忙里偷闲篇之－－浮想连篇

9月16日上午，开学典礼，班会，还没来得及看班上的女生
9月16日下午，找房，找到了，国庆节搬家
9月17日，上课，老师居然是个网络名人，在google搜索了一下，有个评价是“文质彬彬的青年才俊”

9月23日，上课
9月24日，上课，英语老师超级单纯，虽然已经师孩儿他妈了，教我们如何去雅虎跟不同国家的人语音聊天，了解不同的口语发音，后来知道她是我们山东老乡。。。下课后我们坐同一路公共汽车

9月25日，搬新办公室，刚装修完不久，味道比较大

。。。

做男人得学会处理问题 
 http://blog.sina.com.cn/u/475b1d72010006ib
2006-09-24　21:07:23
 
大　中　小
女人到一定岁数就喜欢给人做媒，但是做媒以后如果人家俩过得不好，媒人就得负点“连带责任”。我当年给一对男女牵过线，他们说起来是同乡，都到北京打拼，男的家境不好，爹妈下岗，六亲无靠骨肉无依；女的家境平平，父母是医生，在当地虽算是受人尊敬的职业，但谈不上家财万贯名门大族。女相貌平平，男不名一文，但都年轻有才华前途不可限量，所以一见了面，就如干柴烈火久旱甘霖，谁也没挑剔谁，就领了结婚证。女方是独生女，父母本来有点不满意，但一想到女儿身在异乡连个照顾的人都没有，也就没多计较。

结婚就得买房，男方没钱，首付是女方父母给的，买了一处80多平米的两居室。之后男方家就没完没了来亲戚，都是掰不开镊子的事。比如大伯病了，能不让来吗？高峰期，80平米住了7个人。男的爹娘连带大伯大妈连带大伯大妈的儿子。弄得女方父母来北京看女儿，永远要住招待所。做父母的心疼女儿，就又咬咬牙，把自己一辈子的积蓄连带东挪西借的钱又在北京买了一套房子。女儿拦都拦不住，父母说我们就你一个女儿，迟早这钱是要给你的；再说，房子早晚要再买一套，我们以后退休了，到北京来总不能没地方住吧？

结果这套房子成了导火索。女方的父母还在小城做医生，所以房子买了就空在那儿，只是逢年过节来看女儿的时候住一住；而男方的父母以及亲戚基本全没正差，所以隔三岔五就过来，以前7口人打地铺都来，现在空着一套房子更要来了。眼看快要国庆，女方父母说要到北京来看女儿女婿，女儿一口答应，答应下来就跟男方说，请他的父母迅速把房子腾出来。男方一听就急了，说凭什么你的父母来我的父母就得腾房呢？女的说，因为这套房子是我父母出钱买的。此话一出口，立刻夫妻恶斗，男的说，你这摆明了就是要撵我父母，我父母但凡有钱有势，你敢这样吗？你肯定巴结还来不及呢，你就是小市民小市侩嫌贫爱富势利眼。

我做的媒，所以女方直奔我家，来了就住下，住下就跟我说要离婚。我想这可不成，这要是真离了，还不得天天住我这儿？我赶紧去找那个男的，那男的一腔正气大义凛然：“我总不能娶了媳妇忘了娘吧？离就离。不让我孝顺父母不成。”

我跟那男的说：“谁让你不孝顺父母啦？但孝顺父母总得在自己能力范围之内吧？你父母生了你养了你，对你有养育之恩，你应该对他们好，尽量满足他们的要求，但你总不能用你岳父岳母的血汗钱来孝顺你爹妈吧？人家也是工薪阶层，苦哈哈一辈子，把自己养老的钱贴给女儿，图的是什么？不就图个能常来看看女儿吗？你倒是孝顺了你父母，人家父母怎么办呢？”

男的说：“我总不能因为我爹妈没钱在北京买房，就撵他们走吧？我做儿子的开不出这个口。”

我说：“你连这个口都开不出来，你让人家做女儿的怎么跟自己的父母开得出口说你们别来了，来了还得住招待所？”

这个事儿，朋友们说其实就是穷闹的，要是有钱有势，一家给买一栋别墅，不就完了？我想了想，觉得其实不是钱和势的事儿，历朝历代古今中外的皇室，有一个算一个，有穷的吗？不照样争个你死我活骨肉相残？有钱有势人家，人脑袋打成狗脑袋的事儿多了去了。

