Bsci Producers - Self-Assessment

How to use the BSCI
This document contains the exact information than BSCI System Manual 2015 Part III and Part IV.
It has been developed by the BSCI Secretariat to support producers as well as internal auditors to assess producer's soc
The document supports the producer and internal auditors to collect data in a structured manner. Furthermore, it helps
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 one legal entity (e.g. the
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 costumised to the purp
SHORT VERSION: BSCI Participants can use the Self-assessment short version to get a first impression of a potential bus
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 audit prior to the BSCI Audit
- 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 main auditee (usually packi
Once the information has been collected, the internal auditor will use the Performance evaluation tab to evaluate the m
x FARMS: The same tabs will be used to gather and structure information for the farms that deliver row produces to th
In total, the internal auditor should have gathered and structured as many information as farms have been considered
REMEDIATION PLAN: The producer or the internal auditor will consolidate in the Remediation Plan the planned action
If the internal audit has included not only the main auditee but some additional farms , the internal auditor will consoli
actions, the internal auditor specify the name of the farm concerned to the finding.
How to use the BSCI producer self-assessment questionnaire
ual 2015 Part III and Part IV.
s well as internal auditors to assess producer's social performance prior to the BSCI audit.
data in a structured manner. Furthermore, it helps to assess every BSCI social performance by answering "not started", "in progress" o
es need to start or improve.
king Environment relate to one legal entity (e.g. the producers), there are several tabs which refer to other actors. E.g. supply chain ma
ata is to be collected.
umber 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 established yet).
o conduct the internal audit prior to the BSCI Audit. To that aim, they will use the following tabs:
mation concerning the main auditee (usually packing or processing unit where farms deliver the row produce). This can be a separate l
e the Performance evaluation tab to evaluate the main auditee.
ation for the farms that deliver row produces to the main auditee unless they are small holders, in which case the internal auditor will o
many information as farms have been considered significant for the main auditee business.
idate in the Remediation Plan the planned actions to trigger improvements.

additional farms , the internal auditor will consolidate ALL planned actions in the same Remediation Plan. This will help to keep un ove
to the finding.
e
ot started", "in progress" or "already in practice".
tors. E.g. supply chain mapping, working hours form, young workers data.
ed yet).
e). This can be a separate legal entity, a farmers' cooperative, etc.
e the internal auditor will only use the small holder tab.
his will help to keep un overview, provided that in the column related to the planned
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:
NUMERICAL
ANSWER TYPE OF QUESTION
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 each Perform
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:

BUSINESS PAR
Company name:
Legal status:
Founding date:
Address: Street number

ZIP Code
City
Province
Country
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: Job title

First name
Email
Primary language :
Official language for written communication
Secondary language :
Other relevant language for communication (if applicable)
PRODUCTION DATA
Production volume
Production cost calculation Yes
Lost time injury
Yes
calculation cost
(part of the accident records)
PRODUCTION CALENDAR
In the table below, indicate the level of production activity for each month (low, medium, high).
January
February
March
April
May
June
July
August
September
October
November
December
BUSINESS PARTNER PROFILE
Yes No
No
No
, high).
No
CERTIFICATION OVERVIEW
Name of the scheme:
Certificate or audit validity date : Day
Link to online version:
Name of the scheme:
Name of the scheme:
Name of the scheme:
Name of the scheme:
Name of the scheme:

Social and Environmental Certificates
Month Year
Month Year
Month Year
Month Year
Month Year
Month Year
tes
WORKING ENVIRONMENT
Workers organisation or Trade Union :
Workers organisation contact person, or workers representative :
Title (Mr./Mrs./Ms.)
First Name
Last Name
Position
Year of Election
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
Hours / Week
Monday Friday
Tuesday Saturday
Wednesday Sunday
Thursday
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 in
the workplace
Performance area 5: Fair Remuneration
The auditee complies with the government’s minimum wage legislation or the
industry standard approved through collective bargaining (if applicable)
The auditee ensures that deductions from wages are only taken under the
conditions 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
danger without seeking permission
The auditee has installed an adequate amount of firefighting equipment , which

works properly
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 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
authority
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,
bonded, indentured, trafficked or non-voluntary labour.
The auditee does not treat workers in an inhumane or degrading manner.

Corporal 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 Already in
In progress practice
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
✘ ✘ ✘
REMUNERATION PRACTICE IN THE COMPANY
Legal minimum wage which applies :

Select the relevant unit (in local currency)
Calculated living wage:

Select the relevant unit (in local currency)
(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 :

(in local currency)
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 company’s

adverse impact on the environment (If not, answer NONE):
per hour
(in local currency) per day
per week
per month
per hour
per week
per month
per hour
per week
per month
SUPPLY CHAIN MAPPING
This template supports the auditee to collect information about the auditee’s own business partners.
The auditee collects this information on every company that it does business with. The auditor shall review this inf
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 managemen
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) :

ess partners.
uditor shall review this information.
First name
Last name
Email
Street number
ZIP code
City
Region
Province
Country
Year
Kilometres
Low Medium
Hectares
Yes No
Yes No
Yes No
Day Month
Yes
High
Year
No
WORKING HOURS FORM
This template supports the auditee to collect information on the working hours per worker.
This allows the auditee to identify the trend in working hour peaks within three month periods. The data co
First and last name :
Date of birth: Day
Working in the facility since : Day
Department :
Working in shifts? : Yes
if Yes, indicate the time schedule:
Working Hours Table
Quarter 1 (JANUARY - MARCH)
1 2 3 4 5
Quarter 2 (APRIL - JUNE)
1 2 3 4 5
Quarter 3 (JULY - SEPTEMBER)
1 2 3 4 5
Quarter 4 (OCTOBER - DECEMBER)
1 2 3 4 5
er worker.
onth periods. The data collection allows the auditee to identify potential risks to workers’ health and safety due to the amount of working
Day Month Year
Day Month Year
No
Working hours in every week

