BSCI認(rèn)證對(duì)工資的定義包括：無(wú)論是零時(shí)工還是合同工人或勞務(wù)派遣工廠都必須提供工資表進(jìn)行審查。

工資的定義必須根據(jù)以下情況來(lái)衡量：

■ 勞工在所在地區(qū)的生活成本

■ 實(shí)際報(bào)酬和公平報(bào)酬表之間可能存在的差異

■ 識(shí)別填補(bǔ)差距的潛在措施

■ 支付超出48小時(shí)正常工作時(shí)間的工資（或者按照當(dāng)?shù)鼗驀?guó)家法律規(guī)定的更長(zhǎng)正常工時(shí)）

■ 社會(huì)福利

■ 實(shí)物福利和獎(jiǎng)金

■ 補(bǔ)貼或免費(fèi)交通

■ 補(bǔ)貼或***宿

■ 補(bǔ)貼或免費(fèi)食堂服務(wù)

■ 教育或培訓(xùn)機(jī)會(huì)

■ 支付加班費(fèi)

報(bào)酬不包括下列成本：

■ 制服

■ 個(gè)人防護(hù)裝備

■ 培訓(xùn)是應(yīng)強(qiáng)制執(zhí)行的工作要求的一部分。例如，職業(yè)健康與安全培訓(xùn)

■ 任何主要的工作工具

審核標(biāo)準(zhǔn)的依據(jù)：

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.

商業(yè)伙伴遵守本原則，在不影響本文所列的具體期望的同時(shí)，尊重工人獲得公平報(bào)酬足以為工人及其家庭提供體面生活的權(quán)利，以及法律規(guī)定的社會(huì)福利。

商業(yè)伙伴必須至少遵守政府關(guān)于最低工資的法律規(guī)定，或者基于集體談判通過(guò)的行業(yè)標(biāo)準(zhǔn)，兩者之中以較高者為準(zhǔn)。

工資應(yīng)以法定貨幣形式及時(shí)地、定期地、全額支付。根據(jù)國(guó)際勞工組織規(guī)范，可以接受部分付款是用實(shí)物津貼形式支付。工資水平應(yīng)體現(xiàn)工人的技能和教育并參照正常勞動(dòng)時(shí)間。

任何報(bào)酬的扣減只可在法律允許或集體協(xié)議規(guī)定的條件下和范圍內(nèi)執(zhí)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.

《中華人民共和國(guó)勞動(dòng)法》第四十八條和勞動(dòng)部關(guān)于貫徹執(zhí)行《中華人民共和國(guó)勞動(dòng)法》（1995）若干問(wèn)題的意見第五十七條：勞動(dòng)者在試用、熟練、見習(xí)期間，其所在的用人單位應(yīng)當(dāng)支付不低于最低工資標(biāo)準(zhǔn)的工資。

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.

《中華人民共和國(guó)勞動(dòng)合同法》第二十條：勞動(dòng)者在試用期的工資不得低于本單位相同崗位最低檔工資或者勞動(dòng)合同約定工資的百分之八十，并不得低于用人單位所在地的最低工資標(biāo)準(zhǔn)。

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.

《中華人民共和國(guó)勞動(dòng)合同法》第八條：用人單位招用勞動(dòng)者時(shí)，應(yīng)當(dāng)如實(shí)告知?jiǎng)趧?dòng)者工作內(nèi)容、工作條件、工作地點(diǎn)、職業(yè)危害、安全生產(chǎn)狀況、勞動(dòng)報(bào)酬，以及勞動(dòng)者要求了解的其他情況；用人單位有權(quán)了解勞動(dòng)者與勞動(dòng)合同直接相關(guān)的基本情況，勞動(dòng)者應(yīng)當(dāng)如實(shí)說(shuō)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.

《中華人民共和國(guó)勞動(dòng)法》第五十條：工資應(yīng)當(dāng)以貨幣形式按月支付給勞動(dòng)者本人。不得克扣或者無(wú)故拖欠勞動(dòng)者的工資。

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.

《工資支付暫行規(guī)定》第十六條：因勞動(dòng)者本人原因給用人單位造成經(jīng)濟(jì)損失的，用人單位可按照勞動(dòng)合同的約定要求其賠償經(jīng)濟(jì)損失。經(jīng)濟(jì)損失的賠償，可從勞動(dòng)者本人的工資中扣除。但每月扣除的部分不得超過(guò)勞動(dòng)者當(dāng)月工資的２０％。若扣除后的剩余工資部分低于當(dāng)?shù)卦伦畹凸べY標(biāo)準(zhǔn)，則按最低工資標(biāo)準(zhǔn)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.

《廣東省工資支付條例》第十五條：因勞動(dòng)者過(guò)錯(cuò)造成用人單位直接經(jīng)濟(jì)損失，依法應(yīng)當(dāng)承擔(dān)賠償責(zé)任的，用人單位可以從其工資中扣除賠償費(fèi)，但應(yīng)當(dāng)提前書面告知扣除原因及數(shù)額；未書面告知的不得扣除�？鄢�賠償費(fèi)后的月工資余額不得低于當(dāng)?shù)刈畹凸べY標(biāo)準(zhǔn)。

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:

《深圳市員工工資支付條例》第三十四條：用人單位可以從員工工資中扣減下列費(fèi)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）員工賠償因本人原因造成用人單位經(jīng)濟(jì)損失的費(fèi)用

（二）用人單位按照依法制定的規(guī)章制度對(duì)員工進(jìn)行的違紀(jì)經(jīng)濟(jì)處罰；

（三）經(jīng)員工本人同意的其他費(fèi)用。

用人單位每月扣減前款第（一）、（二）項(xiàng)費(fèi)用后的員工工資余額不得低于最低工資。

審核所需提供的文件：

　　合法扣除貨物和服務(wù)的文檔證明

??行業(yè)的法定最低工資的文檔

??記錄的集體談判協(xié)議

??工人工資條和支付的文檔證明

??已完成的公平報(bào)酬快速掃描

??工作合同或協(xié)議，包括與招聘代理簽訂的合同或協(xié)議

??所有工人的個(gè)人信息檔案（包括季節(jié)性工人）

??附加利益文檔證明（商業(yè)保險(xiǎn)，如適用）

??已更新的社�；�金供款文檔證明

??工資范圍和估算清單，這也適用于計(jì)件工人

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