ASOS验厂咨询|现场审核关于雇佣条款与结社自由和集体谈判权条款要求

1.  TERMS OF EMPLOYMENT
1.1.  All Workers’ terms of employment must apply with applicable legislation.
1.2.  As a minimum, there must be agreed terms of employment in place between the Worker and the Employerbefore the Worker commences work.
1.3.  Workers must be employed voluntarily and have the freedom to leave their employment.
1.4.  Workers must be hired and treated based on their ability to carry out their work and their performance.  There must not be any form of discrimination or preferential treatment in the hiring, terms of employment, levels of pay, opportunities and treatment of Workers.
1.5.  The Employer must make every effort possible to provide regular, secure employment.  The use of temporary contracts or agency labour must not be used as a means of denying Workers their rights or benefits under employment law.
1.6.  Apprenticeships and training contracts are encouraged, but must be compensated properly and provide adequate levels of training or development.  The health, safety and welfare of apprentices employed under such schemes must be safeguarded.
1.7.  The responsibility for communicating terms of employment to Migrant and Contract Workers must be welldefined in contracts between the Supplier and recruitment Agencies or Labour Providers.  Such contracts must include responsibility for essential induction training.
2.  FORCED OR COMPULSORY LABOUR
2.1.  The Employer shall not use forced, bonded or involuntary prison labour.  All people working within the supply chain must be;
2.1.1.  voluntarily recruited and employed;
2.1.2.  employed legally with a valid right to work;
2.1.3.  free from any form of coercion or threat;
2.1.4.  free of any debt to their Employer or Recruitment Agency;
2.1.5.  paid in full, on time and at a level that meets or exceeds the applicable minimum wage;
2.1.6.  free to leave their employment, given reasonable notice.
2.2.  Workers shall be allowed to consult with doctors during working hours.
2.3.  No deposit or fee shall be retained for securing work or accommodation, tools, training or personal protective equipment (PPE) or for any other reason.
2.4.  There shall be no unreasonable restrictions on Workers’ freedom of movement relating to entering or exiting accommodation or sites of employment.
2.5.  Employers, Recruitment Agencies and Labour Providers must not deny Workers access to their identity or immigration documents.  If these are held for safe keeping, it must be done voluntarily with the Worker being able to re-claim such documents on request.
2.6.  Workers shall not be required to pay Employers’ or agents’ recruitment fees or other related fees for their recruitment and must not be bonded through other loans or fees.  If any such fees are found to have been paid by Workers, such fees must be repaid to the Worker by the Employer, including international travel costs.
3.  FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING
3.1.  Workers must be able to communicate openly with their Employer regarding working conditions without fear of reprisal, intimidation or harassment.
3.2. Workers must be free to associate or to join Trade Unions or other organisations that represent them. The  Employer must not prevent, or discriminate against, Workers who wish to associate or bargain collectively. 
The decision whether or not to associate should be made solely by the Workers.
3.3. Employers must not attempt to influence the election or choice of Worker representatives or seek to  influence a Worker representative to act in the management’s interest.
3.4. The Employershall adopt an open attitude towards the organizational activities of Trade Unions. There should  be open communication channels between Employers and Workers regarding conditions without threat of reprisal, intimidation or harassment. 
3.5. Where local laws restrict freedom of association and Trade Unions, Employers will allow Workers to form Worker groups/committees, if they so choose. There must not be an unequal representation of management to Workers within these groups/committees. 
3.6. Where Employers are legally required to consult with Workers, these requirements must be met in full. 
Formal committees must meet regularly, be adequately attended and operate effectively in the interests of Workers.
3.7. Workers must be allowed to stand as Workerrepresentatives on Trade Unions, works councils or other formal representative groups. They must not be restricted, penalised or discriminated against and must have access to management and co-Workers in order to carry out their representative functions.
3.8. Where Migrant and/or Contract Workers are employed, they must be adequately represented.
3.9. Agreed collective bargaining documentation shall be communicated to Workers and available for the workforce to review.

1.  雇佣条款
1.1.  所有工人的雇佣条款必须符合适用的法律。
1.2.  至少，工人和雇主之间必须有商定的雇佣条款在工人开始工作之前。
1.3.  工人必须自愿受雇，并有离开雇主的自由。
1.4.  必须根据工人的工作能力和表现来雇用和对待他们。在那里在雇佣、雇佣条件、级别等方面不得有任何形式的歧视或优惠待遇工人的工资、机会和待遇。
1.5.  雇主必须尽一切努力提供稳定的定期就业机会。temporary的用法合同或代理劳动不得被用作剥夺工人根据《劳动法》享有的权利或福利的手段就业法律。
1.6.  鼓励学徒制和培训合同，但必须适当补偿和提供充分的训练或发展雇用学徒的健康、安全和福利这些计划必须得到保障。
1.7.  向移徙工人和合同工传达就业条件的责任必须在供应商与招聘机构或劳务提供者之间的合同中明确规定。这些合同必须负责必要的入职培训。
2.  强迫或强制劳动
2.1.  雇主不得使用强迫、抵债或非自愿的监狱劳工。所有在供应范围内工作的人链条必须是；
2.1.1.  自愿录用；
2.1.2.  合法就业，有有效的劳动权利；
2.1.3.  不受任何形式的胁迫或威胁；
2.1.4.  没有欠雇主或招聘机构任何债务；
2.1.5.  按时足额支付工资，并达到或超过适用的最低工资标准；
2.1.6.  经合理通知，可自由离职。
2.2.  工人在工作时间内应当允许看医生。
2.3.  不得为确保工作或住宿、工具、培训或个人防护而保留押金或费用设备（PPE）或任何其他原因。
2.4.  不得不合理地限制工人进出的行动自由住宿或工作地点。
2.5.  雇主、招聘机构和劳动力提供者不得拒绝工人获取其身份或身份信息移民文件。如果这些是为了安全保管，必须是在工人自愿的情况下完成的能够根据要求重新索取这些文件。
2.6.  不得要求劳动者支付用人单位或代理人的招聘费或其他有关费用招聘人员不得通过其他贷款或费用进行担保。如发现有任何此类费用由工人支付的，这些费用必须由雇主偿还给工人，包括国际旅行
成本。
3.  结社自由和集体谈判权
3.1.  工人必须能够毫无畏惧地就工作条件与雇主公开沟通报复、恐吓或骚扰。
3.2. 工人必须自由结社或参加代表他们的工会或其他组织。
雇主不得阻止或歧视希望结社或集体谈判的工人。
是否联合应完全由职工决定。
3.3. 雇主不得试图影响工人代表的选举或选择影响工人代表为资方利益行事。
3.4. 用人单位对工会的组织活动应当采取开放的态度。应该在雇主和工人之间就工作条件开放沟通渠道，而不会受到威胁报复、恐吓或骚扰。
3.5. 在当地法律限制结社和工会自由的地方，雇主将允许工人组建工会工人团体/委员会，如果他们愿意的话。管理层的代表权不能不平等给这些小组/委员会内的工人。
3.6. 如果法律要求雇主与工人协商，则必须完全满足这些要求。
正式的委员会必须定期开会，有足够的人参加，并为……的利益有效地运作工人。
3.7. 必须允许工人在工会、工作委员会或其他正式组织中担任工人代表团体。他们不应受到限制、惩罚或歧视，必须有机会进入与管理层和同事沟通，以履行其代表职能。
3.8. 在雇用移徙工人和/或合同工的地方，他们必须有充分的代表。
3.9. 商定的集体谈判文件应传达给工人，并可供雇主使用需要审查的劳动力。