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BSCI严重违规项目
更新于:2013-3-28 20:17:05
 
备注:根据201210月改版后的BSCI标准所总结出来
 
BSCI总共有如下严重违规项目,如果审核中违反了其中任何一项,此次审核的结果直接为“Non-compliant/0分”。
 
B 1.10 Is there satisfactory evidence that the company has established and maintained appropriate procedures to recruit subcontractors based on their ability to meet the BSCI requirements?
是否有满足的证据来证明工厂已经确立和维持适当的程序,利用分包商遵守BSCI社会责任要求的能力,作为聘用原则;
 
B 1.11 Is there satisfactory evidence that the company maintains appropriate records of subcontractors' commitment to social compliance, including, but not limited to the written commitment to conform to BSCI requirements?
是否有足够的证据来证明公司保留分包商致力遵守社会责任的适当记录,包括,但不限于书面承诺。
 
B1.12 Is there satisfactory evidence that the company has established a functioning system to monitor the subcontractors’ social performance including but not limited to implementing remedial and corrective action to address any non conformance identified with
工厂是否有足够的证据来证明工厂确立了系统来专门监察分包商的社会责任保险,包括但不仅限于实施和补救改善计划来对不符合项目进行相关改善补救等;
 
B2.6 Is there satisfactory evidence that documentation provided by the company is reliable and not in conflict with other sources of information?
是否有足够的证据来证明工厂所提供的文件都是可信的,且不会跟其他的信息不一致;
 
B3.2 Is there satisfactory evidence that the company complies with applicable national laws and industry standards on working hours and public holidays, which in any case will not in a regular basis exceed 48 hours?
是否有足够的证据来证明工厂的工作时间,包括法定节假日时间是符合当地法律法规要求的,每周的正常工时不能超过48小时。(备注:在中国,周正常工作时间为40小时)。
 
B3.3 Is there satisfactory evidence that overtime hours are worked on a voluntary basis, paid at a premium rate and not exceeding 12 hours per week?
是否有足够的证据来证明工厂的加班时间是在自愿的基础上实行,且按照加班费的基数所支付,且周加班时间不超过12小时;
 
B3.5 Is there satisfactory evidence that employees are entitled to at least one free day following six consecutive days worked, unless national law allows work time exceeding this limit and a freely negotiated collective bargaining agreement is in force that allows work time averaging including adequate rest periods.
是否有足够的证据证明工厂雇员连续工作六天后,享有1天假期。 如果国家法律允许时间超过该限值,以及通过自由谈判签订的有效劳资协议允许平均工作时间包含适当的休息时间,允许出现例外。
 
B4.1 Is there satisfactory evidence that workers (including those paid based on productivity) earn at least the legal minimum wage or relevant industry standard, whichever is higher?
是否有足够的证据证明工厂员工(包括那些以计件制发放工资的员工)的最低工资不会低于当地的最低工资标准。
 
B4.2 Is there satisfactory evidence that workers (including those paid based on productivity) are paid benefits at least in conformity with the national law and/or industry standards?
是否有足够的证据证明工厂员工(包括那些以计件制来发放工资的员工)的福利待遇达到当地最低的福利待遇标准。
 
B4.4 Is there satisfactory evidence that no illegal and/or unreasonable deductions are made from the salaries?
是否有足够的证据证明工厂的工人的工资不会有不合法的和不合清理的扣款。
 
B4.9 Is there satisfactory evidence that workers are paid overtime hours in line with local regulations, customs or collective bargaining agreements?
是否有足够的证据证明员工的加班费用的支付是符合当地法律要求的或者集体协议要求的。
 
B5.1.2 Is there satisfactory evidence that the company does not engage in illegal child labour?
是否有足够的证据证明工厂没有招收童工。
 
B5.1.3 Is there satisfactory evidence that the company keeps and makes available registers that contain the names and ages or dates of birth of workers less than 18 years old?
是否有足够的证据证明工厂有给工厂的未成年工做相关的登记,包括登记这些未成年工的名字和出生年月日等。(备注:未成年工是指年满16周岁但是没有满18周岁的员工)。
 
B6.1 Is there satisfactory evidence that the company does not retain any part of workers’ salary, benefits, property, documents or any other unlawful deposit in order to force workers to remain in the workplace?
是否有足够的证据证明工厂没有扣留员工的工资,福利,财产,证件或者不合法的押金来强迫员工为工厂工作。
 
