EIT基本守则中英文对照（精选）

　 EIT 基本守则中英文对照

　自由选择的雇佣关系

　不可使用强制劳动力、受关押劳动力和不情愿的犯人劳动力。

　雇员不应被要求交纳抵押金或把他们的身份证件交给雇主，在给出合理的预先通知之后，雇员可以自由地离开其雇主。

　尊重结社自由和工会代表劳方进行劳资谈判的权力

　所有雇员毫无例外地具有加入或组成其自己选择的工会的权力和进行集体劳资谈判的权力。

　雇主对于工会的行为和他们的组织活动，要采取开放的态度。

　不能歧视职工代表，这些代表可以利用其工作场所执行其职工代表的职能。

　在自由结社和劳资谈判的权力受法律限制的地方，雇主要促进而不是防碍建立独立自由的结社和劳资谈判的类似形式。

　安全卫生的工作条件

　要提供安全卫生的工作环境，并要考虑到该行业的普遍常识和任何特殊危险性。要采取适当的措施，防止由于工作引起的、与工作有关的或在工作中发生的各种事故及损害健康事件的发生。尽可能而又实际地减少工作环境中固有的各种危险因素。

　应对雇员进行定期的和有记录的健康和安全培训，这种培训对于新的和改换工种的雇员要重复进行。

　要为雇员提供清洁的厕所设施和饮用水，在可能的情况下，还要提供存放食品的卫生设备。

　所提供的住宿条件，要保证清洁、安全并且满足雇员的基本需求。

　采用本法规的公司，应该指定一名高级管理人员代表对健康和安全负责。

　不可使用儿童作工

　不能再新招收儿童作工

　所有公司要制订或参与并资助使任何被发现用作童工的儿童接受高质量教育直至不再是儿童为止的政策和项目。儿童和儿童作工的定义在附录中给出。

　不可雇用儿童和

　18 岁以下青少年在夜间或在危险的条件下工作。

　这些政策和程序必须与相关的

　ILO 标准条款一致。

　维持生活的工资

　每个标准工资周所付的工资和福利，至少要达到国家的法定标准或行业规定的标准，以高者为准。在任何情况下，所付工资总应足够满足基本需求并提供一些可供自由支配的收入。

　在所有雇员开始工作之前，要为他们提供书面形式的、易于理解的、涉及工资之雇佣条件的有关信息，并且在每次支付工资时，要为他们提供本次工资涵盖期间之工资的详细情况。

　不经雇员同意，不允许扣除工资作为一种纪律约束措施，也不允许对工资进行国家法律规定之外的任何其他扣除。所有纪律约束措施都必须记录在案。

　不能超过工作时间

　工作时间必须符合国家法律和行业规定的标准，以对雇员提供较强保护者为准。

　在任何情况下，不能要求雇员经常性地每周工作超过

　48 小时，并保证平均每

　7 天至少休息一天。加班时间必须是自愿的， 且每周不能超过

　12 小时。不能要求经常加班，且必须按照奖励工资级别给予补偿。

　禁止歧视

　在雇佣、补偿、培训、提升、辞退或退休方面，对任何人都不能因其种族、社会地位、国籍、信仰、年龄、残疾、性别、婚姻状况、性观念、所属工会和所属政党进行歧视。

　正规的雇佣关系

　在尽可能的程度上，所进行的工作必须以按国家法律和常规所建立的、被正式承认的雇佣关系为基础。

　对受劳工或社会保障法律和法规保护的、建立在正规雇佣关系之上的对雇员的优惠，不能通过使用劳动合同、分包合同或者在家工作的安排，或者通过不想真正传授技术或提供正规雇佣关系的学徒项目来取消，任何类似优惠待遇也不能通过过度使用固定期限的雇佣合同来取消。

　不允许以苛刻和不通情理的方式对待雇员

　禁止使用人身虐待或体罚、或以人身虐待相威胁、性骚扰或其他骚扰以及恶语或其他形式的恐吓。

　Note:

　We have made every

　effort

　to

　ensure

　that

　the

　translations

　of

　the

　ETI Base Code andPrinciples

　of Implementation

　are as complete

　and accurate

　as possible.

　However, please note that

　in both cases it

　is the English language

　documents

　which

　should

　be treated

　as the

　official

　versions.

　Employment is

　freely

　chosen

　There is

　no forced,

　bonded or involuntary

　prison

　labour.1.2

　Workers are not required

　to

　lodge

　"deposits" or

　their

　identity

　papers

　with

　their

　employer

　and are

　free

　to

　leave

　their

　employer

　after

　reasonable

　notice.

