Tejidos Royo Report 6 1

Version 6.
1
Sedex Audit Reference: 2020ESZAA413194850 • Sedex Members Ethical Trade Audit Report Version
6.1
Audit Details
Sedex Company ZC412873251 Sedex Site Reference: ZS413033478
Reference: (only available on Sedex
(only available on Sedex System)
System)
Business name
TEJIDOS ROYO, S.L.
(Company name):
Site name: TEJIDOS ROYO, S.L.
Site address: Polígono Industrial de Country: SPAIN
(Please include full Picassent, Calle 4, 1,
address) 46220 Picassent,
Valencia,
Site contact and job LYDIA PEREZ – Sustainability Department
title:
Site phone: (+34)961 240 300 Site e–mail: lperez@tejidos-royo.com
SMETA Audit Type: Labour Health & Environment Business Ethics

Standards Safety
Date of Audit: 23rd , 24th and 25th November, 2020
Audit Company Name & Logo: Report Owner (payee):
TEJIDOS ROYOS, S.L.
Audit Conducted By
Commercial Purchaser
Retailer
Brand owner NGO Trade Union
Multi– Combined Audit (select all that apply)

stakeholder
Audit company: SGS SPAIN Report reference: RBS/M/616222/20 Date: 23, 24 and 25th/11/2020 2
6.1
Audit Content:
(1) A SMETA audit was conducted which included some or all of Labour Standards, Health &
Safety, Environment and Business Ethics. The SMETA Best Practice Version 6.1 was applied.
The scope of workers included all types at the site e.g. direct employees, agency workers,
workers employed by service providers and workers provided by other contractors. Any
deviations from the SMETA Methodology are stated (with reasons for deviation) in the
SMETA Declaration.
(2) The audit scope was against the following reference documents
2-Pillar SMETA Audit
• ETI Base Code
• SMETA Additions
• Universal rights covering UNGP
• Management systems and code implementation,
• Responsible Recruitment
• Entitlement to Work & Immigration,
• Sub-Contracting and Home working,
4-Pillar SMETA
• 2-Pillar requirements plus
• Additional Pillar assessment of Environment
• Additional Pillar assessment of Business Ethics
• The Customer’s Supplier Code (Appendix 1)
(3) Where appropriate non-compliances were raised against the ETI code / SMETA Additions
& local law and recorded as non-compliances on both the audit report, CAPR and on
Sedex.
(4) Any Non-Compliance against customer code shall not be uploaded to Sedex. However,
in the CAPR these ‘Variances in compliance between ETI code / SMETA Additions/ local
law and customer code’ shall be noted in the observations section of the CAPR.
6.1
SMETA Declaration
I declare that the audit underpinning the following report was conducted in accordance
with SMETA Best Practice Guidance and SMETA Measurement Criteria.
(1) Where appropriate non-compliances were raised against the ETI code / SMETA Additions & local law
and recorded as non-compliances on both the audit report, CAPR and on Sedex.
(2) Any Non-Compliance against customer code alone shall not be uploaded to Sedex. However, in
the CAPR these ‘Variances in compliance between ETI code / SMETA Additions/ local law and
customer code’ shall be noted in the observations section of the CAPR.
Any exceptions to this must be recorded here (e.g. different sample size):
Auditor Team (s) (please list all including all interviewers):

Lead auditor: PILAR ORDEN
Lead auditor ASPSCA status: RA21702370
Team auditor:
Interviewers: PILAR ORDEN_APSCA number: RA21702370 ASCA 21705037

Report writer: PILAR ORDEN _APSCA number: RA 21702370
Report reviewer:
Date of declaration: 23/11/2020

Note: The focus of this ethical audit is on the ETI Base Code and local law. The additional elements will not be audited in
such depth or scope, but the audit process will still highlight any specific issues.
This report provides a summary of the findings and other applicable information found/gathered during the social audit
conducted on the above date only and does not officially confirm or certify compliance with any legal regulations or
industry standards. The social audit process requires that information be gathered and considered from records review,
worker interviews, management interviews and visual observation. More information is gathered during the social audit
process than is provided here. The audit process is a sampling exercise only and does not guarantee that the audited site
prior, during or post–audit, are in full compliance with the Code being audited against. The provisions of this Code
constitute minimum and not maximum standards and this Code should not be used to prevent companies from
exceeding these standards. Companies applying this Code are expected to comply with national and other applicable
laws and where the provisions of law and this Code address the same subject, to apply that provision which affords the
greater protection. The ownership of this report remains with the party who has paid for the audit. Release permission must
be provided by the owner prior to release to any third parties.
Sedex Audit Reference: 2020ESZAA413194850 • Sedex Members Ethical Trade Audit Report Version 6.1
Summary of Findings
Area of Non–Conformity Findings
Issue (Only check box when there is a non– Record the number (note to auditor, summarise in as few words as
(please click on the issue title to go direct conformity, and only in the box/es where the of issues by line*: possible NCs, Obs and GE)
to the appropriate audit results by clause) non–conformity can be found)
Note to auditor, please ensure that when issuing
the audit report, hyperlinks are retained. ETI Base Additional Customer NC Obs GE
Local Law
Code Elements Code
0A Universal Rights covering UNGP • None Observed
0B Management systems and • None Observed

code implementation
1. Freely chosen Employment • None Observed
2 Freedom of Association • None Observed
3 Safety and Hygienic Conditions 2 • There is not emergency light at lunchroom

at spinning site.
• It was some extinguisher placed higher
than allowed by law.
4 Child Labour • None Observed
5 Living Wages and Benefits • None Observed
6 Working Hours • None Observed
7 Discrimination 1 • Company has an equal plan without

updated from 2018. Company is working in
this to comply with new law where it must
be registered.
8 Regular Employment • None Observed
8A Sub–Contracting and • None Observed

Homeworking
9 Harsh or Inhumane Treatment • None Observed
10A Entitlement to Work • None Observed
10B2 Environment 2-Pillar • None Observed
10B4 Environment 4–Pillar • None Observed
10C Business Ethics • None Observed
General observations and summary of the site:
Tejidos Royo was founded in 1903 as family company.
The audit process was to crosscheck various sources of information to evaluate conformance with the ETI Base Code and local legislations. An opening
meeting was held on day 1st which was attended by
✓ Lydia Perez – Sustainability Department
The Scope of audit was the activity at facility: Design and Manufacture of textile fabrics
The auditor introduced himself and explained the purpose and scope of the audit, including potential benefits to the site. After the opening meeting, a site
tour was done to the facility
The company agreed that SGS auditor conducted confidential interviews with workers who were chosen freely without influence from managers. Employees
were interviewed about their working conditions. The interviewees showed a cooperative attitude and effective evidence was collected during the workers
interview. Most employees were satisfied with working conditions and benefits. This interview was done applying Covid-19 protocols
Due to Covid-19 it was not possible perform total number of interviews as per BPG
During closing meeting, the auditor explained the SMETA CAPR
Summary of Findings:
Negative
➢ Equal plan has not been updated since 2018
➢ There is not emergency light at lunchroom at spinning site.
➢ It was found some fire extinguisher placed higher than allowed by law
A copy of the SMETA Corrective Action Plan was provided to Company
The auditor thanked management for their time and contribution and reconfirmed the purpose and scope of the assessment.
*Please note the table above records the total number of Non-compliances (NC), Observations (Obs) and Good Examples (GE). This gives the reviewer an
indication of problem areas but does not detail severities of each issue – Reviewers need to check audit results by clause.
6.1
Site Details
Site Details
A: Company Name: TEJIDOS ROYO, S.L.
B: Site name: TEJIDOS ROYO, S.L.
C: GPS location: Polígono Industrial de Latitude: 39.35692

(If available) Picassent, Calle 4, 1, Longitude: -0.45227
46220 Picassent, Valencia
D: Applicable business and other VAT number: B96348644

legally required licence numbers and Integrated industrial and environmental activity license:
documents, for example, business number 642/AAI/CV
license number, liability insurance, any Liability Insurance: AIG nº 0030077471/30000
other required government inspections
E: Products/Activities at site, for Design and Manufacture of textile fabrics

example, garment manufacture,
electricals, toys, grower, cutting,
sewing, packing etc
F: Site description: TEJIDOS ROYO is a Valencian company founded in 1903,

(Include size, location, and age of site. and leader in the textile industry in Europe. Company export to
Also, include structure and number of 30 different countries.
buildings) Vertical business model:
•Spinning - •Indigo dyeing - •Weaving - •Piece dyeing -
•Special finishes
4 different building. 2 placed in Alcudia del Crespin and 2 more
in Picasent. All of them under same General manager, CBA,
Code of conduct.
For below, please add any extra rows if appropriate.
1. Hilatura - 28000 m2
2. Iberdenim - 8568 m2
3. Tejeduría - 19500 m2
4. Acabados - 8900 m2
Capacity of 16.800.000 meters
F1: Visible structural integrity issues (large cracks) observed?

Yes
No
F2: Please give details:
F3: Does the site have a structural engineer evaluation?

