On September 2, Fat Donglai drew widespread attention to screening suppliers to look at employees' social security and working hours. The reporter learned from a number of investment promotion and factory inspection consultants that employee treatment is an important standard for Fat Donglai to review suppliers, and it has specific requirements for employees' wages, working hours, overtime compensation, and social security payments. Among them, double breaks are not mandatory, but employees should work less than 36 hours of overtime per month. Furthermore, the supplier's illegal employment behavior is regarded as a “one-vote veto.” Interviewed industry insiders explained that the use of child labor, forced overtime, and long-term wage arrears are all considered “one-vote veto items.” Consultants told reporters that when inspecting the factory, Fat Donglai will check the manufacturer's roster number, number of labor contracts, and number of social security payers; the three must match. It is a serious matter of integrity for the manufacturer to teach employees “how to respond to the auditor” in advance. Once discovered, they will directly issue an unsatisfactory item; in serious cases, it is directly determined that the factory has not passed the inspection. The aforementioned interviewee revealed that Fat Donglai's criteria for screening suppliers are quite strict in the industry. In fact, many large enterprises such as Fat Donglai and Tustin now have their own standards, and the requirements of this set of standards are usually slightly higher than industry standards.

On September 2, Fat Donglai drew widespread attention to screening suppliers to look at employees' social security and working hours. The reporter learned from a number of investment promotion and factory inspection consultants that employee treatment is an important standard for Fat Donglai to review suppliers, and it has specific requirements for employees' wages, working hours, overtime compensation, and social security payments. Among them, double breaks are not mandatory, but employees should work less than 36 hours of overtime per month. Furthermore, the supplier's illegal employment behavior is regarded as a “one-vote veto.” Interviewed industry insiders explained that the use of child labor, forced overtime, and long-term wage arrears are all considered “one-vote veto items.” Consultants told reporters that when inspecting the factory, Fat Donglai will check the manufacturer's roster number, number of labor contracts, and number of social security payers; the three must match. It is a serious matter of integrity for the manufacturer to teach employees “how to respond to the auditor” in advance. Once discovered, they will directly issue an unsatisfactory item; in serious cases, it is directly determined that the factory has not passed the inspection. The aforementioned interviewee revealed that Fat Donglai's criteria for screening suppliers are quite strict in the industry. In fact, many large enterprises such as Fat Donglai and Tustin now have their own standards, and the requirements of this set of standards are usually slightly higher than industry standards.