台資勝華萬士達勞動人權事件

大陸廠員工幹部致勝華董事長、股東們的一封信

2009-06-10T01:23:00.000+08:00

黃董事長、各位股東好：

勝華兩個大陸廠出現嚴重的管理問題！

因為領導幹部管理不善，爆發勞資爭議，企業形象受損。另外還遭到中國政府機關罰款與嚴密監控，實在需要勝華黃董事長與股東好好關心，徹底改革大陸廠的管理問題。

這些是我們員工及幹部的重要觀察，敬請黃董事長及股東費心思量，拯救員工、幹部與大陸廠的生存。

東莞萬士達因領導管理不善，遭受中國海關重大罰款4000萬人民幣，後續罰款費用改為補稅，同年及2008年，萬士達遭受海關當局嚴格監控企業無法申請A級企業。

東莞萬士達內部管理不當，截止至2009年4月24日止，該公司於海關進出口報關業務兩次違規，移送公安廳緝私局，至金未結案，企業遭受海關當局嚴格監控企業無法申請A級企業。

2008年東莞萬士達被取消高新技術技科技資格。

東莞萬士達公司伙食惡劣，為節省開支，採購單位採購發霉大米。2009年4月3日星期五晚餐，員工甚至集體食物中毒。

東莞萬士達及蘇州聯建廠台幹遭受公司欺壓，不敢吭聲，在全公司大陸及員工都沒上班情況下，台幹於星期六被強制上班，嚴重違反大陸勞動法及台灣勞工法令。

另外，2009年3月底無預警調回東莞萬士達數名台幹，包含品保、關務、LCM製造、管理、營建等部。這些台幹皆是東莞萬士達中堅幹部，為公司盡心盡力，十幾年來留在大陸打拚。如今卻無預警調動，形同逼退員工。

我們懇請董事長、股東們，好好關心大陸廠的經營發展，金融海嘯雖然可怕，但勝華絕對撐得過去，而且聲勢看漲。員工也絕對盡心努力，我們期待勝華大展鴻圖、稱霸全球。

拜託、拜託。

來自大陸廠員工幹部啟

管理不當、品質難保、訂單不保向股東與法人代表公布勝華科技營運真相！

2009-06-09T01:18:00.002+08:00

0610包圍勝華科技公司股東常會行動通知

管理不當、品質難保、訂單不保

向股東與法人代表公布勝華科技營運真相！

時間：2009年6月10日(星期二)上午08:30

地點：勝華科技公司營運總部（台中縣潭子鄉台中加工出口區建國路10號）

行動內容：【公布營運真相、最新勞動調查報告】

聯絡人：自主工聯執行長朱維立0981-238732

你有投資勝華嗎？你購買勝華股票嗎？你貸款或借錢給勝華嗎？你有下單給勝華嗎？你是勝華的代工廠嗎？勝華科技公司將於2009年6月10日(星期二)上午09:00召開股東常會，勝華公司聲稱虧損，今年不發股利，並提案以「現金增資發行普通股參與海外存託憑證」、「私募股普通股」等方式於海內外借錢增資。經營管理不當，借再多的錢，都只是把錢丟進無底洞！勝華科技員工自救會、自主工聯等勞工團體將至勝華股東常會上公布勝華科技營運真相，勝華股東、法人代表、品牌商與代工廠商，這是你不能不知、不能錯過的重要真相！

真相一：裁員減薪剝削勞工、營業成本卻大幅增加！

勝華公司聲稱因虧損今年度不分配股利。查勝華公司97年度營運報告書，營業額較96年度增加68.7億元，但因營業成本過高(較96年度增加288.5億元)，致使營業毛利下降呈現虧損(較96年度減少219.7億元)。在今年不發股利、96年12月於台灣廠及大陸廠大量裁員、減薪、放無薪假、停發加班費、伙食惡劣等節省成本措施後，為何營業成本仍舊大幅度增加？錢到底用到哪裡去了？是否省到不該省的地方？造成產品品質下降，NG率及不良片增多，必須給付巨額賠款給廠商？

真相二：全球關注勞資爭議、品牌商望之卻步！

勝華公司自97年12月裁員600多人爆發爭議，又因剝削勞工98年4月東莞萬士達7000名勞工罷工。勞資爭議迅速擴大引發全球關注。各大品牌商、大陸廠商皆收到員工陳情抗議書。兩岸三地勞工團體更於2009年6月10日(星期二)股東常會上公布首波最新的「勝華科技公司勞動調查報告」。資料顯示，勝華公司持續惡質違法剝削兩岸勞工，包括：強迫員工加班、超時工作嚴重、苛扣工資、不給法定休假、伙食惡劣造成食物中毒。勝華高層至今未正式出面與員工代表協商，僅由陳政慧處長在調解會上讓不到30名被裁員工復職，而其餘員工及廠內勞動條件皆無善意回應。勞資爭議擴大已影響勝華形象與接單狀況。去年第一名考上交大EMBA的黃顯雄董事長，是否不知情管理階層亂搞、虐待員工？刻薄員工待遇反使勝華產品品質下降？讓公司得負擔高額賠款？

真相三：高層主管領高薪、員工股東慘兮兮！

查97年度製造費用明細，薪資支出佔全部製造費6%，加工費用就佔了46%。勝華給付給加工廠商龐大費用，卻刻薄自己廠內員工。如此低的人事成本，在減薪裁員剝削勞工之後，到底挽救多少營運成本？又付出多少慘痛代價？

被裁員減薪多是現場基層員工，領的薪水低又少。可是高層主管月薪多是10幾萬，甚至還有50萬者，另外每月主管加給5,000~40,000元。這公平合理嗎？在管理不當、勞資爭議擴大、公司經營失利的情況下，經營管理幹部不該負起責任嗎？經營管理幹部是否該給員工和股東一個交代？

現場員工與高階主管薪資比較表：主管另有每月加給5,000~40,000元

現場員工薪資分布	2A	3D
2A~3D不等	薪資14,880~22,400元	薪資25,000~55,000元
高層主管薪資分布	6	12
6~12不等	薪資40,000~120,000元	薪資90,000~500,000元

從上述資料顯示，勝華公司經營管理不當，經營管理幹部才應負起責任，才是勝華公司虧損的罪魁禍首。管理幹部不負責任，卻要員工和股東勒緊褲腰帶共體時艱，簡直蠻橫無理！尤其針對持續擴大的勞資爭議，仍不願面對解決，更是罪無可恕！

為保障員工及股東權益，我們強烈要求勝華科技公司高層盡速出面解決勞資爭議，與離職及在職員工選出的代表針對以下訴求協商，立即改善勞動條件、撤換不適任的管理幹部陳政慧處長！

行動訴求

1. 立即撤回在台灣及中國大陸的解雇令，並且停止對台灣廠及中國廠工人秋後算帳。

2. 立即改善勞動條件，如：依法給付加班費、改善中國大陸廠勞工伙食、廢除中國大陸廠內罰款制度。

3. 請勝華黃顯雄董事長、許振昌副總經理出面，與離職及在職的勝華台灣廠及中國大陸廠工人代表直接對話，共商解決勞資爭議方案，討論員工福利及整體工作環境。

4. 勝華管理高層向全體員工公開道歉，並保證維護員工合法合理權益。

5. 勝華管理高層邀請民間勞工團體及政府官員為全體員工提供勞動權益培訓。

行動及連署團體︰怒火持續向全球擴大！

台灣：全國自主勞工聯盟、勝華科技員工自救會 (Wintek Bargaining Team)、台灣勞工資訊教育協會、青年勞動九五聯盟、團結工聯 (台北市產業總工會、桃園縣產業總工會、新竹縣產業總工會、苗栗縣產業總工會、台南縣產業總工會、高雄縣產業總工會)、工人民主協會、台灣國際勞工協會、工作傷害受害人協會、人民火大行動聯盟、台灣漂綠網、台灣勞工陣線、綠黨、台灣環境行動網協會、綠色公民行動聯盟、台灣社會民主工作室

香港：亞洲專訊資料研究中心、全球化監察、中國勞動透視、大學師生監察無良企業行動

日本：亞太勞動者團結聯誼會日本委員會

韓國：民主勞總首爾本部-首爾京畿仁川移工工會(MTU)、ALLTOGETHER

Flawed Management, Questionable Quality, Runaway Orders! All The Truth Investors Have to Know About WINTEK!

2009-06-09T00:57:00.002+08:00

Translated by laches

8:30 am on Tuesday June 10, 2009

At WINTEK Corporation Headquarter Taiwan

10, Chien-Kuo Road, TEPZ Tantzu, Taichung, Taiwan, R.O.C

We will announce our operation investigation of Wintek, containing relevant information to institutional and individual investors

Contact：Secretary General of NAFITU, Chu Wei-Li 0981-238732；wei-li-1210@yahoo.com.tw

English Contact：Torrent, torrent.org@gmail.com

Do you invest in Wintek? Do you have shares of Wintek? Did you lend money to Wintek? Did you place orders with Wintek? Are you one of Wintek’s suppliers? Wintek will assemble a shareholders’ meeting on June 10, 2009. Wintek claimed it’s having an operation loss, thus no dividends this year. In the shareholders’ meeting, to raise local and oversea funds, Wintek will propose to issue new common shares participating in global depositary receipt and also a new private placement of common shares. But, with its significantly flawed management, the new fund sources imply worse investments and greater loss! National Federation of Independent Trade Unions, WINTEK bargaining team and other labor organizations will come to the Wintek shareholders meeting to announce the truth that investors need to know. Shareholders, institutional investors, suppliers, be aware of those inconvenient truth highly relevant with Wintek’s stock price!

Truth 1: Wintek cut salaries and laid off employees, but the operation cost still soars

Wintek claimed a loss and declared no dividends this year. According to its 2008 statement of operations, compared with 2007, the sales have increased $6.87 billion TWD. Nonetheless, because of the high operation cost ($28.85 billion TWD more than 2007), the gross profit has declined sharply ($21.97 billion TWD lower than 2007.) Wintek cut salaries, laid off workers, forced employees to take unpaid leaves, stopped paying overtime compensation since December 2007; but the operation costs still soared in 2008. Investors need to examine this unusual cost increase. Why did operation costs still sky rocketed after cutting labor costs? Where has the money gone? Did Wintek’s flawed management raise the defective rate and end up in high indemnities?

Truth 2: The labor disputes in Wintek attracted global attention and became a concern to Wintek’s customers!

Wintek has been involved in labor disputes since the extensive layoff occurred in December 2008 and the large-scale 7,000-worker strike took place at MASSTOP in Dongguan in April 2009. The labor disputes attracted global attention. All Wintek’s global brand manufactures and Chinese suppliers received workers’ joint statement of protest. In the shareholders’ meeting on June 10 2009, the labor organizations in China and Taiwan will announce the most updated “Wintek Labor Investigation Report.” According to the report, Wintek continues to exploit labor. The illegal labor measures include forcing workers to work overtime, illegally extending overtime working hours, cutting compensations and salaries, canceling holidays, providing unsanitary food which caused on-site food poisoning. The Wintek executives haven’t faced up to these labor disputes. These labor disputes have already damaged Wintek’s corporate image and they have become a concern to the foreign customers, lowering their incentive to place orders to Wintek. Did president Huang know that the labor disputes already damaged Wintek’s image and sales? Did president Huang know that the illegal labor measures already lowered the product quality and boosted indemnities?

