Adidas验厂咨询-暴露在有害物质下的工人需提供个人防护装置

List B: Threshold Issues
B： 门槛问题 
1. Deliberate Harassment of Unions 蓄意骚扰工会员工 
The harassment may be physical or mental in nature, but usually consists of persistent discrimination against the officer or members of a union. It may occur during the recruitment process or form part of the management style of the supplier in its day-to-day running of the factory. 
骚扰可能是身体上或精神上的， 但通常是包括一贯的歧视工会成员或工会的领导。 它可能发生在招工过程中， 或已经成为供应商日常经营工厂过程中管理模式的一部分。
For example: 例如： 
a. Supervisors are either allowed, or instructed, to harass union members or officers through use of abusive language, allocating ‘dirty’ jobs, rotating between departments, or passing over for promotion or other rewards. 
允许或指示管理干部对工会成员或领导进行骚扰， 包括使用侮辱性语言，或者分配“脏”的工作，让他们在各部门轮岗， 或不提供升职机会或其他奖励。
b. Interfering with union activities or preventing access to members and workers by the union. 
妨碍工会活动或阻止工会接近会员和工人。
c. Punishing workers or union members for joining a strike. 
惩罚参加罢工的工人或工会成员。
2. Excessive Overtime 超时加班 
This means the following: 指的是：
a. more than 60 hours per week as a general practice or a regular basis. This applies to any individual production line worker. This excludes drivers and security guards, in which case 72 hours is the allowable weekly maximum. 
工厂每周工作时间经常超过 60 个小时。这适用于所有生产线工人。但这不包括司机和保安，司机和保安每周允许最多工作 72 小时。
b. missing rest days, such as consecutive Sundays worked without compensatory time off at least half of the previous 12 months 
缺少休息日， 例如星期日连续工作而未进行有薪补休， 并且在前 12 个月中至少一半时间是这样。
3. Non-Payment of Wages – Timing 未支付工资 -按时 
Non-payment, for the purposes of defining Threshold Issues, means failure to pay workers: 
未按时支付工资被确定为门槛问题，是指工资没有按照以下的规定时间支付：
a. within 30 days of the end of the pay period; or 
工资结算周期后的 30 天内；或
b. within the amount of time specified by local law if less than 30 days and a frequency of more than one time during the previous 12 months. 
当地法律要求的支付时间少于 30 天的要遵守法律规定的时间， 并且在过去 12 个月内超过一次未按时支付。
4. Non-Payment of Wages – Amount 未支付工资-足额 
Supplier must pay wages in full. Partial payment of wages will be considered as nonpayment of wages. For the purposes of this Threshold Issue, Wages includes the following standard items of a worker’s wage package, i.e.: 
供应商必须全额支付工资。部分支付工资将被视为未付工资。 未足额支付工资被确定为门槛问题，这里所说的工资包括员工工资组成的以下的部分：
a. the monthly minimum or basic wage (basic wage may be higher than the local legal minimum wage); 
月最低工资或基本工资（基本工资可能高于当地法定最低工资） ；
b. All overtime payment due to the worker for the pay period 
工资结算周期内的所有加班工资
c. all fixed amounts, for example technical allowance, seniority allowance, meal allowance, night shift allowance, hardship or position allowance 
所有固定金额工资，例如技术津贴、工龄津贴、伙食津贴、夜班津贴、 特殊工种或职位津贴
d. any non-fixed amounts, which are calculated based on the productivity or output for that pay period, for example a monthly efficiency or productivity bonus, which is provided, based on the performance/output of the worker’s unit or the individual worker. 
工资结算周期内基于生产效率或产量来计算的非固定金额工资，例如， 基于团体或个人工作表现/产量计算的月绩效奖金或超产奖金。
（新增）e. upon termination of the employment relationship, the payment of severance dues in accordance with legal requirements or adidas’ guidelines, whichever is higher. 
（新增）e. 雇用关系终止后，根据法律要求或阿迪达斯准则支付遣散费，以较高者为准。
For the purposes of this threshold issue, ”wages” do not include any discretionary bonuses which management may provide workers from time to time, e.g. those payments based on the financial performance of the factory or local custom. 
这里的“工资”不包括那些管理层会时不时酌情发放给员工的奖金，例如， 基于公司财务状况或当地习俗而发放的奖金。
5. Fraud & Exploitation 欺诈和剥削 
Double book-keeping or other fraudulent practices in evidence. 
经确认有两套记录或存在其他舞弊行为。
6. Management Attitude and Systems 管理层态度和管理体系 
a) The attitude of the factory management is so poor that the monitor believes there will be nil or minimal cooperation on the part of the supplier in any remediation process. It must form part of the management style of the supplier, i.e. it is not a problem of just one or two uncooperative members of the management team. For example, the owner or general manager tells the monitor that the factory refuses/will refuse to comply with the Standards, or members of the management team consistently lie to the monitor throughout factory visits or in general communications. 
