1、1 外文翻译 原文 Migrant Workers Material Source： Zhe China Business And Social Sustainability Check pp.41-42 Author： Mads Holst Jensen, Lorelou Desjardins and Jessica Yeh In China, more than 150 million members of the work force are natives of rural areas who have migrated to the cities to find work, prim
2、arily in low-skilled, labour-intensive, export-oriented sectors. Because of the Chinese household registration system (户口 , hukou), these internal migrants are more vulnerable than other workers, as this system prevents them from enjoying the same rights as urban Chinese citizens.Hukou refers to the
3、 Chinese system of residency permits. It consists of an official household registration record that identifies each Chinese citizen as a resident of an area and includes identifying information such as name, date of birth and names of parents and spouse. Chinese citizens have to be registered with t
4、he local public security bureau, and they can have only one place of permanent registration. Thus, those seeking employment in urban areas away from their place of permanent registration must obtain temporary registration or a residency permit, which is the legal basis for residence and the key basi
5、s of legal identity. This permit is necessary in order to work, rent housing, open a bank account, enter public buildings (e.g.libraries) and receive registered mail, and also serves as personal identification. Migrant workers (农民工 nongmingong) and their accompanying dependents who lack adequate res
6、idency status cannot access health care, education or other social benefits because they are not registered in the area where they work. By implication, the situation of Chinese migrant workers corresponds to the definition, as stated in relevant UN documents and ILO conventions, of an international
7、 migrant worker in terms of vulnerability to discrimination in employment, inadequate or lack of legal status and denial of social services to which they and their accompanying dependents are entitled. 2 The company should ensure that migrant workers are treated equally compared to non-migrant worke
8、rs. This applies not only to working conditions such as hiring, remuneration, promotion, working hours, rest periods, minimum age, health and safety standards and termination, but also to employment status such as labour contracts. All migrant workers, even those who have been hired via a recruitmen
9、t agency, must have a labour contract that grants them employment conditions and benefits equal to those of other workers. The company should also ensure that migrant workers have equal access to information and representation concerning their labour rights. The central government encourages local a
10、uthorities to simplify the process of registration for migrant workers and to loosen the requirements allowing more migrant workers to relocate their hukou to their place of work and residence. The company should ensure that hired migrant workers have obtained or are in the process of obtaining an a
11、dequate residency status that will give them a legal status in the area where they work. This includes providing migrant workers with documents and other support needed for them to obtain a residence permit. The company should also take measures to address migrant workers special needs. This include
12、s providing appropriate assistance to migrant workers accompanying dependents to facilitate their access to education, housing (through company-provided housing facilities) and food (through company-provided dining facilities); accommodations for holidays (e.g. longer leave or transportation in orde
13、r to travel home around Chinese New Year); and other needed adjustments. The Chinese constitution guarantees that all citizens are equal before the law. In recent years the Chinese government has passed numerous laws, regulations and directives that attempt to address the acute need to improve the p
