From: ssarkar@nlcnet.org
Date: Wed Oct 24 2001 - 08:26:31 EDT
>Return-path: <clwatch@hotmail.com>
>X-Originating-IP: [172.156.27.122]
>From: "qiang li" <clwatch@hotmail.com>
>Bcc:
>Subject: Chinese workers require assistance!
>Date: Tue, 23 Oct 2001 15:18:21 -0400
>X-OriginalArrivalTime: 23 Oct 2001 19:18:22.0191 (UTC)
FILETIME=[7B02B7F0:01C15BF7]
>
>Dear friends,
>
>Chinese workers need your help! We hope you will join our writing campaign
>to Reebok to urge them to improve the working and living condition of their
>workers in factories in China.
>
>www.chinalaborwatch.org
>
>Reebok is a giant international company. Many products of the company are
>manufactured in the factories of Chinese contractors. The labor situations
>in these factories is as follows:
>
>· Workers are forced to work overtime up to 13 hour a day;
>· Workers hourly pay is as low as 24 cents US;
>· Female workers are sexually harassed;
>· Workers are fined as punishment;
>· Workers are overly burdened under regulations laid out in a 49 page
>manual (link to regulations);
>· No pension plan, no employment insurance, no medical insurance, and a
>worker will loose everything once his/her job is lost.
>
>TAKE ACTION
>
>Today, China Labor Watch has released another report on the labor
>conditions of a Reebok contractor(www.chinalaborwatch.org). We are now
>focusing our demands on several points the workers believe Reebok
>contractors should fulfill. We hope you will take the time to write to
>Reebok to support these Chinese workers. The email address of Reebok’s
>Human Rights Office is humanrights@reebok.com. The demands we have put
>forward are listed as follows.
>
>1. Regarding: No discrimination against male workers. Because of the
>discriminations against male workers, there are currently eight female
>workers to every male worker. We demand this rate to improve to four female
>workers to each male worker.
>
>2. Regarding the education of labor laws and union laws as well as the
>establishment of trade unions. Although election of union leaders were
>conducted under the direction of Reebok, most workers just regard the union
>as a program during New Year celebrations. They do not understand the
>function of the union.
>We demand that the posters of Labor Law and Union Law be displayed on the
>bulletin boards in these factories
>
>3. The factory administration does not establish pension plans, employment
>insurance, and medical insurance for the workers. This is in violation of
>current Chinese Labor Law. The workers will lose everything when they get
>laid off or leave the factory. We demand that the workers’ wage level meet
>or exceed the minimum wage level set by the government. The factory
>administration should establish pension plans, employment insurance, and
>medical insurance for the workers according to the Chinese Law. The total
>expense of such compensation is only 8 US dollars per month.
>
>4. Regarding work hours. We demand that normal work hours not exceed 40
>hours per week according to China’s labor law, and overtime work hours not
>exceed 36 hours per month.
>
>
>Friends, Chinese workers need your help. Take action now! We sincerely
>appreciate you help.
>
>
>Sincerely,
>
>
>Li Qiang
>
>Executive Director
>China Labor Watch
>For further information: wwwchinalaborwatch.org
>
>ACTION!
>Please direct your appeal to the individuals below:
>Reebok International Ltd.
>1895 J.W. Foster Blvd., Canton, MA 02021 U.S.A.
>781-401-4910
>781-401-4806 (fax)
>(E-mail); humanrights@reebok.com
>
>You may also write to the following organizations to further assist this
>cause:
>
>The Office of the High Commissioner for Human Rights Geneva, Switzerland
>OHCHR-UNOG
>8-14 Avenue de la Paix
>1211 Geneva 10, Switzerland
>Telephone Number (41-22) 917-9000
>e-mail: webadmin.hchr@unog.ch
>
>ILO Regional Office for Asia & the Pacific in Bangkok (ASIE)
>TELEPHONE :+66.2.288.1710:Reg. Director
>FAX : 66.2.288.3062
>e-mail: bangkok@ilo.org
>
>Lorne W. Craner, Assistant Secretary of State for Democracy, Human Rights,
>and Labor, US Department of State; Fax: 202-647-5283
>
>Jorge Perez Lopez , Acting Deputy Under Secretary for International Labor
>Affairs; US Department of Labor; Fax: 202-693-4780
>
>
>
>Elegant Top Shoes Co., Ltd.
>Da Tang Dou, Ju Shan Village
>Fu Cheng District
>Dongguan City, Guandong Province
>Phone: 0769-2204901,
>
> The Employee’s Brochure in Changdeng Shoe Manufacturing Company
>
>
>(Translation)
>
>
>
>
>
>Production: This factory is a contractor with Reebok,
>
>
>
>
>
>
>
>
>
>China Labor Watch
>October, 2001
>
>
>
>
>
>
>
>
>
>Table of Contents
>
>Chapter 1 General Principles 3
>Chapter 2 Employment 3
>Chapter 3 Notice for New Employees 3
>Chapter 4 Check on Work Attendance 5
>Chapter 5 Wages 6
>Chapter 6 Production Safety and Fire Control 6
>Chapter 7 Safety Guard (Gate Guard, Fire Management, Dormitory Management)
>8
>Chapter 8 Living Management (Environmental Cleaning, Cafeteria Management)
>10
>Chapter 9 Promotion and reassign 11
>Chapter 10 Complain Conduits 11
>Chapter 11 Welfare 12
>Chapter 12 Rewards and Penalties 13
>Chapter 13 Demission 17
>Supplementary articles 18
>
>
>
>Chapter 1 General Principles
>The management of this company’s employees is enforced according to this
>regulation unless otherwise advised.
