Audit Guidance and Detailed Supplier Standards (Apr2020)

AMAZON SOCIAL RESPONSIBILITY
AUDIT GUIDANCE AND

DETAILED SUPPLIER STANDARDS
Last Updated: Apr 10, 2020 Amazon Confidential

Contents
PART 1 UNDERSTANDING AUDIT REQUIREMENTS .................................................................................................... 3
AUDIT STANDARDS................................................................................................................................................... 3
AUDIT RATINGS ........................................................................................................................................................ 3
REMEDIATION OF NON-CONFORMANCE ................................................................................................................ 3
PART 2 EXAMPLES OF ALERT NON-CONFORMANCE .................................................................................................. 4
APPENDIX...................................................................................................................................................................... 6
Amazon Supplier Standards ..................................................................................................................................... 6
Last Updated: Apr 10, 2020 2 Amazon Confidential

PART 1 UNDERSTANDING AUDIT REQUIREMENTS
Amazon is committed to conducting its business in a lawful and ethical manner, including engaging with
suppliers committed to the same principles as described in Amazon’s Supplier Code of Conduct (“Supplier
Code”). As a potential or active supplier to Amazon or one of our subsidiaries, your facility is subject to an
Amazon Social Responsibility audit. We encourage you to carefully review the Amazon Supply Chain
Standards Manual and this audit guidance document to ensure you have adequate knowledge and
capacity to meet Amazon’s Social Responsibility expectations.
AUDIT STANDARDS | Amazon assesses its suppliers’ compliance with Amazon’s Supplier Code and
detailed Supplier Standards (refer to Appendix) as well as applicable laws and regulations. When
differences arise between Amazon standards and legal requirements, the stricter standards apply.
AUDIT RATINGS | Audit non-conformities are rated against the following risk levels.
ALERT An issue exists that has caused or is likely to cause immediate harm to workers or
communities, or demonstrates egregious unethical behavior. (See page 4 for examples)
CRITICAL An issue exists that poses significant risk of harm to workers or communities or
demonstrates unethical or exploitative behavior.
MAJOR A significant failure of the management system; or an issue exists that is likely to cause
physical harm to an individual or otherwise threaten his or her safety or well-being.
MINOR A failure of the management system; or a condition exists that is capable of causing harm
to workers' safety or well-being.
REMEDIATION OF NON-CONFORMANCE | We are committed to working with our suppliers and

subcontractors to foster safe and ethical working environments. However, failure to comply with our
Supplier Code and failure to remedy issues within facilities can jeopardize a supplier’s business relationship
with Amazon. Amazon reserves the right to investigate supply chain issues at any point. Amazon will make
every effort to work with suppliers to remediate an issue, instead of terminating production, in order to
improve conditions for workers.
After Amazon receives and analyzes audit results, Amazon will provide a summary of any issues identified
in the audit. Suppliers are expected to review the results, and develop a corrective action plan (CAP) that
details immediate actions to address high-risk issues, and a long-term plan to prevent issues from
reoccurring.

PART 2 EXAMPLES OF ALERT NON-CONFORMANCE
UNETHICAL BEHAVIOR & TRANSPARENCY Read more: Standard D

Suppliers must be open, honest, and transparent with all records related to factory working conditions (for example:
normal working hours, overtime hours, wages, deductions). Amazon will not tolerate suppliers that are unwilling to
be honest about their practices and resort to record falsification or bribery as a means of passing audits.
Cases that lead to an ALERT non-conformance include, but are not limited to:
• Facility refuses to grant auditor access to required • Facility attempts to bribe the auditor.
documents, facilities, or workers. • Management threatens or retaliates against
• Facility presents falsified records to auditor or keeps workers in connection with their participation in
double books. interviews.
FORCED LABOR Read more: Standard A1

Suppliers must not use physical and financial punishment or penalties which would indicate forced, prison,
indentured, bonded (including debt bondage), trafficked, or slave labor. Suppliers must not withhold worker’s
government issued identification, passports, or work permits as a condition of working. Suppliers must not impose
unreasonable restrictions on the movement of workers and their access to basic liberties.
• Facility uses locks/security to prevent workers from • Employer withholds worker’s passport, wages or
leaving until production quotas are met. other personal belongings.
• Access to the restroom is permitted only during • Workers are fined/threatened for refusing to work
scheduled breaks. overtime.
• Worker incurs fees or debts (any amount as per • Employer fails to reimburse existing workers within
recruitment fee definition) related to employment one year of Amazon’s discovery of the recruitment
that are not reimbursed by the supplier within 90 fees finding.
days of hired date.
CHILD LABOR / YOUNG WORKER Read more: Standard A2

Suppliers must not employ workers or sub-contracted workers below the age of 15 (or below the legal minimum
working age where this is greater than 15). Workers under the age of 18 must not perform hazardous work.
• Confirmed case(s) of child labor (<15 or legal age of • Workers under the age of 18 are performing work
employment, whichever is younger) present at the that is likely to jeopardize their health or safety,
facility. including night work.
DISCRIMINATION Read more: Standard A6

Suppliers must not discriminate on the basis of race, color, national origin, gender, gender identity, sexual
orientation, religion, disability, age, political opinion, pregnancy, migrant status, ethnicity, caste, marital or family
status, or similar factors in hiring and working practices such as job applications, promotions, job assignments,
training, wages, benefits, and termination.
• Factory specifies job applicants must be of a specific • During hiring, workers are checked for information
gender and/or age in hiring notices. irrelevant to the job nature, such as pregnancy test,
• Migrant workers are paid lower wages for the same marital status, tattoos, etc.
job held by local workers.
PART 2 EXAMPLES OF ALERT NON-CONFORMANCE
HARASSMENT / FREEDOM OF ASSOCIATION Read more: Standard A5, A7

All workers must be treated with respect and dignity. Suppliers must not use physical, verbal, or psychological abuse
or coercion, including threats of violence and sexual harassment. Suppliers must not penalize or harass workers for
the non-violent exercise of their rights in establishing or joining a legal organization of their own choice.
• One or more cases of sexual, psychological, or • Workers are punished for joining labor union
physical harassment or abuse. activities, or collective bargaining.
OCCUPATIONAL SAFETY & HEALTH Read more: Standard B1, B4, B6

Suppliers must not expose workers to potential safety hazards (for example: electrical and other energy sources,
fire, fall hazards). Appropriate controls through proper design, engineering and administration must be in place.
• Building Safety: Severe cracks in building’s • Electrical Safety: Workers operate machine with
foundation, or imminent risk of collapse. exposed electrical parts or overloaded circuits that
• Occupational Hygiene: Workers are subject to could cause immediate harm.
unprotected exposure to highly toxic chemicals such • Machine Safety: Worker operates machinery in a
as benzene, cyanide, N-hexane, etc. manner that could cause serious bodily injury.
• Occupational Hygiene: Worker exposure to • Machine Safety: Machines lack of safeguards or
chemical exceeding permissible threshold limit, and ineffective guards could cause immediate harm to
no controls in place to protect workers. workers.
EMERGENCY PREPAREDNESS AND RESPONSE Read more: Standard B2

Suppliers must effectively identify, plan and manage emergency situations (for example: emergency reporting,
alarm systems, fire detection/suppression equipment, unblocked exits, evacuation procedures, training and drills).
• Fire System: Systematically missing, malfunctioning • Exit & Aisle: The Exits and/or Aisles are
and/or insufficient fire systems (e.g., fire alarm, systematically blocked, locked or insufficient such
extinguisher, suppression systems) in production that hindering safe and quick evacuation in areas
areas. where workers are present.
• Fire System: Systematically missing, malfunctioning
and/or insufficient fire alarms and extinguishers in
dormitory.
POLLUTION MANAGEMENT AND PREVENTION Read more: Standard C2

Suppliers must ensure safe handling of hazardous substances and effluent discharges (industrial/process
wastewater and sewage) comply with legal requirements and are managed to prevent pollution.
• Industrial and/or sanitary wastewater is discharged • Hazardous substances are disposed of in an
without treatment. irresponsible manner, and/or poses significant risk
of harm to facility, workers, or the community.

