Background 2. Summary of Presentations, Chongqing 4. Summary of Presentations, Shanghai 4. Excerpts of Panel Discussions, Chongqing 5

Transcription

1 HP Supplier SER Summits Chongqing & Shanghai, PRC, 2013 Multi-Stakeholder Event: Responsible Management of Student & Dispatch Workers Summit Report Table of contents Background 2 Summary of Presentations, Chongqing 4 Summary of Presentations, Shanghai 4 Excerpts of Panel Discussions, Chongqing 5 Excerpts of Panel Discussions, Shanghai 7 ANNEX 1: Agenda, HP Supplier SER Summit, Chongqing 10 ANNEX 2: Photos, HP Supplier SER Summit, Chongqing 12 ANNEX 3: Agenda, HP Supplier SER Summit 2013, Shanghai 14 ANNEX 4: Photos, HP Supplier SER Summit 2013, Shanghai 16 1

2 Background Student and dispatch workers are a key labor concern in the People s Republic of China (PRC), and discussion about the protection of these workers is ongoing. With rising numbers of students and dispatch workers in manufacturing facilities, it is important to effectively manage this issue. In 2011, HP implemented a training program for suppliers and schools to promote awareness and help mitigate issues surrounding the use of student and dispatch workers. The aim of the program is to teach facility and school trainers on how to prepare interns for work, including informing them about labor rights, occupational health, and how to adapt to city life. To date, the training program has reached more than 85,000 graduates and interns. In February 2013, HP introduced the HP Student and Dispatch Worker Guidance Standard for Supplier Facilities in the PRC. This standard provides guidelines for suppliers on how to appropriately manage student and temporary workers in the PRC and the have become part of a broader program that includes capability-building and assurance mechanisms to improve conformance. To advance the program, HP organized two Supplier Social and Environmental Responsibility (SER) summits this year to promote public discussion around the topic and drive positive change across the electronics industry as a whole. The first HP Supplier SER Summit was held in Chongqing on March 27 and drew approximately 100 participants from 43 first- and second-tier suppliers from across the PRC. This multi-stakeholder event included participants from the Chinese government, a labor and student rights non-governmental organization (NGO), suppliers, a vocational training school, legal experts and representatives from HP s SER team. The focus of the roundtable event was to discuss responsible management of student and dispatch workers in the PRC. Speakers and participants shared opinions and best practices from multiple perspectives. Participants at the event were surveyed and recorded an 87% satisfaction rate. Mike Meng of Quanta said, The summit inspired me to not only fulfill customer expectations, but also to raise our competiveness and achieve sustainable growth. In regards to the management of student and dispatch workers, it is very important to understand the characteristics of the new generation of students and workers. Enterprises should pursue human-oriented management and foster an environment for people to work, learn and to develop. The second summit was held in Shanghai on June 27, with 49 participants from 27 first- and second tier suppliers, mostly from the Yangzi River Delta region. Like the Chongqing summit, it was a multi-stakeholder event, involving participants from the Chinese government, an NGO dedicated to labor and student rights, suppliers, EICC members, and representatives from HP s SER and executive team. The roundtable event focused on exploring expectations, best practices, and solutions for the responsible management of student and dispatch workers in PRC. At both summits, presentations and panel discussions encouraged responsible management of student and dispatch workers and gave suppliers an opportunity to share best practices. In addition to introducing the new guidelines, HP shared how it plans to ensure suppliers are living up to responsible management of student and dispatch workers through enhanced SER audits, along with HP s key performance indicator (KPI) program, which regularly collects SER performance information about suppliers. This report documents the agendas of the supplier summits (annex 1), main conclusions, as well as post-meeting feedback from participants.

