FREE ELECTRONIC LIBRARY - Dissertations, online materials

Pages:   || 2 | 3 |

«iSlave Behind the iPhone Foxconn Workers in Central China 24 September 2011 Foxconn’s campus in the Airport Zone, Zhengzhou, provincial city of ...»

-- [ Page 1 ] --

Students & Scholars Against Corporate Misbehaviour

Telephone: (852) 2392 5464 Fax: (852) 2392 5463

Email: sacom@sacom.hk Website: www.sacom.hk

Mailing Address: P.O. Box No. 79583, Mongkok Post Office, HONG KONG

iSlave Behind the iPhone

Foxconn Workers in Central China

24 September 2011

Foxconn’s campus in the Airport Zone, Zhengzhou, provincial city of Henan


In May 2011, Students & Scholars Against Corporate Misbehaviour (SACOM) released a report,

titled Foxconn and Apple Fail to Fulfill Promises: Predicaments of Workers after the Suicides1, which documented the labour rights conditions at the Foxconn plant in Chengdu, China, a supplier of the iPad. Workers frequently endure excessive and forced overtime in order to gain a higher wage. If they cannot reach the production target, they have to skip dinner or work on unpaid overtime shifts. Even worse, they are threatened by potential harm from occupational diseases in various departments. Additionally, military-style management practices are still in place, characterized by “military training” for new workers. A month later, SACOM released its report, a short video clip, the Truth of the Apple iPad Behind Foxconn’s Lies2, was launched to reveal the poor working conditions at the Foxconn factory in Chengdu. Four months on, SACOM has not heard any response from Apple. Likewise, after the explosion at Foxconn’s plant in Chengdu, which caused 3 deaths and 15 injuries, neither Apple nor Foxocnn has given any public account of the cause of the explosion. Furthermore, there is no transparency in either company’s 1 The investigative report is downloadable at http://sacom.hk/wp-content/uploads/2011/05/2011-05- 06_foxconn-and-apple-fail-to-fulfill-promises1.pdf.

2 The video clip is available on Youtube: http://www.youtube.com/watch?v=V3YFGixp9Jw.

1 process of implementing remedies after the tragedy. To keep up the pressure on Apple and Foxconn, SACOM has investigated another Apple supplier, Futaihua Precision Electronics (Zhengzhou) Company, the Foxconn’s subsidiary in Zhengzhou, which produces iPhones.

Regrettably, the findings are equally as bad as those found in Chengdu. The following is a

summary of the findings:

Working on a construction site

- The construction work of the permanent factory in the Airport Zone is still in progress. The environment is messy. Dust flies around the campus on clear days, and flooding occurs when it rains.

Miscalculation and withholding wages

- Many interviewees are underpaid because of mistakes in the recording of working hours and attendance. Sometimes the workers receive a few hundred less than what they deserved. There are records of work stoppages even the workers have had full attendance.

- In order to retain workers after the Lunar New Year, Foxconn withheld part of the overtime premium of workers in January. Workers got back the deducted money only after unremitting complaints.

Forced and unpaid overtime

- Some workers have to work extra time on the production line till the production target is reached.

- “Comprehensive working hours” deprives overtime premium of workers.

- There are unpaid work meetings before and after work shifts.

Workers exposed to irritating chemicals

- Workers in the metal processing department are exposed to “unknown” chemicals that have irritating smell. There is no proper safety sign or illustration label at sight. The ventilation on the shop floor is poor. Some workers reported that they have headaches and suffer from skin allergies.

Harsh management

- Supervisors yell at workers with foul language. Workers experience pressure and humiliation.

Workers are warned that they may be replaced by robots if they are not efficient enough.

- Apart from scolding by frontline supervisors, other forms of punishment include being required to write confession letters and copying the CEO’s quotations.

- A majority of workers have to stand for 10 hours during work shifts. There is no recess as promised by Foxconn. Some workers suffer from leg cramps after work.

- Workers have extra workloads or have to skip the second meal break under the arrangement of “continuous shifts”.

Dormitory under construction

- There are unreasonable prohibitions against activities such as washing clothes or using hair dryers in the dormitory.

- Water and electricity suspensions occur on regular basis in the dormitory.

Care hotline does not care

- The care hotline is either inaccessible or unhelpful. Many workers do not trust the hotline.

Those who have called the hotline report either that it is a void number or that the complaints get back to their supervisors.

- A few respondents shared that there have been unconfirmed cases of strikes. According to them, the workers concerned were dismissed.

2 This report aims to mark the grand opening of the first Apple Store in Hong Kong. During Steve Jobs’ tenure, Apple constantly ignored the NGO and media reports on the social impact of the company. We sincerely hope that the new Apple CEO, Tim Cook, will examine and rectify the labour rights abuses at Apple’s suppliers.

