EIT基本守则中英文对照精选.docx
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EIT基本守则中英文对照精选
EIT基本守则中英文对照（精选）
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:
Wehavemadeevery
effort
to
ensure
that
the
translations
of
the
ETIBaseCodeandPrinciples
ofImplementation
areasplete
andaccurate
aspossible.
However,pleasenotethat
inbothcasesit
istheEnglishlanguage
documents
which
should
betreated
asthe
official
versions.
Employmentis
freely
chosen
Thereis
noforced,
bondedorinvoluntary
prison
labour.1.2
Workersarenotrequired
to
lodge
“deposits”or
their
identity
papers
with
their
employer
andare
free
to
leave
their
employer
after
reasonable
notice.
Freedomof
association
andthe
right
to
collective
bargaining
are
respected
Workers,
without
distinction,
havethe
right
to
join
or
form
trade
unions
of
their
ownchoosing
andtobargain
collectively.2.2
Theemployer
adopts
anopenattitude
towards
the
activities
of
trade
unions
andtheirorganisational
activities.2.3
Workersrepresentatives
arenot
discriminated
againstandhaveaccesstocarryouttheirrepresentativefunctionsintheworkplace.2.4Wheretherighttofreedomofassociationandcollectivebargainingisrestrictedunderlaw,theemployerfacilitates,anddoesnothinder,thedevelopmentofparallelmeansforindependentandfreeassociationandbargaining.
Workingconditions
are
safe
andhygienic
Asafe
andhygienic
working
environment
shall
beprovided,
bearing
in
mindthe
prevailing
knowledge
ofthe
industry
andof
anyspecific
hazards.
Adequate
steps
shall
betaken
toprevent
accidents
andinjury
to
healtharising
out
of,
associated
with,
or
occurringinthecourseofwork,byminimising,sofarasisreasonablypracticable,thecausesofhazardsinherentintheworkingenvironment.3.2Workersshallreceiveregularandrecordedhealthandsafetytraining,andsuchtrainingshallberepeatedforneworreassignedworkers.3.3Accesstocleantoiletfacilitiesandtopotablewater,and,ifropriate,sanitaryfacilitiesforfoodstorageshallbeprovided.3.4Acmodation,whereprovided,shallbeclean,safe,andmeetthebasicneedsoftheworkers.3.5Thepanyobservingthecodeshallassignresponsibilityforhealthandsafetytoaseniormanagementrepresentative.
Child
labour
shall
not
beused
There
shall
benonewrecruitment
of
child
labour.4.2
panies
shall
develop
or
participate
in
andcontribute
to
policies
andprogrammeswhich
provide
for
the
transition
ofanychild
found
to
beperforming
childlabour
to
enable
her
or
himto
attendandremaininqualityeducationuntilnolongerachild;“child”and
“child
labour”being
defined
in
the
endices.4.3
Children
andyoungpersons
under18shall
not
beemployed
at
night
or
in
hazardous
conditions.4.4
Thesepolicies
andprocedures
shall
conform
to
the
provisions
of
therelevant
ILO
standards.
Living
wagesare
paid
Wagesandbenefits
paid
for
astandard
working
weekmeet,ataminimum,national
legal
standards
orindustrybenchmarkstandards,
whichever
is
higher.
In
anyevent
wagesshould
always
beenoughto
meetbasic
needsandto
provide
somediscretionary
ine.5.2
All
workers
shall
beprovided
with
written
andunderstandableInformation
about
theiremploymentconditionsinrespecttowagesbeforetheyenteremploymentandaboutthe
particulars
of
their
wagesfor
the
payperiod
concerned
eachtime
that
they
arepaid.5.3
Deductions
from
wagesasadisciplinary
measureshall
not
bepermitted
norshall
anydeductions
fromwagesnot
provided
for
bynationallawbepermitted
without
the
e_pressed
permission
of
the
worker
concerned.
All
disciplinarymeasuresshouldberecorded.
Working
hours
are
not
e_cessive
Working
hours
ply
with
national
laws
andbenchmarkindustry
standards,
whichever
affords
greaterprotection.6.2
In
anyevent,
workers
shall
not
onaregular
basis
berequired
to
workin
e_cess
of
48hoursper
weekandshall
beprovided
with
at
least
onedayoff
forevery7dayperiodonaverage.
Overtimeshallbevoluntary,shallnote_ceed12hoursperweek,shallnotbedemandedonaregularbasisandshallalwaysbepensatedatapremiumrate.
