SMETA Social Compliance Audit - Visstun

Supplier name: 

Site country: 

Site name: 

Vissitun/Digispec/Counter Point 

USA 

H&H Enterprises 

Audit company: UL – RS Report reference: SMET-20120712-2 Date: 12 July 2012 1

Audit Company Name: 

UL – Responsible Sourcing 

Client: 

Sedex Company Reference: 

Sedex Site Reference: 

S 

P 

Audit Conducted By 

Commercial 

NGO 

Trade Union 

Multi-stakeholder 

Purchaser 

Retailer 

Brand Owner 

Combined Audit (delete all that don’t apply) 

Auditor Reference Number: 

(If applicable) 

N/A 

SMETA Declaration 

I declare that the audit underpinning the following report was conducted in accordance with 

SMETA best practice guidance. 

Any exceptions to this are recorded here: 

Auditor Name: 

Role: 

Charlene Elenes 

Auditor 

Date: July 12, 2013 


Audit Details 

Audit Details 

Report #: 

SMET-20120712-2 

Date of audit: 12 July 2012 

Time in and time out: 

Number of Auditor Days Used 

Audit type: 

Was the audit announced? 

Was the Sedex SAQ reviewed? 

Time in: 9:00 am 

Time out: 4:30 pm 

1-man day 

Full Initial 

Full Re-audit 

Partial Follow-Up 

Partial Other - Define 

Announced 

Semi – announced 

Unannounced 

Yes 

No 

If no, why not? Facility did not receive the SAQ 

Previous audit date: 26 January 2010 

Previous audit type: 

Auditor name(s) and role(s): 

Report written by: 

Report reviewed by: 

Full Initial 

Full Re-audit 

Partial Follow-Up 

Partial Other - Define 



Grace Bayhonan 

Report issue date: 20 July 2012 

Supplier name: 

Site country: 

Site name: 

Site contact and job title: 

Vissitun/Digispec/Counter Point 

USA 

H&H Enterprises 

Monique Favreau, Operations Director 

Site address: 6355 Sunset Corporate Drive, Las Vegas, NV 89120 

Applicable business and other legally Business License (Manufacturing): 1000104-560 Expiration date: 31 


equired licence numbers: 

for example, liability insurance 

August 2012 

Business License (Equipment Sales/Service): 1000313-346 

Expiration date: 31 July 2012 

Certificate of Liability Insurance 

Policy number: 34WEOB2049, Expiration date: 01 August 2012 

Site phone: (702) 876-6292 

Site fax: (702) 876-6847 

Site e-mail: 

Products/Activities at site, for example, 

garment manufacture, electricals, toys, 

grower 

Audit results reviewed with site 

management? 

Who signed and agreed CAPR (Name 

and job title) 

moniquef@visstun-digispec.com 

Plastic cups and computer pads 

Yes 

Monique Favreau, Operations Director 


Audit Scope 

Local Law 

(Please state legal requirement) 

Standard work week (total hours): 

Maximum allowed overtime hours (per 

day, week, month): 

Minimum work age: 

Minimum wage for standard hours: 

40 hours 

N/A 

18 years old 

$7.25 per hour with medical benefits 

$8.25 per hour without benefits 

Minimum overtime wage: 150% 

Audit Scope 

(Please select the code and additional requirements that were audited against during this audit) 

ETI Base Code (if partial audit, please 

detail which base code items were 

used): 

A: Entitlement to Work and Immigration 

B: Sub-Contracting and Homeworking 

C: Environment 

Additional Requirements 

Note: The main focus of this ethical audit is on the ETI Base Code and local law. The additional elements A,B,C,D 

will not be audited in such depth or scope, but the audit process will still highlight any specific issues. 

