DESCRIPTION OF CODE OF CONDUCT VIOLATIONS
違反行為守則的描述
The type of violation and the extent of deviance are a consideration in the assessment of risk level. A determinant
factor in the assessment will be whether the violation was deemed willful. Willful violation would be considered
manipulative and result in a failing Assessment status.
A noncompliance occurs when a contractor violates either a law of his/her country or a standard in the Code of
Conduct. The categories listed provide general standards upon which monitors assess the workplace environment.
Please note that individual country regulations and restrictions MAY be more restrictive than these generalities.
Discrimination:
Religious Discrimination: This type of discrimination occurs when the employees are treated differently according
to their religion. This includes denial of work, denial of promotions, differing pay rates, differing benefits, and
differing disciplinary practices. Also, religious observance, i.e. prayer breaks, holidays, should not be prohibited.
Racial Discrimination: This type of discrimination occurs when employees are treated differently on the basis of
their race. As with any discrimination, this includes denial of work, denial of promotions, differing pay rates,
differing benefits, and differing disciplinary practices.
Gender Discrimination: This refers to any instance where a female employee is treated differently due to her gender.
Examples include pregnancy testing, firing pregnant employees, denial of promotions, denial or employment,
different pay scales for the same job, and other differential treatment.
Medical Discrimination: This may occur when employers screen potential applicants for hire and require medical
examinations. The exam itself is not discriminatory but if the results of the exam are used in an exclusionary
manner to prevent an employee from being hired, this is discriminatory. Employees who become ill or injured
should not be fired for this cause.
Pregnancy Testing: This can be viewed as gender and medical discrimination. While it may not be against the law,
it is viewed as discrimination by human rights groups and the general public. Similarly to medical discrimination, if
the results of a pregnancy test are used to exclude women from employment, this is discrimination. Suppliers
Manufacturers should be careful not to allow their facilities to conduct these tests.
Harassment
To harass is to wear out or exhaust, to irritate or torment persistently. Sexual harassment is the making of
unwanted and offensive sexual advances or of sexually offensive remarks or acts. Some companies may use
harassment techniques to pressure employees to behave a certain way. Many countries have laws prohibiting
harassment of employees involved in union activities as well as prohibition of sexual harassment in the workplace.
Harassment is not an acceptable form of management.
Forced Labor:
This occurs when an employer forces their employees to work against their will, ability, or in a manner outside the
provisions of the labor contract. Examples include instances when the employer requires overtime against the will
of the employee or sick employees are not allowed to leave the factory to go home.
Child Labor:
Child labor violations include not only employing underage children but also employing a minor in a prohibited job,
such as a night shifts or hazardous work stations. Proof of age documentation must be available for all employees in
the form of birth certificate, government identification card.