Yes
No
F4: Please give details:
6.1
Details: N/A
G: Site function: Agent

Factory Processing/Manufacturer
Finished Product Supplier
Grower
Homeworker
Labour Provider
Pack House
Primary Producer
Service Provider
Sub–Contractor
H: Month(s) of peak season: There is no clear peak season. The production is quite stable
(if applicable) along the year. From September to December could be the
months with a peak
I: Process overview: Design and Manufacture of textile fabrics

(Include products being produced, main
operations, number of production lines,
main equipment used)
J: What form of worker representation / Union

union is there on site? Worker Committee (there is worker committee in each
section)
Other (Open door policy, suggestion and grievance box
and worker representative)
None
K: Is there any night production work at Yes

the site? No
L: Are there any on site provided worker Yes

accommodation buildings e.g. No
dormitories If yes approx. % of workers in on site accommodation
M: Are there any off site provided Yes

worker accommodation buildings No
If Yes approx. % of workers
N: Were all site-provided Yes

accommodation buildings included in No
this audit If No, please give details N/A
6.1
Audit Parameters
A: Time in and time out Day 1 Time in: 8:00 Day 2 Time in: 08:0 Day 3 Time in: 08:00
Day 1 Time out: 15:00 Day 2 Time out: 15:00 Day 3 Time out: 15:00
B: Number of Auditor Days Used: 1 auditor x 3 day
C: Audit type: Full Initial

Periodic
Full Follow–up
Partial Follow–Up
Partial Other
If other, please define
D: Was the audit announced? Announced

Semi – announced: Window detail: 4 weeks
Unannounced
E: Was the Sedex SAQ available for Yes

review? No
If No, why not: New member not finishing yet
F: Any conflicting information Yes

SAQ/Pre-Audit Info to Audit findings? No
If Yes, please capture detail in appropriate audit by clause
G: Who signed and agreed CAPR Lydia Perez – Sustainability Department

(Name and job title)
H: Is further information available Yes

(if Y please contact audit company for No
details)
I: Previous audit date: NA
J: Previous audit type: Periodic
K: Was any previous audit reviewed Yes No

during this audit
N/A
6.1
Audit attendance Management Worker Representatives
Senior Worker Committee Union

management representatives representatives
A: Present at the opening meeting? Yes No Yes No Yes No
B: Present at the audit? Yes No Yes No Yes No
C: Present at the closing meeting? Yes No Yes No Yes No
D: If Worker Representatives were not

present please explain reasons why
(only complete if no worker reps present)
E: If Union Representatives were not

present please explain reasons why:
(only complete if no union reps present)
6.1
Worker Analysis
The term "migrant worker" refers to a person who is engaged or has been engaged in a remunerated activity
“ in a country of which they are not a national and where they do not intend to remain permanently or has
purposely migrated on a temporary basis to another in-country region to seek and engage in a remunerated
activity
Worker Analysis
Local Migrant*
Total
Home
Permanent Temporary Agency Permanent Temporary Agency
workers
Worker numbers –
219 5 0 3 0 0 0 227
Male
Worker numbers –
125 7 0 1 0 0 0 133
female
Total 344 12 0 4 0 0 0 360
Number of Workers
10 1 0 1 0 0 0 13
interviewed – male
Number of Workers
interviewed – 10 2 0 0 0 0 0 12
female
Total – interviewed
20 3 0 1 0 0 0 25
sample size
A: Nationality of Management Spanish
B: Please list the nationalities of all Nationalities for both Was the list completed during peak
workers, with the three most common companies: season?
nationalities listed first. B1: Nationality 1: Spain Yes
Please add more nationalities as applicable to site. Nationality 2 : Italian No
Add more rows if required.
Nationality 3 : Argelia If no, please describe how this may
Nationality 4: Nigerian vary during peak periods: NA
C: Please provide more information for Country 1: Spain approx. 98 % total workforce
the three most common nationalities. Country 2: Italian approx. 1 % total workforce
Conutry 3 Argelia approx. 0,5 % total workforce
Country 4 : Nigerian approx. 0,5 % total workforce
D: Worker remuneration D: _____ % workers on piece rate

(management information) D1: % hourly paid workers
D2: 100 % salaried workers
Payment cycle:
D3: _______% daily paid
6.1
D4: % weekly paid

D5: 100 % monthly paid
D6: % other (*)
D7: If other, please give details: (*)
Worker Interview Summary
A: Were workers aware of the audit? Yes

No
B: Were workers aware of the code? Yes

No
C: Number of group interviews: Due to covid 19 it was done only individual

(Please specify number and size of groups. Please see SMETA group.
Best Practice Guidance and Measurement Criteria. If the
auditor was not able to follow the BPG, please state within the
declaration)
D: Number of individual interviews Male: 13 Female: 12

(Please see SMETA Best Practice Guidance and Measurement
Criteria)
E: All groups of workers are included in the scope of this Yes

audit such as; Direct employees, Casual and agency No
workers, Workers employed by service providers such as
security and catering staff as well as workers supplied by If N, please give details
other contractors.
Note to auditor: please record details of migrant /agency/contractor
workers in section 8 – Regular Employment, under Responsible
Recruitment
F: Interviews were done in private and the confidentiality Yes

of the interview process was communicated to the No
workers?
G: In general, what was the attitude of the workers Favourable

towards their workplace? Non–favourable
Indifferent
H: What was the most common worker complaint? Good working atmosphere
I: What did the workers like the most about working at Positive.
this site?
J: Any additional comment(s) regarding interviews: Nothing to report.
K: Attitude of workers to hours worked: Interviews developed in a nice atmosphere, all

workers were polite and felt comfortable
during interview.
6.1
L. Is there any worker survey information available?
Yes
No
If Yes, please give details:
M: Attitude of workers:
(Include their attitude to management, workplace, and the interview process. Both positive and negative information should be
included) Note: Do not document any information that could put workers at risk
During the audit, a sample of employees were interviewed to represent the workforce in terms of age,
gender, and various departments.
Interviews were conducted on site in a private room without management presence. Respecting the
Covid-19 protocols.
Interviewed workers were comfortable to answer questions and provided an unanimously positive view of
the company culture, management and facilities, describing the company as a good place to work.
Positive comment was made towards safety.
N: Attitude of worker’s committee/union reps:

(Include their attitude to management, workplace, and the interview process. Both positive and negative
information should be included) Note: Do not document any information that could put workers at risk
There is workers’ representative committee elected freely among them. There is a worker committee for
each section. The committee members were interviewed. They stated that there is a good work
atmosphere and the management follows an open doors attitude for all employees. Communication is
fluent between management and Union. Topics are treated with nature when needed. There is not any
opened conflict.
O: Attitude of managers:
(Include attitude to audit, and audit process. Both positive and negative information should be included)
Management were co-operative throughout the audit and provided all requested information.
A site tour was facilitated with access granted to all areas internal and external.
Workers interviews were arranged and in a confidential room provided.
Overall management gave a positive approach to the audit.
6.1
Audit Results by Clause

0A: Universal Rights covering UNGP
(Click here to return to NC–table)
0.A. Guidance for Observations

0.A.1 Businesses should have a policy, endorsed at the highest level, covering human rights impacts and
issues, and ensure it is communicated to all appropriate parties, including its own suppliers.
0.A.2 Businesses should have a designated person responsible for implementing standards concerning
Human rights
0.A.3 Businesses shall identify their stakeholders and salient issues.
0.A.4 Businesses shall measure their direct, indirect, and potential impacts on stakeholders (rights holders)
human rights.
0.A.5 Where businesses have an adverse impact on human rights within any of their stakeholders, they
shall address these issues and enable effective remediation.
0.A.6 Businesses shall have a transparent system in place for confidentially reporting, and dealing with
human rights impacts without fear of reprisals towards the reporter.
Note for auditors and readers. This is not a full Human Rights Assessment, but instead a check on
the business’s implementation of processes to meet their Universal rights covering UNGP
responsibilities.
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:
TEJIDOS ROYO, S.L. has developed and introduced their own CSR Ethical Policy which meets the ETI Code.
facility policies and procedures are known by management and employees. The own CSR Ethical Code is
endorsed at the highest level and cover human rights subjects.
The company has a well detailed social compliance and human rights procedure covering all ILO
fundamental Conventions.
They have a policy implemented and communicated to stakeholders. They know about this policy and
remember to have received information. The relations with the stakeholders are carried out from social
responsibility department.
A senior member of management is responsible for compliance with the Code
Evidence examined – to support system description (Documents examined & relevant comments. Include
renewal/expiry date where appropriate):
Details: Documentary review, management interview.
6.1
A: Policy statement that expresses commitment to Yes

respect human rights? No
Please give details: Company policy as well as ethic
code exist and its endorsed to highest levels, and talks
about respect of human rights, environment, fair
business, punish bribery etc. It is in bulletin boards where
it is easily seen.
B: Does the business have a designated person Yes

responsible for implementing standards No
concerning Human Rights?
Please give details:
Name: Vicente Tormo
Job title: RRHH Manager
C: Does the businesses have a transparent system Yes

in place for confidentially reporting, and dealing No
with human rights impacts without fear of reprisals Please give details: Workers have open channels
towards the reporter? available for consult or reporting any violations of Labour
or Human Rights with the management directly, with the
HR department, with workers representatives
committee, with H&S committee members, with the
gender equality committee members, and with the
Spanish Unions and Courts.
D: Does the grievance mechanism meet UNGP Yes

expectations? (Legitimate, Accessible, No
Predictable, Equitable, Transparent, Rights- D1: If no, please give details: There is a suggestion and
compatible, a source of continuous learning and grievance box.
based on stakeholder engagement)
D: Does the business demonstrate effective data Yes

privacy procedures for workers’ information, No
which is implemented?
Please give details: Personal records were kept at each
employee’s personal files. Administration department
was responsible data privacy. The Business can
demonstrate the compliance with the Spanish (local
law): Personal Data Protection Act, and European Union
personal data protection directives
6.1
Findings
Finding: Observation Company NC Objective evidence

observed:
Description of observation:
None Observed
Local law or ETI/Additional elements / customer specific requirement:
Comments:
Good examples observed:
Description of Good Example (GE): Objective Evidence

Observed:
6.1
Measuring Workplace Impact

Workplace Impact
A: Annual worker turnover: A1: Last year: 2019 A2: This year: 2020
Number of workers leaving in last 12 months as a % of 0.83% 0.27%
average total number of workers on site over the year
(annual worker turnover)
B: Current % quarterly (90 days) turnover: 0%