Factory Profile Foxconn announced its plan for relocation to inland provinces after the spate of suicides in Shenzhen last year. Henan provincial government was the first province to attract such investment from Foxconn after the “13th jump” in 2010. Production commenced in August, 2010, only a month after the conclusion of the contract. The government has provided much assistance to Foxconn, including workers’ recruitment and preparation of the production site. The Chinese media reported that about 100,000 vocational school students in Henan province were sent to Foxconn plants in Shenzhen for 3-month internships last year. Some student workers even disclosed that they were forced to work for Foxconn or face punishment by their schools.3 With the support from the government, the workforce in the factory has reached 52,500 within a year.4 And it was reported that the production capacity for the iPhone at the Foxconn factory in Zhengzhou soared to 100,000 per day.5 The temporary production site of Foxconn in the Economic Processing Zone, Zhengzhou.

–  –  –

3 Hu Yinan, “Students ‘forced’ to work at Foxconn”, China Daily, 26 June 2010.

4 “The workforce of Foxconn in Zhengzhou reached 50,000 within a year’, Takung Pao, 19 August 2011 (in Chinese).

5 Liu Rui, “The annual productivity of phone production could reach 200 million in Foxconn in Henan”, Wenwei Po, 6 Sep 2011 (in Chinese).

3 Research Methodology Foxonn has three production sites in Zhengzhou. From July to August, 2011, SACOM researchers conducted offsite interviews at two Foxconn production facilities, the Airport Zone and the Processing Zone, in Zhengzhou. About 130 workers were interviewed. A majority of the interviews were done individually, but some were done in small groups. Almost all the respondents are local citizens in Henan province, with a few of them deployed by Foxconn from Shenzhen to offer support to the new plants on a temporary basis. The age range of the interviewees is between 17 and 32, with an overwhelming majority of them in their early twenties.

About half of the interviewees have worked for Foxconn for over 6 months and have been sent to Guanlan campus in Shenzhen to work because the production facilities in Zhengzhou are still under construction. Apart from a few frontline supervisors, all the other interviewees are production workers. To protect the identities of the workers, SACOM has changed names in the report to pseudonyms.

Findings Workers are generating huge revenues for Foxconn and Apple. In return, the two companies do not comply with the labour laws or the code of conduct. A wide range of labour rights abuses are found at Foxconn factories in Zhengzhou.

Factory environment The production site in the Processing Zone is a temporary site that was offered by the local government a month after the contract was signed between the government and Foxconn. The permanent site for Foxconn is designated in the Airport Zone.

While the construction work on the plants is still in progress, Foxconn has put some of the plants in operation. Basic facilities like canteens and food stores are not ready. Workers can hardly find a place to wash their hands after work. Dust flies Workers do not have chairs to sit on in the open area of the around on the construction site campus. They can only sit or squat on the floor.

and there is flooding during rainy days.

Wages In early 2011, Foxconn incorporated the food allowance (CNY 240) and housing allowance (CNY 150) into the basic salary of workers across the country. The basic salary at Foxconn factories in Zhengzhou is CNY 1350. Renting of the dormitory and consumption of food is deducted from workers’ salaries automatically. Many workers have high expectations about Foxconn. Some of them even resigned from their former jobs for better working conditions. They regretted this after learning the terms at Foxconn.

4 Low wages “We have to pay CNY 150 for dormitory and about CNY 200-300 for food. After these deductions, our basic salary is only CNY 950,” said a female worker who had joined Foxconn 2 months prior.

Many workers have grievances about the low wages at Foxconn. They are particularly disappointed about the false statements in the job advertisements. Zhang De-qiang, who left his former company to join Foxconn, complained, “The labour department made false promises to us about the salary at Foxconn. It claimed we could earn over CNY 2500 per month.” Zhang only knew about the real basic wage when he signed the contract. The Foxconn staff who handled the application sneered at him and asked him to leave immediately if he was not happy with the terms.

Zhang felt humiliated but decided to stay at Foxconn. Another male worker said angrily, “On the job advertisement, Foxconn only shows an “inflated” lump-sum of the basic and overtime wages and other subsidies instead of the basic salary. Foxconn just plays on words and cheats us.” Half of the interviewees have been deployed to work in Shenzhen. They hope to have the same treatment as the Shenzhen workers, which includes basic salary of CNY 1550 for new workers and CNY 2390 after the appraisal. “Foxconn has received lots of concessions from the Henan government. It should raise our salary,” Song Ming, a male worker from the laser department, argued.

