Social Responsibility Standards v01

Social
Responsibility
Standards
Version 01
Social Responsibility Standards
Table of Contents
Introduction.................................................................................................................... 4
Implementation of Code and Applicable Law............................................................5
Definitions....................................................................................................................... 5
The Code.......................................................................................................................... 5
Requirements................................................................................................................. 5
Applicability of the Code..................................................................................... 5
Integration of the Code into Sites Business Practices..................................5
Monitoring and Corrective Action......................................................................5
Document Retention............................................................................................ 6
Transparency......................................................................................................... 6
Communication and Training..............................................................................6
Guiding Principle and Management Systems.........................................................7

The Code Provisions...................................................................................................... 7
Definitions....................................................................................................................... 7
Requirements................................................................................................................. 8
Child Labor................................................................................................................. 11
The Code Provisions.................................................................................................... 11
Definitions..................................................................................................................... 11
Requirements............................................................................................................... 11
Involuntary Labor, Human Trafficking, and Slavery............................................14

Requirements................................................................................................................... 14
4
Safety and Health..................................................................................................... 16

4.1
Production Areas................................................................................................ 16

Definitions..................................................................................................................... 16
Requirements General Building and Fire Safety..................................................17
Requirements Warehouse Safety........................................................................... 19
Requirements - Equipment Safety............................................................................19
4.2
Common Areas Dormitory, Canteen, Toilets................................................24
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Definitions..................................................................................................................... 24
Requirements Dormitory Location, Safety and Living Arrangements..............25
Requirements Dormitory Cleanliness and Personal Space.................................25
Requirements - Canteens and Food..........................................................................26
Requirements - Toilets and Showers........................................................................27
5
Wages and Benefits.................................................................................................. 29

Definitions..................................................................................................................... 29
Requirements............................................................................................................... 29
Working Hours........................................................................................................... 31
Definitions..................................................................................................................... 31
Requirements............................................................................................................... 31
Anti-discrimination................................................................................................... 33
Definitions..................................................................................................................... 33
Requirements............................................................................................................... 33
Fair Treatment........................................................................................................... 34
Definitions..................................................................................................................... 34
Requirements............................................................................................................... 35
Freedom of Association............................................................................................ 36
Definitions..................................................................................................................... 36
Requirements............................................................................................................... 36
10 Ethical Behavior........................................................................................................ 37
The Code Provision...................................................................................................... 37
Definitions..................................................................................................................... 37
Requirements............................................................................................................... 37
11 Environment.............................................................................................................. 38
Definitions..................................................................................................................... 38
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Requirements............................................................................................................... 38
12 Subcontracting.......................................................................................................... 40
Definitions..................................................................................................................... 40
Requirements............................................................................................................... 40
13 Revision History........................................................................................................ 41
Annex 1
Document List Example...........................................................................42
Worker Lists for Interviews and Records Review..............................................................42

Business Documents....................................................................................................... 42
Health and Safety Documents......................................................................................... 42
Environmental................................................................................................................. 43
Site Policies...................................................................................................................... 43
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Introduction
Dear Amazon Business Partner:
Amazon is strongly committed to conducting its business in a lawful and ethical manner,
including engaging with suppliers that are committed to the same principles. In order to
confirm fair and safe working conditions in supplier facilities (including, without limitation,
corporate offices, manufacturing factories, external logistics and distribution facilities,
external customer service sites, and delivery stations; together referred to as "Sites), we
require our suppliers to comply with Amazons Supplier Code of Conduct (the Code)
available here:
http://www.amazon.com/gp/help/customer/display.html/ref=hp_sn_pub?
nodeId=200885140
The Code sets minimum standards for our suppliers, and requires suppliers to
comply with any applicable legal requirements; however, suppliers are
encouraged to implement their own standards as long as they provide equal or
greater protection for their workers.
Suppliers compliance with the Code is subject to Amazon's review, including third-party
auditing of Sites and conducting confidential worker interviews. Suppliers must provide
prompt access to their Sites and workers during any audit. If there are audit findings,
Amazon requires suppliers to provide a detailed remediation plan shortly after the audit
and take timely corrective and preventative actions. Amazon tracks remediation efforts,
and the status of these efforts is routinely reviewed with business stakeholders. To clarify
the requirements of and facilitate compliance to the Code, we are providing you with these
Social Responsibility Standards (the Standards). Amazon expects you to use the
Standards in the development and implementation of your own management systems.
Note: The usage of the word Worker throughout this document is meant to be a generic
broad term to cover employees, independent contractors, vendors and other workers.
If you have any questions or comments, please do not hesitate to contact the Amazon
Social Responsibility Team via e-mail at social-responsibility-questions@amazon.com.
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Implementation of Code and Applicable Law

Definitions
Applicable Laws: Any law, statute, ordinance, rule, regulation, and/or legislation that is
required by national, state, provincial, local and/or any other government authority.
Document or Documentation: Printed, written or electronically stored information. It
includes, but is not limited to, records, reports, notices, complaints, computer files,
personnel files, payroll and timekeeping records, emails and other correspondence.
Management System: The structure, processes and resources needed to establish a
Sites policies and objectives to achieve compliance with the Code and Applicable Laws. It
must include planning, implementation, operation, performance assessment,
improvement, training and management review.
Worker: Any person who is engaged by supplier to perform services related to a Site.
The Code
The Site must implement and integrate the Code and Applicable Laws into its business
practices and submit to verification and monitoring. The Site must integrate the Code into
its Management System, train Workers on their rights (both under the Code and Applicable
Laws) and communicate the Code to its Workers in the local language. The Site must also
confirm the compliance of any sub-tier suppliers or subcontractors providing direct or
indirect products or services for Amazon.
Requirements
1 Applicability of the Code
All Sites must comply with both Applicable Law and the Code.
In the event of a conflict/inconsistency between Applicable Law and the Code,
whichever standard is more stringent applies.
The Code applies to all Workers.
2 Integration of the Code into Sites Business Practices
The Site must (i) have written policies and practices and (ii) maintain proper and
accurate records governing all aspects of employment or other work status. These
aspects include, without limitation, recruiting, hiring, non-discrimination, grievance
systems, compensation, harassment and abuse, hours of work, and discipline and
termination processes.
The Site must assign responsibility for administration of the Code to designated and
qualified representatives.
3 Monitoring and Corrective Action
The Site must submit to and cooperate with audits, whether by Amazon or
designated third-party auditors, to verify compliance with the Code and Applicable
Laws.
Such audits may occur with or without prior notice.
Submission to verification and monitoring includes:
Granting the auditors access to the Site. This may include inspecting areas
usually restricted from visitors for safety or intellectual property reasons.
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Facilitating unrestricted access to Sites Workers for purposes of confidential
interviews. Sites must not coach Workers with respect to potential auditor
questions nor interfere with or retaliate against Workers in connection with
audits.
Making available Documentation required to be maintained by the Sites
policies/procedures or otherwise needed to demonstrate compliance with the
Code and Applicable Laws. Refer to Annex 1 Document List Example.
4 Document Retention
The Site is required to maintain all Documentation needed to demonstrate
compliance with the Code and Applicable Laws. In particular, the Site is specifically
required to maintain those Documents identified in Annex 1 Document List
Example. Such Documentation must be accessible on premises and organized so
as to be readily identifiable and available to Amazon and Amazons designated
auditors.
Documents are to be retained for at least 12 months or as required by Applicable
Law, whichever period of time is longer.
5 Transparency
The Site must be fully transparent (open and honest) regarding its implementation
of and compliance with the Code.
Documentation must be maintained in an original, unaltered condition. Information
and Documents must not be falsified or misrepresented. For example, Sites are
prohibited from maintaining and showing to auditors double books containing
false or misleading information on wages or hours worked.
6 Communication and Training
The Site must incorporate the requirements of the Code into its policies and
procedures, all of which must be translated into the local language.
The Site must provide an orientation to new Workers at the time of hiring which
includes (at a minimum) explanations of the Sites rules, benefits, entitlements, and
policies related to human resources, freedom of association, and health and safety.
Training must be updated on a regular basis, and in particular, when any policies or
procedures are revised.
The Site must confirm that supervisors are trained in Applicable Laws and the Code.
The Site must document such training including topics, dates and attendee names.
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1 Guiding Principle and Management Systems

The Code Provisions
Guiding Principle. Our suppliers' business and labor practices must comply with all
applicable laws, as well as the requirements and principles of the Code. Suppliers must
comply with the standards of the Code even when the Code exceeds the requirements of
applicable law.
Management Systems. Suppliers must adopt a management system to ensure
compliance with applicable laws and the Code and to facilitate continual improvement.
Management Accountability and Responsibility. Suppliers must have designated
representatives responsible for implementing management systems and programs that
oversee compliance with applicable laws as well as the Code. Senior management must
routinely review and assess the quality and efficiency of the management systems and
programs. Amazon also expects our suppliers to hold their suppliers and subcontractors to
the standards and practices covered by the Code.
Risk Management. Suppliers must establish a process to identify the environmental,
health, safety, and ethical risks associated with their operational and labor practices. In
addition, management must develop appropriate processes to control identified risks and
ensure regulatory compliance.
Training. Management must maintain appropriate training programs for managers and
workers to implement the standards in the Code and to comply with applicable legal
requirements.
Communication and Worker Feedback. Suppliers must clearly and accurately
communicate and educate workers about Amazon policies, practices, and expectations.
Amazon may require suppliers to post the Code in a location accessible to their workers
(translated into the appropriate local language(s)). In addition, Amazon encourages
suppliers to partner with us to implement a process to assess worker's understanding of
the standards and practices covered by the Code.
Documentation and Records. Suppliers must create, retain, and dispose of business
records in full compliance with applicable legal requirements along with appropriate
confidentiality to protect privacy.
Definitions
Appeals Process: A defined method to escalate, investigate, and resolve Worker
Grievances (including Grievances regarding termination and disciplinary actions).
Document or Documentation: Printed, written or electronically stored information. It
includes, but is not limited to, records, reports, notices, complaints, computer files,
personnel files, payroll and timekeeping records, emails and other correspondence.
Educational Program: Course of instruction that is at least one academic term long and
leads to a certification, degree, or diploma in a career field. Sometimes referred to as
Internships or Student Worker programs.
Grievance: A Worker complaint in response to a perceived unfair act or condition related
to the Site or the Workers contract. May involve complaints between co-Workers, between
a Worker and supervisors, or about a Workers view of the Site in general.
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Management Representative: Senior (Top) management within the Site (who could be
the manager, supervisor, or a departmental position or designee) who manages, monitors,
evaluates and coordinates the Sites Management System.
Private Employment Agency (PEA): Labor service provider, which could include the
use of service sub-agents, who is under contract to provide or otherwise recruit qualified
Workers to fill employment or other work vacancies.
Recommended Best Practices:
Management System
A comprehensive Management System should include all of the following:

- Policy / Procedure Review: Implement a regularly scheduled review of policies and
procedures regarding their implementation, roles and responsibilities and then amend
them as warranted.
- Management Review: Implement regularly scheduled reviews of management that
include progress against plans, performance metrics, audit results, non-compliances
and corrective and preventative actions.
- Audits: Implement a scheduled internal audit process to evaluate all aspects of the
Management System tailored to the overall risks of the Site.
- Non-compliance: Develop and implement procedures for identifying, prioritizing,
investigating and resolving non-compliance with any aspect of the Management System.
The procedures should include methods for assigning responsibility for action items;
description of actions required to resolve and prevent non-compliance; completion date
goals; and actual dates of completion.
Requirements
Written policies and procedures that confirm adherence to all elements of the Code.
Management System to confirm compliance with Applicable Laws and the Code and to
facilitate continual improvement.
Full compliance with all Applicable Laws, including but not limited to those laws
related to work hours, wages, labor relations, immigration and foreign labor, health,
safety, and the environment.
When there are differences between the terms of Applicable Laws and the Code, the
Site must adhere to the most stringent applicable requirement.
Designated Management Representative that is responsible for implementing
Management System and programs that oversee compliance with Applicable Laws and
the Code.
Management reviews (described above in Recommended Best Practices box) are
attended by senior management. Actions are tracked and records are maintained.
Management must be knowledgeable of Applicable Laws.
Process for training all Workers on Applicable Laws and the Code.
Process to assess Workers understanding of Applicable Laws and the Code (e.g.
measure training effectiveness through quizzes, compliance metrics, etc.).
Worker right to work Documentation (e.g. work visa) must be collected and a copy
maintained on-site.
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Process to create, retain and dispose of Documentation and other business records in
compliance with Applicable Law (including confidentiality requirements).
Process to identify environmental, health, safety and ethical risks and confirm
compliance with Applicable Law and the Code.
Documented risk assessment processes to determine the following:
That the building is safe for occupancy, which includes (at a minimum) identification
of hazards associated with building design, construction and additional factors that
could weaken the structural integrity of the building (e.g. list of potential natural
and man-made hazards such as snow load on roof, water intrusion, earthquakes,
vibrations from machines, risks from neighboring buildings, etc.).
An evaluation of risk associated with environmental hazards.
Identification of risks and implementation of control measures to reduce risks (e.g.
periodic inspections, training, structural reinforcement, earthquake retrofits, etc.).
Mechanism to obtain updated information related to all Applicable Laws.
Personnel files for all current and former Workers are maintained, which must include:
proof of age, proof of citizenship or work permit (where required by Applicable Law),
medical records (where required by Applicable Law), executed employment or other
work contract (where required by Applicable Law), termination letter (where required
by Applicable Law), record of disciplinary actions, and authorization for all voluntary
deductions from pay.
Communicate Site rules, procedures and practices (including those related to
disciplinary measures) to Workers (e.g. bulletin boards, New Employee Handbook).
Employment and other work contracts are drafted in the local language and comply
with Applicable Laws (including approval by local authorities as required by Applicable
Law).
Workers are provided copies of their employment or other work contracts.
Establish and document Appeals Process to address Grievances, whether between coWorkers or between Workers and supervisors. The Appeals Process must be
communicated to the Workers both verbally and in writing.
Appeals Process for Grievances
The specific Appeals Process for Grievances will vary from Site to Site depending upon
its size, Applicable Laws, culture, etc. In general, an effective Appeals Process should be
in writing and include:
- Multiple channels for Workers to raise concerns and provide input to management. For
example, grievance/suggestion boxes; supervisors/team leaders; HR
department/counselors; trade union/Worker representatives; open door policy;
company hotlines; Worker committees, meetings between management and Workers
representatives, etc.
- The ability to raise concerns confidentially (or anonymously), subject to the
requirements of Applicable Laws.
- Effective communication of the Grievance policy to Workers so that Workers are aware
of the Appeals Process and their right to raise concerns.
- Training staff responsible for responding to Grievances and their roles and
responsibilities.
- An effective means to document and track Grievances to confirm there is a timely
response back to the Worker.
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In order to expand use of Appeals Process to drive preventative actions, a Site should
identify and develop plans to respond to broader/systemic issues raised by Workers
through the Appeals Process:
- Involve Worker representatives and Worker participation in the resolution of
Grievances.
- Provide a process for appeal (especially in cases of discipline or termination).
- Post identities and work contact information of Worker representatives prominently in
the workplace.
Process to implement the Code or equivalent industry social compliance standards to

the Sites supply chain. This would include contractual requirements, supplier
qualification and regular audits or monitoring program.
Workers are provided an Employee Assistance Program (EAP) which may include access
to 24 hour hotline or contact person, counselling services, training on violence
prevention, and other available resources and services. EAP must provide counselling
for stress relief, depression and suicidal thoughts.
Perform pre-selection due diligence and ongoing verification of Private Employment
Agencies (PEAs) to confirm compliance with Applicable Laws and the Code.
Perform pre-selection due diligence and ongoing verification of institutions providing
recruitment and/or management services related to Educational Programs to confirm
compliance with Applicable Laws and the Code.
Recommended Best Practices: Management of Private Employment Agencies

(PEAs)
- Pre-Selection Due Diligence: Conduct a pre-selection due diligence audit to confirm
compliance with Applicable Laws and the Code.
- Recruitment Due Diligence: Conduct due diligence including but not limited to
onboarding interviews with a sample of Workers recruited or hired through PEAs to
confirm that such Workers were provided with accurate details on the nature and place
of work, living conditions, the term of the work contract, working hours, base wages for
regular hours, rates for overtime and holiday wages, recruiting and other fees, and
applicable deductions and benefits.
- Audits: Conduct regular audits of PEAs to confirm compliance with Applicable Laws
and the Code.
- Licenses: Confirm that PEAs have valid licenses, certifications, and permits as
required by Applicable Laws.
- Recruitment Fees Receipts: Confirm that PEAs provide accurate receipts to each
Worker before departure from the country of origin detailing actual recruitment fees
paid or to be paid by the Worker.
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2 Child Labor
The Code Provisions
Child Labor. Amazon will not tolerate the use of child labor. Our suppliers must engage
workers whose age is the greater of: (i) 15, (ii) the age of completion of compulsory
education, or (iii) the minimum age to work in the country where work is performed.
Furthermore, workers under the age of 18 must not perform hazardous work. Amazon
supports the development of legitimate workplace apprenticeship programs that comply
with applicable laws and the Code.
Definitions
Child/Children: Anyone whose age is under the greater of: (i) 15, (ii) the age of
completion of compulsory education, or (iii) the minimum age to work in the country
where work is performed. For example, if the age of completion of compulsory education
in a country is 17 and minimum age to work is 16, then a Child will be defined as anyone
under the age of 17.
Hazardous Environments (as it relates to Juvenile labor): Work which exposes
Juveniles to physical, psychological or sexual abuse. This may include (i) work
underground; (ii) underwater; (iii) at dangerous heights (greater than two meters); (iv) in
confined places; (v) with dangerous machinery, equipment or tools or which involves
manual handling or transport of heavy loads; (vi) under particularly difficult conditions,
such as work for long hours or during the night; (vii) where a Juvenile is unreasonably
restricted on the Site; or (viii) in an unhealthy environment which may expose Juveniles to
hazardous substances, agents, processes, temperatures, noise levels or vibrations
damaging to their health.
Juvenile: Any Worker who is less than the age of 18.
Proof of Age Documents: Birth certificate, government-issued personal identification
card, drivers license, voting registration card, official stamped copy of a school
certificate, affidavit from local government representative or Foreign National Work Permit.
Student Worker (or Intern): A Worker, regardless of age, who is enrolled as a student at
an educational institution and employed or otherwise engaged by supplier at a Site for an
internship that is arranged by the educational institution.
Recommended Best Practices: Implement Robust Age Verification Measures
-
Physically matching the Workers government-issued photographic ID to the

Workers face.
Verification of age through third-party resources where available, such as internet
resources or local government offices.
Periodic visual inspection of Workers at Sites for potential underage Workers.
Verify using two forms of Proof of Age Documents.
Requirements
Requirements (General)
Sites may only use Workers whose age is the greater of:
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15,
the age of completion of compulsory education, or
the minimum age to work in the Site country.
Sites must have Proof of Age Documents for all Workers.
Juvenile Workers must have proper documentation of authorization to work, and when
required by Applicable Laws be registered with applicable government institution.
Juveniles work within appropriate conditions of employment (e.g. working hours,
overtime hours, working outside of school hours, etc.).
If required by Applicable Law, Juvenile Workers must work restricted hours.
Children must not be present in the work area. Site must have written policies and
procedures for the prevention of Child labor.
Juvenile Workers must have health examinations.
Juveniles and Student Workers are not allowed to work in Hazardous Environments.
Additional Requirements for Student Workers (Interns)

Process to confirm that all Student Workers are eligible for internship under Applicable
Laws. This includes ensuring that they are actively enrolled in a program of study at an
educational institution (school).
Written agreement between the Site and the Student Worker that adheres to Applicable
Laws, and when required by Applicable Law, the Student Workers school and/or legal
guardian must also be a party to the agreement.
Written agreement with the Student Worker must stipulate, at a minimum:
All terms required by Applicable Laws.