5 6 7 8 9

5 6 7 8 9

5 6 7 8 9
5 6 7 8 9
to the amount of working hours.
10 11 12 AVERAGE
10 11 12 AVERAGE
10 11 12 AVERAGE
10 11 12 AVERAGE
FAIR REMUNERATION QUICK SCAN
This template supports the auditee to understand the living costs in its region and its workforce. It creates an oppo
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 worker’s home and closest place for shopping (in km):
Average distance between worker’s home and closest school (in km):
Average distance between worker’s home and closest medical facility (in km):
Most common access to potable water at home :

(e.g. public access, bottled water)
Average family expenses information
Cost in local Number of

Category Total
currency individuals
Education: x =
Transportation: x =
Food: x =
Clothing: x =
Energy and wate =
Housing: =
Unexpected event =
Savings: =
Total family basket: =
To calculate the percentage of the family’s expenses spent on food, please divide the
total costs of the category “food” by the total family basket, and multiply the number
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 local maximum regular wo
To estimate the living wage, please divide the total family basket (calculated using the table above) by the number of wage e
X 110% =
Number of wage earners
per family:
orce. It creates an opportunity for constructive dialogue between management and the workers about fair
hopping (in km):
ility (in km):

al maximum regular working hours per week).
) by the number of wage earners in a family, and multiply the number obtained by 110% (discretionary income
#DIV/0!
STAKEHOLDER MAPPING
This template supports the auditee to identify the potential allies for its continuous improvement. The audi
The auditee may use one sheet per stakeholder.
Stakeholder name :
Relation since (e.g. year):
Contact person : First name

Last name
Email
Address: Street + Number

ZIP Code
City
Region
Province
Country
Stakeholder type:
Specify stakeholder type (e.g. local NGO) :
Topic related
Anti-corruption Occupational health and safety

Stop Child labour Special protection for vulnerable w
Freedom of association Training
Grievance mechanism Other
Relevant for child labour remediation?
Additional comments about stakeholder (if

us improvement. The auditee shall pay particular attention to identify the institutions or NGOs that could provide it with support to reinteg
Internal External
(e.g. worker) (e.g. trade union, client)
nal health and safety

otection for vulnerable workers
Yes No
e it with support to reintegrate children into society.
External
(e.g. trade union, client)
No
YOUNG WORKERS DATA
This template supports the auditee to keep accurate information on any worker who is younger than 18 years old.
The auditee shall use one sheet per worker. This information shall be verified by the auditor
First and last name :
Date of birth: Day
Working in the facility since : Day
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 Yes
Training on OHS (Occupational Health and Safety) : Day:

Topics:
Frequency:
Housing provided by auditee?
Additional comments about young worker (

ounger than 18 years old.
itor
Day Month Year
Day Month Year
Permanent Temporary
Seasonal
Agency /Broker Directly
Yes No
Yes No Planned by
Day:
Topics:
Frequency:
Yes No
Temporary
Directly
No
No
GRIEVANCE MECHANISMS
This template supports the auditee to keep accurate information of any grievance lodged and its investigation. This infor
by the auditor.
ID given to the Grievance :
Grievance lodged : Day Month
The auditee duplicates the table below as many times as there are grievances lodged.
Grievance steps
Hearing of the parties
Yes No Comments
Comments
Further investigation needed
Yes No
Comments
Conclusion reached and accepted
Yes No
Comments
Has a workers representative been involved?
Yes No
Comments
Has the grievance escalated to a higher level?
Yes No
Comments
Has the grievance led to a legal case?

Yes No
Comments
d and its investigation. This information shall be verified
Year
ted
involved?
her level?
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
Question
Management 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
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 harm
done to 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 Auditor for the time being.
Question
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
Grievance Mechanism
The auditee establishes or participates in an effective grievance mechanism for individuals and
communities
Question
The auditee respects the right of workers to form unions in a free and democratic way
The auditee respects workers’ right to bargain collectively
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
Question
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
Question
The auditee complies with the government’s 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
Question
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

Question
Regulations
The auditee observes applicable occupational health and safety (OHS) regulations
The auditee seeks workers’ protection in case of accident, including through compulsory
insurance schemes
Risk 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
Training
The auditee regularly provides OHS trainings to ensure workers understand the rules of work,
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 to
workers in conjunction with other facility controls and safety systems
Chemicals
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
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 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 perm
Electricity
The auditee makes sure a competent person periodically checks the electrical installations and equipment
Fire Protection
The auditee has installed an adequate amount of firefighting equipment , which works properly
Escape 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
Machine and Vehicle Safety

The auditee ensures adequate safeguards for any machine part, function, or process which may
cause injury to workers
First Aid
The auditee ensures qualified first-aid is available at all times
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 auditee
The auditee provides potable water for workers at all times
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
Question
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
Question
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

Question
The auditee’s 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
Question
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
Question
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
Question
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
PERFORMANCE EVALUATION

Crucial In progress Evidence
practice
MI WI WRI DE
he time being. PERFORMANCE AREA 1

practice
MI WI WRI DE
YES
PERFORMANCE AREA 2

practice
MI WI WRI DE
YES
PERFORMANCE AREA 3

practice
MI WI WRI DE
YES
PERFORMANCE AREA 4
practice
MI WI WRI DE
YES
YES
PERFORMANCE AREA 5

practice
MI WI WRI DE
YES
YES
PERFORMANCE AREA 6
practice
MI WI WRI DE
YES ✘
YES
YES
YES
YES
PERFORMANCE AREA 7

practice
MI WI WRI DE
YES
PERFORMANCE AREA 8

practice
MI WI WRI DE
YES
YES
PERFORMANCE AREA 9
practice
MI WI WRI DE
YES ✘
PERFORMANCE AREA 10

practice
MI WI WRI DE
YES ✘
YES
PERFORMANCE AREA 11

practice
MI WI WRI DE
PERFORMANCE AREA 12

practice
MI WI WRI DE
YES
PERFORMANCE AREA 13
Overall evaluation
ALUATION
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
nce Findings
SO
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
REMEDIATI
This tab is not filled out by the auditor but by the auditee (it is provided as a Template in the BSCI System
The Remediation Plan supports the auditee to identify the root cause of its difficulties in any performance area. The a
Company Name:
DBID:
Audit date to which the remediation plan refers: dd/mm/yyyy
Performance Area 1: S
Identified needs Planned actions
Policy
Procedure
Documentation/Data management
Communication
Training
Structural change (machinery, equipment, buildings, etc)
Stakeholder engagement
Other (please specify)
Performance Area
Policy
Procedure
Communication
Training
Performance Area 3: The right
Policy
Procedure
Communication
Training

