AURORA验厂辅导|新入职或调任的工人应重复接受健康安全类培训

1.    EMPLOYMENT IS FREELY CHOSEN
     1.1    There is no forced, bonded or involuntary prison labour.
     1.2    Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice. 

2.    FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED
     2.1    Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. 
     2.2    The employer adopts an open attitude towards the activities of trade unions and their organisational activities. 
     2.3    Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace. 
     2.4    Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining. 

3.     WORKING CONDITIONS ARE SAFE AND HYGIENIC
     3.1    A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment. 
     3.2    Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. 
     3.3    Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided. 
     3.4    Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers. 
     3.5    The company observing the code shall assign responsibility for health and safety to a senior management representative. 

4.     CHILD LABOUR SHALL NOT BE USED
     4.1    There shall be no new recruitment of child labour. 
     4.2    Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined in the appendices. 
     4.3    Children and young persons under 18 shall not be employed at night or in hazardous conditions. 
     4.4    These policies and procedures shall conform to the provisions of the relevant ILO standards. 
5.     LIVING WAGES ARE PAID
     5.1    Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income. 
     5.2    All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid. 
     5.3    Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded. 

6.     WORKING HOURS ARE NOT EXCESSIVE
     6.1    Working hours comply with national laws and benchmark industry standards, whichever affords greater protection. 
     6.2    In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. 

7.     NO DISCRIMINATION IS PRACTISED
     7.1    There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation. 

8.     REGULAR EMPLOYMENT IS PROVIDED
     8.1    To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice. 
     8.2    Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment. 

9.     NO HARSH OR INHUMANE TREATMENT IS ALLOWED
     9.1    Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited. 

10. ENVIRONMENTAL PROTECTION

    10.1 Suppliers must manage all resources and waste in accordance with local laws or in such     a way as to avoid harm to the local population. 

1.自由选择就业
1.1不存在强迫、抵债或非自愿的监狱劳动。
1.2工人不需要向雇主提交“押金”或其身份证件，并可在合理通知后自由离开雇主。

2.结社自由和集体谈判权得到尊重
2.1工人不加区别地有权参加或组织自己选择的工会，并进行集体谈判。
2.2雇主对工会的活动及其组织活动持开放态度。
2.3工人代表不受歧视，并有权在工作场所履行其代表职能。
2.4在结社自由和集体谈判权受到法律限制的情况下，雇主应促进而不是阻碍独立和自由结社和谈判的平行手段的发展。

3. 工作条件安全卫生
3.1应提供安全和卫生的工作环境，同时牢记行业的普遍知识和任何具体危害。应采取适当步骤，通过在合理可行的范围内尽量减少工作环境中固有危险的原因，防止因工作而引起、与工作有关或在工作过程中发生的事故和对健康的伤害。
3.2工人应定期接受有记录的健康和安全培训，新入职或调任的工人应重复接受此类培训。
3.3应提供清洁的厕所设施和饮用水，并在适当的情况下提供卫生的食品储存设施。
3.4提供的住宿必须干净、安全，并满足工人的基本需求。
3.5遵守本规范的公司应将健康和安全责任分配给一名高级管理人员代表。

4.不得使用童工
4.1不得再招募童工。
4.2公司应制定或参与并协助政策和方案，为被发现从事童工劳动的儿童提供过渡，使其能够接受并继续接受优质教育，直至不再是儿童；“儿童”及“童工”的定义见附录。
4.3不得雇用儿童和18岁以下的青少年在夜间或在危险条件下工作。
4.4这些政策和程序应符合劳工组织有关标准的规定。
5.支付生活工资
5.1标准工作周支付的工资和福利至少符合国家法律标准或行业基准标准，以较高者为准。在任何情况下，工资都应该足以满足基本需要，并提供一些可自由支配的收入。
5.2应向所有工人提供有关其就业条件的书面和可理解的工资信息，以及每次支付工资时有关支付期的工资细节。
5.3未经有关工人的明确许可，不得作为一种纪律措施扣减工资，也不得未经国家法律规定的任何扣减工资。所有纪律处分都应记录在案。

6.工作时间不超长
6.1工作时间应符合国家法律和基准行业标准，以提供更大保护的为准。
6.2在任何情况下，不应要求工人每周正常工作超过48小时，并应平均每7天至少休息一天。加班应是自愿的，每周不超过12小时，不应被要求定期加班，并应始终按溢价率补偿。

7.没有歧视
7.1在雇佣、补偿、获得培训、晋升、解雇或退休方面，不得因种族、种姓、国籍、宗教、年龄、残疾、性别、婚姻状况、性取向、工会会员资格或政治派别而存在歧视。

8.提供固定就业机会
8.1在任何可能的范围内，所从事的工作必须以通过国家法律和惯例确立的公认的雇佣关系为基础。
8.2因正常雇佣关系而产生的劳动或社会保障法律法规规定的对雇员的义务，不得通过采用纯劳动承包、分包或在家工作安排，或通过没有真正意图传授技能或提供正式就业的学徒计划来逃避，也不得通过过度使用固定期限雇佣合同来逃避任何此类义务。

9. 任何严酷或不人道的待遇都是不允许的
9.1禁止身体虐待或纪律、身体虐待威胁、性骚扰或其他骚扰、言语虐待或其他形式的恐吓。

10. 环境保护

10.1供应商必须按照当地法律或以避免对当地居民造成伤害的方式管理所有资源和废物。