B6.2 Is there satisfactory evidence that workers are allowed to leave the company premises at any time after working hours ?
是否有足够的证据来证明员工下班后可以自由离开工厂。
 
B6.3 Is there satisfactory evidence that the security guards (armed or unarmed) do not keep the workforce under pressure?
是否有足够的证据证明工厂保安(武装或者非武装)领工厂员工感到压力。
 
B6.4 Is there satisfactory evidence that workers are free to terminate their contracts and leave the company without sanctions as stipulated in the terms of the contract or national labour regulations?
是否有足够证据来证明工厂员工可以自由离职。
 
B6.5 Is there satisfactory evidence that the company does not engage or tolerate the use of corporal punishment, mental or physical coercion or verbal abuse?
是否有足够的证据来证明
 
B6.6 Is there satisfactory evidence that work is not conducted under the threat of illegal penalty or any other illegal sanction?
是否有足够证据显示,雇员不是在受到非法惩罚或其它非法处分的威胁下工作呢?
 
B6.7 Is there satisfactory evidence that if the company is using prisoners work, that work is conducted in the frame of the national law and ILO Conventions 29 and 105 and labour laws applied to those prisoners to the extent the prisoners' condition allows?
是否有足够证据显示,工厂是否使用囚犯工作,此类工作是否在劳动法和国际劳工公约29/105允许囚犯从事的范围内。
 
B7.1 Is there satisfactory evidence that the company honours the rights and freedoms of workers to establish and join trade unions or workers organizations of their own choosing?
是否有足够证据显示,工厂工人是否有权成立及参与工会和自由及独立的工人组织。
 
B7.2 Is there satisfactory evidence that the company honours the rights and freedom of workers to collectively negotiate their working conditions?
是否有足够的证据显示,工厂工人有权利为自己的工作情况进行集体谈判。
 
B7.4 Is there satisfactory evidence that neither workers nor their representatives are discriminated by the company because of freely exercising their right to organise?
是否有足够的证据显示,不管是工人还是工人代表都不会因为自由结社而受到歧视。
 
B8.1 Is there satisfactory evidence that the company treats employees equally and that there is no discrimination based on age, caste, disability, ethnic and national origin, gender, membership in workers’ organizations, including unions, political affiliation, race, religion, sexual orientation, marital status, family responsibilities, social background or other personal characteristics?
是否有足够的证据显示,工人不会因年龄,等级,残疾,种族及民族来源,性别,包括自由和独立工会在内的自认和独立工人组织的会籍,政治联系、人种、宗教、性取向、婚姻状况,家庭责任,社会背景或其他个人特征,而在报酬、福利、聘用程序、工作任务、退休准备、享受服务等方面出现差异吗?
 
B8.2 Is there satisfactory evidence that questions regarding health conditions are not used for discrimination during the recruitment process?
是否有足够的证据显示,工人不会因身体状况而在聘用程序过程中受到歧视;
 
B8.3 Is there satisfactory evidence that questions regarding health conditions are not used for discrimination during employment?
是否有足够证据显示,工人不会因身体状况而在工作过程中受到歧视;
 
B8.4 Is there satisfactory evidence that workers are NOT disciplined, dismissed or otherwise discriminated because they complain against infringements of their rights?
是否有足够的证据显示,工人不会因抱怨他们的权利受到侵犯而受到除服,开除或者其他方式的歧视。
 
B9.1 Is there satisfactory evidence that the building is suitable for production and permits work in human dignity?
是否有足够的证据显示,工厂的建筑物是适用来做工作场所和足够保护员工的。
 
B10.1.2 Is there satisfactory evidence that the company provides the necessary first-aid material and a sick room -if relevant-, in adequate and hygienic conditions as required by national law or local best practices?
是否有足够证据显示,工厂有提供必要的医疗用品和按照法律要求或者当地最佳实践要求的的适当和干净的医疗急救室。
 
B11.1.1 Is there satisfactory evidence that a risk assessment for safe, healthy and hygienic working conditions has been properly carried out?
是否有足够证据显示,工厂有对安全,健康和卫生的工作状况进行风险评估。
 
B11.1.4 Is there satisfactory evidence that the company takes serious measures to avoid endangering workers’ health by work processes or the working environment?
是否有足够证据显示工厂采取了强有力的措施来防止员工的身体健康会在工作过程和工作环境中受到威胁。
 
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