Number of workers leaving from the first of the 90 day
period through to the last day of the 90 day period /
[(number of employees on the 1st day of 90 day period
+ number of employees on the last day of the 90 day
period) / 2]
C: Annual % absenteeism: C1: Last year: 2019 C2: This year: 2020
Number of days lost through job absence in the year / 4.3% 2.38%
[(number of employees on 1st day of the year + number
employees on the last day of the year / 2]
* number available workdays in the year
D: Quarterly (90 days) % absenteeism: 0.84%

Number of days lost through job absence in the period
/
[(Number of employees on 1st of the period + Number
of employees on the last day of the period / 2]
* Number of available workdays in the month
E: Are accidents recorded? Yes

No
E1: Please describe: The company has a process to record
and investigate accidents.
F: Annual Number of work related accidents F1: Last year: 2019 F2: This year: 2020
and injuries per 100 workers: Number: 6.11% Number: 5.5%
[Number of work related accidents and injuries * 100) /
Number of total workers]
G: Quarterly (90 days) number of work 3.05%

related accidents and injuries per 100
workers:
[Number of work related accidents and injuries * 100) /
Number of total workers]
H: Lost day work cases per 100 workers: H1: Last year: 2019 H2: This year: 2020
[(Number of lost days due to work accidents and work 250 days 63 days
related injuries * 100) / Number of total workers]
I: % of workers that work on average more I1: 6 months I2: 12 months

than 48 standard hours / week in the last 6 / 0 % workers 0 % workers
12 months:
J: % of workers that work on average more J1: 6 months J2: 12 months

than 60 total hours / week in the last 6 / 12 0 % workers 0 % workers
months:
6.1
0B: Management system and Code Implementation

(click here to return to NC Table)
0.B.1 Suppliers are expected to implement and maintain systems for delivering compliance to this Code.
0.B.2 Suppliers are expected to be operating legally in premises with the correct business licenses and
permissions and to have systems to ensure that all relevant land rights have been complied with
0.B.3 Suppliers shall appoint a senior member of management who shall be responsible for compliance
with the Code.
0.B.4 Suppliers are expected to communicate this Code to all employees.
0.B.5 Suppliers should communicate this code to their own suppliers and, where reasonably practicable,
extend the principles of this Ethical Code through their supply chain.

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:
Code is communicated to workers and posted on bulletin boards. They receive a manual when recruited
where is explained all main points regarding behaviour expected by company, respect points, etc. Workers
know the location of Bulletin boards were important information regarding company and related Codes
and trainings are share. Customers’ Codes are known by workers as well.
Company operating legally in premises with the correct business licenses and permissions and to have
systems to ensure that all relevant land rights have been complied with.
ETI Code is provided to all workers in the hiring process. Registers of this delivery was available during audit.
The facility management system is certified under the international standards:

• Oeko-Tex Standard 100 and STeP certified by Oeko-Tex®
• Member of BCI and Textile Exchange
• Signatory to the NU Global Compact
• GRS and OCS certified by ICEA
Details: Confirmed by management interview and facility tour, record review.
Any other comments: None
6.1
Management Systems:
A: In the last 12 months, has the site been subject Yes

to any fines/prosecutions for non–compliance to No
any regulations? A1: Please give details: Confirmed by management.
B: Do policies and/or procedures exist that reduce Yes

the risk of forced labour, child labour, No
discrimination, harassment & abuse? B1: Please give details: There is no evidence of any
kind of discrimination, child labour or harassment
registered during the whole activity of the company.
Policy defends good practices at working place
C: If Yes, is there evidence (an indication) of There is no evidence of any kind of discrimination
effective implementation? Please give details. between workers.
The policies are available and known by employees.
Through workers and management interviews,
workers representatives’ committee interviews,
gender equality committee members interviews, the
auditor could check that there is an effective
implementation.
D: Have managers and workers received training Yes

in the standards for forced labour, child labour, No
discrimination, harassment & abuse? D1: Please give details: HR manager shows, publish,
updates and implements ETI Code to workers.
E: If Yes, is there evidence (an indication) that Yes

training has been effective e.g. training records No
etc.? Please give details E1: Please give details: There is no evidence of any
kind of discrimination, harassment, or unfair behaviour
during the whole activity of the business.
Annual training plan records and the new employees
training registers available. Also confirmed by
management and employees’ interviews
F; Does the site have any internationally Yes

recognised system certifications e.g. ISO 9000, No
14000, OHSAS 18000, SA8000 (or other social F1: Please give details:
audits). • Oeko-Tex Standard 100 and STeP certified by Oeko-
Please detail (Number and date). Tex®
• Member of BCI and Textile Exchange
• Signatory to the NU Global Compact
• GRS and OCS certified by ICEA
G: Is there a Human Resources Yes

manager/department? No
If Yes, please detail. Please describe: There is a department of HHRR
responsible to select the personnel.
H: Is there a senior person /manager responsible Yes

for implementation of the Code No
Please describe: A senior member of management is
responsible for compliance with the Code
6.1
I: Is there a policy to ensure all worker information Yes

is confidential No
I1: Please give details: There is a policy to ensure all
worker information is confidential in compliance with
the Spanish (local) law (Personal Data Protection Act)
and the European Union personal data protection
regulation UE 679/2016..
J: Is there an effective procedure to ensure Yes

confidential information is kept confidential No
J1: Please give details: Spanish legislation in Data
protection.
The company complies with the Organic Law 15/1999,
of December 13, on the Protection of Personal Data.
K: Are risk assessments conducted to evaluate Yes

policy and procedure effectiveness? No
K1: Please give details: They have done some previous
social audits to check effectiveness.
L: Does the facility have a process to address Yes

issues found when conducting risk assessments, No
including implementation of controls to reduce L1 Please give details: They works with a continual
identified risks? improvement system.
M: Does the facility have policy/code which Yes

requires labour standards of its own suppliers? No
M1: Please give details: The policy is communicated to
any related company to their business (customers and
suppliers
6.1
Land rights
N: Does the site have all required land rights Yes

licenses and permissions (see SMETA Measurement No
Criteria)? N1: Please give details: The facility has the accurate
license for each center.
O: Does the site have systems in place to conduct Yes

legal due diligence to recognize and apply No
national laws and practices relating to land title O1: Please give details: National laws were followed
by the company management.
P: Does the site have a written policy and Yes

procedures specific to land rights. No
If yes, does it include any due diligence the
company will undertake to obtain free, prior and P1: If yes, how does the company obtain FPIC: The
informed consent, (FPIC) even if national/local Site is in an established industrial Zone in Spain,
law does not require it
Q: Is there evidence that facility site Yes

compensated the owner/lessor for the land prior No
to the facility being built or expanded. Q1: Please give details: NA, documents required by
Please give details. law were available in the moment of the audit.
Yes
R. Does the Facility demonstrate that alternatives No
to a specific land acquisition were considered to R1: Please give details: NA
avoid or minimize adverse impacts
Please give details.
S: Is There any evidence of illegal appropriation of Yes

land for facility building or expansion of footprint. No
S1: Please give details: documents required by law
were available in the moment of the audit.
6.1
Non–compliance:
1. Description of non–compliance: Objective evidence

observed:
NC against ETI/Additional Elements NC against Local Law
None Observed
Local law and/or ETI requirement:
Recommended corrective action:
Observation:
Description of observation: Objective evidence

observed:
Local law or ETI requirement:
Comments:
Good Examples observed:
Description of Good Example (GE): Objective evidence

observed:
6.1
1: Freely Chosen Employment

ETI
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge “deposits” or their identity papers with their employer and are free
to leave their employer after reasonable notice.

procedures are carried out, who is/are responsible for the management of this item of the code. Evidence checked should detail
Current systems:
In the moment of the audit, there were 75-finishes, 58-spinning, 30-iberdenim and 197-weavin, total 360
workers
Through interviews was demonstrated that the employees are free of leave the job when working time is
over and if they have any personal issue they can absent without problem.
The workers carry out their hours correctly as is defined in his contract labour.
There are no clauses in the employment agreement which would restrict workers from leaving at the end
of their shift. Most of workers are working in the company since a lot of years ago. The staff is very permanent
Details:
Documents and worker interviews
Human Resources files
Contracts to establish notice periods.
Site tour.
A: Is there any evidence of Yes

retention of original documents, No
e.g. passports/ID’s A1: If yes, please give details and category of workers affected:
B: Is there any evidence of a loan Yes

scheme in operation No
B1: If yes, please give details and category of worker affected:
C: Is there Any evidence of Yes

retention of wages /deposits No
C1: If yes please give details and category of worker affected.
D: Are there any restrictions on Yes

workers’ freedom to terminate No
employment? D1: Please describe finding: According interviews.
6.1
E: If any part of the business is UK Yes

based or registered there & has a No
turnover over £36m, is there a
published a ‘modern day slavery Not applicable
statement? E1: Please describe finding:
F: Is there evidence of any Yes

restrictions on workers’ freedoms No
to leave the site at the end of the F1: Please describe finding: According workers interviews.
work day?
G: Does the site understand the Yes

risks of forced / trafficked / No
bonded labour in its supply chain
Not applicable
G1: If yes, please give details and category of workers affected:
H: Is the site taking any steps Yes

taking to reduce the risk of forced No
/ trafficked labour? H1: Please describe finding Spanish Laws. No findings observed
regarding facility’s hiring process, forced labour of trafficked labour
Non–compliance:

observed:
NC against ETI NC against Local Law: NC against customer code: (where relevant please
add photo numbers)
None Observed
Local law and/or ETI requirement
Observation:

observed:
Comments:

observed:
6.1
2: Freedom of Association and Right to Collective Bargaining are Respected

(Click here to return to Key Information)
ETI
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to
bargain collectively.
2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational
activities.
2.3 Workers’ representatives are not discriminated against and have access to carry out their
representative functions in the workplace.
2.4 Where the right to freedom of association and collective bargaining is restricted under law, the
employer facilitates, and does not hinder, the development of parallel means for independent and free
association and bargaining.

