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A case study on dells shift to china for supplies and buyers

No Card Swipe Results in Random Deduction of Working Hours If workers swipe their card incorrectly or forget to swipe their card the factory has multiple card swipe times and machinesit is regarded as an absence. Interviewed workers stated that recently, one worker missed swiping their card when arriving to work, however they did swipe when they left work, after working for one normal day 10 hours.

After pleading with the line head, the HR staff finally agreed to give the worker 4 hours of wages for that day. If this had occurred during overtime on a rest day, the workers will not be able to recover any wages.

Arbitrary Definition of Absence Interviewed workers stated that according to the factory regulations, a one-day absence will result in a deduction of three days of wages. If workers do not request leave or refuse to work overtime, these situations are all considered an absence. One absence also results in a moderate violation, xiaoguo, and an additional fine.

An absence of three days may result in expulsion from the factory. Arbitrary Penalties The factory management system is relatively harsh, and the inspection standards are very strict.

  1. Further, a workweek should not be more than 60 hours per week, including overtime, except in emergency or unusual situations. The day and night shift rotation only occurs once every two months, such that night shift workers experience dramatic health and wellbeing deterioration Workers on the production line are not able to go to the bathroom during working hours Forced Labor Forced, bonded or indentured labor or involuntary prison labor shall not to be used.
  2. HP Partner Code of Conduct, p. If a slight non-compliance violation or negligence is discovered, the worker will also be subject to a written violation and fine, which is deducted from their wages.
  3. In some departments, such as the SMT department, workers are required to stand for the whole day. However when workers wanted to leave in December, they still had not been fully processed.
  4. All work will be voluntary.
  5. Therefore the workweek exceeds both the statutory maximum and the EICC standard of 60 hours per week. This must begin with focusing on workers as people, with the right to fair wages and decent working conditions.

If workers make a very small violation, the management will always define the error as a minor violation, shenjie. The workshop also strictly enforces 5S management.

If a slight non-compliance violation or negligence is discovered, the worker will also be subject to a written violation and fine.

A more serious violation will result in xiaoguo or daguo. Restricted Dormitory Access The dormitory access system is extremely strict, and many workers despise and resent the system. Workers who work the day shift must stay in the dormitory between 12am and 6am, or will otherwise face a punishment. In other words, except for Friday and Saturday nights when workers can leave to enjoy themselves, during other rest periods throughout the entire week, workers are only able to keep their own activities in the dormitories and must rest well.

Since most of the workers in the factory are female and most of the security guards are male, when body scans are conducted, it is usually male to female.

Although sexual harassment does not happen, interviewed female workers said they felt very uncomfortable and embarrassed with this process when they first arrived in the factory. While the management system is extensive, the focus is solely on results and manufactured products. In the workshop, employees feel extremely oppressed. Conversation is Strictly Prohibited The workshop management repeatedly emphasizes that talking is strictly forbidden, even minimal personal communication is not tolerated.

Working extremely long a case study on dells shift to china for supplies and buyers, and spending these tiring working hours without talking, workers have little time for interpersonal interaction.

Even after a few months have passed, workers at most only get to know the others in their immediate vicinity just a little bit. Since the management generally does not want to deal with more complications, they will not use substitutes. The production line demands that workers do not stop working. If one person were to stop, subsequent workers on the production line would also have to stop.

Therefore, workers on the production line are not able to go to the bathroom during working hours. They are only allowed to rest for 10 minutes in the middle of the shift to use the bathroom, leaving in the middle is not permitted.

Workers further said that because of the restrictions on using the bathroom, they usually did not drink water throughout the day before or during their work shift, and would only drink water after work. In some departments, such as the SMT department, workers are required to stand for the whole day. After months of working at MSI, many workers have still never even seen the surrounding area beyond a case study on dells shift to china for supplies and buyers factory walls, because rest time is minimal and the work intensity overwhelms many of the workers.

Some interviewed workers stated that in previous jobs in other factories they had never felt this tired. It was only when they came to MSI that their health began to decline, and now they always feel tired all day. Interviewed workers reflected that workshop managers loudly shout orders and instructions at workers. If they discover that someone has made a mistake, the manager will criticize or personally insult them with caustic, belittling language.

Additionally, the before work and after work discipline meetings, when workers must sit in front of the management, are also often replete with offensive and abrasive criticisms directed at workers. An interviewed worker noted that another worker she knows returns to the dormitory after work and cries because she cannot stand the daily abuse.

Management Inefficiencies The factory is most inefficient with matters concerning workers. However when workers wanted to leave in December, they still had not been fully processed. This was also the case with their social insurance cards.

