![\"\"](\"https:\/\/quanchi.com.vn\/wp-content\/uploads\/2023\/08\/image-18-1024x310.png\")
<\/figure>\n\n\n\nSedex\/SMETA is an international standard for ethical business practice and social responsibility (short for Sedex Members Ethical Trade Audit). It is a globally recognized and widely used method for assessing and reporting on ethical and socially responsible practices.<\/p>\n\n\n\n The following is the basic content of the international Sedex\/SMETA standard implemented by Quanchi and applicable to the entire factory system: <\/p>\n\n\n\n 1. Obey the law<\/mark><\/strong><\/p>\n\n\n\n Comply with all applicable laws and regulations, industry minimum standards, ILO (International Labor Organization) and United Nations conventions and other relevant similar requirements and standards. Stricter regulatory standards need to be adopted. In this industry, it is necessary to respect and adhere to the ILO Convention 110<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor laws and other relevant legal requirements.<\/p>\n\n\n\n 2. Freedom of Association and the Right to Collective Bargaining<\/mark><\/strong><\/p>\n\n\n\n All people have the right to vote freely, to form and join trade unions, and to bargain collectively on behalf of the company. Businesses must respect their right to do so and effectively inform individuals that they are free to join organizations of their choice and that there will be no adverse consequences for their participation. , the company will not take any retaliatory action. Enterprises shall not interfere in any way with the formation, functioning or management of workers’ organizations or collective bargaining. When the rights to freedom of association and collective bargaining are restricted (or prohibited) by law, companies must allow workers to freely choose representation. Employers must ensure that workers’ representatives and any individuals belonging to such workers’ organizations are not subject to discrimination, harassment, intimidation or reprisals for being members of the public. Unions or those who participate in union activities must allow these representatives access to the work environment of their members.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Conformity with ILO Conventions 11, 87, 98, 135 and 154.<\/p>\n\n\n\n 3. Prohibition of Discrimination<\/mark><\/strong><\/p>\n\n\n\n No discrimination in the areas of recruitment, salary, training \u2013 coaching, promotion, termination or retirement based on gender, age, religion, race, social status, origin (lineage), social background, disability, ethnicity and national origin, nationality, membership in workers’ organizations (Union), including trade unions, political affiliation, political prejudice, sexual orientation, family responsibilities, marital status or any other condition that may lead to discrimination.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Complies with ILO Conventions 100, 111, 143, 158, 159, 169 and 183.<\/p>\n\n\n\n 4. Salary<\/mark><\/strong><\/p>\n\n\n\n Wages paid for regular, overtime, and overtime differentials must be equal to or higher than regional minimum wages and\/or industry standards. Not allowed to deduct salary illegally, not in accordance with regulations or disciplined to deduct salary. In the event that the salary required by law and\/or industry standard is not sufficient to cover living expenses and there is no residual income after taxes or other expenses, we encourage companies to provide should pay a reasonable salary for employees to meet basic needs in life. Withholding wages as a form or disciplinary measure against employees is strictly prohibited, unless permitted by local law and the collective bargaining agreement is in force. Suppliers must ensure that the structure of wages, allowances and benefits is listed in detail, clearly and regularly for employees; at the same time, suppliers must ensure that these wages, allowances and benefits are made in full in compliance with all applicable laws and regulations and that wages are paid at the convenience of employees. motion.<\/p>\n\n\n\n Overtime wages must be paid at a higher rate and subject to national legislation. In countries that do not provide for overtime pay in national legislation and in collective bargaining agreements, workers must be paid overtime at a rate above normal or at industry standards. applicable, whichever is more favorable to the worker.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Complies with ILO Conventions 12, 26, 101, 102 and 131.<\/p>\n\n\n\n 5.Working Hours<\/mark><\/strong><\/p>\n\n\n\n Suppliers must comply with applicable national laws and industry standards regarding working hours and holidays. The maximum allowable working hours per week under national law, however, normal working hours may not exceed 48 hours per week and the maximum allowable overtime hours per week shall not exceed 12 hours per week. Overtime is on a voluntary basis and overtime must be paid at a higher rate than usual.<\/p>\n\n\n\n In the immediate case, the enterprise needs to work overtime to meet production needs and the enterprise has signed a collective labor agreement with the labor organization (as mentioned above) representing the majority of employees. businesses must comply. by the overtime agreement specified in that agreement. Any agreement is subject to the above requirements.<\/p>\n\n\n\n Employees are entitled to at least one day off after six consecutive working days. The exception applies only when both of the following conditions are met:<\/p>\n\n\n\n a) National law allows overtime work beyond this limit.