Student Workers full name.
Student Workers emergency contact information.
The name and address of the Student Workers school.
The name and address of the Site.
Individual at the school who is responsible for the Student Worker.
Individual at the Site who is responsible for the Student Worker.
Work start and end dates.
Living conditions.
Wages and benefits.
Costs (if any) for meals and accommodation.
Working hours.
Nature of work and place where it will be performed.
Agreement termination/resignation procedures and terms.
Insurance coverage.
Education and training to be provided by the school.
Education and training to be provided by the Site.
Student Workers must not be employed full-time in excess of Applicable Law maximum
(or 6 months if there is no Applicable Law maximum).
Student Workers must receive at least the equivalent of minimum wage under
Applicable Law.
Recommended Best Practices: Management of Schools (including Vocational

Education Institutions)
-
Pre-Selection Due Diligence: Conduct pre-selection due diligence and ongoing

audits of each school to confirm that it complies with Applicable Laws and the Code.
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-
Licenses: Confirm that schools have appropriate and current licenses, certifications,
and permits for all locations.
Compliance: Documented procedures for corrective actions to address any
violations of Applicable Law or the Code by a school and establish sanctions as
appropriate, including termination of the relationship.
Ethical Business: Investigate and validate the relationship between the schools and
the Site individuals/departments responsible for selecting and managing school
relationships in order to confirm an ethical business relationship.
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3 Involuntary Labor, Human Trafficking, and Slavery

The Code Provisions
Involuntary Labor, Human Trafficking, and Slavery. Our suppliers must not use
forced labor - slave, prison, indentured, bonded, or otherwise. Our suppliers must not
traffic workers or in any other way exploit workers by means of threat, force, coercion,
abduction, or fraud. Working must be voluntary, and workers must be free to leave work
and terminate their employment or other work status with reasonable notice. Our
suppliers must bear or reimburse to their workers the cost of all excessive recruiting,
hiring, or other similar fees charged to workers, and all fees and expenses charged to
workers must be disclosed to Amazon and the workers in advance. Our suppliers must not
require workers to surrender government issued identification, passports, or work permits
as a condition of working , and our suppliers may only temporarily hold onto such
documents to the extent reasonably necessary to complete legitimate administrative and
immigration processing. Workers must be given clear, understandable contracts regarding
the terms and conditions of their engagement in a language understood by the worker.
Suppliers must ensure that each of its staffing or recruiting agencies comply with the Code
and with the more stringent of the applicable laws of the country where work is performed
and the worker's home country.
DEFINITIONS
Bonded Labor: Practice in which Sites give high-interest or otherwise burdensome loans
to Workers who either individually or as an entire family then labor at low wages to pay off
the debt.
Employment Eligibility Fees: Fees and costs associated with employment or other work
engagement, including recruitment agency/placement firm fees, visas, health checks,
work permit and work registration fees.
Forced Labor: Any work or service obtained under the threat of penalty or for which the
Worker has not offered himself or herself voluntarily. This includes obtaining labor or
services through force, fraud, coercion, or equivalent conduct that would reasonably
overbear the will of the Worker. Examples include Involuntary Servitude, Bonded Labor and
any form of human trafficking.
Foreign Workers: Workers hired, either directly or through a third-party, whose
citizenship or permanent residence is different from the country in which the Site they are
working at is located.
Involuntary Servitude: Actions intended to cause a Worker to believe that if they do not
continue to provide labor or services; they would suffer serious harm, physical restraint or
the abuse or threatened abuse of the legal system.
Requirements
All Workers at the Site must be voluntarily employed or otherwise engaged (no Forced
Labor, Involuntary Servitude, Bonded Labor, prisoners or slaves).
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Workers freedom of movement must not be unnecessarily restricted. This includes

having access to toilets and drinking water at all times without the need to ask for
permission.
Workers are not prohibited from leaving the facility or dormitory at any time, unless
there is a compelling safety reason to restrict their egress. For example, in the event of
an earthquake it may be safer to not exit the building.
Workers must not be denied permission to leave Site for family emergencies, medical
illness, or use of external medical facilities.
Workers government issued identification or travel documents must not be held by the
Site or a Private Employee Agency (PEAs) except for time necessary for reasonable
administrative processing (e.g. new hire on-boarding or work permit renewal). The Site
may make and retain copies of these documents for reasonable administrative
purposes, but all original documents must be promptly returned to Workers. Workers
must be given lockable personal space to store such documents.
Physical punishment or other abusive practices must not be tolerated. If observed or
reported, these practices must be immediately investigated and addressed by
management.
Overtime must be voluntary and daily quotas must be realistic.
Workers must not be denied mandated meal and rest breaks.
All Employment Eligibility Fees must be disclosed to Amazon and the Workers in
advance. The notice must be in writing, reasonably understandable, and in English and
the local language.
Recommended Best Practices: Managing Foreign Labor Recruited Through an

Agency
-
If you use a recruitment agency, audit it routinely in all locations (countries in which
labor is recruited, and your location) to validate ethical hiring practices and
compliance to Applicable Laws.
Validate that Worker out of pocket recruitment fees are not excessive and that the
Worker is notified in writing up front of the fees. Examples of recruitment fees
include, but are not limited to: deposits, reservation fees, commitment fees, broker
fees, sub-agent fees, and recommendation fees.
Some examples of fees which are not normally considered recruitment fees are:
direct transportation costs, airport taxes, passport and visa fees, documentation
fees (e.g. translation, notarization), insurance payments, medical exam fees, or any
government-required fees.
Set a policy to reimburse Workers for all out of pocket recruitment fees within a
specified time period, such as within the first three months of employment or other
engagement.
Ensure the living conditions for foreign workers, which may be managed and/or
owned by the recruitment agency or local government, are compliant with Applicable
Laws and the requirements outlined in these Standards.
Set up a process to ensure that Foreign Workers are able to return home, such as for
family emergencies or if no longer in your employ.
Validate that the recruitment agency never retains original Worker papers such as
passports except as minimally required for reasonable administrative purposes, like
visa renewals.
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4 Safety and Health

The Code Provisions
Safety and Health. Our suppliers must provide workers with a safe and healthy work
environment, and suppliers must, at a minimum, comply with applicable laws regarding
working conditions and with the standards below.
4.1 Production Areas

The Code Provisions
Occupational Safety. Suppliers must educate workers on safety procedures and also
control worker exposure to potential physical safety hazards by implementing physical
guards, barriers, and/or engineering and administrative controls. Workers must be
informed and receive appropriate education in advance if they will be working with (or
otherwise exposed to) hazardous or dangerous conditions or materials. In addition,
workers must be given appropriate personal protective equipment and educated and
trained on the proper use of such equipment. Suppliers must manage, track, and report
occupational injuries and illnesses.
Physically Demanding Work. Sites must continually identify, evaluate, and control
physically demanding tasks to ensure that worker health and safety is not jeopardized.
Emergency Preparedness and Response. Suppliers must identify and plan for
emergency situations and implement and train their workers on response systems,
including emergency reporting, alarm systems, worker notification and evacuation
procedures, worker training and drills, first-aid supplies, fire detection and suppression
equipment, and unblocked exit facilities.
Machine Safeguarding. Suppliers must implement a regular machinery maintenance
program. Production and other machinery must be routinely evaluated for safety hazards.
Definitions
Bloodborne Pathogens: Pathogenic microorganisms that are present in human blood
and can cause disease in humans. These pathogens include, but are not limited to,
hepatitis B virus (HBV) and human immunodeficiency virus (HIV).
Ergonomic Hazard: A condition or activity that poses a risk of musculoskeletal injury to a
Worker. Sources of risk for ergonomic injury include but are not limited to:
Improper workstation layout, work methods, or tools;
Excessive force required to do task, improper lifting positions, excessive vibration,
body posture, repetitiveness of tasks, workflow, line speed, eyestrain and work/rest
regimens; and
Highly demanding visual tasks, controls, and instruments that are difficult to read or
understand, job demand or pace, job control, and social stressors.
First Aid: Initial emergency care and treatment of an injured or ill person.
Hazardous Chemicals: Any chemical (whether a solid, liquid, or gas) that can harm
people, other living organisms, property, or the environment or otherwise poses a health
or physical hazard if not properly controlled in accordance with the manufacturer
recommendations pertaining to manufacture, use, storage, disposal, and transportation.
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Heat Stress: General name for several medical conditions such as heat exhaustion, heat
cramps (muscle pain or spasms) and heat stroke, commonly induced by working in hot
areas.
Lockout/Tagout (LOTO): Refers to specific practices and procedures to safeguard
Workers from the unexpected energization or startup of machinery and equipment, and
the release of hazardous energy during service or maintenance activities.
Machine Guarding: Methods to protect the operator and other Workers in the machine
area from hazards such as ingoing nip points, rotating parts, flying debris and sparks.
Examples of guarding methods are barrier guards, two-hand tripping devices, interlocks,
etc.
Powered Industrial Trucks (PIT): Any mobile power propelled vehicle used to carry,
push, pull, lift, stack or tier materials. They are commonly known as forklifts, pallet trucks,
tractors, platform lift trucks, motorized hand trucks, rider trucks, fork trucks and lift trucks.
Safety Data Sheet (SDS): Formal document containing important information about the
characteristics and actual or potential hazards of a substance. It identifies the
manufacturer of the substance and usually includes (1) chemical identity, (2) hazardous
ingredients, (3) physical and chemical properties, (4) fire and explosion data, (5) reactivity
data, (6) health hazards data, (7) exposure limits data, (8) precautions for safe storage
and handling, (9) need for protective gear, (10) spill control, cleanup, and disposal
procedures and (11) First Aid procedures.
Note: Previously referred to as Material Safety Data Sheet (MSDS).
Secondary Containment: Containment of Hazardous Chemicals in order to limit the area
of spillage and prevent the impact to the surrounding area and the environment. For a
single container, secondary containment capacity must be sufficient to contain 110
percent of the container volume. For multiple containers, the secondary containment
capacity must be 110 percent of the largest container volume multiplied by the number of
containers.
Requirements General Building and Fire Safety

Note: These Requirements apply to production areas, warehouses, office space,
other work areas, dormitories and canteens.
Sites must determine the appropriate hazard exposure risk to Workers in order to
confirm adequate safety measures are documented, implemented, periodically
reviewed, and continually improved.
All buildings must be structurally safe, as evidenced by valid structural safety
inspection reports (e.g. building occupancy certificate).
An Emergency Response Plan (ERP) is documented and communicated to Workers
such that Workers are aware of emergency procedures. At a minimum, the ERP must
include plans for the ocurrence of violence, fire/explosion, and any natural disasters
normal for the locale (e.g. typhoon, earthquake, tornado, flood).
Emergency Response Plans (ERP)
Each Site should follow procedures defined in an ERP when an emergency situation
occurs. The ERP should include:
- Emergency Response Team: Sites should organize and assign trained Workers to
form an emergency response team (ERT) at each facility. Representatives from the
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ERT should be available during all working shifts. ERT representatives should have
the authority to direct the Sites response to emergencies and confirm protection of
Worker health and safety, the environment and property.
Effective Communication: Sites should have reliable and effective internal and
external mechanisms for notification of emergencies and evacuation of all persons in
the facility. The communications should be audible throughout the entire facility.
Sites should have a process to notify the surrounding community, the public, the
appropriate local authorities and government agencies for all emergency situations
that could affect the public such as chemical spills or hazardous air emissions.
Evacuation and Assembly: Sites should immediately evacuate its facilities in an
emergency situation where the health or safety of Workers may be threatened.
Under the guidance of trained personnel Workers will be directed to pre-designated
and clearly marked safe zones. Workers should not return to work unless and until
the emergency situation is resolved and the facility is designated as safe by the
responsible authorities.
Secondary exits must be available on all building floors.