>
>In this regulation the term “employee” refers to the male and female
>personnel who are working in this company and signed a contract. For the
>management of those temporarily employed personnel, some sections in this
>regulation are applicable for them when certain condition is met, other
>regulation would be established for the other situation.
>
>The general manager would additionally establish the organization system
>chart, quota of people in each sector, and the cadre assessment.
>
>Chapter 2 Employment
>The directors of Department of Personnel or directors of other departments
>must interview the new candidate and only those qualified would be
>employed. The employees must not meet any of the following condition:
>1. One that is younger than 18-year-old or holding a fake ID;
>2. One that has any infectious disease;
>3. One who is mentally or psychologically ill;
>4. One being deprived of citizen rights for crime, embezzlement of public
>money, using drug and commits other major crime, or being wanted by the
>police.
>5. One worked in this company before and was dismissed or quit and marked
>as “never hired” in the profile.
>
>Chapter 3 Notice for New Employees
>1. The new employees must report to Department of Personnel on arrival.
>Profile form and labor contract must be filled. Temporary ID will be given
>and is must be worn on the left breast according to the regulation.
>2. All the new employees must report according to the regulation. Valid ID
>must be presented to the General Director for verification. Twelve photos
>must be submitted, along with personal medical check, two copies of ID.
>Without these documents the new employee can’t check in.
>3. New employees must attend a two-day personnel training and only those
>passed the exam can go to duty.
>4. The new employees who pass novitiate will be issued formal factory ID
>with deposit of 50 Yuan. The deposit will be refund when leaving the
>factory.
>5. New employees must obey to the assigned work, no reason will be accepted
>to transfer or switch the work.
>6. The novitiate lasts from three months to six months, during which the
>factory reserve the right to dismiss those employees who are unqualified
>for the work. No further compensation will be given other than the wages
>earned.
>7. The management staffs are divided into cadre man, monitor, team leader,
>section leader, director, vice manager, manager, coordinator, vice general
>manager, and general manager.
>8. Department Managers can nominate the staffs under group-leader.
>9. Group leaders are nominated and assigned by the coordinator. Directors
>and above are assigned by the General Manager.
>10. Non-management staff’s ranks and their description.
>a. Monitor level staff: warehouse keeper, quality controller, guard,
>dormitory keeper, technician, storage leader, driver, and telephone
>operator.
>b. Team-leader level staff: personnel stuff, production administrators,
>buyer, accountants, nurse, custom reporter, assistants in each sections
>including secretary.
>c. Section-leader level staff: assistants in administration department,
>engineer, doctor, general secretary of welfare, and chief editor of factory
>newspaper.
>11. Employees must obey prescriptive time of duty. No coming late or
>leaving early. No leaving duty in duty hours.
>12. Absence must be asked earlier. Medical reasons must be explained with a
>doctor’s diagnosis or will be treated as absence without a reason. Absence
>for personal reason must be applied according to the formal procedure.
>13. Employees absent for three days continuously with a proper reason are
>regarded as quitting. Wages are held to compensate the factory’s loss.
>14. Staffs must obey regulations, respect to supervisors’ work arrangement
>and assignments.
>15. When a staff causes any loss to the factory, one must amends for it.
>Once stealing factory’s property is found out, one will be dismissed and
>without paying one’s wage. Serious case will be reported to the police.
>16. No punching holes of time record cards for others. No step on grass.
>17. To bring non-factory personnel into the company and dormitory is
>prohibited.
>18. No smoking at non-smoking area. No people transferring with cargo
>lifter. No usage of fire hydrant unless necessary.
>19. No group fighting. No instigation to cacanny, stand-down, or strike.
>20. No wine drinking, gambling and corrupting public morals in company.
>21. Factory ID must be worn when transferring inside the company or passing
>the gate. One must pass according to assigned route way and respect the
>safeguard’s inspection.
>22. One stay in the dormitory must be back no later than 23:30. One must
>obey dormitory regulations and respect to the manager.
>23. No weapon and poisonous or ignitable item are allowed in the company.
>Or the holder of these items will be dismissed.
>24. To maintain the safety of the company, everyone has the responsibility
>to cooperate with the safety guard for safety inspection.
>25. Any personnel can complain through the company’s pipe when unfair
>issue occurs.
>26. This regulation brochure costs five Yuan for each copy. If no damage
>occurs when the brochure is transferred, this cost will be refunded.
>27. All employees must obey this regulation carefully. Any offence to this
>regulation will be punished.
>
>Chapter 4 Check on Work Attendance
>Staff on duty regulations:
>1. Company staffs must check in with the timecard by their own, no
>authorizations to others allowed. Mistaken with timecard must register to
>the safety guard and get the official stamp at the Personnel Department and
>the section director.
>2. Everyday working hours: 7:20 to 11:30 in the morning, 12:50 to 17:00 in
>the afternoon. Work break: 9:20 to 9:30 in the morning, 14:50 to 15:00 in
>the afternoon. Overtime work starts from 18:00, or otherwise noticed.
