Socail Performance 2019

ALPHA KNITTING (PVT) LIMITED
220 R.B. Pathanwala, Jhang Road, Faisalabad- Pakistan

Tel. +92 41-255 4462-66 Fax: +92-41-255 4454
Email: m.umar@alphaknitting.com website: www.alphaknitting.com
SOCIAL ACCOUNTABILITY (SA 8000)

Social Compliance Performance
Company Details
Company Name Alpha Knitting (Pvt.) Limited
Company Address 220 R.B. Pathanwala, Jhang Road, Faisalabad- Pakistan
Production Site name: Same
Contract Person Muhammad Umar Job Tile General Manager
Website: www.alphaknitting.com
Site phone: +92 41 255 4462-62 Site e–mail: m.umar@alphaknitting.com
Site Details
Labour Registration Number : JDLW/FD/F/586 (22-03-2002)
NTN Number: 1432337-7
FCCI Certificate Number 1403709-900
PHMA Certificate Number: A/320/95
Site description:
Land Area Open & Cover (Include size, Total Cover Area: 53,060.00 Sft.
location, and age of site. Also, include
structure and number of buildings)
Production Description Remark, if any
Building no
Basement Main Store
Main Office, Sampling,
Ground Floor
Stitching & Security
Stitching, Finishing &
Floor 1
Packing
Building 02
Basement Knitting
Ground Floor Knitting & Fabrication
Floor 1 Cutting & Embroidery
Site function: Manufacturer and Exporter of all kinds of Knitted and Woven
Garments
Production Capacity: 60,000 Pieces Per Month
What form of worker representation / Worker Management Council

union is there on site?
Total Number of Employee’s 325

(Male & Female) (310 & 15)
Management 09
Production 270
Quality 06
Administration 40
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We at Alpha Knitting (Pvt.) Ltd. are striving to implement all social & legal requirements of SA 8000:2014; in
this regard we are sending you the details of our Management Review Meeting & Internal Social Audit and
Corrective Actions Implemented during last Three months. Detail as below:
1. CHILD LABOUR
SA-8000:2014 Criteria
1.1 The organization shall not engage in or support the use of child labour as defined above.
1.2 The organization shall establish, document, maintain and effectively communicate to personnel and other
interested parties, written policies and procedures for remediation of child labourers, and shall provide adequate
financial and other support to enable such children to attend and remain in school until no longer a child as defined
above.
1.3 The organization may employ young workers, but where such young workers are subject to compulsory
education laws, they shall work only outside of school hours. Under no circumstances shall any young worker’s
school, work and transportation time exceed a combined total of 10 hours per day, and in no case shall young
workers work than 8 hours a day. Young workers may not work during night hours.
1.4 The organization shall not expose children or young workers to any situations – in or outside of the workplace –
that are hazardous or unsafe to their physical and mental health and development.
Current Systems and Evidence Examined

To complete ‘current systems’ Auditors examine policies and written procedures in conjunction with relevant managers, to
understand, and record what controls and processes are currently in place e.g. record what policies are in place, what relevant
procedures are carried out, who is/are responsible for the management of this item of the code. Evidence checked should detail any
documentary or verbal evidence shown to support the systems.
Current systems:
 At the present moment no child labours in the premises. Company has defined policy for child labour.
Age verification system established and employee’s personal files being maintained.
 Personnel file for age proof documents like CNIC, birth certificates and educational certificates.
 The youngest worker was above 18 years old in the factory.
 No child labour found during internal audit facility visit.
Evidence examined – to support system description (Documents examined & relevant comments. Include
renewal/expiry date where appropriate):
Details:
 policy ( Child Labour) Ref # -AK-PCL-01
 Application Form Ref # AK-HRF-01
 Appointment Latter Ref # AK-HRF-02
 Confirmation Letter Ref # AK-HRF-03
 Employee Final Statement Ref # AK-HRF-05
 Child Remediation Plan Ref # AK-RPF-06
 Clearance Form Ref # AK-HRF-04
Any other comments:

Nil
1: Employment 2. FORCED OR COMPULSORY LABOUR
2.1 The organization shall not engage in or support the use of forced or compulsory labour, including prison labour,
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as defined in Convention 29, shall not retain original identification papers and shall not require personnel to pay
‘deposits’ to the organization upon commencing employment.
2.2 Neither the organization nor any entity supplying labour to the organization shall withhold any part of any
personnel’s salary, benefits, property or documents in order to force such personnel to continue working for the
organisation.
2.3 The organisation shall ensure that no employment fees or costs are borne in whole or in part by workers.
2.4 Personnel shall have the right to leave the workplace premises after completing the standard workday and be
free to terminate their employment provided that they give reasonable notice to their organisation.
2.5 Neither the organisation nor any entity supplying labour to the organisation shall engage in or support human
trafficking.