Truth 3: The executives enjoy high salaries, while the workers and shareholders pay the price!

According to the operation costs in 2008, the salary expense was only 6% of total operation cost but the outsourced processing costs amounted to 46%. Wintek paid a huge amount to the outsourced companies but spent little on its own on-site labor. Since the on-site labor was only a small portion of operation costs, there is no need to cut the on-site salary at the price of damaging corporate image.

The majority of workers who got laid off were factory laborers. However, compared to the executives’ compensation, the average salary of factory workers is very low. The average salary of the executives at Wintek is more than $100,000 TWD per month and the additional monthly manager bonus range from $5000 to $40,000 TWD. Some managers even get $500,000 TWD a month. Is it fair for the workers and shareholders? The executives enjoy high salaries, but the workers and shareholders have to pay the price. The executives have to take responsibility for labor disputes and operation losses. We shareholders and workers demand the executives to take full responsibly and cut their own high salaries!

The salary
gap between basic workers and executives

Basic workers	2A	3D
2A~3D	$14,880~$22,400 TWD per month	$ 25,000~$55,000 TWD per month
Executives	6	12
6~12	$40,000~$120,000 TWD Per month	$90,000~$500,000 TWD Per month

*The additional monthly
manager bonus range from NT$5000 to NT $40,000.

The salary gap between basic workers and executives

From the statistics above we can see that the executives at Wintek enjoy high salaries but don’t pay the price of their own bad management. The executives and managers do not take responsibility and the price of flawed management should not be paid by shareholders and basic workers.

To protect the shareholders’ rights, we demand that the executives at Wintek face up to the labor disputes immediately. Wintek should negotiate with the labor representatives selected both by employees and laid-off workers, improve labor conditions at once and replace the unqualified manager Cheng-Hwei Chen.

1. WINTEK must restore the jobs taken from the workers who were laid off in Taiwan and China, withdraw the demonstration lawsuit, and promise no retaliation on workers.

2. WINTEK must improve its working conditions immediately, pay the overtime compensation, provide sanitary food and abandon the fine system in the China manufacturing sites.

3. Present Huang and Vice President Hsu must hold direct talks with the labor representatives, negotiate a practical solution to the labor disputes, and examine the working environment and labor rights.

4. The executives at Wintek must apologize to all the employees and promise to protect all workers’ rights.

5. The executives at Wintek must provide its workers with the labor rights trainings. The training should be held by the officials or labor organizations.

Initiating Organizations:

Taiwan: National Federation of Independent Trade Unions, WINTEK bargaining team, Solidarity Union, Youth labor union 95, Taiwan Labor Information & Education Association, Confederation of Trade Union in Taipei City, Taoyuan County, Hsinchu County, Miaoli County, Tainan County and Kaohsiung County, Workers' Democracy Association (WDA), Taiwan International Workers' Association, Taiwan Association for Victims of Occupational Injuries (TAVOI), Raging Citizens Act Now (RCAN), Taiwan Corporate Watch, Taiwan Labor Front, The Green Party Taiwan, Taiwan Environmental Action Network, Green Citizens' Action Alliance (GCAA)

Hong Kong: Globalization Monitor, SACOM, HKCTU, Labour Action China

Mainland China: China Worker Studies

Japan: Asian Pacific Workers Solidarity Links

尖端科技、毫無人性？！抗議科技大廠剝削兩岸勞工！

2009-06-02T00:52:00.000+08:00

0602前進台北國際電腦展開幕典禮抗議行動採訪通知

尖端科技、毫無人性？！

抗議科技大廠剝削兩岸勞工！

時間：2009年6月2日(星期二)上午09:30

地點：台北世貿南港館（北市南港區經貿二路1號，捷運南港站約4分鐘路程）

聯絡人：自主工聯執行長朱維立0981-238732

家喻戶曉的廣告詞，「科技始終來自於人性」，對比現在科技大廠內勞工被剝削處境，我們不禁要問，尖端科技為甚麼愈來愈毫無人性？

2009年台北國際電腦大展於6月2日(星期二)上午10：00在台北世貿南港館開幕。這個亞洲最大專業電腦展，吸引年營業額10億美元以上的全球知名品牌商到場，將是台灣供應廠商卯足全力搶訂單的好時機！但這些日新月異、華麗時尚的科技產品背後，盡是大老闆們為求暴利，剝削中國大陸與台灣勞工血汗的成果！全國自主勞工聯盟、勝華科技員工自救會等台灣勞工團體將前往電腦展開幕典禮，公布科技大廠將本求利剝削勞工的賺錢真相，強烈要求品牌商立即督促供應商落實行為準則，停止剝削兩岸勞工！

勝華科技公司身為台灣知名的供應商，承接各國際品牌商的訂單，Apple、NOKIA、Motorola、三星、宏達電、廣達皆為其主要客戶。勝華科技公司（負責人黃顯雄，總公司：台中縣潭子鄉台中加工出口區建國路10號），其市佔率已是台灣小尺寸手機面板廠、觸控式螢幕排名第一、全球排名前三強。這一年來接連於台灣、中國大陸爆發裁員、剝削勞工事件。

勝華科技公司首先於2008年12月無預警解雇600多名台灣廠勞工，並持續減薪、放無薪假、停發加班費，急單湧入後，員工一人做數人的工作，連續加班不敢休假，竟還領不到加班費。不少員工被剝奪從清明節到端午節的法定假期、無薪休假被召回上班不給工資、濫用派遣工(時薪110元，簽約三個月)。且經台灣政府勞動檢查諸多嚴重違法事項。另外，勝華科技所屬東莞萬士達公司，苛扣員工加班費、津貼，晚班員工伙食只能吃早班的剩菜餿水，2009年4月更爆發集體食物中毒。勝華公司甚至還違法解雇不滿而罷工的19名員工。(請見0602行動新聞資料：勝華科技公司違法暨違反供應商行為準則事項)

全國自主勞工聯盟、勝華科技員工自救會等台灣勞工團體，於2009年6月2日(星期二)上午09:30至台北國際電腦展抗議，強烈呼籲Apple、NOKIA、Motorola、三星、宏達電、廣達等勝華科技公司的主要客戶，部分也是參與本次台北國際電腦大展的重要知名廠商，在展示尖端科技、殺價下單之餘，更應負起企業社會責任，按照供應商行為準則，督促勝華科技公司盡速出面解決勞資爭議！

行動訴求我們強烈呼籲品牌商按照供應商行為準則，

1. 立即要求勝華撤回在台灣及中國大陸的解雇令，並且要求勝華停止對台灣廠及中國廠工人秋後算帳。

2. 立即要求勝華改善勞動條件，如：依法給付加班費、改善中國大陸廠勞工伙食。

3. 要求勝華允許第三方勞工團體入廠進行勞動檢查，公開事件，追究責任。並且根據勞動檢查結果及勝華科技的改善狀況，立即檢討對勝華科技的訂單。

4. 勝華必須尊重勞工代表的意願，立即與勞工自主選出的勝華台灣廠及中國大陸廠工人代表直接對話，有效監察企業行為。

行動團體：勝華科技員工自救會、全國自主勞工聯盟、台灣勞工資訊教育協會…怒火擴大中

Technology without Humanity?! Protest against Exploitation of Workers in Taiwan and China

2009-06-02T00:51:00.001+08:00

Translated by Timo

Time: 2009 June 2 (Tue.) 9:30 am

Place: Taipei World Trade Center Nangang Exhibition Hall

Contact:

Secretary General of NAFITU, Chu Wei-Li 0981-238732；E-mail：wei-li-1210@yahoo.com.tw

English Contact：Torrent torrent.org@gmail.com

As a famous commercial slogan goes, “technology always comes from humanity.” But what we know now is, in stark contrast, the fact that workers are exploited in high-tech corporations. Why makes technology more and more inhuman?

COMPUTEX TAIPEI takes place from June 2, 2009 at Taipei World Trade Center Nangang Exhibition Hall. This is the largest professional computer exhibition in Asia and attracts as much as $1 billion USD from global corporations, making COMPUTEX an excellent place for Taiwanese computer suppliers to do business. However, behind these trendy tech commodities are bloody exploitation of labors in Taiwan and China. NAFITU, WINTEK labor bargaining team and other labor rights organizations will go to the opening of COMPUTEX Exhibition to expose the reality to the public, and request APPLE Inc. to execute its Code of Conduct, to end the exploitation of labors in Taiwan and China.

WINTEK does business with leading international corporations, including Apple Inc. , NOKIA, Motorola, Samsung, HTC, and HUAWEI. WINTEK is a famous supplier from Taiwan, and enjoys the largest market share in Taiwan in small size mobile phone panels and touch panels, and ranks No. 3 in the world. However, it has recently gained global notoriety for labor issues in Taiwan and China. (Owner: Huang Hsien-Hsiung, Address: No.10, Jianguo Rd., Tanzih Township, Taichung County, Taiwan).

In Dec. 2008, WINTEK laid off over 600 workers in Taiwan without any notice in advance and kept cutting workers’ salary, forcing unpaid leaves on employees, and paying no overtime wages. Recently, WINTEK received big and urgent orders and tried to force workers to do more work without any vacation or overtime pay. Many employees had to work during national holidays, or mandatory unpaid leaves without due salary. The company also exploits contract workers harshly ($110 TWD, equivalent of $3 USD per hour, with a contract lasting for three months).

Besides, MASSTOP in Dongguan, a subsidiary factory of WINTEK, cut workers’ salary, overtime pay and subsidies, and night-shift workers are forced to eat leftover food since morning, resulting in an incident of food poisoning on April 3, in which hundreds of workers fell ill. WINTEK even illegally laid off 19 workers who joined the strike against the foul working condition. (Please see June 2 News Release for more details).

NAFITU, WINTEK bargaining team, and other labor organizations will protest against WINTEK at the opening of COMPUTEX on June 2, 2009 at 9:30 am in Taipei World Trade Center Nangang Exhibition Hall. We strongly appeal to the major clients of WINTEK, such as Apple Inc. , NOKIA, Motorola, Samsung, HTC, and Quanta to take their corporate social responsibilities and follow the Supplier Code of Conduct to request WINTEK to resolve the labor issues.

Appeals / Demands

1. WINTEK must follow the international Supplier Code of Conduct and give jobs back to workers who were laid off in Taiwan and Mainland China, withdraw the lawsuit of defamation, and promise no retaliation on workers.

2. WINTEK must improve its working condition immediately, including overtime pay and appropriate meals provided in the factories in China.

3. We request to have third-party labour unions or organization to enter WINTEK’s factories to inspect its working condition, and let the public know the situation. Besides, these clients should review its order to WINTEK based on the results of the inspection and WINTEK’s improvement.

4. WINTEK must respect the will of the representatives of labours and make direct talks with them. These representatives should be chosen by WINTEK workers in Taiwan and Mainland China.

Organizations:

WINTEK bargaining team, National Federation of Independent Trade Unions, Taiwan Labor Information & Education Association…..the list is growing….