3 Table 1. Highlights of Supplier pre-summit survey, Chongqing Student & Dispatch worker usage: Yes Used dispatch workers in the past 24 months 67% 33% Used student workers in the past 24 months 74% 26% Student & Dispatch worker plan Decrease Flat Increase Anticipated use of dispatch workers over next 12 months Anticipated use of student workers over next 12 months No 42% 48% 10% 55% 39% 6% Table 2. Highlights of Supplier pre-summit survey, Shanghai Student & Dispatch worker usage Yes Used dispatch workers in the past 24 months 62% 38% Used student workers in the past 24 months 68% 32 % Student & Dispatch worker plan Decrease Flat Increase Anticipated use of dispatch workers over next 12 months No 39 % 44% 17 % Anticipated use of student workers over next % 25 % 6 % months Additional survey observations: 1) Suppliers use more student and dispatch workers in peak seasons. 2) The top reasons for relying on student and dispatch workers are to fill labor shortages and leverage flexible manpower. Other reasons include cooperation with government programs that promote student and dispatch workers andcost savings considerations, like the ability todownsize human resources departments when more student and dispatch workers are used. 3) With regards to management of student and dispatch workers, it remains critical for enterprises to understand young workers needs and create a positive and healthy work environment that allows for learning and personal development. 4) HP s Student and Dispatch Worker Guidelines provide a strong framework for suppliers to operate within. 5) Some vocational schools may act more like labor agents than education institutions, attempting to profit by placing student interns in factory settings for extended periods of time for fees with little or no intention of furthering the student s educational certificate or degree. Therefore, it is critical that suppliers know how to prevent this from taking place and to be aware of what to pay attention to when recruiting interns. The new HP guidelines make this easier. 3

4 Summary of Presentations, Chongqing Travis Henley, VP of HP Asia Operations, and Bob Mitchell, Global Manager of HP Supply Chain SER, both presented and reaffirmed that global citizenship is at the heart of HP s values and pervasive throughout the business. As one of the world s largest information technology (IT) companies, employees, customers, and other key stakeholders increasingly look to HP for leadership in responsible operations, innovative products and solutions, collaboration and capacity building. HP s commitment to global citizenship extends to its suppliers, which are expected to conduct operations in a socially and environmentally responsible manner. Mitchell also introduced and explained the new guidelines on dispatch and student workers issued by HP and the related assurance processes, including increased monitoring of KPIs, specialized audits, and integration with EICC tools and processes. Zhou Ze, Deputy Director of Chongqing Municipal Bureau of Employment, discussed the development of the electronics industry in Chongqing, particularly emphasizing the province s competitive advantages and challenges in terms of its labor force. Chongqing is a municipality with approximately 33 million inhabitants and reforms of the hukou (household registration) system has attracted 1 million workers from other provinces. While the reforms have been positive for Chongqing, many factories still face challenges, such as high turnover of young workers. A survey recently conducted by Chongqing s Municipal Bureau of Employment found that the younger generation of workers has different expectations of work/life balance than their parents. This survey showed that, when choosing a career, remuneration accounts for only 60% of the consideration among young workers. Other important considerations include working environment, respect from managers, and opportunities for personal development. The Center for Child Rights and Corporate Social Responsibility (CCR CSR) presentated about legal issues related to dispatch and student workers, as well as management procedures in factories. The discussion covered the minimum working age, working hours, student workers employment contracts, and new requirements for dispatch workers. The second part of the presentation focused on how to create a dynamic work environment for young workers. The CCR CSR shared the results of a recent study on the needs and expectations of 700 young workers, which helped the audience better understand the new generation of migrant workers, who have higher expectations in terms of communication with frontline managers, and whether they have appropriate management skills. Summary of Presentations, Shanghai Guan Tiok Teng, HP Senior Director of ODM Operations and Ernest Wong, HP Asia Supply Chain SER Manager presented and stressed the importance of global citizenship as a pillar of HP s values. At HP, how we do things is as important as what we do, said Teng, quoting Meg Whitman, HP CEO, in his speech. Meanwhile, Wong explained the new student and dispatch worker guidelines issued by HP and the related assurance processes, including monitoring of KPIs, specialized audits of student workers, and how the EICC has established a task force to tackle the issues associated with dispatch workers. Zhang Junfeng, Deputy Director, Institute of International Labor Studies of the Ministry of Human Resources and Social Security, gave an introduction to the current status of labor relations in the PRC, as well as trends in labor law relating to student and dispatch workers. Zhang spoke about the national labor conference held in 2011, noting that it shows how the PRC s new leadership will put more emphasis on labor rights and on enforcing labor laws. He suggested that suppliers should put more effort into improving worker satisfaction, while also introducing mechanisms that allow grievances to be aired, building more harmonious labor relationships. On the subject of dispatch workers, Zhang spoke about Chinese labor laws and emphasized the importance of the principle equal work, equal pay. As in Chongqing, the CCR CSR gave a presentation on legal issues related to dispatch and student workers and made suggestions for changes to factory management procedures. The discussion covered the same areas as in Chongqing.

