what kind of medical provisions shall be available for workers in
If there are no such legal regulations, the auditee ensures:
o Adequate first-aid kits, rooms and/or stations

o Regular training on first- aid and related procedures to ensure emergency treatment
o One or multiple trained people who can administer first-aid
o Responsible people to verify and re-fill the content of the first-aid kit
Where immediate flushing with water is the recommended first-aid response, the auditee ensure
o Potable water sources

o Eye-wash stations
o Emergency showers
This emergency procedure may be a separate document or part of the action plan developed aft
Workers are aware of the procedures in case of trauma or serious illness.
The procedure also includes the steps to be taken when a worker has to be transferred to an app
Access at all times: The auditee provides access to potable water at all times, not only during
Access to water must never be used as means for discrimination or as a disciplinary measure.
The right to potable water applies to:

o The workplace
o The facilities where workers prepare or eat food
o Housing provided by the auditee
National regulations often define:

o Water quality suitable for human use
o Which areas may not require potable water (e.g. showers)
o The kinds of tests and authorities that verify if water is potable
Certificates: Relevant and valid certificates must be made available.
Signs for no potable water: Places where water is not potable must be properly indicated to a
Risk of dehydration: The auditee pays additional attention to the right to potable water if it is b
The auditee makes sure that workers are allowed to enjoy their lunch or dinner breaks in a place
If the law indicates the obligations of businesses to provide an eating room or canteens, the audi
If the law does not indicate the minimum conditions for these facilities, the auditee shall conduct
The auditee pays particular attention during peak season that workers are allowed to enjoy their
The auditee must have information available for the audit about:
o How food is stored
o Records of cleaning shifts
o Menus provided (e.g. for the last 6 months before the audit)
o Lunch and/or dinner shifts
The auditee makes sure that workers are allowed to use changing rooms, and use washing rooms
If the law indicates the minimum number of washing facilities and toilets that businesses are obl
If no law exists, the assessment of how many facilities are needed to serve the size of the workfo
The auditee is able to explain during the audit the reasons for having the amount of facilities tha
If there is no applicable law, the number of washing facilities, changing rooms and toilets shall m
Particular attention shall be devoted to ensure that facilities meet workers needs even when the
The facilities must provide:

o A steady supply of soap
o Working locks
o Gender separation
o Changing rooms for workers who change their clothes to perform their functions (e.g. to handle
The auditee has information on how workers get to the premises (e.g. using public transportation
Agricultural vehicles: Special attention should be paid to agricultural vehicles used for human
National law usually defines the characteristics for where/how to locate these facilities.
If not, the auditee:
o Bases its decision on the OHS risk assessment and related action plan
o Ensures that the location of social facilities and housing do not expose workers to:
* Natural hazards
* Adverse impacts on health, safety or their lives
Industrial buildings are not used for workers housing.
Cost of the accommodation: When workers are required to temporarily leave the workplace fo
Respectful to workers health and safety: The auditee needs to make sure that workers hav
If the law indicates the minimum characteristics for the workplace, social facilities and housing, t
If not, the auditee includes the characteristics as part of its OHS risk assessment. The auditee sh
o Temperature
o Humidity
o Space
o Sanitation
o Illumination
Space and illumination: Space and illumination need to be provided in such a way that is adeq
The auditee shall be able to provide to the auditor consistent information on:
o The existing conditions
o Improvement plans (if any)
o Timeline and related cost(s) for improvements
If the auditee provides workers with housing:

o The rooms shall give workers enough space and not be overcrowded
o Workers shall have space to store personal items
o Laundry and waste disposal need to be properly organised
o Waste removal scheduling shall be displayed for workers in the housing
IMPORTANT: If the auditor identifies any imminent risk to workers health and/or lives, he/she sh
BSCI System Manual Part V Annex 5: BSCI Zero Tolerance Protocol.
Certificates and contracts:
o Valid inspection and insurance for machinery and vehicles
o Purchase invoices of the PPE bought by the auditee
o Valid business license and all necessary official approvals to run operations
o Official building certificate about safety and appropriateness for the industry
o Contract with any service provider including food services, transportation, agents
Training:
o Documentary evidence of workers training on occupational health and safety
o Evidence of a training calendar for workers and management
o Documentary evidence of workers qualifications for those who deal with dangerous
Records and reports:

o Risk assessment for safe, healthy and hygienic working conditions
o Action plan for safe, healthy and hygienic working conditions
o Documentary evidence of updated contributions to social insurance funds
o Occupational health and safety regulations applicable for the industry
o Documentary evidence of the election process of the health and safety committee
o Minutes of the health and safety committee meetings
o Documentary evidence of consumption, withdrawal and disposal of chemicals (inclu
o Official inspections conducted to ensure building and equipment safety, including da
o Inspection reports, maintenance records, operating and safety instructions for:
* Dangerous machines, including but not limited to lifts, electrical equipment, high
* Firefighting equipment (e.g. inspection tags on fire extinguishers)
* Potable water at production facilities and dormitories
* Health and safety for the facilities and dormitories including but not limited to te
Children who are working who are younger than 15 years old (or younger than 14 years old in c
Child labour occurs when work:
o Is done by a person who is younger than 15 years old (or someone who is younger than 14 yea
o Is mentally, physically, socially and/or morally dangerous
o Is harmful to children
o Interferes with their schooling because it:
* Deprives them of the opportunity to attend school
* Obliges them to leave school prematurely
* Requires them to attempt to combine school attendance with excessively long and heavy wo
o It is not light work
Light work refers to the participation of children or adolescents in work activities such as:
o Helping their parents around the home
o Assisting in a family business
o Earning pocket money outside school hours and/or during school holidays
Light work is acceptable as long as:

o The child is at least 13 years old (or at least 12 years old in countries that have set a minimum
o It does not prejudice their attendance at school or time dedicated to homework (e.g. maximum
o It does not take place on a continuous basis (e.g. school holidays)
o It is supervised by either parents or any other guardian who can ensure the task provided to ch
A higher minimum age of 18 years is set for hazardous work which, by its nature or the circu
The auditee must take the necessary measures to:

o Understand what child labour is and what it is not
o Identify if child labour is or is not likely to occur in its industry or region (e.g. some industries
o Not engage child labour indirectly (e.g. using recruitment agencies, or allowing migrant or
* Migrant or seasonal workers childrens names, ages, schooling time schedules and informat
* Age and identity cards of workers engaged via recruitment agencies
* Agencies recruitment procedures to avoid engagement of children or illegal workers (among
If during the data collection, the auditee realises that some of the workers were engaged before
case from occurring again.
Stakeholder mapping: The auditee keeps contact details of the stakeholder(s) who could help
BSCI offers Template 6: Stakeholder Mapping that may be used for this purpose.
The risk for hiring minors is higher for:
o Certain sectors (e.g. mining)
o Jobs that require low or no qualifications
o Work conducted in remote areas where:
* Labour inspectors are less likely to reach
* Individuals have limited access to official identity cards
A robust age-verification mechanism includes:

o Training of the person or people in charge of hiring workers and dealing with high-risk situation
o Training of the person or people in charge of hiring workers to cross-verify interview techniques
o Regular cross-verification of workers age with other stakeholders (e.g. recruitment agencies, p
These policies and procedures are meant to ensure no direct exploitation of children (by the audi
The procedure sets in writing:
o The necessary steps to ensure that children are protected from exploitation
o How to deal in the most responsible way with cases of child labour
The procedure needs to include:
An overview of:
o Specifically hazardous working conditions in the workplace
o Illegal activities in the region (drug trafficking, prostitution or others)
o Family poverty as a driving force behind child labour
o Child protection projects run in the area by government, NGOs or others
o Trade union(s) which could offer support in case of child labour
o Educational or vocational training facilities nearby or in the region (including contact details an
o Education or social welfare authorities that can provide assistance in cases of child labour
An assessment of the measures to:

o Control the risk of child labour
o Reduce or eliminate child labour
The remediation procedure must include considerations for removal and rehabilitation of the c
o Possible alternatives for a responsible removal and rehabilitation of the child into society (e.g. n
o Relevant stakeholders who could provide support in case of dismissals of children found work
its contact lists up to date.
o Allocated budget to provide financial compensation to children found working so they can go
In some cases the best approach for remediation may be to:

o Work out a time schedule for solving the case
o Progressively remove children from work
These two approaches might be more appropriate than drastically and immediately removing the
Having a policy to only engage adults is not acceptable as a child labour remediation procedure.
IMPORTANT: If the auditor identifies child labour, he/she shall trigger an Alert in the BSCI system
Annex 5: BSCI Zero Tolerance Protocol.
o Personnel data files for all workers (including seasonal workers)
o Age-verification procedure
o Training of Human resources responsible
o Procedure to avoid children exploitation
o Child labour remediation procedure
o Worker contracts or agreements, including with recruitment agencies
Risk assessment: The auditee has a good understanding of the activities that are potentially ha
The risk assessment must describe the processes and areas of work where young workers canno
Night work: The period of time that qualifies as night work is usually defined by national law.
If that is the case, the auditee uses the legal definition as a reference to avoid engaging young w
Without a national law definition, the auditee follows the BSCI definition. BSCI defines night work
The auditee ensures that daily working time combined with school time and transport time is lim
o Local compulsory education
o Any other education or training programme approved by the relevant/competent authority
The auditee ensures that its own company trainings are scheduled so young workers can still atte
The OHS risk assessment and related action plan include specific attention to young workers.
Workers and their representatives are consulted to define preventive and mitigation measures.
The mitigation measures are properly recorded.
Young workers receive special training on how to lodge a grievance.

Young workers are properly informed on the support they receive to lodge a grievance.
Young workers are trained regardless of the type of employment: seasonal, subcontracted or dire
The auditee keeps records of trainings provided to young workers, concerning the existence and
Training documentation: The auditee makes available the documents related to these training
o Dates, schedules (which should not conflict with schooling or vocational training programmes)
o Content
o Trainer name and qualification
o Attendance list with signatures
Young workers receive occupational health and safety training on the specific risks they face as y
Training documentation: The auditee makes available the documents related to these trainings, w
o Dates, schedules (which should not conflict with schooling or vocational training programmes)
o Content
o Trainer name and qualification
o Attendance list with signatures
The auditee understands that young workers are more vulnerable than most workers.
The auditee devotes extra efforts towards monitoring young workers working conditions.
The auditee has a good overview of young workers work cycles.
Work cycle refers to:

o The recruitment process
o Remuneration
o Hours of work
o Disciplinary measures
o Promotion
o Trainings
o Termination of employment
Record keeping: The auditee collects and keeps specific records on young workers.
BSCI provides Template 7: Young Workers Data. Template 7 includes the minimum informatio
Handling personal data: Personal data records should only be destroyed in accordance with th
o Documentation of all trainings given to young workers

o Risk assessment and related action plan with specific measures to protect young wo
o Young workers overview records
o Young workers work cycle overview
Cause of insecurity: Situations that cause insecurity to the worker can affect both permanent a
o Lack of social security
o Use of seasonal contracts for permanent positions
o Hiring and dismissal practices to avoid consolidation of workers rights
Temporary workers: The definition of permanent and temporary jobs (seasonal being one type
project is completed.
Probationary period: National legislation often permits that the first few months of a new emp
The terms of a probationary period normally define notice periods to terminate the employment
Good practices: When the auditee takes into consideration the role that workers may have as p
The auditee shall be proactive in reporting any other contractual practice which is not a legal req
The auditee works against precariousness by ensuring:
o Fair recruitment processes, remuneration, hours of work, disciplinary measures, promotions, tra
o Temporary job arrangements which do not cover workloads and which lack determined end da
o Valid probationary periods and employment conditions
The work relation between the auditee and its workers is:
o Recognised: The work relation has been established in compliance with national legislation, c
o Documented: The work relation is supported by means of any documentary proof that makes
difficulties to read and write. In these cases, the auditee must make additional efforts to ensure t
Recruitment agencies: The auditee shall carefully look at workers terms of employment when
Otherwise, they represent too high of a risk.
The auditee takes the necessary measures to:

o Have a good overview on how the recruitment agency engages workers
o Ensure to regularly receive employment documents from the agency
o Understand how, when and how much the agency remunerates the workers
Information provided to workers must be:

