(xi) Payroll and time records. 
(xii) Production capacity reports. 
(xiii) Written human resources poli-
cies and procedures. 
(xiv) Occupational health and safety 
plans and records including legal permits, 
maintenance and monitoring records, in-
jury and accident reports, investigation 
procedures, chemical inventories, personal 
protective equipment inventories, training 
certificates, and evacuation plans. 
(xv) Disciplinary notices. 
(xvi) Grievance reports. 
(xvii) Performance evaluations. 
(xviii) Promotion or merit increase 
records. 
(xix) 
Dismissal 
and 
suspension 
records of workers. 
(xx) Records of employees who have 
resigned. 
(xxi) Worker pay stubs. 
(4) CLOSING MEETING WITH MANAGEMENT.— 
The auditor shall hold a closing meeting with the 
management of the covered business entity to— 
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(A) report violations and nonconformities 
found in the facility; and 
(B) determine the steps forward to address 
and remediate any problems. 
(5) REPORT PREPARATION.—The auditor shall 
prepare a full report of the audit, which shall in-
clude— 
(A) a disclosure of the direct supplier’s or 
on-site service provider’s— 
(i) documented processes and proce-
dures that relate to eradicating forced 
labor; and 
(ii) documented risk assessment and 
prioritization policies as such policies relate 
to eradicating forced labor; 
(B) a description of the worker interviews, 
manager interviews, and documentation review 
required under paragraphs (1), (2), and (3); 
(C) a description of all violations or sus-
pected violations by the direct supplier of any 
forced labor laws of the United States or, if ap-
plicable, the laws of another country as de-
scribed in section 2(b)(2)(B)(ii); and 
(D) for each violation described in sub-
paragraph (C), a description of any corrective 
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and protective actions recommended for the di-
rect supplier consisting of, at a minimum— 
(i) the issues relating to the violation 
and any root causes of the violation; 
(ii) the implementation of a solution; 
and 
(iii) a method to check the effective-
ness of the solution. 
(b) ADDITIONAL REQUIREMENTS RELATING TO AU-
DITS.—Each covered business entity shall include, in any 
contract with a direct supplier or on-site service provider, 
a requirement that— 
(1) the supplier or provider shall not retaliate 
against any worker for participating in an audit re-
lating to forced labor; and 
(2) worker participation in an audit shall be 
protected through the same grievance mechanisms 
available to the worker available for any other type 
of workplace grievance. 
SEC. 4. ENFORCEMENT. 
(a) CIVIL DAMAGES.—The Secretary may assess civil 
damages in an amount of not more than $100,000,000 
if, after notice and an opportunity for a hearing, the Sec-
retary determines that a covered business entity has vio-
lated any requirement of section 2(b). 
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(b) PUNITIVE DAMAGES.—In addition to damages 
under subsection (a), the Secretary may assess punitive 
damages in an amount of not more than $500,000,000 
against a covered business entity if, after notice and an 
opportunity for a hearing, the Secretary determines the 
covered business entity willfully violated any requirement 
of section 2(b). 
(c) DECLARATIVE
OR INJUNCTIVE RELIEF.—The 
Secretary may request the Attorney General institute a 
civil action for relief, including a permanent or temporary 
injunction, restraining order, or any other appropriate 
order, in the district court of the United States for any 
district in which the covered business entity conducts busi-
ness, whenever the Secretary believes that a violation of 
section 2(b) constitutes a hazard to workers. 
SEC. 5. REGULATIONS. 
Not later than 180 days after the date of enactment 
of this Act, the Secretary shall promulgate rules to carry 
out this Act. 
Æ 
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