5 Excerpts of Panel Discussions, Chongqing Panel Discussion I: SER trends and how to comply Q: What has changed in the new amendments to the laws related to dispatch workers? A: Zhou Ze, Deputy Director of the Chongqing Municipal Bureau of Employment: There were two major problems in terms of labor dispatch. The first was violations of equal work for equal pay. Secondly, companies were not contributing to dispatch workers social insurance. The amendments to the labor contract law limits labor dispatch to temporary, auxiliary or substitute positions. Temporary positions refer to those that last less than 6 months. As for auxiliary positions, these will be determined by business, not by the government, but there will be a limitation to the percentage of dispatch workers in any given factory. The percentage will be determined by the Department of Human Resources and Social Security this year. Q: What do the amendments mean for HP and what risks are posed if HP s partners have difficulties in achieving compliance? A: Catherine Yang, HP PRC Legal Counsel: After the new amendments were promulgated, HP began to conduct internal checks aimed at ensuring that internal policies were in compliance with the law. At the same time, HP will also be issuing guidelines and providing training sessions to its suppliers on legal compliance. Q: When HP performs supplier audits, what is the biggest challenge in relation to dispatch and student workers? A: Ivy Liu, HP SER Lead Auditor: The biggest challenges in relation to dispatch workers and student workers are wages and social insurance. We have heard about some cases in the industry that were cause for serious concern. These include cases in which the factories paid the workers fairly, but the actual payments went to teachers, schools or dispatch agencies rather than the student workers themselves. For example, in one case, it was reported that the teachers took the students bankcards and ID cards and only gave the students 50 RMB per week for their work at the factory. The teachers took the remainder of the payments. Another issue is student workers not being free to leave work when they have a valid reason of some kind to leave the internship before completing its full term. For that reason, according to HP s new guidelines, there is an emphasis on students being free to leave work at any time if they provide reasonable notice. Q: What are major concerns in relation to student workers from an NGO perspective? A: So Sheung, Chief Executive from the Labor & Education Service Network (LESN, a labor NGO): Our research suggests that student workers face problems related to working hours and work safety. As students, they do not benefit from social insurance, so they face challenges in the event of work-related injuries. If they need to sue the factories in civil court, it takes a long time and such pressure is too much for a child to handle. We are pleased to see that HP issued the guideline on dispatch and student workers and hope it will be used by the entire electronics industry. Panel Discussion II: Best practices of internship management and cooperation between enterprises and schools, Chongqing Q: What are the challenges facing students in their internships? What are the suggested solutions from the school s perspective? A: Li Jingxiang, Chongqing Industrial Vocational Training School: We have identified three major challenges that students face in internships. The first is a lack of management and communication skills among frontline managers. Their management style is very basic and tough, leading to conflict between factories and students. Secondly, communication between teachers and factories is not very effective. Thirdly, the working hours are too long for students. From our perspective, we suggest that the factories treat students differently than they do ordinary workers. If possible, they should have different production lines for student workers and place restrictions on positions and working hours. We also suggest that the management skills of frontline managers and communication between teachers and factory managers both be improved. Q: What are the expectations of factories accepting internships from the Education Bureau? A: Kui Jianxun, Director of the Chongqing Municipal Bureau of Education: The Education Bureau has five recommendations for managing internships: Firstly, factories should pay more attention to the internships; secondly, they should create effective teams to manage the students in the factory; thirdly, they need to enhance the capacity of frontline managers; fourthly, revise regulations to make them more clear, such as insurance matters; Lastly, treat the student workers differently from adults and provide special protection for them. 5