Condemn Apple and Wintek Corporation for Disregarding Corporate Social Responsibility and Workers’ Appeals

2009-05-23T22:59:00.001+08:00

23/5/2009

Contact：Secretary General of NAFITU, Chu Wei-Li 0981-238732；E-mail：wei-li-1210@yahoo.com.tw

English Contact：Torrent torrent.org@gmail.com

Fax：02-22721473

The Wintek Corporation’s violation of laws and exploitation of workers in Taiwan and mainland China have aroused anger among workers, environmental and social movement organizations around the world. Because of Wintek’s refusal to restore all the jobs to the employees in Taiwan and mainland China and improve the working conditions, around one hundred people, including the Wintek Workers Self-help Group and local labor movement organizations in Taiwan, gathered in front of Apple — of whom Wintek is a major supplier — on 21 May 2009, revealing all the relevant information, asking Apple to comply with its own Supplier Code of Conduct and demand Wintek to negotiate with its employees.

We had informed the management of Apple about this action several days beforehand, but Apple showed arrogance and sent no representatives to receive our public letter and relevant information. It even lied through the police’s teeth that there were nobody working that day. It is hard to believe that such a giant transnational corporation would lie and shirk responsibility in the face of labor organizations.

Apple, a leading brand in technology application, reports 15% profit growth in its first quarter of 2009. It is indisputable that Apple has to take its corporate social responsibility seriously. Therefore we ask Apple to respond publicly to our appeal by 31 May, to demand that Wintek stop exploiting workers in Taiwan and mainland China. Otherwise we will appeal to global workers and consumers to condemn corporations and stop buying sweatshop products.

Besides, as a member of Electronics Industry Citizenship Coalition (EICC), Apple has been retreating from its promised social responsibility. Therefore we also ask the EICC to investigate into the conduct of Apple.

Wintek issued a press release on 21 May, stating that “it has dealt with this labor issue in accordance with the law, having agreed to restore jobs to those laid-off workers under certain conditions (e.g. pregnant women and veteran workers). It accuses labor organizations of violating the agreement and instigating some laid-off workers to demand unlawful benefits.” But paying the 6,000 NT dollars fine does not make Wintek’s measures legal. In fact, at the conciliation meeting with workers in the Taichung factory, Wintek only agreed to restore jobs to some 20 workers, who were asked to repay the redundancy payment and were denied their salary during unemployment. The workers could not but accept. Except for the Taichung factory, Wintek has not responded to the factories in Yangmei and mainland China. More importantly, the working conditions have continued to deteriorate, with overtime unpaid, wage cuts, and statutory holidays cancelled. We are further informed on 20th May that subsidies and awards are not paid, and food problems are getting serious in mainland China factories. Wintek’s refusal to take seriously workers’ rights and appeals will surely lead to more intense resistance, and the labor organizations have taken legal actions and gained wide support.

Where there is oppression, there is resistance. Wintek workers have lost their jobs for six months and have to borrow money to make ends meet. We are grieved and vexed at the abominable conduct of Wintek and Apple, and deeply moved by workers showing solidarity and struggling for justice.

Major clients of Wintek, including NOKIA, Motorola, Samsung and HTC, should also take the responsibility of urging Wintek to resolve this labor rights issue; otherwise they may also become targets of public protest.

Initiating Organizations:

Taiwan: National Federation of Independent Trade Unions, WINTEK bargaining team, Solidarity Union, Youth labor union 95, Taiwan Labor Information & Education Association, Confederation of Trade Union in Taipei City, Taoyuan County, Hsinchu County, Miaoli County, Tainan County and Kaohsiung County.

Hong Kong: Globalization Monitor, SACOM, HKCTU, Labour Action China

Mainland China: China Worker Studies

Japan: Asian Pacific Workers Solidarity Links

無視企業社會責任強烈譴責蘋果傲慢拒絕聆聽勞工訴求

2009-05-23T22:57:00.001+08:00

聯絡人：自主工聯執行長朱維立0981238732

台商勝華科技公司違法剝削兩岸勞工事件，持續擴大發酵，不分在職或離職、台灣或中國大陸，廠內外勞工皆團結對抗資方的打壓剝削，並獲得全球各地勞工、環保、社運團體聲援支持。因資方不願全部恢復台灣廠及中國大陸廠被解雇員工工作權、持續惡化廠內勞動條件，勝華科技員工自救會與台灣勞工社運團體近100人，於2009年5月21日上午10：00，至勝華公司最大訂單來源美商蘋果公司（以下簡稱Apple）前抗議，勞工社運團體將約半年來仔細調查並整理出來的勝華科技剝削勞工的相關資料準備齊全，要求Apple應依自訂的供應商行為準則，督促勝華與員工協商，盡速解決勞資爭議，否則檢討與勝華的合作關係。

我們早於活動數天前將訊息告知蘋果高層，但Apple卻極為傲慢，不僅不派出代表接受勝華科技員工自救會與台灣勞工社運團的公開信及相關證據資料，甚至還間接透過警方以傳話的方式說謊，表示Apple當天休假，辦公室無人上班。實在難以置信堂堂一個大型跨國公司，面對勞工團體時，居然用欺騙、龜縮等蒙上眼睛、摀上耳朵的方式傲慢面對。

Apple，一個國際知名品牌的跨國企業，2009年第一季暴利成長15%。面對勞工社運團體的建言、特別是為他在生產線上流血流汗、賣命打拚的勞工求救，不願積極處理，還避之惟恐不及，逃避應盡的企業社會責任。我們仍要求Apple在5月31日前，公開回應我們的訴求，具體承諾勞工訴求，要求勝華科技停止剝削兩岸的勞工，不可與勝華科技同流合污，踐踏勞工。否則我們將呼續全球勞工、消費大眾一同譴責黑心企業，拒買血腥商品！

同時，Apple作為EICC（Electronic Industry citizenship coalition）的會員之一，卻用如此傲慢的手法應對受迫害勞工，已經違反其加入EICC時所承諾的企業社會責任之義務，我們也公開呼籲EICC立即調查Apple的行為。

勝華科技公司更於2009年5月21日當日，對外及對各連署團體發出新聞稿，表示「一切依法處理勞工事宜，已同意符合一定條件的被資遣人員（例如：孕婦、接近符合可申請退休資格人員）可以回復工作，更指控特定勞工團體破壞協議，多次鼓動及號召部份被資遣員工向勝華要求回復工作權或法定之外的更多利益。」。勝華是否違法，不是自己說了算，或許是已由官方開罰的兩筆確認違法的6,000元罰款微不足道，令勝華以為自己並無違法。回復工作權的部分，勝華公司僅在與台中廠員工的調解會上，同意回復20餘名員工工作，要復職員工一次償還資遣費，並不給付裁員期間工資，員工僅能無奈接受。但對楊梅廠、中國大陸廠勞工訴求毫無回應。更重要的是，勝華廠內勞動條件持續惡化，員工加班領不到加班費，無薪休假上班沒有工資、不少員工連續上班沒有休假，被剝奪從清明節到端午節的法定假期。我們在5月20日更接到最新消息，中國大陸廠的津貼、獎金沒著落，伙食問題持續惡化。不平則鳴，各廠員工的團結反抗，豈是無的放矢。勝華公司繼續無視員工心聲，恐將面對員工更激烈反撲、社會大眾的唾棄！勝華對特定勞工團體的打壓與指控，該團體已採取法律行動，並獲得社運團體聲援支持。

哪裡有壓迫，哪裡就有反抗！勝華裁員至今六個月，員工失去工作也六個月了，資遣費、失業給付皆已用罄，開始舉債度日維生，卻還討不回該有的公道。對於勝華與Apple剝削勞工並不願改善其惡行，我們感動心痛與遺憾！而勝華各地及廠內外勞工表現難得的堅決與團結，將提高抗爭強度與規模，勢與黑心企業奮戰到底！

最後，我們再次呼籲，勝華公司的其他主要客戶，NOKIA、Motorola、三星、宏達電、華為也應負起責任督促勝華解決勞資爭議，否則也將成為員工、社會大眾抗議與唾棄的目標。

連署發起團體：怒火擴大中

台灣：全國自主勞工聯盟、勝華科技員工自救會、團結工聯(台北市產業總工會、桃園縣產業總工會、新竹縣產業總工會、苗栗縣產業總工會、台南縣產業總工會、高雄縣產業總工會)、青年勞動九五聯盟、工作傷害受害人協會、人民火大行動聯盟、台灣勞工資訊教育協會、工人民主協會、台灣國際勞工協會、台灣漂綠網、台灣勞工陣線、台灣綠黨、台灣環境行動網協會、綠色公民行動聯盟

香港：全球化監察、大學師生監察無良企業行動(SACOM)、職工會聯盟(HKCTU)、中國勞動透視(Labour Action China)、香港婦女勞工協會、香港街坊工友服務處

中國大陸：中國工人研究網

日本：亞太勞動者團結聯誼會日本委員會(Asian Pacific Workers Solidarty Links)

韓國：民主勞總首爾本部-首爾京畿仁川移工工會(MTU)、ALLTOGETHER

WINTEK Co. Offenses of Law & Code of Conduct

2009-05-22T02:13:00.000+08:00

Translated by Timo

According to the Supplier's Code of Conduct outlined by Apple Inc., WINTEK, as one of Apple's suppliers, is obliged not only to obey local labour laws, but also to offer working conditions that meet the requirements of international labour rights principles.

However, we were shocked to find much of WINTEK's behaviour at its manufacture lines in Taiwan and China to be blatant violation of local laws, and of Apple’s Supplier’s Code of Conduct.

Apple Inc., as one company that has promoted Corporal Social Responsibility issues, should deal immediately with WINTEK's misbehavior. Apple Inc. is advised to demand WINTEK for prompt improvement, endorse a third party to thoroughly examine the working conditions at WINTEK, and reconsider its partnership with WINTEK. Listed below are WINTEK's offenses:

Table one: WINTEK’s offences of law in Taiwan

Facts	Details
1. Unlawful mass lay-offs.	Laid off nearly 700 employees while there still is a surplus of four billion TWD. (approx. $118 million USD) Taiwanese press also reported that WINTEK had received urgent orders, thus needed to hire a good number of new workers.
2. Demanding employees to work unpaid, meanwhile assigning unpaid leaves. (Confirmed and fined by Taiwanese labour administration)	Since November 2008, WINTEK began to force unpaid leaves on employees, meanwhile asking them to resume the work, unpaid.
3. Changing working hoursunilaterally	Asking the night shifts to work as many hours as the day shifts per month. The discrepancy was counted as a leave of absence, thus deduction of one day’s wages. Some got a monthly wage lower than the basic NT$ 17280/ month.
4. Demanding employees to catch up on working hours, resulting in more than ten consecutive working days. (Confirmed and fined by Taiwanese labour administration)	The 4-2 shifts were demanded to make up on their working hours, thus had to work 10 days in a row. This has constituted an offense of Article 36 of Labour Standards Law.
5. Forcing workers to work overtime	In order to meet deadlines, forcing workers to work 12 hours a day, 5 days a week, and forcing them to give up days off and national holidays. This has constituted an offense of Article 30, 32, 36, 37 and 39 of Labour Standards Law.
6. Forcing workers to sign the agreement, replacing overtime wages with days off.	Forcing workers to sign the agreement, replacing overtime wages with days off. This has constituted an offense of Article 24 of Labour Standards Law.

Table two: Unlawful actions of MASSTOP, WINTEK’s subsidiary in Dongguan, China.