我跟那个男的说，做男人，得学会处理问题。一事当前，先不想怎么解决，先想离婚，你这样的男人能成什么事？离婚就能解决你孝顺问题啦？离婚以后，你父母就能住北京啦？作为一个儿子，跟亲生父母裸裎相见不算不孝顺吧？就说做儿子的还没混出来，请求父母大人再忍一忍，等有了钱一定给他们买房，大家住到一起，你父母也不至于就不通情达理到非逼着你上街抢银行吧？ 
 

      1963年8月23日，马丁·路德·金组织了美国历史上影响深远的“自由进军”运动。他率领一支庞大的游行队伍向首都华盛顿进军，为全美国的黑人争取人权。他在林肯纪念堂前向25万人发表了著名的演说《我有一个梦想》，为反对种族歧视、争取平等发出呼号。马丁·路德·金1964年获诺贝尔和平奖。1968年4月4日他在田纳西州被暗杀。

       在演说中，他说出了著名的平等口号：

       我梦想有一天，这个国家将会奋起，实现其立国信条的真谛：“我们认为这些真理不证自明：人人生而平等。”
       I have a dream that one day this nation will rise up and live out the true meaning of its creed: "We hold these truths to be self-evident, that all men are created equal."

       我梦想有一天，在佐治亚州的红色山岗上，昔日奴隶的儿子能够同昔日奴隶主的儿子同席而坐，亲如手足。
       I have a dream that one day on the red hills of Georgia, the sons of former slaves and the sons of former slave owners will be able to sit down together at the table of brotherhood.

       我梦想有一天，我的四个孩子将生活在一个不是以肤色的深浅，而是以品格的优劣作为评判标准的国家里。
       I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.

演讲全文：

I am happy to join with you today in what will go down in history as the greatest demonstration for freedom in the history of our nation.

Five score years ago, a great American, in whose symbolic shadow we stand today, signed the Emancipation Proclamation. This momentous decree came as a great beacon light of hope to millions of Negro slaves who had been seared in the flames of withering injustice. It came as a joyous daybreak to end the long night of their captivity.

But one hundred years later, the Negro still is not free. One hundred years later, the life of the Negro is still sadly crippled by the manacles of segregation and the chains of discrimination. One hundred years later, the Negro lives on a lonely island of poverty in the midst of a vast ocean of material prosperity. One hundred years later, the Negro is still languished in the corners of American society and finds himself an exile in his own land. And so we've come here today to dramatize a shameful condition.

In a sense we've come to our nation's capital to cash a check. When the architects of our republic wrote the magnificent words of the Constitution and the Declaration of Independence, they were signing a promissory note to which every American was to fall heir. This note was a promise that all men, yes, black men as well as white men, would be guaranteed the "unalienable Rights" of "Life, Liberty and the pursuit of Happiness." It is obvious today that America has defaulted on this promissory note, insofar as her citizens of color are concerned. Instead of honoring this sacred obligation, America has given the Negro people a bad check, a check which has come back marked "insufficient funds."

But we refuse to believe that the bank of justice is bankrupt. We refuse to believe that there are insufficient funds in the great vaults of opportunity of this nation. And so, we've come to cash this check, a check that will give us upon demand the riches of freedom and the security of justice.

We have also come to this hallowed spot to remind America of the fierce urgency of Now. This is no time to engage in the luxury of cooling off or to take the tranquilizing drug of gradualism. Now is the time to make real the promises of democracy. Now is the time to rise from the dark and desolate valley of segregation to the sunlit path of racial justice. Now is the time to lift our nation from the quicksands of racial injustice to the solid rock of brotherhood. Now is the time to make justice a reality for all of God's children.

It would be fatal for the nation to overlook the urgency of the moment. This sweltering summer of the Negro's legitimate discontent will not pass until there is an invigorating autumn of freedom and equality. Nineteen sixty-three is not an end, but a beginning. And those who hope that the Negro needed to blow off steam and will now be content will have a rude awakening if the nation returns to business as usual. And there will be neither rest nor tranquility in America until the Negro is granted his citizenship rights. The whirlwinds of revolt will continue to shake the foundations of our nation until the bright day of justice emerges.

But there is something that I must say to my people, who stand on the warm threshold which leads into the palace of justice: In the process of gaining our rightful place, we must not be guilty of wrongful deeds. Let us not seek to satisfy our thirst for freedom by drinking from the cup of bitterness and hatred. We must forever conduct our struggle on the high plane of dignity and discipline. We must not allow our creative protest to degenerate into physical violence. Again and again, we must rise to the majestic heights of meeting physical force with soul force.