Perform
Policy
Procedure
Communication
Training
Perform
Policy
Procedure
Communication
Training
Performan
Policy
Procedure
Communication
Training
Performance A

Policy
Procedure
Communication
Training
Perform
Policy
Procedure
Communication
Training

Performance Area
Policy
Procedure
Communication
Training
Performance
Policy
Procedure
Communication
Training
Performa
Policy
Procedure
Communication
Training
Performance A

Policy
Procedure
Communication
Training
Performance
Policy
Procedure
Communication
Training

Date:
Place:
Auditee's name:
Signature
REMEDIATION PLAN DONE BY AUDITEE
(it is provided as a Template in the BSCI System Manual).

cause of its difficulties in any performance area. The auditee uploads the Remediation Plan on the BSCI Platform within 60 days after th
dd/mm/yyyy
Planned actions

Planned actions
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
ONE BY AUDITEE
he Remediation Plan on the BSCI Platform within 60 days after the audit.
ent System and Cascade Effect
Person in charge Financial resources allocated
olvement and Protection

f Association and Collective Bargaining

o Discrimination
ir Remuneration

ent Working Hours
onal Health and Safety

No Child Labour

ection for young workers
ecarious Employment

o Bonded Labour
on of the Environment

l Business Behaviour

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SMALL HOLDER PERFORMANCE EVALUATIO
IMPORTANT: Please notice that this tab is only relevant to gather information concerning farm with family workforce
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 workplace issues.
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 the right of workers to form unions in a free and democratic way.
Performance area 4: No Discrimination
The auditee takes the necessary measures to avoid or eradicate discrimination in the workplace.
The auditee takes the necessary preventative and/or remedial measures so workers are not harasse
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 approved through
collective bargaining.
The auditee pays wages on time, regularly and fully in legal tender.
Auditee deductions to workers’ remuneration are only taken according to conditions prescribed by l
Performance area 6: Decent Working Hours
The auditee does not require workers to work more than 48 regular working hours per week, unless
exceptional cases are prescribed by law.
The auditee does not require workers to work overtime but may do so in exceptional cases by always
paying a premium rate.
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, unless a different
agreement has been reached through collective bargaining.
Performance area 7: Occupational Health and Safety
The auditee cooperates with workers when developing and implementing systems to ensure a health
and safe work environment.
The auditee enforces the use of personal protective equipment with other safety systems and proced
The auditee respects the workers’ right to remove themselves from imminent danger without seekin
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 protected against wo
conditions which are harmful to their health, safety, morals and development.
The auditee ensures that young workers’ working hours do not lower or affect their attendance at sc
or any other training or instruction programmes.
The auditee seeks to ensure that young workers are properly trained on occupational health and safe
The auditee has a good overview of all young workers engaged in its production site(s). The overview
may include the auditee’s family members who support with ‘light work’.
Performance area 10: No Precarious Employment
The auditee does not provide employment relationships that cause insecurity for the workers.
The auditee employs workers based on recognised employment relationships and keeps records of t
contracts.
The auditee provides workers with understandable information on their rights and obligations befor
they start working.
Performance area 11: No Bonded Labour
The auditee does not engage workers under any form of servitude or forced, bonded, indentured,
trafficked or non-voluntary labour.
The auditee acts carefully and remains vigilant when recruiting and engaging migrant workers eithe
directly or indirectly.
The auditee does not treat workers in an inhumane or degrading manner. Corporal punishment, men
or 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 environment.
The auditee manages water in a way that respects the environment, particularly with respect to
preserving local water sources.
Performance area 13: Ethical Business Behaviour
The auditee actively opposes corruption, extortion or in any form of bribery in its activities.
The auditee keeps accurate information regarding its own activities and organisational structure.
SMALL HOLDER PERFORMANCE EVALUATION
ce that this tab is only relevant to gather information concerning farm with family workforce or less than 5 workers hired.
oducer please use the Performance evaluation tab.
Please notice that it should be less than 5 workers hired
Not started
1: Social Management System and Cascade Effect
rea does not apply to smallholders.
2: Workers Involvement and Protection
s workers and exchanges information with them on workplace issues.
pecific steps to make workers aware of their rights and responsibilities.
3: The rights of Freedom of Association and Collective Bargaining
s the right of workers to form unions in a free and democratic way.
4: No Discrimination
he necessary measures to avoid or eradicate discrimination in the workplace.
he necessary preventative and/or remedial measures so workers are not harassed or

nds of discrimination as defined in the BSCI Code.
5: Fair Remuneration
workers at least the legal minimum wage or a higher wage approved through ✘
g.
ages on time, regularly and fully in legal tender. ✘
to workers’ remuneration are only taken according to conditions prescribed by law. ✘
6: Decent Working Hours
ot require workers to work more than 48 regular working hours per week, unless ✘
e prescribed by law.
ot require workers to work overtime but may do so in exceptional cases by always ✘