APPENDIX
Amazon Supplier Standards
6 Amazon Confidential
Amazon Supplier Standards
Contents
1 Overview .................................................................................................................................................................... 1
2 Audit Overview .......................................................................................................................................................... 1

2.1 Opening Meeting ................................................................................................................................................ 1
2.2 Site Tour .............................................................................................................................................................. 1
2.3 Document Review ............................................................................................................................................... 2
2.4 Management Interviews ..................................................................................................................................... 2
2.5 Worker Interviews............................................................................................................................................... 2
2.6 Commitment to Transparency ............................................................................................................................ 2
2.7 Subcontracting Disclosure................................................................................................................................... 2
3 Amazon Supplier Standards ...................................................................................................................................... 4

A LABOR .................................................................................................................................................................... 4
A1 Freely Chosen Employment ............................................................................................................................. 4
A2 Young Workers................................................................................................................................................. 5
A3 Working Hours ................................................................................................................................................. 6
A4 Wages and Benefits ......................................................................................................................................... 7
A5 Humane Treatment.......................................................................................................................................... 8
A6 Non-Discrimination .......................................................................................................................................... 9
A7 Freedom of Association ................................................................................................................................. 10
A8 Worker Grievance/Complaint Mechanism .................................................................................................... 11
A9 Contract Labor ............................................................................................................................................... 11
A10 Subcontractors and Next-Tier Suppliers ...................................................................................................... 12
B HEALTH AND SAFETY ............................................................................................................................................ 12
B1 Occupational Safety ....................................................................................................................................... 12
B2 Emergency Preparedness and Response ....................................................................................................... 13
B3 Occupational Injury and Illness ...................................................................................................................... 15
B4 Industrial Hygiene .......................................................................................................................................... 16
B5 Physically Demanding Work........................................................................................................................... 17
B6 Machine Safeguarding ................................................................................................................................... 17
B7 Sanitation, Dormitory and Canteen ............................................................................................................... 18
C ENVIRONMENT..................................................................................................................................................... 19
C1 Environmental Permits and Recordkeeping .................................................................................................. 19
C2 Pollution Management & Prevention ............................................................................................................ 19
C3 Hazardous Substances ................................................................................................................................... 21
D ETHICAL BEHAVIOR .............................................................................................................................................. 22
D1 Business Integrity........................................................................................................................................... 22
D2 Transparency ................................................................................................................................................. 22
D3 Whistleblower Protections ............................................................................................................................ 22
1 Overview
Amazon is strongly committed to conducting its business in a lawful and ethical manner, including engaging with
suppliers and subcontractors that are committed to the same principles. Suppliers in Amazon’s supply chain must
comply with Amazon’s Supplier Code of Conduct (“Supplier Code”). All suppliers must submit an Amazon-approved
audit of their facilities before beginning production of Amazon-branded products. Facilities may be audited multiple
times a year, including follow-up audits to address specific findings.
The purpose of this document is to outline the auditing procedures for Amazon Managed Audits and provide guidance
regarding Amazon’ Supplier Standards. More information including Industry Association Audits is available in
Amazon’s Supply Chain Standards Manual.
2 Audit Overview
Amazon uses audits as a way to monitor suppliers’ compliance and promote continuous improvement. Audits are
typically semi-announced; suppliers will be given a one-week-window during which the audit team will arrive to
conduct the audit. Audits will be conducted at each facility where products are produced.
If an Alert or Critical audit finding is identified, a follow-up audit will be conducted typically within 60 to 90 days to
confirm closure of the finding(s) and ensure processes are in place to prevent reoccurrence. This follow-up audit will
also verify no additional Critical or Alert issues have arisen.
In general, the audit team will consist of two auditors that will each perform separate parts of the audits; a portion
of the team will conduct the document review and the other portion will perform the operation review
(Environmental, Health and Safety).
2.1 Opening Meeting

The purpose of the Opening Meeting is for the audit team to introduce themselves to the supplier’s facility
management and staff and review important aspects of the audit such as the day’s schedule, specific areas to address,
the Supplier Code and how the audit report will be prepared and delivered. The audit team will also explain and
request suppliers to sign an integrity statement which indicates the supplier’s commitment to transparency and
forbids any representative from the supplier or the audit firm from offering, receiving, or soliciting any form of bribery.
Supplier Attendees: Factory senior manager, operations senior manager, social responsibility manager,
environmental, health and safety senior manager, and human resources senior manager.
2.2 Site Tour

The supplier should take the audit team on a short tour of the facility. This should take place immediately after the
opening meeting. This will allow the audit team to familiarize themselves with the facility layout and operations, and
identify and prioritize areas of operations that may require more detailed inspection or review during the audit. All
buildings involved in production, distribution, or storage of Amazon’s product, as well as all common areas (e.g.,
canteen, dormitory, etc.) must be reviewed.
Members of the audit team may ask the supplier for approval to take photographs inside the facility and of the
findings. This will include:
- Hazardous materials storage and handling

- Manufacturing and process operations
- Worker canteen, kitchen, and food storage areas
- Medical clinic
- Dormitories
Last Updated: Oct 2019 1 Amazon Confidential

- Distribution centers/warehouse
A member of the facility’s operations or health and safety manager should accompany the auditor as critical
findings and those in need of immediate resolution will be highlighted during the audit.
2.3 Document Review

In general, the audit team will split up after the tour: a portion of the team will conduct the document review and
the other portion will perform the operation review (Environmental, Health and Safety). Suppliers should be
prepared to provide the following documents in advance of the audit team arriving on-site. The documentation
review will consist of:
- Payroll records
- Worker documentation, such as proof of age, identity, work permits.
- HR policies: hiring, recruitment
- Facility inspection certificates, permits, procedures, etc.
- Worker records where legislation requires specific health requirements
- Contract labor agencies and hiring practices
- Personnel list
- Any additional written materials the audit team may request
2.4 Management Interviews

Members of the audit team will conduct confidential interviews with the factory management. The interviews will
be conducted with personnel such as site managers, production managers, health and safety managers, human
resources managers, supervisors. The purpose of these interviews is to verify their knowledge of policies,
documentation, records, operating practices, and related policies and procedures. .
2.5 Worker Interviews

Members of the audit team will conduct confidential interviews with a number of workers. The purpose of the worker
interviews is to verify their knowledge of policies, review operating practices, assess working relationships with
supervisors and other workers, and assess working conditions. Interviews are confidential and must be conducted
privately and without the presence of facility managers or other supplier staff. All input from workers is treated by
Amazon as confidential and will remain anonymous. Suppliers are prohibited from taking any punitive action against
staff who are interviewed as part of the audit process: workers may not have their pay docked or suffer other
penalties as a result of the interview.
2.6 Commitment to Transparency

Amazon expects suppliers to be honest and straightforward in how they conduct their business and treat their
workers. Suppliers are expected to provide accurate documentation about facility working conditions, including
regular and overtime work hours, wages, deductions, and other relevant information. Transparency is critically
important to ensuring that labor standards are protected. Complete and accurate records allow Amazon to effectively
assess the risks in our supply chain and establish positive working relationships with each of our business partners.
Amazon will not tolerate sites that are unwilling to be honest about their practices and resort to record falsification
or bribery as a means of passing audits.
2.7 Subcontracting Disclosure

Suppliers must ensure that all business and labor practices, and all facilities producing Amazon’s products,
comply with Amazon’s Supplier Code. Amazon expects suppliers to cascade our standards to their own suppliers and

subcontractors. Suppliers must disclose all relationships, including the use of subcontractors or labor agents, in
advance of production. Examples of relationships that suppliers must disclose include:
- Any subcontractor where production or related processes are assigned to a party different from the facility
with whom Amazon has contracted (for example: off-site ironing, laundry, assembly, etc.),
- Any subcontractors manufacturing or processing products that carry Amazon’s brand, or products which are
manufactured according to Amazon design specifications.
- Any labor or recruitment agencies, and must allow auditors to access on-site service providers (for example:
cleaning, kitchen, security, etc.) for worker interviews and records review, if requested.
The facility must also confirm the compliance of any sub-tier suppliers or subcontractors providing direct or indirect
products or services for Amazon by taking the following actions:
- Designating representatives responsible for implementing management systems and programs that oversee
compliance with applicable laws and the Supplier Code.
- Routinely reviewing and assessing the quality and efficiency of the management systems and programs.
- Performing pre-selection due diligence and ongoing verification of Private Employment Agencies (PEAs) (for
example: recruitment or staffing agencies) to confirm compliance with applicable laws and the Supplier Code.
- Maintaining records and monitoring compliance of their next-tier raw materials or components suppliers, to
communicate the Supplier Code requirements to these next-tier suppliers.
Management will be provided an opportunity to disclose all subcontracting relationships during the audit.

3 Amazon Supplier Standards
The following standards detail the requirements and expectations for Amazon’s suppliers. Refer to the Amazon
Supplier Code and Supplier Manual for more information.
A LABOR
A1 Freely Chosen Employment
Involuntary Labor, Human Trafficking, and Slavery. Our suppliers must not use forced labor – slave, prison, indentured,
bonded, or otherwise. Our suppliers must not traffic workers or in any other way exploit workers by means of threat,
force, coercion, abduction, or fraud. Working must be voluntary, and workers must be free to leave work and terminate
their employment or other work status with reasonable notice. Our suppliers must bear or reimburse to their workers
the cost of all excessive recruiting, hiring, or other similar fees charged to workers, and all fees and expenses charged
to workers must be disclosed to Amazon and the workers in advance. Our suppliers must not require workers to
surrender government issued identification, passports, or work permits as a condition of working, and our suppliers
may only temporarily hold onto such documents to the extent reasonably necessary to complete legitimate
administrative and immigration processing. Workers must be given clear, understandable contracts regarding the
terms and conditions of their engagement in a language understood by the worker. Suppliers must ensure that each
of its staffing or recruiting agencies comply with this Supplier Code and with the more stringent of the applicable laws
of the country where work is performed and the worker’s home country.
A1.1 Physical and financial punishment or penalties are not imposed which would indicate forced, prison,
indentured, bonded (including debt bondage), trafficked or slave labor.
- A1.1.1 RECRUITMENT: All fees, deposits, and expenses relating to recruiting and hiring are borne by the
facility or reimbursed within 30 days of the start of employment. All fees (e.g. taxes, agreed upon expenses)
are disclosed in the employment contract, contracts are in compliance with local law, and do not bind
workers to employment as a condition of fulfilling terms of debt to a third party or to employer.
- A1.1.2 OVERTIME: Overtime is voluntary: workers are provided with 24 hours of notice of overtime, can refuse
without threat of termination, punishment, or financial penalty.
- A1.1.3 RESIGNATION: Resignation is voluntary within legally defined timeframe (no threat of punishment,
fines, violence, or withholding wages). For any penalties or fees for early resignation without notice, the
penalty should not be more than-60% of 1 month of gross base wages (about 2-3 weeks).
A1.2 Workers are provided with complete terms of contract in their own language prior to employment (in
writing as required by law and explained verbally).
- A1.2.1 TIMELY MANNER: Workers are informed prior to employment (in the case of migrant workers, before
they leave their home country or region) of key employment terms and conditions verbally and in writing in
their native language.
- A1.2.2 COMPLETE AND ACCURATE: Conditions of employment comply with relevant ILO conventions and all
applicable legal requirements, and include: nature of work, working hours, wages, leave, benefits, fees, and
deductions.
- A1.2.3 EFFECTIVELY COMMUNICATED: Contract is provided in verbal and written form in the workers’ native
language; contract changes are declared and are communicated/negotiated with workers and comply with
legal requirements.

