沃爾瑪驗(yàn)廠工時(shí)要求

1、Employment Practices 招聘流程

No hiring procedure

無(wú)有效招聘流程

No any personal files and hiring record in the factory

無(wú)任何人事記錄及其他招聘記錄

No age documentation in personal files (ID copy) / Labor Contract

人事檔案中無(wú)員工身份證記錄 / 勞動(dòng)合同

Falsifying age documentation

偽造/年齡證明文件

Using fake ID to acquire a job

員工使用假身份證

Borrowing someone else ID for job purpose

員工借用他人身份證或偽造年齡記錄進(jìn)廠

Work group (pregnant woman, minors, handicaps, etc) worker nature, volume beyond legal limits

特定工人(懷孕工人，未成年工，殘疾工人等)工作性質(zhì)/強(qiáng)度超過(guò)法定要求

Female / pregnant / minor workers working hours beyond legal limits

女職工/懷孕女工/或未成年工的勞動(dòng)時(shí)間超過(guò)法律規(guī)定

2、Labor Hour 工時(shí)違規(guī) ：

Incomplete and/or inconsistent time system

不完整/一致的考勤系統(tǒng)

No time records for piece rate, hourly rate, monthly rate or temp. workers

計(jì)件，計(jì)時(shí)或, 月薪或臨時(shí)工人等工人無(wú)工時(shí)記錄

Handwritten time records having no accurate on/off duty time and/or workers daily signatures

手工考勤無(wú)明確的上下班時(shí)間及員工每日簽核

Incomplete time records

不完整的工時(shí)記錄

Inconsistent working time information

不一致的工時(shí)記錄上

Wal-Mart Standard 沃爾瑪要求：

不提倡手工考勤

Factories shall maintain employee work hours in compliance with local standards and applicable national law of the countries in which the suppliers are doing business.

工廠應(yīng)具備完善的工時(shí)系統(tǒng)，準(zhǔn)確記錄所有員工的工作時(shí)間

Egregious working hours

3、嚴(yán)重超時(shí)加班

Working hour over 14hours/day

單日工作時(shí)間超過(guò)14小時(shí)

Working hours over 72hours/week (6 or 7 days)

每周工作時(shí)間超出72小時(shí)

Total working hours over 14th within consecutive 24hours (multiple shifts)

翻班工作的工人24小時(shí)內(nèi)的累計(jì)工作時(shí)間超過(guò)14小時(shí)

Wal-Mart Standard

沃爾瑪要求：

Working hours shall be no more than 72 hours per week (6 or 7 days)

每周總工作時(shí)數(shù)不得超過(guò)72小時(shí)(6天/7天)。

Wal-Mart Standard (Con):

沃爾瑪要求(續(xù))：

Working hours shall be no more than 14hours per day (in consecutive 24hours from starting of first shift)

每24小時(shí)總工作時(shí)數(shù)不得超過(guò)14小時(shí)。

Comprehensive working hour system is not acceptable however compensation leave within one pay cycle is deemed to be appropriate

不接受綜合計(jì)時(shí)但接受一個(gè)工資支付周期以內(nèi)的調(diào)休

Supplier shall maintain reasonable work hours as per local laws

工廠應(yīng)遵守營(yíng)業(yè)地的地方標(biāo)準(zhǔn)，采用合理的工作時(shí)數(shù)。

Supplier shall work towards 60 hours/week and ensure workers are provided with 7th day rest

工廠應(yīng)該朝每一工作周60小時(shí)的目標(biāo)努力(至少每七天有一天休假日)

4、Wages 薪酬違規(guī)

Unclear Wage System 不清晰的工資記錄

No payroll record in factory

工廠無(wú)工資記錄

Portion or all of the payroll record can not be provided for evaluation

工廠無(wú)法提供部分或全部工資記錄

Piece-rate wage record cannot be provided for evaluation

工廠無(wú)法提供計(jì)件工人之計(jì)件記錄

No relevant documents for bonus explanation

工廠無(wú)法提供相關(guān)獎(jiǎng)金說(shuō)明記錄

Wage cannot be verified due to unclear time system

由于工時(shí)系統(tǒng)不清晰導(dǎo)致工資無(wú)法計(jì)算

Manipulation of payroll

工廠使用兩套不一致的工資記錄

Wal-Mart requires factories to provide a clear and consistent and traceable wage system.