Facts	Details
1. Cancelling full attendance rewards upon the raise of basic wage, without negotiation with employees.	Immediately after the Dongguan government raised the basic wage to $770 RMB (approx. $114 USD), MASSTOP canceled the full attendance rewards promised in the contract.
2. Unilaterally cancelling benefits without negotiation with employees	In October, 2008, MASSTOP posted a notice declaring the cancelling of performance rewards and year-end bonuses.
3. Adopting special working hours without the approval of Dongguan’s labour administration, reducing holiday wages from twice the normal wage to just 1.5 times of it.	On February 27, MASSTOP posted a notice, declaring a special working hours system has been approved by Dongguan City’s labour administration. However, the employees found out in March the administration has never approved such change. MASSTOP claimed it had been approved, while forcing employees to sign the agreement.
4. During the strike, unilaterally claiming that workers who failed to return before three in the afternoon, April 17, would be regarded as voluntarily ending their labour contracts.	Employees of MASSTOP in Dongguan went on strike for labour condition issues such as underpaid overtime. Though the company agreed that overtime wages would be handed out before April, 21, according to the Chinese labour regulations, workers have the right to continue the strike as long as they don’t have their wages. The company’s rules stated that workers who neglect work over 2 days might be sacked.

Table three: WINTEK (and MASSTOP) violations of the Apple Supplier’s Code of Conduct

Codes violated	Facts in Taiwan (WINTEK)	Facts in Dongguan, China (MASSTOP, WINTEK's subsidiary)
The code concerning overtime wages: “workers must be compensated for overtime hours at the premium rate required by applicable laws and regulations.”	forced employees to give up their overtime payment and holiday subsidies, opting for more days off instead.	Adopting special working hours without the approval of Dongguan’s labour administration, reducing holiday wages from twice the normal wage to just 1.5 times of it. (Later proved the administration has never approved such change.)
The code concerning fair treatment to employees according to applicable laws and regulations.	While the company still enjoys orders and surplus, it kept laying off workers illegally, cutting pays and benefits, forcing unpaid leaves, demanding work without pay, resulting in a monthly wage lower than the basic NT$ 17280/ month.	Unilaterally cancelled the full attendance rewards when Dongguan government raised the basic wages. In February, MASSTOP claimed that the adoption of special working hours system had been approved by the administration, to reduce overtime wages to 1.5 times of the normal wages instead of twice. Amidst the strike initiated by angry workers, the company unilaterally claimed that those who failed to return to work before three in the afternoon, April 17, would be regarded as voluntarily ending their labour contracts.
The code concerning dormitory and dining: “Suppliers must provide workers with clean toilet facilities, access to potable water, and sanitary food.”		Cut the expenses for daily meals from 8 RMB to 4.5 RMB. Some say the food is a far cry from edible. This issue directly resulted to the strike, but the company has not solved it yet. There was a mass ptomaine poisoning this April.
The code concerning whistleblower protection and anonymous complaints	While employees made legal attempts to appeal to labour laws and the public, WINTEK has filed a lawsuit against Wei-Li Chu, secretary general of the National Federation of Independent Trade Unions (Taiwan), who continuously helped WINTEK workers who tried to get their jobs back.	There is not yet an program through which employees can file complaints anonymously. After the strike, the company has been taking retaliatory actions, including admonishing strikeparticipants. As a result, other employees are being silenced about emerging problems in the company.
The code concerning a safe working environment	Workers at CG manufacture lines in WINTEK’s Tanzi factory, and those at the yellow light section in Huangchung and Chunggung factories are required to use organic solvent such as halftone detergent or etching solvent, but WINTEK did not provide masks or protective suits.

勝華科技公司違法暨違反供應商行為準則事項表

2009-05-22T02:05:00.000+08:00

根據蘋果電腦的供應商行為準則，作為蘋果電腦的供應商，勝華科技除了必須符合當地勞動法令，並在國際勞動人權準則的規範下，實施更符合勞動人權標準的勞動條件。

但經由我們初步調查發現，勝華科技在台灣廠及大陸廠，不僅有許多明顯違法的事項，更違反了蘋果供應商行為準則。

蘋果電腦長期對於推動企業社會責任的理念不遺餘力，應積極面對勝華科技違法及違反勞動人權的相關行為，茲將勝華科技的違反事項列舉如下，蘋果電腦除應立即要求勝華科技改善之外，應立即委由第三方勞工團體，對勝華科技各工廠進行更深入的勞動檢查。並且根據勞動檢查結果及勝華科技的改善狀況，立即檢討對勝華科技的訂單。

【勝華科技公司台灣違法事項一覽表】

台灣	說明
違法解雇	勝華科技僅以去年11月單月份訂單下降，就以「虧損或業務緊縮時。」解雇勞工，但隨後顯示，勝華去年盈餘仍有40億元，今年又有Apple公司大量急單。
排定無薪假，卻仍要求員工上班，又未給付工資（業經台灣官方勞動檢查確認，並處以罰鍰）	勝華科技於2008年12月起於各廠每月實施無薪休假至今，期間要求員工於已排定無薪休假當日仍需出席上班，卻未給付工資。
片面變動工時	要求員工每月工作總時數需比照常日班，工時不足者以事假論處，扣發一日工資，部分員工因此每月工資低於基本工資17280元。
要求員工補足工時，致使員工連續上班10多天無法休假（業經台灣官方勞動檢查確認，並處以罰鍰）	四二輪班之員工因被要求補足工時，必須連續上班10幾天無法休假，已經違反勞基法第36條。
強迫員工加班	為達產量，強制員工週一至週五每日工作12小時。為達產量及保養機台，強制員工放棄例假或國定假日。違反勞基法第30條、第32條、第36條、第37條、第39條。
強迫員工同意將加班費改為補休	強迫員工簽署同意書，放棄加班費改以補休，已經違反勞基法第24條。

【勝華科技公司東莞萬士達違法事項一覽表】

中國大陸	說明
未與員工協商，在官方提升最低工資時將全勤獎金取消	萬士達公司在東莞政府宣佈提高最低工資為770元之後，將原本白紙黑字刊載於勞動合同中的全勤獎取消。
未與員工協商，片面取消津貼	2008年10月，萬士達公司在發薪日前後，張貼取消產值獎金公告，並取消年終獎金
未取得東莞勞動局批准，即實施「綜合工時制」，將假日加班工資由正常工資的2.0倍降低為1.5倍	萬士達公司於2月27日張貼公告，指出已經取得東莞市勞動部門批准，申請實施綜合工時工作制。但3月經員工查證，東莞市勞動主管部門並未批准。
於罷工時片面宣稱，4月17日下午3點前未回工作崗位，視為員工自動與公司解除勞動關係	萬士達公司違法在先，員工有權進行維權，而公司薪資未足額給付，員工有權不上工。3月份剩餘加班費將於4月21日前補發至員工帳戶，但錢還沒入帳，員工就有權不上工，況且即使根據公司有關規定，員工曠工，也要三天才能予以解雇

【勝華科技公司違反蘋果電腦公司供應商行為準則】

	台灣	中國大陸
違反加班費必須按照法令發給	逼迫員工放棄加班費及假日出勤之加倍工資，僅能改以補休。	片面宣稱已經獲得東莞勞動局同意，獲准實施假日加班費為平均工資的2倍改為1.5倍
違反以國際勞動標準及當地法令對待勞工	在仍有大量急單及盈餘下以業務緊縮及虧損為由違法解雇、資方持續對員工減薪、減津貼、放無薪假、加班不給加班費僅能換補休，致使工資低於勞基法基本工資。	未與員工協商，取消全勤獎、津貼，並冒稱取得東莞勞動局批准，將假日加班工資由正常工資的2.0倍降低為1.5倍。而員工罷工後，勝華又於罷工時片面宣稱，4月17日下午3點前未回工作崗位，視為員工自動與公司解除勞動關係，這也違反欠薪未入帳，有權不上工。
違反需提供衛生、保健的食物給員工		將員工每日的餐費由一日人民幣8元，減為4.5元，從五菜減為三菜，員工並表示，品質有如餿水、餵豬。萬士達廠甚至於今年4月爆發食物中毒！
違反必須提供匿名的申訴管道，並保護申訴人	台灣勝華員工，針對勝華的違法事項，進行合法進行行政申訴及向社會大眾訴求時，勝華居然對持續抗爭要求復職的勞工代表及自主工聯執行長朱維立，完全漠視蘋果供應商行為準則。	至今並無給予員工匿名申訴的管道，致使眾多問題長期無法獲得解決，而爆發罷工，而在罷工後，卻殺雞儆猴、秋後算帳，開始針對罷工時較為積極的員工，進行約談，使得對公司各種問題有疑慮的員工，更不敢申訴。
違反必須提供勞工安全的工作環境	勝華科技於潭子廠CG製造部、環中廠與中工廠的黃光部門，員工於該等部門工作時，需操作有機溶劑，如：網版清洗劑、蝕刻液，但勝華科技卻未提供防護口罩及防護衣。

A Public Letter to Apple Inc.

2009-05-22T02:02:00.001+08:00

Everyone knows that Apple Inc. is a leading brand in technology application, and its products have gained great popularity all over the world. In your Corporate Social Responsibility collaborative initiatives, Apple addresses issues of labor rights and claims that its hit products never come from the exploitation of labor.

After our several month-long investigation, however, we found that one of your suppliers, WINTEK Corporation, has seriously violated your Supplier Code of Conduct. Apple has not yet taken any action toward rectifying this. We hope our protests will evoke your conscience and draw your attention to this labor rights violation. Apple Inc. has the obligation to ensure to its first-line workers their inalienable labor rights. We hope your corporation can keep your promise of corporate social responsibility and demand that all your suppliers, including WINTEK, meet international labor standards.

Since last year, WINTEK Corporation has taken all measures to push the labor cost down. In its factories in Mainland China and Taiwan, WINTEK imposed mandatory unpaid leaves, laid off employees, cut overtime pay, and canceled special bonuses and allowance. According to labor regulations in China and in Taiwan, respectively, all labor contract changes have to be approved both by employers and employees. But WINTEX changed contracts and compensation without employee approval. WINTEX forced employees to accept those compensation and contract changes; WINTEK even laid off a large number of workers when the company still earned huge profits. This kind of large-scale layoff violates Taiwanese labor laws.

When the employees in WINTEX strove for their legal rights, WINTEX suppressed them rather than retracted its illegal orders. WINTEX sued both these employees and Wei-Li Chu, the Secretary General of National Federation of Independent Trade Unions, who supported the strikes in WINTEK. These lawsuits violated the whistleblower protection rules in the Apple Supplier Code of Conduct.

As for employee basic benefit and health issues, WINTEK also has shown very bad performance. MASSTOP in Donguan, a subsidiary factory of WINTEK, failed to provide sanitary food to its workers. MASSTOP cut the employee food budget from 8 RMB to 4.5 RMB per person per day. According to the employees in MASSTOP, the food provided by the company was stinky and sour, and the steel plates were rusty. Moreover, on April 3, hundreds of the workers in MASSTOP were sent to the hospital because of on-site food poisoning. This is a serious violation of the dining rules in the Apple Supplier Code of Conduct. But Apple hasn’t reacted to this significant violation. Apple has the obligation to demand WINTEK to improve the health and dining situations in MASSTOP.

