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SOCIAL ACCOUNTABILITY 8000

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SOCIAL ACCOUNTABILITY 8000

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     SOCIAL ACCOUNTABILITY 8000

     社會責任 8000

     SAI;2001

ABOUT THE STANDARD

This is the second issue of SA8000, a uniform, auditable standard for a third party verification

    system. Subject to periodic revision, SA8000 will continue to evolve as interested parties specify improvements, corrections are identified and as conditions change.

Many interested parties have advised on this version. SAI welcomes your advice as well. To

    comment on SA8000, the associated Guidance Document, or the framework for certification, please send written remarks to SAI.

    The SA8000 Guidance Document helps explain SA8000 and its implementation; provides examples of methods for verifying compliance; and serves as a handbook for auditors and for companies seeking certification against SA8000.

    It is hoped that both the standard and its Guidance Document will continuously improve, with the help of a very wide variety of people and organisations.

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    雨天阳光资料整理http:///sunny_loveu

    SAI

    Social Accountability International

? SAI 2001

    SA8000 may not be reproduced without prior written permission from SAI

SAI

    220 East 23rd Street, Suite 605

    New York, NY 10010

    USA

    +1-212-684-1414

    +1-212-684-1515 (facsimile)

    e-mail: info@sa-intl.org

    CONTENTS Page

I. PURPOSE AND SCOPE 4

    II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION 4 III. DEFINITIONS 4

    1. Definition of company 4

    2. Definition of supplier/subcontractor 4

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    3. Definition of sub-supplier 4

    4. Definition of remedial action 4

    5. Definition of corrective action 4

    6. Definition of interested party 4

    7. Definition of child 4

    8. Definition of young worker 5

    9. Definition of child labour 5

    10. Definition of forced labour 5

    11. Definition of remediation of children 5

    12. Definition of homeworker 5

    IV. SOCIAL ACCOUNTABILITY REQUIREMENTS 5 1. Child Labour 5

    2. Forced Labour 5

    3. Health and Safety 5

    4. Freedom of Association & Right to Collective Bargaining 6 5. Discrimination 6

    6. Disciplinary Practices 6

    7. Working Hours 6

    8. Remuneration 6

    9. Management Systems 7

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SOCIAL ACCOUNTABILITY 8000

    (SA8000)

I. PURPOSE AND SCOPE

This standard specifies requirements for social accountability to enable a company to:

    a) develop, maintain, and enforce policies and procedures in order to manage those issues which it can control or influence;

b) demonstrate to interested parties that policies, procedures and practices are in conformity

    with the requirements of this standard.

    The requirements of this standard shall apply universally with regard to geographic location, industry sector and company size.

Note: Readers are advised to consult the SA8000 Guidance Document for interpretative

    guidance with respect to this standard.

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    雨天阳光资料整理http:///sunny_loveu II. NORMATIVE ELEMENTS AND THEIR

    INTERPRETATION

The company shall comply with national and other applicable law, other requirements to which

    the company subscribes, and this standard. When national and other applicable law, other

    requirements to which the company subscribes, and this standard address the same issue, that provision which is most stringent applies.

    The company shall also respect the principles of the following international instruments:

ILO Conventions 29 and 105 (Forced & Bonded Labour)

    ILO Convention 87 (Freedom of Association)

    ILO Convention 98 (Right to Collective Bargaining)

    ILO Conventions 100 and 111 (Equal remuneration for male and female workers for work of

    equal value; Discrimination)

    ILO Convention 135 (Workers' Representatives Convention)

    ILO Convention 138 & Recommendation 146 (Minimum Age and Recommendation) ILO Convention 155 & Recommendation 164 (Occupational Safety & Health)

    ILO Convention 159 (Vocational Rehabilitation & Employment/Disabled Persons) ILO Convention 177 (Home Work)

    ILO Convention 182 (Worst Forms of Child Labour)

    Universal Declaration of Human Rights

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    The United Nations Convention on the Rights of the Child

    The United Nations Convention to Eliminate All Forms of Discrimination Against Women

III. DEFINITIONS

1. Definition of company: The entirety of any organization or business entity responsible for

    implementing the requirements of this standard, including all personnel (i.e., directors, executives, management, supervisors, and non?management staff, whether directly employed, contracted or otherwise representing the company).