>3. The company prescribes 4 days break every month. Work hours for every
>week, including overtime work should not exceed 60 hours.
>4. Asking for leave: staffs asking for leave must request to section
>leaders and duty cards must be filled by the secretary and submitted to the
>Personnel Department. The procedure is printed on the asking-for-leave
>sheet: two to seven days leaving must reported to unit director, seven to
>fifteen days leaving must be permitted by the vice manager. Cadre and staff
>asking for leave must report to manager. The permission must be verified by
>the Personnel Department and then the employees are allowed to leave.
>5. After permission of leaving, the employee asking for leave must submit
>ask-for-leave card and factory ID to the Personnel Department and follow
>the relative procedure. When the leaving employee comes back to work,
>factory ID can be picked up with proof of leaving.
>6. Type of leavings:
>a. Work-related injury:
>(1) The workers injured during work, would be switch to other jobs
>according to the injury condition.
>(2) According to the Labor Laws, if the workers are under insurance, they
>can take a medical leave.
>(3) If the worker causes the injury on purpose or by worker’s own mistake,
>no medical leave will be permitted.
>b. Leave for illness:
>(1) Medical diagnosis by the doctors inside the company must be presented
>and permitted by the section manager.
>(2) The ill workers must stay in the dormitory for rest, and not allowed to
>stay in the living area. The ill workers can’t go out of the company
>unless with doctor’s prescription for medical treatment outside the
>company.
>c. Leave for personal issues:
>(1) When asking for leave, ask-for-leave forms must be filled and submitted
>to the Personnel Office. No oral application will be accepted. For the
>emergency cases, when asking for leave in advance is impossible, the
>leaving employee must report to the Personnel Office before 3 o’clock in
>the first day coming back to work.
>d. Absent from work without a reason:
>(1) If absent from work without a reason for one day, basic wage would be
>deducted and peccadillo will be recorded.
>(2) If absent from work without a reason for three days or more in one
>month, the absentee will be dismissed. One’s wages of last month and the
>current month will be deducted.
>(3) Coming late and leaving early will be punished as peccadillo.
>7. When overtime work is required, the overtime work forms must be
>submitted to the safety guard before 16:30. The work attendance and
>overtime work attendance form must be submitted to the Personnel Office
>before 8:30 the next day. If these forms missed the deadline, the overtime
>work will not be counted.
>8. During work hour, if one worker leaves from the duty without permission,
>one will be regarded as absent from work without a reason.
>9. National holidays: New Year vacation has one day; Spring Festival
>vacation has three days; May 1st Labor Day vacation has one day; National
>Day vacation has two days. Other folk-custom vacations will be informed
>otherwise.
>10. Alternation of safe guard, dormitory management, and factotum will be
>regulated otherwise.
>11. Time cards must be checked by the cardholder when on and off duty
>everyday. One authorized others to check the card and the substitutional
>timecard checkers will be punished as absent from work without a reason.
>Chapter 5 Wages
>Calculations of wages:
>1. Daily wages: wages are calculated as real workdays times daily work pay
>rate.
>2. Monthly wages: wages are calculated monthly.
>3. Overtime work compensation: calculated in hours. Eight hours of overtime
>work accumulated to one day. The hourly rate is 1.5 times the usual pay
>rate, overtime work on holiday will be calculated double the usual pay
>rate, overtime work on legal vacations are calculated triple the usual pay
>rate.
>Daily and monthly wages should not be lower than the legal standard
>regulated in the Labor Laws. The wages are delivered before the end of the
>next month unless noticed otherwise.
>
>Chapter 6 Production Safety and Fire Control
>1. All employees must have a conception of “safety is the No. 1 priority
>and mostly prevention”.
>2. New employees must attend safety training, including electricity safety,
>knitting machine safety, cutting machine safety, fire safety, and etc.
>3. Machining equipment management staff must enforce inspection in the
>workshops, and repair the failure of machine on time, and prevent any
>possible accident. No electrical equipment should be running overload and
>with any fault. Any violating operation is forbidden.
>4. Any employee finding out unsafe factory or hidden trouble should apply
>treatment and report to the supervisor betimes.
>5. During production, no violative operation or instruction is allowed.
>6. Once an accident occurs, power supply should be cut off immediately.
>7. No gas welding should be carried out near pulverous environment or
>flammables. When welding is necessary, the flammables should be moved to
>five meters away, and fire extinguisher should be placed nearby with
>professional supervision.
>8. Welding in the warehouse or other danger location must be applied to
>supervising departments and safety issues must be arranged.
>9. Lower position must be inspected for flammable welding in the high
>position to avoid fire.
>10. Oxygen bottle and acetylene bottle must be separated in a certain
>distance when gas welding is carried out.
>11. When new equipment is being used, the voltage and frequency
>requirements must be checked; lubrication must be inspected; the tightness
>and the rotation joints must be checked, and etc.
>12. When welding is used in the workshop, the power cable must be connected
>to designate electrical outlet other than the normal lamp outlet. No
>incompatible cable can be used. The tightening screws must be tightened
>when backing out.
>13. Safety steps should be followed for high position operation. Skidproof
>establishment should be applied when bamboo ladder is used on slippery
>floors to ensure safety.
