ASOS验厂咨询|检查使用外来工或合同工的供应商

5. CHECKS FOR SUPPLIERS WHO USE MIGRANT OR CONTRACT WORKERS

5.1. Migrant Workers must have a legal right to work in the destination country.

5.1.1. Carefully check that all Migrant Workers have a legitimate right to work, before they are employed, and before they leave their destination country;

5.1.2. Become familiar with immigration legislation and legally required work permits;

5.1.3. Be aware of the expiry date of passports and temporary work permits/visas and ensure that MigrantWorkers obtain renewal of permits before their expiry;

5.1.4. All fees pertaining to the application of work permits and visas must be paid for by the Employer, not the Worker;

5.1.5. Help Migrant Workers enrol in obligatory state social security and taxation systems, including helping with the set-up of bank accounts.

5.2. Recruitment Agencies and Labour Providers must be reputable and responsible.

5.2.1. Invest time to fully understand how Migrant and Contract Workers are recruited, what fees they have paid, what loans they need to repay and how they have travelled to the destination country/territory;

5.2.2. Limit the number of Recruitment Agencies or Labour Providers used. If a certification system exists, only use certified organisations;

5.2.3. Communicate standards to Recruitment Agencies/Labour Providers and check that professional recruitment and employment practices are being followed;

5.2.4. Do not receive or employ Migrant Workers who have not been recruited through a reputable organisation;

5.2.5. Send Recruitment Agencies/Labour Providers a copy of the ASOS Supplier Ethical Code, the ASOS Migrant and Contract Worker Policy and the ASOS Child Labour and Remediation Policy;

5.2.6. Ensure that commercial Contracts with Recruitment Agencies/Labour Providers include adequate clauses covering a zero tolerance approach to exploitation, forced or compulsory labour.

5.3. 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.

5.3.1. When budgeting for employment costs relating to Migrant Workers, ensure that this includes recruitment fees, renewal fees, transportation and other costs associated with the recruitment and use

of Migrant Workers;

5.3.2. Migrant and Contract Workers should not have to pay a deposit to obtain employment;

5.3.3. Set up systems to pay Recruitment Agencies directly for Migrant Workers’ agency/recruitment fees and travel costs, avoiding the need for the Migrant Worker to make a payment;

5.3.4. All wages should be paid directly to the Worker and not through a third party;

5.3.5. Pay the cost of a flight or alternative safe transport home at the end of a Migrant Worker’s contract,and also pay travel costs for bona-fide compassionate leave;

5.3.6. Wages owing must be paid in full at completion of contract, before the Migrant Worker returns home(exceptions may apply in the event of a sudden departure e.g. for compassionate leave);

5.3.7. Agree how to pay a Migrant Worker any outstanding wages if they need to leave suddenly to travel home.

5.4. Working conditions and accommodation must safeguard Migrant and Contract Workers’ safety, welfare

and rights.

5.4.1. Provide Migrant and Contract Workers with the same opportunities and employment conditions as other Workers, including the same rates of pay for comparable job roles. Be proactive in creating equal

opportunities;

5.4.2. Migrant and Contract Workers must have the same freedom as local Workers to leave employment, or seek work elsewhere. Do not withhold any money from Migrant or Contract Workers or introduce any other form of restriction that may restrict this freedom;

5.4.3. Migrant and Contract Workers must always retain their passport or identification papers and work permits. Only photocopies of passports and/or identity papers should be kept on file. Where Workers

ask that these are held for safekeeping, documents must be made available to the concerned Worker within 24 hours. A written record of the Worker’s agreement to this must be kept;

5.4.4. Lockable storage must be provided in Workers accommodation to facilitate Worker’s safe retention of their papers;

5.4.5. Employ Migrant Workers through direct employment contracts, even if they have been recruited through an agency. This employment contract must be legally enforceable in the country of employment

(destination country/territory);

5.4.6. Develop a separate employment contract for Migrant Workersthat includes reimbursement of fees and transportation. Include provisions for Migrant Workers who are injured at work, become ill or pregnant;

5.4.7. Migrant and Contract Workers should be given a clear understanding of their employment and living conditions prior to signing a contract. Where the Worker is illiterate, the terms and conditions and other employment policies must be clearly explained in their own language. Good practice is to show potential Workers a video of working and living conditions;

5.4.8. The employment contractshould be signed with each Worker in the Worker’s sending country/territory;

5.4.9. Explain basic employment rights to Migrant and Contract Workers. In particular, make them aware of how to raise a concern or grievance and how to obtain medical, financial or personal advice;

5.4.10. Check that accommodation used by Migrant and Contract Workers is safe and hygienic. Help Migrant Workers to find suitable accommodation and to access local healthcare facilities;

5.5. Ensure that Migrant and Contract Workers are represented on Worker committees, health and safety committees and in other workplace communications. Contracts and Worker handbooks should be translated when necessary.

5.6. Encourage Migrant and Contract Workers to join Unions, Worker committees and to participate in collective bargaining processes.

