comparison of codes: eti base code; sa8000; gscpsa8000 is an auditable certification standard based...

Comparison of Codes:

ETI Base Code; SA8000; GSCP

Comparison of Codes: Reference ETI Base Code, SA8000 & GSCP

Comparison of Codes - Similarities & Additions

SEDEX CODE COMPARISON – Introduction to the Codes

ETI – Ethical Trade Initiative:

The Ethical Trading Initiative (ETI) is a ground-breaking alliance of companies, trade unions and voluntary organisations which promotes the implementation of corporate

codes of practice which cover supply chain working conditions. Their ultimate goal is to ensure that the working conditions of workers producing for the UK market meet or

exceed international labour standards.

The Ethical Trading Initiative (ETI) produces guidelines aimed at the promotion and the improvement of ethical trade. The code of conduct has been elaborated in the UK by

an alliance of companies, non-governmental organisations (NGOs) and trade union organisations.

It is composed of two key elements: the ETI Base Code and the accompanying Principles of Implementation. ETI has developed a code of labour practice - the 'Base Code' -

reflecting the most relevant international standards with respect to labour practices which will be used as the basis of its work under the form of 9 statements.

ETI member companies are expected to adopt the Base Code, or to adopt their own code so long as it incorporates the Base Code. The Base Code, which is accompanied by

a set of general principles concerning implementation, provides a foundation for ETI's philosophy of learning.

SA8000:

SAI is a non-governmental, international, multi-stakeholder organization dedicated to improving workplaces and communities. It does this work with two principal types of

tools; developing and implementing socially responsible standards, the first of which was SA8000; training and capacity building-- about specific standards and management

systems for implementing social standards-- for workers, managers and auditors throughout the supply chain.

SA8000 is an auditable certification standard based on international workplace norms of International Labour Organisation (ILO) conventions, the Universal Declaration of

Human Rights and the UN Convention on the Rights of the Child. This standard is the benchmark against which companies and factories measure their performance. Those

seeking to comply with SA8000® have adopted policies and procedures that protect the basic human rights of workers.

There are a series of documents available to support auditors and implementers of the SA8000® Standard; these are: The SA8000® Guidance Document; The SA8000®:2008

Drafters' Notes; and the SA8000® Frequently Asked Questions (FAQs).

http://www.ethicaltrade.org/resources/key-eti-resources/eti-base-code

http://www.ethicaltrade.org/resources/key-eti-resources/principles-implementation

http://www.sa-intl.org/index.cfm?fuseaction=Page.ViewPage&PageID=1095

http://www.sa-intl.org/_data/n_0001/resources/live/SA8000.2008DraftersNotes.pdf

http://www.sa-intl.org/_data/n_0001/resources/live/SA8000.2008DraftersNotes.pdf

http://www.sa-intl.org/_data/n_0001/resources/live/Standard08FAQS.pdf



GSCP (Global Social Compliance Program):

The Global Social Compliance Programme is a business-driven programme for the continuous improvement of working and environmental conditions in global supply

chains. The GSCP was created by and for global buying companies wanting to work collaboratively on improving the sustainability (social and environmental) of their often-

shared supply base. To this end, these companies are working on harmonizing existing efforts to deliver a shared, global and sustainable approach based on consensus and

best existing practice, to promote upward convergence and reduce duplication. The GSCP Reference tools, including the Reference Code used in this comparison, are the

product of the identification of best existing practices in operating monitoring systems, and provide a common base of high-level labour requirements applicable across

sectors and geographies.

The GSCP Reference Code is not a standard and the GSCP is not a monitoring system. The Programme and its tools are used by companies as a basis to develop their own

supplier codes of conduct or as a benchmark for schemes owners (including initiatives or standard-setting bodies) to assess and improve their existing requirements for

these to reflect best existing practice. The Reference Code is complemented by other GSCP Reference tools (available open source on www.gscpnet.com) which set out

additional requirements for auditing (Reference Audit Process and Methodology), for auditing bodies and auditors (Reference tool for Auditing Competence) and Social

Performance Management Systems.

http://www.un.org/partnerships/Docs/GSCP_Reference_Code.pdf

http://www.gscpnet.com/

http://www.gscpnet.com/working-plan/step-2-audit-process-and-methodology.html

http://www.gscpnet.com/working-plan/step-3-auditing-competence.html



ETI Base code SA 8000 GSCP

Intention of Code / Audit Method

- Auditable Labour Standards Code – not certification scheme. - Audits conducted by any parties as agreed by the supply chain.