o Understandable: This may require translation to the language of workers, or audio and/or vis
o Timely: It needs to be provided before initiating the employment relationship
o Relevant: It concerns workers rights, obligations, responsibilities and employment conditions.
* Working hours
* Trainings and other benefits
* Remuneration and terms of payment
* Access to the grievance mechanism
The same understandable information must be given to the workers hired through recruitment
If misused, some legal employment arrangements can jeopardise workers. The auditee shall avo
o Apprenticeship schemes where there is no intention to develop skills or provide regular employ
o Seasonal or contingency work when used to undermine workers protection
In some cases, it is more difficult to determine if the employment arrangement is being misused
o Labour-only contracting: This practice may cover bonded labour
o Subcontracting: This practice may cover the employers intention to avoid reaching the minim
Subcontracting should be done for efficiency or quality reasons, not to undermine workers rights
o Employment contracts and/or posters where workers rights and obligations are disp
o Recruitment and dismissal procedures and records
o Overview of subcontractors
o Overview of apprenticeships granted in the company
o Overview of seasonal workers
Workers must be engaged:
o Based on their free will
o Without facing any potential or actual risk of being subject to forced labour
Workers can:
o Terminate their employment freely, provided that reasonable notice is given to the employer
o Leave the premises after working hours, without being stopped or held by security guards (arm
o Leave the production site and housing in their free time, without having to ask for permission
o Choose accommodation outside of the housing offered by the employer, if they have that possi
The auditee shall make sure that:

o Work permits are valid without any indication that workers have been victims of human traffick
o Workers receive their visa, housing, training and education without providing any form of servi
o Workers are not requested to leave personal documents in deposit
o Workers are not illegally held against their will over their wages or benefits
Prison labour: It refers to a form of occupation for convicts.

Prison Labour is not a human right violation if it fulfils certain conditions:
o Prisoners offer their labour voluntarily, without being pressured or threatened with punishment
o Prisoners perform their work under conditions close to a free labour relationship to the extent t
IMPORTANT: Prison Labour in China. BSCI recommends that BSCI Participants do not engage
o Prisoners rights are not covered under Chinese labour law. Instead, they are covered under the
o Prisoners labour rights, including overtime rates, are not properly protected
o Prisoners remuneration is decided by the prisons management
o Prison rules do not allow BSCI Audits
Sumangali: The term refers to a hiring practice in South India. Sumangali happens when compa
The main characteristics of Sumangali include that the employer:

o Recruits young unmarried women from rural villages, most commonly by using brokers
o Promises a lump-sum payment at the end of the contract period, which is retained from the
o Controls the movement of the young women outside of their working hours to ensure that the
Sumangali represents an additional risk of bonded labour because these young women:
o Are taken away from their regions with only limited chance to return freely
o Usually belong to the lowest caste in India, having little access to education
o See their wages reduced below the minimum wage
o Lack guarantees to receive the lump-sum (e.g. in pro-rata)
o Face additional risks of harassment as they usually remain in confined housing
IMPORTANT: The auditee must pay particular attention to potential abuses of these workers vu
o The workers are covered by the special protection for young workers
o The workers must receive the remuneration which was both agreed and communicated withou
o The workers have working hours set in line with their apprenticeship situation
o The terms of apprenticeship arrangements are respected
IMPORTANT: Prison Labour in China. BSCI recommends that BSCI Participants do not engage
o Prisoners rights are not covered under Chinese labour law. Instead, they are covered under the
o Prisoners labour rights, including overtime rates, are not properly protected
o Prisoners remuneration is decided by the prisons management
o Prison rules do not allow BSCI Audits
Sumangali: The term refers to a hiring practice in South India. Sumangali happens when compa
The main characteristics of Sumangali include that the employer:

o Recruits young unmarried women from rural villages, most commonly by using brokers
o Promises a lump-sum payment at the end of the contract period, which is retained from the
o Controls the movement of the young women outside of their working hours to ensure that the
Sumangali represents an additional risk of bonded labour because these young women:
o Are taken away from their regions with only limited chance to return freely
o Usually belong to the lowest caste in India, having little access to education
o See their wages reduced below the minimum wage
o Lack guarantees to receive the lump-sum (e.g. in pro-rata)
o Face additional risks of harassment as they usually remain in confined housing
IMPORTANT: The auditee must pay particular attention to potential abuses of these workers vu
o The workers are covered by the special protection for young workers
o The workers must receive the remuneration which was both agreed and communicated withou
o The workers have working hours set in line with their apprenticeship situation
o The terms of apprenticeship arrangements are respected
The auditee takes the necessary measures to engage migrant workers in a way that does not rep
The auditee remains vigilant to avoid this situation when:
o Both the country of origin and host country do not provide reliable protection to migrant worke
o Workers have to pay a high recruitment fee to an agency to obtain a work visa and the agency
o Workers have restricted their movement because the visa or travel documents are controlled b
o Workers do not understand the host country language, which puts them in a more vulnerable p
IMPORTANT: In agriculture, cultivation organised by a community because of law or custom is n

