沃尔玛验厂工时要求

1、Employment Practices 招聘流程

No hiring procedure

无有效招聘流程

No any personal files and hiring record in the factory

无任何人事记录及其他招聘记录

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

人事档案中无员工身份证记录 / 勞動合同

Falsifying age documentation

伪造/年龄证明文件

Using fake ID to acquire a job

员工使用假身份证

Borrowing someone else ID for job purpose

员工借用他人身份证或伪造年龄记录进厂

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

特定工人(怀孕工人，未成年工，残疾工人等)工作性质/强度超过法定要求

Female / pregnant / minor workers working hours beyond legal limits

女职工/怀孕女工/或未成年工的劳动时间超过法律规定

2、Labor Hour 工时违规 ：

Incomplete and/or inconsistent time system

不完整/一致的考勤系统

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

计件，计时或, 月薪或临时工人等工人无工时记录

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

手工考勤无明确的上下班时间及员工每日签核

Incomplete time records

不完整的工时记录

Inconsistent working time information

不一致的工时记录上

Wal-Mart Standard 沃尔玛要求：

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.

工厂应具备完善的工时系统，准确记录所有员工的工作时间

Egregious working hours

3、严重超时加班

Working hour over 14hours/day

单日工作时间超过14小时

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

每周工作时间超出72小时

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

翻班工作的工人24小时内的累计工作时间超过14小时

Wal-Mart Standard

沃尔玛要求：

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

每周总工作时数不得超过72小时(6天/7天)。

Wal-Mart Standard (Con):

沃尔玛要求(续)：

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

每24小时总工作时数不得超过14小时。

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

不接受综合计时但接受一个工资支付周期以内的调休

Supplier shall maintain reasonable work hours as per local laws

工厂应遵守营业地的地方标准，采用合理的工作时数。

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

工厂应该朝每一工作周60小时的目标努力(至少每七天有一天休假日)

4、Wages 薪酬违规

Unclear Wage System 不清晰的工资记录

No payroll record in factory

工厂无工资记录

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

工厂无法提供部分或全部工资记录

Piece-rate wage record cannot be provided for evaluation

工厂无法提供计件工人之计件记录

No relevant documents for bonus explanation

工厂无法提供相关奖金说明记录

Wage cannot be verified due to unclear time system

由于工时系统不清晰导致工资无法计算

Manipulation of payroll

工厂使用两套不一致的工资记录

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

工厂应提供一个清晰一致的可追溯的工资计算系统。

Wage for normal hours

正常工资支付不足

Hourly wage and monthly wage below the legally required minimum wage

时薪、月薪工资低于地方规定的最低工资标准

Piece-rate wage below the legally required minimum wage

单元小时的计件工资低于地方规定的最低工资标准

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

应得工资扣除法律规定不纳入最低工资范畴的津贴之后低于当地规定的最低工资标准

Employees in probationary and training not paid

工人试用期未获工资

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

在停工待料期间未支付工人工资(如春节放假)

5、Insufficient Overtime Premium 加班工资支付不足

Overtime premium not paid

工厂未支付任何加班费

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

根据最新的中国法规, 工资的计算公式为: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)

工人超出正常工时的工作未获工资(如工人打卡每次超出正常上下班时间30分钟以上而工厂 未视为工作时间并给予工资)

Apprentice/training/probation wage

学徒/培训/试用期工资

Employees in probationary and training not paid

工人在培训期/试用期未获工资

Employees paid less than applicable wage agreed in labor contract

工厂以少于劳动合同约定的数额支付员工工资。

6、Deduction and Benefits 扣款和福利

Deduction 罚款/扣款

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

在工人入职时或入职后收取个人防护用品, 厂服费，工衣费等

Deduction for food and house fee against workers wills

当工人不在工厂食宿时, 强制扣除工人食宿费用

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.

罚/扣款金额不得超过本人标准工资的百分之二十,且扣除后的剩余工资部分不得低于 当地月最低工资标准

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: 迟到5分钟,扣30分钟工资.

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

有罚/扣款的厂规厂纪必须经过职代会或劳动局备案

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

未制定工人相关福利：产假/ 陪产假/工伤假

No insurance coverage

未替工人投保