abxc(用一张纸反正面打印)

BCBGMAXARIAGROUP Labor Compliance Requirements 劳动法规要求 General Coverage 一般覆盖范围： 1. Legal Requirements 法定要求 2. Child Labor 童工 3. Forced Labor 强迫劳工 4. Wages and Benefits 工资和福利 5. Working Hours 工作时间 6. Discrimination and Womens Rights 歧视和妇女权利 7. Disciplinary Practices 纪律准则 8. Freedom of Association 结社自由 9. Health and Safety 健康与安全 10Environmental Safekeeping 环境保护 11Monitoring Standards 检测标准 Specific Expectations 具体的期望 1. Legal Requirements 法定要求 BCBG expects its business partners at minimum to obey the labor laws of their respective countries. In the absence of specific laws, BCBG may set standards based on worldwide commonly accepted industry practices. , . BCBG希望他的商业伙伴能够最低限度地遵守他们各自国家的劳工法，在具体的法规 确实的情况下， BCBG可以设置标准，该标准建立在全世界普遍接受的行业惯例的基础上。 BCBG also expects that International law related to the conduct of business between Nations be followed at all times. United States Customs rules of Country of Origin must be strictly obeyed at all times. BCBG does not permit subcontracting unless contractor receives specific permission from BCBG business unit. , . , . BCBG也希望有关国家之间商业行为的国际法在任何时候都被遵守。在任何时候原产 国美国海关的规定也要被严格遵守。BCBG不允许分包生产，除非承包商获得BCBG 单位的特别许可。 Evidence of Compliance 符合规定的证明 Factory can account for all production. . 工厂能够解释所有的生产。 Production, purchase order and export records maintained in good order. , , . 生产，购买订单和出口记录能够维持良好的秩序。 No issues of transshipment. . 转运没有问题。 Evidence of Noncompliance 不符合规定的证明 Tampering or altering proper category and/or country of origin. . 篡改或修改本来的类别和/或原产国。 Not maintaining production, purchase order and export records. , , . 没有维持生产，购买订单和出口记录。 2. Child Labor 童工 BCBG definition of illegal child labor is the more stringent of the following: ; BCBG非法童工的定义是指下列更严格的： a. Under the age of 16, or 16 未满16周岁的，或 b. Under the compulsory age to be in school, or 低于在校义务教育年龄的，或 c. Under the legal minimum age for employment in the host country. 低于东道国最低就业年龄的。 d. BCBG also expects factory to meet all host country requirements pertaining to documentation and job placement of restricted age workers. . BCBG也希望工厂能够满足东道国所有有关文件的要求和限制工人年龄的工 作安排。 e. BCBG also expects on-site facility contractors (Canteen service, cleaning service, trimming service, etc.) to comply with laws pertaining to child labor. ( , , ) . BCBG也希望承包商提供现场设施（食堂服务，清洁服务，修建服务等）能 够符合法律关于童工的规定。 Evidence of Compliance 符合规定的证明 All employees of legal employment age. . 所有员工超过法定年龄。 All employees have valid age documentation and photo identification. . 所有员工的年龄都有有效的文件证明和有照片的身份证明。 Evidence of Noncompliance 不符合规定的证明 Workers under legal employment age. 工人低于法定就业年龄。 Lack of valid age documentation. . 缺乏年龄的有效证明文件。 Lack of photo identification. . 有限制的年龄冲突（就业安排，工作时间，文件证明等）。 Restricted age violation (job placement, work hours, documentation, etc.) , , . Underage children in factory except in approved separate child care facility. . 除非通过独立的托儿实施，在工厂的未成年儿童。 3. Forced Labor 强迫劳动 BCBG prohibits forced, prison, indentured or bonded labor. There should be no restriction on free movement of employees to: , , , , . BCBG 禁止强迫的，监禁的，有契约的或抵押的劳工。 不应该对雇员有任 何行动自由的限制： a. Work in another factory, if legally allowed, or . 如果法律允许,可以在别的工厂工作，或 b. Return to home country, if imported worker, or . 如果是输入工人，可以回本国，或 c. Leave premise of factory if necessary, or 如果必要的话，可以离开厂房，或 d. Leave dormitory, if applicable, within reason. 如果有适当的理由的话，可以离开宿舍。 e. BCBG also expects there will be no involuntary withholding of ID papers, no involuntary employee monetary deposits or other practices that would be unreasonably restrictive to workers. , . BCBG也希望不会有非自愿的扣押雇员的身份证明，非自愿的扣押雇员的货 币存款，或者不合理的限制工人的其他做法。 