供应商遵守准则指南.doc

McdonaldsPeoples Republic of China Supplier Compliance Guidance Manual中華人民共和國供應商遵守准則指南DO /應做Buy time .Be polite /爭取時間有禮貌Act like a reporter yourself .Find out as much as you can from the reporter./要表現得象記者一樣,盡可能多地從記者那里獲得得信息Ask questions:/提出問題-What does he/she want? /他(她)需要什么-Whats his/her deadline, name, phone and media outlet? 他(她)的時間期取限,姓名,電話和受僱媒体Get help from your communication and corporate compliance departments.從傳達部和公司準則遵守部門獲得幫助Do consider that anything you say to a government official can be used by the media. Be courteous,Take the information ,and get help from Government Relations./必須注意,您對政府官員所說的每一句話均可出現在媒體上.禮貌一些,政府關系部門可提供一些信息和幫助.DO NOT /不應做Allow the media to film, photograph, or interview customers or employees on the premises.允許媒體在我們的店內錄像,拍照或會見顧客或雇員Make any promises to media.對媒體做任何承諾Try to answer questions without getting help first. (and the last thing you should try is to guess about the situation)未獲得幫助之前試圖回答問題(最不應該做的事是估計形勢).Assume the media have correct information until you have checked it out.在未證實之前認為媒體的信息正確.Give the media internal phone numbers.向媒體提供內部電話號碼Media strategies/vehicles 媒體策略/載體Please note that every situation is different in some way. The strategies suggested here should be considered guidelines for handing the situation. Please use your best judgement in determining the specific strategies you will pursue. The communications vehicles you use should be determined on an ongoing basis as circumstances warrant.請注意,具體情況是千變萬化的.此處所建議的策略應看作處理問題的指導原則.Always buy time ; take names and phone/fax numbers.要爭取時間,記下姓名和電話/傳真號碼If the situation does not directly involve McDonald s, use your best judgement to try to stay out of the story. Its very tempting to want to provide the positive side to a negative storysuch as information about our strict standards and procedures. However, we should still stay out of the story so that we do not own the issue. If unavoidable we should deliver messages about our strict procedures only over the phone in response to inquiry if pressed and it appears that no response will make us a bigger part of the story. Some other tactics to consider are.如果情況與麥當勞沒有直接關系,最好的做法是置身於事外.也許您很想提供正確的信息以否定錯誤傳聞,(例如有關我們嚴格的標準和程序),但是,我們還是應該置身于事外,以免徒生事非.如果無法避免,那么在受到追問且不回答會使問題更加復雜化時,僅應在電話中對外說明我們嚴格的管理程序.另外一些需要考慮的策略為:l Await a second call back before responding (this can be effective if reporters are calling a lot of companies to try to get anyone to respond) Keep track of these calls, however, to be sure that no persistent reporter is ignored.答復之前等待第二次來電,(這是很有效的,如果記者向許多公司打電話希望有人應答時),而且,要注意跟蹤這些電話,別忽視了那些固執的記者.l Explain that McDonald s is not involved(if true)解釋麥當勞與事情無關(如果確實如此)l Rememberdont speculate with reporters about what McDonalds would do if it were involved.記住,不要與記者推測如果與麥當勞有關,麥當勞將如何做If the situation involves McDonald s, immediately:如果情況與麥當勞有關,應立即l Prepare a care and concern message.準備一份有關我們正在關注事態的消息l Make call backs or send faxes to media who have contacted McDonald s 向已經與麥當勞聯系的媒體回電或發出傳真l Contact the crisis team and your third-party experts to alert them to the situation and to get technical advice and information. If appropriate, prepare them to be spokespeople, to offer background information, or to act as liaisons with officials.聯系危機小組和第三方專家,告知他們情況並獲得技術性建議和信息,.如有必要,請他們與發言人聯系,向發言人提供背景信息,或者讓他們作為與官方的聯絡人.If the situation is critical, involves McDonald s and news is spreading quickly, do the above and also consider faxing a statement to all major media or use your electronic news wires to reach media on a widespread basis instantly. 如果情況很危急,與麥當勞有關且消息佷快傳開,則采取以上步驟,另外應考慮向所有主要媒體發出專真說明,或利用電子新聞熱線立即盡可能廣泛地通知媒體.If a situation arise where McDonald s is at fault and people have been seriously affected, we certainly would want to make sure messages are delivered immediately, and we consider other measures such as the use of: 如果情況因麥當勞出現錯誤而引起,且公眾受到嚴重影響,則我們當然保證消息立即傳達,另外我們還應考慮諸如以下方法:l Interview with top spokesperson in neutral setting (no logos)以中立身份與最高發言人會面l Prepared video footage of preparation procedures and suppliers facilities預先準備好錄像片,介紹準備程序和供應商實體l News conference 新聞發布會When we have facts and a strong message 當我們有事實或重大消息時We are prepared to handle tough questions我們已作好應付尖銳問題的準備時Schedule remediation matrix 糾正措施Standard code provisions標準守則規定: wages and benefitsl Zero tolerance immediate inactivation ,no corrective action:不能接受的違反,立即制止, 沒有糾正行動1. Falsified