The marvelous new militancy which has engulfed the Negro community must not lead us to a distrust of all white people, for many of our white brothers, as evidenced by their presence here today, have come to realize that their destiny is tied up with our destiny. And they have come to realize that their freedom is inextricably bound to our freedom.

We cannot walk alone.

And as we walk, we must make the pledge that we shall always march ahead.

We cannot turn back.

There are those who are asking the devotees of civil rights, "When will you be satisfied?" We can never be satisfied as long as the Negro is the victim of the unspeakable horrors of police brutality. We can never be satisfied as long as our bodies, heavy with the fatigue of travel, cannot gain lodging in the motels of the highways and the hotels of the cities. We cannot be satisfied as long as a Negro in Mississippi cannot vote and a Negro in New York believes he has nothing for which to vote. No, no, we are not satisfied, and we will not be satisfied until "justice rolls down like waters, and righteousness like a mighty stream."
I am not unmindful that some of you have come here out of great trials and tribulations. Some of you have come fresh from narrow jail cells. And some of you have come from areas where your quest -- quest for freedom left you battered by the storms of persecution and staggered by the winds of police brutality. You have been the veterans of creative suffering. Continue to work with the faith that unearned suffering is redemptive. Go back to Mississippi, go back to Alabama, go back to South Carolina, go back to Georgia, go back to Louisiana, go back to the slums and ghettos of our northern cities, knowing that somehow this situation can and will be changed.

Let us not wallow in the valley of despair, I say to you today, my friends.

And so even though we face the difficulties of today and tomorrow, I still have a dream. It is a dream deeply rooted in the American dream.

I have a dream that one day this nation will rise up and live out the true meaning of its creed: "We hold these truths to be self-evident, that all men are created equal."

I have a dream that one day on the red hills of Georgia, the sons of former slaves and the sons of former slave owners will be able to sit down together at the table of brotherhood.

I have a dream that one day even the state of Mississippi, a state sweltering with the heat of injustice, sweltering with the heat of oppression, will be transformed into an oasis of freedom and justice.

I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.

I have a dream today!

I have a dream that one day, down in Alabama, with its vicious racists, with its governor having his lips dripping with the words of "interposition" and "nullification" -- one day right there in Alabama little black boys and black girls will be able to join hands with little white boys and white girls as sisters and brothers.

I have a dream today!

I have a dream that one day every valley shall be exalted, and every hill and mountain shall be made low, the rough places will be made plain, and the crooked places will be made straight; "and the glory of the Lord shall be revealed and all flesh shall see it together."?
This is our hope, and this is the faith that I go back to the South with.

With this faith, we will be able to hew out of the mountain of despair a stone of hope. With this faith, we will be able to transform the jangling discords of our nation into a beautiful symphony of brotherhood. With this faith, we will be able to work together, to pray together, to struggle together, to go to jail together, to stand up for freedom together, knowing that we will be free one day.

And this will be the day -- this will be the day when all of God's children will be able to sing with new meaning:

    My country 'tis of thee, sweet land of liberty, of thee I sing.

    Land where my fathers died, land of the Pilgrim's pride,

    From every mountainside, let freedom ring!

And if America is to be a great nation, this must become true.
And so let freedom ring from the prodigious hilltops of New Hampshire.

    Let freedom ring from the mighty mountains of New York.

    Let freedom ring from the heightening Alleghenies of
    Pennsylvania.

    Let freedom ring from the snow-capped Rockies of Colorado.

    Let freedom ring from the curvaceous slopes of California.

    But not only that:

    Let freedom ring from Stone Mountain of Georgia.

    Let freedom ring from Lookout Mountain of Tennessee.

    Let freedom ring from every hill and molehill of Mississippi.

From every mountainside, let freedom ring.

And when this happens, when we allow freedom ring, when we let it ring from every village and every hamlet, from every state and every city, we will be able to speed up that day when all of God's children, black men and white men, Jews and Gentiles, Protestants and Catholics, will be able to join hands and sing in the words of the old Negro spiritual:

    Free at last! free at last!

    Thank God Almighty, we are free at last!

 
 演讲录音：：http://www.englishabc.com/read/readnews.asp?id=23698&type=8192

 Report on ipod manufacturing

http://www.apple.com/hotnews/ipodreport/

August 17, 2006

Like many of you, we were concerned by reports in the press a few weeks ago alleging poor working and living conditions at a manufacturing facility in China where iPods are assembled. Our Supplier Code of Conduct mandates that suppliers of Apple products follow specific rules designed to safeguard human rights, worker health and safety, and the environment. We take any deviation from these rules very seriously.