14、rotection of migrant workers rights and reduce inequalities. The Employment Promotion Law as well as directives issued by the State Council clearly state that migrant workers have the same rights as urban workers to seek employment in the cities, and that no discriminatory restrictions may be placed
15、 on them. Companies may not discriminate against migrant workers in hiring 3 (including minimum age requirements), remuneration, bonuses and deductions, probationary period working hours, overtime pay, leave and holiday, job training, occupational health and safety, promotion, termination, or union
16、membership. Companies may not raise recruitment requirements for migrant workers. Upon the establishment of an employment relationship, the employer must sign labour contracts with all migrant workers on equal terms as all other workers according to the Labour Contract Law. The contract should be si
17、gned directly by the employing unit and the worker on an equal and voluntary basis. Contracts with migrant workers must clearly specify wage standards, wage items, form of wage payment and time of payment. Migrant workers should be informed of the companys disciplinary rules before signing the labou
18、r contract. In addition, companies must adhere to the normal cap on probationary period when they employ migrant workers. During the period of employment, migrant workers are entitled to all the protections offered under the Labour Law. Similarly, like other workers, migrant workers are entitled to
19、refer labour disputes to the national labour dispute mediation and arbitration system. Migrant workers are entitled to democratic management of the companies they work for, like other workers.Thus, workers representatives assembly should have migrant worker representatives. Migrant workers also have
20、 the right to join trade unions, and trade unions have the duty to defend migrant workers rights, especially in the problem areas of labour contracts, wages, working conditions and occupational health and safety. The ACFTU has instructed trade unions to provide consultation and legal advice to migra
21、nt workers and assist them in labour disputes. Similarly, trade unions are urged to use their networks to help facilitate migrant workers travel arrangements during holiday season and when they need to return home. Chinese law seeks to address the common problem of companies not paying migrant worke
22、rs their wages on time or at all. Employers must comply with the relevant regulations on wage payment and may be required by local authorities to set aside a deposit to ensure migrant workers are guaranteed their wages on time. Migrant workers must be paid in currency, not in-kind contributions of g
23、oods or foodstuffs. In addition,migrant workers are entitled to equal wages for equal work, and to the local minimum wage, even if they work according to a piece-rate system. 4 The local minimum wage standard must be adjusted at least once every two years in consideration of migrant workers conditio
24、ns. Migrant workers are also entitled to leave and holiday and overtime pay on the same basis as other workers. Companies who fail to pay wages on time to migrant workers may be ordered to stop production or have their business license revoked. Safeguarding migrant workers right to occupational heal
25、th and safety is also high on the government agenda. Companies must inform and train new migrant workers on production safety, occupational hazards,emergency plans, their rights and obligations and the relevant laws and regulations. Companies should maintain files for each migrant worker detailing t
26、he workers participation in health and safety training and relevant certifications. Companies must also supply protective equipment to migrant workers and periodically provide them with health exams. Migrant workers who operate high-risk equipment or engage in high-risk tasks must undergo specialise