工廠應(yīng)提供一個(gè)清晰一致的可追溯的工資計(jì)算系統(tǒng)。

Wage for normal hours

正常工資支付不足

Hourly wage and monthly wage below the legally required minimum wage

時(shí)薪、月薪工資低于地方規(guī)定的最低工資標(biāo)準(zhǔn)

Piece-rate wage below the legally required minimum wage

單元小時(shí)的計(jì)件工資低于地方規(guī)定的最低工資標(biāo)準(zhǔn)

Actual wage below the legally required minimum wage (shall not include relevant allowance exclusive from the minimum wage)

應(yīng)得工資扣除法律規(guī)定不納入最低工資范疇的津貼之后低于當(dāng)?shù)匾?guī)定的最低工資標(biāo)準(zhǔn)

Employees in probationary and training not paid

工人試用期未獲工資

Employees not paid or under paid during production suspension (e.g., during Chinese New Year)

在停工待料期間未支付工人工資(如春節(jié)放假)

5、Insufficient Overtime Premium 加班工資支付不足

Overtime premium not paid

工廠未支付任何加班費(fèi)

According to latest China regulations, the pay formula is:Monthly pay/21.75 = daily pay

根據(jù)最新的中國(guó)法規(guī), 工資的計(jì)算公式為:日薪=月薪/21.75

Employees who works for extra hours not paid with applicable wage (e.g., workers working extra time over 30min. ahead or after normal working schedule was not paid with applicable wage)

工人超出正常工時(shí)的工作未獲工資(如工人打卡每次超出正常上下班時(shí)間30分鐘以上而工廠 未視為工作時(shí)間并給予工資)

Apprentice/training/probation wage

學(xué)徒/培訓(xùn)/試用期工資

Employees in probationary and training not paid

工人在培訓(xùn)期/試用期未獲工資

Employees paid less than applicable wage agreed in labor contract

工廠以少于勞動(dòng)合同約定的數(shù)額支付員工工資。

6、Deduction and Benefits 扣款和福利

Deduction 罰款/扣款

Workers are charged for PPE, uniform, working badges, etc on/post job application

在工人入職時(shí)或入職后收取個(gè)人防護(hù)用品, 廠服費(fèi)，工衣費(fèi)等

Deduction for food and house fee against workers wills

當(dāng)工人不在工廠食宿時(shí), 強(qiáng)制扣除工人食宿費(fèi)用

The amount of fines deducted from the employee’s wages exceeds 20% of the employee’s standard wages and/or less than min. wage after deduction.

罰/扣款金額不得超過(guò)本人標(biāo)準(zhǔn)工資的百分之二十,且扣除后的剩余工資部分不得低于 當(dāng)?shù)卦伦畹凸べY標(biāo)準(zhǔn)

Deduction not on ratio basis, i.e. deducting 30 minutes of wage for being late of 5 minutes.

不按比例扣款,如: 遲到5分鐘,扣30分鐘工資.

Factory rules/regulations with fines and deduction terms did not obtain approval from employee committee and registration in labor bureau

有罰/扣款的廠規(guī)廠紀(jì)必須經(jīng)過(guò)職代會(huì)或勞動(dòng)局備案

Failure to provide legal benefits

未提供法定福利

No provision of worker leave: Maternity leave / Paternity leave/work related injury leave

未制定工人相關(guān)福利：產(chǎn)假/ 陪產(chǎn)假/工傷假

No insurance coverage

未替工人投保