The labor measures taken by WINTEK, including the cut in overtime pay, were deemed illegal by the Taiwan government after an official labor inspection. MASSTOP in Donguan has ignored labor rights for a long time. MASSTOP does not provide an anonymous complaint mechanism for workers to report workplace grievances; a forum for such anonymous complaints is recognized as basic employee right in the Apple Supplier Code of Conduct. Many grievances remain unsolved; hence, 7,000 workers in MASSTOP went on a three-day large-scale strike on April 15, 2009. We have not yet seen Apple take any measures to remedy these serious conflicts and violations.

This is not the first time that Apple has been involved with violations of labor rights standards. In 2006, there was a controversy over an “iPod sweatshop” in Foxconn, and we believe that Apple understand the inside story better than us. In 2008, Scholars Against Corporate Misbehavior (SACOM) addressed issues about underpaid overtime, work injuries, and insufficient labor insurance in the Primax factory in Dongguan, where iPhone cameras and accessories are made. Now in 2009, there is another violation case, this time involving WINTEX.

Apple may have demonstrated excellent achievements in technology innovation and application, but it has significant flaws in supplier monitoring and management. Hence, we make four-part appeal to Apple to improve the labor conditions in your suppliers’ factories, and we hope Apple will give the public a clear promise by May 31.

1. Apple must follow the international Supplier’s Code of Conduct and demand that WINTEK restore the jobs taken from the workers who were laid off in Taiwan and China, withdraw the demonstration lawsuit, and promise no retaliation on workers.

2. Apple must follow the international Supplier’s Code of Conduct by demanding that WINTEK improve its working conditions immediately.

3. Apple must demand WINTEK to allow third-party labor unions or organizations to enter the factories to conduct labor inspections, reveal the inspection results to the public, and look into the responsibility. Further, Apple should review its orders with WINTEK, evaluating the supplier contract based on the inspection results and WINTEK’s improvement.

4. Apple must respect the will of the labor representatives and hold direct talks with them. The labor representatives should be chosen by WINTEK workers in Taiwan and China.

給蘋果公司的公開信全球消費大眾：一人一信、督促Apple、改革勝華！

2009-05-22T01:58:00.000+08:00

To Apple Inc.

蘋果公司長期以來在新科技發展與應用上一直是全球領導品牌，並使得貴公司的商品，行銷全球風行不墜，就如同蘋果公司在企業社會責任的宣示上所公開指出，這些全球熱銷的商品生產過程，絕不該是在剝削勞工的情況下生產而成。

但很遺憾地，經過幾個月對貴公司供應商勝華科技的行動與調查，我們發現勝華科技有數項嚴重違反貴公司供應商行為準則事項，但貴公司至今仍渾然不覺。今天這封公開信及相應的行動，為的是希望貴公司基於企業社會責任的承諾，要求勝華科技及其它供應商，符合國際勞動人權標準，給予在第一線生產貴公司產品的勞工，應有的人權保障。

勝華科技從去年開始，對於台灣廠及中國大陸廠的員工，開始進行種種的人事成本緊縮，包括了強迫放無薪假、津貼取消、縮減加班費及三節獎金取消等等（詳見勝華科技公司違法暨違反供應商行為準則事項）。不論是台灣或中國大陸的勞動法令，變更勞動契約，都需要員工同意，但勝華科技不僅未取得員工的同意下悍然執行，甚至強迫員工接受。並且在尚有鉅額盈餘的情況下，大量解雇勞工，這也違反台灣的勞動法令。

當勝華科技員工依法據理力爭時，勝華科技不僅未收回成命，甚至更進一步打壓員工，對勝華員工及援助員工的自主工聯執行長朱維立提告，這也違反了貴公司訂定的「供應商行為準則」中保護「吹哨者」的規定。

而最基本的飲食問題，勝華科技的表現也相當離譜糟糕，勝華科技東莞萬士達廠縮減伙食經費，每人每日的伙食費從一天人民幣8元，縮減為人民幣4.5元，根據員工陳述，每天飯菜都不知道煮成一陀不知道是什麼東西，然後還有餿味，菜盤還有鐵鏽，4月3日，還爆發了百人食物中毒送醫院，如此嚴重的事情，我們卻發現貴公司至今沒有介入，要求勝華科技改善。

以上勝華科技的許多違法事項，包括縮減加班費，台灣勞政主管機關經過勞動檢查後，確定違法。

而東莞萬士達廠，由於廠方長期漠視勞工權益，也沒有根據貴公司的供應商行為準則，設置匿名申訴制度，使得許多問題遲遲不得解決，終於在今年4月15日晚上爆發三天的大罷工，這麼嚴重的事情，我們至今也看不到貴公司有任何的行動。

貴公司供應商違反勞動人權準則已經不是第一次了，2006年鴻海富士康就曾經爆出血汗工廠爭議，相信貴公司知之甚詳。2008年，香港勞工團體SACOM又調查出一個案例，在珠三角設廠製作iPhone攝影鏡頭及其他組件的台資廠致伸，又發現規避保險、超長工時、工作傷害等問題。
現在再加上勝華科技的案例，我們認為，貴公司或許在新科技的開發與應用上有傑出成就，但同時，卻在管理及查察供應商的能力上，有相當嚴重的缺漏，所以我們提出下列四點訴求，並於5月31日前具體承諾：

1. Apple必須按照供應商行為準則，立即要求勝華撤回在台灣及中國大陸的解雇令，並且要求勝華停止對台灣廠及中國大陸廠工人秋後算帳。

2. Apple必須按照供應商行為準則，立即要求勝華改善勞動條件。

3. Apple必須要求勝華允許第三方勞工團體入廠進行勞動檢查，公開事件，追究責任。並且根據勞動檢查結果及勝華科技的改善狀況，立即檢討對勝華科技的訂單。

4. Apple必須尊重勞工代表的意願，立即與勞工自主選出的勝華台灣廠及中國大陸廠工人代表直接對話，有效監察企業行為。

STOP EXPLOITING LABOURS, SAY NO TO BLOODY APPLE

2009-05-22T01:54:00.000+08:00

Translated by Brandon

20090521 Protest against Apple Computer Taiwan

STOP EXPLOITING LABOURS, SAY NO TO BLOODY APPLE.

Time: 21 May 2009 (Thursday) AM10: 00 (about 60 people)

Place: Apple Computer Taiwan
(No.333, Sec. 2, Dunhua S. Rd., Da-an Dist., Taipei City, Taiwan)

Contact: Chu Wei-Li (0981-238-732)
English Contact: Torrent Pien(torrent.org@gmail.com)

Global financial crisis remains serious all over the world but Apple Computer made an extremely big profit increase by 15% at Q1 ’09 compared to the last quarter. However, the truth is that the big profit Apple made has been proved to be the result of exploiting the workers not only in Taiwan but also in mainland China.

WINTEK (Owner: Huang Hsien-Hsiung, Address: No.10, Jianguo Rd., Tanzih Township, Taichung County, Taiwan) is one of the major suppliers of Apple Computer. The ranking of market share in small size mobile phone panels and touch panels is No.1 in Taiwan and No.3 worldwide. In the last couple months, WINTEK not only laid off but also exploited lots of workers in Taiwan and mainland China.

In Dec. 2008, WINTEK laid off over 600 workers in Taiwan without any notice in advance and kept cutting workers’ salary, forcing unpaid leaves on employees. Recently, WINTEK received big and urgent orders and tried to force workers to do more job without any vacation or overtime salary. The labour department of Taiwan government has already found proofs of offenses during the inspection process on WINTEK. Besides, WINTEK’s factories in Dongguan also cut workers’ salary without any negotiation with them. Last but not the least, the food there is too bad for people and WINTEK has illegally laid off 19 workers who joined the strike against the foul working condition.

Apple Computer and WINTEK made their profit by sacrificing labours’ basic rights and exploiting labours illegally. Labour organizations worldwide can’t stand aside for it and has started a campaign to condemn WINTEK.

Labour organizations in Taiwan and WINTEK workers union will protest on May 21st, 2009 at Apple Computer Taiwan and ask Apple / WINTEK to promise to improve the working conditions before May 31st, 2009, “Stop exploiting the labours across the Taiwan Strait.”

Appeals / Demands

1. Apple must follow the international Supplier’s Code of Conduct and demand WINTEK to give the jobs back to the workers who were laid off in Taiwan and mainland China, withdraw the lawsuit of defamation, and promise no retaliation on workers.

2. Apple must follow the international Supplier’s Code of Conduct to demand WINTEK to improve its working condition immediately.

3. Apple must demand WINTEK to allow third-party labour unions or organization to enter the factories to conduct inspections on its working condition, explain the fact of the event in public and look into the responsibility. Besides, Apple should review its order to WINTEK based on the results of the inspection and WINTEK’s improvement.

4. Apple must respect the will of the representatives of labours and make direct talks with them. These representatives should be chosen by WINTEK workers in Taiwan and mainland China.

Organizations:

Taiwan: National Federation of Independent Trade Unions, WINTEK bargaining team, Solidarity Union, Youth labor union 95, Taiwan Labor Information & Education Association, Confederation of Trade Union in Taipei City, Taoyuan County, Hsinchu County, Miaoli County, Tainan County and Kaohsiung County.

HongKong: Globalization Monitor, SACOM, HKCTU, Labour Action China

Mainland China: China Worker Studies

Japan: Asian Pacific Workers Solidarty Links

0521勞工團體前進蘋果台灣公司行動新聞資料：停止剝削勞工、拒絕血腥「蘋果」！

2009-05-22T01:39:00.000+08:00

時間：2009年5月21日(星期四)上午10:00

地點：美商蘋果電腦台灣分公司（台北市敦化南路二段333號，敦化南路-基隆路口）

聯絡人：自主工聯執行長朱維立0981-238732

無懼金融海嘯威脅，美商蘋果電腦公司（以下簡稱Apple）98年第一季暴利成長15%。而這竟是剝削壓榨兩岸勞工血汗的成果！

Apple主要代工廠商，勝華科技公司（負責人黃顯雄，總公司：台中縣潭子鄉台中加工出口區建國路10號），市佔率已是台灣小尺寸手機面板廠、觸控式螢幕排名第一、全球排名前三強。一年來接連於台灣、中國大陸爆發裁員、剝削勞工事件。

勝華科技公司首先於2008年12月無預警解雇600多名台灣廠勞工，並持續減薪、放無薪假、停發加班費，急單湧入後，員工一人做數人的工作，連續加班不敢休假，竟還領不到加班費。且經台灣政府勞動檢查諸多嚴重違法事項。另外，勝華科技所屬東莞萬士達公司，苛扣員工加班費、津貼，廠內惡劣伙食形同虐待勞工。勝華公司甚至還違法解雇不滿而罷工的19名員工。（請見521行動新聞資料：勝華科技公司違法暨違反供應商行為準則事項）。

Apple及勝華科技公司為求暴利、無視勞工權益，違法剝削勞工，已令全球勞工團體髮指難容，並發動連署譴責抗議！

台灣勞工團體、勝華科技員工自救會帶著全球勞工連署，於2009年5月21日(星期四)上午10:00至美商蘋果電腦台灣分公司抗議，並提出下列訴求，要求於2009年5月31日前具體承諾勞工訴求，停止剝削兩岸的勞工！

行動訴求：

一. Apple必須按照供應商行為準則，立即要求勝華撤回在台灣及中國大陸的解雇令，並且要求勝華停止對台灣廠及中國廠工人秋後算帳。

二. Apple必須按照供應商行為準則，立即要求勝華改善勞動條件。

三. Apple必須要求勝華允許第三方勞工團體入廠進行勞動檢查，公開事件，追究責任。並且根據勞動檢查結果及勝華科技的改善狀況，立即檢討對勝華科技的訂單。

四. Apple必須尊重勞工代表的意願，立即與勞工自主選出的勝華台灣廠及中國大陸廠工人代表直接對話，有效監察企業行為。

連署團體：怒火持續擴大中…

台灣：全國自主勞工聯盟、勝華科技員工自救會、團結工聯(台北市產業總工會、桃園縣產業總工會、新竹縣產業總工會、苗栗縣產業總工會、台南縣產業總工會、高雄縣產業總工會)、青年勞動九五聯盟、工作傷害受害人協會、人民火大行動聯盟、台灣勞工資訊教育協會、工人民主協會、台灣國際勞工協會、台灣漂綠網、台灣勞工陣線、綠黨、台灣環境行動網協會

香港：全球化監察、大學師生監察無良企業行動(SACOM)、職工會聯盟(HKCTU)、中國勞動透視(Labour Action China)、香港婦女勞工協會、香港街坊工友服務處

中國大陸：中國工人研究網

日本：亞太勞動者團結聯誼會日本委員會(Asian Pacific Workers Solidarty Links)
韓國：民主勞總首爾本部-首爾京畿仁川移工工會(MTU)、ALLTOGETHER

After Striked in MASSTOP

2009-05-20T01:58:00.000+08:00

I had heard about MASSTOP before I entered it. It was quite big around Sangyuan. People talked about how well they paid and how good the working conditions were. At that time the entry requirements were very high.

