ASOS验厂咨询|关于移民和合同工政策的条款与标准相关术语定义

ASOS Migrant and Contract Worker Policy
1.   INTRODUCTION
1.1.   The employment of Migrant Labour is becoming increasingly important in the global supply chain as Workersseek better opportunities to provide for their families and futures.   Migrant Workers may be found in supply chains where local labour availability is declining, where there are well-established immigration routes through agencies, or where there are high levels of immigration e.g. due to economic hardship or conflict.
Migrant Workers are often recruited through agencies in their home country or territory and are also often employed “indirectly” as Contract Workers, working for Labour Providers.
1.2.   This policy is intended to help Suppliers of goods to ASOS safeguard the rights and welfare of Migrant and Contract Workers in their supply chains and also manage the risks and responsibilities associated with the indirect employment of Migrant and non-Migrant Workers.
1.3.   Migrant Workers are vulnerable in a number of ways:
 Lack of fluency in the local language can impair training, in particular relating to essential safety information;
 Poor understanding of employment legislation can lead to Migrant Workers not being aware of their rights;
 Fees paid to Recruitment Agencies can lead to a situation of bonded labour where a Migrant Worker is obliged to continue working to repay a recruitment fee;
 Lack of full legal employment status can lead to Migrant Workers being exploited;
 Migrant Workers may not have access to welfare and health facilities in the host country;
 Migrant Workers may accept inferior employment terms, or be more vulnerable to discrimination than domestic Workers;
 Accommodation provided for Migrant Workers may not be suitable.
1.4.   Contract Workers are vulnerable in a number of ways:
 Labour Providers may not be aware of, or may not implement international labour standards;
 The workplace culture within a Labour Provider’s organisation may not be the same as for Workers who are directly employed;
 Contract Workers are often less secure in their employment, may have less rights in the workplace, may suffer discrimination and may be less-well represented on Worker committees;
 Contract Workers may not receive the same level of (essential) training;
 The responsibility for Contract Workers’ welfare may be unclear;
 Independent monitoring and auditing often fails to assess the conditions of Contract Workers.
2.  DEFINITIONS
2.1.  Destination Country/Territory – the country/territory where the Migrant Worker will work.
2.2.  Direct employment - an arrangement where a Worker is employed directly by the Supplier.
2.3.  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 union membership.
2.4.  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.
2.5.  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.
2.6.  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.
2.7.  Labour Provider - an organisation that employs or manages Workers on behalf of a Supplier.
2.8.  Migrant Worker - a Migrant Worker is a person who migrates from one territory or country to another in order to seek employment.
2.9.  Recruitment Agencies - an organisation that arranges work for Workers in return for a fee.
2.10.  Sending Country/Territory – the home country, territory or region from which the Worker has migrated.
2.11.  Supplier - an organisation that manufactures or procures goods or services.
2.12.  Worker - anyone who is doing work for an Employer, either directly, through a Labour Provider or through a third party.

移民和合同工政策
1.  介绍
1.1.  作为工人，农民工的就业在全球供应链中变得越来越重要寻求更好的机会来供养家庭和未来。外来务工人员可能会有供应当地劳动力供应下降的连锁店，那里有完善的移民路线通过中介机构，或由于经济困难或冲突等原因导致的高水平移民。
移徙工人通常是通过其本国或领土的中介机构招募的，也经常“间接”受雇为合约工人，为劳工供应商工作。
1.2.  本政策旨在帮助货物供应商向ASOS维护移民的权利和福利合同工人在他们的供应链，也管理风险和责任相关的移徙和非移徙工人的间接就业。
1.3.  移徙工人在许多方面都很脆弱：
缺乏流利的当地语言会影响培训，特别是与基本安全有关的培训信息;
对就业立法的不了解可能导致农民工没有意识到他们的问题权利;
•支付给招聘机构的费用可能导致移民工人沦为担保劳工
必须继续工作以偿还招聘费用；
缺乏充分的合法就业地位可能导致移徙工人受到剥削；
·移徙工人可能无法利用东道国的福利和保健设施；
民工可能接受较差的就业条件，或者比民工更容易受到歧视
国内工人;
为农民工提供的住宿可能不合适。
1.4.  合同工在很多方面都很脆弱：
•劳动力提供者可能不了解或不执行国际劳工标准；
•劳务提供方组织内的工作场所文化可能与员工不同直接受雇；
合同工的就业通常不太安全，在工作场所的权利可能更少遭受歧视，可能在工人委员会中代表较少；
•合同工可能没有接受同等水平的（基本）培训；
合同工福利的责任可能不明确；
独立监督和审计往往无法评估合同工的状况。
2. 定义
2.1. 目的地国家/地区-移民工人将工作的国家/地区。
2.2. 直接雇佣-供应商直接雇佣工人的安排。
2.3. 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。
2.4. 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。
2.5. 强迫或强制劳动-在任何威胁下要求任何人从事的一切工作或服务本人并非自愿为之而受之刑罚。
2.6. 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。
2.7. 劳工供应商-代表供应商雇佣或管理工人的组织。
2.8. 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。
2.9. 招聘机构——为工人安排工作并收取一定费用的组织。
2.10. 派遣国/地区-工人移民的原籍国、地区或地区。
2.11. 供应商—制造或采购商品或服务的组织。
2.12. 工人-任何为雇主工作的人，直接或通过劳动力供应商或通过第三方。