Current systems:
The company gives freedom of association to workers. The company respects the right of employees to
elect their representatives, and to be unionized.
There is a worker committee for each section. Last election in February 2019
The worker representative has expressed that they are free to communicate with the employees and they
are not discriminated.
Collective Bargaining Agreement is called “Convenio Colectivo General de Trabajo de la Industria
Textil y de la Confección”
Details: To support system description (Documents examined & relevant comments. Include
renewal/expiry date where appropriate): Management interview and worker interviews.
A: What form of worker Union (CCOO + UGT)

representation/union is there on Worker Committee
site? Other (Suggestion and grievance box)
None
B: Is it a legal requirement to have a Yes

union? No
C: Is it a legal requirement to have Yes

a worker’s committee? No
6.1
D: Is there any other form of Yes

effective worker/management No
communication channel? (Other D1: Please give details: An anonymous channel is available.
than union/worker committee) e.g. There is workers’ representative committee elected freely among
H&S, sexual harassment them. There is an H&S committee. There is a Gender Equality
committee. Outsourced companies hired to support the H&S
management system. Spanish Unions and Labour Court.
D2: Is there evidence of free elections?

Yes
No
E: Does the supplier provide Yes

adequate facilities to allow the No
Union or committee to conduct E1: Please give details: The employees state this in the interviews.
related business?
F: Name of union and union CCOO + UGT F1: Is there evidence of free elections?
representative, if applicable: Yes No N/A
G: If no union what is parallel G1: Is there evidence of free elections?

means of consultation with workers Yes No N/A
e.g. worker committees?
H: Are all workers aware of who Yes No

their representatives are?
I: Were worker representatives freely Yes No I1: Date of last election: February 2019
elected?
J: Do workers know what topics can Yes No They know how to proceed when raise up
be raised with their representatives? any doubt related to salaries, free days,
permissions for doctor visits, etc. There is a
person at place, who is in charge of
solving any doubt from workers related to
employment conditions
K: Were worker Yes No

representatives/union If Yes, please state how many: 3 worker representatives in a private
representatives interviewed room.
L: State any evidence that Meetings are performed. They are listened by management
union/worker’s committee is regarding prevention issues as well as working conditions as
effective? declared by representative during interviews. The committee
Specify date of last meeting; topics members were interviewed. They stated that there is a good work
covered; how minutes were atmosphere and the management and HR department follows an
communicated etc. open doors attitude for all employees. No negative information was
raised through workers’ representative committee members
interviews. The relationship between management and workers’
representatives committee is in continuous manner and the HR
department has an open doors attitude.
6.1
6.1
M: Are any workers covered by Yes No

Collective Bargaining Agreement
(CBA)
N: If Yes what percentage by trade M1: 100 % workers covered by M2: 100 % workers covered by
Union/worker representation Union CBA worker rep CBA
O: If Yes, does the Collective Yes

Bargaining Agreement (CBA) No
include rates of pay
Non–compliance:

observed:
NC against ETI NC against Local Law NC against customer code: (where relevant please add
photo numbers)
None Observed
Observation:

observed:
Comments:

observed:
6.1
3: Working Conditions are Safe and Hygienic

ETI
3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing
knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent
accidents and injury to health arising out of, associated with, or occurring in the course of work, by
minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
3.2 Workers shall receive regular and recorded Health & Safety training, and such training shall be
repeated for new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food
storage shall be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
3.5 The company observing the code shall assign responsibility for Health & Safety to a senior
management representative.

TEJIDOS ROYO, S.L. implements the Health and Safety Risk Prevention and their medical care with
PREVENPYNE and Cualtis. There is a person in charge to the department and a Committee for Health and
Safety, which performs meetings quarterly. The last meetings were performed in November, March 2020.
Each plant has their owns meetings.
The company has a risk evaluation for each building, reviewed risk evaluation dated June 2020
Contingencies plan for COVID-19 in March 2020
The emergency plan for each building, dated September 2017. The workers have received training in this
emergency plan, and it is designed for emergency equipment. Fire drill, the last was performed in February
and March 2020 in all shift and for all sites.
• Firefighting equipment reviewed by TP Instalaciones, SL quarterly inspection, last one performed in

October 2020.
• Firefighting equipment reviewed by Airfreu quarterly inspection, last one performed in September
2020.
First aids kits are located in different places of production areas.
Toilets and changing rooms are segregated, enough and clean.
They keep a record of information and training provided to their workers in risk and preventive measures
and emergency measures.
The company teaches courses periodically, the following training that has been done to some workers is:
• Training for basic level functions of preventive activity, September 2020
• Covid-19 training performed November 2020
• Emergency plan, January 2020
• First aids training performed in February 2018
6.1
• Training in forklift in July 2018

• Risk of exposure to chemicals in January 2018
• Elevated platform training performed in May 2019
Hygienic Measurements performed:
- The company performed the last noise measurement in June 2020

- Illumination assessment performed in September 2017
- Exposure to chemical product, Dust performed in January 2018 and March 2020
- Vibration assessment performed December 2016
- Temperature and humidity assessment performed July 2020
- Psychosocial assessment performed in 2018
Records of PPE’s are updated, and it was checked during visit that workers are using.
The company has covered accidents at work with Cualtis prevencion

Medical exams are performing periodically; last medical exam is performing in June 20
12 minor accidents without leave and 8 minor accidents with leave, have been recorded in 2020, company
perform an investigation of all accidents.
Chemical products are in the warehouse, labelled, cleaned and in order, technical data sheet available
to workers. They have a list of all chemicals used.
It has the signals informing the use of PPE’s in machinery
The company has performed the following inspections by authorized companies:
• Low and High Voltage: maintenance by the company Gysem

• High Voltage inspection by performed OCA AC control, last inspection August 2019
• Low voltage inspection performed by OCA Sigma inspection in April 2017 and January 2020
• thermographic report performed in July 2019
• Compressors: Mandatory inspection level C was performed by Tuv in December 17, next inspection
level B in December 2020 and level C in December 2026
• Boil inspection performed by Atisae last July 2019, next inspection level C in 2022
• Boil (2) inspection performed by Atisae last August 2019 next inspection level C in 2022
• Yearly maintenance of Boil with external company RCB
• Legionella control is in charge of the authorized third party called “Adiquimica” (last controls on
June 16th, 2020)
• Pest and plague control is in charge of an authorized by local government firm called “SANIVAL”
Details: Visit to factory facilities, interviews to workers’ representative, managers and workers from all tasks
performed in the site. Documentation related to risk prevention, machinery revisions and medical care
examinations
6.1
Yes
A: Does the facility have general
Health & Safety and occupational No
Health & Safety policies and
procedures that are fit for purpose and A1: Please give details: Elaborated by external company and
are these communicated to workers? implanted by the own company. The risk evaluations per work
post are available and updated. The suitable information and
training are provided to the employees regarding each work
post.
Yes
B: Are the policies included in worker’s
manual? No
B1: Please give details: Included in the welcome training pack

for new worker.
Yes
C: Are there any structural additions
without required permits/inspections
NoC1: Please give details: No evidence.
(e.g. floors added)?
Yes
D: Are visitors to the site informed on
H&S and provided with personal No
protective equipment D1: Please give details: As per health and safety policy, health
and safety rules should be followed by visitors at the company
premises.
Yes
E: Is a medical room or medical facility
provided for workers? No
If yes, do the room(s) meet legal E1: Please give details: Not required by law to have a medical
requirements and is the size/number of room. The facility is fitted with a first aid room and first aid kits.
rooms suitable for the number of The outsourced firm hired for Health issues Prevenpyme and
workers. there is an outsourced firm for injuries/accidents management
is Cualtis
Yes
F: Is there a doctor or nurse on site or
there is easy access to first aider/ No
trained medical aid
F1: Please give details: The facility is fitted with a first aid room
and first aid kits.
Yes
G: Where facility provides worker
transport - it is fit for purpose, safe and
No
maintained and operated by
competent persons e.g. buses and
G1: Please give details:
other vehicles
6.1
Yes
H: Secure personal storage space is
provided for workers in their living No
space and is fit for purpose
H1: Please give details: NA. The facility does not provide workers
accommodation
Yes
I: H&S Risk assessments are conducted
(including evaluating the No
arrangements for workers doing I1: Please give details: Risk assessment is conducted and
overtime e.g. driving after a long shift) controlled periodically by external expert. Risks evaluation for
and there are controls to reduce each work-post and work-post conditions and hygienic
identified risk assessments, H&S annual plan, Information and training are
provided to the employees regarding each work post. H&S
compulsory training is provided for all workers.
Yes
J: Is the site meeting its legal obligations
No
on environmental requirements
J1: Please give details: Environmental permit was reviewed. Also
including required permits for use and
wastes were disposed via authorized companies.
disposal of natural resources
Yes
K: Is the site meeting its customer
requirements on environmental No
standards, including the use of banned
chemicals K1: Please give details: According to REACH,
Non–compliance:

observed:
NC against ETI NC against Local Law NC against customer code:
Onsite tour
There is not emergency light at lunchroom at spinning site. H&S documentation

ETI 3.1
RD Low Voltage and CTE “emergency light must be placed in evacuation
route”
Placed emergency light in lunchroom
6.1
2. Description of non–compliance:
It was found some fire extinguisher placed higher than allowed by law

ETI 3.1
RD 513/2017 “Fire extinguisher must be placed between 80cm and 12ocm”
Placed fire extinguisher to the correct Hight
Observation:

observed:

Observed:
6.1
4: Child Labour Shall Not Be Used

ETI
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies and programmes which provide
for the transition of any child found to be performing child labour to enable her or him to attend and
remain in quality education until no longer a child.
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the provisions of the relevant ILO Standards.