In response to the allegations, we immediately dispatched an audit team comprised of members from our human resources, legal and operations groups to carry out a thorough investigation of the conditions at the manufacturing site. The audit covered the areas of labor standards, working and living environment, compensation, overtime and worker treatment. The team interviewed over 100 randomly selected employees representing a cross-section of line workers (83%), supervisors (9%), executives (5%), and other support personnel (3%) including security guards and custodians. They visited and inspected factory floors, dormitories, dining halls, and recreation areas. The team also reviewed thousands of documents including personnel files, payroll data, time cards, and security logs. In total, the audit spanned over 1200 person-hours and covered over one million square feet of facilities.

To ensure the accuracy of the investigation, the team cross-referenced multiple sources of information from employees, management and personnel records. For example, working hours and overtime reported in the interviews were corroborated with line-shift reports, badge reader logs, and payroll records of those specific individuals to confirm that they were paid appropriately.

We found the supplier to be in compliance in the majority of the areas audited. However, we did find violations to our Code of Conduct, as well as other areas for improvement that we are working with the supplier to address. What follows is a summary of what we’ve learned, what’s already being done in response, and our commitment to future diligence and action.

--------------------------------------------------------------------------------

Labor Standards
The team reviewed personnel files and hiring practices and found no evidence whatsoever of the use of child labor or any form of forced labor. This review included examining security records targeted at discovering false identification papers — an important check for companies serious about preventing illegal employment of any kind.

Working and Living Environment
The manufacturing facility supports over 200,000 employees (Apple uses less than 15% of that capacity) and has the services you’d expect in a medium city. The campus includes factories, employee housing, banks, a post office, a hospital, supermarkets, and a variety of recreational facilities including soccer fields, a swimming pool, TV lounges and Internet cafes. Ten cafeterias are also located throughout the campus offering a variety of menu choices such as fresh vegetables, beef, seafood, rice, poultry, and stir-fry noodles. In addition, employees have access to 13 different restaurants on campus. Employees were pleased with the variety and quality of food offerings.

The supplier owns and leases dormitories that are offered at no charge to employees, provided they help in cleaning common areas to maintain the facility. Workers are not required to live in these dormitories, although the majority do. Our team randomly selected and inspected a wide range of dormitories (both supplier-owned on-campus and off-site leased facilities) that collectively house over 32,000 people. Buildings are separated by gender, with female dorms containing a private bathroom/shower for each room and male dorm rooms typically sharing bathroom/shower facilities. The dorms have TV rooms, potable water, private lockers, free laundry service, and public telephones. Many also have ping-pong and snooker tables, and sitting/reading areas. All of the on-campus dorms have air conditioning. Visitors are permitted in the dorms, although a sign-in process is used for security purposes.

Our audit of on-site dormitories found no violations of our Code of Conduct. We were not satisfied, however, with the living conditions of three of the off-site leased dorms that we visited. These buildings were converted by the supplier during a period of rapid growth and have served as interim housing. Two of the dormitories, originally built as factories, now contain a large number of beds and lockers in an open space, and from our perspective, felt too impersonal. The third contained triple-bunks, which in our opinion didn’t provide reasonable personal space.

To address this interim housing situation, the supplier acquired additional land and is currently building new dormitories. These plans were in place prior to our audit, and will increase the total living space by 46% during the next four months.

Compensation
Our investigation confirmed that all workers earn at least the local minimum wage, and our sample audit of payroll records showed that more than half were earning above minimum wage. Employees also have the opportunity to earn bonuses. In addition, the supplier provides a comprehensive medical plan including free annual checkups.

We did find, however, that the pay structure was unnecessarily complex. An employee’s wage was comprised of several elements (base pay, skill bonus, attendance bonus, housing allowance, meal allowance, overtime), making it difficult to understand and communicate to employees. This structure effectively failed to meet our Code of Conduct requirement that how workers are paid must be clearly conveyed. The supplier has since implemented a simplified pay structure that meets the Code of Conduct.

We also discovered that the process for reporting overtime was manual and monthly, and while not a violation of the Code of Conduct, it was subject to human error and relied too much on memory for dispute resolution. To address this issue, the supplier will link the payroll system and electronic badge system, which will automate the recording of hours worked and pay calculations. This update will be completed by October 1.

