-
Social Accountability 8000
2014
版
SA8000
國際標準（最新英中文本）
International Standard by Social
Accountability International
June 2014
SA8000?: 2014
Supersedes
previous versions: 2001, 2004 and 2008
The
official
language
of
this
Standard
and
supporting
documents
is
English.
In
the
case
of
inconsistency
between
versions, reference shall default to
the English version.
Contents
內容
I. INTRODUCTION
前言
1. Intent and
Scope
目的與範圍
2.
Management System
管理體系
II. NORMATIVE ELEMENTS AND THEIR
INTERPRETATION
規範性原則及其解釋
III. DEFINITIONS
定義
IV. SOCIAL
ACCOUNTABILITY REQUIREMENTS
社會責任規範
1. Child
Labour
童工
2.
Forced or Compulsory
Labour
強迫或強制性勞動
3.
Health and Safety
健康與安全
4. Freedom of Association & Right to
Collective Bargaining
自由結社及集體談判權利
5.
Discrimination
歧視
6. Disciplinary Practices
懲戒性措施
7. Working
Hours
工作時間
8.
Remuneration
工資
9. Management System
管理體系
I
．
INTRODUCTION
前言
1. Intent and
Scope
目的與範圍
Intent: The intent of SA8000 is to
provide an auditable, voluntary standard, based on
the UN Declaration of Human
Rights, ILO
and other international human rights and labour
norms and national labour laws, to empower
and protect all personnel within an
organisation’s control and influence who provide
products or services for
that
organisation,
including
personnel
employed
by
the
organisation
itself
and
by
its
suppliers,
sub-
contractors,
sub-suppliers
and
home
workers.
It
is
intended
that
an
organisation
shall
comply
with
this
Standard through an appropriate and
effective Management System.
目的：本標準目的在於
提供一個基於聯合國人權宣言，國際勞工組織（
ILO
）和其他
國際人權慣例，勞動定
額標準以及國家法律的標準，授權並保護所有在公司控制和影響範
圍內的生產或服務人員，包括公司
自己及其供應商，分包商，分包方雇用的員工和家庭工
人。
Scope: It is
universally applicable to every type of
organisation, regardless of e.g., its size,
geographic location or
industry sector.
範圍：本標準各項規定具有普遍適用性，不受地域、產業類別和公司規模限制。
2. Management
System
管理系統
Throughout your review of the next
eight elements of SA8000, the requirements of this
element
- Management
System
- are central to their correct implementation,
monitoring and enforcement. The Management System
is the
operational
map
that
allows
the
organisation
to
achieve
full
and
sustained
compliance
with
SA8000
while
continually improving, which is also
known as Social Performance.
對於
< br>SA8000
以下
8
個基本要素
的回顧可知，該管理系統的要求對正確實施、監測和執行是至關重要的。該
管理系統是使
組織實現全面持續符合
SA8000
標準的同時又不斷進行改善
。這也被稱為社會績效。
1
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16
When implementing the Management System
element, it is a required priority that joint
worker and management
involvement
be
established,
incorporated
and
maintained
throughout
the
compliance
process
with
all
the
Standard’s elements.
This is particularly critical to identify and
correct non
-conformances and to assure
continuing
conformance.
在實施管
理系統內容時，需要優先建立工人和管理共同參與，並整合和維護整個過程使其符合所有標準的內
容。這對識別和糾正不合格、保證持續合規性是至關重要的。
II
．
Normative
Elements and Their
Interpretation
規範性原則及其解釋
The organisation shall comply with
local, national and all other applicable laws,
prevailing industry standards, other
requirements
to
which
the
organisation
subscribes
and
this
Standard.
When
such
laws,
standards
or
other
requirements to which
the organisation subscribes and this Standard
address the same issue, the provision most
favourable to workers shall apply.