Current systems:
Employees are verified as of legal age at the time of recruitment, using identity documentation. The
company management is aware of legislation regarding both child labour and young workers.
Child labour is not used by the company.
There is no evidence of any historical child labour which required remediation.

According to Spanish legislation, children work is forbidden, and young employees are not engaging in
hazardous or night work.
Workers are noted to be 18 years or older. The youngest worker is 19 years old.
Details: ID copies, child labour policy and recruitment procedure were reviewed.
Confirmed with employee, management interviews and document review (ID copy checks).
A: Legal age of employment 16 YEARS OLD (with some restrictions and parent’s authorization).
B: Age of youngest worker found: 19 YEARS OLD
C: Children present on workfloor but Yes

not working at time of audit No
D: % of under 18’s at this site (of total 0%

workers)
E: Workers under 18 subject to Yes

hazardous work assignments? No
(Go to clause 3 – Health and Safety) E1: If yes, give details N/A
6.1
Non–compliance:

observed:
NC against ETI NC against Local Law NC against customer code: (where relevant please
add photo numbers)
None Observed
Observation:

observed:
Comments:

Observed:
6.1
5: Living Wages are Paid

(Click here to return to Key information)
ETI
5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards
or industry benchmark standards, whichever is higher. In any event wages should always be enough to
meet basic needs and to provide some discretionary income.
5.2 All workers shall be provided with written and understandable information about their employment
conditions in respect to wages before they enter employment and about the particulars of their wages
for the pay period concerned each time that they are paid.
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from
wages not provided for by national law be permitted without the expressed permission of the worker
concerned. All disciplinary measures should be recorded.

Current systems:
The company applies the collective agreement ““Convenio Colectivo General de Trabajo de la Industria
Textil y de la Confección”
Salary workers are different depending on the category of the collective agreement. Overtime is not being
done at the factory.
It is checked in the pay slips that wages are correctly paid according to time worked and employment
status for the normal hours.
During recruitment, the employee is informed about the working and social conditions and employee
keeps a copy of the contract that he has signed.
The payment is done monthly by bank transfer (with a copy payroll to worker).
The accurate wages and the salary tables were provided regarding the audit scope. There was no
evidence of findings regarding these issues through the audit process.
Deductions done are those determined by the law.
Workers are provided with legal social insurance.
Details:
Confirmed with employee, management interviews and document review (i.e: payment records, social
insurance fund, annual leave records, pay slips etc.) in accordance with SMETA Best Practice Guidance
and Local Law.
26 attendance records and payroll records from October 2019 were reviewed in this audit. Moreover,
management has available for audit process payrolls from the total workforce, 26 workers were
interviewed.
6.1
Non–compliance:

observed:
NC against ETI NC against Local Law NC against customer (where relevant please
add photo numbers)
None Observed
Observation:

observed:
Comments:

Observed:
6.1
Summary Information
Criteria Local Law Actual at the Site Is this part of a
(Please state legal (Record site results Collective
requirement) against the law) Bargaining
Agreement?
A: Standard/Contracted work hours: Legal maximum: Yes

(Maximum legal and actual required No
1.789 per year 1.789 per year
working hours excluding overtime, please
state if possible per day, week, and month) 40 hours per week
B: Overtime hours: Yes

(Maximum legal and actual overtime hours, Legal maximum: 80 No
N/A
please state if possible per day, week, and hours/year
month)
D: wage for standard/contracted hours: Yes

(Minimum legal and actual minimum wage Legal minimum: 1206,46 eur/month No
at site, please state if possible per hr, day, 950 eur/month
week, and month)
E: overtime wage: Yes

(Minimum legal and actual minimum Legal minimum: Legal minimum: No
overtime wage at site, please state if According CBA According CBA
possible per hr, day, week, and month)
Wages analysis:
Wages analysis:
A: Were accurate records shown at Yes

the first request? No
A1: If No, why not?
B: Sample Size Checked

(State number of worker records checked
and from which weeks/months – should be 26 employees’ payment records were reviewed for the last 12
current, peak, and random/low. Please months.
see SMETA Best Practice Guidance and
Measurement Criteria)
C: Are there different legal minimum Yes C1: If Yes, please give details:
wage grades? If Yes, please specify No Depending on category detailed in CBA.
all.
D: If there are different legal minimum Yes DI: If No, please give details: Depending on
grades, are all workers graded and No category detailed in CBA
paid correctly? N/A
6.1
E: For the lowest paid production Below legal E1: Lowest actual wages found: Note: full
workers, are wages paid for min time employees and please state hour /
standard/contracted hours (excluding Meet week / month etc.
overtime) below or above the legal Above
minimum? 1.206,46 eur/month
F: Please indicate the breakdown of F1: ____% of workforce earning under minimum wage
workforce per earnings: F2: % of workforce earning minimum wage
F3: 100 % of workforce earning above minimum wage
G: Bonus Scheme found: Bonus Scheme found:

Please specify details: • Antiquity
• Quality improvement
• Bonus due to the importance of work position due to
related to productivity.
• Night shift bonus
H: What deductions are required by Cont. Comunes (4,70%)

law e.g. social insurance? Formación Profesional (1,55%)
Please state all types: Seguridad Social (0,10%)
IRPF (% depends on person’s social situation
I: Have these deductions been made? Yes I1: Please list all 1. Contingencia comunes.
Please list all deductions that No deductions that 2. Desempleo.
have/have not been made. have been 3. Formación Profesional.
made. 4. IRPF.
Please describe:
I2: Please list all 1.

deductions that 2.
have not been
made. Please describe:
J: Were appropriate records available Yes

to verify hours of work and wages? No
K: Were any inconsistencies found? Yes K1: Type

(if yes describe nature) No Poor record keeping
Isolated incident
Repeated occurrence:
L: Do records reflect all time worked? Yes

(For instance, are workers asked to No
attend meetings before or after work L1: Please give details: Records. The worked time registration is
but not paid for their time) through fingerprint scanner and its accurate software. This
system reflects all time worked.
M: Is there a defined living wage: Yes

This is not normally minimum legal No
wage. If answered Yes, please state Please specify amount/time: 950 €/monthly stated by Spanish
amount and source of info: Law (Source: Spanish Ministry of Economy: the Spanish
Please see SMETA Best Practice Guidance government have calculated the minimum living wage to state
and Measurement Criteria. the minimum legal wage.
6.1
M2: If yes, what was the calculation ISEAL/Anker Benchmarks

method used. Asia Floor Wage
Figures provided by Unions
Living Wage Foundation UK
Fair Wear Wage Ladder
Fairtrade Foundation
Other – please give details: the Spanish government have
calculated the minimum living wage to state the minimum legal
wage and CBA
N: Are there periodic reviews of Yes

wages? If Yes give details (include No
whether there is consideration to basic N1: Please give details: The CBA of the company is periodically
needs of workers plus discretionary reviewed.
income).
O: Are workers paid in a timely manner Yes

in line with local law? No
P: Is there evidence that equal rates Yes

are being paid for equal work: No
P1: Please give details: Auditor checked that employees who
carry out the same task are paid accordingly; they have the
same gross wage and there is no evidence of discrimination
Q: How are workers paid: Cash

Cheque
Bank Transfer
Other
Q1: If other, please explain:
6.1
6: Working Hours are not Excessive

ETI
6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6
below, whichever affords the greater protection for workers. Sub–clauses 6.2 to 6.6 are based on
international labour standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per
week.
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the
following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It
shall not be used to replace regular employment. Overtime shall always be compensated at a premium
rate, which is recommended to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any 7-day period shall not exceed 60 hours, except where covered by
clause 6.5 below.
6.5 Working hours may exceed 60 hours in any 7-day period only in exceptional circumstances where all
of the following are met:
– this is allowed by national law;
– this is allowed by a collective agreement freely negotiated with a workers’ organisation
representing a significant portion of the workforce;
– appropriate safeguards are taken to protect the workers’ health and safety; and
– The employer can demonstrate that exceptional circumstances apply such as unexpected
production peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every 7-day period or, where allowed by
national law, 2 days off in every 14-day period.