This report provides a summary of the findings and other applicable information found/gathered during the social 

audit conducted on the above date only and does not officially confirm or certify compliance with any legal 

regulations or industry standards. The social audit process requires that information be gathered and considered 

from records review, worker interviews, management interviews and visual observation. More information is 

gathered during the social audit process than is provided here. The audit process is a sampling exercise only and 

does not guarantee that the audited site prior, during or post-audit, are in full compliance with the Code being 

audited against. The provisions of this Code constitute minimum and not maximum standards and this Code should 

not be used to prevent companies from exceeding these standards. Companies applying this Code are expected to 

comply with national and other applicable laws and where the provisions of law and this Code address the same 

subject, to apply that provision which affords the greater protection. The ownership of this report remains with the 

party who has paid for the audit. Release permission must be provided by the owner prior to release to any third 

parties. 


Non-Compliance Table 

Issue 

Area of Non-Conformity 

(Only check box when there is a nonconformity) 

Rating 

(Currently only to be 

completed as a 

specific client 

requirement) 

ETI Base 

Code 

Local Law 

Additional 

Elements 

0 Management systems and code 

implementation 

1 Employment Freely Chosen 

2 Freedom of Association 

3 Safety and Hygienic Conditions 

4 Child Labour 

5 Wages and Benefits 

6 Working Hours 

7 Discrimination 

8 Regular Employment 

8A 

Sub-Contracting and 

Homeworking 

9 Harsh or Inhumane Treatment 

A 

B 

Entitlement to Work 

Environment 


Audit Overview 

Audit Overview 

Audit attendance Senior management Worker representatives/ 

Union representatives 

Present at the opening meeting? Yes No Yes No 

Present at the audit? Yes No Yes No 

Present at the closing meeting? Yes No Yes No 

If Worker/Union Representatives not 

present please explain reasons why 

Site description: 

(Include size, location, age, structure, 

number of buildings) 

Site function: 

Month(s) of peak season: (if applicable) 

N/A 

The facility is composed of one structure approximately 57,000 sq. ft. 

and is composed of 5 major departments: Printing, converting, 

sublimation, packaging, warehousing and shipping. 

Agent 

Factory Processing/Manufacturer 

Finished Product Supplier 

Grower 

Homeworker 

Labour Provider 

Pack House 

Primary Producer 

Service Provider 

Sub-Contractor 

August to December 

Process overview: 

(Include products being produced, main operations, number of production lines, main equipment used) 

The facility produces mouse pads and plastic cups. The facility is composed of one structure approximately 57,000 

sq. ft. and is composed of 5 major departments: Printing, converting, sublimation, packaging, warehousing and 

shipping. The facility is equipped with machinery with a value of $21, 048,880 dollars. 

Attitude of workers: 

(Include their attitude to management, workplace and the interview process. Both positive and negative information 

should be included) Note: Do not document any information that could put workers at risk 

All the employees interviewed reported having a very good work environment at the facility. What is more, the 

facility maintains an open door policy which makes the communication with higher positions very easy and open. 

The interviewees reported being treated with dignity and respect at all times and no one provided any negative 

comments. 

Attitude of managers: 

(Include attitude to audit, and audit process. Both positive and negative information should be included) 


The management team who assisted the auditor provided a very efficient support through the day. They also agreed 

to the recommendations and the overall audit result and confirmed being committed to address the current findings. 

Summary of main findings: (positive and negative) 

0(1) Suppliers are expected to communicate the Child Labour Policy to all employees 

0(2) Code of Conduct is not posted and communicated to the employees. 

3(1) The facility conducts fire drills at least on a quarterly basis. However, the facility does not maintain any records. 

The Code of Conduct is not posted and communicated to the employees. 


Key Information 

Key Information 

Do all workers (including migrant 

workers) have contracts of 

employment? 

Were appropriate records available to 

verify hours of work and wages? 

Were any inconsistencies found? 

(if yes describe nature) 

Yes 

No 

Yes 

No 

Yes 

No 

Poor record keeping 

Isolated incident 

Repeated occurrence 

For the lowest paid production worker, 

are wages paid for standard hours 

below or above the legal minimum? 

% of piece rate workers: 

(if applicable) 

Combined hours (regular and 

overtime) over 60 per week found? 