In 2007 I finally became part of MASSTOP, only to regret afterwards. The so called high pay was earned by overworking day after day. It was hard-earned, blood-and-sweat money! And the only piece of lawn was soon used to construct new factories. What was in front of us everyday were concrete walls.

What made things worse was the dawning of financial crisis. It changed our quiet and boring life. There were fewer orders, less overwork, and naturally less pay (what we got was a few hundred for basic wage) To make things worse, the factory replaced our overtime pay with days off!!

At the end of the year we were expecting a good year, only to know that there would be no more year-end bonus. In a fit of rage, some colleagues tried to fight for their rights by going on strike, yet they were pacified by a 10-Yuan red envelope. How pathetic.

The world has to go round, and we have to go to work to live on! In year 2009, the factory got many new orders, and everyone worked overtime, as if last year's discontent didn't exist. We thought we would make more than a few hundreds this year, but who knows that a notice once again disturbed our peaceful life. On February 28th the factory announced that there would be a special working hour system. The overtime pay on weekends is 1.5 times of normal wage (at that time we work overtime every day, consecutive shifts, more than 12 hours a day. Some refused to overwork, and got penalty.) The angry workers asked the labor administration what was going on, and were told that MASSTOP has filed an application to adopt the special working hour system, but it had not been approved yet, (the company said it had long been approved, thus urging us to sign) We were all frustrated.

As early as October 2008, the food expense per person per day was lowered to 4.5 dollars from the original 8.5 dollars. The utensils are not washed properly (because they want to save water, electricity, detergent and human labor). This resulted in the food poisoning of over 100 people in early April.

On the 15th of April, 2009, the company finally paid us. When we found out that the weekend overtime should be only 1.5 times of our normal wage, we chose to go on strike again to protect our rights. (We had incredibly many orders in the past month, some of us had more than 200 hours of overtime) The night shift of the 15th refused to work. During the daytime of the 16th, angry day-shift employees pushed the door open, blocked the Sangyuan road and marched to the highway one kilometer away. We kept on strike on the 17th, and at noon MASSTOP finally posted an announcement, agreeing to give us the overtime for March. However, we were asked to get back to work before 3 pm, otherwise we would be seen as voluntarily ending our contracts. At that time we did not know the announcement was unlawful. Most people were forced to get off duty at 3 p.m. sharp. 19 employees insisted on strike and were laid off.

The factory said we could have half a day's off on the 4th of May only if we have an invitation letter from the government. (the 4th of May is a national holiday in China) If not, we would have to work. God knows whether the Chinese government really has such an article.

Until now, the rights that have been deprived from us and the food problem has not been solved, and we eat even worse now. The food of day-shift is barely edible, let along that of the night-shift.

As a Chinese saying goes: "Beggars can't be choosers" Forget about it. We still have to go to work tomorrow. We still have to make our hard-earned money. But we all sensed our serious discontent and complaint. We don't know how much longer we can endure.

2009.5.7

萬士達罷工後感想

2009-05-20T01:51:00.000+08:00

還沒進萬士達時，就知道這個廠了，它在桑園這塊來說還是蠻大的，在外面聽說裡面工資、待遇如何如何好，環境好的很，那時招工要求好高的。

2007年，我終於成了萬士達的一員，但是進來了才發現我錯了，所謂的高工資是要靠自己每日沒命的加班才能得到的，那都是血汗錢啊！而唯一的一塊草坪也在進廠後不久用作了蓋新廠房，我們每天面對的就只有水泥牆。

可憐的是金融危機的到來，改變了我們平靜而又無賴的生活，訂單少了，加班少了，自然工次也就少了（只能拿底薪—幾百元），更可恨是廠裡把我們一丁點的加班也給調休了。

年底時，大家本想過個好年，卻又聽說沒了年終獎，悲憤之下，一部分同事用罷工來爭取自己的利益，卻被台幹以每人10元紅包就擺平了。真的好好笑。

地球是要轉的，我們還得活下去，那就必須得上班。2009年，廠裡拿了好多訂單，大家都在拚命的加班，忘記去年的不愉快，本想今年不會再只有幾百元了，可誰想廠裡的一張通告再次打亂了我們平靜的生活，廠裡2月28號打通告說從3月1號開始實行綜合工時制（編按：就是我們說的彈性工時，按規定假日加班費應以2倍計算），星期六、星期天加班費按1.5倍計算（這時我們是天天加班，還有連班，一天工時超過12個鐘頭），憤怒的工友到勞動部門問情況，勞動部門說我們萬士達有在申請綜合工時制，卻還沒批准。可廠裡卻強制執行（萬士達說勞動部門已批准，要我們簽同意書，不然就不給加班），導致員工心情浮躁，做事不認真。

早在2008年10月，萬士達的伙食標準就從原來的每人每天8.5元降為4.5元，而餐具也不洗乾淨（省水，省電，省洗潔精，省人工），這直接導致4月初100多人食物中毒。

2009年4月15號發工資了，當人們發現在週六週日加班費（這月訂單超多，有人加班差不多有200個小時）是按1.5倍計算時，我們再次選擇了罷工來維權，15號晚上的晚班就開始不上工，到了16日白天，憤怒的白班員工將大門推開，將桑園工業路堵住並散步到一公里外的快速道路。我們17日還繼續罷工，萬士達終於在中午貼出了公告，同意補發三月份的加班費，但要求我們下午三點前上班，否則算自動解除勞動契約，當時我們不知道工廠的公告是不對的，絕大多數人被逼著都在下午三點準時上班，有19名員工仍堅持罷工被解雇。

5月4號青年節是國定假日，廠裡說政府邀請信才能有半天假，否則就乖乖在廠裡上班，也不知中國政府是否真的有這樣的條文。

到現在，我們被剝奪的權益和伙食都還沒有解決。

中國有句俗話——人在屋簷下不得不低頭。算了明天還要上班呢，還要掙我們的血汗錢呢！但我們都感受到了大家都有嚴重的不滿與抱怨，我們不知道還能忍到什麼時候。

後續，那些因不加班而被記過的工友終因她們副理不敢簽字而不了了之，但可想而知這些工友以後是很難在萬士達做下去了，那些人會報復的！

2009.5.7夜

Apple, you again?

2009-05-07T01:35:00.000+08:00

Translated by chong

Back from Dongguan. There is something not convenient to talk in Mainland China. Now I want to grumble about it.

I really don't know what Apple is messing up. On April 20, I went to the factory of Masstop in Sangyuen Industrial District (Dongguan) and interviewed workers outside the factory. It was already three days after the strike. The owner usually takes repressive measure to control the workers. Masstop is no exception. The workers were most probably afraid of being retaliation and did not talk much. But if you really want to ask something, you would get it. If Apple had sent a delegate to hang around outside the factory for a whole day, he/she could have know what bad things the Masstop is doing.

In fact, Apple is a big brandname holding some many orders. It is even more powerful than the local officials if it really wanted to enter the factory for checkup. It could even ask the senior management to stand aside to let the examiner to check everywhere within the factory. But since Apple placed the order on Masstop, it has let it go and do whaterever Masstop, Wintek's subsidary in Dongguan, wants.

Wintek is already not the first case. The most famous one is the Foxconn in 2006. The Mail on Sunday in Britain and the First Financial in Shanghai covered the story of the Foxconn's sweatshop which manufacturing Apple's iPod in June. It was revealed that the dormitory, meal, wage and overtime fees are far below the standard. Everybody knows that Foxconn is arrogant. But do you know what happened? Foxconn immediately held a press conference in its headquarter in Tucheng, Taipei. The spokeperson Ding Qian said that this was the first time to meet the reporters there. At the beginning I thought I was new to the big building of Foxconn. But in fact it was the first time all reporters to come. In other words, Foxconn was so afraid of losing orders, it explained to the public immediately and held its first conference in its headquarter. At the same time, it was also the first time for Foxconn to invite Taiwanese correspondent in the Pearl River Delta to visit its factories in Longhua, Shenzhen.

The incident of Foxconn has some impact on Apple. Apple said that it would examine the factory and ask the suppliers to improve. In August 2006, Apple released an investigative report to confirm that Foxconn needs improvement. However, Apple does not learn its lesson from it to control its suppliers.

Absolutely not. in 2008, SACOM dug out another case. The Taiwanese company Primax, which manufactures the lens of iPhone and other components, was found not paying labor insurance, extremely long working hours and industrial danger.

Now one more case of Masstop. Is it too much for Apple?

The situation of Masstop is easily to be found only if you are a normal person. Take the example of meal. It is cooked like a mess. It even smells stingy in rustled plates. On April 3, the meal is so bad that about one hundred of people was hospitalized for food poisoning. Apple even pretends not to know this serious incident. It is really outrageous.

The illegal layoff in the Taiwanese company and the illegal cutting overtime fees in Masstop could be found very easily. When the discontented workers protested and struggled, Wintek just brought it to the court and Masstop fired for retaliation. These violate the regulation for protecting "whistle blower" in the codes of practice for suppliers. The Taiwanese government refuses to take responsibility for these violations while the China government collaborates with the factory owners. And Apple just pretends to be innocent? Apple would only choose the supplier who would sue anyone challenging them. In 2006, Foxconn sued the reporter of the First Financial. Now Wintek sued the workers of the self-help group and the executive officer of the Independent Workers' Union (Both are in Taiwan).

Apple is a brand name who is afraid of being tarnished by sweatshop resulting in consumer boycott. It requires its suppliers to sign the code of practices of the electronic industry. Now the situation is like this. While Apple's products are selling good and it expands its production, it does not take the so-called "corporate social responsibility". You may say it is just an accident if it only happened once or twice. But not it happened again and it is a big strike. Now it is already confirmed that Apple is not able to keep its words to control its suppliers when it extends its supply chains.