>14. When cutting machine and other triple-phase equipments are being used,
>power outlet must be secured to prevent burning out of the motor.
>15. The electrician must stand on insulated surface when works with
>electricity online and should not work with load.
>16. No repairing of broken-down machine should be tried without knowing the
>structure and operation theory. No parting of mechanical or electrical
>elements while the machine is running.
>17. The electrician must consider the load of the electrical equipment when
>doing maintenance or reparation. No overload is allowed. The warning signs
>of “don’t switch on” and “somebody is working” should be established
>on site of working.
>18. Mechanics should check the machines frequently and ensure sufficient
>lubrication and cooling to avoid mechanical faults.
>19. All machines and equipments must be maintained regularly, and duty
>areas are assigned according to the company’s relative regulations.
>20. No people transportation with the cargo lifter.
>21. Extra caution is required to prevent leaking or overflow when unloading
>or moving inflammables such as glues and impregnants.
>22. No chatting during work hours no matter single-machine production or
>line work. This is to avoid accident.
>23. Hallways in production filed and dormitory must keep clean and through,
>no stacking.
>24. No stacking near or under fire hydrant, electricity switches, and
>electricity appliances.
>25. No smoking in production fields and workshops. No electricity oven and
>other non-production related electrical heating appliance.
>26. When operator leaves, the machine must be shut down. No power supply
>after work.
>27. The stacking must be tidy and organized and keep a distance of 50
>centimeter from power outlets.
>28. No admittance to warehouse for personnel without admission. No leaking
>of fluid and good aeration must be maintained. No fire approach.
>29. Caution of electricity safety should be taken. Maintenances of power
>supplies, appliances, and circuits must be established. No privately wiring
>of power lines.
>30. Fire hydrants and fire extinguishers must be place in regulated
>positions, no privately moving or damage to these equipments.
>31. Regular check on fire hydrants and fire extinguishers must be
>established. Expired or damaged equipments must be replaced or repaired to
>keep them in good working condition.
>32. All employees must get training on operations of fire extinguisher and
>other fire equipment.
>33. When fire alarm is given, no matter how serious it is, following
>procedure must be taken:
>a. Keep calm and report to supervisor; call for help from nearby colleagues
>and call emergency phone number: 119.
>b. Shut off al power supplies, and don’t open the door and windows;
>c. Take nearby fire extinguisher to fight the fire.
>d. If impossible to fight the fire, follow the instruction to evacuate.
>34. When one getting an electric shock, others must keep calm and don’t
>approach the one shocked. First shut off the power, and then move the
>shocked people to the ventilated place and report to the supervisor.
>35. The violation of above regulations will be treated according to the
>award and punishment codes. Serious violations will be reported to police,
>even indicted and charged.
>
>Chapter 7 Safety and Security (Gate, Fire Control, Dormitory)
>Section 1 Gate Guard
>1. When passing the gate, employees must not be naked or untidy.
>2. No visors during working hours. Special cases must be permitted by vice
>manager.
>3. When moving public property out of the gate, unit director’s signed
>out-of-factory note must be presented. When moving private property out of
>the gate, inspection by safety guard must be established. It is considered
>stealing when moving objects out of the gate without request of inspection
>and the mover will be dismissed.
>4. No dangerous objects, weapon, inflammables in work fields or dormitory.
>Violators will be punished seriously and the objects will be confiscated.
>Serious cases will be reported to police.
>5. Workers must return to sleep before 23:30. Later than that must register
>at the security office.
>6. The security officers have the right to investigate what harmful to the
>benefits of the company or public security. The workers must obey security
>officers’ orders.
>
>Section 2 Fire Control
>The establishment, application and excitation of fire management are to
>regulate the employees’ behavior during fire emergency. The following
>terms are regulated:
>1. Fire maneuvers will be practiced every four months. This is to check all
>the safety regulations and investigate further improvement. Employees must
>study and discuss the relevant laws and documents to increase their
>knowledge about fir. Records must be kept for these practices.
>2. To propagandize the fire management regulations, and the three-level
>fire control system, the daily safety education must be conducted.
>3. Fire safety inspection system: a. usual fire safety inspection; b.
>timely fire safety inspection, including seasonal fire safety inspection
>and inspection during holidays; c. professionally fire safety inspection.
>4. The usage of fir, i.e., the authority of using fire.
>5. Electricity fire safety management. Non-electricians are not allowing
>installing, managing, and inspecting electrical devices. The machine
>operators must shut down the electricity before leaving. Annual safety
>check must be conducted.
>6. Fire equipment management. The fire equipment must be maintained by
>specified people and in specified place. Frequent inspection will be
>conducted and those don’t match the requirement must be regulated.
>7. Warehouse safety management. Unauthorized personals are not allowed
>entering the warehouse. No fire oven is allowing in the warehouse. No
>unauthorized wiring is allowed. No smoking. No oil lights.
>8. The report of fire safety management. The report must include general
>condition and any fire incident. The report must be true, accurate, clear
>and on time.
>Section 3 Dormitory Management
>All the dormitory users must obey the dormitory management regulations.