Emergency exit doors must open to the outside or exterior stairwell and not be locked
or blocked.
There must be no blocked aisles (even temporarily).
Areas in front of emergency exits, fire equipment, control panels and evacuation routes
must be marked and kept clear at all times.
The width of fire exits and evacuation routes must comply with Applicable Laws.
There must be adequate space between each workstation or production line to allow
for free body movement and adequate room for emergency evacuation.
Workers must not be restricted from exiting work area by production equipment or
materials (even temporarily).
Evacuation Maps / Plans must be posted on each floor and be an accurate up-to-date
evacuation map of all process areas, meeting rooms, dining and living areas, and other
public areas. The evacuation map must be in the local language, clearly mark the
viewers position (You Are Here), and clearly detail the nearest exit routes.
Emergency exit signs must be located above all emergency exits, be illuminated, and
comply with Applicable Laws.
Evacuation signs must also be illuminated and comply with Applicable Laws.
Emergency lighting must be located at all emergency exit doors.
There must be no immediate fire hazards (e.g. storage of combustible materials under
staircases).
There must be a sufficient number of fire extinguishers, installed per Applicable Laws.
The extinguishers / hoses must be properly serviced and/or inspected according to
Applicable Laws (but at least every six months), with records kept. Firefighting
equipment must be accessible (e.g. not blocked by materials or missing).
Fire extinguishers must be appropriate to the types of potential fires (e.g. chemical,
paper) in the various areas of the Site and labeled accordingly.
There must be an audible fire / evacuation alarm that will notify occupants throughout
the entire building. This alarm must be different than other alarms and used only for
fires and evacuations. Fire / evacuation drills must cover all shifts and be scheduled at
least every 6 months.
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Assembly areas / safe zones for evacuations and other emergency situations must be
designated in advance and clearly marked. The assembly areas /safe zones must be
unobstructed, open spaces for assembly of Workers during emergency situations.
There must be individuals on-Site that are trained in fire safety available for all shifts.
Electrical panels must be properly marked and maintained per Applicable Laws (e.g.
protected against accidental contact, disconnects (breaker switches) are identified and
corrected).
Electrical wiring must be in good and safe condition (e.g. no bare wiring, insulation
intact).
Recommended Best Practices: Management of Contractors (Including

Subcontractors)
Develop and implement process and procedures to reduce or eliminate health, safety
and environment risk associated with contractor (including subcontractor) activities.
- Prequalification form completed by each contractor which includes:
- Historical Environmental, Health and Safety (EHS) performance
- Minimum liability insurance requirements ($1 million USD per incident/$2 million
USD aggregate)
- Implementation of applicable safety programs and training
- Evaluation process for accepting or rejecting contractors
- Documented listing of qualified contractors
- Annual evaluation of listed qualified contractors
- Pre-Job Orientation - Each facility should conduct a contractor pre-job orientation
which includes at a minimum:
-Orientation of facility including emergency exits, alarm recognition, and actions
to take in the case of an emergency;
-Verification of any required contractor training and certifications;
-Verification of Safety Data Sheet (SDS- formerly known as Material Safety Data
Sheet or MSDS) for any chemicals brought on Site;
-Review of the equipment brought on Site to confirm it is in good condition and
complies with all Applicable Laws;
-Review of all Applicable Laws (including EHS regulations) as well as facility EHS
policies and procedures;
-Review of general safety rules;
-Review of housekeeping, cleanup and disposal requirements;
-Review of safety incident reporting process; and
-Review of process for handling noncompliance issues.
- Monitoring - Each facility should have a monitoring process for contractors.
- Level of monitoring should be determined by level of risks involved with tasks.
- Process for handling noncompliance - Each facility should have a process for
addressing a contractors noncompliance with the Code or Applicable Law.
- Training - All Site managers, supervisors and Workers should be trained on Worker and
contractor safety.
Requirements Warehouse Safety
The Site must have a fire suppression system. Type used should be dependent on type
of materials stored in warehouse. Examples include a water sprinkler system or
chemical spray system.
Materials in the warehouse or production areas must be stacked safely (no tip, spill or
fall hazards).
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Appropriate fall protection must be worn when working from heights.

Barricades and warning signs must be placed so as to prevent unauthorized access into
areas where hazards may exist.
Above ground tanks must be labeled to indicate contents with appropriate warning
signs.
Requirements - Equipment Safety
Machinery and equipment must have a regularly scheduled preventative maintenance

program.
Machine Guards must be adequate to protect Workers and not be modified in any way.
All machinery with exposed moving mechanical parts must be equipped with
appropriate safety devices.
The Site must have licenses/certificates for machines or equipment as required by
Applicable Laws.
Lockout/Tagout programs must be followed to keep all personnel and equipment
operators safe during operations such as maintenance, un-jamming of machines,
changing of dies/molds or machine parts or needle changes. Sites must have
documented procedures to isolate energy and other machine hazards specific for each
type of equipment when service or maintenance is performed. Responsible personnel
must be trained and the program must confirm that (i) there is no bypassing or
defeating of guards and/or (ii) interlocks cannot be operated until the Lockout/Tagout
device is removed.
Hot work (e.g. welding, cutting, and brazing) appropriate procedures, including
permitting and fire watches, must be implemented.
Battery recharge and refilling stations must be safe, secure, in an identified location,
and located in a well-ventilated area.
If liquid batteries are used the area must have a spill hazard kit.
When battery re-charing is performed the elecritcal circuitry must be designed to
handle the load (e.g. no sparks, no breaker trip) and electrical wiring must be
adequate (tracked to a circuit breaker).
No smoking is allowed within 100 ft (~30 m) of the battery re-charge and refilling
station, and nothing that could cause sparks/arcs (e.g. metal tools) must be located
in the area.
A Powered Industrial Trucks (PIT) safety program must be implemented where PITs are
used, and at a minimum it must cover:
Vehicle safety requirements;
Periodic preventative maintenance (including any statutory inspections of lift truck
equipment and accessories);
Pre-use inspection to confirm safe working condition;
Written safe operating rules;
Segregation of pedestrians and PITs;
Reporting of all incidents and near misses; and
Licensing as required by Applicable Laws.
Recommended Best Practices: Motorized Transportation (PIT - Powered

Industrial Trucks)
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Each Site should implement procedures for PIT and traffic management which should
include at a minimum the following:
- Consideration of one-way systems to reduce or eliminate the need for reversing
where possible;
- Protection from vehicles reversing (e.g. reversing alarms, spotter, etc.);
- Site speed limits;
- Use of convex mirrors at blind spots (if blind spots cannot be eliminated);
- Installation and maintenance of external lighting;
- Personal protective equipment (e.g. high visibility jackets, safety harness, safety
shoes, etc.);
- Site driving rules;
- Management of external/third-party drivers (e.g. Site rules, smoking, security
controls and waiting arrangements);
- An inspection checklist to confirm vehicles should be in good working order (e.g.
lights, brakes, tires, etc. are properly maintained); and
- Safety precautions for drivers and Workers during loading and unloading.
A loading, unloading and storage of materials safety program must be implemented

and it must include policies and procedures that at a minimum address:
Loading bay/dock safety and working within racking systems;
Measures to prevent unplanned departure of vehicles before loading and unloading
operations begin;
Measures to confirm uncoupled trailers are stable;
Inspection of trailers (particularly when PITs are used);
Guarding of loading bays/docks when not in use;
Safe stacking of materials (height, leaning);
Each racking installation must display an unique identification number and the safe
or maximum working load;
Only trained Workers will carry out new racking installations, repairs, modifications
or removal;
An inspection of racking installations must be completed by a trained Worker (where
there is an identified risk of damage or injury from racking); and
If problems are identified they must be reported and repaired immediately.
Requirements Worker Health and Safety
Site must have a health and safety committee; and a Management Representative
responsible for health and safety.
Pregnant women must not perform hazardous or dangerous tasks and female Workers
must not be exposed to health and safety risks that endanger reproductive health.
Personal protective equipment (PPE) must be available free of charge (e.g. earplugs,
chemical handling gloves, metal mesh gloves for cutters, goggles/eye protection,
chemical grade masks), be properly utilized, sized correctly, and maintained in good
condition. PPE required per the Safety Data Sheets (SDSs) must be used and
documented in the relevant work instructions. Examples include the following:
Eye protection such as safety glasses or goggles to guard against flying objects or
dust.
Face shields to protect against chemical or hot metal splashes, flying chips and
sparks, heat and other hazards.
Aprons to protect against chemical splashes.
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Hearing protection such as ear plugs or muffs for high noise areas.
Head protection such as hard hats to protect against impact from falling, flying, and
moving objects as well as knocking into objects.
Foot protection such as safety shoes with guards that are designed to protect
against impact, crushing injuries or punctures.
Where acids, bases, lubricants, water and other liquids are used, Workers must wear
slip-resistant and/or chemical-resistant shoes.
Hand/Arm protection such as finger guards/cots, thimbles, gloves and sleeves are
used to protect against cuts, scratches, bruises, burns and chemical contact.
Respiratory protection such as masks to protect against chemicals, dusts or vapors.
The appropriate respirator types must be selected for the specific hazard and
personnel must complete medical exams and training prior to their use.
Complete and adequate (e.g. must be in local language) Safety Data Sheets (SDSs) for
all chemicals utilized must be on Site and available to all Workers.
Workers must not be exposed to Hazardous Chemicals or substances without proper
PPE and other appropriate safety measures.
Chemicals and hazardous materials must be stored in a well-ventilated area designed
for and dedicated to storage of such substances.
Chemicals must be stored in appropriate Secondary Containers that are kept off the
ground, and labeled properly with safety precautions.
Recommended Best Practices: Maintain Controls for Chemical Warehouses and