組織應遵守當地、國家及其它所有適用的法律、通行的行業規定、公司簽署的其它規章以及本標準
。當國家
及其它所有適用法律，標準或其他要求、公司簽署的其它規章以及本標準所規範
議題相同時，以其中對工人
最有利的條款為准。
組織也應尊重下列國際協議之原則：
ILO Convention 1 (Hours of Work
–
Industry) and
Recommendation 116 (Reduction of Hours of Work)
國際勞工組織公約第
1
號（工作時
間
-
行業）及建議
116
（工時減少）
ILO
Conventions 29 (Forced Labour) and 105 (Abolition
of Forced Labour)
國際勞工組織公約第
29
及第
105
號（強迫性勞動及其
解除）
ILO
Convention 87 (Freedom of Association)
國際勞工組織公約第
87
號（結社自由）
LO Convention 98 (Right to Organise and
Collective Bargaining)
國際勞工組織公約第
98
號（組織和集體談判權利）
ILO Conventions 100 (Equal
Remuneration) and 111 (Discrimination
–
Employment and Occupation)
國際勞工組織公約第
100
及第
111
號（男女工人同工同酬；歧視－雇用和職業）
ILO Convention 102 (Social
Security - Minimum Standards)
國際勞工組織公約第
102
（社會安全－最低標準）
ILO Convention 131 (Minimum Wage
Fixing) ILO Convention 135 (Workers’ )
國際勞工組織公約第
131
（最低工資確定）
Representatives) ILO Convention 138 and
Recommendation 146 (Minimum Age)
國際勞工組織公約第
138
號及建議條款第
146
號（最低年齡及建議）
ILO Convention 155 and Recommendation
164 (Occupational Safety and Health)
國際勞工組織公約第
155
號及建議條款第
164
號（職業安全與健康）
ILO Convention 159 (Vocational
Rehabilitation and Employment - Disabled Persons)
國際勞工組織公約第
159
號（職業康復與就業－傷殘人士）
ILO Convention 169 (Indigenous and
Tribal Peoples)
國際勞工組織公約第
169
號（原住民和部落民族）
ILO Convention 177 (Home Work)
國際勞工組織公約第
177
號（家庭工作）
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16
ILO Convention 181 (Private
Employment Agencies)
國際勞工組織公約第
181
號（私營職業介紹所）
ILO Convention 182 (Worst Forms of
Child Labour)
國際勞工組織公約第
182
號（最惡劣形式的童工）
ILO Convention 183 (Maternity
Protection)
國際勞工組織公約第
183
號（孕婦保護）
ILO Code of Practice on HIV/AIDS and
the World of Work
國際勞工組織關於愛滋病及就業守則
Universal Declaration of Human Rights
世界人權宣言
The International Covenant on Economic,
Social and Cultural Rights
關於經濟、社會和文化權利的國際公約
The International Covenant
on Civil and Political Rights
關於政治和民主的國際公約
The United Nations Convention on the
Rights of the Child
聯合國兒童權利公約
The United Nations Convention on the
Elimination of All Forms of Discrimination Against
Women
聯合國消除一切形式歧視婦女行為公約
The United Nations
Convention on the Elimination of All Forms of
Racial Discrimination
聯合國反對各自形式種族歧視公約
UN Guiding Principles on Business and
Human Rights
關於聯合國商業和人權指導原則
III. Definitions (organized either
alphabetically or by logical flow)
Ⅲ．定義（按字母順序或邏輯順序排列）
1.
Shall:
In this
Standard the term “shall” indicates a
requirement.
Note:
Italics have been added for emphasis.
1.
“
應
”定義：本標準中的術語
“應”表示要求。
注：增添的斜體字表示強調內容。
2.
May
:
In this Standard the term “may”
indicates a permission. Note: Italics have been
added for emphasis.
2.
“
可以
”定義：本標準中的術語“應”表示准許。
注：增添的斜體字表示強調內容。
3.
Child:
Any
person under 15 years of age, unless the minimum
age for work or mandatory schooling is higher by
local law, in which case the stipulated
higher age applies in that locality.
3.
兒童定義
：任何十五歲以下的人。若當地法律所規定最低工作年
齡或義務教育年齡高於十五歲，則以較高
年齡為准。
4.
Child
labour:
Any work performed by a child
younger than the age(s) specified in the above
definition of a child,
except as
provided for by ILO Recommendation 146.
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16
4.
童工定義
：由低於上述兒童定義規定年齡的兒童所從事的任何勞動，除非符合國際勞工組織建議條款第
146
號規定
.
5. Collective bargaining
agreement
: A contract specifying the
terms and conditions for work, negotiated between
an organisation (e.g. employer) or
group of employers and one or more worker
organisation(s).
5.
集體談判協定：<
/p>
由一個或多個雇主與一個或多個工人組織簽訂的有關勞工談判的合約，明確規定雇用的條<
/p>
件和條款。
6. Corrective action:
Action
to eliminate the cause(s) and root cause(s) of a
detected non-conformance.
Note:
Corrective action is taken to prevent recurrence.
6.