The auditee ensures that workers receive no degrading treatment by:
o Creating and maintaining a culture of respect through the entire business
o Being proactive to reward respectful treatment, starting with managers and supervisors
The auditee ensures that disciplinary measures do not consist of:

o Corporal punishment
o Coercion such as:
* Debt bondage
* Restriction of movement
* Violence
* Threats and intimidation
Housing: When the auditee provides housing to workers, it must ensure living conditions are res
These facilities provide as a minimum a:
o Separate bed for each worker
o Separate locker for storing personal belongings
o Separate accommodation for women and men
IMPORTANT: Special attention is to be given to the most vulnerable workers such as migrants, s
The auditee ensures that the disciplinary procedures are:

o Coherent and in line with the law
o In writing and easily accessible to the workers and workers representatives
o Descriptive concerning the censurable behaviour and possible disciplinary actions
o Descriptive regarding the person in charge and communication channel (including appeal)
o Free from unfair deductions or imposition of financial fees, which may actually be illegal deduct
IMPORTANT: If the auditor identifies bonded labour, he/she shall trigger an Alert in the BSCI sys
BSCI Zero Tolerance Protocol.
o Documentary evidence of training given to workers, management and human resou

o Documentary evidence on disciplinary procedures
o Employment contracts including those related to security personnel, cleaning and o
o Documentary evidence on disciplinary cases and the measures taken
The auditee has a good understanding of the environmental impacts of its business activities.
The self-assessment for environmental impacts includes:

o All processes taking place in the business boundaries
o New production processes or newly installed equipment, which are immediately integrated into
o Clear understanding on how business activity impacts the environment
o Pre-defined time periods for conducting such assessments
o Competent staff responsible for collecting the data and doing the assessment
Environmental legal compliance and protection require business enterprises to:
o Integrate policies and procedures into core business strategy
o Make these policies and procedures a visible part of the business culture
The auditee develops effective ways to ensure:

o Ongoing identification of environmental legislation
o Definition of the environmental requirements that apply to its own daily activities
o Identification of sources of information on environmental legislation such as:
* Specialised sites online
* Publications issued by industry experts
* Tailor-made services provided by specialised companies
The auditee is aware of the necessary environmental permits and licences required by law for sp
Environmental permits and licences are relevant and up to date. If any is unavailable, the au
There are local areas where waste separation and disposal are not managed by public authorities
Regardless of national regulations or not, the auditee has procedures in place to:
o Identify and separate the type of waste generated (hazardous versus non-hazardous). This incl
o Define any specific handling requirements (e.g. disposal via an authorised agent or to a special
o Create awareness among workers about the waste generated and the proper way to handle it
o Avoid dumping waste into natural environments
o Avoid burning waste in open fires
o Dispose of plastics and empty chemical containers without incurring predictable environmental
The auditee has mechanisms in place to promote water conservation and water waste reduction.
Possible mechanisms include:
o Licensed water use (when requested by the applicable law)

o Proper identification of water springs, rivers, lakes and other water ecosystems in the area
o Documented risk assessments that justify management decisions on water use (e.g. irrigation
o Awareness raising on water waste reduction
Both management and workers shall be aware of the existence of water sources and the relation
o Environmental risk assessment

o Map identification of water springs, rivers, lakes in the area of auditee activities
o Calculation of the necessary financial and personnel resources to comply with the m
o Valid certificates and environmental licenses
The auditee:
o Has a policy (e.g. BSCI Code) in place that publicly condemns corruption, extortion and bribery
o Has procedures against any act of corruption
o Identifies where the major risks of corruption could occur
o Investigates and discourages any misbehaviour among the workers, particularly those with dec
o Rewards ethical behaviour and integrity among its workers and managers
o Includes ethics and integrity as part of the training offered to workers and managers
o Pays particular attention to the relations between auditor and auditee; supervisors; recruitmen
Disclosed information: The auditee discloses information about its activities, according to app
The auditee ensures information about its business is:
o Accurate: The information presented by the auditee to the BSCI Participant and/or the auditor
o Structured: The information on different facilities and the way that the auditee organises its p
Activity and performance: Auditee claims about its activity are correct (e.g. production volum
Reports from previous audits (BSCI Audits or others) or government inspections are available incl
Ethical behaviour in business starts with the way in which enterprises run their operations.
Falsification, fraud and misrepresentation: Falsification, fraud and misrepresentation are pu
Fraud and misrepresentation in the supply chain impacts supply chain integrity and can result in
The auditee has a serious commitment to avoid any of these actions. It must then ensure that if
The auditee collects and processes personal data of individuals with the utmost respect for the in
The level of care applies to directly hired workers, business partners, customers and consumers i
Special attention is paid to the way data are collected to ensure that the worker is protected (e.g
IMPORTANT: If the auditor identifies any flagrant misrepresentation; bribery; or any other prove
more information, see BSCI System Manual Part V Annex 5: BSCI Zero Tolerance Protoc
o Anti-corruption policy
o Corruption risk assessment
o Procedure for investigation and discouragement of unethical behaviour
o Communications and trainings to promote and reward integrity
Countries Follow_up_audit Full_audit Yes_No
Afghanistan NOT RATED YES YES