Current systems:
 Records of employment agreement of all workers updated, detail terms and conditions facilities and
benefits defined in the agreement and communicated to the workers .
 A policy which prohibits forced labour was available for review.
 Based on interview with the management & workers and document review, the employees
 could freely resign after communication with management in advance 30 days.
 In case where any company’s employee decides to leave the company, Management
 Representative asks about the reason(s) of leaving in order to make sure that She/he is not
 leaving under any unlawful compulsion or threat.
Details:
Policy (Forced or compulsory labour) Ref # AK-PFL-02

 Job Description(Security Guard) Ref # AK-PSF-02
Any other comments:
Nil
I3. HEALTH & SAFETY
3.1 The organisation shall provide a safe and healthy workplace environment and shall take effective steps to
prevent potential health and safety incidents and occupational injury or illness arising out of, associated with or
occurring in the course of work. It shall minimise or eliminate, so far as is reasonably practicable, the causes of all
hazards in the workplace environment, based upon the prevailing safety and health knowledge of the industry sector
and of any specific hazards.
3.2 The organisation shall assess all the workplace risks to new, expectant and nursing mothers including those
arising out of their work activity, to ensure that all reasonable steps are taken to remove or reduce any risks to their
health and safety.
3.3 Where hazards remain after effective minimisation or elimination of the causes of all hazards in the workplace
environment, the organisation shall provide personnel with appropriate personal protective equipment as needed at
its own expense. In the event of a work-related injury the organisation shall provide first aid and assist the worker in
obtaining follow-up medical treatment.
3.4 The organisation shall appoint a senior management representative to be responsible for ensuring a safe and
healthy workplace environment for all personnel and for implementing this Standard’s Health and Safety
requirements.
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3.5 A Health and Safety Committee, comprised of a well-balanced group of management representatives and
workers, shall be established and maintained. Unless otherwise specified by law, at least one worker member(s) on
the Committee shall be by recognized trade union(s) representative(s), if they choose to serve. In cases where the
union(s) does not appoint a representative or the organization is not unionized, workers shall appoint a
representative(s) as they deem appropriate. Its decisions shall be effectively communicated to all personnel. The
Committee shall be trained and retrained periodically in order to be competently committed to continually
improving the health and safety conditions in the workplace. It shall conduct formal, periodic occupational health
and safety risk assessments to identify and then address current and potential health and safety hazards. Records of
these assessments and corrective and preventive actions taken shall be kept.
3.6 The organization shall provide to personnel, on a regular basis, effective health and safety training, including on-
site training and, where needed, job-specific training. Such training shall also be repeated for new and reassigned
personnel, where incidents have occurred, and when changes in technology and/or the introduction of new
machinery present new risks to the health and safety of personnel.
3.7 The organization shall establish documented procedures to detect, prevent, minimize, eliminate or otherwise
respond to potential risks to the health and safety of personnel. The organization shall maintain written records of
all health and safety incidents that occur in the workplace and in all residences and property provided by the
organization, whether it owns, leases or contracts the residences or property from a service provider.
3.8 The organization shall provide, for use by all personnel, free access to: clean toilet facilities, potable water,
suitable spaces for meal breaks, and, where applicable, sanitary facilities for food storage.
3.9 The organization shall ensure that any dormitory facilities provided for personnel are clean, safe and meet their
basic needs, whether it owns, leases or contracts the dormitories from a service provider.
3.10 All personnel shall have the right to remove themselves from imminent serious danger without seeking
permission from the organization.

Current systems:
 Top management has appointed Basharat Ali nominated as a HSE In-charge for Health & Safety. All
health & safety issues, which were finalized in implementation plan, are implemented.
 The factory established health and safety policy.
 Workers and management interview shows the factory provided health and safety training to
 workers. The factory also provided relevant records for review.
 Adequate fire fighting equipment provided within factory
 First Aid box are provided to workers; in case of any injury First aid box is provided to employee by
 trained First Aiders.
 The minutes of the Health & safety Committee to be recorded and distributed among the
 members.
 Certificate of stability is also issued.
 Injury record is maintained.
 Clean portable drinking water provided
 Adequate and clean toilets are provided separate for male & female
 Emergency Action Committee is formed to induce workers to take active part in the work place
 safety programs
Details:
 Policy ( Health & Safety) Ref # AK-PHS-03
 Fire Extinguisher Location Chart / Inspection Ref # AK-HSF-03
 Location Chart / Inspection Drinking Water Ref # AK-HSF-04
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 Location Chart / Inspection First Aid Box Ref # AK-HSF-05
 Location / Distribution PPE’S Ref # AK-HSF-07
 Location Chart / Inspection Fire Alarm Ref # AK-HSF-08
 Location Chart / Inspection Smoke Detector Ref # AK-HSF-09
 Location Chart / Inspection Fire Buckets Ref # AK-HSF-10
 Safety Visit Report Ref # AK-HSF-11
 Emergency Action Committee Members List Ref # AK-HSF-12
 Illness & Injury Form Ref # AK-HSF-13
 Illness & Injury Log Book Ref AK-HSF-14
 Fire Extinguisher Inspection Card Ref # AK-HSF-15
 Wash Room & Toilet Maintenance Sheet Ref # AK-HSF-16
 Location Chart / Inspection Emergency Light Ref # AK-HSF-17
 Hygiene Card Ref # AK-HSF-18
 EAC Agenda Meeting Record Ref # AK-HSF-/19
 Location chart/ inspection spittoons Ref # AK-HSF-20
 First Aid Medicine List Ref # AK-HSF-21
 Canteen / Mess Inspection Report Ref # AK-HSF-22
 Risk Assessment Sheet Ref # AK-HSF-23
 Evacuation Procedure Ref # AK-HSF-24
 Fire Drill Notice Ref AK-HSF-25
 Mock Drill Report Ref # AK-HSF-26
 Location Chart of Evacuation Plan Ref # AK-HSF-27
 Fire Hydrant System Ref # AK-HSF-29
 Broken Needle Policy Ref # AK-HSF-30
Any other comments:

