流水線上 - 血汗企業監督平台

2014年9月19日是全球蘋果手機用戶的大日子，因為今天是iPhone 6和iPhone 6 plus的首賣日。同一天，大學師生監察無良企業行動（SACOM），聯同亞洲專訊資料研究中心、女工關懷、全球化監察、左翼廿一、勞工教育及服務網絡、香港職工會聯盟、社會民主連線、勞動力及其他關心工人權益的市民到位於中環的國際金融中心商場蘋果旗艦店門前抗議。SACOM最新發表了針對蘇州和碩（下稱和碩）的調查報告，揭露了生產iPhone 6的過程中，工廠對工人諸多剝削近乎奴役。和碩為蘋果生產逾一半的iPhone 6訂單。SACOM為吸引消費者及公眾人士注意在蘋果旗艦店外牆成功懸掛一幅7米乘7米的巨型橫額，表達iPhone 6 更大了，但還是血汗生產的訊息。

SACOM調查報告指出蘋果產品成功背後有著大量剝削工人的行為。然而，蘋果身為買家，卻未有承擔起企業社會責任，沒有監督其供應商和碩的用工情況，導致以下的嚴重剝削及違法行為出現：

【瘋狂加班】在沒有任何休假的情況下，工人在旺季時連續工作十星期。工人更反映出他們每天平均工作12-15小時，甚至長達到17-18小時，嚴重違反中國《勞動法》的工時標準
【不提供免費體檢】根據法例，入職前體檢費是須由工廠負責但和碩的工人卻需要親自繳交體檢費用，更不獲通知體檢報告結果。
【欠缺勞動保護】在危機崗位作業的工人沒有分配有效的勞動保護設備，車間更出現工人因連續多小時工作而昏倒的情況
【派遣工】工廠大量使用派遣工，違反了《勞務派遣暫行規定》中指出使用的被派遣勞動數量不得超過其用工總量的10%。而工廠能因大量使用派遣工而逃避負擔起工人的勞動保障
【辭職困難】若工人需要辭職，他們往往要等待一段很長的時間才能獲得批准，迫使他們在無正式文件下自願離職，失去至少十五天的工資。

自殺安全網 Solution to Slave laborers jumping out of the windows. The Suicide Nets.

骨髓性白血病可以是因為放射線暴露、致癌化學藥物暴露造成，是一種骨髓性造血芽細胞（而非淋巴性芽細胞）異常增殖的血液惡性腫瘤，是白血病的一種。是因為白血病細胞取代正常骨髓性細胞所致，造成周邊血液的紅血球、血小板和正常的白血球下降。其徵狀包括疲倦、易喘，運動能力下降、容易造成皮膚和黏膜瘀傷和流血，並增加感染的危險。少數的患者會有淋巴腺腫大、肝脾腫大及骨髓外組織的侵犯(extramedullary involvment)，如果在骨髓外組織形成腫瘤稱為骨髓性肉瘤(Myeloid sarcoma)。 急性骨髓性白血病患者造成發燒、感染的原因，常常是因為周邊血液的嗜中性白血球低下(neutropenia)，而遭到細菌感染，稱為嗜中性白血球低下的發燒(febrile neutropenia)。治療需要使用廣效性抗生素。At least 13 workers in their late teens and early 20s have been diagnosed with leukemia after falling sick at the massive factory in Shenzhen since 2010 where about two million iPhones a week are made by an army of 230,000 migrant workers from across China. Five have died – and at ages when doctors say cases of the blood cancer are rare.

自2010年以來，SACOM一直監察蘋果的用工情況，希望蘋果對現企業社會責任的承諾，使工人能有尊嚴地工作。不幸的是，代工廠的勞動條件仍然強差人意。SACOM要求蘋果公司和其供應商和碩盡快作出以下的措施，以維護工人的權利:

1. 提供每週至少一天休息，限制加班時數為每月最多36小時；
2. 為工人提供足夠的職業安全培訓、保護裝備和針對職安健的身體檢查；
3. 支付工人的健康檢查費，並告知工人報告內容；
4. 停止濫用勞務派遣工；及
5. 讓工人依照工會法選擇他們的代表。



iSlave 6 : Harsher than Harsher! Still Made in Sweatshops!

19th September, 2014, Hong Kong

Today (19th September) is the official launch day of the pre-reserved iPhone 6 and iPhone 6 plus which are remarkably configured with bigger size of touch screen. Although some customers may be impressed by the new product, SACOM discloses the unacceptable slavery working condition in Pegatron Corporation, which is one of the key Apple’s suppliers producing about 50% of iPhone 6.

According to our newly investigative report entitled “The Lives of Apple’s iSlave in its Pegatron Sweatshops in China”, the dark side of Apple’s success and its failure to closely monitor suppliers’ corporate behavior have been disclosed. SACOM researchers have found that there are a number of practices in the factory violating workers’ rights and labour laws, key problems including:

- No single day off for 2.5 months: Workers work up to 10 weeks without any rest day during peak season and they often work for 12-15 hours a day and sometimes up to 17-18 hours;
- No protective equipment: Workers in hazardous positions are not provided with adequate and effective protective measures. There are cases of worker fainting in the production lines;
- Illegal charges for health checks: Workers have to pay their own health checks during recruitment which should be paid by employer;
- Difficult resignation: If workers would like to resign, they have to wait for a long time in order to get the approval which push them to leave without official documentation and losing at least 15 days of wages; and
- High Proportion of Dispatch workers: who form the majority in the workforce which violates the regulation that dispatch workers should not exceed 10 percent of the total workforce. Pegatron avoids regular employment benefits such as social insurance and potential legal responsibility if there is any labour dispute by hiring large amount of dispatch workers.

We are deeply disappointed of the findings. Today, we are here again to stage a protest in front of Apple retail store in IFC mall to urge Apple and its supplier to:
1. provide at least one rest day every week for workers and limit the maximum overtime work to 36 hours a month;
2. provide adequate training, protection and health examination to workers on occupational health and safety;
3. pay for workers’ health checks fee and inform the results to workers;
4. stop the improper use of dispatch workers in production for avoiding the provision of regular employment benefits and;
5. enable workers to elect their representatives in accordance with the Trade Union Law.

~by Students & Scholars Against Corporate Misbehaviour & Revolution News

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