Current systems:
Standard work week: 40 hours per week. 8 hours per day. Maximum of 1789 hours per year as stated by
Collective Bargaining Agreement
There are different shifts in production area. Usual timetable is between 3 shifts of 8 hours from Monday to
Friday (from 6:00 to 14:00, from 14:00 to 22:00 and from 22:00 to 6:00). The workers in office have a shift from
9:00 to 13:20 and from 15:00 to 19:00.
The employees have a rest time of 15 or 20 minutes depending centre.
Workers charge pluses in relation to the characteristics of their night schedules to shifts and others.
As per onsite interview workers says that overtime is not doing.
Details: 26 attendance records and payroll record were reviewed randomly from October 2019
6.1
Non–compliance:

observed:
Document review
None Observed Working hour records
Observation:

observed:
Comments:

Observed:
Working hours’ analysis
6.1
Working hours’ analysis

Please include time e.g. hour/week/month
(Go back to Key information)
Systems & Processes
A. What timekeeping Describe: Timecard system

systems are used:
time card etc.
Yes
B: Is sample size same No
as in wages section B1: If no, please give details
C: Are Yes C1: If NO, please give details including % and which
standard/contracted No type of workers do NOT have standard hours
working hours defined in contracts/employment agreements.
defined in all Details
contracts/employme
nt agreements?
D: Are there any Yes D1: If YES, please complete as appropriate:

other types of No
contracts/employme
nt agreements used? 0 hrs Part Other
time Variable
hrs
If “Other”, Please define:
E. Do any Yes E1: If yes, please detail hours, %, types of workers

standard/contracted No affected and frequency
working hours Please give details:
defined in
contracts/employme
nt agreements
exceed 48 hours per
week
F: Are workers F2: Please select all applicable: F3: Is this allowed by local law?
provided with at 2 in 7 days Yes
least 1 day off in 2 in 14 days No
every 7-day-period, No
or 2 in 14-day-period If ‘No’, please explain:
(where the law
allows)? Maximum number of days worked without a day off (in sample):
5 days
6.1
Standard/Contracted Hours worked
G: Standard working Yes G1: If yes, % of workers & frequency:

hours over 48 per No
week found
H: Any local Yes H1: If yes, please give details:

waivers/local law or No
permissions which
allow
averaging/annualise
d hours for this site?
Overtime Hours worked
I: Actual overtime Highest OT hours: N/A

hours worked in
sample (State per
day/week/month)
J: Combined hours Yes

(standard/contracted No
plus= total) 60 found?
K: Approximate 0%
percentage of total
workers on highest
overtime hours
L: Is overtime Yes L1: Please detail evidence e.g. Wording of contract

voluntary? No / employment agreement / handbook / worker
Conflicting Information interviews / refusal arrangements: According to
CBA
Overtime Premiums
M: Are the correct Yes Please give details of normal day overtime premium
legal overtime No as a % of standard wages: The overtimes according
premiums paid? N/A – there is no legal to CBA
requirement to OT
premium
N: Is overtime paid at Yes If yes, please describe % of workers & frequency: The
a premium? No overtimes according to CBA.
6.1
O: If the site pays less No

than 125% OT Consolidated pay (May be standard wages above minimum legal wage, with
premium and this is no/low overtime premium)
allowed under local Collective Bargaining agreements
law, are there other Other
considerations?
Please complete the Please explain any checked boxes above e.g. detail of consolidated pay CBA or
boxes where Other
relevant. CBA applies a rate above 125% in overtime hours.
P: If more than 60 Overtime is voluntary

total hours per week Onsite Collective bargaining allows 60+ hours/week
and this is legally Safeguards are in place to protect worker’s health and safety
allowed, are there Site can demonstrate exceptional circumstances
other considerations? Other reasons (please specify)
Please complete the
boxes where
relevant. Multi select P1: Please explain any checked boxes above e.g. detail of consolidated pay /
is possible. CBA or other:
Q: Is there evidence Yes

that overtime hours No
are being used for Q1: If yes, please give details :
extended periods to
make up for labour
shortages or
increased order
volumes?
R: If sufficient workers Yes

cannot be hired, are No
new working time
arrangements
explored to ensure
that overtime is the
exception rather
than the rule.
6.1
7: No Discrimination is Practiced
ETI
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or
retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual
orientation, union membership or political affiliation.

Current systems:
The company has an Equal Opportunities policy in place, equal plan dated May 2018, documented within
the employee handbook.
The company has scheduled to update at the end of the year the equality plan.
Workers interviewed reflected the gender, age and nationality mix within the company and confirmed that
treatment is equal to groups and workers are given the same opportunity for training and vacancies arising.
Staff and managers are aware of their responsibilities regarding dealing with discrimination.
There were no reports of discrimination suffered or witnessed from employees.
The company does not practice discrimination as a basis of factory management. During hiring process,
candidates are treated equally. On training or compensation, the company does not apply discrimination.
The facility is in compliance with the positive discrimination Spanish Law (13/1982) in order to help the
integration of disabled employees in private companies.
It was confirmed through interviews that there is no discrimination in hiring, access to training, termination
or retirement based of race, cast, national origin, religion, age, disability, sexual orientation, union
membership, political affiliation, gender or marital status.
Document review.
A: Gender breakdown of Management + Male: 30 %

Supervisors (Include as one combined group) Female: 70 %
B: Number of women who are in skilled or 4 workers with technical skills and training.
technical roles e.g. where specific qualifications
are needed i.e. machine engineer / laboratory
analyst
6.1
C: Is there any evidence of discrimination based Hiring

on race, caste, national origin, religion, age, Compensation
disability, gender, marital status, sexual Access to training
orientation, union membership or political Promotion
affiliation?: Termination or retirement
No evidence of discrimination found
C1: Please give details:
Professional Development
A: What type of training and development Please give details: Handling of machinery (forklift, pallets
are available for workers? transporter driver…), Emergency trainings, first aids courses.
Quality management, system management, etc.
B: Are HR decisions on e.g. promotion, Yes

training, compensation based on
objective, transparent criteria? No If no, please give details:
Non–compliance:

observed:
add photo numbers)
The equal plan is dated May 2018 and has not been updated
Law 3/2007 and RD-law 6/2019,

Company must update the equal plan to new law.
Observation:

observed:
Comments:

Observed:
6.1
8: Regular Employment Is Provided

ETI
8.1 To every extent possible work performed must be on the basis of recognised employment relationship
established through national law and practice.
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular
employment relationship shall not be avoided through the use of labour–only contracting, sub–
contracting, or home–working arrangements, or through apprenticeship schemes where there is no real
intent to impart skills or provide regular employment, nor shall any such obligations be avoided through
the excessive use of fixed–term contracts of employment.
Additional Elements: Responsible Recruitment

8.3 Suppliers have full understanding of the entire recruitment process and assess all labour recruiters and
intermediaries against legal and/or ethical requirements.
8.4 There are effective management systems in place to identify and monitor the hiring and
management of all migrant workers, contract workers, agency workers, temporary or casual labour The
supplier shall implement processes to enable adequate control over agencies with regards the above
points and related legislation.
8.5 Employment agencies must only supply workers registered with them.
8.6 Workers pay no recruitment fee at any stage of the recruitment process.
8.7 Worker contracts accurately reflect the agreed payment and terms in the recruitment process and
are understood and signed by workers.

Current systems:
Regular employment is provided by the company. Workers have signed a labour contract with the
company when they have started the relationship. Contracts are done according to Spanish labour law.
Contracts contain working conditions (work time, labour days, remuneration…). Each worker keeps a copy
of their signed contract. The company pays the social insurance and other legal requirements.
There is no agency workers.
Any payment or recruitment fee is avoided in the recruitment process as CBA and Local Laws stated.
Worker contracts accurately reflect the agreed payment and terms in the recruitment process following
the CBA and are understood and signed by workers.
Details: Document review (personnel files and labour contracts) and worker declarations.
6.1
Non–compliance:

observed:
None Observed
Observation:

observed:
Comments:

Observed:
6.1
Responsible Recruitment
All Workers
A: Were all workers presented Terms & Conditions presented

with terms of employment at the Understood by workers
time of recruitment, did they Same as actual conditions
understand them and are they
same as current conditions? A1: If any are unchecked, please describe finding and specific
category (ies) of workers affected:
B: Did workers’ pay any fees, Yes

taxes, deposits or bonds for the No
purpose of B1: If yes, please describe details and specific category(ies) of workers
recruitment/placement? affected:
C: If yes, check all that apply: Recruitment / hiring fees

Service fees
Application costs
Recommendation fees
Placement fees
Administrative, overhead or processing fees
Skills tests
Certifications
Medical screenings
Passports/ID’s
Work / resident permits
Birth certificates
Police clearance fees
Any transportation and lodging costs after employment offer
Any transport costs between work place and home
Any relocation costs after commencement of employment
New hire training / orientation fees
Medical exam fees
Deposit bonds or other deposits
Any other non-monetary assets
Other –
C1: If other, please give details:
C: If any checked, give details: N/A
6.1
Migrant Workers:
The term "migrant worker" refers to a person who is engaged or has been engaged in a remunerated activity in a
country of which they are not a national and where they do not intend to remain permanently or has purposely
migrated on a temporary basis to another in-country region to seek and engage in a remunerated activity
A: Type of work undertaken by Foreign workers have the same tasks, duties and rights of the local
migrant workers: workers. All the foreign workers are hired directly by the facility.
B: Migrant worker recruitment B1: Total number of (in country recruitment agencies) used: N/A
B2: Total number of (outside of local country) recruitment
agencies used:
C: Migrant workers’ voluntary Yes C2: Observations: N/A

deductions (such as for remittances) No
confirmed in writing by the worker and C1: Please describe
evidence of transaction is supplied by finding:
the facility to the worker.
Yes
D: Are Any migrant workers in skilled, No
technical, or management roles
D1: If yes, number and example of roles:
Migrant Workers (this should include all
migrant workers including permanent
workers, temporary and/or seasonal
workers)
NON-EMPLOYEE WORKERS
Recruitment Fees:
A: Are there any fees Yes
No
B: If yes, check all that Recruitment / hiring fees

apply: Service fees
Application costs
Recommendation fees
Placement fees
Administrative, overhead or processing fees
Skills tests
Certifications
Medical screenings
Passports/ID’s
Work / resident permits
Birth certificates
Police clearance fees
Any transportation and lodging costs after employment offer
Any transport costs between work place and home
Any relocation costs after commencement of employment
New hire training / orientation fees
Medical exam fees
Deposit bonds or other deposits
Any other non-monetary assets
Other
B1 – If other, please give details:
6.1
C: If any checked, give

details:
Agency Workers (if applicable)

(workers sourced from a local agent who are not directly paid by the site, but paid by the agency, Usually the
agencies are paid by the site and the wages of the individual workers are paid by the agency.)
A: Number of agencies used (average): A1: Names if available:
B: Were agency workers’ age/pay/hours Yes

included within scope of this audit No
C: Were sufficient documents for agency Yes

workers available for review? No
D: Is there a legal contract / agreement with Yes

all agencies? No
D1: Please give details:
E: Does the site have a system for checking Yes

labour standards of agencies? No
If yes, please give details.
E1: Please give details:
Contractors:
Note: contractors in this context are generally individuals who supply several workers to a site. Usually the contractors
are paid by the site and the wages of the workers are paid by the contractor. Common terms include, gang bosses,
labor provider,
Yes
No
A: Any contractors on site?
A1: If yes how many contractors are present, please give
details:
B: If Yes, how many workers supplied by

contractors
Yes
C: Do all contractor workers understand
No
their terms of employment?
C1: Please describe finding:
D: If Yes, please give evidence for

contractor workers being paid per law:
6.1
8A: Sub–Contracting and Homeworking

8A.1 There should be no sub–contracting unless previously agreed with the main client.
8A.2 Systems and processes should be in place to manage sub–contracting, homeworking and external
processing.
Note to auditor on homeworking:
Report on whether it is direct or via agents. How many workers, relationship with site and what control
systems are in place.
Note to auditor on subcontracting : auditor should use this section for subcontractors of part made or
wholly made finished goods, this section should not be used for raw material manufacturers unless
instructed otherwise by customers

Current systems:
No evidence of subcontractors nor homeworking at place.