Nil
4. FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE BARGAINING
4.1 All personnel shall have the right to form, join and organise trade union(s) of their choice and to bargain
collectively on their behalf with the organisation. The organisation shall respect this right and shall effectively inform
personnel that they are free to join a worker organisation of their choosing without any negative consequences or
retaliation from the organisation. The organisation shall not interfere in any way with the establishment, functioning
or administration of workers’ organisation(s) or collective bargaining.
4.2 In situations where the right to freedom of association and collective bargaining are restricted under law, the
organisation shall allow workers to freely elect their own representatives.
4.3 The organisation shall ensure that union members, representatives of workers and any personnel engaged in
organising workers are not subjected to discrimination, harassment, intimidation or retaliation for being union
members, representative(s) of workers or engaged in organising workers, and that such representatives have access
to their members in the workplace.

Current systems:
 Members of Worker Management Council has been elected through a fair and transparent election
procedure, these ten members of worker management council have elected and Mr. Ihsan Khalid as
8000 WR/ president.
 The Representative of workers management council is kept informed and their consent is well undertaken
in term of getting any decisions regarding workmen.
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 The meeting of workers welfare council held on quarterly basis
Details:
 Policy ( Freedom of Association & Right to Collective Bargaining) Ref # AK-PFA-04
 Election Notification Ref # AK-FAF-01
 Complaint & Suggestion Log Book Ref # AK-FAF-06
 Complaint & Suggestion Form Ref # AK-FAF-05
 Agenda Worker Welfare Council Ref # AK-FAF-04
 Election Process Ref # AK-FAF-02
Any other comments:
Nil
5. DISCRIMINATION
5.1 The organisation shall not engage in or support discrimination in hiring, remuneration, access to training,
promotion, termination or retirement based on race, national or territorial or social origin, caste, birth, religion,
disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, age
or any other condition that could give rise to discrimination.
5.2 The organization shall not interfere with the exercise of personnel’s rights to observe tenets or practices or to
meet needs relating to race, national or social origin, religion, disability, gender, sexual orientation, family
responsibilities, union membership, political opinions or any other condition that could give rise to discrimination.
5.3 The organization shall not allow any behavior that is threatening, abusive, exploitative or sexually coercive,
including gestures, language and physical contact, in the workplace and in all residences and property provided by
the organisation, whether it owns, leases or contracts the residences or property from a service provider.
5.4 The organization shall not subject personnel to pregnancy or virginity tests under any circumstances.

Current systems:
 Top management is committed to eliminate any type of discrimination in hiring, compensation,
assess to training, promotion, recruitment which is based on race, cast, national origin, religion,
gender, sexual, orientation, political affiliation. Management will make sure that there will be no
discrimination for worker in any regards.
Details:
 Policy (Discrimination) Ref # AK-PDA-05

 Report Form Ref # AK-DSF-01
Any other comments:

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Nil
6. DISCIPLINARY PRACTICES
6.1 The organisation shall treat all personnel with dignity and respect. The organisation shall not engage in
or tolerate the use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No
harsh or inhumane treatment is allowed.

Current systems:
 Top management is committed not to be engaged in corporal punishment, mental, physical corrosion and verbal
abuse etc. Worker Representative in association with member of worker management council and top management
are responsible to educate employees regarding policies for disciplinary practices, procedures, forms and formats.
WR has provided training on employee hand book to all workers.
Details:
 Policy (Disciplinary Practices) Ref # AK-PDM-06
 Disciplinary Action Ref # AK-DA-02
Any other comments:

Nil
7. WORKING HOURS
7.1 The organisation shall comply with applicable laws, collective bargaining agreements (where applicable) and
industry standards on working hours, breaks and public holidays. The normal work week, not including overtime,
shall be defined by law but shall not exceed 48 hours.
7.2 Personnel shall be provided with at least one day off following every six consecutive days of working. Exceptions
to this rule apply only where both of the following conditions exist:
a) National law allows work time exceeding this limit; and
b) A freely negotiated collective bargaining agreement is in force that allows work time averaging, including
adequate rest periods.
7.3 All overtime work shall be voluntary, except as provided in 7.4 below, shall not exceed 12 hours per week and
shall not be requested on a regular basis.
7.4 In cases where overtime work is needed in order to meet short-term business demand and the organisation is
party to a freely negotiated collective bargaining agreement representing a significant portion of its workforce, the
organisation may require such overtime work in accordance with such agreement. Any such agreement must comply
with the other requirements of this Working Hours element.
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Current systems:
 Management is committed to comply with all applicable laws and regulations regarding working
hours, Worker Representative will help management to identify any non-conformance regarding
working hours.
 The working hours in the factory is recorded through thumb scanning
 Overtime hours are voluntary worked in Alpha Knitting (Pvt.) Ltd.
 All the overtime are paid timely & properly & in accordance with law
Details:
 Policy (Working Hours) Ref # AK-PWR-07
 Urgent Business Need’s Policy Ref # AK-PUBN-01
 Daily Attendance Sheet Ref # AK-WHF-03
 Leave Application Ref # AK-WHF-05
 Leave Register Ref # AK-WHF-06
Any other comments:

Nil
8. REMUNERATION
8.1 The organisation shall respect the right of personnel to a living wage and ensure that wages for a normal work
week, not including overtime, shall always meet at least legal or industry minimum standards, or collective
bargaining agreements (where applicable). Wages shall be sufficient to meet the basic needs of personnel and to
provide some discretionary income.
8.2 The organisation shall not make deductions from wages for disciplinary purposes. Exception to this rule applies
only when both of the following conditions exist:
a) Deductions from wages for disciplinary purposes are permitted by national law; and
b) A freely negotiated collective bargaining agreement is in force that permits this practice.
8.3 The organisation shall ensure that personnel’s wages and benefits composition are detailed clearly and regularly
to them in writing for each pay period. The organisation shall lawfully render all wages and benefits due in a manner
convenient to workers, but in no circumstances in delayed or restricted forms, such as vouchers, coupons or
promissory notes.
8.4 All overtime shall be reimbursed at a premium rate as defined by national law or established by a collective
bargaining agreement. In countries where a premium rate for overtime is not regulated by law or there is no
collective bargaining agreement, personnel shall be compensated for overtime at the organisation’s premium rate or
at a premium rate equal to prevailing industry standards, whichever is higher.
8.5 The organisation shall not use labour-only contracting arrangements, consecutive short-term contracts and/or
false apprenticeship or other schemes to avoid meeting its obligations to personnel under applicable laws and
regulations pertaining to labour and social security.
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Current systems:
 Top management is committed to compensate the employees as per all applicable, legal and
legislative requirements. Management has assured that wages of all employees with the basic need
will be meeting with some discretionary income.
 The management has identified the basic needs of an average family size of 6 personal, as below
(Qualitative Wage Study & employee interviews)
1. Average Grocery Expenses Per Month = Rs: 8,600/-

2. Average Utility Expenses Per Month = Rs: 3,800/-
3. Average House Rent Per Month = Rs: 500/-
4. Average Miscellanies Expenses Per Month = Rs: 4,400/-
Total: = Rs. 17,300/-
An ordinary worker is drawing following minimum income (As Cash);
Sr. # On Account Of; Per Year per Month

1. Monthly Salary @ Rs: 15,000/- per month Rs: 180,000 Rs: 15,000
2. 14 Days Annual Leaves Encashment per Year Rs: 8,076 Rs: 577
(15,000/26x14)
3. Annual Bonus (2017-18)@ One Gross Salary per Year Rs: 15,000 Rs. 1,250
_______________________________
Total: Rs: 201,924 Rs: 16,827
Company is paying following amount for an ordinary worker as Additional Benefits;
Sr. # On Account Of; Per Year per Month

1. Paid 10 casual leaves with full pay per year Rs: 5,770/- Rs: 481/-
(15,000/26x10)
2. Paid 16 Sick Leaves with half pay per year Rs: 4.416/- Rs. 368/-
(15,000/26x8)
3. Social Security Contribution @ 6% of salary per month Rs: 10,800/- Rs: 900/-
For free medical / other facilities (15,000x6%x12)
4. EOBI Contribution (8,000x5%x12) Rs: 4.800/- Rs: 400/-
5. Group Insurance premium @ Rs: 1300/- per year Rs: 1,300/- Rs: 108/-
_______________________________
Total: Rs: 27,086/- Rs: 2,257/-
MANAGEMENT HAS ASSURED THAT;
 No wages deduction for disciplinary purposes.
 Benefits and wages are clearly defined and documentation for work benefits is in full compliance
with law.
MANAGEMENT HAS DEFINED THE FOLLOWING RULES TO COMPENSATE THE EMPLOYEE:

 Wages are paid according to the qualification, skill, experience of an employee and it should also
comply the wages law.
 Social Security
 Employee Old Age Benefits (Pension)
 Leave policy as per law.
 Leave encashment.
 Overtime at double rate.
 Gratuity.
 Annual bonus.
 Group insurance
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Details:
 Policy ( Remuneration) Ref # AK-PRM-08
 Salary Slip Ref # AK-FRF-01
 Salary Sheet Ref # AK-FRF-02
 Social Security Sheet Ref # AK-FRF-03
 EOBI Sheet Ref # AK-FRF-04
Any other comments:
Nil
9. MANAGEMENT SYSTEM
9.1 POLICIES, PROCEDURES AND RECORDS

9.1.1 Senior management shall write a policy statement to inform personnel, in all appropriate languages, that it has
chosen to comply with SA8000.
9.1.2 This policy statement shall include the organisation’s commitment to conform to all requirements of the
SA8000 Standard and to respect the international instruments as listed in the previous section on Normative
Elements and Their Interpretation. The statement shall also commit the organisation to comply with: national laws,
other applicable laws and other requirements to which the organisation subscribes.
9.1.3 This policy statement and the SA8000 Standard shall be prominently and conspicuously displayed, in
appropriate and comprehensible form, in the workplace and in residences and property provided by the
organisation, whether it owns, leases or contracts the residences or property from a service provider.
9.1.4 The organisation shall develop policies and procedures to implement the SA8000 Standard.
9.1.5 These policies and procedures shall be effectively communicated and made accessible to personnel in all
appropriate languages. These communications shall also be clearly shared with customers, suppliers, sub-contractors
and sub-suppliers.
9.1.6 The organisation shall maintain appropriate records to demonstrate conformance to and implementation of
the SA8000 standard, including the Management System requirements contained in this element. Associated records
shall be kept and written or oral summaries given to the SA8000 worker representative(s).
9.1.7 The organisation shall regularly conduct a management review of its policy statement, policies, procedures
implementing this Standard and performance results, in order to continually improve.
9.1.8 The organisation shall make its policy statement publicly available in an effective form and manner to
interested parties, upon request.
9.2 SOCIAL PERFORMANCE TEAM
9.2.1 A Social Performance Team (SPT) shall be established to implement all elements of SA8000. The Team shall
include a balanced representation of:
a) SA800 worker representative(s); and
b) management.
Compliance accountability for the Standard shall solely rest with Senior Management.
9.2.2 In unionised facilities, worker representation on the SPT shall be by recognised trade union(s)
representative(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the
organisation is not unionised, workers may freely elect one or more SA8000 worker representative(s) from among
themselves for this purpose. In no circumstances shall the SA8000 worker representative(s) be seen as a substitute
for trade union representation.
9.3 IDENTIFICATION AND ASSESSMENT OF RISKS
9.3.1 The SPT shall conduct periodic written risk assessments to identify and prioritise the areas of actual or
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potential non-conformance to this Standard. It shall also recommend actions to Senior Management that address
these risks. Actions to address these risks shall be prioritised according to their severity or where a delay in
responding would make it impossible to address.
9.3.2 The SPT shall conduct these assessments based on their recommended data and data collection techniques
and in meaningful consultation with interested parties.
9.4 Monitoring
9.4.1 The SPT shall effectively monitor workplace activities for:
a) compliance with this Standard;
b) implementation of actions to effectively address the risks identified by the SPT; and
c) for the effectiveness of systems implemented to meet the organisation’s policies and the requirements of this
Standard.
It shall have the authority to collect information from or include interested parties (stakeholders) in its monitoring
activities. It shall also liaise with other departments to study, define, analyse and/or address any possible non-
conformance(s) to the SA8000 Standard.
9.4.2 The SPT shall also facilitate routine internal audits and produce reports for senior management on the
performance and benefits of actions taken to meet the SA8000 Standard, including a record of corrective and
preventive actions identified.
9.4.3 The SPT shall also hold periodic meetings to review progress and identify potential actions to strengthen
implementation of the Standard.
9.5 INTERNAL INVOLVEMENT AND COMMUNICATION
9.5.1 The organisation shall demonstrate that personnel effectively understand the requirements of SA8000, and
shall regularly communicate the requirements of SA8000 through routine communications.
9.6 COMPLAINT MANAGEMENT AND RESOLUTION
9.6.1 The organisation shall establish a written grievance procedure that is confidential, unbiased, non-retaliatory
and accessible and available to personnel and interested parties to make comments, recommendations, reports or
complaints concerning the workplace and/or non-conformances to the SA8000 Standard.
9.6.2 The organisation shall have procedures for investigating, following up on and communicating the outcome of
complaints concerning the workplace and/or non-conformances to this Standard or of its implementing policies and
procedures. These results shall be freely available to all personnel and, upon request, to interested parties.
9.6.3 The organisation shall not discipline, dismiss or otherwise discriminate against any personnel or interested
party for providing information on SA8000 compliance or for making other workplace complaints.
9.7 EXTERNAL VERIFICATION AND STAKEHOLDER ENGAGEMENT
9.7.1 In the case of announced and unannounced audits for the purpose of certifying its compliance with the
requirements of this Standard, the organisation shall fully cooperate with external auditors to determine the severity
and frequency of any problems that arise in meeting the SA8000 Standard.
9.7.2 The organisation shall participate in stakeholder engagement in order to attain sustainable compliance with
the SA8000 Standard.
9.8 CORRECTIVE AND PREVENTIVE ACTIONS
9.8.1 The organisation shall formulate policies and procedures for the prompt implementation of corrective and
preventive actions and shall provide adequate resources for them. The SPT shall ensure that these actions are
effectively implemented.
9.8.2 The SPT shall maintain records, including timelines, that list, at minimum, non-conformances related to
SA8000, their root causes, the corrective and preventive actions taken and implementation results.
9.9 TRAINING AND CAPACITY BUILDING
9.9.1 The organisation shall implement a training plan for all personnel to effectively implement the SA8000
Standard as informed by the results of risk assessments. The organisation shall periodically measure the
effectiveness of training and record their nature and frequency.
9.10 MANAGEMENT OF SUPPLIERS AND CONTRACTORS
9.10.1 The organisation shall conduct due diligence on its suppliers/subcontractors, private employment agencies
and sub-suppliers’ compliance with the SA8000 Standard. The same due diligence approach shall be applied when
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selecting new suppliers/subcontractors, private employment agencies and sub-suppliers. The minimum activities for
the organisation to fulfil this requirement shall be recorded and shall include:
a) effectively communicating the requirements of this Standard to senior leadership of suppliers/subcontractors,
private employment agencies and sub-suppliers;
b) assessing significant risks of non-conformance by suppliers/subcontractors, private employment agencies and
sub-suppliers. [Note: an explanation of “significant risk” is found in the guidance document];
c) making reasonable efforts to ensure that these significant risks are adequately addressed by
suppliers/subcontractors, private employment agencies and sub-suppliers and by the organisation where and when
appropriate, and prioritised according to the organisation’s ability and resources to influence these entities; [Note:
an explanation of “reasonable effort” is found in the guidance document]; and
d) establishing monitoring activities and tracking performance of suppliers/subcontractors, private employment
agencies and sub-suppliers to ensure that these significant risks are effectively addressed.
9.10.2 Where the organisation receives, handles or promotes goods and/or services from suppliers /subcontractors
or sub-suppliers who are classified as home workers, the organisation shall take effective actions to ensure that such
home workers are afforded a level of protection substantially equivalent to that afforded the organisation’s other
workers under the requirements of this Standard.