pay records2. Non-payment of wages3. Not paying minimum wage-A single opportunity will be given to remediate immediately, including back payment, to avoid inactivation. Repeat violations will not be given this opportunityl -2(n. l. high) correction action plan submitted within 30 days: 30天內提交糾正行動計劃1. Legal or excessive wage deductions2. Compensation not issued directly to workers3. Withholding of employee wages for deposit4. No pay stubs provided to worker5. Systematic violation of overtime and other premium wages6. Systematic failure to provide legally mandated benefits7. Systematic miscalculation of wages and/or benefits8. Diverted payment9. Delayed payment10. Not properly compensating resigned workersl -1(n. l. medium) correction action plan submitted within 60 days: 60天內提交糾正行動計划1. Periodic late payment of wages2. Periodic violation of overtime and other premium wages3. Periodic failure to provide legally mandated benefits(social insurance leave, etc)4. Periodic miscalculation of wages (i.e. computer/human error)l 0(n.l. low) correction action plan submitted within 60 days:1.Failure to pay employee mandated withholdings to the appropriate govemment agency2.Isolate late payment of wages3.Isolated miscalculation of wages (i.e. computer / human error)4.Isolated violation of overtime and other premium wages5.Isolated failure to provide legally mandated benefits ( social insurance leave, etc.)Standard code provisions標準守則規定: Working Hours/ Time off l Zero tolerance immediate inactivation ,no corrective action:不能接受的違反,立即制止,沒有糾正行動1. Falsified time records2. Termination or discipline of workers not willing to work overtime hours3. No time recordsl -2(n. l. high) correction action plan submitted within 30 days: 30天內提交糾正行動計劃1. Work done off the clock2.Standard code provisions標準守則規定: women rights 女工權益l Zero tolerance immediate inactivation ,no corrective action:不能接受的違反,立即制止,沒有糾正行動l -2(n. l. high) correction action plan submitted within 30 days: 30天內提交糾正行動計劃1. Forced pregnancy testing as a condition of employment. 強迫驗孕作為雇用條件2. Pregnant workers performing dangerous tasks 怀孕工人進行危險作業3. Health and saftety risks that endanger reproductive health 危害生育健康的衛生和安全風險4. Subject to full body search by male security guards 被男保安全身搜查5. Termination of workers for pregnancy 因懷孕被終止雇用6. Forced use of contraception 強迫避孕l -1(n.l. medium) correction action plan submitted within 60 days: 60天內提交糾正行動計划1. Reduction in wages or pay for workers who return after pregnancy 對懷孕後返工的工人減工資2. Not allowing the legal maternity leave 不給法定的產假l 0(n.l. low) correction action plan submitted within 60 days:Standard code provisions: implementation and inspections 實施和檢查l Zero tolerance immediate inactivation , no corrective action:1. No records or documentation maintained at the factory site Documentation should, at a minimum, demonstrate the following: personnel, payroll, employee, contracts, working hours, production records, proof of age 廠方沒有保留應至少顯示以下內容的記錄或文件: 人事,工資,勞動合同,工時,生產記錄,年齡證明2. Duplicate or fraudulent records 復制或虛假記錄3. Coaching of workers for interviews教導工人面談4. Denial of access to the factory requested documentation and records拒絕查閱任何要求文件及記錄5. Any denial of access to factory workers for interview purposes 拒絕任何工人面談l -2(n.l. high) correction action plan submitted within 30 days:1. Systematic missing documentation (e.g. employment contract, personal files, payroll records, time records, etc.)系統性缺失文件如:雇用合同,個人檔案,工資支付記錄,工時記錄等等2. Expired ID s or permits 身份證或許或證過期3. Invalid or violated labor contract勞動合同無效或違反勞動合同4. Not signing labor contracts with workers, where required不與工人簽署勞動合同5. No communication or training of workers regarding their rights and factory policies.不就工人的權利和工廠的政策與他們溝通或對他們進行培訓6. Facility has not designated a person to be accountable for compliance廠方未指定專人負責跟進7. Worker was not provided a copy of the labor contract 沒有給工人勞動合同副本l -1(n.l. medium) correction action plan submitted within 60 days:1. No posting of required wage, benefit, and health posters沒有張貼要求工資,福利和衛生的報告2. Periodic missing or incomplete documentation (e.g. employment contracts, personal files,) 間歇性文件缺失或不完整.