Overtime
We found no instances of forced overtime and employees confirmed in interviews that they could decline overtime requests without penalty. We did, however, find that employees worked longer hours than permitted by our Code of Conduct, which limits normal workweeks to 60 hours and requires at least one day off each week. We reviewed seven months of records from multiple shifts of different productions lines and found that the weekly limit was exceeded 35% of the time and employees worked more than six consecutive days 25% of the time. Although our Code of Conduct allows overtime limit exceptions in unusual circumstances, we believe in the importance of a healthy work-life balance and found these percentages to be excessive.

The supplier has enacted a policy change to enforce the weekly overtime limits set by our Code of Conduct. The policy change has been communicated to supervisors and employees and a management system has been implemented to track compliance with the Code of Conduct. Supervisors must receive approval from upper level management for any deviation.

Worker Treatment
Employees work in factories that are generally bright, clean and modern with air-conditioned assembly line areas, and are provided with protective gear. There’s an employee grievance process in place, including a telephone hotline, a CEO mailbox for complaints and employee suggestion boxes.

Our interviews with employees revealed areas of both satisfaction and dissatisfaction. A majority of employees interviewed were pleased with the work environment and specifically noted the opportunity for advancement, widespread year-end bonuses, and the reputation of the supplier in the industry. Additionally, employees consistently mentioned that they felt safe and secure in both the workplace and the dormitories.

Employees expressed dissatisfaction with some aspects of the workplace. The single largest complaint (approximately 20% of interviewed workers) was the lack of overtime during non-peak periods. The second largest complaint (less than 10%) was the transportation schedule for employees living in off-campus dorms, which they felt was inadequate outside of working hours. Results of the interviews have been shared with management, and will be addressed where appropriate. For example, the transportation schedule is being reviewed for adjustment.

During our interviews with employees, we explicitly asked every line worker whether they had ever been subjected to or witnessed objectionable disciplinary punishment. Two employees reported that they had been disciplined by being made to stand at attention. While we did not find this practice to be widespread, Apple has a zero tolerance policy for any instance, isolated or not, of any treatment of workers that could be interpreted as harsh. The supplier has launched an aggressive manager and employee training program to ensure such behavior does not occur in the future.

--------------------------------------------------------------------------------

The Future
Recognizing that some aspects of workplace auditing (such as health and safety) lie beyond our current expertise, we’ve engaged the services of Verité, an internationally recognized leader in workplace standards dedicated to ensuring that people around the world work under safe, fair and legal conditions. We are committed to ensuring compliance with our Code of Conduct and will complete audits of all final assembly suppliers of Mac and iPod products in 2006.

We recognize that monitoring compliance is an ongoing process requiring continual progress reviews. When violations are discovered in any supplier, we will require corrective action plans, with a focus on prevention and systemic solutions. We will also ensure that action plans are implemented and in cases where a supplier’s efforts in this area do not meet our expectations, their contracts will be terminated.

We are encouraged with the actions to date in response to our audit. However, we realize that auditing compliance is only one step in the journey toward driving change. We have also joined the Electronic Industry Code of Conduct (EICC) Implementation Group, which has established industry-wide standards and offers valuable resources for evaluating suppliers. The EICC was a key benchmark when our own Code of Conduct was created and as an industry leader, Apple will make important contributions to this group.

Apple is committed to the highest standard of social responsibility in everything we do and will always take necessary action accordingly. We are dedicated to ensuring that working conditions are safe and employees are treated with respect and dignity wherever Apple products are made.

中文译文：

http://www.mindmeters.com/showlog.asp?log_id=3314

关于iPod制造的报告

　　和许多人一样，我们非常关注几周前有关iPod中国制造厂工作条件恶劣的指控。我们的供应商行为准则“Supplier Code of Conduct”（供应商行为准则，译者注）要求所有苹果产品供应商遵守其中条款，以达到保护人权及环境、保障工人健康及安全的目的。我们对执行该准则要求非常严格以防任何偏离。

　　作为回应，我们很快派出一个由人力资源部、法律及运营部门组成的调查小组，亲赴富士康龙华工厂展开调查，范围涉及劳动标准、工作及生活环境、薪酬、加班及劳工待遇等。调查小组随机访问了100多名工人，其中83%的一线工人、9%的工长、5%的管理人员及3%的后勤人员（包括保安及门卫）。调查小组还现场调查了厂房、宿舍、食堂及休闲区等，查阅了数千份文件，包括个人档案、工资条、打卡纪录及安全日志等。总体而言，调查小组的工作时间超过1200个人力小时(person-hour)，现场查看区域超过100万平方英尺。

　　为了保证调查结果的准确性，调查组综合参考了员工、管理层等各种来源的信息。例如，工作时间及加班数据综合参考了值班报告、工资记录等各方面信息，以证实工人获得了适当报酬。