A1.3 Workers’ government issued identification and personal documentation originals are not held by
employer, labor agent, or contractor.
- A1.3.1 ACCESS TO DOCUMENTATION: Workers are not required to relinquish control of government issued
identification or work permits as a condition of work, and facility only holds documentation temporarily to
the extent reasonably necessary to complete legitimate administrative and immigration processing. Facility
management must not destroy, conceal, confiscate, or deny access to government issued identification or
work permits.
- A1.3.2 INDIVIDUAL STORAGE: Workers maintain possession or control over their identity documents and
workers residing on site have secure individual storage protected from unauthorized access and accessible
at all times.
A1.4 There are no unreasonable restrictions on the movement of workers and their access to basic liberties.
- A1.4.1 WORK SITE: Workers have free egress from the workplace at all times without penalty or threat of
penalty.
- A1.4.2 RESIDENCE: Workers are allowed to choose their own residence. Those residing in on-site dormitory
are not subject to unreasonable restrictions of movement due to procedure or security, and are free to leave
and enter at any time.
- A1.4.3 ACCESS TO BASIC LIBERTIES: Workers move freely when needed to access basic liberties, including
access on-site or external medical facilities, and are able to leave for medical reasons or family emergencies
without threat of termination. There are no systems for restriction in place (e.g., no toilet passes, freedom of
choices whether to eat in the facility canteen).
A2 Young Workers
Child Labor. Amazon will not tolerate the use of child labor. Our suppliers must engage workers whose age is the
greater of: (i) 15, (ii) the age of completion of compulsory education, or (iii) the minimum age to work in the country
where work is performed. Furthermore, workers under the age of 18 must not perform hazardous work. Amazon
supports the development of legitimate workplace apprenticeship programs that comply with applicable laws and this
Supplier Code.
A2.1 Workers are not below the minimum age and children are not present in the work area.
- A2.1.1 MINIMUM AGE: No workers under the age of 15 or the minimum age to work in the country (whichever
is higher) are allowed in the workplace unless in a daycare facility physically separated from production areas.
- A2.1.2 LOCAL LAW: Facility complies with all national laws, regulations, and procedures concerning the
prohibition of child labor, and maintains legally required documentation, government permits, or parent
permissions.
- A2.1.3 HISTORICAL RECORD: Historical records show no indication that any workers were below the legal age
of employment at time of hire.
A2.2 Workers under the age of 18 are not allowed to perform work that is likely to jeopardize the health or
safety of these young workers, including night work or overtime.
- A2.2.1 WORKING CONDITIONS: No young workers are performing hazardous (e.g. with the use of
chemicals), night, or overtime work. Young workers are paid at the same rate as other workers for identical
work done (based on matching experience level and job category/class).

- A2.2.2 DOCUMENTATION: Proper documentation for young workers is maintained, including legal
authorization to work where applicable, proof of age documentation and working conditions, and health
checks are performed as required by local law.
A2.3 Adequate and effective Apprentice/Intern/Student Worker employment policies and procedures are in
place.
- A2.3.1 WORKING CONDITIONS: Apprentice/intern/student workers are at least age 15 or the age of
compulsory education (whichever is higher), are not working in hazardous environments, and are not working
hours that conflict with school attendance or are in excess of applicable laws.
- A2.3.2 WAGES: Apprentice/intern/student workers are not employed full-time and are not paid below
minimum wage for longer than allowed by law (or 6 months if no applicable law), no educational or placement
fees are deducted, and wages are paid directly to workers.
- A2.3.3 RECRUITMENT: No agency or intermediary is used for recruitment, hiring, arrangement, or
management of apprentice/student/intern workers, agreements are in place between school, factory and
student worker/parent, workers are not used to fill labor shortages, and portion of apprentice/intern/student
workers does not exceed the maximum allowed by law.
A3 Working Hours
Working Hours. Except in unusual or emergency situations, (i) suppliers must not require a worker to work more than
60 hours per week, including overtime, and (ii) each worker must be entitled to at least one day off for every seven-
day work period. In all circumstances, working hours must not exceed the maximum amount permitted by law.
A3.1 Hours worked in a workweek over the last 12 months do not exceed 60 hours or the legal limit
(whichever is stricter).
- A3.1.1 WORKING CONDITIONS: Local laws on the appropriate breakdown of hours are adhered to, and
mandatory sample size of individual records show the number of hours worked, including overtime, does not
exceed 60 hours.
- A3.1.2 COMPREHENSIVE WORKING HOURS: The facility operates on a comprehensive working hours system,
and legal waiver/permit is on file and current for all work hours exceeding normal overtime limits.
(Noncompliance with Amazon’s 60-hour maximum workweek should be cited as a finding under A3.1.1 above
even if hours are compliant with the waiver/permit.)
- A3.1.3 PREGNANT WORKERS: Laws regulating or limiting the frequency and duration of work performed by
pregnant women are followed.
A3.2 Workers receive at least one (1) day off every seven (7) days.
- A3.2.1 WORKING CONDITIONS: Mandatory sample size of individual work records and summary reports (if
available) show that the maximum consecutive days worked is equal to or less than 6 days or legal limit,
whichever is stricter.
A3.3 Workers are allowed legally mandated breaks, or holidays and vacation days to which they are legally
entitled, including time off when ill or for maternity leave.
- A3.3.1 WORKER COMMUNICATION: Policy on holidays, vacation days, leave periods, and meal and rest breaks
are explained to workers in the employment contract, work rules, employee handbook, or other forms of
worker communications.

- A3.3.2 FREE OF RESTRICTION: Facility does not impose any undue restrictions or penalties for use of sick leave,
maternity leave, or annual leave. Workplace restrictions and procedures regarding leave are in line with local
laws and regulations.
- A3.3.3 DAILY BREAKS: Workers are observed to take mandatory breaks in line with legal requirements, which
includes at least one meal break per shift.
A3.4 Reliable and detailed records of workers’ regular and overtime working hours are kept.
- A3.4.1 TIME KEEPING: Devices used to clock in or out of work are in working order, if applicable.
- A3.4.2 RECORD KEEPING: An effective working hours policy and implementation mechanism is in place to
accurately determine, record, manage and control working hours, including overtime and days off.
- A3.4.3 ATTENDANCE RECORDS: Hours worked are consistent as indicated by attendance and production
records. (If the attendance record is different than any other production record, this is considered a “case”
on unreliable records.)
- A3.4.4 DETAILED RECORDS: Detailed and reliable records include information related to: worker name, hours,
and specific dates. Hours must be recorded or confirmed in writing by workers themselves and record actual
time worked.
A4 Wages and Benefits
Wages and Benefits. Our suppliers must pay their workers in a timely manner and provide compensation (including
overtime pay and benefits) that, at a minimum, satisfy applicable laws. Suppliers must provide to their workers the
basis on which workers are being paid in a timely manner via pay stub or similar documentation. Deductions from
wages as a disciplinary measure are not permitted.
Additional Guidance: In compliance with local laws, workers shall be compensated for overtime at pay rates greater
than regular hourly rates.
A4.1 Legal wages for regular and overtime hours are correctly calculated and paid to all workers.
- A4.1.1 CORRECTLY CALCULATED: Facility correctly calculates wages, benefits, and overtime premium, and
maintains accurate pay records.
- A4.1.2 PAID IN FULL: Pay equals time worked applies; this means any company-required activity, such as
briefings, trainings, or daily overview meetings, shall be paid equal to the time of the mandatory attended
activity.
- A4.1.3 LEGAL: Facility complies with all national laws, regulations, and procedures concerning the payment
of regular and overtime wages, and all workers (direct and indirect) are paid no less than the minimum wage
for all regular hours as per applicable laws and regulations. This should apply to both base and piece rate
payments.
- A4.1.4 COMPREHENSIVE WORKING HOURS: If a valid government waiver/overtime permit is in place, wages
are calculated in accordance with the terms of the waiver/permit. If a government waiver/overtime permit is
in place, but invalid (out of date) or if the parameters of the permit are exceeded, workers are paid according
to normal overtime rates for the time exceeded.
A4.2 For each pay period, workers are provided with a timely and understandable wage statement that includes
sufficient information to verify accurate compensation for work performed.
- A4.2.1 WRITTEN CONFIRMATION: Workers are provided with payroll receipts that clearly indicate
compensation, including overtime hours and overtime compensation levels and detail of deductions (e.g.
insurance contributions).
- A4.2.2 WORKER COMPREHENSION: Workers are provided with training orally and in writing in languages
understood by workers to fully comprehend how wages are calculated and what to expect when they receive
payment.
- A4.2.3 LEGAL: Provision of wage statements meets all legal requirements.
A4.3 Social benefits as required by local law are provided to all workers.
- A4.3.1 CONSENSUAL: Voluntary deductions are made with the express and written consent of workers and
fall within the limits and conditions specified by law.
- A4.3.2 EMPLOYER CONTRIBUTIONS: Records of employer contributions to worker insurance schemes as
required by law (e.g. unemployment, retirement/pension, health/medical, life, accident, disability) and are
available on a monthly basis.
A4.4 Payments to workers are timely, paid directly to workers, and proof of wage payment is maintained.
- A4.4.1 DIRECT PAYMENT: Facility pays wages directly to workers (or to a legally designated third party) with
no unauthorized deductions in a timely manner and within legally defined time limits.
- A4.4.2 TIMELY: Regular/recurring payments (including overtime, other) are not be a delayed more than two
days after the agreed timing for payment (as noted in the employee contract or by law, whichever is stricter).
For pay following resignation or termination, payments are made in compliance with local law or no later
than one month after final day on the job.
- A4.4.3 DISPUTE RESOLUTION: Facility has a system which workers can dispute compensation and receive
clarification in a timely manner.
A4.5 Deductions or withholdings are only used when required by the appropriate government agency, and
are correctly calculated and submitted within the local law time frame.
- A4.5.1 ADMINISTRATIVE DEDUCITONS: Workers are not charged for uniforms or required PPE or any other
tools that are required to conduct work assignment.
- A4.5.2 WITHOLDING DOCUMENTATION: At least 3 months of documents are available for sample population
to demonstrate regulatory deduction, payment, and communication to worker.
A5 Humane Treatment
Fair Treatment. All workers must be treated with respect and dignity. Our suppliers must not engage in or permit
physical, verbal, or psychological abuse or coercion, including threats of violence, sexual harassment, or unreasonable
restrictions on entering or exiting work and residential facilities. Workers must be free to voice their concerns to
Amazon or its auditors, and allowed to participate in the Amazon audit process, without fear of retaliation by supplier
management.
A5.1 No evidence of sexual harassment or abuse, corporal punishment, mental or physical coercion, verbal
abuse or intimidation exists.
- A5.1.1 LEGAL COMPLIANCE: Facility complies with all national laws, regulations, and procedures concerning
violence, harassment, and abuse.
- A5.1.2 RECORD OF HARRASMENT: No observed instances of harassment or abuse, including through
grievance records, worker interviews, disciplinary records, etc.

