ASOS验厂咨询|供应商道德准则之工资和工作时间审核要求

4.  WAGES AND WORKING HOURS
4.1.  Wages and benefits
4.1.1.  Workers’ wages for a standard working week should meet or exceed national legal standards or the industry benchmark standards, whichever is higher and be at least sufficient to meet basic needs and
provide some discretionary income.
4.1.2.  Remuneration must comply with agreed contracts, be on time and made in full.  Clear written details must be provided to each Worker, showing how the remuneration has been calculated.
4.1.3.  Wages shall be paid at least monthly.
4.1.4.  The Employer shall provide to the Workers written and understandable information on the wage calculation including:
 hours worked or piece rate if appropriate;
 pay rate;
 gross pay;
 overtime pay;
 itemised deductions;  and
 net pay.
4.1.5.  Overtime must be offered fairly, paid and managed in accordance with the employment contract and comply with applicable legislation.
4.1.6.  Workers must be provided with all benefits they are entitled to under national or local law e.g. paid leave, bonus, sick pay and/or social security payment contributions and provided to the Worker in a
written and understandable form.
4.1.7.  Where Workers’ basic remuneration is based on their output (piece-rate), the payment must still meet the legal minimum wage.  A formal, agreed piece-rate calculation must be in place which ensures
that Workers are paid fairly and are able to meet the legal minimum wage, or above, within normal working hours.
4.1.8.  The Employer shall pay wages directly to the Worker concerned in legal tender, except as maybe otherwise provided by national laws or regulations or collective agreement arbitration award.
4.2.  Deductions
4.2.1.  Legally required deductions that entitle Workers to state benefits must be made and passed on by the Employer to the State.
4.2.2.  The cost of clothing and protective equipment required to perform work safely must be paid in full by the Employer.
4.2.3.  Deductions from wages or any other form of financial penalty must not be used as a disciplinary measure.
4.3.  Working hours
4.3.1.  The work schedule shall be documented and communicated to the Workers and include the hours at which work begins and ends, as well as where these duties shall be carried out.
4.3.2.  Working hours must comply with national laws and collective agreements.
4.3.3.  Further to clause 4.3.2, regular working hours shall not exceed 48 hours per week, or exceed 60 hours in any 7-day period (except where covered by clause 4.3.4).
4.3.4.  Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:
 this is allowed by national law;
 this is allowed by collective agreement, freely negotiated with the Workers’ organisation representing
a significant portion of the workforce;
 appropriate safeguards are taken to protect the Workers’ health and safety.
4.3.5.  Workers shall be provided with at least one day off in every 7-day period or, where allowed by national law, two days off in every 14-day period.
4.3.6.  Overtime must be offered fairly, contracted voluntarily and paid in accordance with applicable legislation.  It must not be used to replace regular employment.
4.3.7.  Workers must be able to refuse to work overtime without any form of penalty.  Workers who refuse overtime must not be denied the opportunity to work overtime in the future.
4.3.8.  There must be adequate management systems in place to ensure weekly working hours are controlled within the above limits, except in emergency or unusual situations.
4.3.9.  Every Workershall be entitled to a period of paid holiday leave each year, which is in line with national law.
4.3.10.  Every Worker shall be entitled to take reasonable absence from work on the grounds of genuine incapacity through illness, without financial penalty or threat of dismissal.  During any such leave the Worker should continue to receive, as a minimum, a reasonable payment to meet basic needs.

4. 工资和工作时间
4.1. 工资福利
4.1.1. 职工标准工作周的工资应当达到或超过国家法定工资标准行业基准标准，以较高者为准，且至少足以满足基本需要提供一些可支配收入。
4.1.2. 报酬必须符合合同约定，按时足额支付。清晰的书面细节必须提供给每个工人，说明如何计算报酬。
4.1.3. 工资至少按月支付。
4.1.4. 雇主应向工人提供书面的、易懂的工资信息
计算包括:
•工作时间或计件工资（如适用）；
·薪酬率；
·总薪酬；
加班费；
·分项扣除；和
·净工资。
4.1.5. 加班必须按照劳动合同公平提供、支付和管理
遵守适用的法律。
4.1.6. 必须向工人提供国家或地方法律规定他们有权享有的所有福利，例如工资休假，奖金，病假工资和/或社会保障金供款，并提供给工人书面和可理解的形式。
4.1.7. 如果工人的基本报酬是基于他们的产出（计件工资），那么支付必须仍然是达到法定最低工资标准。必须有一个正式的、商定的计件工资计算方法，以确保工人得到公平的报酬，能够达到法定的最低工资，或在正常范围内高于法定最低工资
工作时间。
4.1.8. 雇主应当以法定货币直接向劳动者支付工资，除非可能国家法律、法规或集体协议另有规定的仲裁裁决。
4.2. 扣除
4.2.1. 法律规定的使工人有权享受国家福利的扣除额必须由政府制定并传递向国家提供雇主。
4.2.2. 安全工作所需的服装和防护装备的费用必须全额支付由雇主提供。
4.2.3. 扣减工资或任何其他形式的经济处罚不得作为纪律处分衡量。
4.3. 工作时间
4.3.1. 工作进度表应形成文件并传达给工人，包括工作时间
哪些工作开始和结束，以及在何处履行这些职责。
4.3.2. 工作时间必须符合国家法律和集体协议。
4.3.3. 根据第4.3.2条，正常工作时间每周不得超过48小时，或超过60小时在任何7天期限内（第4.3.4条规定的除外）。
4.3.4. 只有在特殊情况下，在任何7天内工作时间可超过60小时
满足以下所有条件：
•这是国家法律允许的；
这是由集体协议允许的，由代表工人组织自由协商
劳动力的很大一部分；
采取适当的保障措施保护工人的健康和安全。
4.3.5. 工人每7天至少有一天的休息时间，或者在法律允许的情况下国家法律规定，每14天休息两天。
4.3.6. 加班费必须公平，自愿签订合同，并按照适用规定支付立法。它不能用来取代正常的就业。
4.3.7. 工人必须能够拒绝加班而不受任何形式的处罚。拒绝的工人不能剥夺今后加班的机会。
4.3.8. 必须有适当的管理制度，以确保每周的工作时间除紧急或异常情况外，应控制在上述限度内。
4.3.9. 员工每年享有一段带薪休假，休假时间与国家规定一致法律。
4.3.10. 每个工人都有权以真实的理由请假
因病丧失工作能力，无经济处罚或解雇威胁。在任何此类离开期间工人应继续获得最低限度的合理报酬，以满足基本需要。