Storage Areas
- Appropriate fire control equipment (e.g. extinguisher, hose, sand) should be installed.
- Temperature and humidity measurement and control devices should be installed.
- Secondary Containment should be (i) 110% of the largest container volume multiplied
by the number of containers, and (ii) a dike or ditch to contain liquids and prevent
spillage out of the storage area.
- Anti-static or explosion proof electrical devices for flammable and combustible
chemical storage should be used.
- Appropriate personal protective equipment (PPE) made available for use and actually
used.
- Emergency equipment including safety shower, eyewash and spill kit available.
- No Smoking signs should be posted.
Site must provide potable drinking water available on each floor.

Site must have a program to manage temperature to confirm working conditions and
temperature are reasonable and appropriate, including a policy to address Heat Stress
concerns.
Recommended Best Practices: Implement a Heat Stress Prevention Program

A Heat Stress prevention program should be implemented and include procedures to
reduce or eliminate the risk associated with heat induced illnesses and injuries.
Develop and implement a written Heat Stress prevention program including:
- Designating supervisors responsible for the program.
- Determining implementation steps for the program.
- Creating control measures used to eliminate or reduce Heat Stress risks.
- Selecting and distributing protective clothing.
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Determine work practices used to eliminate or reduce Heat Stress risk including :
- Water replenishment during the shift as needed.
- Worker access to shade at all times for preventative recovery periods.
- Responding to symptoms of possible Heat Stress.
- Contact provisions for emergency medical services.
- Identifying workplace, living quarter and work assignments where a potential for
Heat Stress exists.
- Use of air conditioners and/or fans.
Provide comfortable and safe working temperature conditions. Appropriate work
temperature ranges:
- Sedentary work: 16 C (60 F) to 30 C (86 F).
- Work involving physical effort: 13 C (55 F) to 27 C (81 F).
If work temperature ranges cannot be maintained, heat/cold stress procedures must
be implemented including engineering, administrative controls and/or personal
protective equipment to minimize the effects of heat/cold stress.
Provision of accessible potable drinking water sufficient to provide each Worker up to
one quart per hour. When temperatures exceed 30 C (86 F), ice should be provided
to cool the water.
Workers should have access to shade during entire shift and as a general rule there
should be enough shade to accommodate, at the same time, 25 percent of the
Workers on a shift.
If the interior of a vehicle is used to provide shade, it should have an air conditioner
that works.
Metal storage sheds and other out-buildings do not provide shade unless they
provide a cooling environment comparable to shade in open air. For example, they
should be mechanically ventilated or open to air movement.
Shade should be accessible within a time frame not to exceed 200 meters or 5
minutes by walking.
Adequate First Aid kit with proper medical supplies available on each floor. At a
minimum, the following must be provided: adhesive Band-Aids, antiseptics, alcohol
wipes, disposable gloves, adhesive tape, scissors, eyewash solution, and antiseptic
ointment.
Individuals trained in providing First Aid must be available on all shifts. Required
medical care must be readily available as required by Applicable Laws.
Management of Bloodborne Pathogens
A Bloodborne Pathogens program should be implemented and include procedures to

reduce or eliminate the risk of occupational exposure to Bloodborne Pathogens.
Program should include procedures to prevent contact with blood or other potentially
infectious materials (all body fluids should be considered potentially infectious).
Program should include:
- Readily available hand washing facilities and disinfectants for potential Bloodborne
Pathogen contaminated spills.
- Disposal of equipment, product or material suspected to be contaminated with
Bloodborne Pathogens in closable, biohazard-labeled bags and containers.
- Safe disposal of contaminated materials in accordance with Applicable Laws
regarding regulated waste.
- Personal protective equipment (PPE) available (e.g., disposable gloves, CPR guards,
etc.).
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-
Disposal container for sharp objects available (e.g., glass, blades, sewing needles,
etc.).
Eye wash/shower station must be easily accessible to Workers and be located close to
chemical handling or storage areas.
The Site must have adequate lighting and ventilation.
Recommended Best Practices: Maintain Adequate Lighting Based on Working

Conditions
Adequate lighting should be provided to confirm safe working conditions and comply
with Applicable Laws or the working conditions described below, whichever is higher:
- Rarely visited locations with limited perception of detail required (e.g. janitorial
storage room, closets) = 50 lux
- Facility floor or any continuously populated area (e.g. walkways) where fine detail
perception is not required = 200 lux
- General office space = 500 lux
- Machine operated workstations, bench work or stations that require fine detail
perception = 750 lux
Source: Evaluation of Human Work, Second Edition 1995, Wilson and Corlett
Worker exposure to noise levels must be appropriately identified and addressed.

Workers in areas of high noise must be supplied with and wear proper hearing
protection (e.g. ear plugs, ear muffs) and be trained on their proper use. Warning signs
must be posted in these Mandatory Hearing Protections areas. Hearing testing
requirements must be compliant with Applicable Laws.
Evaluation of Ergonomic Hazards on Workers health and safety. The evaluation must
be conducted on all jobs and tasks with identified potential Ergonomic Hazards, and
must include documentation of risk regarding at least:
Lifting;
Work duration / repetition;
Vibration (e.g. arms or full body);
Control of operating speed; and
Contact pressure (e.g. fingers, palms and forearms).
Workers must have adequate space between workstations to allow free body
movement and adequate room for emergency evacuation.
Recommended Best Practices: Training on Ergonomic Hazards

- All Workers and supervisors should be trained to understand Ergonomic Hazards and
proper working posture.
- Each Workers training should include instruction on how to perform his or her specific
job in a manner that minimizes risk of Ergonomic Hazards.
- Workers use of risk-minimizing postures and movements should be reinforced on an
ongoing basis.
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If transportation is arranged for Workers (e.g., around the campus, to and from the
dormitory), it must be safe and well-maintained, and vehicle drivers must be licensed
per Applicable Laws.
The Site must maintain an accurate log of injury and illness.
Recommended Best Practices: Root Cause Analysis for Injuries and Illness
The Site should have a process for reporting injury and illness that includes:
- Self-investigate, and support any investigation by proper authorities, the cause(s) of
any injuries or illness.
-
Create and maintain records of investigations.
Provide Workers with training and guidance on means to avoid similar incidents in
the future.
Sites must report any fatality or any accident requiring hospitalization to Amazon
within 24 hours of the incident. Report must include at least:
Location of facility;
Location of accident;
Date and time of accident;
Site description;
Accident description;
Injury description;
Number of injured, dead, and/or missing; and
Control measures and remedial actions.
4.2 Common Areas Dormitory, Canteen, Toilets

The Code Provisions
Sanitation and Housing. Workers must be provided with reasonable access to clean
toilet facilities and potable drinking water. If suppliers provide a canteen or other food
accommodations, they must include sanitary food preparation, storage, and eating
accommodations. If suppliers provide residential facilities for their workers, they must
provide clean and safe accommodations. In such residential facilities, workers must be
provided with emergency egresses, reasonable and secure personal space, entry and exit
privileges, reasonable access to hot water for bathing, adequate heat and ventilation, and
reasonable transportation to and from work facilities (if not reasonably accessible by
walking).
Definitions
Canteen: A cafeteria that serves prepared meals that is usually located close to the Sites
operations and Dormitory areas.
Dormitory: A building containing private or semi-private rooms for residents, usually with
common bathroom facilities and recreation areas.
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Requirements Dormitory Location, Safety and Living

Arrangements
Evacuation routes must not be blocked (e.g., furniture or refuse placed in hallway or in
front of fire exit) and there must be sufficient emergency lighting and signs.
Each dormitory room should have a smoke detector, and smoke detector functionality
should be checked at least annually.
The Dormitory building must be structurally safe (as evidenced by a certificate of
occupancy or equivalent document) and in separate buildings from any work areas or
warehouses.
Dormitory rooms, common use rooms, hallways and staircases must have adequate
lighting.
Dormitories must be located no more than a 15 minute walking distance from the work
area; or else scheduled and reasonable transportation must be provided for Workers.
First Aid kits must be accessible 24/7 in each Dormitory (no more than a 5 minute wait
for access if located in a manager or security guard office). Alternatively, there can be
an on-campus 24/7 medical clinic no more than about a 5 minute walk away.
Electrical wiring must be in good condition (e.g. no exposed wires).
Facilities must be in good repair and routinely inspected by the Site. A process must be
provided for Workers to notify the Site management of needed repairs and to escalate
other accommodation-related concerns.
Smoking is not allowed in the Dormitory except in designated smoking areas.
Recommended Best Practices: Dormitory Safety and Living Arrangements
Male and female living spaces should be segregated.