糾正行動定義：
消除已發現的不
符合項的原因和根本原因的行動。
注：採取糾正行動是為了防止再次發生。
7. Preventive
action:
Action to eliminate the
cause(s) and root cause(s) of a potential non-
conformance.
Note: Preventive
action is taken to prevent occurrence.
7.
預防行動定義：
消除潛在的的不
符合項的原因和根本原因的行動。
注：預防糾正行動是為了預防發生。
8. Forced or compulsory
labour:
All work or service that a
person has not offered to do voluntarily and is
made to
do under the threat of
punishment or retaliation or that is demanded as a
means of repayment of debt.
8.
< br>強迫或強制勞動定義：
個人在任何非志願性、受懲處或報復的威脅下工作或服務，
或作為償債方法的工作
或服務。
9. Home worker:
A person who
is contracted by the organisation or by its
supplier, sub-supplier or subcontractor,
but does not work on their premises.
9.
家庭工人定義：
與組織或其供應
商、下級供應商或分包方簽有合約，但是不在他們廠址工作的人員。
10. Human
trafficking:
The recruitment, transfer,
harbouring or receipt of persons, by means of the
use of threat,
force, deception or
other forms of coercion, for the purpose of
exploitation.
10.
販賣人口定義：
基於剝削的目的，通過使用威脅、武力、其他形式的強迫或欺騙，進行人員的雇用、調
動、窩藏或接收。
11.
Interested
parties:
An
individual
or
group
concerned
with
or
affected
by
the
social
performance
and/or
activities of the organisation.
11.
利益相關方定義
：關心組織的
活動和
/
或社會績效或受此影響的個人或團體。
12. Living
Wage:
The remuneration received for a
standard work week by a worker in a particular
place sufficient to
afford a decent
standard of living for the worker and her or his
family. Elements of a decent standard of living
include
food,
water,
housing,
education,
health
care,
transport,
clothing,
and
other
essential
needs
including
provision for unexpected events.
12.
生活工資定義：
工人收到的標
準工作周的薪酬應使工人和她
/
他的家人在其所在地區足以支付
中等生活標
準。中等生活標準的組成包括食物，水，住房，教育，醫療，交通，服裝等基
本需求，包括留出資金以
備應對突發事件。
13. Non-
conformance:
Non-compliance with a
requirement.
13.
“不符合”
定義：不符合要求。
14.
Organisation:
The
entirety
of
any
business
or
non-
business
entity
responsible
for
implementing
the
requirements
of
this
Standard,
including
all
personnel
employed
by
the
organisation.
Note:
For
example,
organisations
include:
companies,
corporations,
farms,
plantations,
cooperatives,
NGOs
and
government
institutions.
14.
組織定義
：負責實施本標準的要求的所有商業實體或非商業實體，包括該組織雇傭是所
有員工。注：例
如，組織包括：公司，企業，農場，種植園，合作社，非政府組織和政府
組織。
4
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16
15.
Personnel:
All individuals employed or contracted
by
an
organisation,
including
but
not
limited
to
directors,
executives,
managers,
supervisors,
workers
and
contract
workers
such
as
security
guards,
canteen
workers,
dormitory workers
and cleaning workers.
15.
員工
定義：所有直接或通過分包受雇於組織的男性和女性個體，包括董事、總裁、經理、主管和工人和
合同工，如保安員，食堂工人，宿舍的工人和清潔工人。
16. Worker:
All
non-management personnel.
16.
工人定義：
所有非管理人員。
17. Private employment
agency:
Any entity, independent of the
public authorities, which provides one or more of
the following labour market services:
?
Matching
offers
of
and
applications
for
employment,
without
the
agency
becoming
a
party
to
the
employment
relationship(s) which may occur;
?
Employing workers with a view to making them
available to a third party entity, which assigns
their tasks and
supervises the
execution of these tasks.
17.
私營職業介紹所定義
：為勞動市場提供一項或多項服務的一切實體、獨立的公共組織
，這些服務包括：
a)
為就業申請
提供匹配服務，代理組織不會成為雇傭關係中的任何一方
b)
雇傭工人目的是讓他們為協力廠商實體可用
,
所以給他們分配任務並監督這些任務的完成情況。
18. Remediation of child
labourers:
All support and actions
necessary to ensure the safety, health,education
and
development of children who have
been subjected to child labour, as defined above,
and whose work has been
terminated.
18.
救濟兒童定義：
為保障曾從事
童工且已經終止工作的兒童的安全、健康、教育和發展而採取的所有必要
的支援及行動。
19. Risk
assessment
: A process to identify the
health, safety and labour policies and practices
of an organisation
and to prioritise
associated risks.
