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                                        Tchibo驗廠咨詢 ---(2014年最新標準)Tchibo 社會與環境監測方案(六)(英)

                                        4.4. Disciplinary Measures 紀律處罰措施


                                        Disciplining employees by means of corporal or psychological punishment is strictly

                                        forbidden. The same applies to punishment manifested through restricted access to food,

                                        sanitary facilities or medical care.


                                        Sexual harassment and sexual abuse are not allowed and will not be tolerated. Any incident

                                        of this kind shall be studied and appropriate punishment imposed. Sexual harassment does

                                        not necessarily only take physical forms. Voicing e.g. demeaning comments about the

                                        gender of an employee equally falls under the term sexual harassment.


                                        The withholding of compensation as a disciplinary measure is not permitted by Tchibo,

                                        because there is great danger of abuse.



                                        4.5. Working Contracts勞動合同


                                        Working contracts form the basis for employment and provide the employee with

                                        transparency on the framework conditions of his employment and a certain legal basis for

                                        possible claims. Employers are required to give their employees a written working contract

                                        that includes at least the following points: Name and picture of the employee, home address,

                                        function, starting date of working relationship, hours of work arranged, remuneration,

                                        probation period (if applicable), details for termination and the signature of the employer and

                                        the employee.


                                        A copy of the contract has to be given to the employee. Contractual obligations that result

                                        from a permanent position may not be circumvented by offering consecutive short-term

                                        contracts.


                                        In the event that contracted work is used, the supplier must ensure that the same conditions

                                        are fulfilled by the subcontractor.


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