6 Q: As a factory, can you share any good practices in recruiting and managing student workers? A: Supplier Panelist A: A good practice is in-depth cooperation with vocational schools and having a specialized management team. We begins recruiting interns in the second year of students study, going to the schools to train candidates about the company culture and teach them technical skills, as well as inviting them to visit the factory. When the students finish their second year of studies, they go to the factory and take up their internships. This approach has helped students to be well prepared before starting work in the factory. When the internship starts, a specialized team composed of HR and production team members is on hand to manage the interns. There are bi-weekly meetings with teachers and monthly meetings with students to get their feedback. A: Supplier Panelist B: Effective grievance mechanisms and communication with teachers are good practices. Our factory in CQ has a special post called Peer Counsellor, a role that is separate from the production line and managed directly by the senior manager of production. If the students or other workers have any grievance about a frontline manager, they can report it to the peer counsellor, who then refers it on to the senior manager. We also provides free accommodation and around CNY1,500 compensation per month for teachers as a way to encourage them to take more responsibility during the internship and maintain regular communication with the factories. A: Suplier PanelistC: Strategic cooperation with the vocational school is a good practice. We cooperates with schools, identifying students who are studying appropriate subjects, providing them with scholarships, and then recruiting them for internships and work. Inventec carries outs weekly meetings with teachers in order to obtain feedback from students and follow up accordingly. Additionally, students have a special badge, which makes it easier for people to recognize them and provide special attention to them. Feedback from participants, Chongqing: Enterprises and employees are interdependent. Only enterprises that have loyal workers can win, and reputable enterprises have an advantage in attracting good workers. Promoting SER improves the quality of enterprises, as well as the quality of the employees. The CCR CSR session on managing student workers gave us a new perspective from the traditional management standpoint. There are a lot of ways to care for workers through tangible rewards and heart-felt recognition. This is one of the key things I learned in today s summit. Management representative of a supplier The summit inspired me to not only fulfill customer expectations, but also to raise our competiveness and achieve sustainable growth. With regards to the management of student and dispatch workers, it is very important to understand the characteristics of the new generation of students and workers. Enterprises should pursue human-oriented management and foster an environment for people to work, learn and to develop. HR manager of a supplier This was a fabulous meeting. Speakers shared topics from various different angles. The information given was comprehensive and excellent; the speakers and trainers were proficient and knowledgeable on the topic. Employee relations manager of a supplier

