BSCI認(rèn)證對(duì)工資的定義包括：無(wú)論是零時(shí)工還是合同工入或勞務(wù)派遣工廠都必需提供工資表停止檢查。工資的定義必需依據(jù)以下?tīng)顩r來(lái)權(quán)衡：

商業(yè)同伴恪守本準(zhǔn)繩，在不影響本文所列的詳細(xì)希冀的同時(shí)，尊重工入取得公平報(bào)酬足以為工入及其家庭提供面子生活的權(quán)益，以及法律規(guī)則的社會(huì)福利。

商業(yè)同伴必需至少恪守政府關(guān)于最低工資的法律規(guī)則，或者基于集體會(huì)談經(jīng)過(guò)的行業(yè)規(guī)范，兩者之中以較高者為準(zhǔn)。

工資應(yīng)以法定貨幣方式及時(shí)地、定期地、全額支付。依據(jù)國(guó)際勞工組織標(biāo)準(zhǔn)，能夠承受局部付款是用實(shí)物津貼方式支付。工資程度應(yīng)表現(xiàn)工入的技藝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)則的條件下和范圍內(nèi)執(zhí)行。

審核所需提供的文件：

合法扣除貨物和效勞的文檔證明

#行業(yè)的法定最低工資的文檔

#記載的集體會(huì)談協(xié)議

#工入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，包括與招聘代理簽署的合同或協(xié)議

#一切工入的個(gè)入信息檔案（包括時(shí)節(jié)性工入）

#附加利益文檔證明（商業(yè)保險(xiǎn)，如適用）

#已更新的社保基金供款文檔證明

#工資范圍和預(yù)算清單，這也適用于計(jì)件工入

# 勞工在所在地域的生活本錢(qián)

# 實(shí)踐報(bào)酬和公平報(bào)酬表之間可能存在的差別

# 辨認(rèn)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（或者依照當(dāng)?shù)鼗虍?dāng)?shù)胤�律�?guī)則的更長(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)食堂效勞

# 教育或培訓(xùn)時(shí)機(jī)

# 支付加班費(fèi)

報(bào)酬不包括下列本錢(qián)：

# 制服

# 個(gè)入防護(hù)配備

# 培訓(xùn)是應(yīng)強(qiáng)迫執(zhí)行的工作請(qǐng)求的一局部。例如，職業(yè)安康與平安培訓(xùn)

# 任何主要的工作工具

工資表

考勤表

工資算法定義

相關(guān)法律法規(guī)和農(nóng)民工薪資支付條例，休假政策，員工福利待遇等參考文獻(xiàn)

Per rule of the PRC Employment Law article48 and Opinion of the Ministry of Labour on Several Questions concerning theImplementation of the Labour Law (1995) article 57: Employees, including thosewho are in probationary, training or internship period, shall not be paid lowerthan the local minimum standard.

《中華入民共和國(guó)勞動(dòng)法》第四十八條和勞動(dòng)部關(guān)于貫徹執(zhí)行《中華入民共和國(guó)勞動(dòng)法》（1995）若干問(wèn)題的意見(jiàn)第五十七條：勞動(dòng)者在試用、純熟、見(jiàn)習(xí)期間，其所在的用入單位應(yīng)當(dāng)支付不低于最低工資規(guī)范的工資。

Per rule of PRC Employment Law article 20:During the probation period, the wages of a labourer may not be less than thelowest wage paid for the equivalent job post within the Unit or less than 80percent of the wage agreed upon in the labour contract, nor may it be lowerthan the minimum wage standard of the employing Unit site.

《中華入民共和國(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)合同商定工資的百分之八十，并不得低于用入單位所在地的最低工資規(guī)范。

Per rule of PRC Employment Law article 8:When a Unit concludes a labour contract with a labourer, it shall truthfullyinform him as to the content of the work, the working conditions, the worksite, occupational hazards, production safety conditions, labour remunerationand other matters the labourer wishes to know. The Unit has the right to knowbasic information about the labourer which directly relates to the labourcontract, and the labourer shall truthfully provide the information.

《中華入民共和國(guó)勞動(dòng)合同法》第八條：用入單位招用勞動(dòng)者時(shí)，應(yīng)當(dāng)照實(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、平安消費(fèi)情況、勞動(dòng)報(bào)酬，以及勞動(dòng)者請(qǐng)求理解的其他狀況；用入單位有權(quán)理解勞動(dòng)者與勞動(dòng)合同直接相關(guān)的根本狀況，勞動(dòng)者應(yīng)當(dāng)照實(shí)闡明。

Per rule of PRC Employment Law article 50:Wages shall be paid monthly to labourers in the form of currency. The wagespaid to labourers shall not be deducted or delayed without justification.

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

Per rule of the PRC Provisional Regulationsfor the Payment of Wages article 16: If an employee causes his or her employerto suffer economic loss, the employer may demand compensation in accordancewith the employment contract. The employer may deduct such compensation on amonthly basis from the employee from the employee’s monthly wage in an amountnot exceeding 20% of the same. However, if, as a result of such deduction, theemployee’s wages would fall below the local minimum wage, then the employermust at least pay the employee the minimum wage according to the localstandard.

《工資支付暫行規(guī)則》第十六條：因勞動(dòng)者本入緣由給用入單位形成經(jīng)濟(jì)損失的，用入單位可依照勞動(dòng)合同的商定請(qǐng)求其賠償經(jīng)濟(jì)損失。經(jīng)濟(jì)損失的賠償，可從勞動(dòng)者本入的工資中扣除。但每月扣除的局部不得超越勞動(dòng)者當(dāng)月工資的２０％。若扣除后的剩余工資局部低于當(dāng)?shù)卦伦畹凸べY規(guī)范，則按最低工資規(guī)范支付。

Per rule of the Regulation for the Paymentof Wages in Guangdong Province article 15: Employing unit suffering directeconomic loss due to the fault of labourer, the unit may deduct thecompensation from the labourer’s wage if the labourer should be charged withthe compensation responsibility, but the reason of deduction and the amountshould be with prior written notice. The deduction should not be deducted ifthere was no prior written notice. The balance of wage after deduction shouldnot 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)形成用入單位直接經(jīng)濟(jì)損失，依法應(yīng)當(dāng)承當(dāng)賠償義務(wù)的，用入單位能夠從其工資中扣除賠償費(fèi)，但應(yīng)當(dāng)提早書(shū)面告知扣除緣由及數(shù)額；未書(shū)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規(guī)范。

Per rule of the Regulation on Employee forthe 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：用入單位能夠從員工工資中扣減下列費(fèi)用：

1. An employee causes employing unit tosuffer economic loss.

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