- Third party accredited certification scheme. - Audits conducted by approved SA8000 auditors

- Reference code for benchmarking - Audits conducted by any parties as agreed by the supply chain.

Structure and General comments

The ETI Base code is structured as follows: 1. ETI Base Code – 9 elements 2. Appendices

- Relevant international standards - UN Universal Declaration of Human Rights, ILO etc.

- Definitions (specifically ‘a child’)

The SA8000 code is structured as follows: 1. Purpose and scope of the code 2. Normative elements and their interpretation – ILO conventions 3. Definitions – of multiple terms 4. Social Accountability Requirements(SA8000) – 9 elements

The GSCP Reference code is structured as follows: 1.Objective 2. Scope 3. Structure and Annexes 4. Compliance with international labour standards and national legislation - including ILO conventions 5. Reference code – 7 elements

Differences (a) Code refers to ‘The Employer’. (a) Code refers to ‘The Company’. (a) Reference Code refers to ‘The Supplier’.

ILO Conventions / International Standards

- Universal Declaration of Human Rights - Guidelines for Multinational Enterprises developed by the Organisation for Economic Co-operation and Development (OECD) - United Nations Convention on the Rights of the Child

- ILO Code of Practice on HIV/AIDS and the World of Work - Universal Declaration of Human Rights - The International Covenant on Economic, Social and Cultural Rights - The International Covenant on Civil and Political Rights - The United Nations Convention on the Rights of the Child - The United Nations Convention on the Elimination of All Forms of Discrimination Against Women - The United Nations Convention on the Elimination of All Forms of Racial Discrimination

This reference code shall not be used to prevent international labour standards or national and/or local legislations from being exceeded.



0 Scope and Objective (a) The code constitutes minimum not maximum standards.

(a) The Reference code constitutes minimum not maximum standards (appears in ‘Compliance with international labour standards and national legislation’ section).

(b) All relevant legislation will apply to companies.

(b) All relevant legislation will apply to companies (appears in ‘Compliance with

international labour standards and national

legislation’ section).

(b) ILO/national standard/local legislation/GSCP Reference code will apply (appears in ‘Compliance with international labour standards and national legislation’ section).

(c) Companies will apply the provision which affords the highest protection.

(c) Companies will apply the provision which is most favourable to workers (appears in ‘Compliance with international labour standards and national legislation’ section).

(c) Companies will apply the provision which affords the highest protection (appears in ‘Compliance with international labour standards and national legislation’ section).

Additions

The code intends to protect and empower all

personnel within a company’s scope of control and influence as well as control of its suppliers, subcontractors and sub-suppliers and home workers (appears in ‘Purpose and Scope’).

Additions

Requirements in this Reference code apply to the whole supply chain (appears in ‘Scope’)

- The principles and requirements should be

respected and implemented (appears in

‘Compliance with international labour

standards and national legislation’ section).




1 Employment is freely chosen

(a) There is no forced, bonded or involuntary prison labour.

(a) The company shall not engage in or support the use of forced or compulsory prison labour (as defined in C29).

(a)1. All work must be conducted on a voluntary basis with no threat of any penalty or sanctions. (a)2. No forced or compulsory labour in all its forms, including prison labour (as defined in C29). (a)3. Bonded labour prohibited.

(b) Workers are not required to lodge deposits or identity papers.

(b)1. Personnel are not required to pay deposits or lodge identity papers. (b)2. The company and any entity supplying labour should not withhold any part of the worker’s salary, benefits, property or documents.

(b)1. Workers are not required to lodge deposits or identity papers. (b)2. Employers should not withhold any part of the worker’s salary (outside a legal contractual agreement).

(c) Workers are free to leave their employer after reasonable notice.

(c) Personnel are free to terminate their employment provided they give reasonable notice.

(c) Workers are free to terminate their employment after reasonable notice.

Additions

- Personnel have a right to leave their workplace at the end of their shift. - The company and any entity supplying

labour shall not engage nor support

trafficking.

Additions

- Workers have a right to leave their workplace at the end of their shift.