It was verified through documents reviewed, facility tour, management interviews and employees’
interviews that the firm does not use homeworkers neither subcontractors.
If any processes are sub–contracted – please populate below boxes
Process Subcontracted Process 1

Name of factory
Address
Details: Documentary review.
Non–compliance:

observed:
NC against ETI/Additional Elements NC against Local Law (where relevant please
add photo numbers)
NC against customer code:
None Observed
Local law and/or ETI /Additional Elements requirement:
6.1
Observation:

observed:
Local law or ETI/Additional elements requirement:
Comments:

Observed:
Summary of sub–contracting – if applicable

Not Applicable please x
A: Has the auditor made a simple

calculation to compare capacity with Yes
workers’ work load in order to identify No
possible unrecorded work hours or A1: Please describe:
undeclared sub-contracting
B: If sub–contractors are used, is there Yes

evidence this has been agreed with the No
main client? B1: If Yes, summarise details: N/A
C: Number of sub–contractors/agents
used
D: Is there a site policy on sub– Yes

contracting? No
D1: If Yes, summarise details:
6.1
E: What checks are in place to ensure

no child labour is being used and work is
safe?
Summary of homeworking – if applicable

Not Applicable please x
A: If homeworking is being used, is Yes

there evidence this has been No
agreed with the main client? A1: If Yes, summarise details:
B: Number of homeworkers B1: Male: B2: Female: Total:
C: Are homeworkers employed Directly C1: If through agents, number of

direct or through agents? Through Agents agents:
D: If through agents, number of

agents
E: Is there a site policy on Yes

homeworking? No
F: How does site ensure worker

hours and pay meet local laws for
homeworkers?
G: What processes are carried

out by homeworkers?
G: Do any contracts exist for Yes

homeworkers No
G1: Please give details:
H: Are full records of homeworkers Yes

available at the site? No
6.1
is allowed
9: No Harsh or Inhumane Treatment is Allowed
ETI
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal
abuse or other forms of intimidation shall be prohibited.
Additional elements:
9.2 companies should provide access to a confidential grievance mechanism for all workers
A: Are there published, anonymous and/or open Yes

channels available for reporting any violations of No
Labour standards and H&S or any other A1: Please give details: Spanish legislation and courts
grievances to a 3rd party? has processes to these issues. Moreover, the company
has a system with a Committee and suggestion and
grievance box.
B: If Yes, are workers aware of these channels

and have access? Please give details.
Workers stated that they are aware of this channel.
C: If yes, what type of mechanism is used e.g.

Union representatives, Spanish Courts, open door policy
hotline, whistle blowing mechanism, comment
and suggestion and grievance box.
box etc. Please give details.
Workers
D: Is there a grievance mechanism is place for: Communities
Suppliers
Other
D1: Please give details: Open door policy, Committee

and suggestion and grievance box.
E: Are there any open disputes? Yes
No
E1: If yes, please give details
F: Does the site encourage its business partners Yes

(e.g. suppliers) to provide individuals and No
communities with access to effective grievance
mechanisms (e.g. helplines or whistle blowing F1: If no, please give details
mechanism)
G: Is there a published and transparent Yes
disciplinary procedure? No
G1: If no, please explain

H: If yes, are workers aware of these the Yes
disciplinary procedure? No
H1: If no, please give details
6.1
I: Does the disciplinary procedure allow for Yes

deductions from wages (fines) for disciplinary No
purposes (see wages section)?
I1: If yes, please give details: According CBA.

Current systems:
The facility has a copy of CBA which includes disciplinary action for breaches.
It is noted that the facility operates with a friendly and open approach and there are no reported cases
of inappropriate behaviour by management or workers.
Interviewed workers confirmed that the company was a good place to work and they were confident
any inappropriate behaviour by Managers or Supervisors would be addressed.
Details: Document Review, Factory Tour, Management and workers interviews.
Non–compliance:

observed:
add photo numbers)
Observation:

observed:
Comments:

Observed:
6.1
10 A: Entitlement to Work and Immigration

10. Other Issue areas: 10A: Entitlement to Work and Immigration
Additional Elements
10A.1 Only workers with a legal right to work shall be employed or used by the supplier.
10A.2 All workers, including employment agency staff, must be validated by the supplier for their legal
right to work by reviewing original documentation.

Current systems:
Through the interview with the management, it was noted that they are fully aware of the requirements to
verify eligibility to work in Spain including the responsibilities of checking passports, visas and immigration
documentation.
A system is implemented for right to work documentation to be verified and copies kept on file, passport
copies, birth certificates and other acceptable documents as per government guidelines.
The facility’s policies, values and procedures ensure the same tasks, duties and rights than the local
employees.
Foreign workers are hired directly by the facility.

Foreign workers have the same tasks, duties and rights of the local workers.
No fees lodged during recruitment process
Details:
Prior to commencing work employees are meant to supply a document demonstrating their right to work
in Spain.
A copy of this document was on file of workers.
6.1
Non–compliance:

observed:
NC against ETI/Additional Elements NC against Local Law (where relevant please
add photo numbers)
None Observed
Local law and/or ETI /Additional Elements requirement:
Observation:

observed:
Local law or ETI/Additional Elements requirement:
Comments:

Observed:
6.1
10. Other issue areas 10B4: Environment 4–Pillar

(Click here to return to summary of findings)
To be completed for a 4–Pillar SMETA Audit and remove the previous page which is 10B2 environment 2
pillar
B.4. Compliance Requirements

10B4.1 Businesses as a minimum must meet the requirements of local and national laws related to
environmental standards.
10B4.2 Where it is a legal requirement, businesses must be able to demonstrate that they have the
relevant valid permits including for use and disposal of resources e.g. water, waste etc.
10B4.3 Businesses shall be aware of their end client’s environmental standards/code requirements
10B4.4 Suppliers should have an environmental policy, covering their environmental impact, which is
communicated to all appropriate parties, including its own suppliers.
10B4.5 Suppliers shall be aware of the significant environmental impact of their site and its processes.
10B4.6 The site should measure its impacts, including continuous recording and regular reviews of use and
discharge of natural resources e.g. energy use, water use (see 4–pillar audit report and audit checks for
details).
10B4.7 Businesses shall make continuous improvements in their environmental performance.
10B4.8 Businesses shall have available for review any environmental certifications or any environmental
management systems documentation
10B4.9 Businesses should have a nominated individual responsible for co–ordinating the site’s efforts to
improve environmental performance.
B4. Guidance for Observations
10B4.10 Suppliers should have completed the appropriate section of the SAQ and made it available to
the auditor.
10B4.11 Has the site recently been subject to (or pending) any fines/prosecutions for noncompliance to
environmental regulations.
Note for auditors and readers. This environment section is intended to take not more than 0.25 auditor
days. It is an assessment only and the main requirement is to establish whether a site is meeting
applicable environmental laws and/or has any certifications or environmental management systems in
place. Following this assessment, the client/supplier may decide a full environmental audit is required (see
also best practice guidance/environment and guidance for auditor)

Current systems:
The company meets the requirements of local and national laws related to environmental and industrial
standards. Relevant valid permits are demonstrated. The company has the license for each building.
There is a nominated management representative for environmental issues.