Miscalculation of wages SACOM’s previous report on Foxconn documented that scores of interviewees complained there was miscalculation of wages. The workers in Zhengzhou report the same. On their pay slips, they have found that the overtime hours are less than the actual hours they have worked, and sometimes they have records of absence for a day or few days even though they have been in attendance at work. “Foxconn determines that a worker has left the factory on his/her own if he/she does not show up at the factory for 3 days. Surprisingly, my wife, who also works at Foxconn, had a record of work stoppage for over 10 days on her pay slip 3 months ago. How can it be possible?” a 27-year-old worker told a SACOM researcher. On principle, Foxconn should return the deducted wages to the workers. Nevertheless, some workers have not received the deducted wages after 2-3 months. Some even state that no one handles the miscalculation of wages if the amount concerned is low. Guan Lei, a male worker at the metal processing department, complained to his supervisor that he has not received the deducted wage. According to him, his supervisor responded, “It’s all because of your bad luck. You cannot blame anyone.” Withholding wages before Lunar New Year Lunar New Year is a time for family reunion and is very important to most of the migrant workers. Owing to the long distance between the workplace and hometown, and because many workers want to spend more time with family, a week of holiday is too short for many workers.

As such, many migrant workers choose to resign from the factories and seek new jobs after the Lunar New Year. To maintain the stability of the workforce and to save time training new workers, Foxconn withheld part of the overtime premium of the workers in January. The company promised to return the money to them in February. Withholding wages is illegal. Even worse, some interviewees report that Foxconn did not return the money to them in February.

They could only get the deducted wages after unremitting complaints.

Working hours The investigation was conducted during the low season. On the top of the 174-hour regular shift per month, most of the respondents state that the monthly overtime is 50-80 hours. These working hours exceed the 36-hour legal limit for overtime.

5 Forced and unpaid overtime Overtime control is imposed by Foxconn. Some interviewees point out they occasionally have to stay 20-30 minutes extra on production lines until they have reached the production target. They are not paid for this extra time worked.

Besides unpaid overtime work, workers are required to attend unpaid work meetings. Most of the interviewees in Zhengzhou report that they have to arrive at the factory 20 minutes before the work shift begins. Meetings after work shifts last from 5 to 30 minutes.

–  –  –

A small group of workers, who are responsible for repairing iPhones with defects, have grievances regarding the system. Sometimes, they have a 6-day work week, followed by a 3-day work week. This implies they will not receive the double overtime time premium for work on the weekends. Instead, they will be assigned another holiday the week after.

Work safety The massive poisoning at the Wintek factory in Suzhou in 2009 and the explosion at the Foxconn factory in Chengdu in May of this year make the public question the occupational safety at Apple suppliers.

Lots of workers from the metal processing department in the Economic Development Zone can be easily identified by the stains on their clothes and shoes. Some of them are machine operators

–  –  –

Pages:   || 2 | 3 |

Similar works:

«TWENTY GUIDELINES ON FORCED RETURN September 2005 1 TABLE OF CONTENT Preliminary Note. Twenty Guidelines of the Commitee of Ministers of the Council of Europe on Forced Return Preamble.. Chapter I – Voluntary return Guideline 1. Promotion of voluntary return Chapter II – The removal order Guideline 2. Adoption of the removal order Guideline 3. Prohibition of collective expulsion Guideline 4. Notification of the removal order Guideline 5. Remedy against the removal order Chapter III –...»

«Oral Tradition, 18/2 (2003): 229-235 Balochi Oral Tradition Sabir Badalkhan What is Oral Tradition? The oral tradition of the Baloch belongs to an ethnic group speaking a northwest Iranian language called Balochi and inhabiting Balochistan, a country now divided among Pakistan, Iran, and Afghanistan. It was until recently—and to a great extent in many parts of the country it remains even now—a living art. It is, however, an art that is losing ground rapidly to the written word and to modern...»

«Benchmarking organisational project management maturity A case study measuring maturity in multi-project organisations and its impact on human resource and motivation Master of Science Thesis in the s Programme International Project Management HARON KHAN ZAFAR Department of Civil and Environmental Engineering Division of Construction Management CHALMERS UNIVERSITY OF TECHNOLOGY Göteborg, Sweden 2010 2010:110 2010:110 Benchmarking organisational project management maturity A case study...»

«Introduction to Bitcoin Mining A Guide For Gamers, Geeks, and Everyone Else by David R. Sterry If you find this eBook useful and would like to see it extended, send donations to 1i2mRogbNByFLxuhD7HtjxDut8GDPnmYj For the most recent version please visit CoinDL.com Copyright © 2012 David R. Sterry Introduction to Bitcoin Mining Contents Introduction Why Start Mining? What Is Mining? Finding Valid Blocks Creating New Bitcoins Mining Hardware Mining Software Running your miner Running Multiple...»