Aland Islands YES PARTIALLY NO
Albania PARTIALLY NO
Algeria NO N/A
American Samoa
Andorra
Angola
Anguilla
Antarctica
Antigua And Barbuda
Argentina
Armenia
Aruba
Australia
Austria
Azerbaijan
Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belgium
Belize
Benin
Bermuda
Bhutan
Bolivia
Bosnia And Herzegovina
Botswana
Bouvet Island
Brazil
British Indian Ocean Territory
Brunei Darussalam
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Canada
Cape Verde
Cayman Islands
Central African Republic
Chad
Channel Islands
Chile
China
Christmas Island
Cocos (Keeling) Islands
Colombia
Comoros
Congo
Congo, The Democratic Republic Of The
Cook Islands
Costa Rica
Cote D'Ivoire
Croatia
Cuba
Cyprus
Czech Republic
Denmark
Djibouti
Dominica
Dominican Republic
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Ethiopia
European Community (EU)
Falkland Islands
Faroe Islands
Fiji
Finland
France
French Antilles
French Antilles
French Guiana
French Polynesia
French Southern Territories
Gabon
Gambia
Georgia
Germany
Ghana
Gibraltar
Greece
Greenland
Grenada
Guadeloupe
Guam
Guatemala
Guinea
Guinea-Bissau
Guyana
Haiti
Heard Island And Mcdonald Islands
Holland
Holy See (Vatican City State)
Honduras
Hong Kong
Hungary
Iceland
India
Indonesia
Iran, Islamic Republic Of
Iraq
Ireland
Israel
Italy
Jamaica
Japan
Jersey Channel Island
Jordan
Kazakhstan
Kenya
Kiribati
Korea
Kuwait
Kyrgyzstan
Laos
Latvia
Lebanon
Lesotho
Liberia
Libya
Liechtenstein
Lithuania
Luxembourg
Macao
Macedonia
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Mariana Islands
Marshall Islands
Martinique
Mauritania
Mauritius
Mayotte
Mexico
Micronesia
Moldova, Republic Of
Monaco
Mongolia
Montserrat
Morocco
Mozambique
Myanmar
Namibia
Nauru
Nepal
Netherlands
Netherlands Antilles
New Caledonia
New Zealand
Nicaragua
Niger
Nigeria
Niue
Norfolk Island
Northern Mariana Islands
Norway
Oman
Pakistan
Palau
Palestinian Territory, Occupied
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Pitcairn
Poland
Portugal
Puerto Rico
Qatar
Republic of Korea (South Korea)
Reunion
Romania
Russia
Rwanda
Saint Helena
Saint Kitts And Nevis
Saint Lucia
Saint Pierre And Miquelon
Saint Vincent And The Grenadines
Saipan
Samoa
San Marino
Sao Tome And Principe
Saudi Arabia
Senegal
Serbia And Montenegro
Seychelles
Sierra Leone
Singapore
Slovakia
Slovenia
Solomon Islands
Somalia
South Africa
South Georgia And The South Sandwich Islands
Spain
Sri Lanka
Sudan
Suriname
Svalbard And Jan Mayen
Swaziland
Sweden
Switzerland
Syrian Arab Republic
Taiwan
Tajikistan
Tanzania, United Republic Of
Thailand
Timor-Leste
Togo
Tokelau
Tonga
Trinidad And Tobago
Tunisia
Turkey
Turkmenistan
Turks And Caicos Islands
Tuvalu
Uganda
Ukraine
United Arab Emirates
United Kingdom
United States
United States Minor Outlying Islands
Unknown
Uruguay
Uzbekistan
Vanuatu
Vatican City
Venezuela
Vietnam
Virgin Islands, British
Virgin Islands, U.S.
Wallis And Futuna
Western Sahara
Yemen
Yugoslavia
Zaire
Zambia
Zimbabwe
Fullaudit_Followup_
Information Type_of_audit2
audit
Yes Full_audit Fully-announced audit

