sa 8000.2001 std english final

8/8/2019 SA 8000.2001 Std English Final

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INTERNATIONAL STANDARD

SAISA8000: 2001

SOCIAL ACCOUNTABILITY 8000

SA8000 is a registered trademark of Social Accountability International


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ABOUT THE STANDARD

This is the second issue of SA8000, a uniform, auditable standard for a third partyverification system. Subject to periodic revision, SA8000 will continue to evolve asinterested parties specify improvements, corrections are identified and asconditions change.

Many interested parties have advised on this version. SAI welcomes your adviceas well. To comment on SA8000, the associated Guidance Document, or theframework 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 ahandbook for auditors and for companies seeking certification against SA8000.

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

SAISocial Accountability International

SAI 2001SA8000 may not be reproduced without prior written permission from SAI

SAI220 East 23

rdStreet, Suite 605

New York, NY 10010USA+1-212-684-1414+1-212-684-1515 (facsimile)e-mail: [email protected]


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SA8000: 2001

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

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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SA8000:2001

SOCIAL ACCOUNTABILITY 8000

(SA8000)

I. PURPOSEANDSCOPE

This standard specifies requirements for socialaccountability to enable a company to:

a) develop, maintain, and enforce policies andprocedures in order to manage those issues whichit can control or influence;

b) demonstrate to interested parties thatpolicies, procedures and practices are inconformity with the requirements of this standard.

The requirements of this standard shall applyuniversally with regard to geographic location,

industry sector and company size.

Note: Readers are advised to consult theSA8000 Guidance Document for interpretativeguidance with respect to this standard.

II. NORMATIVEELEMENTSANDTHEIRINTERPRETATION

The company shall comply with national and otherapplicable law, other requirements to which thecompany subscribes, and this standard. Whennational and other applicable law, other

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

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

ILO Conventions 29 and 105 (Forced & BondedLabour)ILO Convention 87 (Freedom of Association)ILO Convention 98 (Right to CollectiveBargaining)ILO Conventions 100 and 111 (Equal

remuneration for male and female workers forwork of equal value; Discrimination)ILO Convention 135 (Workers RepresentativesConvention)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 ChildLabour)

Universal Declaration of Human RightsThe United Nations Convention on the Rights ofthe ChildThe United Nations Convention to Eliminate AllForms of Discrimination Against Women

III. DEFINITIONS

1. Definition of company: The entirety of anyorganization or business entity responsible forimplementing the requirements of thisstandard, including all personnel (i.e.,directors, executives, management,

supervisors, and non-management staff,whether directly employed, contracted orotherwise representing the company).

2. Definition of supplier/subcontractor: Abusiness entity which provides the companywith goods and/or services integral to, andutilized in/for, the production of the companysgoods and/or services.

3. Definition of sub-supplier: A business entityin the supply chain which, directly or indirectly,provides the supplier with goods and/or

services integral to, and utilized in/for, theproduction of the suppliers and/or companysgoods and/or services.

4. Definition of remedial action: Action takento make amends to a worker or formeremployee for a previous violation of aworkers rights as covered by SA8000.

5. Definition of corrective action: Theimplementation of a systemic change orsolution to ensure an immediate and ongoingremedy to a nonconformance.

6. Definition of interested party: Individual or

group concerned with or affected by the socialperformance of the company.

7. Definition of child: Any person less than 15years of age, unless local minimum age lawstipulates a higher age for work or mandatoryschooling, in which case the higher age wouldapply. If, however, local minimum age law isset at 14 years of age in accordance with


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SA8000: 2001

developing-country exceptions under ILOConvention 138, the lower age will apply.

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

under the age of 18.

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

10. Definition of forced labour: All work orservice that is extracted from any personunder the menace of any penalty for whichsaid person has not offered him/herselfvoluntarily or for which such work or serviceis demanded as a means of repayment of

debt.

11. Definition of remediation of children: Allnecessary support and actions to ensure thesafety, health, education, and development ofchildren who have been subjected to childlabour, as defined above, and are dismissed.

12. Definition of homeworker: A person whocarries out work for a company under director indirect contract, other than on acompanys premises, for remuneration, whichresults 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 ACCOUNTABILITYREQUIREMENTS

1. CHILD LABOUR

Criteria:1.1 The company shall not engage in orsupport the use of child labour as definedabove.

1.2 The company shall establish, document,

maintain, and effectively communicate topersonnel and other interested partiespolicies and procedures for remediation ofchildren found to be working in situationswhich fit the definition of child labour above,and shall provide adequate support to enablesuch children to attend and remain in schooluntil no longer a child as defined above.

