GOTS認(rèn)證輔導(dǎo)，GOTS社會責(zé)任準(zhǔn)則規(guī)定的其他待遇
概述：東莞GOTS認(rèn)證，廣州GOTS認(rèn)證，廈門GOTS認(rèn)證
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王普吉
3.9
WORKING TIME
3.9
工作時間
3.9.1 Working hours shall comply with national laws, collective bargaining agreements and benchmark
industry standards, whichever affords greater protection.
3.9.1 工作時間應(yīng)符合國家法律規(guī)定、集體談判協(xié)議和行業(yè)標(biāo)準(zhǔn)，以能為工人提供最大保護的為準(zhǔn)。
3.9.2 In any event, workers shall not be required to work in excess of 48 hours per week on a regular basis,
shall have the right to have rest breaks in every working day and shall be provided with at least one
day off for every 7-day period on average.
3.9.2 任何情況下，不應(yīng)經(jīng)常要求工人一周工作超過 48 小時，每個工作日應(yīng)有休息間隔，平均每 7 天必須
至少有 1 天休息。
3.9.3 Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regu
lar basis, and shall not represent a significantly higher likelihood of occupational hazards.
3.9.3 加班應(yīng)是自愿的，加班時間每周不得超過 12 小時，不應(yīng)要求工人經(jīng)常加班，不應(yīng)暴露在明顯高危的
工作環(huán)境中。
3.10 NO PRECARIOUS EMPLOYMENT IS PROVIDED
3.10 不提供沒有保障的工作
3.10.1 To every extent possible work performed shall be on the basis of recognised employment relation
ship established through national law and practice.
3.10.1 對于各種可能存在的工作，均應(yīng)依據(jù)國家法律和慣例建立合法的雇用關(guān)系。
3.10.2 Obligations to employees under labour or social security laws and regulations arising from the regu
lar employment relationship shall not be avoided through the use of labour-only contracting, subcon
tracting, or home-working arrangements, or through apprenticeship schemes where there is no real
intent to impart skills or provide regular employment, nor shall any such obligations be avoided
through the excessive use of fixed-term contracts of employment.
3.10.2 不應(yīng)采用純勞務(wù)性的合約制、分包制或在家工作制，不得借助沒有真正傳授技能意圖的學(xué)徒制，或無
意提供正式雇用的學(xué)徒制以逃避正式雇用時應(yīng)對雇員承擔(dān)的勞動法規(guī)或社保法規(guī)規(guī)定的義務(wù)，也不應(yīng)
過度利用固定期限雇用合同逃避法定義務(wù)。
3.11 MIGRANT WORKERS
3.11 移徙工人
3.11.1 Equality in treatment shall be provided as compared to local workers who work at employer’s facili
ties. This includes remunerations, social security, access to training and other provisions of GOTS
Social Criteria.
3.11.1 應(yīng)提供與在雇主場所工作的當(dāng)?shù)毓と讼嗤拇觥＿@些待遇包括報酬、社會保障、獲得培訓(xùn)以及
GOTS 社會責(zé)任準(zhǔn)則規(guī)定的其他待遇。
3.11.2 Migrant workers shall have access to their travel documents3.11.2 移徙工人應(yīng)能獲得其旅行證件。
3.11.3 Besides other standard requirements, written employment contract shall include - in a language that
the worker understands- clear information about provisions of terms, duration and hours of employ
ment, deductions, benefits (such as leave and insurance), housing, food, transportation, and other
applicable provisions.
3.11.3 除其他標(biāo)準(zhǔn)要求之外，書面雇傭合同應(yīng)以工人理解的語言編制，其中列明與雇傭條款、雇傭期限和時
間、扣繳、福利（如休假和保險）、食宿、交通和其他適用條款的明確信息。
3.11.4 If food, accommodation, transportation or other services are provided, they shall be provided at a
rate not higher than the market rate.