>1. After the Human Resource department setting up the beds, the workers
>mustn’t switch or exchange their beds without permission. To share one bed
>with others is not allowed. No admittance to outside personals. Those who
>will stay out of the company dormitory will not be given a bed in the
>company dormitory.
>2. Dormitory must be kept clean and tidy. In the morning and noon time,
>when getting up, the mosquito curtain must be folded. The quilt must be
>folded in the square form and put in the middle of the bed. Under the bed,
>shoes must be put as a line. No obstacles around the beds. The offenders
>will be marked an X. When moving quilt, curtains, and any objects out of
>the company, an inspection must be requested to the security guard or these
>objects will be seized and charged as stealing.
>3. The following behaviors are not allowing: unauthorized light, candle
>lighting, poker playing, smearing and posting, coal oil oven, chess
>playing, and smoking.
>4. No fighting, gambling, alcohol drinking. Noon time nap is obliged, no
>chatting or talking, playing radio. In the night, after the sleep whistle,
>all activities must be stopped and personals must go to bed. When the
>lights are off, everybody must be in bed.
>5. When passing the dormitory gate, all employees must wear the factory ID
>or the dormitory manage will require one to register. No admittance of
>knifes, ignitable objects, strong alcohol to the dormitory. To visit the
>other buildings, one must register at the manager’s office and it is not
>allowed entering the rooms without people in. Offenders will be charged as
>stealing.
>6. During working hours, for emergency cases one can enter the dormitory
>for up to 10 minutes with authorities from vice general manager-level
>officers and registration at the dormitory manager’s office. A person with
>unauthorized entrance is responsible for any loss of property loss.
>7. The employees can register to stay out only before the public holidays.
>Injured staff and patient should stay in the dormitory and going out is not
>allowed. The special requirement can be arranged by signing from the
>managers or doctors.
>8. To leave the bucket or clothes in the showers to occupy the place is not
>acceptable
>9. No dispose of peel, stub, and papers. No spit. No peeing in non-toilet
>areas.
>10. To save the water, hydro must be shut off efficiently, no waste
>allowed. Pay attention to the public properties, damage should be
>compensated. The tools used for production are not allowed in dormitory.
>11. Other than public holidays, no basking of clothes or quilt in the
>hallway is allowed.
>12. After 9 o’clock in the morning, the night shift employees must stay in
>bed, no reading, no talking, and no weaving sweater. Before going to work,
>the bed must be clean tidy.
>13. The night shift workers are not allowed to get up for lunch.
>14. Duty must be establish for everyday cleaning in each dormitory. The
>personal on duty must take care of the followings:
>a) Floor must be swept everyday. No water splashing out of the room. The
>cleaning tools must be established tidily.
>b) All day tidiness must be kept. The garbage dumped beside the garbage can
>will be considered as the breach of duty.
>c) If the personal on duty is absent, the successor should take
>responsibility.
>
>Chapter 8 Living Management (Environment, Cafeteria)
>Section 1 Environmental maintenance
>In order to keep a nice and comfortable environment for working and live
>and protect the mental and physical health of all the employees, the
>following items are regulated.
>1. The environment clean is conducted and evaluated by the Department of
>General Issues.
>2. Each unit should take responsibility for the tidiness and cleanness of
>its areas. The janitor from each unit should clean the doors, windows,
>armrests, mechanical equipment.
>3. All employees must keep the public areas tidy and clean. Grass should be
>cut, and garbage should be removed.
>4. No stepping on grass, no culling of flowers.
>5. No dispose of peel, stub, and papers.
>6. No spit.
>7. No damage to the public properties.
>8. All employees must obey the above regulations, violators will be
>punished. The serious violators will be fired.
>9. Any employee violating the above regulations will be penalized according
>to the penalty regulations.
>Section 2 Cafeteria
>1. The cafeteria users must obey the instructions from the cafeteria staff.
>Those disobeying will be penalized.
>2. The employees must go to the cafeteria on time. Special cases can be
>arranged to eat earlier or later with the Department of General affairs.
>3. The employees must enter the cafeteria in line. Each employee is allowed
>to take one bowl and one pair of chopsticks only. Rice should be taken
>first then the dishes. No picking up among the dishes.
>4. Rice and breakfast are provided sufficiently. The employees should pick
>what they can eat. The waste of food will be penalized.
>5. No load talking allowed during eating. The employees should be seated in
>queue. It is not allowed to eat or drink soup while standing.
>6. All remainder of food should be kept in the blank bowl and disposed in
>designated barrel. The tableware must be returned after the meal. It is not
>allowed to bring rice, dishes, or soup out of the cafeteria.
>7. The rice spoon must be used properly. No chop sticking in barrel for
>noodle and other food.
>8. The drop of the food or tableware off the ground must be treated on
>time, or will be regards as dumping of garbage.
>9. Slippers are not allowed during dinner. Untidy clothes are not allowed
>entering the cafeteria. No smoking in the cafeteria.
>10. For the supplemental problem, the employee can go to the kitchen to
>require for more food. Otherwise the employees have to take care of
>themselves.
>
>Chapter 9 Promotion and reassign
>I. The employee would be promoted for work excellence and good performance.
>II. The company has the right to reassign its employees.
>
>Chapter 10 Complain Conduits
>
>Section 1 To protect the basic human rights of the employees and keep the
>coordination and unity of the company, any employee can complain through
>the conduits to get a reasonable solution, when being unfairly treated or
>one’s rights has been violated.