19.
風險評估定義
：識別健康、安全、組織的勞工政策和實踐並為存在的相關風險確定優先處理順序的程式
。
20. SA8000
worker representative(s):
One or more
worker representative(s) freely elected by workers
to facilitate
communication with the
management representative(s) and senior management
on matters related to SA8000.
In
unionised facilities the worker representative(s)
shall be from the recognised trade union(s), if
they choose to
serve.
In
cases
where
the
union(s)
does
not
appoint
a
representative
or
the
organisation
is
not
unionised,
workers may freely elect the worker
representative(s) for that purpose.
20.
SA8000
工人代表定義：
由工人自由選舉的一個或多個員工代表，其職責是就
SA8000
相關事宜與管理層
代表和高層管理人員進行溝通。加入工會的設施，社會績效團隊中
的工人代表應得到工會代表的承認，
如果他們選擇服務。如果工會未指派一名代表或者該
組織沒有加入工會，那麼工人可以在他們中間自由
選舉一名或多名
SA8000
工人代表。
21.
Social
performance:
An
organisation’s
achievement
of
full
and
sustained
compliance
with
SA8000
while
continually improving.
21. <
/p>
社會績效定義：
一個組織取得全面且持續符合
SA8000
標準要求和不斷提高的成績。
22. Stakeholder engagement:
The participation of interested
parties, including but not limited to the
organisation,
trade unions, workers,
worker organisations, suppliers, contractors,
buyers, consumers, investors, NGOs, media
and local and national government
officials.
22.
相關方參與定義：
利益相關方
,
包括但不限於組織、工會、工人、工
人組織、供應商、承包商、購買者、
消費者、投資者、非政府組織、媒體，以及地方和國
家政府官員的參與。
23.
Supplier/subcontractor:
Any entity or
individual(s) in the supply chain that directly
provides the organisation
with
goo
ds or services integral to, utilised
in or for the production of the organisation’s
goods or services.
5
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23.
供應商
/
分包商定義
：給組織直接提供貨物和
/
或服務的供應鏈中的實體或個人，它所提供的貨物和
/<
/p>
或服
務構成組織生產的貨物和
/
或服務的一部份，或者被用來生產組織貨物和
/
或服務
.
24.
Sub-supplier:
Any
entity
or
individual(s)
in
the
supply
chain
that
provides
the
supplier
with
goods
and/or
services integral to, utilised in or
for the production of the supplier’s or the
organisation’s goods or services.
24.
下級供應商定義：
給供應商提
供貨物和
/
或服務的供應鏈中的實體或個人，它所提供的貨物和
/
或服務構
成供應商生產的貨物和
/
或服務的一部份，或者被用來生產組織貨物和
/
或服務。
25. Worker organisation: An autonomous
voluntary association of workers organised for the
purpose of furthering
and defending the
rights and interests of workers.
25.
工人組織定義：一個由工人自發組成的自願性協會，目的是促進和捍衛工人
< br>.
26. Young worker: Any
worker under the age of 18 but over the age of a
child, as defined above.
26.
未成年工定義
:
如上所定義的任何年
齡在
18
歲以下且在童工年齡以上的工人
.
IV
．
IV. Social
Accountability
Requirements
社會責任之規定
1. CHILD
LABOUR
童工
Criteria:
準則：
1.1 The organisation shall not engage
in or support the use of child labour as defined
above.
組織不應使用或支援使用符合上述定義的童工。
1.2 The organisation shall
establish, document, maintain and effectively
communicate to personnel and other
interested
parties,
written
policies
and
procedures
for
remediation
of
child
labourers,
and
shall
provide
adequate financial and other support to
enable such children to attend and remain in
school until no longer
a child as
defined above.
如果發現有兒童從事符合上述童工定義的工作，組織應
建立、紀錄、保留旨
在救濟這些兒童的政策和書面程式，並將其向員工及利益相關方有效
傳達。組織還應給這些兒童提
供足夠財務及其他支持以使之接受學校教育直到超過上述定
義下兒童年齡為止。
1.3
The organisation
may
employ
young
workers, but
where
such
young
workers
are
subject
to
compulsory
education
laws,
they
shall
work
only
outside
of
school
hours.
Under
no
circumstances
shall
any
young
worker’s school, work and
transportation time exceed a combined total of 10
hours per day, and in no c
ase
shall young workers work more than 8
hours a day. Young workers may not work during
night hours.
