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COSTCO供应商手册(英文版)-VII

COSTCO验厂:这是COSTCO供应商手册第VII部分一共九个部分
VII. LABOR AND EMPLOYMENT STANDARDS.

Vendor and Facilities shall comply with all national and local, provincial or other applicable
labor and employment laws and regulations of the country where the merchandise is produced,
including those laws that prohibit forced or bonded labor and indentured servitude, regulate wage
and hour rules, allow employees to associate freely, regulate the use of foreign contract or
migrant workers and prohibit discrimination in hiring and employment practices based on race,
color, religion, sex, age, physical ability, or national origin.
In addition, the following may be mandated by local laws, requiring full compliance by Vendor
and Facilities. If not mandated by local laws, Vendors and Facilities are strongly encouraged to
adopt the following as “Above and Beyond Goals” and as part of their management practices:
A. Wages & Benefits: The wage paid by Vendors and Facilities shall be at least the legal
minimum wage. Benefits shall include, at a minimum, those mandated by law. The
wage structure, with any employer contributions and legitimate deductions, is to be
itemized clearly in writing for the workers and in accordance with the local law.
Wages are always to be paid at least monthly and in a manner convenient to the
workers.
B. Regular Working Hours & Overtime Hours: Vendors and Facilities shall comply
with applicable laws on regular working hours and overtime hours. No mandatory
excess overtime is allowed unless local law provides otherwise. In such case, legal
overtime waivers, if applicable, are to be obtained in accordance with and as required
by the local law. Workers are to receive overtime pay, which is higher than the regular
wage, and in accordance with the local law. In addition, if legal overtime is necessary,
in particular if the industry is seasonal in nature, workers are to be advised prior to the
time of hiring.
C. Employment Contracts: At the time of hiring, all workers are to be clearly informed
of the terms of employment as mandated by law and the Facility’s own policies and
regulations. Whenever possible, and if required by the local law, an employeremployee
agreement or contract should be written in a language understood by the
employee, which states all relevant terms of employment and shall be signed by both
parties, along with any required government approval stamp. A copy of this signed
agreement or contract is to be provided to the worker. Vendors and Facilities are not
permitted to withhold deposits or any fees as a condition of employment, unless
allowed by law and if so, all withholding must be in accordance with such laws.
D. Foreign Contract or Migrant Workers: If foreign contract or migrant workers are used, they are to be
employed in full compliance with the labor and immigration laws of the host country. The contract
terms under which foreign contract or migrant workers are employed are to be in writing, in the
language of the workers’ home country or in a language the workers understand, and accepted by the
workers prior to their departure from their home countries or home provinces. Recruitment fees, if any,
are to be paid by the Vendor or Facility. Under no circumstances are these fees to be deducted later or
withheld from the workers’ wages by the Vendor or Facility, or otherwise passed on to the workers.
Passports and other forms of personal identification shall remain in such workers’ personal possession
at all times and are never to be withheld by the vendors, Facilities or any third party.
E. Disciplinary Practices: Vendors and Facilities shall not engage in the use of physical,
mental, verbal or other abuse. All workers are to be treated with respect and dignity.
F. Employment Agencies: Should Vendors or Facilities use employment agencies in the recruiting and
hiring of workers, the Vendors or Facilities are to pay these fees. Under no circumstances are these fees
to be deducted later or withheld from the workers’ wages by the Vendor or Facility or otherwise passed
on to the workers.

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