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

personnel and other interested parties policiesand procedures for promotion of education forchildren covered under ILO Recommendation146 and young workers who are subject tolocal compulsory education laws or are

attending school, including means to ensurethat no such child or young worker isemployed during school hours and thatcombined hours of daily transportation (to andfrom work and school), school, and work timedoes not exceed 10 hours a day.

1.4 The company shall not expose childrenor young workers to situations in or outside ofthe workplace that are hazardous, unsafe, orunhealthy.

2. FORCED LABOUR

Criterion: 2.1 The company shall not engage in or

support the use of forced labour, nor shallpersonnel be required to lodge deposits oridentity papers upon commencingemployment with the company.

3. HEALTH AND SAFETY

Criteria:3.1 The company, bearing in mind theprevailing knowledge of the industry and ofany specific hazards, shall provide a safe and

healthy working environment and shall takeadequate steps to prevent accidents andinjury to health arising out of, associated withor occurring in the course of work, byminimizing, so far as is reasonablypracticable, the causes of hazards inherent inthe working environment.

3.2 The company shall appoint a seniormanagement representative responsible forthe health and safety of all personnel, andaccountable for the implementation of theHealth and Safety elements of this standard.

3.3 The company shall ensure that allpersonnel receive regular and recorded healthand safety training, and that such training isrepeated for new and reassigned personnel.

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

3.5 The company shall provide, for use by allpersonnel, clean bathrooms, access to potable


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SA8000:2001

water, and, if appropriate, sanitary facilitiesfor food storage.

3.6 The company shall ensure that, ifprovided for personnel, dormitory facilitiesare clean, safe, and meet the basic needs of

the personnel.

4. FREEDOM OF ASSOCIATION & RIGHT TOCOLLECTIVE BARGAINING

Criteria:4.1 The company shall respect the right ofall personnel to form and join trade unions oftheir choice and to bargain collectively.

4.2 The company shall, in those situations inwhich the right to freedom of association andcollective bargaining are restricted under law,facilitate parallel means of independent and

free association and bargaining for all suchpersonnel.

4.3 The company shall ensure thatrepresentatives of such personnel are not thesubject of discrimination and that suchrepresentatives have access to theirmembers in the workplace.

5. DISCRIMINATION

Criteria:5.1 The company shall not engage in or

support discrimination in hiring, remuneration,access to training, promotion, termination orretirement based on race, caste, nationalorigin, religion, disability, gender, sexualorientation, union membership, politicalaffiliation, or age.

5.2 The company shall not interfere with theexercise of the rights of personnel to observetenets or practices, or to meet needs relatingto race, caste, national origin, religion,disability, gender, sexual orientation, unionmembership, or political affi liation.

5.3 The company shall not allow behaviour,including gestures, language and physicalcontact, that is sexually coercive, threatening,abusive or exploitative.

6. DISCIPLINARY PRACTICES

Criterion:6.1 The company shall not engage in orsupport the use of corporal punishment,

mental or physical coercion, and verbalabuse.

7. WORKING HOURSCriteria:

7.1 The company shall comply with applicablelaws and industry standards on workinghours. The normal workweek shall be asdefined by law but shall not on a regular basisexceed 48 hours. Personnel shall be providedwith at least one day off in every seven-dayperiod. All overtime work shall be reimbursedat a premium rate and under no circumstancesshall exceed 12 hours per employee per week.

7.2 Other than as permitted in Section 7.3

(below), overtime work shall be voluntary.

7.3 Where the company is party to acollective bargaining agreement freelynegotiated with worker organizations (asdefined by the ILO) representing a significantportion of its workforce, it may requireovertime work in accordance with suchagreement to meet short-term businessdemand. Any such agreement must complywith the requirements of Section 7.1 (above).

8. REMUNERATION

Criteria:8.1 The company shall ensure that wagespaid for a standard working week shall alwaysmeet at least legal or industry minimumstandards and shall be sufficient to meet basicneeds of personnel and to provide somediscretionary income.

8.2 The company shall ensure thatdeductions from wages are not made fordisciplinary purposes, and shall ensure thatwage and benefits composition are detailed

clearly and regularly for workers; the companyshall also ensure that wages and benefits arerendered in full compliance with all applicablelaws and that remuneration is rendered eitherin cash or check form, in a manner convenientto workers.

8.3 The company shall ensure thatlabour-only contracting arrangements andfalse apprenticeship schemes are notundertaken in an effort to avoid fulfilling itsobligations to personnel under applicable laws


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SA8000: 2001

pertaining to labour and social securitylegislation and regulations.