工厂管理层的态度非常差， 审核员认为供应商在问题改善方面没有积极合作的态度。 作为门槛问题， 这一定已经确认是供应商管理风格的一部分， 而不仅仅是管理团队中一两个成员的不合作。 例如， 工厂老板或总经理告诉审核员工厂现在或者以后拒绝遵守审核标准， 或管理团队的成员在访问工厂或常规沟通中一直对审核员撒谎。
b) The systems are so poor as to be beyond remedy. There is a complete lack of commitment from management, and no sense that any further improvements will be made in good faith. For example, management may indicate that it has absolutely no capacity or willingness to implement systems that will help manage the workforce and supplier compliance. 
管理体系非常差， 无法补救。 管理层完全缺少承诺， 没有进一步改善的诚意。例如， 管理层表示工厂完全没有能力也没有愿意来实施体系， 而这些体系将帮助工厂更好的管理员工和合规性。 
7. Serious Labour Problems 严重的劳工问题 
This applies to the following: 适用于以下情况： 
a. no time recording system, or one that is not verifiable (e.g. worker signatures are accepted as means of verification) 
无工时记录系统， 或工时记录不能验证其真实性（例如员工签名是一种被接受的确认方法）
（更新）b Failure to provide or properly contribute to accident insurance, health insurance, or any other legally required benefits, such as medical leave, etc 
（更新）b 未提供或缴纳意外保险、健康保险或任何其他法律规定的福利（如病假等）。
c. No payment records, pay system, or undocumented practices, such as workers being paid off-the-books 
无工资支付记录、 工资支付系统，或存在不被记录的工资支付行为， 比如支付工人工资但是工资表上不记录。
d. Failure to implement minimum wage and proper overtime or holiday rates 
最低工资，加班费，或者法定假期工资支付不足
（更新）e Terms of employment (e.g. contract status, duration) in violation of legal requirements and/or no proof of employment in personnel files or worker records system. 
（更新）违反法律要求的雇用条例（例如合同状态、期限等方面）；和/或人事档案或者工人记录系统中无劳动合同。
（更新）f Exploitative recruitment practices, including recruitment fees or related costs being borne by workers in contravention of adidas’ Responsible Recruitment Policy1, and/or the involuntary retention of original worker documentation, such as passports, without worker access. 
（更新）剥削性招聘做法，包括让工人承担招聘费或相关费用等违反阿迪达斯负责任的招聘政策，和/或非自愿扣留护照、身份证等工人原始证件，未经过员工同意。
g. No proper age documentation on personnel files 
人事档案中无正确的年龄证明文件
h. Child labour was found in current and approved suppliers and the supplier has not undertaken the appropriate remediation to minimize and remove the further risk of recruiting workers under the legal age of employment and/or secure the long-term future and education of the child labourer as per the guidance given in our Employment Guidelines. 
在现有供应商和被授权的供应商中发现童工， 并且供应商没有采取适当的补救措施以降低或者消除在未来招聘到低于法定工作年龄的儿童的风险， 或者没有按照阿迪达斯的雇佣指南的标准确保被雇佣的儿童获得未来长期的发展和接受教育。
i. Juvenile and pregnant workers are placed in hazardous positions that compromise their moral integrity, spiritual, and moral development. The juvenile workers are allowed to work overtime. 
未成年工和怀孕工人被安排在有危害岗位， 有害身心发展。允许未成年工加班。
j. Use of apprentices or trainees with pay below minimum wage 
使用学徒工或实习生，且工资低于最低工资标准
k. Unauthorised deductions of any kind from a worker’s pay, fines or monetary penalties used as a form of discipline 
违规扣除工人工资， 罚款或罚金作为惩戒的一种形式
（更新）l Deliberate discrimination, including failure to implement equal pay for equal work, based on a protected class or the worker’s employment status (e.g. contract labour) that is not in full compliance with the law or good industry practice. 
（更新）基于受保护阶层或工人情况（如合同工）的故意歧视，包括未实行同工同酬等不符合法律或良好行业惯例。
m. Retaliation against workers who report problems 报复反映问题的工人
（新增）n. Prohibitions on freedom of movement within designated work areas, including access to bathroom facilities, fresh drinking water, or necessary medical attention, and unreasonably restricting employees from exiting production areas, the factory grounds or dormitories. 
（新增）n 禁止员工在指定工作区内自由行动，包括使用洗手间设施、新鲜饮用水或必要的医疗护理，并不合理地限制员工离开生产区、工厂或宿舍。 
8. Extremely Poor HSE Conditions 极端恶劣的 HSE 环境 
This applies to the following: 适用于以下情况： 
a. Valid permits and / or licenses should be held by the factory for their premises. A supplier with multiple factory locations shall have a set of valid permits and / or licenses specific to each factory location. Reference should be made to the relevant Country Profile and associated Standard Permit Requirement Form for legal licensing and permitting requirements. 