Evidence of Compliance 符合规定的证明 Employee relationship to factory completely voluntary. . 雇员与工厂的关系是完全自愿的。 No restriction to reasonable free movement of employees. . 没有对雇员合理的人身自由流动的限制。 Evidence of Noncompliance 不符合规定的证明 Use of forced, prison, indentured or bonded labor. , , , 使用强迫的，监禁的，有契约的或抵押的劳工。 Involuntary withholding of ID papers. 非自愿的扣押身份证文件。 Involuntary employee monetary deposits. 非自愿的扣押雇员的货币存款。 Inability to leave factory or dormitory if necessary. , . 如有必要，雇员不能离开工厂或宿舍。 Unreasonable restrictions to basic needs (bathroom, drinking water, infirmary, etc.) , , . 对基本需求有不合理的限制（浴室，饮用水，医务室等）。 4. Wages and Benefits 工资和福利 BCBG expects factory to comply with all applicable wage and benefit laws of host country including: . BCBG希望工厂能够遵守所有东道国法律包括的适宜工资和福利： a. Pay at least minimum wage for all hours worked to all employees, including pieceworkers. ( ) . 对所有雇员的所有工作时间至少支付最低工资，包括计件工。 b. Pay all hours above standard workweek at legally defined overtime premium. . 按法律支付超过标准工时的所有加班时间的工资。 c. Pay employees on schedule according to host country law. . 根据东道国的法律有计划地支付雇员工资。 d. BCBG also expects all legally required employee benefits be properly funded and paid into appropriate accounts. . BCBG也希望所有的法律规定员工的福利得到适当的资金和存入相应账户。 Evidence of Compliance 符合规定的证明 All workers meet or exceed applicable minimum wage for all hours worked. . 所有工人达到或超过适用于已工作时间的最低工资。 All hours defined as overtime paid at required OT premium. / . 所有作为加班的工时须按加班薪水支付。 All legally required benefits provided. . 提供法律要求的所有福利。 Wages paid on schedule required by law. . 根据法律有计划支付工资。 Training wage provision, if allowed, is properly applied. . 培训工资的规定，如果允许，适当地应用。 Employees confirm their wages. . 雇员确认工资。 Evidence of Noncompliance 不符合规定的证明 Clear violation of minimum wage. 显然违反了最低工资。 Clear violation of required OT premium. / 显然违反了所要求的加班薪水。 Failure to provide legally required benefits. . 不提供法律所要求的利益。 Failure to pay on schedule required by law. 不支付法律所要求的有计划地支付工资。 Failure to pay into appropriate benefits account. . 不存入适当的工资账户。 Failure to maintain employee time and wage records. . 未能保持员工的工作时间和工资记录。 Fraudulent time or wage records . 欺诈的时间或工资记录。 Improper application of training wage. . 不合理的应用培训工资。 5. Working Hours 工作时间 BCBG expects factory to operate according to host country laws pertaining to work hours as follows: . BCBG 希望工厂的运营能够按照东道国关于工作时间的安排, 如下: a. Work hours (per day, per week, per month) and days off (7th day rest), mandated holidays, vacation periods, etc.) must meet legal requirements. (/) , , . 工作时间(每天,每星期,每月)和休息日(第7天休息，规定的假期等），必须符合法规要求 。 b. If law allows work hour exemptions, factory must have official documentation approving exemption. , . 如果法律允 许的工作小时豁免，工厂必须有正式文件批准豁免。 c. BCBG expects factory to have accurate and systematic time records to establish employee work hours and expects all work that is done by employees to be time recorded. . BCBG希望工厂有准确和系统的时间记录来确认员工的工作时间，希望所有由员工 做的工作都有时间 记录。 Evidence of Compliance 符合法规的证明 Work hours and workdays do not exceed legal maximum. . 工作时间和工作日不超过法定最高。 Factory has valid work hour exemptions, if applicable. . 如果合适的话，工厂有有效工作时间的豁免。 Employee overtime is voluntary. . 员工加班是自愿的。 Any work done on 7th day or holidays is voluntary and compensated according to law. , , . 任何在第7天或假期所做的工作是自愿的，依法获得赔偿。 Work hours are posted in factory. . 工作时间张贴在工厂。 Employees confirm their work hours. . 员工确认他们的工作时间。 Evidence of Noncompliance 不符合法规的证明 Exceeding legal maximum on work hours. . 工作时间超过法定最高工时。 