The workers filled out applications in their first month, yet had still not received them many months later. The workers have never been provided with an explanation as to why there is such a delay. Final Conclusions and the Road Ahead Perhaps most indicative of the unacceptable working conditions and low quality of life that MSI workers endure is the fact that MSI has great difficult retaining workers, and there are very few older MSI workers.

According to official MSI statistics, investigators learned that approximately 8,000 workers resigned over the course of the final five months of 2010. However, investigators believe the actual number to be even higher. While the minimum wage in Shenzhen is predicted to climb this year, we implore buyer companies to take a more active role in improving the holistic working situation for MSI workers. MSI, its subsidiaries, and all stakeholders must be held accountable for the labor abuses and violations identified.

As the readily available labor supply in the manufacturing industry continues to contract, currently employed workers at electronics factories such as MSI will likely have to redouble their work intensity to complete the orders of the buyer multinational companies. Yet workers are becoming less willing to stand for compromising working conditions, excessive working hours and unfair wages. This must begin with focusing on workers as people, with the right to fair wages and decent working conditions.

MSI violates its own Code of Conduct: Workers may request sick leave, and while it is likely it will be granted, it is not paid. If workers are not granted permission to not work overtime but do not work, it is counted as an absence. Workers are responsible for cleaning the public bathrooms. Hepatitis B testing is mandatory prior to approval for employment, and all carriers are disqualified from recruitment Working Hours Workweeks are not to exceed the maximum set by local law.

Further, a workweek should not be more than 60 hours per week, including overtime, except in emergency or unusual situations. Therefore the workweek exceeds both the statutory maximum and the EICC standard of 60 hours per week. Overtime In compliance with local laws, workers shall be compensated for overtime at pay rates greater than regular hourly rates.

Workers are not permitted to request vacation, and are most definitely not allowed to refuse overtime work. Workers are unable to enjoy paid sick leave, maternal leave, and marriage leave. The day and night shift rotation only occurs once every two months, such that night shift workers experience dramatic health and wellbeing deterioration. Workers on the production line are not able to go to the bathroom during working hours.

Forced Labor Forced, bonded or indentured labor or involuntary prison labor shall not to be used. Punishments and Fines Deductions from wages as a disciplinary measure shall not be permitted. If a slight non-compliance violation or negligence is discovered, the worker will also be subject to a written violation and fine, which is deducted from their wages. Resignation All work will be voluntary, and workers shall be free to leave upon reasonable notice.

The unspoken rule about leaving the factory is that workers must voluntarily resign and forfeit 12 days of wages and overtime pay Appendix III. Unfortunately, this is clearly not the case. The code further requires that suppliers: In addition, workers or potential workers should not be subjected to medical tests that could be used in a discriminatory way. Hepatitis B testing is mandatory prior to approval for employment, and all carriers are disqualified from recruitment Working Hours Studies of business practices clearly link worker strain to reduced productivity, increased turnover and increased injury and illness.

Workweeks are not to exceed the maximum set by local law. Workers shall be allowed at least one day off per seven-day week.

HP Partner Code of Conduct, p.

Dell, HP, and NEC Supplier Factory Case Study: MSI Computer (Shenzhen) Co., Ltd.

Workers are not permitted to request vacation, and are not allowed to refuse overtime work. Work Environment There is to be no harsh and inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers: If they discover that someone has made a mistake, the manager will criticize or personally insult them with caustic, belittling language Management repeatedly emphasizes that talking is strictly forbidden, even minimal personal communication is not tolerated.

The day and night shift rotation only occurs once every two months, such that night shift workers experience dramatic health and wellbeing deterioration Workers on the production line are not able to go to the bathroom during working hours Forced Labor Forced, bonded or indentured labor or involuntary prison labor shall not to be used.

All work will be voluntary.

  1. Further, a workweek should not be more than 60 hours per week, including overtime, except in emergency or unusual situations. As the readily available labor supply in the manufacturing industry continues to contract, currently employed workers at electronics factories such as MSI will likely have to redouble their work intensity to complete the orders of the buyer multinational companies.
  2. Arbitrary Penalties The factory management system is relatively harsh, and the inspection standards are very strict. Therefore the workweek exceeds both the statutory maximum and the EICC standard of 60 hours per week.
  3. The workshop also strictly enforces 5S management. Additionally, the before work and after work discipline meetings, when workers must sit in front of the management, are also often replete with offensive and abrasive criticisms directed at workers.
  4. It was only when they came to MSI that their health began to decline, and now they always feel tired all day. Arbitrary Penalties The factory management system is relatively harsh, and the inspection standards are very strict.

The unspoken rule about leaving the factory is that workers must voluntarily resign and forfeit 12 days of wages and overtime pay. As of December 2010 it was 78,000. This is to say that the likely actual turnover in 5 months was likely over 10,000.