如勞動合同,個人檔案等等3. No processes are in place to ensure compliance to local law or McDonalds Code of Conduct for Suppliers沒有程序確保遵守當地法律或麥當勞供應商準則遵守4. Facility lacks policy to reflect comptiance to law 廠方缺乏政策反遵守法律5. No process in place to receive laws and updates沒有收取及更新法律的程序6. Code of Conduct not posted in the facility 廠內沒有張貼準則遵守l 0(n.l. low) correction action plan submitted within 60 days:1. Isolated missing or incomplete documentation (e.g. employment contracts, personal files,) 偶然文件缺失或不完整, 如 勞動合同,個人檔案,工資記錄,工時記錄等2. Processes for compliance are in place, but not adhered to 有遵守法例程序,但沒有堅持執行3. Not providing copy of labor contract to workers沒有向員工提供勞動合同副本4. Facility Policy incomplete廠方政策不完整Standard code provisions: Prison Labor/ Forced Labor 監獄勞工/強迫勞工l Zero tolerance immediate inactivation ,no corrective action:.1. Any type of prison, bonded, indentured or forced labor任何形式的監禁,禁錮,契約約束或強迫勞動l -2(n.l. high) correction action plan submitted within 30 days:1. Withholding of government issued identification, passports or work permits without employee consent.未經職工同意,擅自扣起政府簽發的身份証護照或工作証2. Excessive restrictions placed on basic liberties (e. g. bathroom drinking water use of infirmary, etc.)對基本自由過多地限制如:浴室,飲用水,醫務室的使用3. Workers are prohibited from leaving the factory or dormitory during normal times.禁止工人在正常時間離開工廠或宿舍4. Lack of documentation to demonstrate that overtime is voluntary.無文件證明加班是自願的l -1(n.l. medium) correction action plan submitted within 60 days:1. Periodic denial of permission to leave factory for family emergency, medical sickness, etc.間歇不允許因家庭急事看病等離廠2. Withholding of government issued identification, passports or work permits with employee consent經員工同意扣起政府簽發的身份證護照或工作証l 0(n.l. low) correction action plan submitted within 60 days:1. Refusal to permit use of external medical facilities when on-site infirmaries exist 有現場醫務室時不允許使用外部醫療設施Standard code provisions: disciplinary Practices 執行紀律做法l Zero tolerance immediate inactivation ,no corrective action:.1. Physical punishment or abuse 體罰或辱罵2. Evidence of Sexual Abuse 性搔擾證據l -2(n.l. high) correction action plan submitted within 30 days:1. Systematic evidence of verbal, mental abuse or coercion and harassment 口頭或精神辱罵或壓制搔扰的系統性證據2. Systematic excessive monetary fines as a form of discipline 系統性過量罰款作為執行紀律方式3. Systematic evidence of sexual harassment 系統性性騷擾的證據4. Security force does not adminster disciplinary action and is clearly for the protection of workers保安員是執行懲罰性紀律而明顯不是為了保護工人l -1(n.l. medium) correction action plan submitted within 60 days:1. Periodic evidence of verbal, mental abuse or coercion and harassment間歇口頭或精神上辱罵或壓制及騷擾的證據2. Periodic excessive monetary fines as a form of discipline 間歇過量罰款作為執行紀律方式3. Periodic evidence of sexual harassment間歇性性騷擾的證據4. Facility does not have a proper policy regarding disciplinary procedures and actions 在執行紀律的程序和行為動方面廠方沒有適當的政策5. Facility does not have a grievance procedure沒有處理不公平的程序l 0(n.l. low) correction action plan submitted within 60 days:1. Isolated evidence of verbal, mental abuse or coercion and harassment 偶有口頭或精神上辱罵或壓制及騷擾的證據2. Isolated excessive monetary fines as a form of discipline偶有過量罰款作為執行紀律方式3. Isolated evidence of sexual harassment 偶有性騷擾的證據4. Isolated full body search偶有全身搜查Standard code provisions: Subcontracting 分包l Zero tolerance immediate inactivation , no corrective action:1. Trans-shipment of Goods/ Mislabeling of Product非法貨物轉運/產品貼錯標簽2. Continued use of a subcontractor that has been inactivated by McDonald s 繼續使用已被麥當勞撤銷的分包商l -2(n.l. high) correction action plan submitted within 30 days:1. Homework 在家作業2. Undocumented work 沒有文件記錄的工作3. Unauthorized subcontracting 未獲受權的分包l -1(n.l. medium) correction action plan submitted within 60 days: l 0(n.l. low) correction action plan submitted within 60 days: McDonalds Position on Major Areas of China Lawsl Areas of China Laws: Min. Wage and Allowable DeductionsMcDonalds Position 2002:“Minimum wage” is defined as the lowest legal remuneration for an employee who has worked for the normal work week (40hours a week). Not all subsidies and other allowances are taken into account of minimum wage. Only the allowance, which is in proportional to or accumulated by the hours worked, are counted. Note: The following allowance or subsidies are not in “Minimum wage”: Housing allowances, food subsidies, subsidies for middle shift, night shift and work under high/low temperature, poisonous, harmful and special working environment. Legal deduction on gross wages is acceptable, even if the net wage after legal deduction , comes out less than the local minimum wage standard. Note: Auditors will verify all deductions (i.e. meal and housing fee). The total amount of deductions should not exceed50% of minimum monthly wages. Meal and Housing must be optional so that workers have the option to choose to live and eat outside of the factory.l Areas of China Laws: Average minimum wage vs. Minimum hourly wage and how it is calculated.McDonalds Position 2002:“Basic working day of the month” and “Basic working hours of a day” are defined by facility according to law.