ate.
workers the right to resting breaks in every working day. ✘
workers the right to at least one day off in every seven days, unless a different ✘
n reached through collective bargaining.
7: Occupational Health and Safety
ates with workers when developing and implementing systems to ensure a healthy ✘
onment.
s the use of personal protective equipment with other safety systems and procedures. ✘
s the workers’ right to remove themselves from imminent danger without seeking ✘
es workers with potable water at all times. ✘
8: No Child Labour
ot engage in illegal child labour directly or indirectly. ✘
9: Special protection for young workers
✘
s that young workers do not work at night and that they are protected against working
e harmful to their health, safety, morals and development.
s that young workers’ working hours do not lower or affect their attendance at school, ✘
g or instruction programmes.
o ensure that young workers are properly trained on occupational health and safety. ✘
ood overview of all young workers engaged in its production site(s). The overview ✘
ditee’s family members who support with ‘light work’.
10: No Precarious Employment
ot provide employment relationships that cause insecurity for the workers. ✘
s workers based on recognised employment relationships and keeps records of the ✘
es workers with understandable information on their rights and obligations before ✘
11: No Bonded Labour
ot engage workers under any form of servitude or forced, bonded, indentured, ✘

luntary labour.
efully and remains vigilant when recruiting and engaging migrant workers either ✘
y.
ot treat workers in an inhumane or degrading manner. Corporal punishment, mental ✘
n and/or verbal abuse are forbidden.
12: Protection of the Environment
es waste in a way that does not lead to the pollution of the environment.
✘
es water in a way that respects the environment, particularly with respect to ✘
ter sources.
13: Ethical Business Behaviour
opposes corruption, extortion or in any form of bribery in its activities. ✘
✘
ccurate information regarding its own activities and organisational structure.
5 workers hired.
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N° QUESTION
Management System
The auditee has set up an effective management system to implement

1.1 the BSCI Code of Conduct.
The auditee appoints a senior manager to ensure that the BSCI values
1.2 and principles are followed in a satisfactory manner
The auditee knows who its significant business partners are and assesses
1.3 how they understand and apply the BSCI Code of Conduct
The auditee organises its workforce capacity to meet the expectations of
1.4 the delivery order and/or contracts
Cascade Effect
The auditee monitors how its business partners observe the BSCI Code
1.5 of Conduct
The auditee develops the necessary policies and procedures to prevent

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

Documents related to this Performance Area
The auditee involves and exchanges information on workplace issues

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

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

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

2.5 mechanism for individuals and communities
The auditee respects the right of workers to form unions in a free and
3.1 democratic way
3.2 The auditee respects workers’ right to bargain collectively
The auditee does not discriminate against workers because of their trade
3.3 union membership
The auditee does not prevent workers representatives from accessing or

3.4 interacting with workers in the workplace

The auditee takes the necessary measures to avoid or eradicate

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

4.2 discriminated against because of their complaints against infringements
of their rights
The auditee takes the necessary measures so workers are not harassed
4.3 or disciplined on grounds of discrimination
The auditee complies with the government’s minimum wage legislation

5.1 or the industry standard approved through collective bargaining (if
applicable)
5.2 Wages are paid in a timely manner; regularly and fully in legal tender
5.3 The level of wages reflects the skills and education of workers
The auditee provides sufficient remuneration that allows workers to

5.4 meet a decent living standard
The auditee provides workers with the social benefits that are legally
5.5 granted
The auditee ensures that deductions from wages are only taken under
5.6
the conditions and to the extent prescribed by the law
The auditee does not require more than 48 regular working hours per
6.1 week, without prejudice to the exceptions recognised by the ILO
The auditee request of overtime is in line with the requirements of the
6.2 BSCI Code of Conduct
The auditee grants workers the right to resting breaks in every working
6.3 day
The auditee grants workers the right to at least one day off in every
6.4 seven days

Regulations
7.1 The auditee observes applicable occupational health and safety (OHS)
regulations
The auditee seeks workers’ protection in case of accident, including

7.2 through compulsory insurance schemes
Risk Assessment
The auditee regularly carries out risk assessments for safe, healthy and
7.3 hygienic working conditions
There is active cooperation between management and workers (and/or

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

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

7.8 procedures
The auditee makes visible potential hazards to the workers through signs
7.9 and warnings
The auditee has and properly uses procedures for recording and
7.10 reporting occupational accidents and injuries
The auditee seeks the stability and safety of the equipment and
7.11 buildings used for production
The auditee respects the workers’ right to remove themselves from

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

7.14 equipment , which works properly
Escape Routes and Emergency Exits
The auditee ensures that escape routes, aisles and emergency exits in
7.15 the production site are easily accessible, clearly marked and not blocked
The auditee ensures evacuation plans:

o Meet legal requirements
7.16 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,

7.17 function, or process which may cause injury to workers
First Aid
7.18 The auditee ensures qualified first-aid is available at all times
The auditee has emergency procedures to deal with cases of trauma or

7.19 serious illness. These procedures must be in writing.
Work place and social facilities, including housing when provided by the auditee
7.20 The auditee provides potable water for workers at all times
The auditee provides workers with access to an appropriate, clean area
7.21 for storing food, eating and/or cooking
The auditee provides workers with clean washing facilities, changing

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

7.23 using third parties) that is safe and that complies with national
regulations
The location of the social facilities or workers housing ensure that users
7.24 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,
7.25 illumination are adequate for the health and safety of workers

8.1 The auditee does not engage in illegal child labour directly or indirectly
The auditee establishes robust age-verification mechanisms as part of
8.2 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

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

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

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

9.3 and mitigate harm to young workers
The auditee seeks to ensure that young workers have access to effective
9.4 grievance mechanisms
The auditee seeks to ensure that young workers are properly trained on
9.5 Occupational Health and Safety and have access to related training
programmes
The auditee has a good overview of all young workers engaged in its
9.6 production site
The auditee’s employment relationships do not cause insecurity for the

10.1 workers
The auditee engages workers based on recognised and documented
10.2 employment relationships
The auditee provides workers with understandable information before

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

10.4 deliberately conflicts with the genuine purpose of the law

The auditee does not engage in any form of servitude, forced, bonded,
11.1 indentured, trafficked or non-voluntary labour
The auditee does not engage in any form of servitude, forced, bonded,
11.1 indentured, trafficked or non-voluntary labour
The auditee acts rigorously and diligently when engaging and recruiting
11.2 migrant workers both directly and indirectly
The auditee does not subject workers to inhumane or degrading
11.3 treatment, corporal punishment, mental or physical coercion and/or
verbal abuse.
The auditee establishes all applicable disciplinary procedures in writing