Dormitory rules and regulations must be provided to Workers and posted in visible
locations (e.g., guidance on sanitation, hygiene, visitation hours, and security rules).
Power cords to appliances must be properly grounded and in good condition (e.g.,
cords not frayed, plugs not broken).
The Site should acknowledge requests and concerns within one business day and
communicate a resolution path. Critical safety and health issues should be fixed
within 24 hours of becoming aware of the issue unless extenuating circumstances
prevent it. For example, lighting and running water must be continuous, and doors
and locks must be repaired when broken.
Workers providing services for the benefit of Amazon (Amazon Workers) should,
when possible, not share building floors with others. Only Amazon Workers should
reside in the Amazon Worker areas, and rooms should only be shared with other
Amazon Workers.
Requirements Dormitory Cleanliness and Personal Space
Potable drinking water must be available inside the Dormitory at all times.
Common areas must be routinely cleaned (e.g., hallways, stairwells, common rooms).
Effective pest control measures must exist. The presence of insects, rodents or other
pests must be controlled.
A single Dormitory room should have no more than eight Workers.
Facilities must have adequate ventilation and temperature control appropriate for the
region. It must be heated in cold weather and cooled in hot weather.
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Each Worker must be provided with their own sleeping area and a mattress or mat. If
bunk beds are utilized, there must be a vertical clearance of no less than 0.7 m
between bunks. Bunk beds may not have more than 2 beds.
All Dormitory doors and windows should be lockable, provided with mosquito screens
where conditions warrant, and have a privacy covering (e.g., curtain).
Each Worker must be provided with at least 0.5 cubic meters locked storage space for
their personal possessions which is available to them 24/7 within the Dormitory.
Recommended Best Practices: Dormitory Cleanliness and Personal Space
Facilities should be provided in the Dormitory to wash laundry. Alternately, a free

laundry service should be provided.
Facilities, including areas such as hallways, stair wells, restrooms, break rooms, and
the exterior perimeter of Canteens and Dormitories must be kept clean. Garbage
should be removed, floors washed, and in general the facilities should appear clean.
The Site should provide at a minimum a cleaning service of public areas twice a
week.
A single Dormitory room should have no more than four Workers with a minimum 5.5
square meters of floor space per person, or alternately a larger living space that
adheres to the 5.5 square meters per person minimum.
Facilities should be heated in cold weather and cooled in hot weather.
At least one electrical outlet should be provided per Worker in the Dormitory room
for personal use.
A Dormitory room should have at least one window. Windows should also have an
appropriate privacy covering (e.g., curtain).
The Site should provide a move-in checklist to the Workers. There should be no
move-in until the checklist is completed.
The Site should provide free internet Wi-Fi and electricity to the Workers.
The Site should make every effort to notify Workers of maintenance and inspection
schedules (e.g., the cleaning schedule for common areas and Dormitory rooms
should be posted; inspections and other access required for maintenance should be
pre-announced and scheduled).
After termination, a Worker should be provided with up to one week to vacate the
Dormitory, unless there is a perceived personal security concern to Workers.
Requirements - Canteens and Food
Food preparation areas, if provided in Dormitories or in the workplace, must be sanitary

and include eating and cleaning accommodations.
Canteens must have sufficient space and seats to accommodate the number of
persons utilizing the space at any one time.
Canteens and on-site food vendors must have appropriate hygiene certificates (e.g.
license) for their facility and its workers per Applicable Laws.
Food must be stored and handled in a sanitary fashion.
All food service and preparation areas, including floors, surfaces and equipment, must
be kept clean and sanitary. Garbage containing food waste must be stored in leakproof, non-absorbent containers and removed from the building daily.
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Recommended Best Practices: Proximity of Canteen/Food to Dormitory or
Worker Housing
If food is not commercially available within a 15 minute walk from both the
workplace and Dormitory, a Canteen option should be provided.
Canteen should be within a reasonable walking distance from both the Dormitory and
work areas, not exceeding a 15 minute walk, else scheduled and reasonable
transportation should be provided for Workers.
Canteen hours of operation should accommodate meal break times for all work shifts
and provide meals to Workers on non-working days.
Canteen food should have a nutritional balance typical for the region and should be
culturally sensitive to the region. In addition, it should be sufficient to support
normal adult daily caloric requirements.
Recommended Best Practices: Management of Food Service Vendors

Any vendor providing food services at a Site or to Workers:
- Should have its personnel undergo medical examination and be certified as free from
communicable diseases at least annually.
- Should understand and follow procedures for reducing the transmission of
communicable diseases.
- Should have its personnel wear hairnets, gloves and aprons while preparing and
serving food.
- Should have its personnel thoroughly wash and disinfect hands prior to coming into
contact with food.
- Should meet the following standards regarding food preparation and consumption
areas:
- Should be clean and disinfected;
- Have washbasins that provide both hot and cold running water;
- Cooking, serving and eating utensils are washed and disinfected after each use;
- Tabletops and counters should be cleaned and disinfected after each use;
- Should be free of rodent, insect and pest infestations;
- Store garbage and refuse in leak proof, non-absorbent containers that are
emptied daily;
- Cooking oils should not be disposed into sanitary or storm water drains; and
- Have mechanical refrigeration that is capable of maintaining required
temperature.
- Should provide information and training to its personnel relating to risks resulting
from improper food handling. This training should include:
- Review of risk assessment and procedures;
- Food safety and storage requirements;
- Personal hygiene;
- Food borne illness and communicable disease awareness; and
- Kitchen safety practices.
Requirements - Toilets and Showers

Toilet and shower facilities must meet the following criteria:
Must be segregated by gender, except for family accommodations.
All toilets must be well stocked with toilet paper or culturally-appropriate personal
cleaning accommodations (i.e. water washing) within each restroom stall.
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Public or floor restrooms must have a Worker to unit ratio of no more than 15:1,
unless Applicable Law specifies a lower ratio.
Restrooms located within a Dormitory room or living unit must have a resident to
unit ratio of no more than 8:1, unless the Applicable Law specifies a lower ratio.
Toilet and shower areas must have appropriate privacy (stalls with doors), and must
be well lit, ventilated and sanitary.
Hot and cold pressurized water must be available for showers.
Workers must have access to clean, running water for hand-washing near toilets.
Hand wash facilities must consist of a tap and a basin, and in public or floor
restrooms have soap and hygienic means of drying hands.
Worker to hand wash facility ratio must be no more than 15:1 for public or floor
restrooms.
Worker to hand wash facility ratio must be no more than 8:1 for restrooms located
within a Dormitory room or living unit.
Shower facilities must be located in the Dormitory building, or in a nearby facility
within a 5 minute walking distance, and accessible daily to all working shifts.
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5 Wages and Benefits

The Code Provisions
Wages and Benefits. Our suppliers must pay their workers in a timely manner and
provide compensation (including overtime pay and benefits) that, at a minimum, satisfy
applicable laws. Suppliers must provide to their workers the basis on which workers are
being paid in a timely manner via pay stub or similar documentation. Deductions from
wages as a disciplinary measure are not permitted.
Definitions
Base Wage: The minimum amount of wages per hour/week/month the Worker is entitled
to receive for Regular Working Hours per Applicable Law or contract agreement, whichever
is higher. May include allowances (such as for food and housing) unless prohibited by
Applicable Law. Base Wage excludes Overtime pay, discretionary pay, and bonuses. Base
Wage may be higher than Minimum Wage, but cannot be lower.
Benefit(s): Compensation in addition to Base Wages and Overtime pay, including but not
limited to holiday leave, vacation leave, contingency leave (such as maternity and sick
leave), retirement and social security, insurance, workmans compensation and so forth.
Minimum Wage: Legally mandated minimum pay per hour/week/month. It excludes
allowances, Overtime pay, discretionary pay, and bonuses. If there is a difference between
the legally mandated minimum pay specified in national, state or local Applicable Laws,
the highest amount shall apply.
Overtime: Work performed in addition to Regular Working Hours as defined by Applicable
Laws.
Regular Working Hours: Normal hours worked as determined by Applicable Laws, the
Code and any work contract (whichever stipulates the fewest hours to be worked).
Requirements
Each time a Worker is paid, written payment records (e.g. pay stubs) must be provided
in the local language for the whole pay period. The payment record must include at
least the following information:
Pay period and wage payment dates.
All Regular Working Hours and Overtime hours worked.
Wage rates for hours of work.
Totals for Regular Working Hours and Overtime compensation.
All additional compensation such as individual/team bonuses.
All deductions/withholdings (with itemized amounts and descriptions of the
deductions/withholdings).
Workers must be paid at least the Minimum Wage, not including bonuses.
The Site must demonstrate that piece-rate Workers (i.e., Workers that are paid per unit
of production rather than hourly/weekly/monthly) are guaranteed at least the Minimum
Wage, not including bonuses.
Workers must be fully compensated for all Overtime hours in accordance with
Applicable Laws.
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Workers must be paid in a regular and timely manner.

