ASOS验厂咨询|供应商道德准则标准专业术语一一解析

2. DEFINITIONS
For the purpose of this Code, ASOS recognises the following definitions:
2.1. Child – A “Child Worker” is defined as someone who has not reached their 15th birthday, or any higher age specified in local law for completing mandatory schooling or beginning full time work. However, in strictly limited circumstances, where local law sets the minimum age at 14 years, under ILO convention 138 in accordance with developing country exceptions, the lower will apply.
2.2. Child Worker – a Child who is not legally entitled to work i.e. below the minimum age of employment or is under the age of 15 if this is higher.
2.3. Child Labour – a general term that includes the employment of a Child Worker or a situation where a Young Worker is exposed to Hazardous Work.
2.4. Contract Worker – a contract Worker is someone who is employed, or managed by a third party. 
2.5. Destination Country/Territory – the country/territory where the migrant Worker will work.
2.6. Direct employment – an arrangement where a Worker is employed directly by the Supplier.
2.7. Discrimination – any form of unequal treatment that is not permitted by law; to include unequal treatment based on age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. Discrimination also includes discrimination on the grounds of work status i.e. part-time Worker, fixed term Employee, Agency Worker or Trade Union membership.
2.8. Employer – an Employer is a legal entity that provides any form of (permanent, casual, full or part time) work in return for remuneration and that controls and directs Workers at the workplace.
2.9. Employment – a situation where someone, who is not self-employed, agrees to perform a job, service or task in return for a form of remuneration. The term covers direct employment i.e. for an Employer, or indirect employment i.e. through a Labour Provider other form of agency. Someone providing work is deemed to be employed, regardless of the nature of (or absence of) an employment contract and regardless of the regularity of work, or number of hours worked.
2.10. Forced or Compulsory labour – all work or service which is exacted from any person under the menace of any penalty and for which the person has not offered himself voluntarily.
2.11. Hazardous Work – any work which, by its nature or the circumstances in which it is carried out, is likely to harm the health and safety of Workers. This includes: working with chemicals, machinery or electrics; working in confined spaces, at height or in excessively hot or cold conditions; being exposed to dust, fumes or loud noise; lifting or carrying heavy loads; working overtime or working at night.
2.12. Homeworker – a Worker who performs a stage of manufacturing, assembly or packaging in his or her home or in other premises of his or her choice, other than the workplace of the Employer.
2.13. Indirect employment – an arrangement where a Worker continues to be employed or managed by an agency or Labour Provider while they are working for the Supplier.
2.14. Labour Provider – an organisation that employs or manages Workers on behalf of a Supplier.
2.15. Migrant Worker – a migrant Worker is a person who migrates from one territory or country to another in order to seek employment.
2.16. Overtime – includes hours worked in excess of normal, agreed or contracted daily or weekly working hours.
2.17. Recruitment Agency – an organisation that arranges work for Workers in return for a fee.
2.18. Sending Country/Territory – the home country, territory or region from which the Worker has migrated.
2.19. Sub-Contractor – any entity (other than a Recruitment Agency or Labour Provider) that provides an element of manufacturing, assembly, packaging or a non-stock service to a Supplier.
2.20. Supplier – an organisation that manufactures or procures goods or services.
2.21. Worker – anyone who is doing work for an Employer, either directly through a Labour Provider or through a third party.
2.22. Young Worker – a young person who is legally entitled to work i.e. above the minimum age of employmentof 15 and below the age of 18.

2. 定义
就本准则而言，ASOS认可以下定义：
2.1. 儿童——“童工”的定义是未满15岁或更大年龄的人当地法律规定的完成义务教育或开始全职工作的人。然而，严格地说在有限的情况下，根据国际劳工组织第138号公约，当地法律规定最低年龄为14岁
根据发展中国家的例外情况，将适用较低的标准。
2.2. 童工-在法律上没有工作资格的儿童，即低于最低雇佣年龄的儿童15岁以下，如果这个数字更高的话。
2.3. 童工-一个笼统的术语，包括雇用童工或未成年人工人正在从事危险工作。
2.4. 合同工——合同工是由第三方雇佣或管理的人。
2.5. 目的地国家/地区-移民工人将工作的国家/地区。
2.6. 直接雇佣-供应商直接雇佣工人的安排。
2.7. 歧视-法律不允许的任何形式的不平等待遇；包括不平等待遇基于年龄、残疾、性别重置、婚姻和民事伴侣关系、种族、宗教或信仰、性别和性取向。歧视还包括基于工作身份（即非全时）的歧视
工人、定期雇员、代理工人或工会会员。
2.8. 雇主-雇主是提供任何形式（永久、临时、全职或兼职）工作的法律实体以换取报酬，并在工作场所控制和指导工人。
2.9. Employment—非自雇人士同意执行工作、服务或任务的情况以换取某种形式的报酬。该术语包括直接雇佣，即为雇主雇佣，或间接雇佣就业，即通过劳务提供者或其他形式的机构。提供工作的人被认为是不论雇佣合同的性质（或有无），也不论雇佣合同的性质工作的规律性或工作的时数
2.10. 强迫或强制劳动-在下列威胁下强迫任何人从事的一切工作或服务本人非自愿为之受罚。
2.11. 危险工作-任何工作，其性质或其进行的情况下，有可能危害工人的健康和安全。这包括：与化学品，机械或电气工作；工作在密闭空间、高处或过热或过冷的环境中；暴露在灰尘、烟雾或噪音中噪音;举起或搬运重物的；加班或上夜班。
2.12. 家庭工人-在家里完成制造、组装或包装的工人或在雇主工作场所以外的他或她选择的其他场所。
2.13. 间接雇佣-一种安排，一个工人继续雇用或由一个机构管理或劳务提供者，当他们为供应商工作时。
2.14. 劳工供应商-代表供应商雇佣或管理工人的组织。
2.15. 移徙工人-移徙工人是从一个地区或国家迁移到另一个地区或国家的人为了找工作。
2.16. 加班-包括超过正常、约定或合同规定的每日或每周工作时间的工作时间。
2.17. 招聘机构——为工人安排工作并收取一定费用的组织。
2.18. 派遣国/地区-工人移民的原籍国、地区或地区。
2.19. 分包商-提供元件的任何实体（招聘机构或劳动力提供商除外）
为供应商提供制造、装配、包装或非库存服务。
2.20. 供应商—制造或采购商品或服务的组织。
2.21. 工人-任何为雇主工作的人，直接通过劳动力供应商或通过第三方。
2.22. 青年工人-法律上有权工作的年轻人，即超过最低就业年龄的年轻人15岁及未满18岁者。