11.4 and explains them verbally to workers in clear and understandable terms
The auditee continuously identifies the significant impacts and

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

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

12.5 including preserving local water sources

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

13.2 structure and performance

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

13.4 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 before going further through the
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 possible
Working in line with the BSCI Code requires the involvement of several staff members. However, there must be a senior p
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 principles
o Occupational health and safety risk assessments
For more information, see BSCI System Manual Part I - Chapter 3: How to Develop the BSCI Implementation Strategy.
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 manage:
o Their own social responsibility
o Potential grievances from their own workers
Controlling and anticipating production processes reduces unnecessary subcontracting and overtime, which may impact
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 human resources)
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 approval
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 includes a sample of fa
o Provide information regarding their social performance (e.g. from internal audits; quarterly reporting; social audits an
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 relations shall be terminated
For more information about stopping business, see BSCI System Manual Part I – Chapter 3, subchapter 3.10: Stop Busi
Workers are often harmed when working rules are insufficient or unclear. The harm may be physical but also financial an
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 they have difficulties in f
The auditee has:

o Communication channels to allow the business partners to explain their difficulties as well as their progress to align to
o Clear procedures to determine when a contract with suppliers or subcontractors needs to be terminated
o Specific clauses in the contracts about ending a business relationship or rescinding a contract because of social issues
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 distributed to significant business p
o Signed BSCI Code of Conduct and relevant Terms of Implementation if farms are part of the scope of the audit
o Evidence of business partners’ social performance (quarterly reports, audit reports, valid certificates)
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 conditions
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 young workers)
o Follow-ups on workers’ requests and/or complaints are recorded
The auditee defines long-term goals in cooperation with workers and workers representatives. The auditee has a long-te
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 auditee’s 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 have no impact if they are done
o Develop work contracts, working rules and job descriptions: They must abide by the law and the auditee must clearly
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 would be used to ensure wo
* 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 names and job titles of the pa
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 via a recruitment agency
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 mechanism personnel
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 for the management.
A grievance mechanism allows workers and communities to lodge suggestions or complaints related to the workers’ or c
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 possible and both can be eff
To learn more about this topic, see BSCI System Manual Part V - Annex 4: How to Set up a Grievance Mechanism.
Written Procedure: The auditee ensures that the written procedure for the grievance mechanism defines:
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 person who administers the
o Timelines to address grievances
o Processes for “appeals” and escalation, which provide additional guarantees that the auditee will address the grievanc
o Communication processes to ensure that workers and community members have access to the grievance mechanism.
o Alternative ways for lodging a complaint. For example, through a workers representative or directly to the managemen
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 other services
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 resources (e.g. list of attendees with s
o Documentary evidence of trainer competence
o Documentary evidence of grievances lodged/investigated (e.g. BSCI Template 8: Grievance Mechanism filled in)
d Collective Bargaining
Free and open society: The right of workers to form and join organisations of their own choosing is an integral part of a f
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 election
Collective bargaining is the process used by workers representatives (e.g. trade unions) and employers to negotiate the p
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 union
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 the law
o The time involved in a meeting with the workers representative cannot be deducted from workers’ remuneration
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 (if applicable)
o Recruitment and dismissal procedures and records
Broad interpretation: In some cultures, discrimination may be very subtle, therefore, it is important to broaden the inter
Most pervasive forms: The most pervasive forms of discrimination can be found with regard to exploitation of migrant w
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 recruitment processes.
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 assigned benefits
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’ requirements or preconditions
The auditee makes sure that workers feel free to use the grievance mechanism without fear of reprisal.
The auditee puts in practice:
o Grievance mechanism records to keep the background of every lodged grievance and the conclusions of the follow-up
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 according to the law
o Consultation with workers and their representatives on disciplinary measures and the way in which they are to be enfo
o A record-keeping system that maintains overviews on cases of disciplinary measures which may have been imposed
o Regular training to management, including supervisors, on the content and procedure for disciplinary measures
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: Grievance Mechanism filled in)
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 minimum daily wage defin
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 and how much the agency p
o In a cooperative: If the auditee is a cooperative, the by-laws or internal regulations clearly specify how workers and the
All these specifications are approved in a General Assembly by the majority as defined by the cooperative’s by-laws
Agreed and communicated: Payment periods and procedures are agreed and communicated to the workers prior to the
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 incurring debts
o Fully in legal tender: The work performed by the workers in regular working hours is to be paid in legal tender only
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, when and how much the agency
The auditee calculates the transportation and housing costs provided to workers and has a written policy on how these s
Personal protective equipment and other tools provided to workers to perform their tasks are not part of the remunerati
The auditee recognises that skills can be achieved by means of both education and experience. Many skills are not prove
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 a sign of discrimination o
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 from workers
o Regular trainings are provided to strengthen workers’ skills
o People in charge of conducting occupational health and safety risk- assessments are consulted to determine the types
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 standard in its region and de
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 according to local law)
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 safety training
o Any tool essential to conduct the job
National law: National law defines the mandatory social benefits granted to workers in that region.
Mandatory social benefits usually are:

o Old age pension
o Survivor’s benefit
o Family benefits and parental leave
o Medical care
o Unemployment
o Sick leave
o Disability
o Work-related injury compensation
o Vacations
Collective Bargaining Agreement: A collective bargaining agreement must be respected not least if it covers more than
Commercial insurance: In some countries, the auditee may sign up for commercial insurance to cover at least some of th
programme. If the country’s legislation does not allow such a replacement, but workers are insured, the auditee complie
Exceptions from social benefits: The auditee may have been granted exemptions from social benefits. Such exceptions s
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 social benefits required by law
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 time they are in required m
(e.g. a machine used by a worker is under repair and the lost time negatively impacts her/his productivity).
Closed down: If the auditee’s production site is going to be closed down for repairs or reconstruction, the auditee has to
representative to ensure all workers’ rights are respected.
Objects or services: Deductions cannot be made for the use of objects, buildings or services which are directly necessary
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 charged at local market rate
Disciplinary measures: Deductions for disciplinary measures can only occur under the conditions specified by law or the
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 Scan)
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 days of the week. The rem
o Shifts: For workers employed in shifts, if their average number of working hours takes place over a period of 3 weeks o
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. security guards are often not su
These exceptions give flexibility to the limit of daily hours as well as weekly hours. However, average working hours with
three months.
IMPORTANT: 48 regular working hours per week as well as the exceptional cases mentioned above are recommended fo
Overtime:
o It is any working hour in addition to the regular hour limit. In countries where legislation sets the limit below 48 hours pe
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 actual and urgent work to be
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 national law allows a perm
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 with regard to temporary
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 exception, the auditee must ke
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 majeure) which must be
o Exceptional: It needs to be exceptional. Overtime cannot be repeatedly added onto regular working hours
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 official holidays and/or Sund
o It takes into consideration:
* The vulnerability of temporary workers, migrant workers and piece rate workers to do too much overtime
* 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 cooperative.
The auditee ensures that workers benefit from:
o Short breaks: Workers are allowed to take short breaks during working hours, especially when the work is dangerous o
o Meal break: Workers are allowed to take the necessary time for meal breaks according to the law
o Night rest: Workers working during the day are allowed at least 8 hours of night rest within a 24 hour period
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 negotiated collective bargaining a
o Documented working rules

o Pay slips for workers and documentary evidence of payments
o Documentary evidence of the legal permanent exception covering the auditee’s industry
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 procedure on occupational h
The auditee implements different measures to protect workers in case of accident (e.g. promote compulsory insurance
o The auditee involves workers and their representatives to identify better ways to protect workers from accidents
o The auditee provides regular training for workers and management on how to avoid accidents and minimise impacts fr
o The auditee regularly analyses the accident records to learn lessons and adjust accident protocols accordingly
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 processes
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 mitigated
o Takes into consideration:
* The special needs of the most vulnerable workers such as pregnant women, young workers or migrant workers
* 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 elected workers representativ
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 and appropriate storage)
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 than 9 minutes
The auditee improves its performance by doing additional training on OHS for the following audiences:
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 tasks and safety procedure
o Workers who handle and/or administer hazardous substances receive specific training. Hazardous substances include,
The auditee provides personal protective equipment that:

o Offers effective protection to the worker and occasional visitors. Particular attention shall be given for special processe
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 needed to avoid or minimise
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 manufacturer
o Labelled: The labelling of chemicals and marking of hazards are clearly understood by the workers and are done in acc
- The International Chemical Safety Cards (ICSC)
- The Materials Safety Data Sheets (MSDS)
More information on the management of chemicals can be found at the following link: http://www.inchem.org/pages/
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 risks are minimised.
Written procedures: These steps are documented in an emergency procedure, which is widely understood by workers; p
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 visitors.
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 situation which may present a s
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 inspections (if relevant)
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 concerning building and equipme
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 equipment. The record inclu
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 safely:
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 electrical installations and eq
If national laws exclude such regulations, the auditee draws on common good practices and adapts them to its situation:
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 procedure to minimise
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 easily leave the premises in c
o Escape routes, aisles and emergency exits fully observe the three characteristics at the same time:
* Not blocked
* Easily accessible
* Clearly marked
o Workers and visitors can easily leave the premises in case of incidence without putting their lives at risk
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 function well
* Production rooms with more than 10 workers have doors open outwards unless the national law sets different rules
* 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 equipment
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 maintenance work carrie
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 the workplace.
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 ensures that close to workstati
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 after the OHS risk assessm
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 appropriate medical facility
Access at all times: The auditee provides access to potable water at all times, not only during breaks.
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 avoid any health risk to use
Risk of dehydration: The auditee pays additional attention to the right to potable water if it is based in a country where r
The auditee makes sure that workers are allowed to enjoy their lunch or dinner breaks in a place that is safe and clean.
If the law indicates the obligations of businesses to provide an eating room or canteens, the auditee follows that law.
If the law does not indicate the minimum conditions for these facilities, the auditee shall conduct its own assessment in
The auditee pays particular attention during peak season that workers are allowed to enjoy their lunch or dinner breaks
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 and toilets in a way tha
If the law indicates the minimum number of washing facilities and toilets that businesses are obliged to provide, the aud
If no law exists, the assessment of how many facilities are needed to serve the size of the workforce needs to be part of
The auditee is able to explain during the audit the reasons for having the amount of facilities that it has. It can also expla
If there is no applicable law, the number of washing facilities, changing rooms and toilets shall meet the needs of the tot
Particular attention shall be devoted to ensure that facilities meet workers needs even when the number of workers incr
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 hazardous substances
The auditee has information on how workers get to the premises (e.g. using public transportation, bicycles).
Agricultural vehicles: Special attention should be paid to agricultural vehicles used for human transportation, which repr
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 for an undertaking, the aud
Respectful to workers’ health and safety: The auditee needs to make sure that workers have a workplace, social facilitie
If the law indicates the minimum characteristics for the workplace, social facilities and housing, the auditee follows that
If not, the auditee includes the characteristics as part of its OHS risk assessment. The auditee shall define in consultation
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 adequate for workers’ specific
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 shall trigger an Alert in th
see 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 machines, electrical installation
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 (including Material Safety Data Sheet
o Official inspections conducted to ensure building and equipment safety, including date of validity and corrective acti
o Inspection reports, maintenance records, operating and safety instructions for:
* Dangerous machines, including but not limited to lifts, electrical equipment, high-pressure equipment
* 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 temperature, noise level and lighti
Children who are working who are younger than 15 years old (or younger than 14 years old in countries that have set th
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 years old in countries that
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 work
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 age of 14)
o It does not prejudice their attendance at school or time dedicated to homework (e.g. maximum two hours in any work
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 children is not harmful for
A higher minimum age of 18 years is set for hazardous work which, by its nature or the circumstances under which it is
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 such as agriculture, hunti
o Not engage child labour indirectly (e.g. using recruitment agencies, or allowing migrant or seasonal workers to use the
* Migrant or seasonal workers’ children’s names, ages, schooling time schedules and information on their schools
* Age and identity cards of workers engaged via recruitment agencies
* Agencies’ recruitment procedures to avoid engagement of children or illegal workers (among others)
If during the data collection, the auditee realises that some of the workers were engaged before they reached the legal a
the case from occurring again.
Stakeholder mapping: The auditee keeps contact details of the stakeholder(s) who could help solve child labour cases.
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 situations
o Training of the person or people in charge of hiring workers to cross-verify interview techniques to find out the actual a
o Regular cross-verification of workers’ age with other stakeholders (e.g. recruitment agencies, previous employers)
These policies and procedures are meant to ensure no direct exploitation of children (by the auditee) and no indirect exp
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 and schedules)
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 children:
o Possible alternatives for a responsible removal and rehabilitation of the child into society (e.g. non-formal or basic edu
o Relevant stakeholders who could provide support in case of dismissals of children found working (e.g. local offices of in
have its contact lists up to date.
o Allocated budget to provide financial compensation to children found working so they can go to school
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 child without any supe
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 and stop the normal co
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 harmful for young workers.
The risk assessment must describe the processes and areas of work where young workers cannot be involved.
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 workers at night.
Without a national law definition, the auditee follows the BSCI definition. BSCI defines “night work” as all work which is
The auditee ensures that daily working time combined with school time and transport time is limited to 10 hours a day w
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 attend school or their educ
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 directly engaged.
The auditee keeps records of trainings provided to young workers, concerning the existence and use of the grievance me
Training documentation: The auditee makes available the documents related to these trainings, which include:
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 young workers in relation
Training documentation: The auditee makes available the documents related to these trainings, which include:
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 information needed to compile these
Handling personal data: Personal data records should only be destroyed in accordance with the national regulations for
o Documentation of all trainings given to young workers