- A5.1.3 CORRECTIVE ACTION: If instances are found, appropriate corrective actions are taken immediately and
documented. Remediation includes ensuring that the worker feels the issue was fixed and does not fear
continued mistreatment or retaliation.
- A5.1.4 SECURITY PRACTICES: All security practices are gender appropriate and nonintrusive, so that the dignity
of workers concerned is protected when a search is undertaken.
- A5.1.5 HUMANE DISCIPLINE: Disciplinary actions do not constitute harassment or abuse of any kind, including
withdrawal of basic physical comforts provided other workers. Disciplinary actions are proportional to the
offense committed.
A5.2 Disciplinary actions are legal and are communicated to and acknowledged by workers.
- A5.2.1 LEGAL: Disciplinary actions procedure is documented and conforms to legal requirements.
- A5.2.2 DISCIPLINARY DEDUCTIONS: Disciplinary records, pay slips and payment records of wages or equivalent
do not show any form of disciplinary wage deduction.
- A5.2.3 WORKER COMMUNICATION: All written records of disciplinary action against workers are verifiably
communicated to them and acknowledged by worker.
A6 Non-Discrimination
Anti-discrimination. Conditions of working must be based on an individual’s ability to do the job, not on personal
characteristics or beliefs. Our suppliers must not discriminate on the basis of race, color, national origin, gender, sexual
orientation, religion, disability, age, political opinion, pregnancy, marital or family status, or similar factors in hiring
and working practices such as job applications, promotions, job assignments, training, wages, benefits, and
termination. Suppliers must not subject workers or applicants to medical tests that could be used in a discriminatory
manner.
Additional Guidance: In addition to the protected categories above, facility should not discriminate based on ethnicity,
gender identity or expression, affiliation, union or worker committee membership, covered veteran status, or
protected genetic information. Workers shall be provided with reasonable accommodation for religious practices if
necessary.
A6.1 Facility does not discriminate against workers in hiring, employment, or termination on the basis of
personal characteristics.
- A6.1.1 EMPLOYMENT: Decisions in hiring, employing (such as compensation, promotion, access to training,
etc.), or terminating workers are based solely on the candidate’s ability to perform the job’s requirements.
No disciplinary action is taken against a worker on the basis of personal characteristics.
- A6.1.2 PREGNANCY: Workers are not threatened or terminated based on pregnancy or marital status. Female
workers are not required to take medication to prevent pregnancy.
- A6.1.3 MEDICAL EVALUATION: A worker’s medical status does not negatively affect the person’s employment
status unless such decision is dictated by the inherent requirements of the job or is prudent for workplace
safety. Confidentiality of workers’ health status is maintained, including requisite health tests or
contraception as a condition of employment, medical tests conducted that could be used in a discriminatory
way or that are not required for the position of employment.
- A6.1.4 MEDICAL ACCOMODATION: Facility makes reasonable accommodations for workers with illnesses,
which could include rearrangement of work station, working time, provision of special equipment, rest
breaks, time off for medical appointments, part-time, and return-to-work arrangements.

A6.2 Reasonable accommodation for religious practices is provided if needed.
- A6.2.1 RELIGIOUS AREA: In countries and/or work places where a significant percentage of the workers
require prayer spaces to perform religious observances or where required by law, clean and safe prayer
/religious areas are provided.
- A6.2.2 REASONABLE ACCOMODATION: The facility’s procedures reasonably accommodate group or
individual’s religious practice requests made to management and include: Scheduling Changes; Voluntary
Substitutes and Shift Swaps; Change of Job Tasks and Lateral Transfer; Dress and Grooming Standards; Use
of Facilities; Tests and Selection Procedures.
A7 Freedom of Association
Freedom of Association. Our suppliers must respect the rights of workers to establish and join a legal organization of
their own selection. Workers must not be penalized or subjected to harassment or intimidation for the non-violent
exercise of their right to join or refrain from joining such legal organizations.
Additional Guidance: In conformance with local law, Facility must respect the right of workers to bargain collectively,
to engage in peaceful assembly, or to refrain from such activities. Workers and/or their representatives shall be able
to openly communicate and share ideas and concerns with management regarding working conditions and
management practices without fear of discrimination, reprisal, intimidation, or harassment. A worker consultation or
participation mechanism should be in place to intake worker feedback.
A7.1 Workers can form or enroll in a legal worker organization of their own selection.
- A7.1.1 EMPLOYMENT RESTRICTIONS: Workers are free to form or join a worker organization. The right to
freedom of association is upheld throughout the worker’s employment, from the time they seek employment
through termination, unemployment, and retirement.
- A7.1.2 INDEPENDENT ORGANIZATION: Workers are allowed to organize independently of management and
management does not interfere in the process directly or indirectly in the formation, elections, recognition,
or governance of such organizations. A worker consultation/participation mechanism is in place to solicit and
encourage worker feedback and integration.
- A7.1.3 HARASSMENT: Workers are not subject to physical or psychological violence, threats, intimidation,
retaliation, harassment, or abuse in connection with their decision to participate or not to participate in
joining a worker organization.
freedom of association. Where the right to freedom of association is restricted under law, Facility does not
obstruct legal alternative means of workers’ association.
- A7.1.5 MANAGEMENT INTERFERENCE: Management does not dominate or interfere with formation or
administration of any worker organization, including permitting democratic elections of worker
representatives, and not providing payment or financial support to organization management or leadership
unless legally required.
A7.2 Rights of all workers to bargain collectively, or refrain from doing so, are respected.
- A7.2.1 EMPLOYMENT RESTRICTIONS: No termination or threat of termination occurs as a result of a worker’s

involvement in collective bargaining.
- A7.2.2 INDEPENDENT ORGANIZATION: There is no evidence of refusal by management to enter into
negotiations upon request by worker organization and management engages in collective bargaining process

in good faith. If a trade union exists, a collective bargaining agreement is in place and terms are upheld by
the facility.
- A7.2.3 HARASSMENT: Workers are not subject to physical or psychological violence, threats, intimidation,
retaliation, harassment, or abuse in connection with their decision to participate or not to participate in
collective bargaining.
collective bargaining. Where the right to collective bargaining is restricted under law, the facility does not
obstruct legal alternative means.
A7.3 Facility respects the right of all workers to peacefully assemble as well as respects the right of workers
to refrain from doing so.
- A7.3.1 RESTRICTIONS: Facility does not interfere with, restrain, or coerce workers in the exercise of their right
to peaceful assembly or to refrain from doing so. Workers are not subject to physical or psychological
violence, threats, intimidation, retaliation, harassment, or abuse in connection with their decision to
participate or not to participate in a strike.
- A7.3.2 PROPER NEGOTIATION: Facility does not hire replacement workers in order to prevent or break up a
legal strike or to avoid negotiating in good faith.
peaceful assembly. Where peaceful assembly is restricted under law, the facility does not obstruct legal
alternative means of expression.
A8 Worker Grievance/Complaint Mechanism
Communication and Worker Feedback. Suppliers must clearly and accurately communicate and educate workers about
Amazon policies, practices, and expectations. Amazon may require suppliers to post this Supplier Code in a location
accessible to their workers (translated into the appropriate local language(s)). In addition, Amazon encourages
suppliers to partner with us to implement a process to assess workers’ understanding of the standards and practices
covered by this Supplier Code. Suppliers must create a mechanism for workers to submit their grievances anonymously.
A8.1 A worker grievance/complaint mechanism is in place for workers to confidentially communicate work-
related grievances or complaints without fear of reprisal or intimidation.
- A8.1.1 GRIEVANCE MECHANISM: An anonymous and confidential worker grievance/complaint process

covering Labor, Health& Safety, Environmental and Ethics is in place and is effective at resolving issues in a
timely manner and communicating resolution to worker(s).
- A8.1.2 WORKER AWARENESS: Grievance/complaint and participation channels are clearly communicated in
workers’ native language(s), including in writing, and visible (grievance box, hotline, SMS, third party line,
etc.). Workers understand how to submit grievances and feel comfortable doing so.
- A8.1.3 NON-RETALIATION: Facility management does not intimidate or retaliate against workers who submit
grievances/complaints.
A9 Contract Labor
Contract Labor. The facility’s use of any on-site temporary/contract/dispatched workers must meet legal requirements,
including recruitment and hiring practices, contract terms and conditions, and maintenance of records.