工厂所有建筑都应该具有有效的许可证和/或执照。供应商有多个工厂地址的，应该针对每个工厂的地址有一系列有效的许可证和/或执照。 具体证书要求，请参照《国家档案和标准法务证书要求表》 。
b. Poor fire safety practices: 很差的消防安全管理
 no evacuation drills within last 6 months 在过去的 6 个月内无消防疏散演习
 no, or minimal, functioning basic fire safety equipment, such as an alarm system and fire extinguishers 
没有或缺少最基本的消防安全设备，如报警系统和灭火器
 no, or minimal, or extremely poorly designed, emergency lighting, 
没有或缺少最基本的应急照明， 或者照明系统设计极差
 lack of proper fire detection1 and alarm system in material, chemical, finished goods warehouse and kitchen2 
1 For smoke detector or proper fire detection, SEA shall only take it as NC in 2016 to give factory time to install it, but we shall put it as TI starting2018. 
针对烟感或相应的火灾控测装置， SEA 会只作为不符合项提出并给工厂时间安装， 从 2018 年开始，此问题会放入 T1 的门槛性问题清单。 
2 Only apply for kitchen in the factory, which is used for cooking meals for all workers. 
只针对工厂的食堂, 就是蒸饪员工伙食的地方 
3 Currently we have the following 12 chemicals considered as banned; they are Benzene (71-43-2), Toluene (108-88-3) , Methylene Chloride (75-09-2), Trichloroethylene (79-01-6), Perchloroethylene (127-18-4) , Carbon Tetrachloride (56-23-5), N-Dimethylformamide (68-12-2), Phenol (108-95-2), Cellosolve (110-80-5), Cellosolve Acetate (111-15-9), Methyl Cellosolve (109-86-4), Methyl Cellosolve Acetate (110-49-6) 
目前我们有 12 种化学禁用品，他们是苯（71-43-2），甲苯（108-88-3）， .二氯甲烷 (75-09-2), 三氯乙烯 (79-01-6), 四氯乙烯 (127-18-4) ,四氯化碳 (56-23-5), N-二甲基甲酰胺 (68-12-2), 苯酚 (108-95-2),
在材料仓库，化学品仓库，成品仓库以及食堂缺乏适当的火灾探测和报警系统
 very poor housekeeping practices or electrical installation, which creates a fire hazard. 
极差的厂务管理或电气装置， 存在火灾隐患
（更新）c Exposure to restricted chemicals3 in the workplace; Missing SDS and/or substance identifiers: e.g. name, CAS or EC number4 in SDS. 
（更新）c 在工作场所接触受限化学品；缺少化学品物料安全资料表和/或化学品标识：
例如 化学品物料安全资料表中的名称、CAS 或 EC 编号。
d. No, or very minimal, protection (such as personal protective equipment, ventilation or extraction systems) provided for workers who are exposed to hazardous substances, such as VOC or toxic dust. 
对于暴露在有害物质（如挥发性有机化合物和有毒粉尘）下的员工， 没有提供或者缺少最基本的防护装置（如个人防护设备、通风或吸风系统） 
e. Use of high risk machinery with the potential to cause major injury or result in fatality, which is insufficiently safeguarded or lacking in safety devices, e.g. censors or emergency stop buttons. 
使用可能造成重大伤害或导致死亡的高风险机械， 包括没有足够的安全防护或缺乏安全装置，如探测器或紧急停止按钮。 
f. Lack of safety controls or other precautionary systems in high risk working areas, such as the boiler and power plants. 
在高风险工作区域， 比如锅炉房和发电房， 缺乏安全控制或其他预防系统。 
g. Dormitories are in the same building as warehousing and/or production facilities. 
仓库和/或生产设施与宿舍在同一所建筑内。 
h. Operations have significant detrimental consequences for environment. 
工厂的运行会对环境产生重大不利影响。 
i. Hygiene presents a health risk in non-production areas including kitchens, canteens, dormitories, and toilets. 
在非生产区域卫生状况存在健康风险，这些区域包括厨房、食堂、宿舍、厕所。乙二醇乙醚 (110-80-5), 乙二醇乙醚乙酸酯 (111-15-9), 乙二醇甲醚 (109-86-4),乙一醇甲醚乙酸酯(110-49-6) 
4 The identification of banned chemical will be verified through the CAS # of the chemicals listed in an SDS (also known as MSDS). Missing SDS and/or missing CAS # signify that the absence of banned chemicals from any chemical substance used by the factory could not be verified 
禁用化学品的识别可以通过 SDS（通常我们说的 MSDS）上 CAS#识别，没有 SDS 或者没有 CAS#表示在工厂使用的化学品中，禁用的化学物品不能被识别。