o Risk assessment and related action plan with specific measures to protect young workers and young female workers
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 and temporary workers. Th
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 of job) is usually given by
project is completed.
Probationary period: National legislation often permits that the first few months of a new employment relationship can
The terms of a probationary period normally define notice periods to terminate the employment relationship. Other con
Good practices: When the auditee takes into consideration the role that workers may have as parents or caregivers, and
The auditee shall be proactive in reporting any other contractual practice which is not a legal requirement but a practice
The auditee works against precariousness by ensuring:
o Fair recruitment processes, remuneration, hours of work, disciplinary measures, promotions, trainings and termination
o Temporary job arrangements which do not cover workloads and which lack determined end dates
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, custom or practice and in
o Documented: The work relation is supported by means of any documentary proof that makes workers aware of their r
difficulties to read and write. In these cases, the auditee must make additional efforts to ensure that workers understand
Recruitment agencies: The auditee shall carefully look at workers’ terms of employment when it engages workers by usi
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 visual guidance for disabled
o Timely: It needs to be provided before initiating the employment relationship
o Relevant: It concerns workers’ rights, obligations, responsibilities and employment conditions. It includes information o
* 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 agencies”.
If misused, some legal employment arrangements can jeopardise workers. The auditee shall avoid misusing:
o Apprenticeship schemes where there is no intention to develop skills or provide regular employment
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 or not:
o Labour-only contracting: This practice may cover bonded labour
o Subcontracting: This practice may cover the employer’s intention to avoid reaching the minimum number of workers t
Subcontracting should be done for efficiency or quality reasons, not to undermine workers’ rights. The auditee is able to
o Employment contracts and/or posters where workers’ rights and obligations are displayed
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 (armed or unarmed)
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 possibility
The auditee shall make sure that:

o Work permits are valid without any indication that workers have been victims of human trafficking
o Workers receive their visa, housing, training and education without providing any form of servitude
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 that prisoners' conditio
IMPORTANT: Prison Labour in China. BSCI recommends that BSCI Participants do not engage with business partners tha
o Prisoners’ rights are not covered under Chinese labour law. Instead, they are covered under the prison’s rules and crim
o Prisoners’ labour rights, including overtime rates, are not properly protected
o Prisoners’ remuneration is decided by the prison’s management
o Prison rules do not allow BSCI Audits
Sumangali: The term refers to a hiring practice in South India. Sumangali happens when companies recruit young unmar
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 worker’s regular wage
o Controls the movement of the young women outside of their working hours to ensure that they sleep in hostels provid
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’ vulnerability:
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 without illegal deductions
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 with business partners tha
o Prisoners’ rights are not covered under Chinese labour law. Instead, they are covered under the prison’s rules and crim
o Prisoners’ labour rights, including overtime rates, are not properly protected
o Prisoners’ remuneration is decided by the prison’s management
o Prison rules do not allow BSCI Audits
Sumangali: The term refers to a hiring practice in South India. Sumangali happens when companies recruit young unmar
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 worker’s regular wage
o Controls the movement of the young women outside of their working hours to ensure that they sleep in hostels provid
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’ vulnerability:
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 without illegal deductions
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 represent a risk of bonded
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 workers
o Workers have to pay a high recruitment fee to an agency to obtain a work visa and the agency hides from them deducti
o Workers have restricted their movement because the visa or travel documents are controlled by the agency or the aud
o Workers do not understand the host country language, which puts them in a more vulnerable position
IMPORTANT: In agriculture, cultivation organised by a community because of law or custom is not regarded as compulso
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 respectful to workers’ digni
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, seasonal workers, young w
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 deductions
IMPORTANT: If the auditor identifies bonded labour, he/she shall trigger an Alert in the BSCI system and stop the norma
Zero Tolerance Protocol.
o Documentary evidence of training given to workers, management and human resources (e.g. list of attendees with
o Documentary evidence on disciplinary procedures
o Employment contracts including those related to security personnel, cleaning and other services
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 the assessment
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 specific business activities
Environmental permits and licences are relevant and up to date. If any is unavailable, the auditee has at least already re
There are local areas where waste separation and disposal are not managed by public authorities. This may lead to dump
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 includes packaging material
o Define any specific handling requirements (e.g. disposal via an authorised agent or to a specialised site)
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 risks including potentia
The auditee has mechanisms in place to promote water conservation and water waste reduction. This refers to water for
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 in farms)
o Awareness raising on water waste reduction
Both management and workers shall be aware of the existence of water sources and the relation that the facility has to t
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 minimum social and environment
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 as unacceptable unethi
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 decision-making power
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; recruitment agencies and subcontr
Disclosed information: The auditee discloses information about its activities, according to applicable regulations and ind
The auditee ensures information about its business is:
o Accurate: The information presented by the auditee to the BSCI Participant and/or the auditor is exact
o Structured: The information on different facilities and the way that the auditee organises its production sites is clear, o
Activity and performance: Auditee claims about its activity are correct (e.g. production volumes, number of workers, wo
Reports from previous audits (BSCI Audits or others) or government inspections are available including follow-ups on any
Ethical behaviour in business starts with the way in which enterprises run their operations.
Falsification, fraud and misrepresentation: Falsification, fraud and misrepresentation are purposeful actions intended to
Fraud and misrepresentation in the supply chain impacts supply chain integrity and can result in substandard or defectiv
The auditee has a serious commitment to avoid any of these actions. It must then ensure that if any staff member behav
The auditee collects and processes personal data of individuals with the utmost respect for the individuals’ fundamental
The level of care applies to directly hired workers, business partners, customers and consumers in the auditee’s sphere o
Special attention is paid to the way data are collected to ensure that the worker is protected (e.g. medical records).
IMPORTANT: If the auditor identifies any flagrant misrepresentation; bribery; or any other proven unethical behaviour, h
more information, see BSCI System Manual Part V – Annex 5: BSCI Zero Tolerance Protocol.
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 Information
Afghanistan NOT RATED YES YES Yes