7 Excerpts of Panel Discussions, Shanghai Panel Discussion I: SER trends, and how to comply Q: What is the best way to mitigate management risks in relation to students and dispatch workers? Have there been any real problems in the past? A: Ma Jianjun, Junhe Law Firm Partner: There are two notable cases involving student workers in PRC. One is a strike at a car manufacturing plant in Southern PRC, and the other is the misuse of student workers in the fast-food industry. Both have been reported in the media and have attracted public attention. In PRC, the legal requirements regarding student workers are unclear at the national level, creating legal and implementational grey areas. Meanwhile, there are differing requirements at the provincial level. Therefore, we believe HP s approach is very good. HP has chosen to meet the higher requirements. This can lead to challenges for HP and its suppliers, but it demonstrates that they are market leaders and will increase their future competitiveness. It is clear that the trend is for more stringent requirements ruling the use of student workers in future. Q: What are the major concerns for NGOs in relation to student workers? A: So Sheung, Chief Executive from LESN: Our research shows that vocational school educational programs are mismatched with the needs of factories. Students also appear to lack an understanding of the working environments in factories. Moreover, they tend to have very different expectations of working life prior to embarking on their internships. The result is that many students find their internships disappointing. We have also found that some vocational schools act as labor agencies so as to profit from internship programs. We have been providing training in vocational schools to help students understand their labor rights, the importance of occupational health, and also providing them with introductions to city life. We are working on providing toolkits for student workers both in schools and in factories. Q: What is the best way to deal with labor shortages? A: Zhang Junfeng, Deputy Director-General, the Institute of International Labor and Security, the Ministry of Human Resources and Social Security: Labor shortages are an issue at present. Recent national-level research we have carried out shows that there are labor shortages in all labor-intensive industries and these will last for a long time. However, some companies are not suffering from shortages of labor. In the more positive cases, factory management provide good working conditions, including reasonable salaries and benefits, effective communication systems, and some degree of worker participation in management affairs. In such companies, workers, especially young workers, value the respect they receive from managers. Q: How do factories know whether they are in compliance with the law? The regulations are complex. A: Ma: In the long term, I believe the laws will become clearer, including requirements governing working hours, working safety, and reimbursement of student workers. At the same time, the development of the laws will strengthen collective labor relations to provide more room for negotiation between employers and employees. In the short term, we have found some companies review their internal policies every one or two years to check for legal compliance. Of course, the best way is to hire professional legal help. Small companies should consider HR Department capacity building to monitor changes to the law. Q: If the company promotes a worker to be a line leader for a one-year probationary period without an increase in salary, does it break with the principle of equal work, equal pay? A: Ma: I think the key point is whether the principle of equal work, equal pay is being applied. In this case, if the line leaders are dispatch workers and they are getting less pay than other line leaders in the same post, it is not in accordance with the principle of equal work, equal pay. A: Zhang Junfeng: In this case, there are two approaches: one is to immediately increase the salary to the level appropriate to the position. The other is for the company to reach a consensus with the workers and state clearly in the company policy that there will be a fixed probationary period for newly promoted line leaders, during which their salary will be increase by a certain amount, but not as much as other line leaders. Q: How should overtime be dealt with? A: Ma: Overtime is a complicated issue. Chinese law is very clear about the rules governing overtime, but in reality implementation is often poor. However, we have found that the Labor Bureau has become more stringent in monitoring implementation since

8 Q: Given the PRC s labor shortages, is it possible to hire workers from other countries? A: Ma: It s impossible. The principle of PRC law in relation to foreign labor is to restrict basic labor positions to PRC nationals to and encourage imported labor for positions that require high levels of expertise. I also think that the PRC s labor shortages are a short-term problem, and it is important, in dealing with it, to reduce intervention from government. Panel Discussion II: Best practices of internship management and cooperation between enterprises and schools Q: As a factory, can you share any good practices in recruiting and managing student workers? A: Panelist of Supplier D: We incorporate student workers into our worker-caring system. For example, before student workers leave the factory, they undergo a thorough face-to-face discussion and feedback process. At the same time, we emphasize communication with the schools and teachers, as well as training for line leaders. A: Panelist of Supplier E: We choose good quality vocational schools and set up a long-term and stable relationship with them. When it comes to managing young workers, we believe an effective communication system is very important. We have a professional team that is trained in psychology to respond to any worker questions and concerns within 24 hours. Meanwhile, our HR manager interviews workers every month to get a better understanding of their needs and expectations. Q: As a factory, how do we increase the workers sense of belonging? A: Ivy Liu, HP SER Lead Auditor: In my experience of conducting audits, I have found that all factories have grievance systems, but not all of them effectively reach out to workers, because Chinese workers are not used to proactively sharing their grievances. We have found that most the effective way to deal with this is to have the HR team management take a proactive role in speaking to workers and listening to their feedback. We also came across on factory with effective worker communication. It set up a team that visited the production lines, the canteen and the dormitories every day. The team randomly engaged with workers, asking if they had any concerns. At another factory, when the management received complaints, they responded quickly and effectively, allowing an effective grievance system to evolve built on trust. A: He Xin, Technical Advisor to the CCR CSR: In a study on young workers conducted by the CCR CSR in 2011, many of the subjects shared their experiences and what they valued most about the workplace. The bilingual report can be downloaded from the CCR CSR website. The information might provide inspiration for ways to engage with workers. We also believe an effective grievance system must have clear procedures, with specific timelines and quality responses, earning the trust of the workers and encouraging them to use the system. A: Panelist of Supplier D: We have a new staff caring system that includes a specific group within HR that is tasked with caring for new staff. We have also appointed an experienced worker to be the focal staff member on every production line. The team will help new staff to better adapt to the new environment. We also offer 24-hour consulting via QQ and WeChat (popular social-media messaging networks in the PRC) to ensure effective communication. A: Panelist of Supplier E: We support the continuous education of workers. For example, workers who perform well get the chance to receive a factory scholarship for further studies. Feedback from participants: Through this summit, we came to understand national policy will become more stringent in using student and dispatch workers. Our strategy will focus on strengthening communications with vocational training schools, establishing a proactive, caring program for workers that includes counseling services. Meanwhile, we will minimize the use of student workers. SER not only helps business operations; it also enhances the overall capabilities of an enterprise, achieving stable, holistic and sustainable development. HR Director of a supplier We have paid attention to the development of workers. Training provided by vocational training schools for workers is important. It helps them to improve their job skills and knowledge. Moreover, it can enhance the sense of belonging to an enterprise. Again, thanks go out to HP for providing a good platform for suppliers Manager of a supplier

