BSCI对工资审核的标准定义

BSCI对审核工资的定义包括：无论是零时工还是合同工人或劳务派遣工厂都必须提供工资表进行审查。

工资的定义必须根据以下情况来衡量：

■ 劳工在所在地区的生活成本

■ 实际报酬和公平报酬表之间可能存在的差异

■ 识别填补差距的潜在措施

■ 支付超出48小时正常工作时间的工资（或者按照当地或国家法律规定的更长正常工时）

■ 社会福利

■ 实物福利和奖金

■ 补贴或免费交通

■ 补贴或***宿

■ 补贴或免费食堂服务

■ 教育或培训机会

■ 支付加班费

报酬不包括下列成本：

■ 制服

■ 个人防护装备

■ 培训是应强制执行的工作要求的一部分。例如，职业健康与安全培训

■ 任何主要的工作工具

审核标准的依据：

Business partners observe this principle when they respect the right of the workers to receive fair remuneration that is sufficient to provide them with a decent living fothemselves and their families, as well as the social benefits legally granted, without prejudice to the specific expectations set out hereunder.

Business partners shall comply, as a minimum, with wages mandated by governments’ minimum wage legislation, or industry standards approved on the basis of collective bargaining, whichever is higher.

Wages are to be paid in a timely manner, regularly, and fully in legal tender. Partial payment in the form of allowance “in kind” is accepted in line with ILO specifications. The level of wages is to reflect the skills and education of workers and shall refer to regular working hours.

Deductions will be permitted only under the conditions and to the extent prescribed by law or fixed by collective agreement.

商业伙伴遵守本原则，在不影响本文所列的具体期望的同时，尊重工人获得公平报酬足以为工人及其家庭提供体面生活的权利，以及法律规定的社会福利。

商业伙伴必须至少遵守政府关于最低工资的法律规定，或者基于集体谈判通过的行业标准，两者之中以较高者为准。

工资应以法定货币形式及时地、定期地、全额支付。根据国际劳工组织规范，可以接受部分付款是用实物津贴形式支付。工资水平应体现工人的技能和教育并参照正常劳动时间。

任何报酬的扣减只可在法律允许或集体协议规定的条件下和范围内执行。

Per rule of the PRC Employment Law article 48 and Opinion of the Ministry of Labour on Several Questions concerning the Implementation of the Labour Law (1995) article 57: Employees, including those who are in probationary, training or internship period, shall not be paid lower than the local minimum standard.

《中华人民共和国劳动法》第四十八条和劳动部关于贯彻执行《中华人民共和国劳动法》（1995）若干问题的意见第五十七条：劳动者在试用、熟练、见习期间，其所在的用人单位应当支付不低于最低工资标准的工资。

Per rule of PRC Employment Law article 20: During the probation period, the wages of a labourer may not be less than the lowest wage paid for the equivalent job post within the Unit or less than 80 percent of the wage agreed upon in the labour contract, nor may it be lower than the minimum wage standard of the employing Unit site.

《中华人民共和国劳动合同法》第二十条：劳动者在试用期的工资不得低于本单位相同岗位最低档工资或者劳动合同约定工资的百分之八十，并不得低于用人单位所在地的最低工资标准。

Per rule of PRC Employment Law article 8: When a Unit concludes a labour contract with a labourer, it shall truthfully inform him as to the content of the work, the working conditions, the work site, occupational hazards, production safety conditions, labour remuneration and other matters the labourer wishes to know. The Unit has the right to know basic information about the labourer which directly relates to the labour contract, and the labourer shall truthfully provide the information.

《中华人民共和国劳动合同法》第八条：用人单位招用劳动者时，应当如实告知劳动者工作内容、工作条件、工作地点、职业危害、安全生产状况、劳动报酬，以及劳动者要求了解的其他情况；用人单位有权了解劳动者与劳动合同直接相关的基本情况，劳动者应当如实说明。

Per rule of PRC Employment Law article 50: Wages shall be paid monthly to labourers in the form of currency. The wages paid to labourers shall not be deducted or delayed without justification.

《中华人民共和国劳动法》第五十条：工资应当以货币形式按月支付给劳动者本人。不得克扣或者无故拖欠劳动者的工资。

Per rule of the PRC Provisional Regulations for the Payment of Wages article 16: If an employee causes his or her employer to suffer economic loss, the employer may demand compensation in accordance with the employment contract. The employer may deduct such compensation on a monthly basis from the employee from the employee’s monthly wage in an amount not exceeding 20% of the same. However, if, as a result of such deduction, the employee’s wages would fall below the local minimum wage, then the employer must at least pay the employee the minimum wage according to the local standard.

《工资支付暂行规定》第十六条：因劳动者本人原因给用人单位造成经济损失的，用人单位可按照劳动合同的约定要求其赔偿经济损失。经济损失的赔偿，可从劳动者本人的工资中扣除。但每月扣除的部分不得超过劳动者当月工资的２０％。若扣除后的剩余工资部分低于当地月最低工资标准，则按最低工资标准支付。

Per rule of the Regulation for the Payment of Wages in Guangdong Province article 15: Employing unit suffering direct economic loss due to the fault of labourer, the unit may deduct the compensation from the labourer’s wage if the labourer should be charged with the compensation responsibility, but the reason of deduction and the amount should be with prior written notice. The deduction should not be deducted if there was no prior written notice. The balance of wage after deduction should not be lower than the local minimum wage standard.

《广东省工资支付条例》第十五条：因劳动者过错造成用人单位直接经济损失，依法应当承担赔偿责任的，用人单位可以从其工资中扣除赔偿费，但应当提前书面告知扣除原因及数额；未书面告知的不得扣除。扣除赔偿费后的月工资余额不得低于当地最低工资标准。

Per rule of the Regulation on Employee for the Payment of Wages in Shenzhen City article 34: Employing unit may deduct the expense from the employee wages as follows:

《深圳市员工工资支付条例》第三十四条：用人单位可以从员工工资中扣减下列费用：

1. An employee causes employing unit to suffer economic loss.

2. The economic punishment as per the rule and regulation of employing unit developed according to the law.

3. The other expense agreed by the employees themselves. The surplus wage should not be lower than the minimum wage after employing units deduct the expense of the above-mentioned items 1 and 2.

（一）员工赔偿因本人原因造成用人单位经济损失的费用

（二）用人单位按照依法制定的规章制度对员工进行的违纪经济处罚；

（三）经员工本人同意的其他费用。

用人单位每月扣减前款第（一）、（二）项费用后的员工工资余额不得低于最低工资。

审核所需提供的文件：

　　合法扣除货物和服务的文档证明

行业的法定最低工资的文档

记录的集体谈判协议

工人工资条和支付的文档证明

已完成的公平报酬快速扫描

工作合同或协议，包括与招聘代理签订的合同或协议

所有工人的个人信息档案（包括季节性工人）

附加利益文档证明（商业保险，如适用）

已更新的社保基金供款文档证明

工资范围和估算清单，这也适用于计件工人