　　调查组认为，在大部分调查项目中，该供应商遵守了苹果的规定，但调查组的确发现了违反“供应商行为准则”的行为及需要改善之处，调查组正与该供应商着手解决。以下是调查结果及对该结果的反馈。

劳动标准

　　调查组查阅了个人文档并监督了招聘过程，未发现任何雇佣童工或强制劳动的行为，调查方式包括检查是否存在伪造的身份文件等。这是一项非常严格的检查，以防止公司有任何非法雇用行为。

工作及生活环境

　　该制造厂拥有超过20万名员工(其中从事苹果产品制造的不足15%)，相当于一个中型城市。厂区内有工厂、员工宿舍、银行、一家邮局、一家医院、超市和足球场、游泳池等众多休闲设施、电视机房及网吧等。整个厂区遍布多家员工自助餐厅，食物品种丰富，包括新鲜蔬菜、牛肉、海鲜、米饭、猪肉、面条等。此外，厂区还有13家各具特色的餐厅供员工选择。员工对食物的种类和质量均感到满意。

　　该供应商自建宿舍或者在外租用宿舍免费提供给员工居住，并要求员工负责公共区域的清洁。尽管该供应商未强制要求，但大部分工人都住在宿舍。调查小组随机检查了大量宿舍(包括厂区内宿舍及在外租用宿舍)，涉及员工超过3.2万人。宿舍按男女划分，女员工宿舍有单独卫生间，男员工宿舍一般为公用卫生间。宿舍内配有电视房、私人柜子、免费洗衣服务及公用电话。许多宿舍楼还配有乒乓球室、台球室、阅览室等。厂区内的宿舍全部安装了空调。来访者可进入宿舍，但出于安全考虑，他们在签字后方可进入。

　　调查组在厂区内宿舍未发现违反“供应商行为准则”的情况，但调查组对访问的三家厂外宿舍的居住环境感到不满。这些房屋是供应商在员工人数激增的情况下作为临时宿舍为员工租用的。其中在两间原本是为工厂建设的宿舍，调查组看到一个开放区域内放置了大量床位和柜子，从调查组角度看，这种环境过于缺乏隐私。第三间宿舍包括三层床位，我们的意见是不适合提供给人居住。

　　为了解决临时宿舍问题，该供应商已购买了新土地并正在建设新宿舍楼，此项计划在调查之前就已制定完毕，在未来四个月内，新宿舍楼可将厂区的居住面积提高46%。

薪酬

　　调查小组证实，所有工人的工资均达到当地最低工资标准，调查组查阅的工资记录显示，至少一半工人的收入超过了最低标准。除了工资，员工还有机会获得奖金。此外，该供应商还提供一年一次的免费体检等综合医疗福利。

　　但是，调查小组发现，该供应商的工资结构过于复杂。员工工资包括基本工资、技能奖金、考勤奖金、食宿补贴、加班费等，计算方式较难与员工解释并沟通。这种工资结构明显违反了“供应商行为准则”有关向员工明确传达工资计算方式的要求。不过，该供应商已按照“供应商行为准则”要求，采取了更为简单的工资计算方式。

　　调查组还发现，加班时间主要通过人工方式按月计算，虽然这种做法未违反“供应商行为准则”，但可能出现人为失误，出现争议时也缺乏文字记录证明。为解决此问题，该供应商将把工资系统与电子打卡系统联网，自动计算加班时间及加班费。这项系统升级工作将于10月1日完成。

加班

　　调查组未发现强制加班情况，受访员工也证实，他们即使拒绝加班也不会受到处罚。但调查组发现，员工加班时间超过了“供应商行为准则”有关最高每周工作60小时、至少休息一天的规定。调查组检查了多个产品线工人7个月的加班情况，发现35%的人的每周工作时间超过“供应商行为准则”上限，25%的人一周连续工作六天。尽管“供应商行为准则”允许在特定情况下出现加班超时情况，但调查组认为保持工作与生活的平衡至关重要。

　　该供应商已颁布了新规定，以执行“供应商行为准则”对每周加班上限的规定，该规定已向工长及工人传达。该供应商将实施一项管理制度，监督对“供应商行为准则”的执行情况。特殊情况下，工长必须经过上一级管理层的批准才能采取有违规定的措施。

