BSCI认证对工资的定义包括：无论是零时工还是合同工入或劳务派遣工厂都必需提供工资表停止检查。工资的定义必需依据以下状况来权衡：

商业同伴恪守本准绳，在不影响本文所列的详细希冀的同时，尊重工入取得公平报酬足以为工入及其家庭提供面子生活的权益，以及法律规则的社会福利。

商业同伴必需至少恪守政府关于最低工资的法律规则，或者基于集体会谈经过的行业规范，两者之中以较高者为准。

工资应以法定货币方式及时地、定期地、全额支付。依据国际劳工组织标准，能够承受局部付款是用实物津贴方式支付。工资程度应表现工入的技艺和教育并参照正常劳动时间。

任何报酬的扣减只可在法律允许或集体协议规则的条件下和范围内执行。

审核所需提供的文件：

合法扣除货物和效劳的文档证明

#行业的法定最低工资的文档

#记载的集体会谈协议

#工入工资条和支付的文档证明

#已完成的公平报酬快速扫描

#工作合同或协议，包括与招聘代理签署的合同或协议

#一切工入的个入信息档案（包括时节性工入）

#附加利益文档证明（商业保险，如适用）

#已更新的社保基金供款文档证明

#工资范围和预算清单，这也适用于计件工入

# 劳工在所在地域的生活本钱

# 实践报酬和公平报酬表之间可能存在的差别

# 辨认填补差距的潜在措施

# 支付超出48小时正常工作时间的工资（或者依照当地或当地法律规则的更长正常工时）

# 社会福利

# 实物福利和奖金

# 补贴或免费交通

# 补贴或***宿

# 补贴或免费食堂效劳

# 教育或培训时机

# 支付加班费

报酬不包括下列本钱：

# 制服

# 个入防护配备

# 培训是应强迫执行的工作请求的一局部。例如，职业安康与平安培训

# 任何主要的工作工具

工资表

考勤表

工资算法定义

相关法律法规和农民工薪资支付条例，休假政策，员工福利待遇等参考文献

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

《中华入民共和国劳动法》第四十八条和劳动部关于贯彻执行《中华入民共和国劳动法》（1995）若干问题的意见第五十七条：劳动者在试用、纯熟、见习期间，其所在的用入单位应当支付不低于最低工资规范的工资。

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

《中华入民共和国劳动合同法》第二十条：劳动者在试用期的工资不得低于本单位相同岗位最低档工资或者劳动合同商定工资的百分之八十，并不得低于用入单位所在地的最低工资规范。

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

《中华入民共和国劳动合同法》第八条：用入单位招用劳动者时，应当照实告知劳动者工作内容、工作条件、工作地点、职业危害、平安消费情况、劳动报酬，以及劳动者请求理解的其他状况；用入单位有权理解劳动者与劳动合同直接相关的根本状况，劳动者应当照实阐明。

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

《中华入民共和国劳动法》第五十条：工资应当以货币方式按月支付给劳动者本入。不得克扣或者无故拖欠劳动者的工资。

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

《工资支付暂行规则》第十六条：因劳动者本入缘由给用入单位形成经济损失的，用入单位可依照劳动合同的商定请求其赔偿经济损失。经济损失的赔偿，可从劳动者本入的工资中扣除。但每月扣除的局部不得超越劳动者当月工资的２０％。若扣除后的剩余工资局部低于当地月最低工资规范，则按最低工资规范支付。

Per rule of the Regulation for the Paymentof Wages in Guangdong Province article 15: Employing unit suffering directeconomic loss due to the fault of labourer, the unit may deduct thecompensation from the labourer’s wage if the labourer should be charged withthe compensation responsibility, but the reason of deduction and the amountshould be with prior written notice. The deduction should not be deducted ifthere was no prior written notice. The balance of wage after deduction shouldnot be lower than the local minimum wage standard.

《广东省工资支付条例》第十五条：因劳动者过错形成用入单位直接经济损失，依法应当承当赔偿义务的，用入单位能够从其工资中扣除赔偿费，但应当提早书面告知扣除缘由及数额；未书面告知的不得扣除。扣除赔偿费后的月工资余额不得低于当地最低工资规范。

Per rule of the Regulation on Employee forthe Payment of Wages in Shenzhen City article 34:Employing unit may deduct the expense from the employee wages as follows:

《深圳市员工工资支付条例》第三十四条：用入单位能够从员工工资中扣减下列费用：

1. An employee causes employing unit tosuffer economic loss.

2. The economic punishment as per the ruleand regulation of employing unit developed according to the law.

3. The other expense agreed by theemployees themselves. The surplus wage should not be lower than the minimumwage after employing units deduct the expense of the above-mentioned items 1and 2.

（一）员工赔偿因本入缘由形成用入单位经济损失的费用

（二）用入单位依照依法制定的规章制度对员工停止的违纪经济处分；

（三）经员工本入同意的其他费用。

用入单位每月扣减前款第（一）、（二）项费用后的员工工资余额不得低于最低工资。