Last week, Apple announced its most recent financial report that its profit rapidly increased by 15% until March 28. It make a net profit of US$1.2 billion. Why didn't it use a small part of its profit to conduct a full examination of the labor condition in its suppliers, not to mention allocating a little bit profit to the lowest rank of workers on assembly? Is it difficult?

Signature Campaign: Reform WINTEK working conditions

apple，怎麼又是你？！

2009-05-03T01:13:00.000+08:00

本文轉載於：http://blog.roodo.com/torrent/archives/8840743.html

從東莞歸來，有些事情在大陸不方便處理的，現在來發發牢騷。

真的不知道apple在混什麼東西。這則新聞，是在罷工結束後第三天4月20日到桑原工業區的萬士達廠外採訪的。罷工後，資方多半會採取高壓管控，萬士達廠也不例外，員工多半怕秋後算帳不敢多談，但要問東西，還是問得出來，apple隨便派個人，在外面待個一天，都能瞭解到萬士達在惡搞什麼東西，再加上apple這個品牌商，手握訂單大權，進廠檢查的權力比當地官員還要大，要廠方高層在旁邊立正站好任由檢查人員全廠亂竄橫著訪查都沒問題，但apple從下單給勝華萬士達開始，就從來放牛吃草，任由勝華惡搞。

勝華的案例已經不是第一例了。最著名的就是2006年的鴻海富士康，英國星期天郵報和上海第一財經6月爆出幫apple做iPod的富士康是血汗工廠，宿舍爛、供餐差、薪資低、加班費又苛。鴻海的霸氣大家都知道的，但各位知道發生什麼事情嗎，當天鴻海在台北土城總公司召開記者會，召開記者會的發言人丁祁安居然說，這是大家第一次在這裡見面。我趕過去時還覺得自己是鴻海大樓的菜鳥，搞半天，原來所有記者都是第一次。也就是說，為了怕apple抽訂單，從公司成立以來從沒召開過記者會的鴻海，都嚇得立即對外說明，還在當天，找了台灣駐珠三角記者，破天荒地入深圳龍華富士康廠參觀採訪。

富士康的事情，其實也讓apple受到波及，立即表示將進行檢查及要求供應商改善。在2006年8月，apple也出了調查報告，確定富士康有改善的空間，但問題在於apple有沒有藉由富士康的教訓，管好供應商。

完全沒有。2008年，SACOM又調查出一個案例，在珠三角設廠製作iPhone攝影鏡頭及其他組件的台資廠致伸，又發現規避保險、超長工時、工作傷害等問題。

再加上勝華萬士達的案例，apple連連出包，會不會太超過了點。

像在萬士達廠內的狀況，有些真的是只要有長眼睛、有生鼻子，隨便都查得出來，比方說最簡單的伙食問題好了，飯菜都不知道煮成一陀不知道是什麼東西，然後還有餿味，菜盤還有鐵鏽，4月3日，伙食還爛到爆發了百人食物中毒送醫院，這麼嚴重的事情，apple還蒙上眼睛說不知道，真是有點太扯了。

在台灣廠的違法解雇、在大陸萬士達廠違法降低加班費，都顯而易見。然後，這些不滿的員工起來抗爭，台灣勝華就提告，大陸萬士達就來個解雇殺雞儆猴，這些也都違反「供應商行為準則」中的保護「吹哨者」的規定。這些違法事項，台灣的官方擺爛，中國的官方搞官商勾結，你apple就沆瀣一氣裝死？然後就這麼剛好，Apple就挑上只要被質疑，就動輒告人的供應商，2006年鴻海告第一財經記者，現在2009年勝華告自救會員工和自主工聯執行長。

apple這種品牌商，為了怕沾染上「血汗工廠」的惡名，被消費者抵制，一定有加入電子業行為準則，並要求供貨的供應商簽署。現在的狀況是這樣，隨著 apple的商品大賣，但擴大生產的同時，卻完全沒有做到其所宣稱的「企業社會責任」，一次、兩次還可以說是突槌，但搞到三次，並爆發大罷工，已經可以確認，apple在擴大供應鍊的同時，沒有能力做好管控供應商的承諾。

apple上週公佈最新財報至3月28日為止獲利暴增15%，淨利12億美元，先不說分一點利潤給最低階生產線上的勞工，拿個零頭出來做個全面性的勞動調查，看看自己的供應商到底爛成什麼樣子，會很難嗎？

延伸閱讀：

共同譴責勝華科技公司(WINTEK)違法剝削勞工！連署

If you are holding an iPhone or an HTC in your hand 監督電子業企業社會責任的good electronics呼籲

Apple供應商責任網頁

電子業行為準則：中文pdf檔

蘋果公司勞工調查：富士康員工過度加班

Reform WINTEK working conditions

2009-04-21T14:45:00.000+08:00

Petition page is here

Petition launched by National Federation of Independent Trade Unions (NAFITU), WINTEK bargaining team, Solidarity Union, Youth Labor Union 95, Taiwan Labor Information & Education Association.

WINTEK Corporation (Chairman & President: Hyley H. Huang. Headquarter: 10, Jianguo RD, Tanzih Township, Taichung County 427, Taiwan) was established in 1990. Its majors products include flat monitors such as LCD, LCM and touch panels, occupying the largest market share of touch panels and small-sized mobile phone panels in Taiwan, ranking among top 3 worldwide. WINTEK allocates 12 of its manufacture lines in Taiwan (Taoyuan, Taichung and Kaohsiung), employing as many as 3,550 workers; for its two factories in Dongguan and Soochow, China, 18,150 workers are employed, while its Chennai (India) factory employs 1,450 workers. It spreads its worldwide sales network across the US, Korea and Germany. WINTEK’s major clients include Apple (iPhone), Nokia and HTC.

As the financial crisis strikes home, many employees reported exploited or laid off unjustified by WINTEK, therefore we seek worldwide support for labours in Taiwan and China. We make appeals to labour groups and workers in every nation to unite as one, and to sign the petition condemning the WINTEK for mass exploitation of labours! We make appeals to the governments in China, Taiwan, India and Korea, to examine the working condition at WINTEK! We also appeal that acclaimed brands such as Apple (iPhone), Nokia and HTC would follow the international Supplier Code of Conduct and demand WINTEK to refrain from exploitation!

Case 1: Unexpectedly laying off more than 600 factory workers in Taiwan

Since November 2008, WINTEK had cut salaries and stopped offering benefits, and resorted to forcing unpaid leaves on employees. Within two weeks, more than 600 employees were laid off unexpectedly; the number can rise to near 1000 if contract and migrant workers are to be counted. WINTEK did not file a report to the government or embark on a negotiation process with its employees 60 days beforehand. Pregnant women and veteran workers were among those who got laid-off; this was an ostensibly discriminative action. After protest, the would-be mothers went back to work, but the others are still fighting their jobs back.

The company claimed that this measure was taken because the orders dropped during November 2008, and that it was experiencing a bad loss. However, according to the financial papers, WINTEK still has a surplus of four billion TWD. (approx. $118 million USD) Taiwanese press also reported that WINTEK had received urgent orders, thus needed to hire a good number of new workers. This has proved the company failed to do what it could to prevent mass lay-offs.

For those who appeared lucky to keep their jobs, their pay was cut, (no awards and no subsidies for early shifts) their overtime became unpaid, and the night shifts were asked to work longer hours. The workers would have to work nonstop in order to make enough to survive. Moreover, the company has filed a lawsuit of defamation against, Wei-li Chu, Secretary General of National Federation of Independent Trade Unions, who has been assisting the unemployed workers..

Case 2：7,000 workers went on strike for pay cuts and unpaid overtime labour

Masstop Liquid Crystal Display in Donguan, a subsidiary of WINTEK, saw more than 7,000 broke in outrage when the workers went on strike on April 16th.

The strike was the result of third-rate food offered in the factories, and that the overtime pay and subsidies were held back. According to Chinese labour laws, those who work overtime should be paid twice of their normal wages; which means if they get less than that, the company is breaching the laws. However, Masstop demanded in February the workers to sign an agreement indicating their acceptance of an overtime wage of only 1.5 times of the normal wage. Meanwhile, the company told the workforce that this agreement was approved by the labour administration, which later proved to be a lie.

Albeit the recession, the company’s manufacture lines were working around the clock, while overtime wages and subsidies were being deducted.

The company offered to pay twice the normal wage for overtime, and demanded the workers to get back to work. Because the issues with food and subsidies were left unresolved, 19 of them continued the strike and were eventually laid off.

WINTEK violations of the Apple Supplier Code of Conduct

1. WINTEK has violated the code concerning overtime wages: “workers must be compensated for overtime hours at the premium rate required by applicable laws and regulations.”

Underpaid overtime wages：WINTEK forced its Taiwanese employees to give up their overtime pay and holiday subsidies, opting for more days off instead. Masstop , WINTEK’s subsidiary in Dongguan, claimed on February 26th that the labour administration on Dongguan has approved that its 25% cut in holiday overtime wages. In fact, the administration has never approved such change.

2. WINTEK has violated the code concerning fair treatment to employees according to applicable laws and regulations.

Illegally laying off workers：Masstop , WINTEK’s subsidiary in Dongguan faced strike because of working condition issues. Though the company agreed to adhere to labour laws and pay overtime wages twice as much as the normal ones, the company made a conditional offer, stating that all workers should be back at work before three in the afternoon. 19 of the workers were laid off because they continued the strike. The fact is, the company agreed to pay the overtime wages only a few days later. According to Chinese labour laws, workers have the rights not to work before they get paid. The company breached the laws by laying them off.

3. WINTEK has violated the code concerning dormitory and dining: “Suppliers must provide workers with clean toilet facilities, access to potable water, and sanitary food.”

Food problems: Masstop , WINTEK’s subsidiary in Dongguan, has cut the expenses for daily meals from 8 RMB to 4.5 RMB. Some say the food is a far cry from satisfactory. This issue directly resulted to the strike, but the company has not solved it yet.
Petition:
1. Give back the jobs taken from the WINTEK employees in Taiwan, and withdraw the lawsuit of defamation.

2. Embark on a negotiation process with workers in Dongguan, and pay overtime wages according to applicable regulations. Any retaliation tactics must not be used against workers who participated in the strike.

3. Governments in China, Taiwan, India and Korea must examine the working condition at WINTEK, and bid them to improve the standards immediately. Otherwise, all subsidies or tax-cuts shall be suspended.

4. We appeal that acclaimed brands such as Apple (iPhone), Nokia and HTC would follow the international Supplier Code of Conduct and demand WINTEK to improve its labour conditions, refrain from exploitation and treat labour unions fairly. If WINTEK shall refuse to do so, the aforementioned brands shall reconsider their partnership with WINTEK, on the premise of basic international labour rights.

5. The brands shall demand WINTEK to allow external labour unions or organisations to conduct inspections of labour conditions in its factories across Dongguan, Taiwan and Soochow.