Earned wages must not be withheld for any reason unless mandated by Applicable Law.
The Site must have procedures in place for Workers to question wages paid and
adjustments to their pay.
The Site must maintain a true, detailed and accurate record of hours and wages.
Records must, at a minimum, include: payroll register, time records, piece-rate records,
leave and bonus compensation, and paystubs.
Workers must have written and understandable details in the local language regarding
their employment or other work status and compensation.
Workers must receive training so they understand the payment format.
The Site must provide paid holidays and vacation as required by Applicable Law.
The Site must provide all Benefits required by Applicable Laws and encourage Workers
to participate.
The Site must have documentation to support Workers consent to make voluntary
deductions from their pay.
The Site must not implement any disciplinary wage deductions, nor any deductions not
provided for by Applicable Law, without the express written permission of the Worker
concerned. Performance or behavioral issues must be dealt with by other performance
management methods, which may include counseling, warnings and/or ongoing
training.
Note: This does not prevent Sites from restricting or eliminating discretionary bonuses
based on the Sites or individuals performance.
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6 Working Hours
The Code Provisions
Working Hours. Except in unusual or emergency situations, (i) suppliers must not require
a worker to work more than 60 hours per week, including overtime, and (ii) each worker
must be entitled to at least one day off for every seven-day work period. In all
circumstances, working hours must not exceed the maximum amount permitted by law.
Definitions
Day of Rest: Period of 24 consecutive hours during which Worker does not work.
Emergency or Unusual Situations: Events or circumstances that substantially disrupt
production and are out of the ordinary and out of the control of the Site, including
earthquakes, floods, fires, national emergencies, unpredictable and prolonged loss of
electrical power, and periods of prolonged political instability. This may also include
unforeseen circumstances outside the ordinary course of business such as machinery
breakdowns or disruption in the supply chain. Situations that can be reasonably predicted
and thus planned for will not be considered either unusual or emergency situations,
including peak production periods, machinery maintenance, holidays, and seasonal
fluctuations.
Hourly Workers: Workers, such as associates or production line Workers, which are
required by Applicable Laws to be compensated on an hourly basis (non-exempt Workers).
Hourly Workers do not include management staff or others paid on a salaried basis as
allowed by Applicable Law.
Time Keeping System: Accurately recording Hourly Workers daily work hours in a
timely manner. The time keeping system must be used for recording both start and stop
times. Both regular and overtime hours must be recorded on the same time document and
in the same system. Wages of Hourly Workers must be calculated based on all hours
worked tracked by the Time Keeping System.
Note 1: Timely manner is ordinarily defined as no more than 15 minutes, before or
after the shift.
Note 2: To promote accuracy, reliability and transparency, ordinarily Time Keeping
Systems must be mechanical or electronic.
Requirements
The scheduled work hours, overtime hours and breaks must be well documented (e.g.
break times are posted in public areas of the Site or written in an employee handbook).
Workers confirm in audit interviews that they consistently complete their breaks (i.e.
they do not work through them).
The number of regular work hours in a week complies with Applicable Laws.
Except in Emergency or Unusual Situations, Site must limit the actual hours worked by
each Hourly Worker to no more than 60 hours per workweek, consisting of a maximum
of 48 regular hours and 12 hours of overtime, to the extent permitted by Applicable
Laws.
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In no event may working hours or overtime hours exceed the hours permitted by
Applicable Law.
Workers must have the right to refuse overtime when it is not scheduled.
Hourly Workers must have at least one Day of Rest each week.
Work hours must be recorded by Workers themselves utilizing a systematic (manual
time cards; swipe card; time punch) Time Keeping System.
Note: Workers are allowed to clock in no more than 15 minutes before start of their
scheduled work time.
Local Overtime Permits or Flexible Work Hour Permit or Comprehensive
Working Hours System. If Applicable Law allows Sites to apply for permission for
Workers to work additional hours beyond those regularly permitted, Site may apply for
and utilize such permit, provided:
The permit is obtained in accordance with the requirements of Applicable Law.
The permit is issued at the municipal level or higher.
The Site is maintaining working hours in accordance with the permit.
A copy of the permit is posted in the workplace.
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7 Anti-discrimination
The Code Provisions
Anti-discrimination. Conditions of working must be based on an individual's ability to do
the job, not on personal characteristics or beliefs. Our suppliers must not discriminate on
the basis of race, color, national origin, gender, sexual orientation, religion, disability, age,
political opinion, pregnancy, marital or family status, or similar factors in hiring and
working practices such as job applications, promotions, job assignments, training, wages,
benefits, and termination. Suppliers must not subject workers or applicants to medical
tests that could be used in a discriminatory manner.
Definitions
Discrimination: Practices that use Worker race, color, national origin, ethnicity, gender,
sexual orientation, religion, disability, age, political opinion or affiliation, pregnancy,
marital or family status, social status, actual or perceived HIV status, legal migrant Worker
status or similar factors as a basis for hiring, compensation, promotion, termination and
retirement practices, and access to training.
Requirements
The Site must have a written policy prohibiting Discrimination.

Workers must be treated solely on their ability to perform the job effectively. It begins
with the hiring process, continues to the job assignment and training, and applies to all
compensation decisions and the termination of ones employment or other work status.
All working decisions (e.g. disciplinary procedures, personnel policies, work rules and
practices, opportunities for overtime, wage, benefit or advancement) must be based on
the Workers ability and qualifications and documented as such; and not on
Discriminatory or similar factors.
Pregnancy or HIV testing may not be conducted as a condition of initial or continued
employment or other work status (unless explicitly required by Applicable Law).
Contraceptives may be made available to Workers, but Workers should never be
required to use them.
Workers must be treated with religious tolerance and cultural sensitivity.
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8 Fair Treatment
The Code Provisions
Fair Treatment. All workers must be treated with respect and dignity. Our suppliers must
not engage in or permit physical, verbal or psychological abuse or coercion, including
threats of violence, sexual harassment, or unreasonable restrictions on entering or exiting
work and residential facilities. Workers must be free to voice their concerns to Amazon or
its auditors, and allowed to participate in the Amazon audit process, without fear of
retaliation by supplier management.
Definitions
Harassment: Unwanted behavior of a repetitive or singular instance that can take place
(i) between a manager/supervisor and a Worker, (ii) between Workers, or (iii) between
Workers and service providers, clients, or other third parties.
Physical Abuse: Includes use or threat of physical discipline (corporal punishment), or
throwing objects.
Progressive Discipline: A process for escalating disciplinary actions through
progressively more serious steps such as verbal warning, written warning, suspension and
termination.
Psychological or Verbal Abuse: Includes screaming, threatening, or using demeaning
words toward Workers or using words or actions that attempt to diminish Worker selfesteem.
Sexual Harassment or Abuse includes:
Unwelcome sexual actions, comments, jokes, or innuendos, including comments
about a persons body, appearance, or sexual activity. This includes displaying
pornographic materials or sexually explicit images.
Advances or propositions of a sexual nature.
Unwelcome physical conduct including assault, impeding or blocking movement or
physical interference.
Unwelcome physical conduct is made either explicitly or implicitly a term or
condition of a Workers employment or other work status or such conduct has the
purpose or effect of unreasonably interfering with the Workers performance by
creating an intimidating, hostile, or sexually offensive environment.
Offering preferential work assignments or treatment in actual or implied exchange
for a sexual relationship or sexual favors.
Subjecting Workers to prejudicial treatment in retaliation for refused sexual
advances.
Note: Occasional compliments that are socially and culturally acceptable are
acceptable unless they make an individual uncomfortable.
Workplace: A physical place in which any of the following occur:
Workers conduct work or frequently enter for business.
Employment-related business is conducted as a result of employment or other work
status responsibilities/relationships.
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Work-related social functions, conferences and training sessions, official business
travel and meals, promotional campaigns organized for client or partners, telephone
conversations, and communications through electronic media.
Site provided or arranged living quarters.
Requirements
The Site must have a written Progressive Disciplinary system.

Supervisors must not use Physical Abuse, Psychological or Verbal Abuse, Harassment,
or other abusive practices (including without limitation Sexual Harassment).
Harassment in any form is not permitted in the Workplace, including monetary fines
and posting of names of poor performers.
Female Workers must not be subject to full body searches by male security guards.
Workers must not incur disciplinary payroll deductions.
The Site must maintain written records of any disciplinary actions taken.
Recommended Best Practices: Management of On-site Security Personnel

Security personnel should conduct routine and emergency activities in such a way as to
maintain the highest levels of safety and security, while also protecting the dignity of
Workers.
This includes the following:
- Written Policy: Site should have a written security policy that includes
requirements for appearance, personal conduct, responsibility and knowledge of
Applicable Laws. Security personnel should be trained on their roles and
responsibilities.
- Use of Force: Security personnel should conduct their daily duties with courtesy and
respect for all Workers and visitors. No force should be used in routine job
performance except in situations when self-defense is absolutely necessary (i.e.,
there is clear and present danger to themselves or other Workers). The use of force
in these limited circumstances should be proportional to the situation and within the
boundaries of Applicable Law.
- Crisis Management: When a crisis situation involving violence or potential violence
against personnel or property is identified, security personnel should immediately
notify the Sites management. Such crisis situations should be documented.
- Use of Weapons: The carrying of weapons of any kind is not recommended unless
security personnel are required to be armed for the protection of Workers in
countries where violence is frequent. In such cases, the Site or security service
provider should have a system in place that provides training for the proper use,
handling, storage and maintenance of such weapons.
- Worker Searches: If Worker searches are necessary to guard against theft or illegal
activities, the Site should first consult with the local labor bureau or other
appropriate government agency regarding standards for conducting such searches.
Worker searches, which include patdowns and opening hand bags, etc., should be
applied equally to all Workers regardless of position. All Worker searches should be
conducted in the open and any physical searches should be performed with respect
for the individual and by security personnel who are of the same gender as the
Worker.
- Dormitories: Dormitory (or other living quarters) security personnel should confirm
that security services are available on-Site for the protection of Workers and the
separation of men and women. Curfews should not be implemented. If a curfew is
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mandated by Applicable Laws, Workers should be informed of the roles of security in

enforcing the curfew.
Training: All security personnel should be trained on the Sites security policies and
Harassment and abuse policies. All job-related training should be documented.
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9 Freedom of Association
The Code Provisions
Freedom of Association. Our suppliers must respect the rights of workers to establish
and join a legal organization of their own selection. Workers must not be penalized or
subjected to harassment or intimidation for the non-violent exercise of their right to join or
refrain from joining such legal organizations.
Definitions
Worker Organization: Any legal organization of any kind in which Workers participate
and which exists for the purpose, in whole or in part, for furthering and defending the
interests of Workers (including, without limitation, labor unions).
Requirements
No unlawful interference by the Site in Workers attempts to collectively bargain or