9 Next steps HP suppliers must comply with the new HP Student and Dispatch Worker Guidance Standard for Supplier Facilities in the PRC and will be measured through ongoing SER audits, as well as HP s KPI program, which regularly collects key SER performance information on suppliers. Supplier facilities that do not comply with the guidelines will be required to execute corrective action plans to meet HP expectations. In addition, we will use our guidelines to promote wider adoption in the industry through the EICC, as well as with our suppliers, other stakeholders and local authority at a focused training event to be held soon in Shanghai. HP will utilize feedback from this roundtable as best practice sharing. About HP HP creates new possibilities for technology to have a meaningful impact on people, businesses, governments and society. As one of the world s largest technology companies, HP brings together a portfolio that spans printing, personal computing, software, services and IT infrastructure to solve customer problems. More information about HP (NYSE: HPQ) is available at 9

10 ANNEX 1: Agenda, HP Supplier SER Summit 2013, Responsible Management of Student & Dispatched Workers, Chongqing Time Speaker Topic 8:30 9:00 Registration 9:00 9:30 Mr. Travis Hanley Vice President, Notebook Supply Chain Asia Operations, HP Mr. Bob Mitchell Global Supply Chain SER Program Manager, HP 9:30 10:00 Mr. Zhou Ze Deputy Director of the Chongqing Municipal Bureau of Employment 周泽重庆市就业局副局长 10:00-10:10 Q&A 问答 10:10-10:30 Tea Break 茶歇 10:30-11:00 CCR CSR 瑞联稚博 1) Welcome 欢迎辞 2) HP s CSR strategy and expectations of suppliers (bold move) 惠普社会责任战略及对供应商的期望 Legal requirements governing use of student workers and dispatched workers at a national and Chongqing municipal level 1) What are the key points of the law? 2) What does it mean for factories HR work? 管理学生工和派遣工的全国及重庆地方性规定 1) 法规的重点是什么? 2) 这些规定对企业人事管理意味着什么? 1) Presentation of pre-assessment results 2) The main risks and key issues on managing dispatched workers and student workers 11:00-11:40 Panel Discussion - New SER Trends, and How to Comply with Them Facilitator: CCR CSR 1) Mr. Zhou Ze, Deputy Director of Chongqing Municipal Bureau of Employment 2) Ms. Catherine Yang, HP China Legal Counsel 3) Ms. So Sheung, Chief Executive, Labor Education and Service Network (LESN) 4) Ms. Ivy Liu, HP SER Lead Auditor 专题讨论企业社会责任趋势及如何配合专家组成员 : 1) 周泽, 重庆市就业局副局长 2) 杨华, 惠普中国区法律顾问 3) 苏湘, 勞工教育及服務網絡總監 4) 刘宁, 惠普社会责任审核员 11:40-12:00 Group Discussion (Round table, 10 each table) 分组讨论 12:00-13:00 Lunch 午餐 1) 汇报培训需求评估结果 2) 管理学生工和派遣工的重点问题 1) Ideas to address the concerns raised 2) Best practice sharing 3) What actions are needed to comply with the law? 1) 回应参会者关心的问题 2) 分享最佳做法 3) 对企业的建议 1) What are the main challenges in relation to dispatched workers and student workers? Give examples of internal and external challenges 2) What actions can be taken to address your concerns both onsite and externally? 1) 您在管理学生工和派遣工中面临的内部和外部挑战有哪些? 请举例说明 2) 您认为可以采取什么行动来应对这些挑战?