Are the correct overtime premiums 

paid? 

Is there any night production work at 

the site? 

% of workers living in site provided 

accommodation (if applicable): 

Age of youngest worker found: 

Workers under 18 subject to hazardous 

work assignments? 

What form of worker representation is 

there on site? 

Are there any External Processes? 

N/A 

N/A 

Below legal minimum 

Meet 

Above 

Yes 

No 

Yes 

No 

Yes 

No 

21 years of age 

Yes 

No 

Union (name) 

Worker Committee 

None 

Sub-Contracting 

Homeworking 

None 

%age 

%age 

%age 


Worker Analysis 

Worker Analysis 

Local 

Migrant 

Permanent Temporary Agency Permanent Temporary Agency Homeworkers 

Worker 

numbers – 

male 

Worker 

numbers – 

female 

83 

78 

Total 161 

Total Workers at this Site: 

Number of 

Workers 

interviewed 

10 

Migrant Workers: 

Originating Locations/Countries: 

Work undertaken by migrant workers: 

Were migrant workers recruited through 

an agency? 

If yes, is there a contract with the 

agency? Provide details of agencies and 

contractual arrangements 

Percentage of migrant workers in 

company provided accommodation: 

None. All workers are local 

N/A 

N/A 

N/A 

N/A 


Audit Results by Clause 

0: Management systems and code implementation : 

0.1 Suppliers are expected to implement and maintain systems for delivering compliance to this Code. 

0.2 Suppliers shall appoint a senior member of management who shall be responsible for compliance with the 

Code. 

0.3 Suppliers are expected to communicate this Code to all employees and to their suppliers. 

0.4 Suppliers should, where reasonably practicable, extend the principles of this ethical code through their supply 

chain. 

Evidence of Compliance and Current Status 

The facility maintains written policies for the following areas of compliance: 

• Violence in the workplace 

• Family and Medical Leave of Absence 

• Harassment and Discrimination 

• Pay for exempt salaried employee 

• Accidents, injuries and workman’s compensation 

• Child labour 

The facility maintains a Child labour policy; however, this has not been communicated to the employees. The 

management confirmed that the policy has not been communicated to the employees and none of the employees 

reported being aware of it. Nevertheless, the management team stated that the policy will be included as an 

addendum to the employee handbook. 

Non-compliance: 

Finding 0(1) 

Description of non-compliance: The facility has not communicated the Child 

Labour policy to all employees 

Local law or ETI requirement: 0.3 Suppliers are expected to communicate this 

Code to all employees and to their suppliers. 

Recommended corrective action: Provide a copy of the policy to all the 

employees 

Finding 0(2) 

Description of non-compliance: Code of Conduct is not posted and 

communicated to the employees. 

Local law or ETI requirement: N/A 

Recommended corrective action: Request and communicate the Code of Conduct 

Objective evidence 

observed: The Child Labour 

policy has been recently 

elaborated. The 

management team 

confirmed that the policy has 

not been communicated to 

the employees yet. 


observed: The 

management reported that 

the client’s Code of Conduct 

has not been provided to the 

facility 

Observation 

Description of observation: N/A 




observed: N/A 

Recommended corrective action: N/A 

Good Examples observed: 

Description of Good Example (GE): N/A 

Objective evidence observed: N/A 


1: Employment is Freely Chosen 

ETI 

1.1 There is no forced, bonded or involuntary prison labour. 

1.2 Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave 

their employer after reasonable notice. 


All the employees interviewed reported working on a free will. No deposits were required by the facility upon hire 

and each of the employees maintains their own personal documents. Also, there are no compulsory production 

quotas and overtime is always voluntary. Finally, all the employees reported being from local towns from the state of 

Nevada. 


Description of non-compliance: No apparent concerns. 



observed: N/A 


Observation 




observed: N/A 






2: Freedom of Association and Right to Collective Bargaining are Respected 

ETI 

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain 

collectively. 

2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities. 

2.3 Workers’ representatives are not discriminated against and have access to carry out their representative 

functions in the workplace. 