- Suppliers must not permit or encourage debt

by e.g. recruitment fees, fines.

ILO Convention 29, 105 and Recommendation 35

ILO Convention 29, 105 ILO Convention 29, 105 – Fundamental principle




2 Freedom of association and the right to collective bargaining are respected

(a) Workers have the right to join or form trade unions and to bargain collectively.

(a) All personnel have the right to join, organise or form trade unions and to bargain collectively.

(a) Workers have the right to join or form trade unions and to bargain collectively.

(b) Members or representatives are not discriminated against.

(b) Any workers engaged in collective bargaining, are not subject to any harassment, discrimination, intimidation or retaliation.

(b) Any workers engaged in trade unions (incl. worker representation) and collective bargaining, are not subject to any discrimination or otherwise penalised. (c) The employer must adopt an open

attitude. (c) The company shall not interfere with the establishment, functioning or administration of the collective bargaining (interfere includes: includes company interference in workers’ organizations and collective bargaining).

(c) Suppliers shall not interfere, obstruct or prevent such activities.

(d) Where the right is restricted by law,

the employer facilitates a parallel means. (d) Where the right is restricted by law, workers are allowed to freely elect their own representatives.

(d) Where the law is restrictive, supplier shall not hinder alternative form of independent and free worker representation and negotiation.

(e) Members shall have access to carry out trade union function in the workplace.

(e) Company shall ensure that representatives have access to their members in the work place.

(e) Suppliers shall give representatives

access to the workplace in order to carry out their function.

Additions

- The company shall effectively communicate

this right to workers.

ILO Convention 87, 98, - core conventions ILO Convention 135, 154 and Recommendation 143 – relevant to ETI

ILO Convention 98, 87, 135 ILO Convention 87, 98 – Fundamental principles ILO Convention 135 - other applicable standards




3 Working conditions are safe and hygienic

(a) A safe and hygienic working environment is to be provided.



(b) Steps are to be taken to prevent accidents arising out of, associated with, or occurring in the course of work.

(b)1. Steps are to be taken to prevent accidents arising out of, associated with, or occurring in the course of work. (b)2. Establish systems to detect, avoid and respond to potential threats & maintain written records of all accidents.

(b)1. Steps are to be taken to prevent accidents arising out of, associated with, or occurring in the course of work. (b)2. Provide adequate safeguards against fire. (b)3. Suppliers shall establish and follow a clear set of procedures regulating H&S.

(c) Workers shall receive regular and recorded H&S training.



(d) Clean toilet facilities and potable water to be provided & if appropriate sanitary food storage facilities.



(e) Accommodation shall be clean, safe & hygienic.

(e) Accommodation shall be clean, safe &

hygienic. (e) Accommodation shall be clean, safe & hygienic.

(f) There should be a senior management representative for H&S.



Additions

- Appropriate PPE, first aid and follow-up medical treatment for accidents at the

company's expense shall be provided. - Assess risk for new & expectant mothers &

ensure risk is reduced.

- Workers have the right to remove

themselves from imminent danger without

permission.

Additions - Appropriate PPE provided by suppliers and workers access to medical assistance and

facilities. - Adequate fire safety, safe buildings and

equipment.

- Workers to be trained in waste management

(handling & disposal of chemicals & other

dangerous materials).

- Suppliers to provide access to adequate

medical assistance & facilities. ILO Convention 155, 190, 183 and Recommendation 164 – relevant to ETI

ILO Convention 155, 183 and recommendation 164

ILO Convention 155, 161, 164 - other applicable standards




4 Child labour shall not be used

(a)1. No new recruitment of child labour. (a)2. These policies and procedures shall conform to the provisions of the relevant ILO standards.

(a) The company shall not engage nor support the use of Child labour.

(a)1. No new recruitment or exploitation of child labour. (a)2. Suppliers shall comply with national min age, age of completion of compulsory education or otherwise specified exceptions however no less than 15, whichever is higher. By ILO 138 exception 14 may apply.

(b) Develop, participate & contribute to policies and programmes for transition enabling them to attend and remain in education.

(b) Effectively establish & communicate procedures for remediation, with adequate financial and other support to remain in school.

(b) Sensitive and satisfactory solution with child's best interest first.