    2. Definition of supplier/subcontractor: A business entity which provides the company with goods and/or services integral to, and utilized in/for, the production of the company's goods and/or services.

3. Definition of sub-supplier: A business entity in the supply chain which, directly or

    indirectly, provides the supplier with goods and/or services integral to, and utilized in/for, the production of the supplier's and/or company's goods and/or services.

4. Definition of remedial action: Action taken to make amends to a worker or former employee

    for a previous violation of a worker's rights as covered by SA8000.

    5. Definition of corrective action: The implementation of a systemic change or solution to 雨天阳光资料整理http:///sunny_loveu

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    ensure an immediate and ongoing remedy to a nonconformance.

    6. Definition of interested party: Individual or group concerned with or affected by the social performance of the company.

    7. Definition of child: Any person less than 15 years of age, unless local minimum age law stipulates a higher age for work or mandatory schooling, in which case the higher age would apply. If, however, local minimum age law is set at 14 years of age in accordance with developing?country exceptions under ILO Convention 138, the lower age will apply.

    8. Definition of young worker: Any worker over the age of a child as defined above and under the age of 18.

    9. Definition of child labour: Any work by a child younger than the age(s) specified in the above definition of a child, except as provided for by ILO Recommendation 146.

    10. Definition of forced labour: All work or service that is extracted from any person under the menace of any penalty for which said person has not offered him/herself voluntarily or for which such work or service is demanded as a means of repayment of debt.

    11. Definition of remediation of children: All necessary support and actions to ensure the safety, health, education, and development of children who have been subjected to child 雨天阳光资料整理http:///sunny_loveu

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    labour, as defined above, and are dismissed.

    12. Definition of homeworker: A person who carries out work for a company under direct or indirect contract, other than on a company's premises, for remuneration, which results in the provision of a product or service as specified by the employer, irrespective of who supplies the

    equipment, materials or other inputs used.

IV. SOCIAL ACCOUNTABILITY REQUIREMENTS

1. CHILD LABOUR

    Criteria:

    1.1 The company shall not engage in or support the use of child labour as defined above.

1.2 The company shall establish, document, maintain, and effectively communicate to

    personnel and other interested parties policies and procedures for remediation of children found to be working in situations which fit the definition of child labour above, and shall provide adequate support to enable such children to attend and remain in school until no longer

    a child as defined above.

    1.3 The company shall establish, document, maintain, and effectively communicate to personnel and other interested parties policies and procedures for promotion of education for

    children covered under ILO Recommendation 146 and young workers who are subject to local 雨天阳光资料整理http:///sunny_loveu

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    compulsory education laws or are attending school, including means to ensure that no such child or young worker is employed during school hours and that combined hours of daily

    transportation (to and from work and school), school, and work time does not exceed 10 hours a day.

    1.4 The company shall not expose children or young workers to situations in or outside of the workplace that are hazardous, unsafe, or unhealthy.

2. FORCED LABOUR

    Criterion:

    2.1 The company shall not engage in or support the use of forced labour, nor shall personnel be required to lodge 'deposits' or identity papers upon commencing employment with the company.

3. HEALTH AND SAFETY

    Criteria:

    3.1 The company, bearing in mind the prevailing knowledge of the industry and of any specific hazards, shall provide a safe and healthy working environment and shall take adequate steps to prevent accidents and injury to health arising out of, associated with or occurring in the course

    of work, by minimizing, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

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    3.2 The company shall appoint a senior management representative responsible for the health and safety of all personnel, and accountable for the implementation of the Health and Safety elements of this standard.

    3.3 The company shall ensure that all personnel receive regular and recorded health and safety training, and that such training is repeated for new and reassigned personnel.

    3.4 The company shall establish systems to detect, avoid or respond to potential threats to the health and safety of all personnel.

    3.5 The company shall provide, for use by all personnel, clean bathrooms, access to potable water, and, if appropriate, sanitary facilities for food storage.

    3.6 The company shall ensure that, if provided for personnel, dormitory facilities are clean, safe, and meet the basic needs of the personnel.

4. FREEDOM OF ASSOCIATION & RIGHT TO

    COLLECTIVE BARGAINING

    Criteria:

    4.1 The company shall respect the right of all personnel to form and join trade unions of their choice and to bargain collectively.

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