27、d training and obtain the proper certifications. Moreover, companies should enrol their migrant workers in the national occupational injury insurance scheme and pay the premiums. If a migrant worker is not covered by insurance and suffers an injury on the job, the company should pay all expenses acc
28、ording to the Regulation on Work-Related Injury Insurance. The government also encourages skills training of migrant workers in order to enhance their employment and entrepreneurial capabilities. The company should provide migrant workers with the appropriate job training for their position, or it m
29、ay be required to contribute to a public worker training fund. Since migrant workers often experience difficulty in securing adequate housing in the local area, the Chinese government gives companies the responsibility of assisting migrant workers to secure housing and gradually improve their living
30、 conditions. Companies that employ many migrant workers should build dormitories or arrange other types of free or low-cost housing for them. More discussion about this question can be found in Question no. 5 译文 外来务工者 来源：中国企业与社会可持续发展评估 P:41-42 作者： Mads Holst Jensen, Lorelou Desjardins and Jessica Ye
31、h 在中国，有着 150 多万的从农村迁移到城市来找工作的农民工。他们主要从事 技术含量低，劳动密集型，出口导向型行业 等这些行业。 由于中国的户籍制度（户口，户口），这些 迁移 到城市的农民工相当于 比其他工人 就是弱势群体 ，因为 户籍制度是他们不能享有城市居民相同的权利。户口制度 是指中国的居留许可制度。它由一个官方 认可 的户籍记录， 用来确定 标识每一个地区居民的中国公民 的基本信息 ，如姓名，出生日期和父母及配偶名称 等 的信息。 中国公民必须 在 当地公安局登记， 每一个中国公民 只能有一个永久的注册地。因此，那些 在农村生活的农民工想要在城市里得到跟好的工作 ， 就 必须 先
32、取得临时登记或居留许可证，这是合法 居住 身份的法律依据的基础和关键。这个许可证是必要的，为了工作，廉租房，开立银行帐户， 走进公共娱乐场所 和接收 挂号信，也可作为个人识别服务 。 外来务工人员（农民工） 他们的居住状态相当的差，因为他们 不能获得卫生保健，教育 和其 他 的 社会福利 。 原因就是他们不能再他们所工作的地区进行户口注册。 对中国的 农民工 的情况 作出以下 定义，正如联合国有关文件和国际劳工组织公约，国际移徙工人在就业方面受到歧视 ，不充分或缺乏法律 意识 和社会拒绝 提供 服务 给 他们 或者他们的随行家属。 公司应确保 农民工与城市本地员工的待遇和福利一致。 这 种公平
33、 不仅 要体现在 工作晋升 中 ， 还应当包括 聘用，报酬，工作时间，休息时间，最低年龄，健康和安全标准和劳动合同终止， 就 业状况等。 所有 的农民工， 甚至那些已经被 招聘机构录用 的农民工 ， 都 必须有劳动合同，授予他们的就业条件和福利 应该 与其他工人同等的。该公司还应该确 农民工 享有平等获得信息和 劳动代表的权利。 中央政府鼓励地方政府，简化了农民工的登记程序，并允许 开放更多的条6 件 ，放宽农民工的户口迁移到他们的工作和居住的地方 的条件。 公司应确保雇用 的 民工已取得或 正 在取得居留身份， 这样可以使他们在工作地区享有相应的法律地位和权益。 这包括提供所需的文件和其他支
34、持他们获得居留证 的相关资料 。该公司还应当采取措施，解决农民工的特殊需要。这包括提供适当的援助，农民工随行家属，协助他们获得教育，住房（通过公司提供的房屋设施）和食品（通过公司提供的餐饮设施） ； 假期住宿（如较长的假期，以便运送到各地旅游或过年回家），以及其他必要的调整。 中国宪法 是 保障所有公民在法律面前一律平等。近年来 中国 政府已经通过许多法律，法规和指示，努力解决迫切需要改善 农民工 权利的保护和减少不平等现象。 就业促进法以及国务院明确规定农民工与城市工人同等的权利，在城市就业， 没有歧视的现象可能就要在他们的身上体现了。 公司不得对农 民工 在 雇佣（包括最低年龄要求），报酬
35、，奖金和扣除额，试用期间的工作时间，加班工资，假期，在职培训，职业健康和安全推广， 劳动合同 终止或工会会员 等方面有 歧视。 公司不得提高农民工的招聘要求。建立劳动关系 后 ，根据劳动合同法的所有其他工人同等条件下用人单位必须与所有 农民工 签署 劳动合同。 签订合同 双方 应 是 用人单位和在平等和自愿的基础上的工人。 与 农民工 所签署的 合同必须明确规定工资标准，工资项目，工资支付形式和支付时间。 农民工 应被告知该公司的纪律规则，然后签订劳动合同。 此外，公司必须遵守有关试用期时，他们雇用民工一般上限 。 在受雇期间，农民工都有权根据劳动法提供的保护 来保护自身权益不受伤害。 同样，
36、 和 其他工人 一样 ，农民工 也 有权 享有 全国劳动争议调解和劳动争议仲裁制度。 农民工 有权 和 有关企业工作的其他工人一样， 享有 民主管理 机制 。因此，工人代表大会应当 包含 有农民工代表。农民工也有权参加工会，工会有责任捍卫，尤其是在劳动合同，工资，工作条件和职业卫生和安全问题领域 的农民工的 权利。 全国总工会应督促 工会提供 农民工相应的 法律咨询，协助农民工 排解劳动纠纷。 同样，工会 还应 敦促 农民工 利用其网络，以帮助促进节日期间外来务工人员的旅行 和回家的 安排。 中国法律 还在 寻求解决 拖欠农民工工资或者就不发给农民工工资的问题。7 雇主必须遵守有关工资支付的有
37、关规定，可以由地方当局预留存款，以确保民工工资按时 发放的 保证需要。 农民工 必须 被 支付货币，货物或食物 等 。此外，农民工享有平等的工资同工同酬 的权益 ，并以当地最低工资标准，即使他们的工作 是 按照一个计件工资制度。当地最低工资标准必须每两年审议调整至少一次 的 农民工 薪酬 条件。 农民工 也有权 提出休假 ，假期 的 加班工资 应该和 其他工人相同。公司谁不按时支付工资给农民工，可以责令其停止生产或者吊销其营业执照。 维护农民工权益的职业健康 和安全也 被安排在了 政府的议事日程 中 。公司必须提供信息和培训新农民工 的 生产安全，职业危害，应急预案，他们的权利和义务以及有关法
38、律和法规。企业应该维护并参与有关证明文件的工人 ，包括详细介绍工人的健康和安全训练。 公司还必须提供防护设备，并定期向农民工提供健康检查。 农民工 经营高风险设备或 做 高风险的任务 的时候 ，必须经过相应的专业从事训练，并取得适当的认证。 此外，公司 还 应 为农民工 参加 国家计划的 工伤 的 保险，并支付保险费。如果农民工在工作中受到伤害 不包含在保险条例中，那么 公司应根据有关工伤保险条例支付所有的费用。 政府还 鼓励农民工 参与 技能培训，以提高他们的就业和创业能力。 公司应当为他们提供适当的在职培训 基金和对 公众作出贡献工人培训基金 。 根据 农民工 以往的 经验，政府给 中介 方公司 足够的 协助 以 确保在本地区 为农民工提供足够的住房， 使 农民工的住房和生活条件逐步改善 。 公司 若 聘用了大量的外来务工人员 ，则应当为他们 安排应建立免费或低价 出租 房屋 或直接帮他们解决好住宿问题 。更多关 注和讨论这方面的问题可以使这方面的问题得以解决。