9. MANAGEMENT SYSTEMS

Criteria:

Policy

9.1 Top management shall define thecompanys policy for social accountability andlabour conditions to ensure that it:a) includes a commitment to conform to allrequirements of this standard;b) includes a commitment to comply withnational and other applicable law, otherrequirements to which the companysubscribes and to respect the internationalinstruments and their interpretation (as listedin Section II);c) includes a commitment to continualimprovement;d) is effectively documented, implemented,maintained, communicated and is accessiblein a comprehensible form to all personnel,including, directors, executives,management, supervisors, and staff, whetherdirectly employed, contracted or otherwise

representing the company;e) is publicly available.

Management Review

9.2 Top management shall periodicallyreview the adequacy, suitability, andcontinuing effectiveness of the companyspolicy, procedures and performance resultsvis-a-vis the requirements of this standardand other requirements to which the companysubscribes. System amendments andimprovements shall be implemented whereappropriate.

Company Representatives

9.3 The company shall appoint a seniormanagement representative who, irrespectiveof other responsibilities, shall ensure that therequirements of this standard are met.

9.4 The company shall provide fornon-management personnel to choose arepresentative from their own group tofacilitate communication with senior

management on matters related to thisstandard.

Planning and Implementation

9.5 The company shall ensure that therequirements of this standard are understoodand implemented at all levels of theorganisation; methods shall include, but arenot limited to:

a) clear definition of roles, responsibilities,and authority;b) training of new and/or temporaryemployees upon hiring;c) periodic training and awareness programsfor existing employees;d) continuous monitoring of activities andresults to demonstrate the effectiveness ofsystems implemented to meet the companyspolicy and the requirements of this standard.

Control of Suppliers/Subcontractors andSub-Suppliers

9.6 The company shall establish andmaintain appropriate procedures to evaluateand select suppliers/subcontractors (and,where appropriate, sub-suppliers) based ontheir ability to meet the requirements of thisstandard.

9.7 The company shall maintain appropriaterecords of suppliers/subcontractors (and,where appropriate, sub-suppliers)commitments to social accountability,including, but not limited to, the writtencommitment of those organizations to:

a) conform to all requirements of thisstandard (including this clause);b) participate in the companys monitoringactivities as requested;c) promptly implement remedial andcorrective action to address any

nonconformance identified against therequirements of this standard;d) promptly and completely inform thecompany of any and all relevant businessrelationship(s) with othersuppliers/subcontractors and sub-suppliers.

9.8 The company shall maintain reasonableevidence that the requirements of thisstandard are being met by suppliers andsubcontractors.


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SA8000:2001

9.9 In addition to the requirements ofSections 9.6 and 9.7 above, where thecompany receives, handles or promotesgoods and/or services fromsuppliers/subcontractors or sub-suppliers whoare classified as homeworkers, the company

shall take special steps to ensure that suchhomeworkers are afforded a similar level ofprotection as would be afforded to directlyemployed personnel under the requirementsof this standard. Such special steps shallinclude but not be limited to:(a) establishing legally binding, writtenpurchasing contracts requiring conformanceto minimum criteria (in accordance with therequirements of this standard);(b) ensuring that the requirements of thewritten purchasing contract are understoodand implemented by homeworkers and allother parties involved in the purchasingcontract;(c) maintaining, on the company premises,comprehensive records detailing theidentities of homeworkers; the quantities ofgoods produced/services provided and/orhours worked by each homeworker;(d) frequent announced and unannouncedmonitoring activities to verify compliance withthe terms of the written purchasing contract.

Addressing ConcernsandTaking Corrective Action

9.10The company shall investigate, address,and respond to the concerns of employeesand other interested parties with regard toconformance/nonconformance with thecompanys policy and/or the requirements ofthis standard; the company shall refrain fromdisciplining, dismissing or otherwise

discriminating against any employee forproviding information concerning observanceof the standard.

9.11 The company shall implement remedialand corrective action and allocate adequate

resources appropriate to the nature andseverity of any nonconformance identifiedagainst the companys policy and/or therequirements of the standard.

Outside Communication

9.12 The company shall establish andmaintain procedures to communicate regularlyto all interested parties data and otherinformation regarding performance against therequirements of this document, including, butnot limited to, the results of managementreviews and monitoring activities.

Access for Verification

9.13 Where required by contract, thecompany shall provide reasonable informationand access to interested parties seeking toverify conformance to the requirements of thisstandard; where further required by contract,similar information and access shall also beafforded by the company's suppliers andsubcontractors through the incorporation ofsuch a requirement in the company'spurchasing contracts.

Records

9.14 The company shall maintainappropriate records to demonstrateconformance to the requirements of thisstandard.

sa 8000.2001 std english final

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