What Is a Timberland Investment?

Timberland's credo is to design the world's most innovative products with exceptional creativity. The Boston-based company, founded in 1918, started as a professional shoe company. In 1955, the company's founder, Nathan Swartz, acquired Abington Footwear and grew into the nation's most successful footwear company in the next 10 years. In the 1960s, they adopted unique shoe-making technology to produce the world's first pair of soles and uppers without stitching. The soles and uppers were completely cast together to create a truly waterproof shoe.

Timberland Consulting

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Timberland's credo is to design the world's most innovative products with exceptional creativity. The Boston-based company, founded in 1918, started as a professional shoe company. In 1955, the company's founder, Nathan Swartz, acquired Abington Footwear and grew into the nation's most successful footwear company in the next 10 years. In the 1960s, they adopted unique shoe-making technology to produce the world's first pair of soles and uppers without stitching. The soles and uppers were completely cast together to create a truly waterproof shoe.

1. Business license (national tax, local tax);

2. Factory floor plan and distribution of each floor;

3. Factory rules and regulations;

4. Dormitory discipline planning;

5. Minimum working age stipulated by current laws;

6. Any legal restrictions on the employment of employees under the age of 18;

7, weekly working hours;

8. Maximum weekly or monthly overtime regulations;

9, at least one day of rest weekly regulations;

10. Local fire regulations;

11. Environmental protection regulations;

12. The overtime overtime permission given by the local government in writing;

13. Record of daily working hours (normal working hours, various overtime hours and monthly working days);

14. Workers' monthly salary records;

15. Wage calculation methods and systems;

16. The labor contract stamped by the Labor Bureau;

17. Warning letters to workers;

18. Workers requesting leave;

19. Worker departure letter / record;

20. Minor worker employment certificate and medical examination report;

21. Low minimum wage standards;

22. Purchase a variety of insurance application lists (endowment, unemployment, accident, medical and maternity insurance);

23. Inspection records of fire equipment;

24. Local fire safety inspection report;

25. List of chemicals and glues in use;

26. "Material Safety Data Sheet" for chemicals;

27. Various test reports of the Environmental Protection Agency;

28. Air test report of the workshop of the local health and epidemic prevention station;

29. Work injury report;

30. Broken / change needle record;

31. Kitchen / restaurant sanitation license;

32. Health certificate of kitchen / restaurant staff;

33. Certificate of special equipment permit (elevator);

34. Employment permit for special job;

35. Factory fire organization chart;

36. Records of evacuation drills in workshops and dormitories;

37. Records of drills using fire equipment by the factory;

38. Chemical safety training exercises (attachment of labor contract, participating in training / use of the workers and the factory signed the contract with the "Dangerous Goods Chemical Safety Guide")

39. Ambulance training exercises (first aid team personnel);

40. Distribute records of activated carbon masks, gloves, dust masks and earplugs to employees in various departments;

41. Occupational Disease Prevention Law;

42. National annual holiday schedule;

43. Explain the record of the induction card system;

44. Safety training.

1. First meeting:

Introduce the purpose, method, time schedule, division of work, etc. of the audit.

Propose a list of documents and materials to be reviewed

Explain the methods and requirements of worker interviews

Answer questions from factory representatives

2. Factory tour:

Understand the basic situation of the factory, the factory building, the number of people, the dormitory, etc.

Familiar with the route, understand the key points

3 Document and record inspection:

Required documents

Check the records of 12 months, the last 3 months must meet the requirements of the inspection

4 inspect on the spot:

Including production workshops, warehouses, dormitory canteens, toilets, door guards, medical rooms, etc.

Focus on three principles

Understand the production situation, record workers' activities on the spot

If necessary, may take pictures

5. Worker interviews:

Random extraction

Suspicious age

Factory representatives are not allowed to participate in separate rooms

May be one-to-one or one-to-one

6. Last meeting:

Issue an interim report to decide whether to recommend

Issue a formal report within 10 days

Thank you for your cooperation

Answer the questions raised by the factory

1. The legitimacy of the company: Customers check the company's business license, tax registration certificate, fire escape map and other documents to verify whether the company is legal and safe.

2. Child labor and juvenile labor: Guests are strictly prohibited from hiring child laborers under the age of 16. The company can accept the employment of juvenile laborers over the age of 16 but under the age of 18. Physical and mental health.

3. Discrimination: Customers are not allowed to have discrimination in gender, race, age, belief and other aspects when recruiting and promoting employees. The inspection staff will usually check all the personnel files of the employees and the personnel files and labor contracts that have left the company in the last 6 months.

4. Working hours: The company must ensure the rest time of workers in accordance with local laws and regulations. At least one day of weekly rest, and the work cannot exceed 60 hours per week.

5. Labor remuneration: Normally, overtime and overtime on statutory holidays must be paid at the rate stipulated by local laws, and the monthly salary must not be lower than the local minimum wage standard. Guests generally check the employee attendance and payroll records for the last 3 or 12 months.

6. Disciplinary measures: Guests do not accept any fines, scolding or other measures taken by the company, nor do they accept forced labor by the company.

7. Health and safety: The company shall provide a healthy and safe work place, as well as necessary environmental protection measures and related permits. Appropriate operating certificates are required for employees with special occupations.

8. Anti-terrorism: There must be not only corresponding procedures for personnel exchanges and goods circulation, but also corresponding operating records. For the physical security of the company, the needle control management must keep records according to the requirements of the guests. ^[1]

Timberland English sound: ['timbl & aelig; nd] American sound: [' tmb, l & aelig; nd]

Dictionary explanation

Noun n.

Forest

2. Timberland