>Section 2 Complain Conduits
>1. Complain to unit supervisor.
>If one’s rights were violated in a certain unit, one can complain to the
>higher level supervisor for investigation and coordination leading to a
>final solution.
>2. The company mailbox (by the coordinator)
>For the problem about personnel rights, comments about the unit, and
>suggestion to the company, one can complain through letter. The relevant
>units would investigate the comments or suggestion and report to the
>coordinator. The results or solution will be release to the entire factory
>and written to the complainer.
>3. Clients’ mailboxes
>Personnel or human rights problem can be complained through letters to the
>company’s clients. The company would not trace for the complainers. The
>complaint will be responded.
>
>Chapter 11 Welfare
>In order to improve the entertainment of the employee’s lives, the Welfare
>Committee is established by the company. Welfare fees are deducted from
>employees for the welfare practice. The Welfare Committee have various
>entertainment equipment, including chess and pokers room, Ping-Pong room,
>Kong-Le ball room, basketball fields and Badminton fields for excise. The
>Welfare Committee have also eight units to provide service to all the
>employees, including stationery shop, payphone, library, barber’s shop,
>video club, Kara OK, convenient store, and a restaurant. All employees are
>able to enjoy the following welfares:
>I. Every month the Welfare Committee will send the employees whose
>birthdays in this month a gift. In Labor Day, a company uniform will be
>delivered to each employee.
>II. During public holidays, dancing party will be organized.
>III. The lucky draw in the party during festival of lanterns and other
>parties.
>IV. The employees enjoy free meals and accommodations.
>V. The holidays:
>1. Other than the legal holidays the company has four vacations
>2. Employees with one year service will enjoy seven days vacation
>(calculated from January 1st.)
>VI. Medical treatment
>1. The medical office is open daily for employees with little disease and
>light injury.
>2. For injury during work, the company will cover the medical expense.
>3. If the employee has to stay in hospital, medical fund will be applied.
>VII. The medical fund
>1. Purpose: in order to protect the employees with non-work related disease
>and major injury, the mutual medical fund is established to relieve the
>employees’ financial difficulties.
>2. Usage: this mutual medical fund will be used for the employees who are
>suffering from (1) non-work related disease and need to stay in hospital,
>(2) major injury from an accident. In the above cases, the portion of
>medical expense that exceeds 200 Yuan can be compensated by the mutual
>medical fund within application.
>3. Source: the mutual medical fund are from the employees’ income
>according the follows:
>(1) workers: 2 Yuan
>(2) Staffs: 3 Yuan
>(3) Group and Team leaders: 4 Yuan
>(4) Managers and above: 5 Yuan.
>(5) When the fund is not sufficient, the Welfare Committee would manager
>it. If shortage endures more than three months, an increase of deduction
>would be established with 0.50 Yuan each time. When the balance of the fund
>is maintained for consequent three months, the deduction will be recovered
>to the above levels.
>4. Medical compensation:
>(1) For workers working less than six months, 60% of the portion of medical
>expense exceeding 200 Yuan will be compensated. The serious injury from
>major accident does not count.
>(2) The limitation of compensate: with the receipt from the hospital and
>verification, the limitations of medical compensation are listed as
>follows:
>General workers: 3000 Yuan
>Staffs: 4000 Yuan
>Group and Team leaders: 5000 Yuan
>Managers and above: 60000 Yuan.
>The limitations will be maintained during the shortage of the total fund.
>(3) The compensation amount is calculated with register fees, treatment,
>medicine, inspection, injection, medical examination, surgery, and nursing
>expenses.
>(4) The mutual medical fund is managed by the Welfare Committee.
>(5) The deposit and spending of the mutual medical fund are executed by the
>Accounting Service. Its account is separated from other accounts and will
>be signed by the chief of the Welfare Committed. The spending item should
>be released to the public.
>(6) The procedure of application is as follows: filling the application
>form, with attachment of factory doctor and receipts from the hospital,
>letter from the Human Resource for verification of the time attending the
>factory, signature from the chief of the Welfare Committee, release of the
>medical compensation.
>(7) The compensation of non-accidental injury has to be permitted by the
>factory doctor, or medical compensation can’t be established.
>5. This procedure will be effective when it is released. Supplemental
>notice will be given for the unclear practice.
>
>Chapter 12 Rewards and Penalties
>In order to encourage the good work and promote the advanced employees, and
>to urge on the slow employees, this part of the regulation is established
>to clarify the reword and penalty policy.
>Section 1 Summary
>1. The rewards include commendation, honor, higher honor, and promotion.
>Three times of commendation count as an honor and three honors count as a
>higher honor. The record of honors will act as evidence for promotion.
>2. The penalties include warning, record of mistake, record of major
>mistake, demotion, degrading, and disemployment. Three warnings count as a
>record of mistake. Three records of mistake count as a major mistake. Three
>records of major mistake will lead to disemployment.
>3. The rewards and penalties can cancel out. Bounty will be awarded to the
>employees with good excellent work. The awards will be recorded in one’s
>profile.