連署反對血汗工廠、譴責勝華科技！

2009-04-21T14:41:00.000+08:00

連署頁面請由此進

全球勞工團結起來！反對血汗工廠！
共同譴責勝華科技公司(WINTEK)違法剝削勞工！

2009.04.20

台灣：全國自主勞工聯盟(NAFITU)、勝華科技員工自救會、團結工聯、青年勞動九五聯盟、工作傷害受害人協會、人民火大行動聯盟、台灣勞工資訊教育協會
香港：先驅社、全球化監察、大學師生監察無良企業行動(SACOM)、職工會聯盟(HKCTU)、中國勞動透視

中國大陸：中國工人研究網

勝華科技 (股)公司（負責人黃顯雄，總公司/台中縣潭子鄉台中加工出口區建國路10號），成立於1990年，主要生產LCD、LCM、Touch Panel等平面顯示器，市佔率已是台灣小尺寸手機面板廠、觸控式螢幕排名第一、全球排名前三強。主要生產線，分別在台灣的桃園楊梅、台中、高雄有12間廠房，僱用3,550人；在中國的東莞與蘇州2廠，僱用18,150人；在印度的清奈1廠，僱用1,450人。還有在美國、韓國、德國等地的全球行銷據點。

勝華科技公司，規模龐大的高科技跨國企業，主要訂單來自Apple（iPhone）、Nokia、宏達電（HTC）等大廠，但自金融風暴以來，接連於各地爆發裁員及違法剝削勞工事件，而台灣、中國的勞工也正起身反抗，亟需全球勞工聲援支持！

我們呼籲全球各地的勞工朋友，團結起來，共同連署譴責跨國企業勝華科技公司違法剝削勞工！我們也呼籲中國、台灣、印度、韓國等地政府立即對勝華科技公司全面勞動檢查！我們更呼籲，身為勝華科技公司主要客戶，Apple（iPhone）、Nokia、宏達電（HTC）等品牌商，依國際「供應商行為準則」，要求勝華公司停止剝削勞工！

剝削一：無預警解雇600多名台灣廠勞工！

勝華科技公司於2008年11月起減薪、取消津貼，12月起實施無薪休假，不到半個月(12月17日、18日)就無預警解雇600多名台灣廠勞工。依據員工指稱，若包含契約工、外勞，則有近千名員工被解雇。且未向政府辦理大量解雇通報及未於60日前提出解雇計畫書與員工協商。解雇名單中，有孕婦、不少2年內即可申請退休之屆退勞工。此舉明顯違反性別工作平等法及解雇屆退勞工的年齡歧視之嫌。經員工抗爭後，孕婦已回廠工作，但其餘被解僱勞工仍在抗爭中。

資方因單月份(2008.11)訂單減少及虧損為由，以台灣勞基法第11條第2款：「虧損或業務緊縮時。」解雇勞工。但查勝華科技公司財報顯示，歷年法定盈餘尚有 40億元。台灣媒體亦報導(2009年2月28日台灣蘋果日報「急單勝華產用率升至4成」)，勝華因急單而產用率回升，準備大舉徵才。令人強烈質疑，資方違反勞基法第11條裁員規定。加上公司內一名坐領高薪的高階主管可僱用25名現場技術人員？！資方根本未善盡迴避解雇的義務。

逃過ㄧ劫保住工作的廠內勞工更不好受！資方持續對員工減薪(取消工作獎金、站別津貼及早班的輪班津貼)、加班不給加班費僅能換補休，要求四二輪班員工需比照常日班勞工補足上班時數，否則以事假計算。致使廠內勞動條件嚴重惡化，每月工資甚至已低於請領勞保失業給付，員工為領到可謀生的工資必須連續排班不敢休假。

資方並對持續抗爭要求復職的勞工代表及自主工聯執行長朱維立，提出妨害名譽告訴。

剝削二：片面減薪、短發加班費，東莞廠7000名勞工罷工！

勝華所屬的東莞萬士達科技，於上週五爆發7000人規模的大罷工，表達對公司不滿。

大罷工爆發的主因是伙食太差及違法苛扣班費與其它津貼。按照中國大陸《勞動合同法》，假日加班費必須是平均工資兩倍，只要低於兩倍，就是違法，無所謂員工同意就能降低的規定。而所謂的「綜合工時制」，也必須經由勞工同意，但萬士達廠方今年2月要求員工簽署同意加班費1.5倍的同意書，卻單方面告知員工已經超過半數簽署，東莞勞動局也同意加班費降低方案。但由於員工紛紛拒簽，心存疑懼的勞工查證發現勞動局根本從未批准。

雖面臨金融風暴，但這兩個月公司的產能滿載，卻苛扣員工加班費與津貼。員工的伙食費從8塊扣成4.5塊，伙食就像餿水一樣難吃。員工大罵：「只要台幹敢吃這些東西一個星期，我就閉嘴不抱怨！」。另外，公司還取消效益獎金、工作獎金。

資方最後公告維持發放2倍的加班費，要求員工立即復工否則解雇。但因伙食、津貼問題都沒解決，最後仍有19名員工堅持繼續罷工，被公司解雇。

勝華科技公司嚴重違反Apple供應商行為準則

1. 勝華科技已經違反供應商行為準則中，「加班費必須按照法令發給的規定」

違法短發加班費：勝華科技台灣各廠逼迫員工放棄加班費及假日出勤之加倍工資，僅能改以補休。勝華科技下屬之東莞萬士達公司，於今年2月26日貼出公告，指出東莞勞動局已經獲准實施假日加班費為平均工資的1.5倍計算方式。但根據中國勞動法，假日加班費為平均工資的2倍，絕無員工同意即可調降加班費的規定。所謂的「綜合工時制」，也必須經由勞工同意，但在員工紛紛拒簽下，心存疑懼的勞工查證發現勞動局根本從未批准。

2. 勝華科技已經違反供應商行為準則中，「未按照國際勞動標準及當地法令對待勞工」
違法解雇員工：勝華科技下屬之東莞萬士達公司員工，因短發加班費等勞動條件問題發生罷工，資方最後雖然同意依法發給，但卻另立但書，要求所有員工必須於當天下午三點回復工作，有19名員工因繼續罷工而被解雇。但由於資方僅同意於數天後才加班費，根據中國勞動相關法令，員工錢沒拿到手，有權利不上工，資方的解雇行為違法。

3. 勝華科技已經違反供應商行為準則中，「需提供衛生、保健的食物給員工」。

伙食問題嚴重：勝華科技下屬之東莞萬士達公司為了節省成本，將員工每日的餐費由一日人民幣8元，減為4.5元，從五菜減為三菜，員工並表示，品質有如餿水、餵豬。這個問題也是員工罷工的主要原因，但資方至今仍未解決。

我們的訴求：

1. 恢復台灣廠遭解雇勞工工作權，並撤銷妨害名譽告訴！

2. 出面與東莞廠勞工協商，依法給付工資與加班費！不得對罷工的勞工有解雇、不利待遇等秋後算帳！

3. 中國、台灣、印度、韓國等地政府立即對勝華科技公司全面勞動檢查，並要求勝華公司改善勞動條件！否則停止該公司的各項投資計畫、土地及租稅補貼等優惠措施！

4. 建請Apple（iPhone）、Nokia、宏達電（HTC）等品牌商，需依國際「供應商行為準則」，立即要求勝華改善勞動條件，並且停止打壓工人及勞工團體之惡劣行為。如果勝華拒不改善，各大品牌廠商應以維護國際勞動人權之前提，重新檢討與勝華的合作關係。

5. 各大品牌廠應要求勝華允許第三方獨立勞工團體入廠（東莞廠、台灣廠、蘇州廠）進行勞動檢查，以昭公信。

聯絡人：自主工聯執行長朱維立 0981-238732、wei-li-1210@yahoo.com.tw
敬邀踴躍連署！回函mail：wei-li-1210@yahoo.com.tw，傳真：02-22721473

勝華再爆勞資爭議，大陸廠大罷工

2009-04-21T13:07:00.000+08:00

在台灣先裁舊人、再徵新人引發員工抗議的勝華電子，在大陸也爆發嚴重的勞資爭議。勝華所屬的東莞萬士達科技，於上週五爆發7000人規模的大罷工，雖然目前罷工暫時結束，但員工的情緒浮動，仍有隨時爆發的可能。台灣勞工團體及勝華電子員工，也將準備聲援大陸萬士達員工。

萬士達大罷工爆發的主因是伙食太差及違法苛扣班費與其它津貼。按照中國《勞動合同法》，假日加班費必須是平均工資兩倍，只要低於兩倍，就是違法，無所謂員工同意就能降低的規定。但萬士達廠方今年2月一方面要求員工簽署同意加班費1.5倍的同意書，另一方面卻告知員工已經超過半數簽署，東莞勞動局也同意加班費降低方案。

萬士達員工阿山說，在3月底，有員工主動致電勞動局確認，發現政府機關根本沒同意加班費降低方案，那時就有小規模的員工鼓譟抗議，後來廠方告知加班費仍維持2倍後暫時穩下來，誰知道4月15日員工一拿到3月份薪資，發現仍以1.5倍計算，忍無可忍下，於4月16日忽然有人大喊罷工，大家就衝上街了。

員工小陳表示，這兩個月公司的產能滿載，大家做得要死要活，公司卻騙員工的加班費，實在難以忍受。另一名員工小林表示，許多女工一個月都加班超過200小時，這樣算起來加班費差非常多，公司既然開始有大量訂單，就不該苛刻員工。

小陳說，和許多台資廠一樣，萬士達對員工實在不好，尤其近幾年開始，津貼東扣西折，員工最受不了的就是伙食，每天的伙食費從人民幣8塊扣成4.5塊，就像餿水一樣難吃。小陳大罵：「只要台幹敢吃這些東西一個星期，我就閉嘴不抱怨！」

萬士達廠其實在今年1月春節前就爆發過一次較小規模的罷工，主要的原因是年終獎金停發。而資方開始對加班費動手腳後，員工都有不滿的情緒，小林說，3月工廠的訂單將近11KK（1K為1000，11KK為1100萬），破了工廠的紀錄，而到了4月，訂單更高達17KK，大家也拼命加班幫公司趕工，但公司動這種手腳，怎麼受得了？

阿山說，公司還在蓋新廠、產能滿載、也開始大量招募新人，這些苛扣都是把金融危機當理由，趁機剝削勞工。萬士達側門的招聘宣傳欄上，的確再招募作業員等人員，並且每天都有20至30人面試合格，可見萬士達的確處於產能大增、人力需求吃緊的情況。

4月16日的罷工一開始就將工廠大門前的桑原工業路堵住，接著遊行到一公里外的環城公路堵馬路。最後公司在4月17日貼出公告，宣布自3月起的加班費維持2倍，但下午3點要全部回廠上班，否則將予以解雇。阿山說，雖然還有工作獎金、伙食問題沒有爭到，但公司看準了現在外面工作不好找，所以用解雇威脅。

最後仍有21名員工堅持繼續罷工，被公司解雇。一名大陸勞動法律師表示，資方答應4月20日才補發3月的加班費，員工錢沒拿到手，有權利不上工，資方的解雇行為違法。

4月20日的萬士達廠從外面看起來一切平靜，小林說，因為今天剛好是ISO14000的檢查日，資方如臨大敵，還從外面找許多保安人員對生產線上的員工進行緊迫盯人。小林說：「就像監獄一樣。」不過也有傳出，今天仍有兩層樓罷工。

小陳說，伙食問題、津貼問題都沒解決，員工的不滿其實還在，如果5月15日發放4月份薪水時資方食言，可能還會罷工。

全國自主勞工聯盟執行長朱維立表示，台灣勝華員工將會聲援大陸勞工，展開全球性連署，並要求下單給勝華的Apple、宏達電等品牌大廠取消訂單。

圖片正門右為萬士達工廠，左為正在興建的新廠。

台資勝華 萬士達 勞動人權事件