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EIT基本守则中英文对照(精选)
2021-01-30 11:39:18 ℃EIT 基本守则中英文对照
自由选择的雇佣关系
不可使用强制劳动力、受关押劳动力和不情愿的犯人劳动力。
雇员不应被要求交纳抵押金或把他们的身份证件交给雇主,在给出合理的预先通知之后,雇员可以自由地离开其雇主。
尊重结社自由和工会代表劳方进行劳资谈判的权力
所有雇员毫无例外地具有加入或组成其自己选择的工会的权力和进行集体劳资谈判的权力。
雇主对于工会的行为和他们的组织活动,要采取开放的态度。
不能歧视职工代表,这些代表可以利用其工作场所执行其职工代表的职能。
在自由结社和劳资谈判的权力受法律限制的地方,雇主要促进而不是防碍建立独立自由的结社和劳资谈判的类似形式。
安全卫生的工作条件
要提供安全卫生的工作环境,并要考虑到该行业的普遍常识和任何特殊危险性。要采取适当的措施,防止由于工作引起的、与工作有关的或在工作中发生的各种事故及损害健康事件的发生。尽可能而又实际地减少工作环境中固有的各种危险因素。
应对雇员进行定期的和有记录的健康和安全培训,这种培训对于新的和改换工种的雇员要重复进行。
要为雇员提供清洁的厕所设施和饮用水,在可能的情况下,还要提供存放食品的卫生设备。
所提供的住宿条件,要保证清洁、安全并且满足雇员的基本需求。
采用本法规的公司,应该指定一名高级管理人员代表对健康和安全负责。
不可使用儿童作工
不能再新招收儿童作工
所有公司要制订或参与并资助使任何被发现用作童工的儿童接受高质量教育直至不再是儿童为止的政策和项目。儿童和儿童作工的定义在附录中给出。
不可雇用儿童和
18 岁以下青少年在夜间或在危险的条件下工作。
这些政策和程序必须与相关的
ILO 标准条款一致。
维持生活的工资
每个标准工资周所付的工资和福利,至少要达到国家的法定标准或行业规定的标准,以高者为准。在任何情况下,所付工资总应足够满足基本需求并提供一些可供自由支配的收入。
在所有雇员开始工作之前,要为他们提供书面形式的、易于理解的、涉及工资之雇佣条件的有关信息,并且在每次支付工资时,要为他们提供本次工资涵盖期间之工资的详细情况。
不经雇员同意,不允许扣除工资作为一种纪律约束措施,也不允许对工资进行国家法律规定之外的任何其他扣除。所有纪律约束措施都必须记录在案。
不能超过工作时间
工作时间必须符合国家法律和行业规定的标准,以对雇员提供较强保护者为准。
在任何情况下,不能要求雇员经常性地每周工作超过
48 小时,并保证平均每
7 天至少休息一天。加班时间必须是自愿的, 且每周不能超过
12 小时。不能要求经常加班,且必须按照奖励工资级别给予补偿。
禁止歧视
在雇佣、补偿、培训、提升、辞退或退休方面,对任何人都不能因其种族、社会地位、国籍、信仰、年龄、残疾、性别、婚姻状况、性观念、所属工会和所属政党进行歧视。
正规的雇佣关系
在尽可能的程度上,所进行的工作必须以按国家法律和常规所建立的、被正式承认的雇佣关系为基础。
对受劳工或社会保障法律和法规保护的、建立在正规雇佣关系之上的对雇员的优惠,不能通过使用劳动合同、分包合同或者在家工作的安排,或者通过不想真正传授技术或提供正规雇佣关系的学徒项目来取消,任何类似优惠待遇也不能通过过度使用固定期限的雇佣合同来取消。
不允许以苛刻和不通情理的方式对待雇员
禁止使用人身虐待或体罚、或以人身虐待相威胁、性骚扰或其他骚扰以及恶语或其他形式的恐吓。
Note:
We have made every
effort
to
ensure
that
the
translations
of
the
ETI Base Code andPrinciples
of Implementation
are as complete
and accurate
as possible.
However, please note that
in both cases it
is the English language
documents
which
should
be treated
as the
official
versions.
Employment is
freely
chosen
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.
Freedom of
association
and the
right
to
collective
bargaining
are
respected
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.
Working conditions
are
safe
and hygienic
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.
Child
labour
shall
not
be used
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.
Living
wages are
paid
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.
Working
hours
are
not
excessive
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.
No discrimination
is
practised
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.
Regular
employment is
provided
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.
No harsh
or
inhumane treatment
is
allowed
Physical
abuse or
discipline,
the
threat
of
physical
abuse,
sexual
or other
harassment
and verbal
abuse or
other
forms
of
intimidation
be prohibited.
