GOTS认证咨询公司｜GOTS认证社会责任体系部分这11条了解吗？它接受哪些体系？

For adequate implementation and assessment of the following specific criteria adherence to the corresponding key conventions of the International Labour Organization (ILO) must be assured.

为了对以下具体准则进行充分的实施和评估，则必须确保国际劳工组织（ILO）的相关核心公约能够得到遵守。KEVINYOUNG{(185-7640-1396)}

1.2 Employment is freelychosen

自由择业

There is no forced or bonded labour.

无强迫劳动或强制劳动。

Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice.

雇主不得要求员工交纳“押金”，不得扣押雇员的身份证件。雇员合理地提交离职通知后，便可自由地离开雇主。

1.3 Freedom of association and the right to collective bargaining are respected

尊重结社自由和集体谈判的权利

• Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
• 所有工人应一视同仁地拥有自由选择加入工会、组建工会和参加集体谈判的权利。
• The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
• 雇主应对组建工会和工会开展的活动持开明态度。
• Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
• 不得歧视工人代表，在工作场所，工人代表拥有发挥代表作用的权力。
• Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
• 在结社自由和集体谈判的权利受到法律制约时，雇主应提供便于开展独立性自由结社和谈判的途径，而不是加以阻挠。

1.4 Working conditions are safe andhygienic

安全卫生的工作环境

• A safe and hygienic working environment must be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Appropriate personal protective equipment must be provided to the workers and it must be assured that these are being used whenever necessary. Adequate steps must be taken to prevent accidents and injury to health arising from, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
• 工作环境必须安全卫生，同时需考虑到现行的行业知识和各种特定危害知识。适当的个人防护用品必须配备给工人，且必须确保得到了必要的使用。尽可能减少工作环境中本身存在的危害因素，同时采取必要合理的可行措施以预防工作过程中或与工作相关的活动导致的人身伤害和事故。
• For all chemical substances and preparations used the corresponding Material Safety Data Sheet (MSDS) must be maintained and it must be assured that the applicable health and safety measures for handling and storing these chemicals are implemented.
• 所有使用的化学品物质和配制品，都必须有对应的物质安全数据表（MSDS），且在操作和贮存这些化学品时必须确保采取了恰当的健康安全措施。
• Workers must receive regular and recorded health and safety training incl. fire prevention training and evacuation drills, and such training must be repeated for new or reassigned workers.
• 工人必须定期接受健康安全培训，包括消防培训和疏散演习，且培训要有记录。对于新工人或换岗工人，必须反复开展这类培训。
• Access to clean toilet facilities and to potable water, and, if appropriate, to rest areas, food consuming areas and sanitary facilities for food storage must be provided.
• 公司必须提供干净的盥洗设施和饮用水，若相关，公司还必须提供休息场所、用餐区，以及干净卫生的食物储藏设施。
• Accommodation, where provided, must be clean, safe, and meet the basic needs of the workers.
• 若提供了住宿，则宿舍必须卫生、安全，且能够满足工人的基本生活需求。
• The company observing the code must assign responsibility for health and safety to a senior management representative.
• 为了遵守本行为准则，公司必须指定一名高级管理者代表来负责健康安全工作。

1.5 Child labour must not beused

禁止使用童工

• There must be no new recruitment of child labour.
• 不得再招收童工。
• Companies must develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.
• 公司必须制定或采取过渡性政策和程序，为所有现有童工提供素质教育直至不再是儿童。
• Children and young persons under 18 must not be employed at night or in hazardous conditions.
• 不得雇用儿童和18 岁以下的未成年人在夜间工作或在危险环境中工作。
• These policies and procedures including the interpretation of the terms "child" and "child labour" must conform to the provisions of the relevant ILO conventions C138 and C182.
• 过渡性政策和程序中有关 “儿童”和“童工”术语的释义，必须符合 ILO 公约（C138 和C182）的相关条款。