(c) Young workers not to be employed at night or in hazardous conditions.

(c) The company shall not expose children or young workers to night work, any hazardous conditions or work unsafe

to mental/physical development.

(c) Young workers not to be employed at night or in hazardous conditions which compromise their health, safety, moral integrity, physical, mental, spiritual, moral or social development.

Additions

- The children or young workers shall not be exposed to these conditions in or outside of the work place. - Work only outside of school hours, no more

than combined 10 hours/day (including

school, work and travel).

- Young workers shall work for no more than

8 hours/day.

Additions

- This applies for children working both directly and indirectly for the supplier.

ILO Conventions 138, 182 and Recommendation 146, 190

ILO Convention 138, 182 and recommendation 146

ILO Convention 138, 182 – Fundamental principles ILO Convention 190 - other applicable standards




5 Living wages are paid (a) National legal standards/industry benchmark standards (income should meet basic needs & provide discretionary income).

(a) Living wage stated requirement, national legal standards/industry benchmark standards (income should meet basic needs & provide discretionary income).

(a) National legal standards/industry benchmark standards/collective bargaining agreements (income should meet basic needs & provide discretionary income for workers and their families) whichever is more favourable.

(b) Written & understandable employment conditions in respect to wages before employment & each payment period.

(b) Wages & benefits are written & detailed clearly for each payment period.

(b) Written & understandable employment conditions in respect to wages before employment & each payment period.

(c) No deductions as a disciplinary means (except legal deductions).

(c) No deductions as a disciplinary means (except legal deductions & freely negotiated collective bargaining agreement).

(c) No deductions as a disciplinary means (outside legal deductions).

(d) All disciplinary measures should be recorded.

(d) All disciplinary actions recorded (appears in ‘Discrimination Harassment and

Abuse’ section).

Additions

- Only disciplinary deductions with the expressed permission of the worker concerned.

Additions

- Only disciplinary deductions only when both; permitted by law and collective bargaining. - Paid in cash/check (convenient for workers).

ILO Convention 100, 111, 81, 122 and Recommendation 90 & 111 – Core conventions ILO Convention 131 – Relevant to ETI

ILO Convention 100 ILO Convention 100 – Fundamental principle ILO Convention 95, 131, 135, 85 - other applicable standards




6 Working hours are not excessive

(a) Working hours shall comply with national law & industry benchmark standards (whichever provides more protection).

(a) The company shall comply with national law & industry benchmark standards (whichever provides more protection) including public holidays.

(a) Suppliers shall set working hours that comply with national law & industry benchmark standards (whichever provides more protection).

(b) No more than 48 hours per week. (b) No more than 48 hours per week. (b) No more than 48 hours per week excluding overtime.

(c) Overtime voluntary and no more than 12 hours/week, not regular.

(c) Overtime is voluntary and no more than 12 hours/week, not regular.

(c) Overtime shall be voluntary and no more than 12/week, not regular.

(d) One day off for every 7 day period. (d) One day off for every 7 day period. (d) One day off for every 7 day period. (e) Overtime at premium rate. (e) Overtime shall be paid at a premium

(appears in ‘Remuneration’ section). (e) Overtime shall be paid at a premium (appears in ‘Wages, benefits and terms of

Employment’ section).

Additions

- exception to (d) if national law allows work time averaging and collective bargaining agreement is in place.

- If short-term business needs must still

comply with collective bargaining agreement.

Additions

- Suppliers will respect workers right to public and annual holidays. - Respect workers right to breaks during work

shifts.

ILO Convention 175 – Relevant to ETI ILO Convention 1, 116 ILO Convention 1, 14, 116 – other applicable standards

7 No discrimination is practised

(a) There is no discrimination, on hiring, compensation, promotion, termination, or retirement etc.

(a) No engagement in discrimination on hiring, compensation, promotion, termination, or retirement etc.

(a) No engagement, support or tolerance of discrimination on hiring, compensation, promotion, termination, or retirement etc.

Additions

- No interference with the exercise of personnel's rights to observe practices which

could give rise to discrimination.

- The company shall not subject any

personnel to pregnancy/virginity tests.

Additions - Suppliers shall respect equal opportunities. - Base all terms & conditions of employment on

an individual’s ability to do the job.