組織可以聘用未成年工，但如果受強制教育法規的限制，他
們只可以在上課時間以外的時間工作。在
任何情況下，未成年工每天的上課、工作和交通
所有時間不可以超過
10
小時，且每天工作時間不能
超過
8
小時，同時未成年工不可以安排在晚上上班
。
1.4
The
organisation
shall
not
expose
children
or
young
workers
to
any
situations
–
in
or
outside
of
the
workplace
–
that are hazardous or
unsafe to their physical and mental health and
development.
無論工作地點內外，組織不得將兒童或青少年工人置於對他
們的身心健康和發展不安全或危險的環
境中。
2. FORCED OR COMPULSORY
LABOUR 2.
強迫或強制性勞動
Criterial
準則：
2.1 The organisation shall not engage
in or support the use of forced or compulsory
labour, including prison
labour,
as
defined
in
Convention
29,
shall
not
retain
original
identification
papers
and
shall
not
require
personnel to pay
‘deposits’
to the organisation upon commencing
employment.
6
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16
2.1
組織不得使用或支援
ILO
公約
29
條中規定的強迫和強制性勞動，也不得要求員工在受雇起始時交
納
“押金”或保存身份證件原件。
2.2 Neither the organisation nor any
entity supplying labour to the organisation shall
withhold any part of any
personnel’s
salar
y, benefits, property or documents
in order to force such personnel to continue
working
for the organisation.
2.2
組織及為組織提供勞工的實體單位不得扣留工人的部
分工資、福利、財產或證件，以迫使員工在公司
連續工作。
2.3 The organisation shall
ensure that no employment fees or costs are borne
in whole or in part by workers.
2.3
組織應確保工人不用承擔雇用的全部或部分費用和花銷。
2.4 Personnel shall have
the right to leave the workplace premises after
completing the standard workday and
be
free to terminate their employment provided that
they give reasonable notice to their organisation.
2.4
員工有權在完成標準的工作時間後離開工作場所。員
工在給組織的合理通知期限後，可以自由終止聘
用合約。
2.5
Neither
the
organisation
nor
any
entity
supplying
labour
to
the
organisation
shall
engage
in
or
support
human trafficking.
2.5
為組織提供勞工的任何機構和任何實體單位都不能參與
或支援販賣人口。
3. HEALTH AND SAFETY
健康與安全
Criterial
準則：
3.1 The organisation shall provide a
safe and healthy workplace environment and shall
take effective steps to
prevent
potential
health
and
safety
incidents
and occupational
injury or illness
arising out of,
associated
with or occurring in the
course of work. It shall minimise or eliminate, so
far as is reasonably practicable,
the
causes
of
all
hazards
in
the
workplace
environment,
based
upon
the
prevailing
safety
and
health
knowledge of the industry sector and of
any specific hazards.
3.1
組織
出於對普遍行業部門的健康與安全知識和任何具體危險的瞭解，應提供一個安全、健康的工作環
< br>境，並應採取有效的措施，在可能條件下最大限度地降低或消除工作環境中的危害隱患，以避免在
工作中或由於工作發生或與工作有關的事故對健康的危害。
3.2 The organisation shall
assess all the workplace risks to new, expectant
and nursing mothers including those
arising out of their work activity, to
ensure that all reasonable steps are taken to
remove or reduce any
risks to their
health and safety.
3.2
組織應評估
其所有工作場所內孕婦或是哺乳期母親工作活動之外所有的風險，並確保採取合理的措施
消除或降低其健康和安全的風險。
3.3
Where
hazards
remain
after
effective
minimisation
or
elimination
of
the
causes
of
all
hazards
in
the
workplace
environment,
the
organisation
shall
provide
personnel
with
appropriate
personal
protective
equipment
as
needed
at
its
own
expense.
In
the
event
of
a
work-related
injury
the
organisation
shall
provide first aid and assist the worker
in obtaining follow-up medical treatment.
3.3
若在工作場所內有效地最小化或是消除所有危險的根源
後如還存在危險時，組織應為員工提供適當的
個人保護裝置。員工因工作時受傷，組織應
提供急救並協助工人獲得後續的治療。
3.4 The organisation shall appoint a
senior management representative to be responsible
for
ensuring a safe
and
healthy
workplace
environment
for
all
personnel
and
for
implementing
this
Standard’s
Health
and
Safety
requirements.