Environmental policy updated February 2019 worker have received training.
Company works very hard in I+D+I to reduce the waste and water consumption
The factory controls the system with a waste book where it is enclosed the quantity, day and agent of
product withdrawal and targets to the current year, among other data.
Environment performance register number for this facility granted by the local government (NIMA): NIMA
4600005383, - Authorization of hazardous waste 437-09 / AAI / CV
6.1
➢ Noise assessment performed by APPlus
Wastes are segregated by authorized companies, ACTECO
Water wastes treatment plant management is in charge by own personal.
Details: Visit to factory and interview with facility managers, documentation of withdrawal of material, visit
to facilities and containers of wastes
Non–compliance:

observed:
NC against ETI/Additional Elements NC against Local (where relevant please
add photo numbers)
None Observed
Local law and/or ETI/Additional Elements requirement:
Observation:

observed:
Local law or ETI/Additional elements requirements:
Comments:

Observed:
6.1
Environmental Analysis
(Site declaration only – this has not been verified by auditor. Please state units in all cases below.)
A: Is there a manager responsible for Environmental Carlos Miró - Responsible for environment
issues (Name and Position):
Yes No
B: Has the site conducted a risk assessment on the B1: Please give details: Sustainability planning
environmental impact of the site, including updated. Planning of best practices advice to all
implementation of controls to reduce identified employees and published to reduce impact as
risks? much as possible. It is performed internally.
C: Does the site have a recognised environmental Yes No

system certification such as ISO 14000 or C1: Please give details: System based in ISO14001
equivalent? but not certified
Please give details.
D: Does the site have an Environmental policy? Yes No

(For guidance, please see Measurement criteria) D1: If yes, is it publicly available? Yes, independent
from others.
E: If yes, does it address the key impacts from their Yes No

operations and their commitment to improvement? E1: Please give details: They follow the continuous
improvement policy. A reduction planning of
hazardous wastes.
F: Does the site have a Biodiversity policy? Yes No

(For guidance, please see Measurement criteria) Biodiversity Policy updated in February 2017. They
are based on respect during all production chain
the biodiversity.
G: Is there any other sustainability systems present Yes No

such as Chain of Custody, Forest Stewardship G1: Please give details:
Council (FSC), Marine Stewardship Council (MSC)
etc.?
Please gives details.
(For guidance, please see Measurement criteria)
H: Have all legally required permits been shown? Yes No

Please gives details. H1: Please give details: Documentation available
during audit.
I: Is there a documentation process to record Yes No N/A

hazardous chemicals used in the manufacturing I1: Please give details: Register of hazardous
process? substances used are available (annually).
J: Is there a system for managing client’s Yes No

requirements and legislation in the destination J1: Please give details: There is a person in charge
countries regarding environmental and chemical of updating of client requirements and legislation.
issues?
K: Facility has reduction targets in place for Yes No

environmental aspects e.g. water consumption
6.1
and discharge, waste, energy and green-house K1: Please give details: they have objectives to
gas emissions: reduce environment aspects from 2020 to 2024
L: Facility has evidence of waste recycling and is Yes No

monitoring volume of waste that is recycled. L1: Please give details: Records available
M: Does the facility have a system in place for Yes No

accurately measuring and monitoring consumption M1: Please give details: They have established a
of key utilities of water, energy and natural system to control consumptions.
resources that follows recognised protocols or
standards?
N: Has the facility checked that any Sub- Yes No

Contracting agencies or business partners N1: Please give details: This is established and
operating on the premises have the appropriate followed under the supplier quality program.
permits and licences and are conducting business
in line with environmental expectations of the
facility?
6.1
Usage/Discharge analysis
Criteria Previous year: Please Current Year: Please

state period: 2019 state period: January-
August 2020
Electricity Usage: -- --
Kw/hrs
Renewable Energy Usage: -- --

Kw/hrs
Gas Usage: N/A N/A

Kw/hrs
Has site completed any carbon Footprint Analysis? Yes No Yes No
If Yes, please state result
Water Sources: • Local water • Local water

Please list all sources e.g. lake, river, and local water authority authority
authority. • Ground water • Ground water
Water Volume Used: - -

(m³)
Water Discharged:
- -
Please list all receiving waters/recipients.
Water Volume Discharged: - -

(m³)
Water Volume Recycled: - -

(m³)
Total waste Produced - -

(please state units)
Total hazardous waste Produced: - -

Waste to Recycling: - -
Waste to Landfill: - -
Waste to other: N/A N/A

(please give details and state units)
Total Product Produced - -

6.1
10C: Business Ethics – 4-Pillar Audit

(Click here to return to summary of findings)
To be completed for a 4–Pillar SMETA Audit
10C. Compliance Requirements

10C.1 Businesses shall conduct their business ethically without bribery, corruption, or any type of
fraudulent Business Practice.
10C.2 Businesses as a minimum must meet the requirements of local and national laws related to bribery,
corruption, or any type of fraudulent Business Practices.
10C.3 Where it is a legal requirement, businesses must be able to demonstrate that they comply
with all fiscal legislative requirements.
10C.4 Businesses shall have access to a transparent system in place for confidentially reporting, and
dealing with unethical Business Ethics without fear of reprisals towards the reporter.
10C.5 Businesses should have a Business Ethics policy, covering bribery, corruption, or any type of
fraudulent Business Practice,
10C.6 Businesses should have a designated person responsible for implementing standards concerning
Business Ethics
10C.7 Suppliers should ensure that the staff whose job roles carry a higher level of risk in the area of
ethical Business Practice e.g. sales, purchasing, logistics are trained on what action to take in the event of
an issue arising in their area.
10C. Guidance for Observations
10C.8 Businesses should communicate their Business Ethics policy, covering bribery, corruption, or any
type of fraudulent Business Practice to all appropriate parties, including its own suppliers.
10C.9 Has the site recently been subject to (or pending) any fines/prosecutions for non-compliance to
Business Ethics regulations. If so is there evidence that sustainable corrective actions have been
implemented
Note for auditors and readers. This Business Ethics section is intended to take not more than 0.25 auditor days. It is
an assessment not an audit.

Current systems:
The company has communicated and recorded a Welcome Manual to workers where is included policies
regarding Quality, Environmental, Ethic, Safety and Health labour and Chain of Custody. Policies are
published too in the facilities.
The company has appointed a member in charge of the implementation
Code of conduct, including the issues: respect and no discrimination, Safety and Occupational risk
prevention, Environmental, no retaliation, etc. It is scheduled performing a training for all workers when
the draft is finished.
Details: Interviewees with managers, workers, and documentation at bulletin boards located in available
points for all workers.
6.1
Non–compliance:

observed:
NC against ETI/Additional Elements NC against Local (where relevant please
add photo numbers)
None Observed
Local law and/or ETI/Additional Elements requirement:
Observation:

observed:
Local law or ETI/additional elements requirement:
Comments:

Observed:
6.1
A: Does the facility have a Business Ethics Internal Policy

Policy and is the policy communicated and Policy for third parties including suppliers
applied internally, externally or both, as
appropriate? A1: Please give details: The policy is published in the
website and it´s delivered to workers and contractors in
the moment of the hiring.
B: Does the site give training to relevant Yes
personnel (e.g. sales and logistics) on No
business ethics issues?
B1: Please give details: The Policy is explained to workers.
C: Is the policy updated on a regular (as Yes
needed) basis? No
C1: Please give details: Records.

D: Does the site require third parties Yes
including suppliers to complete their own No
business ethics training
D1: Please give details: No specific training about these
issues has been done.
–Pillar
Other Findings Outside the Scope of the Code
N/A
Community Benefits
(Please list below any specific community benefits that the site management stated that they were involved in, for
example, HIV programme, education, sports facilities)
6.1
Photo Form
Factory Entrance Notice board Building
Warehouse Signals Singnals
Raw material Production area Production area
6.1
Machinery Machinery Machinery
Corridors Corridors Chemical products
Lunch room Signals Lockers
Vending machines Alarm bottom - Extinguisher Waste area
6.1
For more information visit: Sedexglobal.com
Your feedback on your experience of the SMETA audit you have observed is extremely
valuable. It will help to make improvements to future versions.
You can leave feedback by following the appropriate link to our questionnaire:
Click here for Buyer (A) & Buyer/Supplier (A/B) members:

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Version 6.

SMETA Audit Type: Labour Health & Environment Business Ethics

Audit Company Name & Logo: Report Owner (payee):

TEJIDOS ROYOS, S.L.

Brand owner NGO Trade Union

Multi– Combined Audit (select all that apply)

Auditor Team (s) (please list all including all interviewers):

Interviewers: PILAR ORDEN_APSCA number: RA21702370 ASCA 21705037

Date of declaration: 23/11/2020

0A Universal Rights covering UNGP • None Observed

0B Management systems and • None Observed

1. Freely chosen Employment • None Observed

2 Freedom of Association • None Observed

3 Safety and Hygienic Conditions 2 • There is not emergency light at lunchroom

4 Child Labour • None Observed

5 Living Wages and Benefits • None Observed

6 Working Hours • None Observed

7 Discrimination 1 • Company has an equal plan without

8 Regular Employment • None Observed

8A Sub–Contracting and • None Observed

9 Harsh or Inhumane Treatment • None Observed

10A Entitlement to Work • None Observed

10B2 Environment 2-Pillar • None Observed

10B4 Environment 4–Pillar • None Observed

10C Business Ethics • None Observed

General observations and summary of the site:

Tejidos Royo was founded in 1903 as family company.

✓ Lydia Perez – Sustainability Department

During closing meeting, the auditor explained the SMETA CAPR

A copy of the SMETA Corrective Action Plan was provided to Company

A: Company Name: TEJIDOS ROYO, S.L.

B: Site name: TEJIDOS ROYO, S.L.

C: GPS location: Polígono Industrial de Latitude: 39.35692

D: Applicable business and other VAT number: B96348644

E: Products/Activities at site, for Design and Manufacture of textile fabrics

F: Site description: TEJIDOS ROYO is a Valencian company founded in 1903,

For below, please add any extra rows if appropriate.

Capacity of 16.800.000 meters

F1: Visible structural integrity issues (large cracks) observed?

F3: Does the site have a structural engineer evaluation?

F4: Please give details:

G: Site function: Agent

I: Process overview: Design and Manufacture of textile fabrics

J: What form of worker representation / Union

K: Is there any night production work at Yes

L: Are there any on site provided worker Yes

M: Are there any off site provided Yes

N: Were all site-provided Yes

B: Number of Auditor Days Used: 1 auditor x 3 day

C: Audit type: Full Initial

If other, please define

D: Was the audit announced? Announced

E: Was the Sedex SAQ available for Yes

F: Any conflicting information Yes

G: Who signed and agreed CAPR Lydia Perez – Sustainability Department

H: Is further information available Yes

I: Previous audit date: NA

J: Previous audit type: Periodic

K: Was any previous audit reviewed Yes No

Audit attendance Management Worker Representatives

Senior Worker Committee Union

A: Present at the opening meeting? Yes No Yes No Yes No

B: Present at the audit? Yes No Yes No Yes No