员工待遇

　　员工工作的工厂总体来说明亮、干净、现代化，装配线区域配有空调，并提供了保护用具。工厂设有员工投诉程序，包括热线电话、负责接收投诉的CEO邮箱和员工建议箱。

　　调查组对员工的采访发现既有满意的地方又有不如人意之处。大多数受访员工对工作环境感到满意，特别是晋升的机会、范围较广的年终奖金、供应商在业界的声誉等方面。此外，员工经常提到他们在工作地点和宿舍都感到安全。

　　员工对于工作地点的某些方面表达了不满。抱怨最多的是在工厂淡季加班不足，大约占受访工人的20%，抱怨第二多的是对住在厂外的员工的交通安排，员工们感到下班后车次安排不足，有此抱怨的大约占受访工人的不到10%。采访结果已与管理层沟通，将在适当情况下解决。比如，班车时刻正在进行检查调整。

　　在采访员工时，调查组明确地问过方方面面的工人，他们是否受到过或者看到过令人不快的纪律惩罚。两名员工表示他们曾被要求立正站立。虽然调查组并未发现这种情况很普遍，但苹果实施的是零容忍政策，任何粗暴对待工人的事例都不能容忍。该供应商已经启动了积极的经理和员工训练计划，以确保此类行为不再发生。

未来

　　鉴于对工作场所某些方面的检查（比如健康和安全）超出了我们目前的能力，我们已邀请Verité提供服务，Verité是国际公认的工作标准方面的领袖，该机构专注于确保世界各地的人们能够在安全、公平和合法的条件下工作。我们承诺确保符合我们的行动守则，将在2006年完成所有Mac和iPod最终装配供应商的检查。

　　我们认识到监督供应商遵守守则是一个持续的过程，需要持续的审查。如果发现该供应商违反守则，我们将要求该供应商拿出整改行动计划，我们注重预防和系统性的解决方案。我们还将确保行动计划的实施，如果该供应商在这方面的行动没有达到我们的预期，供应合同将终止。

　　目前为止，该供应商针对审查的采取的行动令我们感到鼓舞。然而，我们认识到审查是否遵守守则只是促成变化的一步，我们已加入电子工业行动守则（EICC）实施机构，该机构已建立业界标准并提供评估供应商的有价值的资源。EICC是一个我们行动准则制订的重要标尺，作为业界领袖，苹果将对这一机构做出重要贡献。

　　苹果承诺在所做每件事上都承担最高标准的社会责任，并将始终采取必要的相应行动。我们致力于确保所有生产苹果产品的地方工作条件安全，员工得到尊重和尊严的对待。

一个日本在华员工对中国“世界工厂”的评价 
 http://www.181e.com/finance/profession/200604/773.html
 
千迈财经 http://www.181e.com 阅读点数：773 更新时间：2006-4-23 提交：30 
 
我是一个典型的被称为“经济动物”的日本商人，到中国已经6年多了，先后在中国5个城市工作和生活，能听懂中文但口语还不流利，能看懂中国字的大体意识但不会写，对中国被称为“世界工厂”有自己的认识，就我个人感觉而言，觉得中国的生产能力是取得了长足的进步，但作为世界工厂来说，还有很长的路要走
　　　　
　　一、世界工厂不等于血汗工厂。有人把日本人比做蚂蚁，但与吃苦耐劳的中国人相比，日本人差得远。在中国珠江三角洲、长江三角洲、江浙一带，有数不清的技术落后、产品雷同、管理松懈的家族式工厂，这些工厂技术低、效益差，唯一的优势就是有蚂蚁般吃苦耐劳、牛马般顺从的中国人在支撑，工人每天的工作时间长达10小时以上，住着简陋的房子，过着最低级的生活，得不到基本的社会保障，如果以小时计算报酬，他们是全球工资最低的。一些计件取酬的工厂，工人们的劳动时间平均长达12小时以上，不被工头逼着不肯休息。本人工作的企业有一些从事环境卫生的中国女工，她们一声不吭、默默地、不停地每天劳作10小时以上，没有人督促她们、也没能人直接管理她们，只因为她们比其它工厂的卫生女工收入高一点点，她们就十分珍惜。当听说她们能把收入的80%寄回家时没有人不惊呀，以日本人的观点看，她们余下的那点钱连维持生命最基本的消费都不足，何况她们还必须付房租水费。我曾在东南亚的很多国家工作过，即使在落后的缅甸，要工人加班都是十分困难的，他们会提出很多要求。在菲律宾，这样的苦活他们是不会干的，而且菲律宾人干一个月后会休息一个月，等把上个月的薪水花得干干净净后再去干活。在印尼，这样的工作根本没有人去干。所以我认为，这些所谓的世界工作落户中国，是由吃耐劳的中国人的血汗支撑着，这些工厂在世界其它地方是不可能生存的，除非有中国人