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer 

facilitates, and does not hinder, the development of parallel means for independent and free association and 

bargaining. 


At this time the facility is not unionized; however, none of the employees reported having the need or being 

interested on creating a union. 





observed: N/A 


Observation 




observed: N/A 


Name of union and union 

representative, if applicable: 

If no union what is parallel means 

of consultation with workers? 

The percentage of workers at the 

site covered by collective 

bargaining with one or more 

recognised trade unions 

The percentage of workers at the 

site covered by negotiation with 

workers’ representatives who are 

N/A 

N/A 

N/A 

N/A 


NOT members of one or more 

recognised trade unions 

Does the Collective Bargaining 

Agreement (CBA) include rates of 

pay 

Yes 

No 





3: Working Conditions are Safe and Hygienic 

ETI 

3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the 

industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising 

out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the 

causes of hazards inherent in the working environment. 

3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for 

new or reassigned workers. 

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall 

be provided. 

3.4 Accommodation, where provided, shall be clean, safe and meet the basic needs of the workers. 

3.5 The company observing the code shall assign responsibility for health and safety to a senior management 

representative. 


A Health and safety walkthrough was performed through the entire premises. The auditor observed a clean and well 

organized facility. Packing materials are stored along work stations in designated area. Employee workstations 

provide ample space for maneuverability free of risk of injury. All machinery was equipped with emergency stop 

buttons at respective work stations. Employees were observed standing on rubber mats which help prevent fatigue. 

All PPE is provided free. The work floor is illuminated via natural and fluorescent lighting. High efficiency light bulbs 

are in place in all fixtures. Emergency lights are available throw-out the facility. All aisle and pathways were free and 

clear of obstacles. Egress points were clearly marked, unlocked and easily accessible. A fire alarm system and 

firefighting equipment was present, mounted, regularly inspected and properly labeled. 

As per the last audit results, the facility adapted additional eyewash stations in the areas where the chemicals are 

utilized. These stations are in compliance with what the MSDS of the chemicals require. Also, it is important to 

mention that the auditor was able to corroborate that the facility improved the ventilation by installing new fans and 

giving appropriate maintenance to the ventilation systems. Consequently, none of the interviewees complained on 

the odor fumes. 

The facility provided the following documentation for review: 

• Safety Committee agendas, attendees, walkthrough’s and trainings 

• Fork lift operator qualification documentation 

• Emergency action plan 

• Blood borne pathogens procedure 

• OSHA 300 injury log 

• Hazard communication program 

• MSDS 

The facility conducts fire drills at least on a quarterly basis. However, the facility does not maintain any records of it. 



Description of non-compliance: The facility conducts fire drills at least on a quarterly 

basis. However, the facility does not maintain any records of it. 

Local law or ETI requirement: 29 CFR (2002) § 1910.38(e) 

Recommended corrective action: Document all the evacuation drills practiced 


observed: The 

management was not able 

to provide documentation 

related to the evacuation 

drill performed 

Observation 




observed: N/A 






4: Child Labour Shall Not Be Used 

ETI 

4.1 There shall be no new recruitment of child labour. 

4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the 

transition of any child found to be performing child labour to enable her or him to attend and remain in quality 

education until no longer a child. 

4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions. 

4.4 These policies and procedures shall conform to the provisions of the relevant ILO Standards. 


The minimum hiring age as per the employee handbook and corroborated by the management team is 18 years of 

age. During the facility’s walkthrough, the auditor observed that the work force is composed of mature individuals. 

Nevertheless, the youngest looking employees were selected as part of the random sample for the interview 

process. 

During the interview process, the youngest employee reported being 24 year of age. What is more, none of the 

interviewees reported ever having underage colleagues or seeing any children on the work-floor. 

Employee’s I-9 forms were also provided to the auditor. All the forms were observed to be adequately completed 

from all the sections. 





observed: N/A 


Observation 




observed: N/A 






5: Living Wages are Paid 

ETI 

5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry 

benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and 

to provide some discretionary income. 