No (please specify) Follow_up_audit Fully-unannounced audit
Partially (please specify) Semi-announced audit
Special_Investigatio Yes_No_Notappl
Audit_extent Audit_interferences
n icable
YES Desk review Aborted N/A

NO Limited extent (follow-up Access denied YES
Limited scope (one producPartially conducted NO
Combined with other system(s)
YoungWorker Significance_
Sector Score1 Score2
s Business_Partner
Food A A Permanent High

Non-Food B B Seasonal Medium
C C Temporary Low
D D
E E
WorkTim
housing Departments
e
None 12:00 AM Finances

Housing owned by auditee 12:15 AM Human Resources
Subcontracted 12:30 AM Packing
Provided by recruitment agency 12:45 AM Product Development
Other (please specify) 01:00 AM Production
01:15 AM Quality Control
01:30 AM Sales
01:45 AM Services
02:00 AM Warehouse
02:15 AM Other (please specify)
02:30 AM
02:45 AM
03:00 AM
03:15 AM
03:30 AM
03:45 AM
04:00 AM
04:15 AM
04:30 AM
04:45 AM
05:00 AM
05:15 AM
05:30 AM
05:45 AM
06:00 AM
06:15 AM
06:30 AM
06:45 AM
07:00 AM
07:15 AM
07:30 AM
07:45 AM
08:00 AM
08:15 AM
08:30 AM
08:45 AM
09:00 AM
09:15 AM
09:30 AM
09:45 AM
10:00 AM
10:15 AM
10:30 AM
10:45 AM
11:00 AM
11:15 AM
11:30 AM
11:45 AM
12:00 PM
12:15 PM
12:30 PM
12:45 PM
01:00 PM
01:15 PM
01:30 PM
01:45 PM
02:00 PM
02:15 PM
02:30 PM
02:45 PM
03:00 PM
03:15 PM
03:30 PM
03:45 PM
04:00 PM
04:15 PM
04:30 PM
04:45 PM
05:00 PM
05:15 PM
05:30 PM
05:45 PM
06:00 PM
06:15 PM
06:30 PM
06:45 PM
07:00 PM
07:15 PM
07:30 PM
07:45 PM
08:00 PM
08:15 PM
08:30 PM
08:45 PM
09:00 PM
09:15 PM
09:30 PM
09:45 PM
10:00 PM
10:15 PM
10:30 PM
10:45 PM
11:00 PM
11:15 PM
11:30 PM
11:45 PM
BusinessPartners Industry
Contract Farm Accessories