form, organize, attend or otherwise participate in a Worker Organization.
Workers who have attempted to collectively bargain or form, organize, attend or
otherwise participate in a Worker Organization must not be threatened with termination
or be terminated by the Site, in each case, as a result of such attempt to collectively
bargain, form, organize, attend or participate.
The Site must engage with Worker Organizations to the extent required by Applicable
Laws.
Site must not have a policy (either written or unwritten) of refusing engagement of
Worker Organization members.
Hiring process must not contain questions related to Worker Organization affiliation.
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10 Ethical Behavior
The Code Provision
Ethical Behavior
No Bribery. Our suppliers must not offer nor accept bribes or other means of obtaining
undue or improper advantages to anyone for any reason, whether in dealings with
governments or the private sector. Our suppliers must not induce Amazon employees to
violate our Code of Business Conduct and Ethics posted at: http://phx.corporateir.net/phoenix.zhtml?c=97664&p=irol-govConduct
Anti-Corruption. Suppliers must comply with applicable anti-corruption laws, including
the United States Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and
not offer anything of value, either directly or indirectly, to government officials in order to
obtain or retain business. Suppliers must not make illegal payments to government
officials themselves or through a third party. Suppliers who are conducting business with
the government officials of any country must follow Amazon's guidance on the law
governing payments and gifts to governmental officials.
Whistleblower Protections. Suppliers must protect worker whistleblower confidentiality
and prohibit retaliation against workers who report workplace grievances. Suppliers must
create a mechanism for workers to submit their grievances anonymously.
Definitions
Requirements
The Site must allow full access to the facility for assessments / audits. The Site must
also allow access to requested documentation, records and Workers for interview
purposes.
Note: Requests for limited access must be pre-approved during audit scheduling by
Amazon Social Audit team.
Documents provided during audits must not be intentionally falsified.
Government issued IDs or permits must not be expired.
Wage, benefit and health information required by Applicable Laws must be posted in
local language.
Workers must not be intentionally coached with misleading, inaccurate information
for the purpose of providing standard answers to questions asked by auditor.
Auditors must not be offered bribes nor threatened.
The Site must not offer bribes directly or indirectly to government officials or any other
parties.
The Site must protect Worker whistleblower confidentiality.
The Site must have a mechanism for Workers to submit their grievances anonymously
and it must prohibit retaliation against Workers who report grievances.
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11 Environment
The Code Provisions
Environment. Our suppliers must comply with applicable environmental laws. Amazon
encourages our suppliers to implement systems that are designed to minimize the impact
on the environment by the supply chain system, the production process, and the products
themselves.
Environmental Permits and Recordkeeping. Suppliers must obtain and keep current
all required environmental permits, approvals and registrations and follow applicable
operational and reporting requirements.
Effective Management and Disposal of Hazardous Substances. Suppliers must
effectively identify and manage the safe handling, movement, storage, and disposal of
chemicals and other substances that pose a threat to the environment, including providing
workers with appropriate training on the safe-handling and disposal of hazardous
substances. Suppliers must also monitor and control wastewater or solid waste generated
from operations before disposing in accordance with applicable laws. In addition, suppliers
must characterize, monitor, control, and treat regulated air emissions before discharging
in accordance with applicable laws.
Continuous Improvement. Amazon encourages our suppliers to continuously improve
and reduce waste. Amazon welcomes suggestions and feedback from its suppliers to
improve Amazon's own operations and processes.
Definitions
Hazardous Substance: Substances that are considered harmful to human or animal
health or the environment.
Hazardous Waste: Waste that is considered harmful to human or animal health or the
environment. Examples of Hazardous Waste include:
Spent chemicals such as bleach, solvent based paint, flammable solvents and
caustic cleaners;
Used oil and un-drained oil filters;
Electronic equipment (e.g. computers, keyboards, servers);
Used batteries;
Used fluorescent/high-intensity discharge lamps;
Electrical equipment containing polychlorinated biphenyls (PCBs);
Ballasts (PCB and non PCB);
Pesticides; and
Medical waste (e.g. sharps such as hypodermic needles).
Non-Hazardous Waste: Waste that is not considered harmful to human or animal health
or the environment, such as food and yard or garden waste, packaging materials, and
sanitary wastes as specified in Applicable Laws.
Waste: Materials resulting from the production, transformation, and/or consumption of
other materials, for which the producer has no further use, and that will be or have been
discarded or recycled.
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Requirements
The Site must maintain copies of mandatory environmental permits, approvals and
certificates and maintain copies of reports submitted to government agencies
necessary to demonstrate compliance with environmental Applicable Laws. This
includes records of any Hazardous Waste disposal.
The Site must follow applicable operational and reporting requirements defined by
Applicable Laws.
The Site must have procedures in place, where applicable, for notifying local
community authorities in case of accidental discharge or other environmental
emergency.
The Site must use an authorized Waste contractor to remove Waste from the facility.
All Waste (whether liquid, solid, chemical or airborne; Hazardous Waste or NonHazardous Waste) must be properly disposed. No discharge of Waste into water
supplies or improper air emissions is allowed.
The Site shall confirm there is no presence of ozone depleting chemicals used on
production lines.
Workers handling Waste must be trained on safe handling of Waste.
12
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1 Subcontracting
Amazon products and services must be produced and rendered in authorized Sites that are
actively managing compliance to the Code.
Definitions
Subcontract: A subordinate contract under which the supply of materials, services, or
labor is assigned to someone other than a party to the main contract.
Requirements
No unauthorized Subcontract facilities can be used for Amazon production or services.

All identifiable products (as opposed to a part or process) must be produced on-Site,
unless there is written authorization by Amazon to the use of such Subcontracting (e.g.
identifiable subassemblies).
No outside Subcontract production (e.g. such as assembly or sewing) in peoples
homes (homework) can be used for Amazon production.
There must be active management of compliance with the Code at Subcontractor
facilities.
The Site must have processes to manage social compliance in their own supply
chains. For example, a supplier code of conduct that reflects industry standards and a
Management System to verify compliance status (e.g. training, supplier selfassessment, audit scorecard, audit results, etc.).
13
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1 Revision History
Release Date
Change Summary
July 8, 2015
Version 01 publication
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Annex 1
Document List Example
Worker Lists for Interviews and Records Review
List of Workers available on the day of audit. The list shall include the following
information: names, assigned work areas, availability on day of audit, position/level,
salaried/hourly, gender, limited and unlimited contracts, apprentices, interns,
students, and identify the youngest and oldest Worker. The list is used for the
selection of Workers for confidential interviews and records review. Note: a
separate list of key vendor or subcontractor workers who are on site should also be
available.
Business Documents
Applicable Laws (e.g. access to relevant labor, health and safety, and environmental
laws)
Permits, operating licenses, certificates of operations, business licenses
Worker contracts
Worker/Employee handbook (terms and conditions of employment)
If applicable, Collective Bargaining Agreements (CBAs), Works Council Agreements
(e.g. shift schedules, holiday and overtime payment, bonus), etc.
Government inspection reports (e.g., sanitation, fire safety, structural safety,
environmental compliance)
Facility floor plan or facility evacuation plot plan (need copy provided at opening
meeting for use during tour)
List of policies applicable to the Site (e.g., Code of Conduct, Working Hours,
Alcohol/Drug, Holiday)
Training Records (e.g. health and safety, job specific on operational procedures, new
Worker orientation, fire safety, evacuation routes, contractor health and safety)
Contracts for vendors and subcontractors (e.g. canteen, security, facilities)
Minutes of joint committees on health, safety and disciplinary matters
Payroll and time records including government waivers, payroll register, production
records, time sheets, overtime wages register, and piece rate tickets. Such records
should cover the past 12 months including peak month, low month and most recent
month.
Payroll records including regular and overtime payments, as well as deductions
from salary
Time records including daily start and stop times and regular and overtime work
Payment receipts for insurance, tax, mandatory social insurance, and other
required receipts payments (including evidence that social insurance was paid to
social insurance authority)
Records of issuance of employee benefits (annual leave, maternity leave, etc.)
Production records, if workers are paid piece rate
Any government waivers or special permissions regarding working hours and pay
Health and Safety Documents
A list of all the chemicals and solvents used or stored at the Site
Safety data sheets (SDS)
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Records of industrial safety monitoring (e.g. exposure to chemicals, noise,

temperature and measurements of ventilation)
List of required personal protective equipment
Machinery inspection/service logs
Testing, inspection and maintenance records for fixed or portable fire suppression
equipment
Accident and injury log/register and investigation forms
Emergency action procedures (e.g. Emergency Response Plan)
Evacuation / emergency egress plan
Health and safety permits for canteen vendors and subcontractors (including
canteen worker regular health checks, if applicable)
Environmental
Air emission permits and monitoring records

Analysis reports for drinking water
Wastewater discharge monitoring reports
Wastewater discharge permits
Hazardous waste manifest or shipping papers
Waste profiles/test results/waste analysis
Site Policies
Child Labor
Wages and Working Hours
Disciplinary
Benefits and Allowances
Health and Safety
Environment
Training
Discrimination and Harassment
Home-Workers, Out-Workers and Subcontractors
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Social

Social Responsibility Standards

Applicability of the Code..................................................................................... 5

Integration of the Code into Sites Business Practices..................................5

Monitoring and Corrective Action......................................................................5

Communication and Training..............................................................................6

Guiding Principle and Management Systems.........................................................7

Involuntary Labor, Human Trafficking, and Slavery............................................14

Safety and Health..................................................................................................... 16

The Code Provisions.................................................................................................... 16

Common Areas Dormitory, Canteen, Toilets................................................24

Social Responsibility Standards

Wages and Benefits.................................................................................................. 29

Social Responsibility Standards

Document List Example...........................................................................42

Worker Lists for Interviews and Records Review..............................................................42

Social Responsibility Standards

Social Responsibility Standards

Implementation of Code and Applicable Law

Social Responsibility Standards

Social Responsibility Standards

1 Guiding Principle and Management Systems

Social Responsibility Standards

A comprehensive Management System should include all of the following:

Social Responsibility Standards

Recommended Best Practices:

Appeals Process for Grievances

Social Responsibility Standards

Process to implement the Code or equivalent industry social compliance standards to

Recommended Best Practices: Management of Private Employment Agencies

Social Responsibility Standards

Physically matching the Workers government-issued photographic ID to the

Social Responsibility Standards

Additional Requirements for Student Workers (Interns)

All terms required by Applicable Laws.

Recommended Best Practices: Management of Schools (including Vocational

Pre-Selection Due Diligence: Conduct pre-selection due diligence and ongoing

Social Responsibility Standards

Social Responsibility Standards

3 Involuntary Labor, Human Trafficking, and Slavery

Social Responsibility Standards

Workers freedom of movement must not be unnecessarily restricted. This includes

Recommended Best Practices: Managing Foreign Labor Recruited Through an

Social Responsibility Standards

4 Safety and Health

4.1 Production Areas

Social Responsibility Standards

Requirements General Building and Fire Safety

Recommended Best Practices:

Emergency Response Plans (ERP)

Social Responsibility Standards

Secondary exits must be available on all building floors.

Social Responsibility Standards

Recommended Best Practices: Management of Contractors (Including

Requirements Warehouse Safety

Social Responsibility Standards

Appropriate fall protection must be worn when working from heights.

Requirements - Equipment Safety

Machinery and equipment must have a regularly scheduled preventative maintenance

Recommended Best Practices: Motorized Transportation (PIT - Powered

Social Responsibility Standards

A loading, unloading and storage of materials safety program must be implemented