5.2 All workers shall be provided with written and understandable information about their employment conditions in 

respect of wages before they enter employment and about the particulars of their wages for the pay period 

concerned each time that they are paid. 

5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages 

not provided for by national law be permitted without the expressed permission of the worker concerned. All 

disciplinary measures should be recorded. 


The UL-RS auditor completed a payroll review from the last 3 pay periods that corresponds to weeks of May 21 to 

June 3, 2012, June 4 to 17, 2012 and June 18 to July 1, 2012 

Currently there are 161 production employees working in two shifts. During the audit date only 150 were present. 

Employees are paid on a timely manner every two weeks by check or bank deposit as requested by them. 

The payroll review displayed that all the employees are earning a salary slightly above the minimum wage for the 

state of Nevada. At this time the average wage per a 40 hour work week is $1140.9 dollars bi-weekly. What is more, 

all overtime hours are correctly compensated with an extra 150% as per the law. 

Previously, sales employees were receiving a “sale supplement’ amount to guarantee $104 per day if the employee 

worked a minimum of 7 hours per day. However, this amount was not added to the employees’ total wages to 

calculate a new hourly rate for overtime. During the current payroll review, the auditor was able to corroborate that 

the “sale supplement” has been eliminated and instead the minimum wage has been increased. Consequently, the 

finding has been corrected and rate for overtime calculations is adequate. 

The employees are provided with additional benefits such as medical, paid holidays, vacation days and PPE. Lastly, 

no illegal deductions were observed on payroll neither reported by the employees. 





observed: N/A 


Observation 




observed: N/A 






Wages analysis: 

Sample size (number of wages checked 

and which weeks or months): 

Legal minimum wage for standard time: 

What deductions are required by law, and 

have all of these been made: 

Industry norm for this region: 

10 samples for the following periods: 

May 21 to June 3, 2012 

June 4 to 17, 2012 

June 18 to July 1, 2012 

$7.25 per hour with medical benefits 

$8.25 per hour without benefits 

Social Security 

Taxes 

N/A 

Legal overtime premium for weekdays: 150% 

Legal overtime premium for rest days: 150% 

Legal overtime premium for holidays: 150% 

Were collective bargaining agreements 

reached on the wages stated below? 

Yes 

No 

Worker Type 

Process Operator 

(Highest paid) 


(Average paid) 


(Lowest paid) 

This is not so relevant in farms where most workers are paid the same, or are of the same ‘Worker type’. Also many 

farms in SA use a combination of piece and hourly rate which is impossible to capture on this form. 

Select one worker’s records from each “Worker Type” and populate the boxes: 

Pay period (pm/week) July 2012 July 2012 July 2012 

Employee identification/ 

Staff ID#/Dept 

#2564 #55 #2508 

Employee Gender Male Female Male 

Contract monthly/daily Monthly Monthly Monthly 

Regular working hours 40 per week 40 per week 40 per week 

Regular work pay rate $22 per hour $12 per hour $9 per hour 

Regular day overtime 25 minutes per week 1 hour per week 2 hours per week 


(hour) 

Regular day overtime 

(wage) 

$8.25 USD $18 USD $27 USD 

Rest day overtime (hour) N/A N/A N/A 

Rest day overtime 

(wage) 

Statutory Holiday 

overtime (hour) 

Statutory holiday OT 

(wage) 

N/A N/A N/A 

N/A N/A N/A 

N/A N/A N/A 

Total overtime hours 25 minutes per week 1 per week 2 hours per week 

Incentives/Bonus/ 

Allowances etc. 

