Ann Summers验厂辅导|要求供应商必须保证任何情况下周公司不超48小时

Ann Summers will work with all factories that work towards compliance with all of the following requirements: 

Forced Labour 
No forced labour of any description should be used. 
Workers should not be required to lodge "deposits" or their identity papers with their employer and should be free to leave after reasonable notice. 

Employment of Children 
There should be no new recruitment of child labour. 
Companies should participate in programmes, which provide for the transition of any child found to be performing child labour to enable him or her to attend and remain in quality education until no longer a "child". 
Children and young persons under 18 should not be employed at night or in hazardous conditions or in situations where their moral welfare is at risk. 
Apprenticeships and education-related work are acceptable as long as the child is not being exploited, there is no risk to the child's health; education and development and you have complied with local regulations relating to such programmes. 
You must check every worker's documents to confirm their date of birth. 
If there are no official documents available, you must take all reasonable and appropriate steps to check the worker's age before employing them. 

For the avoidance of doubt, the following definitions apply: 
Child 
Any person less than 15 years of age unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age shall apply. 
If however, local minimum age law is set at 14 years of age in accordance with developing country exceptions under ILO Convention No. 138, the lower will apply. 

Young Person 
Any worker over the age of a child as defined above and under the age of 18 

Freedom of Association: Collective Bargaining 
Workers without distinction should have the right to join or form trade unions of their own choosing and to bargain collectively. 
The employer should adopt an open mind towards the activities of trade unions and their organisational activities. 
Workers representatives should not be discriminated against and should have access to carry out their representative functions in the workplace. 
Where the right to freedom of association and collective bargaining is restricted under law, the employer must facilitate, and not hinder, the development of parallel means for independent and free association and bargaining. 

Health, Safety and Welfare 
You must provide a safe place of work and you must meet all local laws relating to health; safety and welfare in the workplace. 
You must have written disciplinary rules, which are communicated to workers at the time of employment and retain records of all disciplinary actions taken. 
This requirement also applies to any accommodation you provide for your workers. 
You must appoint a senior manager who is responsible for the health, safety and welfare of employees and you must do all you reasonably can to prevent accidents and injury. 
You must prepare health and safety procedures, regularly train your workers in these procedures, and you must regularly test these procedures. 
There must be adequate lighting and ventilation. 
You must provide clean drinking water and if appropriate, sanitary facilities for food storage. 
There must be adequate and segregated sanitary facilities.

Wages 
Pay should be in cash or by bank transfer (not credit) direct to the worker, promptly and in full. 
Information relating to wages should be available to workers in an understandable form. 
Wages and benefits paid for a standard working week should 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 discretionary income. 
Deductions from wages as a disciplinary measure should not be permitted. 
Deductions not provided for by national law should not be permitted without the express permission of the worker concerned. 

Social Security 
Suppliers should ensure workers are included in all appropriate state or private security provisions, especially invalidity benefit, injury benefit, old age benefit, and maternity benefit. 

Working Hours 
Local laws on hours of work should be followed. 
If no laws apply the suppliers must ensure the conditions imposed upon the workers are as favourable as the normal terms in the local area for the same type of work. 
In any event, workers should not on a regular basis be required to work in excess of 48 hours per week and should be provided with at least one day off for every seven day' period on average. 
Overtime should be voluntary, should not exceed 12 hours a week, should not be demanded on a regular basis and should be compensated at a premium rate. 

Equality of Treatment 
Workers should have equal access to jobs and training, on equal terms, irrespective of gender, race, caste, national origin, political opinion, religion, age, disability, marital status, sexual orientation, union membership or social origin. 

Harsh and Inhumane Treatment 
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation should be prohibited. 

Security of Employment 
Suppliers should endeavour to employ workers long-term on the basis of negotiated written contracts。
Suppliers should not employ workers on repeated temporary contracts, or on a part time or home-working basis, as a means of avoiding the commitments expected of them towards permanent workers. 

Sub-Contracting: Home Working: Outworking 
Where sub-contracting cannot be avoided, e.g. bead, embroidery or print, You must get agreement with Ann Summers and provide a self-evaluation document or written confirmation that this supplier complies with our sourcing, safety and environmental policies. 
We do not accept the use of out-workers, or home workers for any sewing operations believing that lack of control and inconsistencies in machine set-ups and a decline in the general quality will be a result and may breach international acceptable working practices.

Immigration Law and Compliance 
You must only employ workers with a legal right to work. 
All workers including Employment Agency staff must be validated for their legal right to work by reviewing valid documentation/communication before they are allowed to commence work. 
Procedures, which demonstrate compliance with these validations, must be implemented. 
Suppliers must regularly audit employment agencies from whom they obtain workers to monitor compliance with this policy. 

Environment 
You must comply with all local legislation that applies to your facility in particular you must dispose of all the waste that is created in your factory in line with local laws and in a way that will not harm the environment or the local population. 
Use your best endeavours to ensure that your suppliers are also complying with this requirement. 

Monitoring and Inspection 
You are responsible for making sure that everyone in your supply chain knows about and complies with this Ann Summers Code of Conduct. 
You must keep records to show that you are carrying our regular reviews and checks. 
Our staff or representatives may visit your factory without warning to carry out inspections. 
You must provide all the information we ask for to check that you are following this Code.