<\/p>\n\n\n\n b) The collective labor agreement is still valid allowing calculation of average working time, including rest time.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Conformity with ILO Conventions 1 and 14 and ILO Recommendation 116.<\/p>\n\n\n\n 6.Safety & Health at Work<\/mark><\/strong><\/p>\n\n\n\n Enterprises must create a safe and healthy working environment, take effective measures to prevent occupational accidents and injuries affecting the health of employees related to or may occur in the course of work. work, minimizing the causes of risks and dangers inherent in the working environment. and requires general industry knowledge and specific hazards. It is necessary to establish and comply with clear regulations and procedures on occupational safety and health, especially regulations on the use of personal protective equipment, must have toilets and other equipment, water portable drinkers where appropriate, safe sanitary equipment for food storage.<\/p>\n\n\n\n The enterprise must ensure that the equipment provided by the dormitory to the individual is clean, safe and meets the basic needs of the individual. Everyone has the right to leave the area of serious danger immediately without the company’s permission.<\/p>\n\n\n\n There must not be behaviors and conditions in the working environment and conditions in the dormitory that violate basic human rights. Especially for young workers who are not allowed to work in risky, dangerous, unsafe and unhealthy environments.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Conforms to ILO Conventions 155, 184 and ILO Recommendations 164 and 190.<\/p>\n\n\n\n In particular, a management representative should be appointed responsible for the safety and well-being of all personnel and responsible for implementing BSCI Health and Safety regulations. All individuals must receive regular and documented health and safety training, in addition, repeated training is required when newly hired and when assigned to another job or assignment. other.<\/p>\n\n\n\n Systems must be established to detect, prevent or respond to potential hazards affecting the health and safety of all employees.<\/p>\n\n\n\n 7.Prohibition of Child Labor<\/mark><\/strong><\/p>\n\n\n\n Child labor is prohibited as provided for in ILO and United Nations Conventions and\/or national legislation. Of these standards, businesses must comply with the most stringent standards. All forms of child exploitation are prohibited. Working conditions such as slavery or harmful to children’s health are prohibited. The interests of young workers must be protected. In the event that child labor is found to be working under the above conditions regarding child labor, the supplier company must establish and maintain policies and procedures for remedial work. written. In addition, the supplier must provide adequate financial and other support to enable these children to attend school and education until the age of majority.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Conformity with ILO Conventions 10, 79, 138, 142 and 182 and ILO Recommendation 146.<\/p>\n\n\n\n 8.Prohibition of Forced Labor and Disciplinary Measures<\/mark><\/strong><\/p>\n\n\n\n Any form of forced labor such as paying a deposit or withholding personal identification documents when recruiting laborers is prohibited, and prison labor is prohibited because it violates the basic rights of workers. human.<\/p>\n\n\n\n Prohibit the company or the labor supplier for the enterprise from withholding any amount of the salary, wages, benefits, property, or documents of any individual to force them to continue working. jobs for businesses.<\/p>\n\n\n\n Individuals have the right to leave the workplace or factory at the end of the standard working day, and to freely terminate an employment contract or terminate employment with reasonable advance notice to the employer.<\/p>\n\n\n\n It is forbidden for a company or labor supplier to engage in or support human trafficking.<\/p>\n\n\n\n Enterprises must treat all individuals with respect and dignity. Enterprises may not engage in or engage in corporal, mental or oppressive, violent, and offensive speeches.<\/p>\n\n\n\n \u2013 Comply with Vietnamese labor law and other relevant legal requirements.<\/p>\n\n\n\n \u2013 Complies with ILO Conventions 29 and 105.<\/p>\n\n\n\n 9.Safety and environmental issues.<\/mark><\/strong><\/p>\n\n\n\n Procedures and standards for the management, treatment and disposal of chemicals and other hazardous wastes, as well as the treatment of emissions and wastewater, must match or better meet the minimum requirements.<\/p>\n\n\n\n \u2013 Comply with Vietnam’s environmental protection law and other relevant laws.<\/p>\n\n\n\n Contact for cooperation now!<\/p>\n\n\n\n Email marketing@quanchi.com.vn<\/p>\n\n\n\n Website https:\/\/quanchi.com.vn\/<\/p>\n\n\n\n Hotline: 0907.587.268<\/p>\n\n\n\n Facebook https:\/\/www.facebook.com\/congtyquanchi\/.<\/p>\n","protected":false},"excerpt":{"rendered":" Quan Chi Investment Joint Stock Company has a long history since its establishment and is currently one of the leading companies in the manufacture and trade of high-quality clothing accessories in Vietnam. We recognize that to achieve these successes we must continue to implement state-of-the-art business strategies and objectives. In addition, it is important to […]<\/p>\n","protected":false},"author":1,"featured_media":1242,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-1245","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"\n![\"\"](\"https:\/\/quanchi.com.vn\/wp-content\/uploads\/2023\/08\/image-19.png\")
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