>4. If the employee doesn’t sign to accept the penalty, one can appeal to
>the supervisor or supervisor’s assistant in 24 hours. The incompliancy can
>incur stronger penalty if one’s appeal failed with false excuses. If no
>appeal was submitted during 24 hours, the employee being penalized is
>considered accepting the penalty.
>5. The officers or staff with two records of major mistake will be degraded
>for two levels, and one level for two records of mistake. The staff with a
>record of major mistake will be degraded for one level.
>6. The loss of property caused by ignorant must be compensated by who is
>responsible for the loss.
>7. The penalty will be doubled if one commits the same mistake.
>8. Supplemental notice will be released to reinforce the regulation.
>
>Section 2 Awards
>I. The following achievement will be recorded as commendation:
>1. Behavior, work, efficiency, performances as good as other workers’
>model.
>2. Contribution to the unity and compliance of one’s unit.
>3. Consideration to the whole benefits of the company.
>4. Working actively and make major contribution to the unit.
>4. Excellent performance to the safety, management, practice, cost saving,
>environmental protection.
>II. The following achievement will be recorded as an honor:
>1. Effective suggestions to improve the technology or management.
>2. Saving in materiel or effective recycling.
>3. Brave behavior and proper treatment during incident.
>4. Disclosure or prosecution of violations to company policies or
>benefits.
>III. The following achievement will be recorded as a major honor:
>1. Effective invention or suggestion to improve the production equipments.
>2. Devoted behavior to save the property or reduce damage during an
>accident or hazard.
>3. To protect the safety of employees and adventured to achieve certain
>assignment.
>4. To protect the major benefits of the company and avoid major loss.
>5. Other major contribution to the company.
>
>Section 3 Penalties
>I. The following behavior will be recorded as one warning.
>1. Instead of leaving the work card in the card box, bring the work card
>out of the shop.
>2. Who is neither medical staff nor patient but grabbing hot waters in the
>medical office.
>3. Not wearing the factory ID on the left breast of the outer wear.
>4. Naked or untidy when passing by the gate.
>5. Not taking off the bike when passing by the gate and not driving slowly
>in the factory with speed exceeding 10 km/hour.
>6. Bring food to hallway and smoking in nonsmoking areas.
>7. Switching or changing beds.
>8. Pulling the curtains privately.
>9. Talking loudly in the dormitory, dropping around without registration.
>Not sleeping during noon time. Chatting, shouting, and playing radio. Not
>sleeping after lighting off.
>10. Using barrel, clothes to occupy shower. The items will be withheld once
>discovered.
>11. Basking of quilt, mosquito curtain during non-holiday.
>12. Jumping over hallway and balcony.
>13. Standing eating, or bring food out of the cafeteria.
>14. Chatting, staying outside topless, and wearing slippers to go out of
>dormitory.
>15. Smoking in cafeteria and eating shelled nuts.
>16. Using pubic spoon in a private bowl or private chopsticks in the public
>barrel container.
>17. Picking when choosing dishes, and talking loudly when having the meal.
>18. Not being seated in queue, or standing when drinking soup.
>19. Putting feet on the chair when have the meal.
>20. Entering unauthorized area during work hours.
>21. Shouting in working arena.
>22. Seating on grass or armrest of the skating rink, or non-skater entering
>the rink.
>23. Napping, tapping on table, or putting legs on table during the Welfare
>Committee activities.
>24. Refusal to take on duty when the duty guy is absent.
>25. Failure to meet the quality requirement thoroughly.
>26. … page missing till 53…
>54. Production of defeated product continuously.
>55. Poor quality conception causing too much throwback.
>56. Low working efficiency causing delay for the process.
>57. Faulty material consumption causing waste.
>58. Failure the cleaning up the working table after work.
>59. Faulty duty conduction.
>60. The usage of wrong facility to moving objects.
>61. Failure to picking out the faulty product and leave it to the next
>process.
>62. Major production failure, which causing the delay of the process.
>63. Failure to check the faulty product on site.
>64. Not obeying the queuing to leave after work.
>65. Joking or chatting during work hours, disordering the production line.
>66. Changing the standard practice procedure privately, causing trouble to
>the next process.
>67. Poor quality concept and refusal to improve production quality.
>68. Ignorant of material usage causing overdraft of materials.
>
>II. The following behavior will be recorded as one minor mistake.
>1. Carrying overdraft objects and dangerous knives to the working arena.
>2. Dormitory residents coming back later than 23:30.
>3. Without permission, using electricity, lights, candle, playing poker,
>posting, burning, smoking, playing chess.
>4. Using barrel to obtain hot water.
>5. Tooth brushing on balcony.
>6. Failure to shut off the hydro on time, and wasting water.
>7. Jumping or balcony.
>8. Getting three “x” for room sanity check.
>9. Dropping food and kitchenware on the floor and failure to clean up.
>10. Abuse, threatening, intimidation of on-duty staff.
>11. Trading or exchanging the factory ID.
>12. Eating while waling, throwing peel, stud, paper piece, or spitting.
>13. Snapping plant and flower, stepping on grass, and daubing on wall.
>14. Non-kitchen staff entering the kitchen without permission.
>15. The repeating dehiscence of heel part.
>16. Wrong counting causing waster of materials.
>17. Failure to use the proper pigment and causing color mismatch.
>18. Work overtime without permission.
>19. Losing production tools or equipment.