The provisions
of
this
code constitute
minimum and not
maximum standards,
and this
code should
not
be used to prevent
companies from exceeding
these standards.
Companies applying
this
code are expected
to comply with
national and other
applicable
law and,
where the
provisions
of
law and this
Base Code address
the
same subject,
to
apply that
provision
which
affords
the
greater protection.
SMETA*AUDIT ADDITIONALELEMENTS
A: Entitlement
to
Work & Immigration
Additional
Retailer
Specific
Elements
A1 Only
workers
with
a legal
right
to
work shall
be employed
or used by the
supplier.
A2 All
workers
including employment agency staff,
must be validated
by the
supplier
for
their
legal
right
to
work
by reviewing
original documentation.
A3 Employment
agencies
must only
supply
workers
registered
with
them.
A4 The supplier shall implement processes to enable adequate control over agencies with regards the above points and related legislation.
B: Code and System Implementation:
Retailer
Specific
Additional
Elements
B1 Suppliers are expected to implement and maintain systems for delivering compliance to this Code. B2 Suppliers shall appoint a senior member of management who shall be responsible for compliance with the Code. B3 Suppliers are expected to communicate this Code to all employees and to their suppliers. B4 Suppliers should, where reasonably practicable extend the principles of this Ethical Code through their supply chain.
C: Sub-Contracting & Home-working:
C1 There should be no sub-contracting unless previously agreed with the main client.C2 Home-working should be properly managed.
D: Environmental
D1 Suppliers
shall
seek to
make continuous
improvements
in
their
environmental
performance
and,
as a minimum,
comply with
the
requirements
of
local
and international
laws
and regulations.D2
The supplier
shall
be aware of and comply
with
their
end clients
’
environmental
requirements.
*SMETA= Sedex Members Ethical
Trade
Audit
ETI
Base Code
Principles
of
Implementation
The purpose
of
the
ETI is
to
identify,
develop
and promote
good practice
with
respect
to
implementing
codes of labour
practice.
Critical
areas include
monitoring
and independent
verification,
and transparency
and disclosure,
to
determine
and communicate
whether
standards
embodied in
the
code are
being
achieved.
ETI members accept the
following
as
general
principles
upon which
to
develop
or
refine
their
search
for
best
practice.
Commitment
The company gives
its
membership of
ETI,
the
code and its
implementation
process
an informed
and explicit endorsement.
1.2
This
commitment is communicated throughout
the company and to its
suppliers
and sub-contractors (including
closely
associated
self-employed
staff).1.3
A memberof senior
management is
assigned
responsibility for
the
implementation
of
compliance
with
the
code.1.4 The code and the implementation process is integrated into the core business relationships and culture.1.5 The company will ensure that human and financial resources are made available to enable it to meet its stated commitments.
Monitoring,
independent
verification,
and reporting
Member companies
accept
the
principle
that
the
implementation
of codes will
be assessed through
monitoring and independent
verification;
and that
performance
with
regard
to
monitoring
practice
and implementation
of
codes will
be reported
annually.2.2
Companies will
engage with
other
members in
the
design, Implementation
and analysis
of pilot schemes to identify good practice in monitoring and independent verification and share this experience with other members.2.3 Company members will draw on this experience in establishing where relevant with other ETI members’ work plans to implement programmes of monitoring, independent verification,
and reporting,
and will
report
progress
against
these
programmes to
and through
the
ETI in
a format
and timing
to
be agreed.2.4
Workers
covered
by the
code shall
be provided
with
a confidential
means to
report failure
to
observe
the
code and shall
be otherwise
protected
in
this
respect.
Awareness
raising
and training
All
relevant
personnel
are
provided
appropriate
training
and guidelines
that
will
enable
them to
apply the
code in
their
work.3.2
Suppliers
are
made aware of
the
code,
and
the
company’s commitment
to
sourcing from suppliers
who observe
the
standards
in
the code.3.3 Workers whose work is covered by the code are, where possible, made aware of the code and implementation principles or procedures.
Corrective
actions
Member companies
commit
themselves,
on the
basis
of
knowledge
gained
from
monitoring
to;
negotiate
and implement
agreed
schedules
for
corrective
actions
with
suppliers
failing
to
observe
the
terms of
the
code,
i.e.
a continuous
improvement
approach;
require
the
immediate
cessation
of
serious
breaches
of
the
code,
and;
where serious
breaches
of
the
code persist,
to
terminate
any
business
relationship
with
the supplier
concerned.
Management procedures,
pricing
and incentives
Negotiations
with
suppliers
shall
take
into
account
the
costs
of
observing
the
code.5.2
Understanding and implementation
of
company policy
with
respect
to
its
code of
labour
practice
shall
constitute
a positive performance
measure when assessing
appropriate
personnel.
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