Cooperative Agriculture
Homeworkers Chemical Industry
Own Factory Construction
Own Farm Cosmetic Industry
Packing Unit Dairy Industry
Processing Unit Extractive Industry
Recruitment Agency Fishery, Aquaculture and Inland Wat
Service Provider Food, Drink and Tobacco
Smallholder Forestry, Wood, Pulp and Paper
Subcontractor Health Industry
Subsupplier Live Animals and Related Products
Other (please specify) Meat Industry
Mechanical and Electrical Engineerin
Media and Graphical Industry
Plastic Industry
Sports Equipment and Sportswear
Textiles, Clothing, Leather
Toys and Games
Products Type_Of_Grievance
<none> Infrastructure
Accessories Personal Relations
Agrochemicals and pesticides Contractual Rights
Alcoholic beverages and spirits Human Rights
Alternative health products Other (please specify)
Apparel
Arts, crafts and needlework
Audio, visual and photography
Baby care
Bathroom and kitchen utensils
Bathroom appliances
Building products
Cereals (including soy), leguminosae and their products
Cleaning and hygiene products
Clocks and watches
Cocoa and cocoa preparations
Coffee and coffee preparations
Dairy products (including butter)
Eggs and egg preparations
Electrical supplies
First aid and wound care
Fish, crustaceans and molluscs (fresh and frozen)
Flowers and ornamental plants
Footwear (including sport shoes)
Forestry derivatives
Fragrances
Fresh fruits and vegetables
Furniture
Games
Glassware (eyewear)
Handbags, belts and shoes
Herbs and spices (including tobacco leaves)
Home appliances
Home textiles
Honey (both natural and blended)
Households
Jewellery
Juices and vinegar
Kitchen merchandise
Lawns and garden supplies
Livestock
Lubricants
Meat products (fresh and frozen)
Metal production
Non-alcoholic beverages (including soft drinks and water)
Nuts and nut preparations
Office furniture
Oil, fuels and gas production
Optics, ear and prostheses
Other accessories (please specify)
Other agricultural products (please specify)
Other chemical products (please specify)
Other construction items (please specify)
Other cosmetic products (please specify)
Other engineering (please specify)
Other fishery (please specify)
Other food products (please specify)
Other health products (please specify)
Other live animal products (please specify)
Other plastic-like products (please specify)
Other soft goods (please specify)
Other sport equipment (please specify)
Personal accessories
Personal beauty, hygiene and care (including alternative beauty products)
Pets, animal and pets food
Pharmacy products
Plastic and articles thereof
Plumbing/heating/ventilation/air conditioning
Processed fruits and vegetables
PVC
Roots and tubers (including potatoes)
Safety protection - DIY
Safety/security/surveillance
Sports equipment
Sportswear
Storage, haulage and containers
Sugar and sugar confectionery
Textual and printed materials
Tobacco and tobacco preparations
Tools equipment - power
Toys
Transport and automotive
Vegetable oils and margarines
Type_Of_Stakeh
Grievance_Mechanism Evidence
older
Auditee's Internal (e.g. work Part of the management

External External (e.g. trad Internal audits
Second party audits
Valid social certificate
ve beauty products)
BSCI_Code Business_Partner
Yes, with ToI for Business Partners Production

Yes, with ToI for Business Partners to be monitored Service Provider
NO
Level of Production
Verification Topic_Related
Activity
On-site Anti-corruption #REF!

Based on information Freedom of associatio #REF!
Grievance mechanism #REF!
Occupational Health a #REF!
Special protection for #REF!
Stop Child Labour #REF!
Training #REF!
Other (please specify #REF!
#REF!
#REF!
#REF!
#REF!

BSCI Producers Self-Assessment

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BSCI Producers Self-Assessment

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This document contains the exact information than BSCI System Manual 2015 Part III and Part I

er of used tabs can be costumised to the purpose of the data gathering.

e Performance evaluation tab to evaluate the main auditee.

ate in the Remediation Plan the planned actions to trigger improvements.

lation has been established yet).

n related to the planned actions, the

Rating per question

ANSWER TYPE OF QUESTION NUMERICAL VALUE

YES All questions

Rating per Performance Area

Rating Fulfilment percentage

Overall rating per report

Rating A combination of ratings per performance area where:

Address: Street number

Company website (if applicable):

Does it have production units?

CONTACT PERSON DATA

month (low, medium, high).

Name of the scheme:

Certificate or audit validity date :

Link to online version:

Name of the scheme:

Certificate or audit validity date :

Link to online version:

Name of the scheme:

Certificate or audit validity date :

Link to online version:

Name of the scheme:

Certificate or audit validity date :

Link to online version:

Name of the scheme:

Certificate or audit validity date :

Link to online version:

Name of the scheme:

Certificate or audit validity date :

Link to online version:

Workers organisation or Trade Union :

Workers organisation contact person, or workers representative :

Relevant trade union (if any) :

Valid collective bargaining agreement (if any) :

Legal regular working hours :

Legal regulation for overtime (if any) :

Legal regulation of shifts (if any) :

Standard day off in the country :

Name of the producer:

Performance area 1: Social Management System and Cascade Effect

This performance area does not have crucial questions

Performance area 2: Workers Involvement and Protection

Performance area 3: The rights of Freedom of Association and Collective Bargaining

The auditee respects workers right to bargain collectively

Performance area 5: Fair Remuneration

The auditee has installed an adequate amount of firefighting equipment , which

The auditee ensures qualified first-aid is available at all times

The auditee provides potable water for workers at all times

Performance area 8: No Child Labour

Performance area 9: Special protection for young workers

Young workers working hours do not prejudice:

The auditee establishes the necessary mechanisms to prevent, identify and

Performance area 10: No Precarious Employment

Performance area 11: No Bonded Labour

This performance area does not have crucial questions

Performance area 13: Ethical Business Behaviour