>20. Not through duty conduction that causing loss of the company.
>21. Failure to produce sample shoes.
>22. Arguing during work hours.
>23. Entering other shops which are not designated.
>24. Poor quality conception causing too much waster.
>25. Ignorant working, hanging out, and refusal to expostulation.
>26. Careless working and causing failure to meet the quantity requirement.
>27. Failure to shut off the electricity after work.
>28. Wasting raw material and refusal to pay attention.
>29. Reckless working and concealing defeated product.
>30. Desultoriness in working, and disobeying the supervision.
>31. Remiss of work and packing the wrong product.
>32. Removing materials to other units.
>33. Late for work and leaving earlier.
>
>III. The following behavior will be recorded as one major mistake.
>1. The dormitory user who doesn’t go back to sleep.
>2. Jumping in the factory after designated hours.
>3. Exiting the back door during work hours without permission
>4. Wasting rice.
>5. Splashing water or dumping from the balcony.
>6. Failure to register for sleep over before the holiday night.
>7. Sleeping during the ten minutes break.
>8. Shopping during work hours without permission.
>9. Ignorant quality conception which leads to defeated products.
>10. Improper treatment of remainder materials.
>11. Managers smoking.
>12. Disobeying supervisor’s instruction and order.
>13. Packing defeated products privately.
>14. Disobeying safety regulation and causing accident.
>15. Sleep during work hours.
>16. Failure to treat the string properly.
>17. Smoking in workshop including toilet.
>18. Tuning strip speed without permission.
>IV. The employee commits the following behavior will be discharged.
>1. The safety guard and dormitory manager that sleeping when one duty.
>2. The safety guard and dormitory manger that being ignorant, rude, and
>irresponsible.
>3. The kitchen workers that stealing in kitchen.
>4. Absence without a reason for three times in a single month.
>5. Absence during the period of resignation.
>6. Employees that fighting, making noise, organization strike.
>7. Carrying out personal properties without check from the safety guard.
>8. Polluting the company environment on purpose.
>9. Lending factory ID to others or leading strangers into the factory.
>10. Drinking, gambling, and fighting in the dormitory.
>11. Peeing or shitting in non-toilet areas.
>12. Bringing production equipments to dormitory.
>13. Entering the vacant room will be charged as stealing.
>14. Using other’s ID to check in the hotel.
>15. Cutting off redundant part without permission.
>16. Theft of company property will be prosecuted. The employee commits
>theft will be discharged.
>V. The following damage should be compensated:
>1. Damage to the elements on purpose.
>2. The waste of materials caused by ignorant operation.
>3. Breach of duty that cause delay of production.
>4. Damage or lost of company’s money or property.
>
>Chapter 13 Demission
>
>1. The following employees will be dismissed:
>2. Those failed to meet the work requirement during internship or working
>with a negative attitude and can’t keep up good work.
>3. Serious violators to the company policy and regulations.
>4. Those who don’t want to working in the company and want to terminate
>the contract.
>5. The demission includes resignation, quitting, dismissal, and discharge.
>6. The employees who are quitting, dismissed, or discharged must leave the
>company in the designate superintended by the Department of General
>Affairs. Enforcement will be executed if the employees refuse to leave.
>7. The normal leaving employees must continue working before permission to
>leave. If one is absent, disobeys assignment, or works carelessly, the unit
>manager can discharge the employee.
>8. The employees must fill the forms to designate somebody to withdraw the
>wages. The procurator’s name, unit, ID number must be filled clearly or
>the wage will not be released. The unpaid wages will be withheld after two
>month.
>9. The quitting employees can’t take the remainder wages, which will be
>withheld as compensation to the loss of the company.
>10. The employee must resign with a written notice in one month earlier to
>termination the employment contract. The resignation must be permitted by
>the supervisor. Otherwise the remainder wage will be hold as compensation
>to the loss of the company.
>11. All leaving employees must transfer the job and return all the tools,
>factory ID. They are allowed to leave after the permission from their
>supervisors, otherwise the factory ID deposits and their remainder wages
>will not be released.
>12. The wages to the leaving employees:
>13. The resigning and the quitting employees’ factory ID deposits will be
>released in the 29th and 30th of the next month.
>14. The wages for the resigning and dismissed employee will be calculated
>in the day of resignation and dismissal.
>15. The quitting employees don’t have the right of taking the reminder
>wages.
>
>Supplementary articles
>1. This regulation is established according to the present condition and
>combined with relative laws. The high level of the company reserves the
>rights of explanation.
>2. The company carries out safety production and safety sanitation
>according to safety regulations and laws.
>3. The detailed issues should be carried out according to detailed
>regulations.
>4. Every employee must obey the regulations in this manual and other
>detailed regulation. The offenders will be punished without mercy.
>
>
>
>
>LI Qiang
>
>Phone: 1-917-257-8589
>China labor watch
>P.O. Box 4134
>Grand Central Station
>New York, NY 10163-4134
>U.S.A.
>
>
>_________________________________________________________________
>您可以在 MSN Hotmail 站点 http://www.hotmail.com/cn 免费收发电子邮件
>
>
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Webmaster and Program Associate
ssarkar@nlcnet.org
National Labor Committee
phone: (212) 242-3002
fax: (212) 242-3821
http://www.nlcnet.org
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