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            Bon-Ton驗廠標準內容英文版-Bon Ton驗廠

            http://www.sdjnbg.com 發布時間:2020-01-07 有效期:有效期5天 聯系方式
            Bon-Ton驗廠標準內容英文版-Bon Ton驗廠
            深圳市睿鼎企業管理* *有限公司
            Bon-Ton Code of Vendor Conduct

              This Code of Vendor Conduct applies to vendors/suppliers who provide merchandise to BJ’s Wholesale Club, Inc. or any of its subsidiaries, divisions, affiliates or agents (“BJ’s”).

              BJ’s conducts its business in a legal and ethical manner and we expect our business partners to share our ethical concerns. While recognizing and respecting the cultural and legal differences found throughout the world, BJ’s is committed to ensuring the safe and fair treatment of all employees around the world who are involved with the manufacture of products supplied to BJ’s. We expect all of our vendors/suppliers and the factories which manufacture the merchandise, to provide their employees with a safe and healthy workplace and to respect the rights of their employees in the workplace.

              To achieve that purpose, this Code sets forth the basic requirements that all such  vendors/suppliers must meet in order to do business with BJ’s. Since no code can be all inclusive, we expect our vendors/suppliers to ensure that no abusive or exploitative conditions and practices or unsafe working conditions exist at the facilities where our merchandise is manufactured. As a condition of doing business with BJ’s, each and every vendor/supplier must comply with this Code of Vendor Conduct.  If BJ’s has determined that any vendor/supplier has violated this Code, BJ’s reserves the right to cancel a purchase order, return or revoke acceptance of affected goods, and/or require the vendor/supplier to implement a corrective action plan, or terminate its business relationship with the vendor/supplier.

              Compliance with Laws and Regulations

              Vendors/suppliers must comply with all applicable laws and regulations of their respective countries relating to employee rights and working conditions, including, but not limited to age, hours of work, minimum wage, overtime provisions for vacation and holidays, pregnancy and/or family leave and required retirement benefits.  If a generally accepted industry standard is higher than the legal minimum, vendors/suppliers must apply the higher industry standard.

              Vendors/suppliers must also comply with all other applicable laws and regulations including, without limitation, laws and regulations relating to the exportation and importation of merchandise including country of origin, labeling, customs classifications and valuation and all laws prohibiting counterfeiting trademarks or transshipment of merchandise. Vendors/suppliers must also develop security processes and procedures consistent with Customs-Trade Partnership Against Terrorism (“C-TPAT”), a joint effort between Customs and the trade community to reduce the threat of terrorism by means of protecting the integrity of cargo imported into the United States. From time to time, BJ’s will ask Vendors to confirm compliance with the C-TPAT requirements. Updated C-TPAT requirements can be found at the Customs and Border Protection website

              Hours of Work/Overtime

              Vendors/suppliers must comply with all applicable laws on regular working hours and overtime hours. Vendors/suppliers must not require their employees to work, on a regularly scheduled basis, more than 60 hour workweeks.


              Vendors/suppliers must pay employees the minimum legal wage or a wage that is consistent with local industry standards, whichever is greater and provide legally mandated benefits.  The wage structure, with any employer contributions and legitimate deductions, is to be itemized clearly in writing for the worker and in accordance with the local law.   Wages should be paid directly to the employee in cash or check. Wage rates for overtime should be at such premium rate as is legally required.

              Forced Labor

              Vendors/suppliers must not use forced labor, whether in the form of prison labor, indentured labor, bonded labor, labor that is imposed as a means of political coercion or as a punishment for political or religious views, or otherwise.
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