“Total working hours” is the sum of basic working hours and overtime working hours.Monthly-rate Worker: Average Hourly Wages = Monthly Salary / Defined standard for working days of the month / Defined standard for working hours of a day.Daily-rate Worker: Average Hourly Wages = Defined Standard for Daily Wages / Defined Standard for working hours of a day.Hourly-rate Worker: Average Hourly Wages = Hourly ratePiece-rate Worker: Average Hourly Wages = Total piece-rate wages of the month / Total working hoursLegal Minimum Wage Standard: Legal hourly Minimum Wage Standard = Local Monthly Minimum Wage Standard / 20.92 days / 8 hours.Compare the “Average Hourly Wages” (AHW) with the “ Legal Hourly Min. Wage Standard”(LHMWS), if AHW comes out less out less than LHMWS, ti is a violation of Paying below the Legal Min. Wage Standard.Areas of China Laws: Work Stoppage Pay ( Downtime Payment)McDonalds Position 2002: National Regulation If downtime is not longer than 1 month, the facility shall pay the wages stipulated in the labor contract, If downtime exceed one month, during which employee is on duty, the remuneration must be at least local minimum wage standard. Guangdong Province Regulation: Pay for downtime shall not be lower than 70% of the average wages of the impacted employee. (The “average wages” is calculated by using the previous 1-month wages) Shenzhen City Regulation Pay for downtime shall be 80% of the average daily wages of previous month for the first six working days of downtime, and 60% of the average daily wages of previous three months starting from the seventh day of downtime. Comprehensive Working Hour System: When operating on an approved Comprehensive Working Hour System, factory may be able to allocate days of work stoppage as rest days, so long as the worker is give the proper rest day. Rest days must be a minimum a whole day, not a partial day. If the work stoppage lasts for longer than the number of rest days left in the month, the factory must pay work stoppage pay.Areas of China Laws: Social InsuranceMcDonalds Position 2002: There are 5 types social insurance benefits: Work related injury, Retirement, Unemployment, Medical Insurance, Maternity If all 5 types of social insurance benefits are not implemented in a locality, McDonalds will accept the following:1. An approved contribution plan issued by the local Social insurance Bureau, with approved signature and issue date, showing facilitys latest coverage and contribution status for the current effective period.2. Official receipts for each contribution on the legally required social insurance benefits in that locality.Areas of China Laws: Statutory HolidaysMcDonalds Position 2002:No extra payment required as long as the company uses, or meets, the legal minimum equivalent wages that are calculated using 20.92 days per month.Areas of China Laws: Annual LeaveMcDonalds Position 2002: National Regulation: Maximum days of leave shall not exceed 2 weeks Guangdong Province Regulation:Only paid to employees who had been consecutively employed for 1 year or more. The actual number of days paid depends on the employment duration:n 5 days: 1 year and = 5 years and = 10 years and = 20 years. This regulation only applies to Guangdong Province at this stage.Areas of China Laws: Comprehensive Calculation of Working Hours SystemMcDonalds Position 2002:McDonalds will accept a Comprehensive Working Hour System under the following conditions:1. Factory has obtained the appropriate approval from the proper authority within the labor administration department2. Factory has a documented plan for implementation and use of hours3. Factory maintains a log of cumulative working hours to track compliance4. Worker hours do not exceed 60 hours per week ( or 72 hours in extraordinary business circumstances, e.g. in 4 month peak season period )5. Workers shall receive