Working illegal 7th day. 第7天际非法工作。 No valid time keeping system. . 没有有效的计时系统。 Mandatory overtime. 强制性加班。 Falsified time records. , . 粉饰的时间记录。 Working “off the clock”. , . 员工下班点后仍继续工作。 Denial of mandated rest/meal times. / . 否认规定的休息或吃饭时间。 Denial of mandated holidays and vacations. / . 否认规定的假日和法定假期。 6. Discrimination 歧视 BCBG expects that people will be employed based on their ability to perform a needed function; not on the basis of personal beliefs and/or characteristics. BCBG prohibits employment practices based on: , , . BCBG希望员工受雇佣是建立在他们能完成所需要完成的工作，而不是因为个人信仰 或特征而受雇佣。BCBG禁止雇佣准则建立在以下几种情况： a. Race, religion, creed , , 种族，宗教，信仰 b. Gender, age, ethnicity , , 性别，年龄，种族地位 c. BCBG views mandatory pregnancy testing as a violation of womens rights and will not allow pregnancy testing as a pre-employment reason to not hire or a post-employment reason to terminate. . BCBG会把强制性的怀孕测试作为侵犯妇女的权益，不允许怀孕测试作为员 工不受雇佣的理由或者是辞退已雇佣员工的理由。 Evidence of Compliance 符合规定的证明 Employment strictly based on ability to perform job. . 就业严格根据员工执行工作的能力。 Purpose of any medical exams clearly explained to employees. . 任何医疗测试的目的都要清楚地向员工解释。 Any medical tests clearly indicate nature of tests. . 任何医疗测试都要清楚地表明测试的性质。 Clear documentation of workers returning from maternity leave with full benefits paid. . 有明确的文件表明由产假回来的员工拥有全额支付的权益。 Evidence of Noncompliance 不符合规定的证明 Verified incidents of discrimination. . 经核实有歧视的事件。 Pregnancy testing required as employment criteria. . 怀孕测试作为就业标准。 Verified incidents of denial of employment based on pregnancy status. . 经核实的事件有拒绝雇佣是建立在怀孕状况的基础上。 Mandatory pregnancy testing for any reason other than required by law. . 以任何理由进行强制性的怀孕测试，出了法律要求。 Forced use of contraceptives. () . 强迫使用避孕药具。 Physical searches by opposite gender security guards. . 由异性保安进行身体搜查。 Workplace segregation of workers by race, gender or other characteristic. , , . 根据种族，性别或其他特征在工作场所进行种族隔离。 Limited privileges of imported workers. . 限制外地劳工的特权。 7. Disciplinary Practices 纪律准则 BCBG does not condone any type of harassment, abuse, and corporal, mental or physical punishment of employees. BCBG specifically prohibits: , , . BCBG . BCBG 不容许对员工的任何类 型的折磨，虐待，肉体和精神上的惩罚。BCBG特别禁止以下情况： a. Harassment of any form (verbal, physical, sexual, etc.). , , 任何形式的折磨（口头，身体，性等）。 b. Physical punishment of any form. 任何形式的身体惩罚。 c. BCBG views regular harsh language towards workers as verbal abuse. . BCBG把对员工定期严厉的语言当作言语虐待。 d. BCBG does not allow monetary deductions as a disciplinary practice. . BCBG不允许把扣除金钱作为纪律准则。 Evidence of Compliance 符合规定的证明 No violations of above points. . 对上述各点没有违反规定。 A three step disciplinary process (verbal, written, termination). 3 ( ) 3个步骤的纪律处分程序（口头，书面，终止） Posting of work rules with clear knowledge that violation leads to disciplinary process. . 发放工作规则有明确的认知，即导致违反纪律准则。 Evidence of Noncompliance 不符合规定的证明 Verified incidents of harassment, physical, mental or verbal abuse. , . 经核实的折磨，身体，精神或者口头上的虐待。 Disciplinary actions without posted work rules. . 没有公布工作纪律处分的规则。 8. Freedom of Association 结社自由 BCBG supports the employees ability to exercise their legal rights of free association. BCBG believes employees have the right to: . BCBG支持员工行使自由结社的法律权利，BCBG认为员工有以下权利： a. Establish legal organizations. 建立法律组织。 b. Join or not join legal organizations of their own choosing. . 参加或不参加他们自己选择的合法组织。 c. Not be penalized for their non-violent exercise of such legal rights. . 员工非暴力地行使法律权力不受惩罚。 Evidence of Compliance 符合规定的证明 No reported violations . 没有报告的侵犯行为。 Posted Code of Conduct affirming F.O.A rights. . 