«Gyles Iannone 1 CURRICULUM VITAE NAME: Gyles Iannone ADDRESS: Department of Anthropology, Trent University, Peterborough, Ontario, CANADA, K9J 7B8 Phone: (705)-748-1011 (ext. 7453); FAX: (705)-748-1613; E-Mail: giannone@trentu.ca CURRENT POSITION(S): • Associate Professor, Department of Anthropology, Trent University • Research Fellow, Trent University Archaeological Research Centre AREAS OF INTEREST: Archaeology, Coupled Socio-Ecological Systems, Resilience Theory, Collapse, Comparative...»

«The Introduction of the Concept of Logos in the Prologue of the Fourth Gospel GHEORGHE DOBRIN Emanuel University of Oradea Introduction The concept of logos is richly presented in the Prologue of the Fourth Gospel. It is important to focus upon this majestic introduction with which this Gospel begins, and to discuss the place the significant title of the logos has in it. Sanday’s description is fitting here: The Fourth Gospel is like one of those great Egyptian temples which we may see to...»

«1 custom retro raptors jersey retro.1 custom spurs camo jersey knit.2 custom champion nba jerseys cheap.3 custom packers gear amazon.4 custom jersey shop online.5 custom warriors jersey curry.6 custom hockey jersey lettering 101.7 eagles custom green jersey 2014.8 cheap personalized sports jerseys toronto.9 custom raptors jersey design.10 custom football kit builder magazine.11 custom college jerseys cheap review.12 custom jerseys for baseball.13 custom toddler dodgers jersey uk.14 custom...»

«Wellesley College Wellesley College Digital Scholarship and Archive Faculty Research and Scholarship Spring 2013 “What Would Make This a Successful Year for You?” How Students Define Success in College Nancy Jennings Suzanne Lovett Lee Cuba Joe Swingle Heather Lindkvist Follow this and additional works at: http://repository.wellesley.edu/scholarship Version: Post-print Recommended Citation Jennings, N., Lovett, S., Cuba, L., Swingle, J. & Lindkvist, H. “'What Would Make This a Successful...»

«A Therapeutic Framework for Pharmacist  Independent Prescribing  Steven John Wanklyn, BSc (HONS), MSc, MRPharmS  Senior Clinical Pharmacist in Palliative & End of Life Care  Guy’s & St Thomas’ NHS Foundation Trust and Trinity Hospice, London    Clinical areas of  Symptom management in the adult patient requiring specialist palliative care  prescription:  Patient group: ...»

«PHOTODYNAMIC THERAPY AND FLUORESCENCE DIAGNOSIS OF NONMELANOMA SKIN CANCER Magdolna Gaál, M.D. Summary of Ph.D. Dissertation 2012 Supervisor: Rolland Gyulai, M.D., Ph.D. Department of Dermatology and Allergology, University of Szeged Szeged, Hungary 2 INTRODUCTION 1.1 Non-melanoma skin cancer Epithelial skin cancers, also called non-melanoma skin cancers (NMSCs), are the most commonly occurring skin tumors, primarily affecting the Caucasian race, especially people with Fitzpatrick I or II skin...»

«Submitting To The 2015 Sundance Film Festival 1) When are the submission deadlines and what are the fees?Early Submission Deadline: U.S. and INTERNATIONAL SHORT FILMS Monday, July 28, 2014 $40 entry fee U.S. and INTERNATIONAL FEATURE FILMS and DOCUMENTARIES Monday, August 11, 2014 $60 entry fee Official Submission Deadline: U.S. and INTERNATIONAL SHORT FILMS Monday, August 25, 2014 $60 ENTRY FEE U.S. and INTERNATIONAL FEATURE FILMS and DOCUMENTARIES Friday, August 29, 2014 $80 ENTRY FEE Late...»

«CURRICULUM VITAE Young Yun Kim, Ph.D. Department of Communication, University of Oklahoma, Norman, OK 73019 Phone: 405/325-1587. Fax: 405/325-7625. E-mail: youngkim@ou.edu EDUCATION 1976 Ph. D., Communication, Northwestern University, Evanston, IL. Dissertation: Communication patterns of foreign immigrants in the process of acculturation 1972 M.A., Speech Communication, University of Hawaii, Honolulu. In conjunction with East-West Communication Institute. Thesis: Comparative content analysis of...»

<<  HOME   |    CONTACTS
2016 www.dissertation.xlibx.info - Dissertations, online materials

Materials of this site are available for review, all rights belong to their respective owners.
If you do not agree with the fact that your material is placed on this site, please, email us, we will within 1-2 business days delete him.