A9.1 The practice of using temporary/contract/dispatched workers meets legal requirements.
- A9.1.1 WORKER GROUP: The proportion of contract/dispatch/temporary workers does not exceed legal limits
of the defined worker group.
- A9.1.2 RECRUITMENT: Practices for recruitment and hiring of contract/dispatch/temporary workers are in
compliance with laws and regulations. All labor agents or recruitment agencies are in compliance with local
law.
- A9.1.3 WORKING CONDITIONS: Employment contract terms and conditions for contract/dispatch/temporary
workers are in compliance with laws and regulations.
A10 Subcontractors and Next-Tier Suppliers
Amazon is strongly committed to conducting its business in a lawful and ethical manner, including engaging with
suppliers that are committed to the same principles. We require suppliers in our manufacturing supply chain to comply
with our Supplier Code of Conduct* (“Supplier Code”), which is detailed below. Amazon also expects our suppliers to
hold their suppliers and subcontractors to the standards and practices covered by our Supplier Code. Our products
must be manufactured in a manner that meets or exceeds the expectations of Amazon and our customers as reflected
in our Supplier Code. The Site must also confirm the compliance of any sub-tier suppliers or subcontractors providing
direct or indirect products or services for Amazon.
Management Accountability and Responsibility. Suppliers must have designated representatives responsible for
implementing management systems and programs that oversee compliance with applicable laws as well as this
Supplier Code. Senior management must routinely review and assess the quality and efficiency of the management
systems and programs. Amazon also expects our suppliers to hold their suppliers and subcontractors to the standards
and practices covered by this Supplier Code.
A10.1 Facility discloses all subcontracted processes and production involving Amazon’s final product, packaging,
design, intellectual property or recognizable as such.
Indicators of Conformance:
- A10.1.1 LABOR: All labor agents or recruitment agencies are disclosed to Amazon.
- A10.1.2 PRODUCTION PROCESS: All subcontracted processes (e.g., ironing, laundry, assembly, etc.) and
production involving Amazon’s final product, logoed component, or recognizable Amazon product are
disclosed to Amazon. Workers do not take work home with them.
B HEALTH AND SAFETY
B1 Occupational Safety
Occupational Safety. Suppliers must educate workers on safety procedures and also control worker exposure to
potential physical safety hazards by implementing physical guards, barriers, and/or engineering and administrative
controls. Workers must be informed and receive appropriate education in advance if they will be working with (or
otherwise exposed to) hazardous or dangerous conditions or materials. In addition, workers must be given appropriate
personal protective equipment and educated and trained on the proper use of such equipment.
Additional Guidance: Safety hazards include electrical and other energy sources, fire, vehicles, and fall hazards. Safe
work procedures and ongoing safety training must be provided to workers. When hazards cannot be adequately

controlled, appropriate and well-maintained PPE must be provided and workers must be trained on the risks
associated with these hazards. Suppliers shall provide workers with appropriate workplace health and safety training
in their primary language. Health and safety related information shall be clearly posted in the facility. Workers shall
be encouraged to raise safety concerns.
B1.1 Worker exposure to potential safety hazards (e.g. electrical and other energy sources, fire, vehicles, and fall
hazards) are controlled through proper design, engineering and administrative controls.
- B1.1.1 STRUCTUAL HAZARDS: Buildings are structurally sound and conform to local building code
requirements. Building and construction licenses, permits, and inspection reports are up-to-date.
- B1.1.2 FALL PROTECTION: Workers are provided with appropriate fall protection for work in elevated work
areas (roof work, high lift fork trucks, towers, etc.) and elevated workplaces and stairways are provided with
appropriate guardrails and handrails and calibrated for appropriate load capacity. Aisles, stairways, and work
areas are free of tripping hazards (stored materials, electrical cords, etc.)
- B1.1.3 FALLING OBJECTS: There are height limits on how high a stack of material can be to prevent tipping
hazards. A stack height limit should be 2 meters in most situations unless the stack is unstable at a lower
height. Storage shelving is not loaded over capacity.
- B1.1.4 ELECTICAL HAZARDS: Precautions and controls of electrical hazards are in place such as locked cabinets,
closed panels, and unobstructed access. Electrical installations and wiring are regularly inspected and
maintained to prevent electrical shock hazards (damaged cords and plugs, frayed wiring, missing protective
barriers, etc.)
- B1.1.5 CONFINED SPACES: Confined spaces are identified and evaluated. Confined space program is
implemented. Workers are trained in hazardous atmospheres prior to entry of confined spaces.
- B1.1.6 MINIMAL IGNITION HAZARDS: Flammable and combustible materials are properly stored and dust
collection is minimized. Ignition hazards (e.g. smoking, electrical sparks, open flames, etc.) are eliminated in
areas where combustible and flammable materials are stored or used or if there is a flammable atmosphere.
- B1.1.7 PERMITS & TESTING: Occupational safety and equipment permits/licenses/testing reports are up to
date. Testing frequency meets legal requirement, or if local law is not applicable, not to exceed a period of
two years.
B1.2 Appropriate Personal Protective Equipment (PPE) is consistently and correctly used where required to control
safety hazards and worker exposure.
- ADEQUATE EQUIMENT & USE: PPE is adequate, in good repair, and is worn appropriately by all who work or
reside in this area for long periods of time (longer than exposure limit value).
- PPE ASSESSMENT & AWARENESS: PPE requirements are reviewed and determined appropriate for specific
jobs, tasks, or areas of the facility and these requirements are communicated to workers via posted signs.
B2 Emergency Preparedness and Response
Emergency Preparedness and Response. Suppliers must identify and plan for emergency situations and implement and
train their workers on response systems, including emergency reporting, alarm systems, worker notification and
evacuation procedures, worker training and drills, first-aid supplies, fire detection and suppression equipment, and
unblocked exit facilities.
Additional Guidance: Facility should have plans and processes to minimize the impact of emergencies, including harm
to life, the environment, and property.

B2.1 Adequate and effective fire detection, alarm and suppression systems are in place.
- B2.1.1 FIRE EXTINGUISHERS: Fire extinguishers are adequate in number and type, as well as mounted, located,
and identified with signage and instructions for use in local language so that they are readily accessible to
employees. Automated fire suppression systems are in place where required by law.
- B2.1.2 FIRE DETECTION: Fire detection and alarm systems (including heat or smoke detection systems) are in
place and functioning properly. The facility is equipped with visual alarms (e.g., flashing red lights) for areas
where ear protective equipment are used. Fire alarm system is audible throughout all sections of the work
area and dedicated only for fire and evacuation. Functioning automatic sprinkler systems are in place as
required by law.
- B2.1.3 FIRE INSPECTION PERMITS: All legally required fire inspection permits/licenses/testing reports are up
to date.
B2.2 Effective emergency exit access, exits, and exit discharge are adequate in number and location, readily accessible,
and properly maintained. Adequate and effective emergency preparedness and response programs (plans/procedures)
are established.
- B2.2.1 UNOBSTRUCTED PATHWAYS: Aisles are of sufficient width to allow effective egress (no less than 1
meter across at narrowest point) and are kept free of obstruction.
- B2.2.2 EGRESS: All egress doors are not locked (and do not have locking mechanism present*), are free of
obstruction, and open in an outward direction (in the direction of egress), without using a key, badge, code,
special knowledge, or effort and, if required by code (based on the occupancy and hazard of contents), have
listed panic hardware installed. Emergency exits are designed and constructed appropriately as per local law.
All exits and exit pathways discharge to open spaces, not to enclosed/gated/locked areas.
- B2.2.3 PROPER SIGNAGE & ILLUMINATION: Emergency exit and/or directional signs are present on every floor
at exit doors, main passageways, aisles, long corridors, and other locations where the way to the nearest exit
is not clear and are illuminated/lighted in event of power failure so that the way of exit travel is obvious and
direct. Signage prohibiting use of elevators in event of fire is in place. Emergency lighting is provided and
installed to illuminate means of egress in the event of a power failure along all stairs, aisles, corridors, ramps,
and passageways in the evacuation pathway, and in other areas as required by applicable law.
- B2.2.4 EVACUATION ROUTE: Adequate and effective evacuation signage is posted, including emergency
numbers, team, plot, complete evacuation map, and response plan.
- B2.2.5 EMERGENCY RESPONSE: Muster points are established in safe locations both inside (extreme weather)
and external (fire, chemical) to building. Emergency response kits are located near muster points and
adequately stocked.
B2.3 Adequate and effective fire and other identified emergency situations and evacuation drills are conducted with
all employees and designated emergency response personnel are provided adequate and effective PPE and training
on an annual basis.
- B2.3.1 EMERGENCY RESPONSE DRILLS: Drills are conducted at least annually, or more if legally required, and
frequently enough to account for worker turnover. Facility has adequate program of emergency evacuation
drills for all workers and shifts in every area, including production, cafeteria, warehouse, dormitory, offices,
laboratories, etc.
- B2.3.2 EMERGENCY RESPONDERS: Facility has a designated emergency response team with appropriate duties
assigned for emergency response, business continuity, and resumption plans who are identified through
signage, different colored badges, hard-hat, or other attire. They are equipped with appropriate PPE and
equipment, and poses sufficient qualifications to carry out their responsibilities, including training on use of
fire extinguishers and evacuation plan.

