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 公司動態

常州**玩具通過ICTI認證
南通**服飾順利通過WRAP認證 
蘇州**鞋廠于順利通過
BSCI認證
寧波**電子以零問題的成績一次性通過
EICC認證審核并向我司來電致謝
蘇州**工貿順利通過
Target驗廠
上海**貿易旗下多家LIDL工廠通過
BSCI認證
無錫**工藝品有限公司通過ETI審核
我公司南京
SA8000研討會勝利閉幕
 5月20日
蘇州奧地特企業管理咨詢有限公司與廈門ITS舉辦行業互動活動
6月2日我公司與上海**實業簽訂包年
驗廠咨詢合同
祝賀張家港**貿易下屬兩家工廠通過
ICTI認證審核
6月3日蘇州**科技通過
BSCI驗廠
6月4日常熟**電子通過
ICTI驗廠
6.月5日張家港**鞋業司通過
ETI驗廠
6月4日鎮江**體育用品廠
FSC認證取得良好成績
6月10日我公司
BSCI研討會在蘇州召開
6月11日蘇州**貿易接受我公司
BSCI認知培訓
6月13日如皋**數碼
Best Buy驗廠取得歷年來最好成績
6月13日海門**時裝
C-TPAT驗廠過關
6月13日南通**服飾
BSCI驗廠合格
6月13日如東**時裝
ICTI認證中取得A證
6月14日通州市**襪業取得
WRAP認證證書
熱烈祝賀我公司員工Charly月15日獲得ISO外審員資格證書
6月29日我公司CSR研討會在無錫召開
10月28日蘇州XX服飾在我公司輔導下通過
BSCI認證,被審核員譽為蘇州最優服裝工廠
10月29日蘇州奧地特企業管理咨詢有限公司,召開公司大會公布上半年業績,累計輔導企業322家,一次性通過率95%
12月18日,蘇州奧地特企業對廈門27家外貿公司開展BSCI認知培訓公開課
揚州zy玩具ICTI認證取得優異成績
2010我公司業績大幅增長,全年累計輔導工廠達903家!
2011年3月,幫助83家工廠通過驗廠(其中ICTI認證5家)
2011年4月,幫助75家工廠通過驗廠(其中EICC認證3家,ICTI認證2家)
2011年5月,幫助79家工廠通過驗廠(其中,ICTI認證2家,SA8000認證2家)
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 資料下載
· Sedex會員AB類Members列表
· SEDEX會員A類Members列表
· BSCI會員名單BSCI Members20170707.pdf
· EICC行為守則5.0版
· EICC行為守則4.0
· ICTI申請表
· 索尼集團行為規范準則
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COSTCO供應商手冊(英文版)-VII

COSTCO驗廠:這是COSTCO供應商手冊第VII部分一共九個部分
VII. LABOR AND EMPLOYMENT STANDARDS.

Vendor and Facilities shall comply with all national and local, provincial or other applicable
labor and employment laws and regulations of the country where the merchandise is produced,
including those laws that prohibit forced or bonded labor and indentured servitude, regulate wage
and hour rules, allow employees to associate freely, regulate the use of foreign contract or
migrant workers and prohibit discrimination in hiring and employment practices based on race,
color, religion, sex, age, physical ability, or national origin.
In addition, the following may be mandated by local laws, requiring full compliance by Vendor
and Facilities. If not mandated by local laws, Vendors and Facilities are strongly encouraged to
adopt the following as “Above and Beyond Goals” and as part of their management practices:
A. Wages & Benefits: The wage paid by Vendors and Facilities shall be at least the legal
minimum wage. Benefits shall include, at a minimum, those mandated by law. The
wage structure, with any employer contributions and legitimate deductions, is to be
itemized clearly in writing for the workers and in accordance with the local law.
Wages are always to be paid at least monthly and in a manner convenient to the
workers.
B. Regular Working Hours & Overtime Hours: Vendors and Facilities shall comply
with applicable laws on regular working hours and overtime hours. No mandatory
excess overtime is allowed unless local law provides otherwise. In such case, legal
overtime waivers, if applicable, are to be obtained in accordance with and as required
by the local law. Workers are to receive overtime pay, which is higher than the regular
wage, and in accordance with the local law. In addition, if legal overtime is necessary,
in particular if the industry is seasonal in nature, workers are to be advised prior to the
time of hiring.
C. Employment Contracts: At the time of hiring, all workers are to be clearly informed
of the terms of employment as mandated by law and the Facility’s own policies and
regulations. Whenever possible, and if required by the local law, an employeremployee
agreement or contract should be written in a language understood by the
employee, which states all relevant terms of employment and shall be signed by both
parties, along with any required government approval stamp. A copy of this signed
agreement or contract is to be provided to the worker. Vendors and Facilities are not
permitted to withhold deposits or any fees as a condition of employment, unless
allowed by law and if so, all withholding must be in accordance with such laws.
D. Foreign Contract or Migrant Workers: If foreign contract or migrant workers are used, they are to be
employed in full compliance with the labor and immigration laws of the host country. The contract
terms under which foreign contract or migrant workers are employed are to be in writing, in the
language of the workers’ home country or in a language the workers understand, and accepted by the
workers prior to their departure from their home countries or home provinces. Recruitment fees, if any,
are to be paid by the Vendor or Facility. Under no circumstances are these fees to be deducted later or
withheld from the workers’ wages by the Vendor or Facility, or otherwise passed on to the workers.
Passports and other forms of personal identification shall remain in such workers’ personal possession
at all times and are never to be withheld by the vendors, Facilities or any third party.
E. Disciplinary Practices: Vendors and Facilities shall not engage in the use of physical,
mental, verbal or other abuse. All workers are to be treated with respect and dignity.
F. Employment Agencies: Should Vendors or Facilities use employment agencies in the recruiting and
hiring of workers, the Vendors or Facilities are to pay these fees. Under no circumstances are these fees
to be deducted later or withheld from the workers’ wages by the Vendor or Facility or otherwise passed
on to the workers.

驗廠咨詢請致電奧地特(AUDIT)0512-66355405或發送郵件至[email protected];國內權威咨詢機構

本文最終解釋權歸奧地特企業管理咨詢有限公司,轉載須注明http://www.iecbyhxl.cn,版權所有,違者必究.

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