EIT基本守则中英文对照精选.docx

1、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

2、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

3、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

4、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

5、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 everyefforttoensurethatthetranslationsoftheETI Base Code andPrinciplesof Implementationare as

6、 pleteand accurateas possible.However, please note thatin both cases itis the English languagedocumentswhichshouldbe treatedas theofficialversions.Employment isfreelychosenThere isno forced,bonded or involuntaryprisonlabour.1.2Workers are not requiredtolodge“deposits” ortheiridentitypaperswiththeire

7、mployerand arefreetoleavetheiremployerafterreasonablenotice.Freedom ofassociationand therighttocollectivebargainingarerespectedWorkers,withoutdistinction,have therighttojoinorformtradeunionsoftheirown choosingand to bargaincollectively.2.2The employeradoptsan open attitudetowardstheactivitiesoftrade

8、unionsand their organisationalactivities.2.3Workers representativesare notdiscriminatedagainst 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 d

9、oes not hinder, the development of parallel means for independent and free association and bargaining.Working conditionsaresafeand hygienicA safeand hygienicworkingenvironmentshallbe provided,bearinginmind theprevailingknowledgeof theindustryand ofany specifichazards.Adequatestepsshallbe takento pre

10、ventaccidentsand injurytohealth arisingoutof,associatedwith,oroccurring 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 sh

11、all be repeated for new or reassigned workers.3.3 Access to clean toilet facilities and to potable water, and, if ropriate, sanitary facilities for food storage shall be provided.3.4 Acmodation, where provided, shall be clean, safe, and meet the basic needs of the workers.3.5 The pany observing the

12、code shall assign responsibility for health and safety to a senior management representative.Childlabourshallnotbe usedThereshallbe no new recruitmentofchildlabour.4.2paniesshalldeveloporparticipateinand contributetopoliciesand programmes whichprovideforthetransitionof any childfoundtobe performingc

13、hild labourtoenableherorhim toattend and remain in quality education until no longer a child; “child ” and“childlabour ” beingdefinedintheendices.4.3Childrenand young personsunder 18 shallnotbe employedatnightorinhazardousconditions.4.4These policiesand proceduresshallconformtotheprovisionsofthe rel

14、evantILOstandards.Livingwages arepaidWages and benefitspaidfora standardworkingweek meet, at a minimum, nationallegalstandardsor industry benchmark standards,whicheverishigher.Inany eventwages shouldalwaysbe enough tomeet basicneeds and toprovidesome discretionaryine.5.2Allworkersshallbe providedwit

15、hwrittenand understandable Informationabouttheir employment conditions in respect to wages before they enter employment and about theparticularsoftheirwages forthepay periodconcernedeach timethattheyare paid.5.3Deductionsfromwages as a disciplinarymeasure shallnotbe permittednor shallany deductionsf

16、rom wages notprovidedforby national law be permittedwithoutthee_pressedpermissionoftheworkerconcerned.Alldisciplinary measures should be recorded.Workinghoursarenote_cessiveWorkinghoursplywithnationallawsand benchmark industrystandards,whicheveraffordsgreater protection.6.2Inany event,workersshallno

17、ton a regularbasisbe requiredtowork ine_cessof48 hours perweek and shallbe providedwithatleastone day offfor every 7 day period on average.Overtime shall be voluntary, shall not e_ceed 12 hours per week, shall not be demanded on a regular basis and shall always be pensated at a premium rate.No discr

18、iminationispractisedThere is no discriminationinhiring,pensation,access to training,promotion,terminationor retirement based on race,caste,nationalorigin,religion,age,disability,gender,maritalstatus,se_ualorientation, unionmembership orpoliticalaffiliation.Regularemployment isprovidedTo everye_tentp

19、ossiblework performedmust be on thebasisofrecognisedemploymentrelationship establishedthroughnationallawand practice.8.2Obligationstoemployeesunderlabourorsocialsecurity laws andregulationsarisingfromtheregularemployment relationshipshallnotbe avoided through the use of labour-only contracting, sub-

20、contracting, or home-working arrangements, or through renticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligationsbe avoidedthroughthee_cessiveuse offi_ed-termcontractsofemployment.No harshorinhumane treatmentisallowedPhysicalabuse

21、ordiscipline,thethreatofphysicalabuse,se_ualor otherharassmentand verbalabuse orotherformsofintimidationbe prohibited.The provisionsofthiscode constituteminimum and notma_imum standards,and thiscode shouldnotbe used to preventpanies from e_ceedingthese standards.panies lyingthiscode are e_pectedto p

22、ly withnational and otherlicablelaw and,where theprovisionsoflaw and thisBase Code addressthesame subject,toly thatprovisionwhichaffordsthegreater protection.SMETA_AUDIT ADDITIONALELEMENTSA: EntitlementtoWork ImmigrationAdditionalRetailerSpecificElementsA1 Onlyworkerswitha legalrighttowork shallbe e

23、mployedor used by thesupplier.A2 Allworkersincluding employment agency staff,must be validatedby thesupplierfortheirlegalrighttoworkby reviegoriginal documentation.A3 Employmentagenciesmust onlysupplyworkersregisteredwiththem.A4 The supplier shall implement processes to enable adequate control over

24、agencies with regards the above points and related legislation.B: Code and System Implementation:RetailerSpecificAdditionalElementsB1 Suppliers are e_pected to implement and maintain systems for delivering pliance to this Code.B2 Suppliers shall oint a senior member of management who shall be respon

25、sible for pliance with the Code.B3 Suppliers are e_pected to municate this Code to all employees and to their suppliers.B4 Suppliers should, where reasonably practicable e_tend the principles of this Ethical Code through their supply chain.C: Sub-Contracting Home-working:C1 There should be no sub-co

26、ntracting unless previously agreed with the main client.C2 Home-working should be properly managed.D: EnvironmentalD1 Suppliersshallseek tomake continuousimprovementsintheirenvironmentalperformanceand,as a minimum,ply withtherequirementsoflocaland internationallawsand regulations.D2The suppliershall

27、be aware of and plywiththeirend clientsenvironmentalrequirements._SMETA= Sede_ Members EthicalTradeAuditETIBase CodePrinciplesofImplementationThe purposeoftheETI istoidentify,developand promotegood practicewithrespecttoimplementingcodes of labourpractice.Criticalareas includemonitoringand independen

28、tverification,and transparencyand disclosure,todetermineand municatewhetherstandardsembodied inthecode arebeingachieved.ETI members accept thefollogasgeneralprinciplesupon whichtodeveloporrefinetheirsearchforbestpractice.mitmentThe pany givesitsmembership ofETI,thecode and itsimplementationprocessan

29、 informedand e_plicit endorsement.1.2Thismitment is municated throughoutthe pany and to itssuppliersand sub-contractors (includingcloselyassociatedself-employedstaff).1.3A memberof seniormanagement isassignedresponsibility fortheimplementationofpliancewiththecode.1.4 The code and the implementation process is integrated into the core business