3.11.4 如果提供食宿、交通或其他便利，其價格不得高于市場行情。
3.12 SOCIAL COMPLIANCE MANAGEMENT
3.12 社會責(zé)任管理
Companies shall have a policy for social accountability to ensure that the social criteria can be met. They
shall support the implementation and monitoring of the social criteria by:
公司應(yīng)制定用于確保符合社會責(zé)任責(zé)任準(zhǔn)則的社會責(zé)任方針。公司應(yīng)通過下列方式來支持對社會責(zé)任準(zhǔn)則的實
施和監(jiān)控：
3.11.1 Nominating a person responsible for social accountability
3.11.1 任命社會責(zé)任負(fù)責(zé)人
3.11.2 Monitoring compliance with the social criteria and implementing necessary improvements at its fa
cilities, also keeping in mind potential adverse impacts.
3.11.2 監(jiān)控工作場所社會責(zé)任準(zhǔn)則的符合性并采取必要的改進(jìn)，還應(yīng)關(guān)注潛在的不利影響。
3.11.3 Informing its workers about the contents of their employment contract, minimum social criteria and
any other related information provided by GOTS in the applicable local language(s).
3.11.3 用當(dāng)?shù)厥褂玫恼Z言向工人傳達(dá)其雇傭合同、最低社會責(zé)任準(zhǔn)則和 GOTS 標(biāo)準(zhǔn)中所涉及的相關(guān)內(nèi)容
3.11.4 Maintaining records of the name, age, working hours and the wages paid for each worker
3.11.4 對每個工人建檔，記錄姓名、年齡、工作時間和支付的工資
3.11.5 Allowing the workers to nominate a representative for social accountability that is able to provide
feedback to the management regarding implementation status of and compliance with social criteria
3.11.5 允許工人提名社會責(zé)任代表，以向管理層反饋社會責(zé)任準(zhǔn)則的履行及符合性情況
3.11.6 Providing time and space to workers to organise and engage in collective bargaining.
3.11.6 為工人組織和參與集體談判提供時間和空間。
3.11.7 Recording and investigating complaints from workers or third parties related to the adherence to the
social criteria and maintaining records about any necessary corrective measures arising from them
3.11.7 記錄和調(diào)查工人或第三方提出的關(guān)于遵守社會責(zé)任準(zhǔn)則方面的投訴，記錄并保存針對這些投訴所執(zhí)行
的所有必要糾正措施
3.11.8 A functional and effective complaint mechanism shall be established. Anonymous complaint mecha
nism shall be followed to the maximum possible extent.
3.11.8 應(yīng)制定有效的投訴機制。應(yīng)盡最大可能遵循匿名投訴機制。
3.11.9 Upon request, Certified Entities shall provide information about complaint records to their Certified
Buyers should complaints possibly be related to the business practises of such Certified Buyers.
3.11.9 如果投訴可能與被認(rèn)證買家的業(yè)務(wù)活動有關(guān)，則根據(jù)要求，被認(rèn)證實體應(yīng)該向被認(rèn)證買家提供與投訴
記錄有關(guān)的信息。
3.11.10 Refraining from disciplinary measures, dismissals or other forms of discrimination against workers for
providing information concerning observance of the social criteria
GOTS Version 5.0– Page 43 of 55
GOTS 5.0 版GOTS Version 5.0– Page 44 of 55
GOTS 5.0 版
3.11.10 嚴(yán)禁對提出社會責(zé)任準(zhǔn)則遵守問題的工人施加紀(jì)律處分、解雇或其它形式的歧視
3.11.11 For home-workers, data on the nature, extent and characteristics of home-work shall be compiled by
the employer and made available to Certification Bodies. Appropriate access to private home
working premises shall be arranged by employers for the purposes of inspection and audit.
3.11.11 對于居家工人，雇主應(yīng)編制關(guān)于居家工作的性質(zhì)、范圍和特點的數(shù)據(jù)，并將該等數(shù)據(jù)提供給認(rèn)證機
構(gòu)。雇主應(yīng)為檢查和審核目的，安排相關(guān)人員在適當(dāng)情況下進(jìn)入居家工作場所
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