　Freedom of

　association

　and the

　right

　to

　collective

　bargaining

　are

　respected

　Workers,

　without

　distinction,

　have the

　right

　to

　join

　or

　form

　trade

　unions

　of

　their

　own choosing

　and to bargain

　collectively.2.2

　The employer

　adopts

　an open attitude

　towards

　the

　activities

　of

　trade

　unions

　and their organisational

　activities.2.3

　Workers representatives

　are not

　discriminated

　against and have access to carry out their representative functions in the workplace.2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

　Working conditions

　are

　safe

　and hygienic

　A safe

　and hygienic

　working

　environment

　shall

　be provided,

　bearing

　in

　mind the

　prevailing

　knowledge

　of the

　industry

　and of

　any specific

　hazards.

　Adequate

　steps

　shall

　be taken

　to prevent

　accidents

　and injury

　to

　health arising

　out

　of,

　associated

　with,

　or

　occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.

　Child

　labour

　shall

　not

　be used

　There

　shall

　be no new recruitment

　of

　child

　labour.4.2

　Companies

　shall

　develop

　or

　participate

　in

　and contribute

　to

　policies

　and programmes which

　provide

　for

　the

　transition

　of any child

　found

　to

　be performing

　child labour

　to

　enable

　her

　or

　him to

　attend and remain in quality education until no longer a child; “child ” and

　“child

　labour ” being

　defined

　in

　the

　appendices.4.3

　Children

　and young persons

　under 18 shall

　not

　be employed

　at

　night

　or

　in

　hazardous

　conditions.4.4

　These policies

　and procedures

　shall

　conform

　to

　the

　provisions

　of

　the relevant

　ILO

　standards.

　Living

　wages are

　paid

　Wages and benefits

　paid

　for

　a standard

　working

　week meet, at a minimum, national

　legal

　standards

　or industry benchmark standards,

　whichever

　is

　higher.

　In

　any event

　wages should

　always

　be enough to

　meet basic

　needs and to

　provide

　some discretionary

　income.5.2

　All

　workers

　shall

　be provided

　with

　written

　and understandable Information

　about

　their employment conditions in respect to wages before they enter employment and about the

　particulars

　of

　their

　wages for

　the

　pay period

　concerned

　each time

　that

　they

　are paid.5.3

　Deductions

　from

　wages as a disciplinary

　measure shall

　not

　be permitted

　nor shall

　any deductions

　from wages not

　provided

　for

　by national law be permitted

　without

　the

　expressed

　permission

　of

　the

　worker

　concerned.

　All

　disciplinary measures should be recorded.

　Working

　hours

　are

　not

　excessive

　Working

　hours

　comply

　with

　national

　laws

　and benchmark industry

　standards,

　whichever

　affords

　greater protection.6.2

　In

　any event,

　workers

　shall

　not

　on a regular

　basis

　be required

　to

　work in

　excess

　of

　48 hours per

　week and shall

　be provided

　with

　at

　least

　one day off

　for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

　No discrimination

　is

　practised

　There is no discrimination

　in

　hiring,

　compensation,

　access to training,

　promotion,

　termination

　or retirement based on race,

　caste,

　national

　origin,

　religion,

　age,

　disability,

　gender,

　marital

　status,

　sexual

　orientation, union

　membership or

　political

　affiliation.

　Regular

　employment is

　provided

　To every

　extent

　possible

　work performed

　must be on the

　basis

　of

　recognised

　employment

　relationship established

　through

　national

　law

　and practice.8.2

　Obligations

　to

　employees

　under

　labour

　or

　social

　security laws and

　regulations

　arising

　from

　the

　regular

　employment relationship

　shall

　not

　be avoided through the use of labour-only contracting, sub-contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations

　be avoided

　through

　the

　excessive

　use of

　fixed-term

　contracts

　of

　employment.

　No harsh

　or

　inhumane treatment

　is

　allowed

　Physical

　abuse or

　discipline,

　the

　threat

　of

　physical

　abuse,

　sexual

　or other

　harassment

　and verbal

　abuse or

　other

　forms

　of

　intimidation

　be prohibited.

　The provisions

　of

　this

　code constitute

　minimum and not

　maximum standards,

　and this

　code should

　not

　be used to prevent

　companies from exceeding

　these standards.

　Companies applying

　this

　code are expected

　to comply with

　national and other

　applicable

　law and,

　where the

　provisions

　of

　law and this

　Base Code address

　the

　same subject,

　to

　apply that

　provision

　which

　affords

　the

　greater protection.

　SMETA*AUDIT ADDITIONALELEMENTS

　A: Entitlement

　to

　Work & Immigration

　Additional

　Retailer

　Specific

　Elements

　A1 Only

　workers

　with

　a legal

　right

　to

　work shall

　be employed

　or used by the

　supplier.

　A2 All

　workers

　including employment agency staff,

　must be validated

　by the

　supplier

　for

　their

　legal

　right

　to

　work

　by reviewing

　original documentation.

　A3 Employment

　agencies

　must only

　supply

　workers

　registered

　with

　them.