Aland Islands YES PARTIALLY NO No (please specify)
Albania PARTIALLY NO Partially (please specify)
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_a Type_of_audit2 Special_Investigation Audit_extent
udit
Full_audit Fully-announced audit YES Desk review

Follow_up_audit Fully-unannounced audit NO Limited extent (follow-u
Semi-announced audit Limited scope (one produ
Combined with other system(s)
Audit_interferences Yes_No_Notappli YoungWorker
Sector Score1 Score2
cable s
Aborted N/A Food A A Permanent

Access denied YES Non-Food B B Seasonal
Partially conducted NO C C Temporary
with other system(s) D D
E E
Significance_ WorkTim
housing Departments
Business_Partner e
High None 12:00 AM Finances

Medium Housing owned by auditee 12:15 AM Human Resources
Low 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 Products
Contract Farm Accessories <none>

Cooperative Agriculture Accessories
Homeworkers Chemical Industry Agrochemicals and pesticides
Own Factory Construction Alcoholic beverages and spirits
Own Farm Cosmetic Industry Alternative health products
Packing Unit Dairy Industry Apparel
Processing Unit Extractive Industry Arts, crafts and needlework
Recruitment Agency Fishery, Aquaculture and Inland Wa Audio, visual and photography
Service Provider Food, Drink and Tobacco Baby care
Smallholder Forestry, Wood, Pulp and Paper Bathroom and kitchen utensils
Subcontractor Health Industry Bathroom appliances
Subsupplier Live Animals and Related Products Building products
Other (please specify) Meat Industry Cereals (including soy), leguminosae and their products
Mechanical and Electrical Engineeri Cleaning and hygiene products
Media and Graphical Industry Clocks and watches
Plastic Industry Cocoa and cocoa preparations
Sports Equipment and Sportswear Coffee and coffee preparations
Textiles, Clothing, Leather Dairy products (including butter)
Toys and Games Eggs and egg preparations
Other (please specify) 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 beau
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
Type_Of_Grievance Grievance_Mechanism Evidence
older
Infrastructure Auditee's Internal (e.g. workPart of the management

Personal Relations External External (e.g. trad Internal audits
Contractual Rights Second party audits
Human Rights Valid social certificate
, leguminosae and their products
molluscs (fresh and frozen)
uding tobacco leaves)
nd blended)
es (including soft drinks and water)

ase specify)
ducts (please specify)
cts (please specify)
ms (please specify)
cts (please specify)
ease specify)
please specify)
(please specify)
ucts (please specify)
ucts (please specify)
t (please specify)
ne and care (including alternative beauty products)
ntilation/air conditioning
uding potatoes)
preparations
BSCI_Code Business_Partner Verification
Yes, with ToI for Business Partners Production On-site

Yes, with ToI for Business Partners to be monitored Service Provider Based on information
NO
Level of Production
Topic_Related Activity
Anti-corruption #REF!
Freedom of associati #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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How to use the BSCI

e the Performance evaluation tab to evaluate the main auditee.

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

ot started", "in progress" or "already in practice".

e). This can be a separate legal entity, a farmers' cooperative, etc.

Rating per question

YES All questions +

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

Contact person: Job title

Name of the scheme:

Certificate or audit validity date : Day

Link to online version:

Name of the scheme:

Certificate or audit validity date : Day

Link to online version:

Name of the scheme:

Certificate or audit validity date : Day

Link to online version:

Name of the scheme:

Certificate or audit validity date : Day

Link to online version:

Name of the scheme:

Certificate or audit validity date : Day

Link to online version:

Name of the scheme:

Certificate or audit validity date : Day

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

Performance area 4: No Discrimination

Performance area 5: Fair Remuneration

Performance area 7: Occupational Health and Safety

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

The auditee does not treat workers in an inhumane or degrading manner.

Performance area 12: Protection of the Environment

This performance area does not have crucial questions

Performance area 13: Ethical Business Behaviour