- B2.3.3 HAZARDOUS MATERIALS TRAINING: Designated emergency responders and assigned workers have
received adequate training (e.g. chemical hazards/precautions/disposal, spill containment/cleanup/, fire
hazards/response, selection and use of protective equipment).
B3 Occupational Injury and Illness
Occupational Safety. Suppliers must manage, track, and report occupational injuries and illnesses.
Additional Guidance: Procedures and systems are to be in place to prevent, manage, track and report occupational
injury and illness including provisions to: encourage worker reporting; classify and record injury and illness cases;
provide necessary medical treatment; investigate cases and implement corrective actions to eliminate their causes;
and facilitate return of workers to work.
B3.1 All required permits, programs, licenses, and testing reports for occupational injury and illness are in place and a
process is implemented to ensure permits and licenses are up to date at all times.
- B3.1.1 DOCUMENTATION: All safety and/or medical licenses, and legally required occupational injury and
illness permits are in place, available for review, and valid. Occupational injury and illness testing reports are
in place, available for review, and meeting the conditions of permits, licenses or legal and customer
requirements.
- B3.1.2 RENEWED IN A TIMELY MANNER: A document process is in place to ensure permits are renewed before
current permits expire. Permit tracking is documented, such as a compliance calendar, work-order systems,
o computer-based e-mail/calendar system.
B3.2 Investigations to determine root cause(s) and implement corrective/preventive actions for work-related
injuries/illness in the past year are performed and documented, communicated to affected employees, and tracked to
closure.
- B3.2.1 RECORD KEEPING: All reportable and non-reportable accidents are tracked; documented, and
investigated to minimize the potential for future occurrence. Injury and illness statistics for the last year are
available.
- B3.2.2 IMPROVEMENT: Corrective and preventive actions are taken, tracked and implemented.
B3.3 An effective first aid process is in place and an adequate number of trained first responders are available to
provide initial medical treatment for injured or ill workers.
- B3.3.1 FIRST RESPONDER PRESENCE: In the absence of onsite professional care, the facility maintains sufficient
number of trained first responders that can be clearly identified by workers (e.g. badge, colored attire, etc.).
Injured workers are then sent to off-site medical facilities for further treatment in close proximity (20 minutes
travel time) of the facility's workplace.
- B3.3.2 WORKER COMMUNICATION: Training materials and records for affected employees and first
responders are available, adequate, and up to date. Worker interviews reveal that they know what to do in
the event they are injured or become ill on the job.
- B3.3.3 PROPER MEDICAL RECORDKEEPING: Government certifications, permits, inspections, and approval for
the onsite medical treatment facility is available and up to date as required by law, and documented
procedures and supplies for the onsite occupational medical clinic are available and adequate.

B3.4 Adequate first aid kits to provide medical treatment for injured or ill workers are available to employees in
designated areas. The kits have adequate supplies and are inspected on a monthly basis.
- B3.4.1 ADEQUATE: Appropriate and completely stocked placed/assigned first aid boxes are available in
designated locations.
- B3.4.2 ACCESSIBLE: First aid boxes are unlocked and accessible at all times.
- B3.4.3 MAINTAINED: First aid kits have inventory list and procedure for first aid kit inspection (at least
monthly) and a process for restocking is in place.
B4 Industrial Hygiene
Additional Guidance: Worker exposure to chemical, biological and physical agents is to be identified, evaluated, and
controlled. Engineering or administrative controls must be used to control overexposures. When hazards cannot be
adequately controlled by such means, worker health is to be protected by appropriate personal protective equipment
programs.
B4.1 All required permits, licenses and testing reports for potential Industrial hygiene exposures are in place and a
process is implemented to ensure permits and licenses are up to date at all times.
- B4.1.1 RECORDKEEPING: All legally required industrial hygiene permits are in place, available for review, and
valid. Industrial hygiene testing reports are in place, available for review and meeting the conditions of
permits, licenses or legal or customer requirements. A document process is in place to ensure permits are
renewed before current permits expire.
- B4.1.2 REGULAR TESTING: A health risk assessment with associated industrial hygiene sampling and testing,
is completed when a new chemical, biological, or physical agent is introduced into the work environment, or
when an existing process is changed that may trigger an employee health risk.
B4.2 Appropriate controls for worker exposures to chemical, biological and physical agents are implemented.
- B4.2.1 HEALTH ASSESSMENT: Medical surveillance records are available on respiratory evaluations to
determine if a worker is being harmed from exposure to agents, or on determining hearing loss or any other
medical concerns related to specific job activities. This includes pre-job, on-job and post-job occupational
health check. Frequency of sampling is maximum one year unless health risks assessment or change in
process or regulatory requirements requires more frequent sampling.
- B4.2.2 NOXIOUS EMISSIONS: Odors, dusts, and emissions from painting, roof repair, and other contaminant-
producing activities are isolated. If a potential toxic gas/fume/vapor is present, monitoring equipment is used
to determine the level of exposure and that ventilation is adequate so as not to exceed permissible exposure
levels.
- B4.2.3 REPRODUCTIVE HEALTH: Workers are not exposed to health and safety risks that endangered
reproductive health. Pregnant workers are not performing hazardous tasks.
- B4.2.4 CHEMICAL INFORMATION & STORAGE: Appropriate signs, placards, and labels in the native language
of workers identify chemical, physical, and vehicular hazards, including “no smoking” and other
safety/warning signs in areas with combustible materials. The facility maintains SDS for chemicals used or
present. Chemicals are stored in secondary containment.
- B4.2.5 PROPER CONTROLS: A documented program to identify, evaluate, and control worker exposure to
chemical, physical, and biological agents, including a risk assessment program and annual plan for the facility,
is in place and up to date. Temperature is monitored and engineering control is in place. Engineering controls
(e.g. exhaust ventilation, enclosures, etc.) designed to reduce worker exposures to chemical, biological, and
physical agents are in place. Administrative controls (e.g., job rotation) and preventative steps are taken to

protect workers from chemical exposure hazards (e.g., handling of chemicals during production, or exposure
from spills/leaks).
- B4.2.6 CHEMICAL INJURY: The facility has emergency eye wash and shower facilities within the immediate
work area where employees are exposed to injurious corrosive materials, if applicable.
B5 Physically Demanding Work
Physically Demanding Work. Suppliers must continually identify, evaluate, and control physically demanding tasks to
ensure that worker health and safety is not jeopardized.
Additional Guidance: Physically demanding tasks could include manual material handling, heavy or repetitive lifting,
prolonged standing, and highly repetitive or forceful assembly tasks.
B5.1 Worker exposure to the hazards of physically demanding work is identified, assessed, communicated, and
controlled effectively.
- B5.1.1 PHYSCIALLY DEMANDING WORK: Controls to reduce or eliminate physically demanding work (e.g.
heavy or repetitive lifting, prolonged standing, etc.) are in place and effective.
- B5.1.2 RECORDKEEPING: For physically demanding work, risk assessment records for the past year are
available for review.
B6 Machine Safeguarding
Machine Safeguarding. Suppliers must implement a regular machinery maintenance program. Production and other
machinery must be routinely evaluated for safety hazards.
Additional Guidance: Physical guards, interlocks, and barriers are to be provided and properly maintained where
machinery presents an injury hazard to workers.
B6. 1 All required permits, licenses and testing reports for machinery are in place and a process is implemented to
ensure permits and licenses are up to date at all times.
- B6.1.1 RECORDKEEPING: All legally required machine safety permits and licenses are in place, available for
review, and valid.
- B6.1.2 TESTING: Machine safety testing and evaluation reports are in place, available for review, and meet
the conditions of permits, licenses, or legal requirements.
- B6.1.3 MAINTENANCE: A documented process is in place to ensure permits are renewed before current
permits expire.
B6.2 An adequate and effective machine-safeguarding program is implemented, and workers operate machinery
safely.
- B6.2.1 PROPER SAFEGUARDS: Mechanical parts are protected from accidental contact by enclosures and
barriers, and all protective methods are in place and not deficient. All machines have adequate safeguards,
including guarding and emergency stops. Machinery pinch points, points-of-operation, rotating shafts,
flywheels, chain drives, motor-driven movement, etc. are guarded against potential exposures. Foot-
operated switches are guarded or arranged to prevent accidental actuation by personnel or falling objects.
- B6.2.2 SAFETY LOCKS: Lockout/tagout procedures are in use. Employees are provided with individually keyed
personal safety locks.