　A4 The supplier shall implement processes to enable adequate control over agencies with regards the above points and related legislation.

　B: Code and System Implementation:

　Retailer

　Specific

　Additional

　Elements

　B1 Suppliers are expected to implement and maintain systems for delivering compliance to this Code. B2 Suppliers shall appoint a senior member of management who shall be responsible for compliance with the Code. B3 Suppliers are expected to communicate this Code to all employees and to their suppliers. B4 Suppliers should, where reasonably practicable extend the principles of this Ethical Code through their supply chain.

　C: Sub-Contracting & Home-working:

　C1 There should be no sub-contracting unless previously agreed with the main client.C2 Home-working should be properly managed.

　D: Environmental

　D1 Suppliers

　shall

　seek to

　make continuous

　improvements

　in

　their

　environmental

　performance

　and,

　as a minimum,

　comply with

　the

　requirements

　of

　local

　and international

　laws

　and regulations.D2

　The supplier

　shall

　be aware of and comply

　with

　their

　end clients

　’

　environmental

　requirements.

　*SMETA= Sedex Members Ethical

　Trade

　Audit

　ETI

　Base Code

　Principles

　of

　Implementation

　The purpose

　of

　the

　ETI is

　to

　identify,

　develop

　and promote

　good practice

　with

　respect

　to

　implementing

　codes of labour

　practice.

　Critical

　areas include

　monitoring

　and independent

　verification,

　and transparency

　and disclosure,

　to

　determine

　and communicate

　whether

　standards

　embodied in

　the

　code are

　being

　achieved.

　ETI members accept the

　following

　as

　general

　principles

　upon which

　to

　develop

　or

　refine

　their

　search

　for

　best

　practice.

　Commitment

　The company gives

　its

　membership of

　ETI,

　the

　code and its

　implementation

　process

　an informed

　and explicit endorsement.

　1.2

　This

　commitment is communicated throughout

　the company and to its

　suppliers

　and sub-contractors (including

　closely

　associated

　self-employed

　staff).1.3

　A memberof senior

　management is

　assigned

　responsibility for

　the

　implementation

　of

　compliance

　with

　the

　code.1.4 The code and the implementation process is integrated into the core business relationships and culture.1.5 The company will ensure that human and financial resources are made available to enable it to meet its stated commitments.

　Monitoring,

　independent

　verification,

　and reporting

　Member companies

　accept

　the

　principle

　that

　the

　implementation

　of codes will

　be assessed through

　monitoring and independent

　verification;

　and that

　performance

　with

　regard

　to

　monitoring

　practice

　and implementation

　of

　codes will

　be reported

　annually.2.2

　Companies will

　engage with

　other

　members in

　the

　design, Implementation

　and analysis

　of pilot schemes to identify good practice in monitoring and independent verification and share this experience with other members.2.3 Company members will draw on this experience in establishing where relevant with other ETI members’ work plans to implement programmes of monitoring, independent verification,

　and reporting,

　and will

　report

　progress

　against

　these

　programmes to

　and through

　the

　ETI in

　a format

　and timing

　to

　be agreed.2.4

　Workers

　covered

　by the

　code shall

　be provided

　with

　a confidential

　means to

　report failure

　to

　observe

　the

　code and shall

　be otherwise

　protected

　in

　this

　respect.

　Awareness

　raising

　and training

　All

　relevant

　personnel

　are

　provided

　appropriate

　training

　and guidelines

　that

　will

　enable

　them to

　apply the

　code in

　their

　work.3.2

　Suppliers

　are

　made aware of

　the

　code,

　and

　the

　company’s commitment

　to

　sourcing from suppliers

　who observe

　the

　standards

　in

　the code.3.3 Workers whose work is covered by the code are, where possible, made aware of the code and implementation principles or procedures.

　Corrective

　actions

　Member companies

　commit

　themselves,

　on the

　basis

　of

　knowledge

　gained

　from

　monitoring

　to;

　negotiate

　and implement

　agreed

　schedules

　for

　corrective

　actions

　with

　suppliers

　failing

　to

　observe

　the

　terms of

　the

　code,

　i.e.

　a continuous

　improvement

　approach;

　require

　the

　immediate

　cessation

　of

　serious

　breaches

　of

　the

　code,

　and;

　where serious

　breaches

　of

　the

　code persist,

　to

　terminate

　any

　business

　relationship

　with

　the supplier

　concerned.

　Management procedures,

　pricing

　and incentives

　Negotiations

　with

　suppliers

　shall

　take

　into

　account

　the

　costs

　of

　observing

　the

　code.5.2

　Understanding and implementation

　of

　company policy

　with

　respect

　to

　its

　code of

　labour

　practice

　shall

　constitute

　a positive performance

　measure when assessing

　appropriate

　personnel.