Sedex Members Ethical Trade Audit (SMETA) Best Practice Guidance

f. Whether there is a collective bargaining agreement and if so what % of the workforce is covered?
g. What feedback arrangements are made for workers who do not wish to join the union e.g. other
workers groups, suggestion box, worker survey, confidential hot line.
2.7. Where workers are not represented by a union or workers committee and the law allows, checks:
a. For any policies or procedures preventing workers from joining or forming a union.
b. The site’s attitude if workers wish to join or form a union.
c. How management and workers communicate in the absence of a union or worker’s committee.
d. Examines files to establish whether any disciplinary actions or sackings for workers attempting to
start or join a union.
2.8. Examines the personnel files of any union or worker representatives to check:
a. Whether there are any disciplinary records from management.
b. Any evidence of union or worker representatives being discriminated against.
c. Evidence of union members being dismissed.
d. Whether there is payment for time spent in a representative function.
2.9. Establishes whether there have been any strikes at the site and records the dates and circumstances
at least as observations.
Worker Interviews - to corroborate workplace practices
Auditor seeks to confirm documents and management interview by worker testimony. Discrepancies
should be noted, taking care to protect the anonymity of workers.
2.10. Establish whether any workers are members of a trade union or aware of a trade union on site.
2.11. Whether they feel free to join a union if they choose.
2.12. Whether workers are aware of their rights to organise and bargain collectively.
2.13. Are workers aware of who their representatives are.
2.14. If workers elect their representatives freely, either for a union or a workers committee.
2.15 If workers are satisfied with their representatives and feel that they are effective.
2.16. Whether any policies and procedures have been communicated to workers by e.g. briefings, worker
handbook and for non-native speakers or those of limited literacy what was the form of
communication.
2.17. Whether collective bargaining agreements have been circulated to workers.
2.18. If workers are aware of any meeting minutes and actions resulting from these.
2.19. If facilities are provided for trade union activities.
2.20. Whether they know of any discrimination against worker reps.
2.21. Whether they are aware of any strikes / industrial action at the site and if so record the circumstances.
2.22. Interview worker representatives / union representatives and check:
SMETA Best Practice Guidance (4-Pillar Version 4.0, May 2012)
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