11 13:00-13:20 HP HER project Sharing BSR, Shen Yating Jabil, HR Manager, Veronica Xie Introduction to the HP HER Project 介绍女工健康培训项目 沈雅婷 BSR 顾问咨询部主管谢静雯捷普电子 ( 广州 ) 13:20 13:40 Group Discussion on Dispatched Workers & Student Workers 分享小组讨论结果 13:40-14:20 CCR CSR 瑞联稚博 1) Recent work, creating a dynamic work environment - Young workers, their concerns and worries; a presentation of the results of a study by the CCR CSR carried out on 800 workers in ) How HR and senior management can support young workers - Actions to take and the way forward 14:20-14:35 HP Sharing: Student & Dispatched Workers Guidelines 分享惠普学生工和派遣工管理指南 14:35-14:50 Tea Break 茶歇 14:50-15:40 Panel Discussion Internship good practices, management and cooperation between enterprises and school Facilitator: CCR CSR 1) Mr. Kui Jianxun, Chongqing Municipal Bureau of Education 2) Mr. Li Jingxiang, Chongqing Industrial Vocational Training School 3) Mr. Lei Hongchao, Foxconn 4) Mr. Xu Justin, inventec 5) Mr. Mike Meng, Quanta 专题讨论 - 良好校企合作及學生工管理 1) 隗建勋, 重庆市教委职成教处处长 2) 李经详, 重庆市工业学校副校长 3) 雷宏朝, 富士康 4) 徐軍, 英业达 ( 重庆 ) 5) 孟立, 广达 ( 重庆 ) 电脑 1) 体面劳动, 如何创造有活力的工作环境 了解年轻工人心声 ( 信息来源于 2011 年瑞联稚博对 800 名年轻工人的调研 ) 2) 作为管理层和人事主管, 如何更好地管理和支持年轻工人 1) Ideas to address the concerns raised 2) Best practice sharing 3) What actions are needed to comply with the law? 1) 回应参会者关心的问题 2) 分享最佳做法 3) 对于企业的建议 15:40-16:00 Q&A, Wrap up & Evaluation 问答及总结 Distribution of Training Materials 发放材料 11

12 ANNEX 3: HP Supplier SER Summit 2013 Photos, Chongqing More than 100 participants took part from across China. Opening speech by HP s Travis Hanley. Executive Director of the CCR CSR, Sanna Johnson, talks about the importance of corporate social responsibility. HP Global SER Manager, Bob Mitchel shares HP SER Bold Moves. Panel Discussion I, with government officials, HP s legal counsel, HP s SER lead auditor and an NGO representative Chongqing government Director or Employment, Zhou Ye, answers participants questions. Question time for suppliers. So Sheung from LESN shares NGO perspectives.

13 Panel Discussion II, with supplier, vocational training school and educational department representatives. Kui Jianxun, CQ of the Bureau of Education gives a talk. A face-to-face dialogue on the HP HER project. Hexin from CCR CSR. 13