N/A N/A N/A 

Gross wages $1768.25 dollars bi-weekly $975 dollars bi-weekly $679.50 dollars bi-weekly 

Social insurance and 

other deductions 

Actual wage paid after 

deduction 

$261.84 dollars bi-weekly $172 dollars bi-weekly $47.10 dollars bi-weekly 

$1506.41 dollars bi-weekly $802.79 dollars bi-weekly $632.4 dollars bi-weekly 

Comments: 

(Please state here any specific reasons/circumstances that explain the lowest and highest gross wages) 

N/A 

Is there a defined living wage: 

Is there evidence that equal rates 

are being paid for equal work: 

How are workers paid: 

Yes 

No (add notes into guidance for auditors) 

Please specify amount/time period: 

Yes 

No 

Details: 

Cash 

Cheque 

BACS 

If not explain: 

1. Contracted overtime premium 

for… 

Weekdays: 150% 

Rest days: 150% 


Holidays: 150% 

2. Actual overtime premium paid in 

sample for… 

Weekdays: 150% 

Rest days: 150% 

Holidays: 150% 

3. Average wage paid to operators: $1140.9 dollars bi-weekly 


6: Working Hours are not Excessive 

ETI 

6.1 Working hours comply with national laws and benchmark industry standards, whichever affords greater 

protection. 

6.2 In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall 

be provided with at least one day off for every seven day period on average. Overtime shall be voluntary, shall not 

exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a 

premium rate. 

Employees are working the following shifts: 

1) Monday to Friday 8:00 am to 4:30 pm 

2) Monday to Friday 4:30 pm to 1:00 am (print shop only) 


A hand scanner system is utilized by all the employees on a daily basis to record the in and out times. Two rest 

breaks of 10 minutes each and a 30 minute lunch break is provided on a daily basis. All the employees interviewed 

corroborated taking their first rest break within the first 4 hours of work as well as the meal breaks before the middle 

of the work period; fact that was also corroborated on the payroll. Finally, all employees are guaranteed with a one 

day off per week. 

As per the employees statements; all overtime hours after their regular shifts are conducted on a voluntarily basis 

and there are no consequences for declining them. The payroll review reflected that the employees are only working 

one overtime hour per week. 





observed: N/A 


Observation 




observed: N/A 






Working hours analysis 

What timekeeping systems are 

used: time card etc. 

Sample size checked (number of 

workers): 

Legal standard work week (hours): 

1. Contracted standard work week 

this site (hours): 

2. Actual standard work week 

averaged over sample (hours): 

Printed out time records 

10 

40 hours per week 



3. Lowest basic hours worked: 40 hours per week 

4. Highest basic hours worked: 40 hours per week 

Legal permitted overtime hours: 

Any local waivers for this site: 

N/A 

N/A 

Comments: 

(Please state here any specific reasons/circumstances that explain the highest working hours) 

N/A 

1. Actual overtime hours: 

(averaged over sample) 

2. Range of overtime hours over 

all workers: (quote highest and 

lowest) 

1 per week 

25 minutes to 2 hours per week 

3. Peak seasons: The facility management reported that the production is very steady. 

However, there is a slightly increase from August to December 


7: No Discrimination is Practiced 

ETI 

7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement 

based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union 

membership or political affiliation. 


The facility provides an employee handbook to the employees, which contains a non-discriminatory policy that 

prohibits discrimination on the basis of gender, race, religion, age, disability and sexual orientation. Moreover, all the 

interviewees reported being treated equally. 





observed: N/A 


Observation 




observed: N/A 






8: Regular Employment Is Provided 

ETI 

8.1 To every extent possible work performed must be on the basis of recognised employment relationship 

established through national law and practice. 

8.2 Obligations to employees under labour or social security laws and regulations arising from the regular 

employment relationship shall not be avoided through the use of labour-only contracting, sub-contracting, or 

homeworking arrangements, or through apprenticeship schemes where there is no real intent to impart skills or 

provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term 

contracts of employment. 


At this time all the employees working for the company are direct employees and there are no temporary agencies 

utilized. 





observed: N/A 


Observation 




observed: N/A 






8A: Sub-Contracting and Homeworking: 

8a.1 There should be no sub-contracting unless previously agreed with the main client. 

8a.2 Home-working should be properly managed. 