5.7. The responsibility for training Migrant and Contract Workers must be well-defined. Training must be

adequate and in a language that is understood.

5.7.1. Ensure that training is given by the manufacturer in a language that Migrant Workers understand;

5.7.2. Ensure that essential safety training is included in inductions and that Migrant and Contract Workers fully understand safety procedures such as alarms, evacuations etc;

5.7.3. Appoint an on-site Migrant Worker coordinator who can communicate fluently in the languages of the Migrant Workers and factory management.

5.8. Throughout the supply chain, there must be zero tolerance of exploitation, forced or compulsory labour.

5.8.1. All cases or suspected cases must be reported immediately to ASOS;

5.8.2. Agencies/Labour Providers implicated in such cases must be investigated;

5.8.3. Commercial relationships must be terminated if offences are not dealt with in a timely manner.

5.9. Migrant Workers under 18 must not be recruited by a third party.

5.9.1. All cases or suspected cases must be reported immediately to ASOS;

5.9.2. Recruitment Agencies/Labour Providers must be made aware of this requirement;

5.9.3. Age checks must be carried out before Workers are employed.

检查使用外来工或合同工的供应商

5.1. 移徙工人必须有在目的国工作的合法权利。

5.1.1. 认真检查所有农民工在就业前是否有合法的工作权利在他们离开目的地国家之前；

5.1.2. 熟悉移民法规和法律要求的工作许可；

5.1.3. 注意护照和临时工作许可/签证的有效期，并确保移民工人在许可证到期前获得续期；

5.1.4. 与申请工作许可和签证有关的所有费用必须由雇主支付，而不是由雇主支付工人;

5.1.5. 帮助农民工参加强制性的国家社会保障和税收制度，包括帮助开设银行账户。

5.2. 招聘机构和劳务提供者必须信誉良好，负责任。

5.2.1. 花时间去充分了解外来务工人员和合同工是如何被招募的，他们有什么费用已付款项、需要偿还的贷款及如何前往目的国家/地区；

5.2.2. 限制招聘机构或劳务提供者的数量。如果存在认证系统，则只有使用经认证的机构；

5.2.3. 与招聘机构/劳务供应商沟通标准，并检查其专业性正在遵循征聘和雇用惯例；

5.2.4. 是否接收或雇用没有通过信誉良好的外来务工人员组织;

5.2.5. 向招聘机构/劳务提供者发送ASOS供应商道德准则（ASOS）的副本移徙工人和合同工政策以及儿童福利组织的童工和补救政策；

5.2.6. 确保与招聘机构/劳工供应商签订的商业合同包括足够的对剥削、强迫或强制劳动采取零容忍态度的条款。

5.3. 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。

5.3.1. 在编制与移徙工人有关的雇用费用预算时，确保包括招聘费、续订费、交通费及其他与招聘和使用有关的费用

移徙工人；

5.3.2. 移徙工人和合同工不应为获得就业而支付按金；

5.3.3. 建立直接向招聘机构支付农民工中介/招聘费用的制度旅行费用，避免移徙工人支付费用；

5.3.4. 所有工资应直接支付给劳动者，不得通过第三方支付；

5.3.5. 在移徙工人的合同结束时支付机票或其他安全交通工具的费用；并支付真正的同情假的旅行费用；

5.3.6. 拖欠的工资必须在合同期满时，在移徙工人返回家园之前足额支付（如突然离境，可申请例外情况，例如因探亲假离境）；

5.3.7. 同意如何支付农民工突然外出旅行时未付的工资。

5.4. 工作条件和住宿必须保障农民工和合同工的安全、福利和权利。

5.4.1. 为移徙工人和合同工提供相同的机会和就业条件其他工人，包括同等工作岗位的同等工资。主动创造平等机会;

5.4.2. 移徙工人和合同工必须与本地工人有同样的自由离开工作岗位，或者到别处找工作。不向移民或合同工扣留任何款项或介绍任何款项可能限制这种自由的其他形式的限制；

5.4.3. 移民和合同工必须始终保留他们的护照或身份证件和工作许可。只有护照和/或身份证件的影印本才应存档。那里的工人要求妥善保管，文件必须提供给相关工人24小时内。必须保存工人对此的同意的书面记录；

5.4.4. 必须在工人宿舍提供可锁的存储，以方便工人的安全保留他们的文件;

5.4.5. 通过直接雇佣合同雇佣农民工，即使他们是被招募的通过代理机构。本雇佣合同在雇佣国必须具有法律效力(目的地国家/地区);

5.4.6. 为农民工制定一份单独的雇佣合同，其中包括费用报销和交通工具。包括对在工作中受伤、生病或怀孕的移徙工人的规定；

5.4.7. 对农民工和合同工要有一个清晰的就业和生活认识签订合同前的条件。如果工人是文盲，其条款和条件和其他必须用他们自己的语言清楚地解释就业政策。