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  • 2017 Corporate Responsibility Report

Examples of problematic findings

Area   Findings at suppliers   Initiated improvements Status
(end of 2017)
Discrimination   The "New Employee Orientation Health Check Standards" showed that the factory did not hire pregnant women. The company's management stated that they did not demand pregnancy tests as part of the application process, but still rejected visibly pregnant women.   This practice was discontinued and management issued an official confirmation of this fact. Completed
  In its job advertisements, the factory mentioned gender and age as follows: "Technician: Older than 23". "Operator: Male, age 18-28". "QC: Age 20-27". "Warehouse worker: Age 20-27".   In the case of public job advertisements, the factory will not define any requirements for age, gender, nationality, etc. Ongoing
Environmental protection   According to an interview with management and a review of the relevant documents, the audited factory had neither inspected the environmental facilities nor received a permit.   An environmental permit was issued on August 25, 2017. Completed

1. The manager for chemicals in the warehouse did not strictly follow the instructions for waste management procedures and had mixed different liquid wastes together in the same container.

2. The manager for chemicals lacks the necessary knowledge about chemicals management, because he does not know that multiple chemicals must not be kept on the same shelf.


1. Employees who are responsible for handling chemicals should undergo training in chemicals management. Each barrel should bear a label with the name of the chemical it contains, as well as other specifications and information about dangers and handling.

2.1 Trained managers for chemical waste in the warehouse should ensure that the requirements of the Hazardous Waste Management Procedure are visible on the waste barrels.

2.2 A list for daily safety checks for chemical waste inspections in the warehouse, including barrel labeling, should be introduced.
Occupational health and safety   No emergency exit signs installed. Emergency exit is not illuminated.   Emergency exits labeled and repaired. Completed

The factory does not meet the legal requirements applying to processes for accidents and emergencies.

  1. More evacuation instructions for the evacuation drills.
  2. Establishment of an additional escape corridor for a warehouse.
  3. Establishment of an escape corridor in "Silk Legend".
  The company instructed its logistics employees in the use of the fire suppression equipment; however, no evacuation drills were held.   The factory carried out an evacuation drill in the workers' dormitory. Completed
Wages and performance-related remuneration   15 percent of the examined workers did not receive any overtime pay.   The factory has been advised that overtime work should be compensated in accordance with the legal requirements. Ongoing
Working hours   The weekly hours worked exceed the legally permitted 60 hours.  
  1. The parameters for overtime work should be defined.
  2. The new measures for recording overtime should be communicated within the company.
  3. Overtime worked should be reported weekly.

The monthly overtime hours worked exceed the legally permitted 36 hours.

The weekly overtime hours worked exceed the legally permitted 12 hours.
  1. Create a management plan on production capacity, adjustment of production planning, planning of production capacities, and corresponding arrangement of orders.
  2. Optimize the production processes and improvement of production efficiency.
  3. Hire additional workers.
  There is no legally prescribed limit on overtime worked.  
  1. Work arrangements will be changed such that any overtime worked in excess of 48 hours will be strictly on a voluntary business.
  2. The factory complies with local, federal, and national laws.
  3. The factory will conduct a follow-up every quarter to prevent health problems and accidents caused by overtime.