1.6 Living wages

最低生活工资

• Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark stan- dards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary
• income.
• 标准工作周支付的工资和福利，至少要达到国家的法定标准或行业标准，两者以较高者为准。任何情况下，工资应该足以满足工人的基本生活需求，且有一些可以自由支配的收入。
• All workers must be provided with written and understandable information about their employment conditions including wages be- fore they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.
• 所有工人在受雇时，雇主必须以简明易懂的书面形式告知其雇用条件（包括工资）。每次发放工资时，雇主也必须以简明易懂的书面形式告知工人工资结算期内的工资明细。
• Deductions from wages as a disciplinary measure are not permitted nor must any deductions from wages unless provided for by na- tional law be permitted without the express permission of the worker concerned. All disciplinary measures must be recorded.
• 不允许以克扣工资的形式作为惩罚措施，即使是国家法律允许的，未经相关工人同意也不得对其工资进行各种扣除。所有惩罚措施必须有记录。

1.7 Working hours are notexcessive

工作时间不得过长

• Working hours must comply with national laws and benchmark industry standards, whichever affords greater protection.
• 工作时间必须符合国家法律规定和行业标准，两者以能为工人提供最大保护的一者为准。
• In any event, workers must not be required to work in excess of 48 hours per week on a regular basis, and must be provided with at least one day off for every 7 day period on average. Overtime must be voluntary, must not exceed 12 hours per week, must not be demanded on a regular basis and must always be compensated at a premium rate.
• 任何情况下，不得经常要求工人一周工作超过48 小时，平均每7 天必须至少有1 天休息。加班必须是自愿的，加班时间每周不得超过12 小时，不允许要求工人经常加班，且加班必须按比例支付加班工资。

1.8 No discrimination ispractised

不得有歧视行为

• There is no kind of discrimination e.g. in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affilia- tion.
• 在雇用、薪酬、接受培训、升迁、解雇或退休等方面，不得有与种族、社会阶级、国籍、宗教、年龄、残疾、性别、婚姻状况、性取向、工会会员身份或政治派别有关的歧视行为。

1.9 Regular employment isprovided

提供正式雇用

• To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
• 对于各种可能存在的工作，都必须依据国家法律和惯例建立合法的雇用关系
• Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship must not be avoided through the use of labour-only contracting, subcontracting, or home-working arrangements, or through appren- ticeship schemes where there is no real intent to impart skills or provide regular employment, nor must any such obligations be avoided through the excessive use of fixed-term contracts ofemployment.
• 不得采用纯劳务性的合约制、分包制或在家工作制，不得借助没有真正传授技能意图的学徒制，或无意提供正式雇用的学徒制以逃避正式雇用时应对雇员承担的劳动法规或社保法规规定的义务，也不得过度利用固定期限雇用合同逃避法定义务。

1.10 Harsh or inhumane treatment isprohibited

对待员工不得苛刻不人道

• Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimida- tion must be prohibited.
• 禁止人身伤害或体罚；禁止有关人身伤害的威胁、性骚扰或其它形式骚扰；禁止辱骂或其它形式的恐吓。

1.11 Social ComplianceManagement

社会责任管理

• Companies must have a policy for social accountability to ensure that the social criteria can be met. They must support the imple- mentation and monitoring of the social criteria by:
• 公司必须制定用于确保符合社会责任准则的社会责任方针。公司必须通过下列方式来支持对社会责任准则的实施和监控：
• - nominating a person responsible for socialaccountability
• 任命社会责任负责人
• - monitoring compliance with the social criteria and implementing necessary improvements at itsfacilities
• 监控工作场所社会责任准则的符合性并采取必要的改进
• - informing its workers about the content of the minimum social criteria in the applicable locallanguage(s)
• 用当地使用的语言向工人传达最低社会责任准则的内容
• - maintaining records of the name, age, working hours and the wages paid for eachworker
• 对每个工人建档，记录姓名、年龄、工作时间和支付的工资
• - 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 socialcriteria
• 允许工人提名社会责任代表，以向管理层反馈社会责任准则的履行及符合性情况
• - 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 fromthem
• 记录和调查工人或第三方提出的关于遵守社会责任准则方面的投诉，记录并保存针对这些投诉所执行的所有必要纠正措施
• - refraining from disciplinary measures, dismissals or other forms of discrimination against workers for providing information con- cerning observance of the socialcriteria
• 严禁对提出社会责任准则遵守问题的工人施加纪律处分、解雇或其它形式的歧视。

特别说明一下：如果有做过以下的这些管理体系并通过，可以做适当的免除或更容易一些！

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