ILO Convention 159 and Recommendation 168 – relevant to ETI

ILO Convention – 100, 111, 102, 131, 159, 169

ILO Convention 111 – Fundamental principle




8 Regular employment is provided

(a) As much as possible, work must be performed on a recognised employment relationship (according to law).

(a) Work must be performed on a recognised employment relationship (according to law) (appears in 'Wages, Benefits and Terms of Employment’ section).

(b)1. Obligations to employees shall not be avoided by: labour-only contracting- sub-contracting- home-working agreements - apprenticeship schemes- where there is no real intent to impart skills or provide regular employment. (b)2. Obligations include meeting Labour and social security laws.

(b)1. Obligations to employees shall not be avoided by:- labour-only contracting- sub-contracting- home-working false- apprenticeship schemes- where there is no real intent to impart skills or repeated fixed term contracts (appears in

‘Remuneration’ section).

(b)2. The company should supply all legally required benefits (appears in

‘Remuneration’ section).

(b)1. Obligations to employees shall not be avoided by:- labour-only contracting- sub-contracting- home-working agreements - apprenticeship schemes- or where there is no real intent to impart skills or provide regular employment (appears in ‘Wages, Benefits and Terms of

Employment’ section).

(b)2. Supply all legally required wages,

overtime pay, benefits and paid leave which respectively meet or exceed legal min. and/or industry benchmark

standards and/or collective agreements, whichever is higher (appears in ‘Wages,

Benefits and Terms of Employment’ section). ILO Convention 177 and Recommendation 184 – Relevant to ETI

ILO Convention 177 ILO Convention 184 - other applicable standards




9 No harsh or inhumane treatment is allowed

(a) There shall be no physical or threat of abuse nor harassment, verbal abuse or other forms of intimidation.

(a)1. No bullying/harassment/abuse of any kind (appears in ‘Discrimination’ section).

(a)2. No harsh or inhumane treatment (appears in ‘Disciplinary Practices’ section).

(a) No bullying/harassment/abuse of any kind (appears in ‘Discrimination,

Harassment and Abuse’ section).

Additions

- Personnel are to be treated with respect & dignity (appears in ‘Disciplinary Practices’ section).

Additions

-Workers are to be treated with respect & dignity (appears in’ Discrimination, Harassment and Abuse’ section).

- Written disciplinary procedures established

and effectively communicated (appears in

‘Discrimination, Harassment and abuse ’section)

10 Management systems NIL Additions

- Policy. - Management Representative.

- SA8000 Worker Representative.

- Management Review.

- Planning & Implementation.

- Control of Suppliers, Sub-contractors and

Sub-suppliers.

- Addressing Concerns and Taking Corrective

Action.

- Outside Communication and Stakeholder

Engagement.

- Access for Verification and Records.

NIL



Legend:

(a)

Indicates each comment. Each letter (across all three codes) indicates an agreement.

(a)1. (a)2.

Where a single ETI paragraph includes more than one comment, the comments have been split

There shall be no physical Similarities (Arial Font)

Personnel are to be treated Additions (Times New Roman Font)

(Disciplinary Practices section)

Where the comment is detailed under a different section of the code (Italics).

This Code Comparison Document has been produced by Sedex to give members guidance on the scope of 3 common codes (ETI Base Code, SA8000 and GSCP Reference Code). The author has used interpretation

to simplify and align the language used by these codes. Hence opinions expressed in this document are the subjective opinions of Sedex and do not necessarily represent the opinions of other companies referred to in

this document.

The inclusion or reference to external companies or codes does not constitute endorsement, recommendation, or approval of those companies, codes or their contents. This document bears no responsibility for the

accuracy, legality or content of the external parties or for the content of their codes and publications.

The document is not designed for compliance, rather a tool to see the overlap of requirements for the codes. Please see the individual websites for the full codes:

1. ETI Base Code – www.eti.org.uk

2. SA8000 - www.sa-intl.org

3. GSCP Reference Code – www.gscpnet.com

Material in this document, including text and images, is protected by copyright. It may not be copied, reproduced, republished, downloaded, posted, broadcast or transmitted in any way except for your own personal,

non-commercial use.

Please note these materials may be changed without notice.

http://www.eti.org.uk/

http://www.sa-intl.org/

http://www.gscpnet.com/

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