Current systems:
 Company has established and documented Social Accountability Management System and
committed to continual improvement. Management has defined documented social policy also
communicated to all interested parties and stakeholders. Displayed in premises & training provided
to all employees.
 Management has appointed Mr. Basharat Ali as Management Representative for SA 8000:2014
implementation and improvements.
SA-8000 COMMITMENT
The SA8000 Standard is an auditable certification standard based on international workplace norms of
International Labour Organization (ILO) conventions, the Universal Declaration of Human Rights and the UN
Convention on the Rights of the Labour.
We at Alpha Knitting (Pvt.) Ltd. are committed to implement all SA-8000 standards requirements and all
other related local and international instruments such as the ILO conventions.
We Alpha Knitting (Pvt.) Ltd. are striving at our optimum for the betterment of our products and services.
We are also successfully maintained and implemented international standards and we make the most of
our inclusive resources to fulfil the requirements of these standards. In this regard our most recent
endeavour is; to promote an environment of mutual confidence flanked by our company and employees.
To accomplish all social and moral responsibilities, we are working on social accountability (SA-8000)
international standard. Social accountability standard (SA-8000) urged every business concern to fulfil their
responsibilities in their work place under following parameters. If you want to get more information
regarding this standard you can search their web-site www.saas.org.
Company has following Teams/Committees to control emergencies, grievances and for better
communication between workers and management.
 First Aid Team

 Fire Fighting Team
 Emergency Action Committee (EAC)
Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

 Social Performance Team (SPT)
 Worker Manager Council (WMC)
SA 8000 Policy
The management of Alpha Knitting (Pvt.) Ltd. Manufacturer and Exporter of Knitted Garments is committed
to meet not only the requirements of Social Compliance Standards but also all applicable national and
international laws/regulations pertaining to social Compliance issues. We consider employees as the most
valuable asset and to preserve this asset we treat our employees as citizen having all legal rights.
We are committed to continuously improve our Social Compliance standards by:
 DISCOURAGING CHILD LABOUR, FORCED LABOR AND EMPLOYEE DISCRIMINATION.
 ENCOURAGING POLICIES REGARDING COLLECTIVE BARGAINING, FREEDOM OF ASSOCIATION,
WORKING HOURS AND COMPENSATION.
 PROVIDING HEALTHY AND SAFE WORKING ENVIRONMENT FOR EMPLOYEES.
 CREATING AWARENESS AMONG ALL EMPLOYEES REGARDING DISCIPLINARY PRACTICES.
 CREATING AWARENESS AMONG ALL INTERESTED PARTIES AND SUPPLIERS.
 TO PROVIDE DUE TRAINING TO OUR EMPLOYEES.
 TO SERVE THE SOCIETY IN BEST POSSIBLE WAYS.
 TO PROVIDE EQUAL AND PERMANENT EMPLOYMENT OPPORTUNITIES TO SKILLED HUMAN FORCE.
 SETTING OF OBJECTIVES AND TARGETS FOR CONTINUAL IMPROVEMENT IN ENVIRONMENTAL
CONDITIONS
 CONTINUOUS IMPROVEMENT OF SOCIAL MANAGEMENT SYSTEM BY TAKING INTO CONSIDERATION
CHANGES IN LEGISLATION, IN ITS OWN CODE OF CONDUCT REQUIREMENTS AND ANY OTHER
COMPANY REQUIREMENTS.
Risk Assessment:
 Manager Compliance brief the meeting members that risk assessment is carried on 05-12-2018 in
conjunction and consultation with EAC members and Social Performance Team including
involvement of concerned department heads. Manager Compliance also indicates that all the
corrective action has been taken accordingly as recommended in Risk Assessment. Risk assessment
has been reviewed and communicated to all concerned at planned intervals.
Control Over Supplier:

 All the production activities, which are sub contracted, all the sub contractors are working in the
premises of company. The Purchase Manager has conducted meeting with the sub contractors and
make them aware with the legal and standard requirements and find out the possible options to
comply these requirements.
 All the suppliers outside factory have been informed through letter about the policy of company
regarding SA 8000:2014. Muhammad UMar (MR) is conducting Supplier Evaluation (out side the
factory) to verify the compliance of local labour laws and SA 8000:2014 standard. This process is likely
to be completed with in one month. In next meeting MR will present the data regarding
implementation status of labour practices at supplier’s premises.
Redress of Individual Grievances and Handling Procedure:

 Any workers may bring his grievance in respect of any right guaranteed or secured to him by or
under any law or any award or settlement to the notice of his employer in writing, either himself or
through his shop steward or collective bargaining agent within three months of the day on which the
cause of such grievance arises.
 Worker Representative is responsible to receive the Workers complaints and Workers complaints are
received through Compliant & Suggestion Boxes.
 Complaint & Suggestion box are installed in washrooms. Complaint & Suggestion boxes are
available for employees to drop the information about actual impacts that acquiring the field. Any
suggestion or complaint regarding to Social Issues can drop in this box. In case of complaint
corrective and preventive action request is raised as described ref (AK-FAF-05 & AK-FAF-06).
Complaint & Suggestion Instructions has been displayed near complaint & Suggestion boxes and
Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

written inform in Worker hand book.
 Where a worker brings his grievance to the notice of the employer, the employer has within fifteen
days of the grievance being brought to his notice, communicate the decision in writing to the
worker.
 Where a worker bring his grievance to the notice of his employer though his shop steward or
collective bargaining agent the employer shall within seven days of the grievance being brought to
his notice communication decision in writing to the shop steward or the collective bargaining agent.
 Receive customers or community complaint whether by email or in complaint box and notify the
person concerned about the fact that a client has a complaint.
 Request customer or community to put their complaint in writing and to attach relevant
documentation.
 Complaints are recorded in complaints register and Key person checks complaint to make sure that
the complaint is recorded in the register this person also identifies the nature and scope of the
complaint and decide which competent person will be handle the complaint and acknowledge
receipt of complaint in writing and indicate which staff will handle the complaint / investigation.
Customers or community Complaints must be solved within seven days.
Internal Audits:
 Company is performing internal audits after every six months. Last Internal audit was performed in 07
& 08 Feb, 2019.
Management Review Meeting:

 Company is performing management reviews after every six months. Last Management review
meeting was held in 11 Feb, 2019.
Trainings:
 We have highly experienced and well trained staff in our all departments and further we are
arranged on-job trainings for enhancement of their skills, and off-job trainings from external bodies as
well.
External trainings:
 Awareness session of SA-8000:2014 Standard from TQS Pakistan
 Risk Assessment Awareness from TQS Pakistan
 Fire Safety & First Aid from Rescue 1122
 Civil Defense Specialist Instructor’s (Rescue Service) Course by Civil Defense
Internal trainings:
 SA-8000 Policies & Company Policies
 Health & Safety and Environmental
 Work place regulations and laws
 Quality Control & Quality Assurance (Related to Product Parameters & Inspections)
 Customer COCs
 Risk Assessment
 Natural Disaster Safety & Response Training
 Emergency Preparedness/ Response Training
 Usage of PPE's & Its Importance
 First Aid & Fire Fighting Awareness
 Aids & Dengue Awareness
 Job Related Training
 New Employees Orientations
Details:
 Anti-bribery Policy Ref # AK-ABP-07
 Audit Schedule Ref # AK-MSF-01
Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

 Audit Notice and Agenda Ref # AK-MSF-03
 Audit Report Ref # AK-MSF-05
 Non – Conformity Report Ref # AK-MSF-04
 Audit Checklist Ref # AK-MSF-06
 MRM Notice and Agenda Ref # AK-MSF-08
 MRM Minutes Ref # AK-MSF-09
 Approved Supplier List Ref # AK-MSF-11
 Training Plan Ref # AK-MSF-19
 Worker Hand Book Ref # AK-MSF-22
Any other comments:

Nil
PICTORIAL EVIDENCE
FCCI Certificate PHMA Certificate Incorporation Certificate
Labour Registration Certificate EOBI Certificate PESSI Certificate

Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

Building Stability Certificate Civil Defence Certificate Vaccination Certificate
Canteen Contract Food Safety Certificate Canteen Staff Test Report
Lift Fitness Certificate Compressor Fitness Certificate Sound Inspection Report
Waste Water Test Report Generator Test Report Drinking Test Report
Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

Group Life Insurance Contract Rescue 1122 Training Certificate First Aid & Fire fighting Committee
SPT Member List Worker Management Council List WMC Election Result 2019
MRM Record Internal Audit Report BNW Calculation
Employee’s Suggestion Form Fire, First Aid & Evacuation Drill Worker Hearing Test Report
Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

Community Grievance Policy
Facility’s Main Gate Attendance System Canteen for Employees.
Fire Extinguishers Fire Alarm Call Point Electrical Panel

Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

Warehouse Accessories Store Stitching Area
Checking Area Packing Area Cutting Area
Fire Buckets Evacuation Plan Emergency Exit
Facility Building Suggestion Box Laboratory

Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

Knitting area Embroidery area Sampling department
Evacuation plan First aid box with insufficient supplies Operators working without ear plugs
Main Aisles Toilets Generator Area
Assembly area Facility Name Main notice board

Tel. +92 41-255 4462-66 Fax: +92-41-255 4454

Evacuation Drill Evacuation Drill Evacuation Drill
First Aid Training First Aid Training Firefighting Training
SPT Meeting EAC Meeting WMC Meeting

Socail Performance 2019

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ALPHA KNITTING (PVT) LIMITED

220 R.B. Pathanwala, Jhang Road, Faisalabad- Pakistan

SOCIAL ACCOUNTABILITY (SA 8000)

Labour Registration Number : JDLW/FD/F/586 (22-03-2002)

NTN Number: 1432337-7

FCCI Certificate Number 1403709-900

PHMA Certificate Number: A/320/95

Production Capacity: 60,000 Pieces Per Month

What form of worker representation / Worker Management Council

Total Number of Employee’s 325

SOCIAL ACCOUNTABILITY (SA 8000)

Current Systems and Evidence Examined

Any other comments:

1: Employment 2. FORCED OR COMPULSORY LABOUR

SOCIAL ACCOUNTABILITY (SA 8000)

Current Systems and Evidence Examined

I3. HEALTH & SAFETY

SOCIAL ACCOUNTABILITY (SA 8000)

Current Systems and Evidence Examined

SOCIAL ACCOUNTABILITY (SA 8000)

Any other comments:

4. FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE BARGAINING

Current Systems and Evidence Examined

SOCIAL ACCOUNTABILITY (SA 8000)

Any other comments:

Current Systems and Evidence Examined

 Policy (Discrimination) Ref # AK-PDA-05

Any other comments:

SOCIAL ACCOUNTABILITY (SA 8000)

Current Systems and Evidence Examined

Any other comments:

SOCIAL ACCOUNTABILITY (SA 8000)

Any other comments:

SOCIAL ACCOUNTABILITY (SA 8000)

1. Average Grocery Expenses Per Month = Rs: 8,600/-

Sr. # On Account Of; Per Year per Month

Company is paying following amount for an ordinary worker as Additional Benefits;

Sr. # On Account Of; Per Year per Month

MANAGEMENT HAS DEFINED THE FOLLOWING RULES TO COMPENSATE THE EMPLOYEE:

SOCIAL ACCOUNTABILITY (SA 8000)

Any other comments:

9.1 POLICIES, PROCEDURES AND RECORDS

SOCIAL ACCOUNTABILITY (SA 8000)

SOCIAL ACCOUNTABILITY (SA 8000)

Current Systems and Evidence Examined

 First Aid Team

SOCIAL ACCOUNTABILITY (SA 8000)

Control Over Supplier:

Redress of Individual Grievances and Handling Procedure:

SOCIAL ACCOUNTABILITY (SA 8000)

Management Review Meeting:

SOCIAL ACCOUNTABILITY (SA 8000)

Any other comments:

FCCI Certificate PHMA Certificate Incorporation Certificate

Labour Registration Certificate EOBI Certificate PESSI Certificate

SOCIAL ACCOUNTABILITY (SA 8000)

Building Stability Certificate Civil Defence Certificate Vaccination Certificate

Canteen Contract Food Safety Certificate Canteen Staff Test Report

Lift Fitness Certificate Compressor Fitness Certificate Sound Inspection Report

SOCIAL ACCOUNTABILITY (SA 8000)

MRM Record Internal Audit Report BNW Calculation

SOCIAL ACCOUNTABILITY (SA 8000)

Community Grievance Policy