　　　　
　　二、没有熟练的产业工人不难以达到世界工厂的标准。在中国的南方、北方各大城市，大批劳动大军等待着就业机会，但真正懂技术的熟练工人十分稀少，这是由于大部分中国工厂没有长期计划、缺乏技术支撑造成了，大量来自农村的工人们今年在这家工厂、明年到那家工厂，今年做鞋、明年做服装，产业人员的流动性极大，没有有效的组织管理，没有基本的岗位培训。同时由于工厂也缺乏长远计划，往往是什么好卖就一窝蜂似地造什么，工人的技术也必须随着产品的更换而变更，大部分情况下，工厂会开除现有工人，然后到市场上重新招，这就造成绝大部分工人难以在一个技术工种上从事较长时间的，产业技能就无从提高。日本在技术开发上不占优势，但有一支世界无可比拟的技术精湛的产业大军，他们从事相关工作几十年，他们灵巧的手造出了世界上最精密的产品，这双灵巧的手在高等院校是教育不出来的，也不是短期培训能达到的，而是多年磨练出来的，中国人有比日本人更灵巧的手，他们曾造出精美绝伦的工艺品，但现在中国工厂的就业模式没有给他们磨炼双手的舞台，中国工人象流沙一样今年在这明年在那流动，他们难以达到技术熟练所需的条件。

　　　　
　　三、没有规模化的工厂难以达到世界工厂的标准。中国工厂大都规模小，制造相同产品的工厂比比皆是，如果以日本标准来衡量，这些工厂只能算作坊，达不到产业化的生产标准，在中国工厂最密集的珠江三角洲地区，全部工厂加起来的年产值只有日本一个大型企业的总产值。一样的产品无数工厂分开来做，其结果是工厂开工不足、产品成本高，企业无多余资金进行技术开发，也无多余资金供养一支技术开发队伍。同时由于劳动力成本低，企业也无意引进更先进的技术设备。在珠江三角洲地区，从事电视机、微波炉、空调、冰箱、电话等低技术家用电器生产的正规企业和作坊式企业数不胜数，但没有一个享誉世界的品牌，从事服装、鞋帽、玩具的工厂更是满目皆是，同样也没有一家达到起码的规模化生产标准。

　　　　
　　四、以低技术为主体的工厂难以达到世界工厂的标准。享誉世界的企业基本都有产品自主开发能力，能形成科研、生产、销售、服务一条龙，而大部分中国工厂基本上是仿制或为别人代理生产，技术上受制于人，利润最高的部分掌握在别人手中，中国的科研体系与生产体系品基本处于脱节状态，产品开发能力低下，基本以仿制为主，自主开发的产品极少 。

　　　　
　　五、效益低下的管理方式难以达到世界工厂的标准。企业生产越是进步、对管理的要求越是严格，这是中国最缺乏的。中国工厂总数比日本多无数倍，但能生产成套设备的工厂很少，大部分设备都是从国外引进的，在中国各工厂可以看到，相对先进的设备、工艺要求高的部件都是从国外进口的，在这方面中国最缺的不是生产能力，而是对成套设备生产的组织管理能力，成套设备不同于规模生产的产品，一套生产流水线设备几年也许只能卖一套，要想产生利润，就必须把各相关材料、厂家、规格、标准等各种复杂因素进行综合组织、象装配钟表一样进行精确装配，一个环节的管理错乱就会造成成本增加、性能降低，而中国还缺乏这样精确的组织管理能力，效率低下的国有企业的管理层基本上是政府官员式的管理方式，规模较小的工厂没有这样煅炼机会，我想，如果把空中客车飞机的生产放在中国、并由中国人来管理的话，那么造价会高很多。以我个人观点看，中国不缺管理者，而是缺乏对管理者进行科学的选拨标准，大量无能、人格低下、好钻空子、工于心技的无能之辈占着高薪管理者的位置，堵塞了优秀管理人员的发展空间 。
　　　　
　　中国有世界上任何地方无可比拟的最能吃苦耐劳的人民，但缺乏技术熟练的产业工人；有世界最多的工厂，但没有一家世界级规模的企业；能造成种类齐全的产品，但技术先进并自主开发的产品很少；有庞大的生产能力，但难以造出技术先进的成套生产设备 。
　　　　
　　中国离真正意义上的世界工厂还有相当大的距离，在以后很长一段时间内，中国只能是一个初级产品加工基地，难以达到世界工厂的标准.