Note to auditor on homeworking: 

Report on whether it is direct or via agents. How many workers, relationship with site and what control systems are 

in place. 


The management team reported that 100% of the production is completed on-site. Consequently, the use of 

subcontractors or homeworking is not required. 





observed: N/A 


Observation 




observed: N/A 





1. Number of sub-contractors/agents used None 

Summary of sub-contracting 

2. Is there a site policy on sub-contracting? Yes No 

3. What checks are in place to ensure no 

child labour is being used and work is safe? 

N/A 

4. What processes are sub-contracted? N/A 


Summary of homeworking 

1. Number of homeworkers Male: Female: Total: 

2. Are homeworkers employed 

direct or through agents? 

3. If through agents, number of 

agents 

4. Is there a site policy on 

homeworking? 

5. How does site ensure worker 

hours and pay meet local laws for 

homeworkers? 

6. What processes are carried out 

by homeworkers? 

7. Are written agreements in place 

for homeworkers that include 

regular employment? 

8. Are full records available at the 

site? 

N/A 

N/A 

N/A 

Yes 

No 

Yes 

No 

Yes 

No 

Yes 

No 


9: No Harsh or Inhumane Treatment is Allowed 

ETI 

9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other 

forms of intimidation shall be prohibited. 


None of the 10 employees interviewed reported any instances of physical or physiological abuse. In contrast, all the 

employees are treated with dignity and respect and the facility maintains an open door policy to report any issues to 

the Human Resources department at any time. 





observed: N/A 


Observation 




observed: N/A 






Other Issue areas: A: Entitlement to Work and Immigration 

Additional Retailer Specific Elements 

A1 Only workers with a legal right to work shall be employed or used by the supplier. 

A2 All workers, including employment agency staff, must be validated by the supplier for their legal right to work by 

reviewing original documentation. 

A3 Employment agencies must only supply workers registered with them. 

A4 The supplier shall implement processes to enable adequate control over agencies with regards to the above 

points and related legislation. 


Section not applicable. The facility only employs direct labour. 





observed: N/A 


Observation 




observed: N/A 






Other issue areas B : Environment 

B.1 Suppliers shall seek to make continuous improvements in their environmental performance and, as a minimum, 

comply with the requirements of local and international laws and regulations. 

B.2 The supplier shall be aware of and comply with their end clients’ environmental requirements. 


The facility provided receipts from the recycling company “High Desert Recycling” the receipt displayed that the 

facility recycles cardboard boxes, rubber material, plastic and paper. Also the waste manifests displayed wastes as: 

flammable liquids, toxic N.O.S, petroleum distillates. 

The facility is testing the quality of the air emissions on an annual basis 

Department of Air Quality and Environmental Management 

Issuance date: October 29, 2007 

Permit: 00873 





observed: N/A 


Observation 




observed: N/A 






Worker Interview Summary 

Worker Interview Summary 

Were workers aware of the audit? 

Were workers aware of the code? 

Yes 

No 

Yes 

No 

Number of group interviews 1 

Number of individual interviews Male: 3 Female: 4 

Number of interviewed workers Male: 4 Female: 6 

Interviews were done in private 

and the confidentiality of the 

interview process was 

communicated to the workers? 

In general, what was the attitude of 

the workers towards their 

workplace? 

What was the most common 

worker complaint? 

What did the workers like the most 

about working at this site? 

Any additional comment(s) 

regarding interviews: 

Yes 

No 

Favourable 

Non-favourable 

Indifferent 

None at this moment 

The work environment 

No 

Agency Workers 

(workers sourced from a local agent who are not directly paid by the site) 

Number of agencies used 

(average): 

Were agency workers’ 

age/pay/hours included within 

scope of this audit 

And names if available: N/A 

Yes 

No 


Other findings 

Other Findings Outside the Scope of the Audit 

None apparent 

Community Benefits 

(Please list below any specific community benefits that the site management stated that they were involved in, for 

example, HIV programme, education, sports facilities) 

None reported 


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SMETA Social Compliance Audit - Visstun

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