- B6.2.3 WORKER COMMUNICATION: Workers operate machinery in a safe manner. Workers are trained on
machine safety and the use of safeguards and emergency stops. The person responsible for machine safety
is able to explain applicable legal requirements and regulations.
- B6.2.4 RECORDKEEPING: Machine and safeguard inspection and preventive maintenance records are
available, adequate, and up to date. Maintenance records verify that safety devices are included in a routine
preventative maintenance program.
B7 Sanitation, Dormitory and Canteen
Sanitation and Housing. Workers must be provided with reasonable access to clean toilet facilities and potable drinking
water. If suppliers provide a canteen or other food accommodations, they must include sanitary food preparation,
storage, and eating accommodations. If suppliers provide residential facilities for their workers, they must provide
clean and safe accommodations. In such residential facilities, workers must be provided with emergency egresses,
reasonable and secure personal space, entry and exit privileges, reasonable access to hot water for bathing, adequate
heat and ventilation, and reasonable transportation to and from work facilities (if not reasonably accessible by
walking).
Additional Guidance: The above standards apply to all designated worker accommodations, whether provided by the
facility itself or by a labor agent.
B7.1 All required health & safety licenses, permits, registrations, and certificates related to food, sanitation and
housing are in place and an adequate and effective process is established to ensure permits and licenses are up-to-
date at all times.
- B7.1.1 PERMITS AND LICENSING: All legally required food, sanitation, and housing permits and licenses are in
place, available for review, and valid. Canteen/kitchen workers have valid health certificates. A documented
process is in place to ensure permits, licenses, and certificates are renewed before current permits expire.
- B7.1.2 DRINKING WATER: Drinking water is provided and accessible. Testing reports are available for review
and drinking water is tested on a regular basis (minimum annually or the local regulatory requirement,
whichever is stricter).
- B7.1.3 HEALTH AND SAFETY COMMITTEE: The facility has a health and safety committee as required by law.
B7.2 Dormitories, bathrooms, employee spaces are clean, safe and well-maintained and meet international housing
standards.
- B7.2.1 BEDDING: Workers are provided with own bed or mat in the dormitory. Workers are provided with
adequate facilities to wash clothing and bed linens.
- B7.2.2 SMOKING: Smoking is not allowed outside of designated smoking areas.
- B7.2.3 PEST CONTROL: There is no evidence of pests (insects, rodents, or other native pests) inside the
dormitory. Pest control program is in place and pest control log is available for review and up-to-date.
- B7.2.4 DORMITORY SANITATION: Dormitory facilities and common areas are clean and well maintained.
Documentation on routine cleaning and waste disposal are available for review.
- B7.2.5 TOILET SANITATION: Workers are provided with ready access to clean toilet facilities and potable
water. The number of toilet facilities and maintenance of toilet facilities is adequate.
- B7.2.6 SPACE: The number of workers inside dormitory rooms is not excessive (No more than 8 per room).
- B7.2.7 SECURITY: Dormitory is physically separated from the production area. There is adequate security on
doors and windows in the dormitory. There are functioning smoke detectors in all rooms of dormitory.
Adequate alarm notification and fire suppression systems are in place. Adequate number of first aid boxes is
available. An adequate number of exits are present on each floor and doors are accessible, well-marked, and

unlocked or equipped with panic hardware. Workers have sufficient number of locked storage spaces in the
dormitory.
- B7.2.8 LIGHTING: Adequate windows provide light and ventilation, adequate lighting is in place for
reading/writing and other activities and sufficient electricity sockets are provided.
- B7.2.9 HEAT: Building is heated in winter (if applicable) and hot water for bathing/showering is provided.
- B7.2.10 GENDER SPECIFIC: Dormitories are completely separated by gender (with the exception of family
accommodations).
- B7.2.11 ACCESSIBLE: Dormitory is located within a 15 minute walk from the site and/or transportation is
provided if needed. NOTICE: Workers are provided with adequate time to vacate their room after they are
terminated or decide to resign. Workers are provided with notice of applicable rules.
- B7.2.12 REDRESS: There is process or capability to address critical health and safety issues inside the
dormitory within 24 hours of discovery.
B7.3 Canteens (cafeterias) are clean, well maintained, and managed in compliance with local health regulations.
- B7.3.1 CLEANLINESS: Food storage and preparation areas are clean and food is stored properly (refrigerated
if necessary, raw and cooked food stored separately, covered, etc.). Raw food is disposed of before marked
expiration date. Food service workers wear masks, hairnets and gloves as necessary to prevent contamination
and are provided with adequate handwashing facilities. Pest control is effective.
- B7.3.2 CANTEEN ACCESSIBILITY: The hours of operation for the canteen accommodate all work shifts/non-
working shifts for worker and is within a 15 minute walk from the site and/or limited transportation is
provided if needed.
C ENVIRONMENT
Environmental Permits and Recordkeeping. Suppliers must obtain and keep current all required environmental permits,
approvals, and registrations and follow applicable operational and reporting requirements.
C1 Environmental Permits and Recordkeeping
C1.1 The facility has obtained all the legally required environmental permits, approvals, licenses and registrations.
Reporting to environmental authorities as required by law is performed in a timely fashion.
- C1.1.1 PERMITS & RECORDS: All legally required environmental permits, approval, and registrations are in
place, available for review and valid.
- C1.1.2 PROCEDURES: Policies and procedures are in place to ensure that legally required permits, records,
etc. are regularly reviewed. A procedure is in place to notify local authorities in case of an environmental
emergency.
C2 Pollution Management & Prevention
Environment. Amazon’s suppliers must comply with applicable environmental laws. Amazon encourages its suppliers
to implement systems that are designed to minimize the impact on the environment by the supply chain system, the
production process, and the products themselves.
Effective Management and Disposal of Hazardous Substances. Suppliers must effectively identify and manage the safe
handling, movement, storage, and disposal of chemicals and other substances that pose a threat to the environment,

including providing workers with appropriate training on the safe-handling and disposal of hazardous substances.
Suppliers must also monitor and control wastewater or solid waste generated from operations before disposal, in
accordance with applicable laws.
Continuous Improvement. Amazon encourages its suppliers to continuously improve and reduce waste. Amazon
welcomes suggestions and feedback from its suppliers to improve Amazon's own operations and processes.
Additional Guidance: Auditors are not expected to conduct any environmental testing on-site, but rather verify the
facility’s compliance with local laws and regulations through review of licenses, test reports, permits, etc. Waste,
including water and energy, are to be minimized or eliminated at the source or by practices such as modifying
production, maintenance, and facility processes, materials substitution, conservation, recycling, and re-using
materials.
C2.1 Wastewater: Effluent discharges (industrial/process wastewater and sewage) are managed to prevent water
pollution, meet the discharge limits for regulated constituents, and wastewater treatment systems are routinely
monitored for performance.
- C2.1.1 TREATMENT: Wastewater treatment system is in operation and functioning in compliance with local
law, including procedures for waste water storage, treatment, and discharge.
- C2.1.2 TRAINING: Workers responsible for handling waste, and operating and maintaining waste water
treatment systems are sufficiently trained on how to do their jobs safely.
- C2.1.3 EMERGENCY RESPONSE: Emergency response plan for containment, clean-up, and reporting is
established in case the on-site process wastewater treatment system exceeds its capacity or malfunctions.
C2.2 Storm water: Adequate and effective procedures are in place as required by law to prevent storm water
contamination and prevent discharges and spills from entering storm drains.
- C2.1.1 PREVENTION MEASURES: If required by law, Storm Water Pollution Protection Plan (SWPPP) is in place
that has identified potential pollutant sources that might affect storm water runoff. Storm water control
measures are in place that are compliant with local law and are reviewed at least annually.
C2.3 Solid Waste: Solid waste is identified, managed, minimized, and responsibly disposed of or recycled in accordance
with applicable legal requirements.
- C2.3.1 WASTE MANAGEMENT: A process is in place to properly characterize, monitor, control, and treat solid
waste (non-hazardous) prior to disposal as required by law. Waste is properly managed and disposed of and
does not pose any risk of harm to facility, workers, or community.
- C2.3.2 WASTE MINIMIZATION: Waste reduction and recycling program is in place as required by law.
- C2.3.3 TRAINING & COMMUNICATION: Employees are trained on the proper handling of waste and waste
information (labels/SDS) is available in storage areas in workers' native language.
- C2.3.4 LICENSED VENDORS: Facility uses only approved/locally licensed vendors for transportation and
disposal of waste, as verified by copies of vendor licenses and approvals on file.
C2.4 Air: Air emissions have been identified, characterized, routinely monitored, controlled, and treated prior to
discharge, meet the discharge limits for regulated constituents, and air emission control systems are routinely
monitored for performance.
- C2.4.1 TREATMENT: Air emissions are treated in accordance with local laws and permit requirements.
- C2.4.2 MONITORING: Annual monitoring (or more frequent if required by local law) and reporting records are
available for review.
- C2.4.3 EMERGENCY RESPONSE: Procedures for management of in the event of any air emissions–control
system malfunctions, failures, maintenance, and/or modifications is in place.
C2.5 Energy Consumption: Energy consumption and greenhouse gas emissions are tracked and documented, and cost-
effective methods to improve energy efficiency and minimize consumption and emissions are implemented.
- C2.5.1 TRACKING: Facility tracks and documents energy consumption and greenhouse gas emissions, and
measures against annual targets.
- C2.5.2 MINIMIZATION: Facility has implemented technology or management strategies to minimize energy
consumption and greenhouse gas emissions, and reviews are conducted annually to identify improvement
opportunities.
C2.6 Noise: Environmental noise levels are within regulatory limits.
- C2.6.1 MONITORING: Annual monitoring (or more frequent if required by law) and reporting records are
available for review, in line with legal requirements.
- C2.6.2 CONTROL MEASURES: Boundary noise sources are identified, evaluated, routinely monitored, and
controlled as per applicable regulations.
C3 Hazardous Substances
Effective Management and Disposal of Hazardous Substances. Suppliers must effectively identify and manage the safe
handling, movement, storage, and disposal of chemicals and other substances that pose a threat to the environment,
including providing workers with appropriate training on the safe-handling and disposal of hazardous substances.
C3.1 Hazardous substances including wastes are properly categorized, labeled, handled, stored, transported, and
disposed using government-approved and/or licensed vendors as per local laws.
- C3.1.1 STORAGE: Procedures for reception, storage, dispensing, use, and return are in place. Inspection
records of hazardous substances and their points of storage and use are maintained and complete.
- C3.1.2 TREATMENT: Hazardous substances are maintained and treated in accordance with local laws and
permit requirements.
- C3.1.3 TRAINING & COMMUNICATION: Workers responsible for storage, handling, clean up, or disposal of
hazardous substance releases receive specialized training on the proper handling of hazardous substances
and information (labels/SDS) is available in storage areas in workers' native language
- C3.1.4 DISPOSAL: Procedures for disposal are in place. Records of hazardous waste disposal are sufficiently
maintained. Vendors are approved and/or licensed by the local regulatory authorities for transporting and
disposing of hazardous waste.
- C3.1.5 EMERGENCY RESPONSE: Emergency response plan (ERP) is in place to minimize the risks to human
health and the environment.