14 ANNEX 2: Agenda, HP Supplier SER Summit 2013, Responsible Management of Student & Dispatched Workers, Shanghai Time Speaker Topic 9:30-10:00 Registration 10:00-10:30 Mr. Guan Tiok Teng, HP Senior Director ODM Operations (PPS) Mr. Ernest Wong, HP Asia Supply Chain SER Manager 丁元筑, 惠普高級營運總監黃偉雄, 惠普社會及環境責任經理 10:30-11:00 Mr. Zhang Junfeng Deputy Director-General, Institute of International Labor and Security, Ministry of Human Resources and Social Security 张峻峰人力资源和社会保障部国际劳动保障研究所副所长 11:00-11:15 Tea Break 茶歇 11:15-11:45 Panel Discussion New SER Trends, and How to Comply with Them Facilitator: CCR CSR 1) Mr. Zhang Junfeng, Deputy Director-General, Institute of International Labor and Security, Ministry of Human Resources and Social Security 2) Mr. Ma Jianjun, Partner of Junhe Law Firm 3) Ms. So Sheung, Chief Executive, Labor Education and Service Network (LESN) 1) 张峻峰, 人力资源和社会保障部国际劳动保障研究所副所长 2) 马建军, 君合律師事務所合伙人 3) 苏湘, 勞工教育及服務網絡總監 11:45-12:15 Group Discussion on Dispatch Workers & Student Workers 分组讨论 12:15-13:15 Lunch 午餐 Welcome HP s CSR strategy and expectations of suppliers (bold move) 欢迎辞惠普社会责任战略及对供应商的期望 1) An overview of the labor market in the PRC and important trends 2) Legal requirements governing student workers and dispatch workers at the national level - What are the key points of the law? 1) 中国用工的现状和发展趋势 2) 管理学生工和派遣工的全国性规定 - 法规的重点是什么? 1) Ideas to address the concerns raised 2) Best practice sharing 3) What actions are needed to comply with the law? 1) 回应参会者关心的问题 2) 分享最佳做法 3) 对企业的建议 1) What are the main challenges in relation to dispatch workers and student workers? Give examples of internal and external challenges 2) What actions can be taken to address your concerns both onsite and externally 1) 您在管理学生工和派遣工中面临的内部和外部挑战有哪些? 请举例说明 2) 您认为可以采取什么行动来应对这些挑战? 13:15-13:30 Sharing of Group discussion 分享小组讨论结果 13:30-14:30 CCR CSR 瑞联稚博 1) Presentation of pre-assessment results 2) The main risks and key issues on managing dispatch workers and student workers 3) Recent work, creating a dynamic work environment - Young workers; their concerns and worries; presentation of the results of a study carried out on 800 workers by CCR CSR in ) How HR and senior managers can support

15 14:30-14:45 HP sharing Student & Dispatch Workers Guidelines 分享惠普学生工和派遣工管理指南 14:45-15:00 Tea Break 茶歇 15:00-15:45 Panel Discussion Internship good practices, management and cooperation between enterprises and schools Facilitator: CCR CSR 1) Ms. Ivy Liu, HP SER Lead Auditor 2) Mr. Ellis Jao, Inventec Technology 3) Ms. Ally Xu, Pegatron (Suzhou) 专题讨论良好校企合作及學生工管理 1) 刘宁, 惠普社会责任审核员 2) 饒克非, 英業達科技有限公司 3) 徐紅云, 名碩电脑 ( 苏州 ) 有限公司 young workers - Actions to take and the way forward 1) 汇报培训需求评估结果 2) 管理学生工和派遣工的重点问题 3) 体面劳动, 如何创造有活力的工作环境 了解年轻工人心声 ( 信息来源于 2011 年瑞联稚博对 800 名年轻工人的调研 ) 4) 作为管理层和人事主管, 如何更好地管理和支持年轻工人 1) Ideas to address the concerns raised 2) Best practice sharing 3) What actions are needed to comply with the law? 1) 回应参会者关心的问题 2) 分享最佳做法 3) 对于企业的建议 15:45-16:00 Q&A, Wrap up & Evaluation 问答及总结 Distribution of Training Materials 发放材料 15

16 ANNEX 4: HP Supplier SER Summit 2013 Photos, Shanghai The HP Supplier SER Summit in Shanghai gets underway. GT Teng (HP Senior Director) talks about partnerships with suppliers, promoting SER. Zhang Junfeng delivers a keynote speech about the national labor policy on student and dispatch workers. Ernest Wong (HP Asia SER Manager) shares HP s Student and Dispatch Workers Guidelines. Ma Jianjun (external legal counsel) takes questions from the audience Suppliers and stakeholders exchange experience of labor management. Participants share opinions after a group discussion. Panel Discussion II, Best practices sharing among suppliers.