EICC labor standards (three): Work content policy: study of business practices to reduced productivity, increased turnover and worker injury and illness and fatigue there is a clear link. Therefore, the work week shall not exceed the maximum set by local law. In addition, unless it is an emergency or unusual circumstances, a week, including overtime working hours should not exceed 60 hours. Seven days a week should allow workers to rest at least one day. Terms explanation: Supplier Code of Conduct requires suppliers to do the following: development of a weekly work schedule and local statutory normal working hours to adapt. If you may need to work overtime Guangdong EICC certification, please notify workers in advance. Suppliers must not exceed local regulations working hours, overtime should be properly compensated. Workers shall not be required to work more than 60 hours per week (including overtime) EICC, except for special operations to obtain their consent. Maximum working week in fewer countries, the application of the standards. Seven days a week, the employee shall be allowed at least one day. Unless otherwise provided by local law requires professional EICC certification, this requirement may not apply to the employee exemption, including employees who are in administrative, managerial or professional positions. Evaluation recommendations: audit records of working hours to determine the time recording system was accurate and complete. Workers interviewed to determine whether they are well aware of the supply side of the overtime policy. Review production records and evaluating suppliers to avoid unnecessary or redundant overtime. EICC labor standards (five): humanely content policy: no harsh and inhumane treatment, including any form of sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse; nor threat of any such behavior. Terms explanation: the supply side of Conduct prohibiting the supply side has the following behavior: personal harassment or defamation of the employee to take the threat of punitive approach to employee evaluation recommendations made insulting conditions: any records reviewed personnel files punishment behavior. According violations to determine whether it is appropriate punishment. Determined without any penalty situation. All managers and supervisors to ask whether to accept any punishment for appropriate training or education. Talk with management and assess their views on punishment, persecution and abuse. To talk with the workers to understand the management of the use of punishment instance. With local organizations (including women's groups) in consultation with the workers suffered mistreatment investigation. Audits to management employees raised concerns and resolve abuse program requirements. EICC professional certification, enterprises Road (certified), Nansha EICC provided by enterprises in Huizhou City Road Enterprise Management Services Limited. Huizhou City Enterprise Road Enterprise Management Services Limited (isoew.com) Guangdong Huizhou, other leaders, over the years, the company is implementing the scientific management, innovation and development, the principle of honesty and trustworthiness, and satisfy customer needs. In the road leading enterprises with the staff warmly welcome all inquiries negotiations to create a better way prices in the future.