3.4
組織應指定一高層管理
代表負責為全體員工提供一個健康與安全的工作環境，並且負責落實本標準有
關健康與安
全的各項規定。
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3.5 A Health and Safety
Committee, comprised of a well-balanced group of
management representatives and
workers,
shall
be
established
and
maintained.
Unless
otherwise
specified
by
law,
at
least
one
worker
member(s)
on
the
Committee
shall
be
by
recognised
trade
union(s)
representative(s),
if
they
choose
to
serve. In cases where the union(s) does
not appoint a representative or the organisation
is not unionised,
workers
shall
appoint
a
representative(s)
as
they
deem
appropriate.
Its
decisions
shall
be
effectively
communicated to all personnel. The
Committee shall be trained and retrained
periodically in order to be
competently
committed to continually improving the health and
safety conditions in the workplace. It shall
conduct
formal,
periodic
occupational
health
and
safety
risk
assessments
to
identify
and
then
address
current
and
potential
health
and
safety
hazards.
Records
of
these
assessments
and
corrective
and
preventive actions taken shall be kept.
3.5
健康和安全委員會：應建立並維持一個由管理層代表和
工人均衡組成的健康和安全委員會。除法律另
有規定外，委員會至少有一名由工會代表認
可的工人成員，如果他們選擇服務。如果工會沒有委任
代表或該組織未加入工會，工人可
以從他們中選出一名或多名他們認同的代表。健康和安全委員會
的決策應有效地傳達給所
有員工。應對委員會的成員進行培訓，而且要定期再培訓，以勝任不斷致
力於改善工作場
所的衛生和安全條件。它應當定期進行正規的職業健康和安全風險評估，以識別並
解決現
有的和潛在的健康和安全隱患。應保存這些評估和採取的糾正和預防措施記錄。
3.6 The organisation shall
provide to personnel, on a regular basis,
effective health and safety training, including
on-site training and, where needed,
job-specific training. Such training shall also be
repeated for new and
reassigned
personnel,
where
incidents
have
occurred,
and
when
changes
in
technology
and/or
the
introduction of new
machinery present new risks to the health and
safety of personnel.
3.6
組織應
定期提供給員工有效的健康和安全指示，包括現場指示，（如必要）專用的工作指示。應對新
進、調職以及在發生事故地方的員工進行培訓；對於技術上的改變和
/
或引進新型機械裝置會對於員
工的健康與安全構成新的危險時，要對員工進行
培訓。
3.7
The
organisation
shall
establish
documented
procedures
to
detect,
prevent,
minimise,
eliminate
or
otherwise respond to potential risks to
the health and safety of personnel. The
organisation shall maintain
written
records
of
all
health
and
safety
incidents
that
occur
in
the
workplace
and
in
all
residences
and
property
provided
by
the
organisation,
whether
it
owns,
leases
or
contracts
the
residences
or
property
from a service
provider.
3.7
組織應建立備有檔證明的程式來
檢測、預防、最小化、消除或是應對可能危害任何員工健康與安全的
潛在危險。組織應保
留發生在工作場所和由組織提供的或是組織從服務供應商那裡擁有、租賃或是
簽約合同得
到的住所和房產內所有健康與安全事故的書面記錄。
3.8 The organisation shall provide, for
use by all personnel, free access to: clean toilet
facilities, potable water,
suitable
spaces for meal breaks, and, where applicable,
sanitary facilities for food storage.
3.8
組織應給所有員工提供乾淨的廁所、可飲用的水、適當
的進餐空間及必要時提供儲藏食品的衛生的設
施。
3.9 The organisation
shall ensure that any dormitory facilities
provided for personnel are clean, safe and meet
their basic needs, whether it owns,
leases or contracts the dormitories from a service
provider.
3.9
組織如果提供員工宿舍（無論宿
舍是組織從服務供應商那裡擁有、租賃或是簽約合同得到的），應保
證宿舍設施乾淨、安
全且能滿足員工基本需要。
3.10 All personnel shall have the
right to remove themselves from imminent serious
danger without seeking
permission from
the organisation.
3.10
所有人員應
有權利離開即將發生的嚴重危險，即使未經組織准許。
4. FREEDOM OF ASSOCIATION & RIGHT TO
COLLECTIVE BARGAINING
自由結社及集體談判權利
Criteria
準則
:
4.1
All personnel shall have the right to form, join
and organise trade union(s) of their choice and to
bargain
collectively
on
their
behalf
with
the
organisation.
The
organisation
shall
respect
this
right
and
shall
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