发布行为准则肯定F.O.A 权利。 F.O.A covered with employees as part of orientation. . F.O.A覆盖员工作为指导的一部分。 Clear documentation of reasons for terminations. . 终止的原因有清楚的文件证明。 Evidence of Noncompliance 不符合规定的证明 Verified incidents of illegal termination or other actions due to exercise of legal rights of F.O.A. . 核实的事件有因行使F.O.A 权利遭到非法禁止或其他行为。 Threats toward exercising legal rights of F.O.A. . 对行使F.O.A法律权利的威胁。 9. Health and Safety 健康与安全 BCBG expects factory to meet all host country laws pertaining to health and safety in factories and dormitories (if applicable). In the absence of or in addition to specific host country standards, BCBG expects factory to have: . . BCBG希望工厂能够满足所有东道国法律关于在工厂和宿舍健康与安全的规定（如适 用）。如缺乏东道国的具体标准，BCBG希望工厂有： a. Adequate first aid supplies . 充足的急救用品。 b. Exits clearly marked, unlocked and unblocked , , . 出口标志明显，解锁和畅通。 c. At least two exits per floor 2 . 每层楼至少2个出口。 d. Main exit doors allow clearance of building . 主要的出口门允许通关建设。 e. Illustrated evacuation plan in native language of workers . 用工人的母语说明疏散计划。 f. Functional and accessible fire extinguishers or hoses on each floor, with valid inspection dates , . 每层楼都有有功能和可用的灭火器和软管，持有效检验日期。 g. Facility clean, free of obvious rodent infestation . 设施清洁，无明显鼠患。 h. Unrestricted access to potable water . 无限制的使用饮用水。 i. Restrooms clean and functional . 厕所清洁并有功能。 j. Adequate ventilation . 足够的通风。 k. No obvious fire hazards (exposed wiring, overloaded electrical outlets, improper storage of combustible materials, etc.) .( , , .) 没有明显的火警危险（外露电线，超负荷的电源插座，易燃材料储存不当等 ） Evidence of Compliance 符合规定的证明 The following presents the basic BCBG Health and safety standards for factories, canteens and dormitories: , , . 下面列出了BCBG 关于工厂，食堂和宿舍基本的健康与安全标准： A. FACTORY 工厂 First Aid Supplies. 急救用品 a. At least one first aid kit per clearly separated work area, or . 每一个明确分开的工作区至少有一个急救箱，或 b. One first aid kit for every 100 workers. 100 1 . 100个工人使用1 个急救箱。 c. Trained first aid responders. . 有训练有素的应急者。 d. Minimum contents of first aid kit to include: . 每个急救箱最低限度应包含以下内容： Adhesive bandages 创口贴 Instant cold packs 及时冰袋 Gauze bandages 纱布绷带 Disposable gloves 1 一次性手套 Adhesive tape 胶带 First aid cream 急救霜 Alcohol 酒精 Antiseptic wipes 抗菌湿巾 e. Other recommended first aid supplies include: 其他建议急救用品包括： Eye wash 洗眼液 Elastic bandages 弹性绷带 Tweezers () 镊子 Exits clearly marked, unlocked and unblocked. , . 出口标志明显，解锁和畅通。 a. Exit signs visible. . 出口标志明显。 b. Emergency lights at exits or generator power available for power failure. , . 电源故障时在出口的应急灯或发电机发电可使用。 c. Stairwells have emergency lights . 楼梯间有应急灯。 d. Exit doors at least two people wide. 2 . 每个门至少有2人宽。 e. At least two exits per floor. 2 每层楼至少2个出口。 f. Exits open directly to outside or exterior stairwell. . 每个出口可以直接从外面或外部的楼梯打开。 Aisle space allows for effective emergency evacuation. . 过道空间允许应急有效的疏散。 a. Main aisles at least two people wide. 2 . 主要过道至少有2人宽。 b. Main aisles clearly marked. . 主要过道有明确标志。 c. Aisles clear of obstructions, kept clean of sewing scraps. , . 通道畅通，清除废料保持清洁。 d. Secondary aisles two people wide.2 2 . 第二过道有2人宽。 e. Main emergency aisles illuminated. . 主要应急通道有照明设备。 Illustrated evacuation plan in clear view of each floor. . 说明每层楼的疏散计划应明确清晰。 a. Evacuation plan in native language of workers. . 疏散计划应用员工的母语说明。 b. Evacuation drills conducted annually. . 每年进行疏散计划演习。 Accessible fire extinguishers and/or hoses in clear view on each floor. . 每一层都有明显的看到可用的灭火器和/或软管。 a. One extinguisher per clearly separated work area and one extinguisher per 25 employees OR, one extinguisher per 75 feet circumference. 1