Good management paradigm: have a written policy and practice for the prohibition of persecution and abuse. Supplier management and supervisors to develop a training program EICC standards, the plan describes in detail the policies and punish acts of abuse and persecution. All disciplinary actions are clearly documented. Supplier has established a communication system or suggestion box EICC counseling workers can raise issues of concern (including their treatment by supervisors or co-workers). Management and employees communicate written policies on respect and dignity. Possible violations: evidence of physical abuse or sexual abuse or sexual harassment wage deductions or penalties as a lack of documented evidence to punish non-physical or sexual abuse or torture policy. Lack of feedback system between employees and management. Threatening to harm the employee's health harass, harm or injury of physical contact is understood employees as a result of harassment or insulting language following persecution: race, religion, age, nationality, social or ethnic background, sexual orientation, sexual orientation or expression , political affiliation or disability in any form of sexual harassment will result in the cancellation to the basic material conditions of other workers as punishment for evaluation recommendations: Determine recording workers' hours manner and determine the time records are accurate (such as EICC certification, working time clocks, valid Registration Form and production records). Review timecards or other records to determine whether the correct wage workers. Assess the impact of production systems on wages EICC, confirmed that production targets do not drag the statutory wages below the minimum value. Payroll audit and review the minimum wage in order to determine whether the total amount of all the law provides wages and benefits. Ask workers if they know the way their wage and confirm workers receive information on wages is understandable format. Determine whether the workers provide the necessary insurance. To determine whether to provide social security and other benefits. Good management paradigm: to provide employees with wage receipts, the receipts clearly show the pay, including overtime hours and overtime compensation levels. Wage Bill for workers were trained. Through the survey encourage workers to raise the welfare of the changes / improvements. Possible violations: failure to comply with minimum wage and overtime guidelines wage payroll records is incorrect miscalculation miscalculation welfare improper or unauthorized deductions no compensation except salaries paid directly to workers, legal or voluntary employee authorization requirements. Unpaid or late payment of wages failed to provide employer / employee mandated benefits obligations of employees failed to pay to the appropriate government agencies to withhold taxes. Unavailable wage receipts EICC counseling _ half way (certification) to workers _ EICC Guangzhou, Huizhou City, the rate offered by the Road Enterprise Management Services Limited. Huizhou City, the rate of the Road Enterprise Management Services Ltd. (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 half of the road leading staff warmly welcome all inquiries negotiations to create enterprises of the road better future.