Nodiscrimination
is
practised
Thereisnodiscrimination
in
hiring,
pensation,
accesstotraining,
promotion,
termination
orretirementbasedonrace,
caste,
national
origin,
religion,
age,
disability,
gender,
marital
status,
se_ual
orientation,union
membershipor
political
affiliation.
Regular
employmentis
provided
Toevery
e_tent
possible
workperformed
mustbeonthe
basis
of
recognised
employment
relationshipestablished
through
national
law
andpractice.8.2
Obligations
to
employees
under
labour
or
social
securitylawsand
regulations
arising
from
the
regular
employmentrelationship
shall
not
beavoidedthroughtheuseoflabour-onlycontracting,sub-contracting,orhome-workingarrangements,orthroughrenticeshipschemeswherethereisnorealintenttoimpartskillsorprovideregularemployment,norshallanysuchobligations
beavoided
through
the
e_cessive
useof
fi_ed-term
contracts
of
employment.
Noharsh
or
inhumanetreatment
is
allowed
Physical
abuseor
discipline,
the
threat
of
physical
abuse,
se_ual
orother
harassment
andverbal
abuseor
other
forms
of
intimidation
beprohibited.
Theprovisions
of
this
codeconstitute
minimumandnot
ma_imumstandards,
andthis
codeshould
not
beusedtoprevent
paniesfrome_ceeding
thesestandards.
panieslying
this
codearee_pected
toplywith
nationalandother
licable
lawand,
wherethe
provisions
of
lawandthis
BaseCodeaddress
the
samesubject,
to
lythat
provision
which
affords
the
greaterprotection.
SMETA_AUDITADDITIONALELEMENTS
A:
Entitlement
to
WorkImmigration
Additional
Retailer
Specific
Elements
A1Only
workers
with
alegal
right
to
workshall
beemployed
orusedbythe
supplier.
A2All
workers
includingemploymentagencystaff,
mustbevalidated
bythe
supplier
for
their
legal
right
to
work
byrevieg
originaldocumentation.
A3Employment
agencies
mustonly
supply
workers
registered
with
them.
A4Thesuppliershallimplementprocessestoenableadequatecontroloveragencieswithregardstheabovepointsandrelatedlegislation.
B:
CodeandSystemImplementation:
Retailer
Specific
Additional
Elements
B1Suppliersaree_pectedtoimplementandmaintainsystemsfordeliveringpliancetothisCode.
B2SuppliersshallointaseniormemberofmanagementwhoshallberesponsibleforpliancewiththeCode.
B3Suppliersaree_pectedtomunicatethisCodetoallemployeesandtotheirsuppliers.
B4Suppliersshould,wherereasonablypracticablee_tendtheprinciplesofthisEthicalCodethroughtheirsupplychain.
C:
Sub-ContractingHome-working:
C1Thereshouldbenosub-contractingunlesspreviouslyagreedwiththemainclient.C2Home-workingshouldbeproperlymanaged.
D:
Environmental
D1Suppliers
shall
seekto
makecontinuous
improvements
in
their
environmental
performance
and,
asaminimum,
plywith
the
requirements
of
local
andinternational
laws
andregulations.D2
Thesupplier
shall
beawareofandply
with
their
endclients
’
environmental
requirements.
_SMETA=Sede_MembersEthical
Trade
Audit
ETI
BaseCode
Principles
of
Implementation
Thepurpose
of
the
ETIis
to
identify,
develop
andpromote
goodpractice
with
respect
to
implementing
codesoflabour
practice.
Critical
areasinclude
monitoring
andindependent
verification,
andtransparency
anddisclosure,
to
determine
andmunicate
whether
standards
embodiedin
the
codeare
being
achieved.
ETImembersacceptthe
follog
as
general
principles
uponwhich
to
develop
or
refine
their
search
for
best
practice.
mitment
Thepanygives
its
membershipof
ETI,
the
codeandits
implementation
process
aninformed
ande_plicitendorsement.
1.2
This
mitmentismunicatedthroughout
thepanyandtoits
suppliers
andsub-contractors（including
closely
associated
self-employed
staff）.1.3
Amemberofsenior
managementis
assigned
responsibilityfor
the
implementation
of
pliance
with
the
code.1.4Thecodeandtheimplementationprocessisintegratedintothecorebusiness
升级会员 