D ETHICAL BEHAVIOR
D1 Business Integrity
No Bribery. Our suppliers must not offer nor accept bribes or other means of obtaining undue or improper advantages
to anyone for any reason, whether in dealings with governments or the private sector. Our suppliers must not induce
Amazon employees to violate our Code of Business Conduct and Ethics posted at: http://phx.corporate-
ir.net/phoenix.zhtml?c=97664&p=irol-govConduct
Anti-Corruption. Suppliers must comply with applicable anti-corruption laws, including the United States Foreign
Corrupt Practices Act and the United Kingdom Bribery Act, and not offer anything of value, either directly or indirectly,
to government officials in order to obtain or retain business. Suppliers must not make illegal payments to government
officials themselves or through a third party. Suppliers who are conducting business with the government officials of
any country must follow Amazon's guidance on the law governing payments and gifts to governmental officials.
D1.1 Facility does not engage in bribery, corruption, extortion, or embezzlement, nor promise, offer, authorize, give,
or accept any undue or improper advantage.
- D1.1.1 ETHICAL BEHAVIOR: Facility does not encourage or engage in unethical behavior, including bribery,
corruption, extortion, or embezzlement, nor promise, offer, authorize, give, or accept any undue or improper
advantage.
- D1.1.2 INVESTIGATION & CORRECTIVE ACTION: Bribery cases by workers, managers, employees, and agents
are documented and investigated through objective data and testimony. Decision and actions are in line with
disciplinary procedure if individual has not followed ethics policy and include preventative action.
D2 Transparency
Amazon expects sites to be open, honest, and transparent with all records related to working hours and wages. In this
instance, transparency means providing accurate documentation about factory working conditions including normal
working hours, overtime hours, wages, wage composition, deductions, and any other relevant information.
D2.1 Facility accurately records and discloses information without record falsification or misrepresentation.
- D2.1.1 FACILITY: Auditors are provided access to all physical areas of the facility within the scope of the audit.
- D2.1.2 DOCUMENT REVIEW: Auditors are provided access to documentation and records necessary to
conduct the audit, and records are accurate and not falsified (unintentional errors are out of scope for this
question).
- D2.1.3 INTERVIEWS: Auditors are provided access to workers and all relevant members of management for
interviews. Management and workers are not "coached" by management to provide standard answers to
auditors or other misleading or inaccurate information.
D3 Whistleblower Protections
Whistleblower Protections. Suppliers must protect worker whistleblower confidentiality and prohibit retaliation against
workers who report workplace grievances. Suppliers must create a mechanism for workers to submit their grievances
anonymously.
Additional Guidance: Facility should communicate to workers the process for raising concerns, and communicate and
uphold a policy of confidentiality, protection from retaliation, and anonymity to ensure workers are comfortable
doing so. Whistleblower claims should be investigated and corrective actions taken where appropriate.

D3.1 Facility has a confidential mechanism in place for workers and employees to report suspected ethical
misconduct.
- D3.1.1 REPORTING MECHANISM: A process is in place for workers to anonymously report suspected violations
of business conduct standards and procedures are in place to protect whistleblower identity.
- D3.1.2 TRAINING & COMMUNICATION: Workers and employees are trained on the channels and are provided
with written information on how to report ethical or legal concerns.
- D3.1.3 INVESTIGATION PROCESS: Facility promptly investigates the validity of any whistleblower claim and
takes prompt remedial action if the claim is valid (protection applies to all workers, including indirect
workers).
D3.2 Whistleblowers are protected against retaliation.
- D3.2.1 NON-RETALIATION: Facility does not retaliate against workers or employees for reporting suspected
ethical misconduct.
- D3.2.2 TRAINING & COMMUNICATION: Non-retaliation policy is clearly communicated to workers/employees
and training is provided to ensure they are comfortable reporting violations or issues of concern, and
reporting is encouraged.
- D3.2.3 INVESTIGATION PROCESS: Process is place to investigate allegations of possible retaliation and take
corrective action where appropriate.

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Audit Guidance and Detailed Supplier Standards (Apr2020)

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AMAZON SOCIAL RESPONSIBILITY

AUDIT GUIDANCE AND

Last Updated: Apr 10, 2020 Amazon Confidential

PART 2 EXAMPLES OF ALERT NON-CONFORMANCE .................................................................................................. 4

Last Updated: Apr 10, 2020 2 Amazon Confidential

REMEDIATION OF NON-CONFORMANCE | We are committed to working with our suppliers and

Last Updated: Apr 10, 2020 3 Amazon Confidential

UNETHICAL BEHAVIOR & TRANSPARENCY Read more: Standard D

FORCED LABOR Read more: Standard A1

CHILD LABOR / YOUNG WORKER Read more: Standard A2

DISCRIMINATION Read more: Standard A6

HARASSMENT / FREEDOM OF ASSOCIATION Read more: Standard A5, A7

OCCUPATIONAL SAFETY & HEALTH Read more: Standard B1, B4, B6

EMERGENCY PREPAREDNESS AND RESPONSE Read more: Standard B2

POLLUTION MANAGEMENT AND PREVENTION Read more: Standard C2

Last Updated: Apr 10, 2020 5 Amazon Confidential

2 Audit Overview .......................................................................................................................................................... 1

3 Amazon Supplier Standards ...................................................................................................................................... 4

2.1 Opening Meeting

2.2 Site Tour

- Hazardous materials storage and handling

Last Updated: Oct 2019 1 Amazon Confidential

2.3 Document Review

2.4 Management Interviews

2.5 Worker Interviews

2.6 Commitment to Transparency

2.7 Subcontracting Disclosure

Last Updated: Oct 2019 2 Amazon Confidential

Last Updated: Oct 2019 3 Amazon Confidential

A1 Freely Chosen Employment

Last Updated: Oct 2019 4 Amazon Confidential

Last Updated: Oct 2019 5 Amazon Confidential

Last Updated: Oct 2019 6 Amazon Confidential

A4 Wages and Benefits

Last Updated: Oct 2019 8 Amazon Confidential

Last Updated: Oct 2019 9 Amazon Confidential

- A7.2.1 EMPLOYMENT RESTRICTIONS: No termination or threat of termination occurs as a result of a worker’s

Last Updated: Oct 2019 10 Amazon Confidential

A8 Worker Grievance/Complaint Mechanism

- A8.1.1 GRIEVANCE MECHANISM: An anonymous and confidential worker grievance/complaint process

Last Updated: Oct 2019 11 Amazon Confidential

A10 Subcontractors and Next-Tier Suppliers

B HEALTH AND SAFETY

Last Updated: Oct 2019 12 Amazon Confidential

B2 Emergency Preparedness and Response

Last Updated: Oct 2019 13 Amazon Confidential

Last Updated: Oct 2019 14 Amazon Confidential

B3 Occupational Injury and Illness

Last Updated: Oct 2019 15 Amazon Confidential

Last Updated: Oct 2019 16 Amazon Confidential

B5 Physically Demanding Work

Last Updated: Oct 2019 17 Amazon Confidential

B7 Sanitation, Dormitory and Canteen

Last Updated: Oct 2019 18 Amazon Confidential

C1 Environmental Permits and Recordkeeping

C2 Pollution Management & Prevention

Last Updated: Oct 2019 19 Amazon Confidential

C2.6 Noise: Environmental noise levels are within regulatory limits.

Last Updated: Oct 2019 21 Amazon Confidential

Last Updated: Oct 2019 22 Amazon Confidential

D3.2 Whistleblowers are protected against retaliation.

Last Updated: Oct 2019 23 Amazon Confidential

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