SA8000 proceduresWord文档格式.docx

SA8000 proceduresWord文档格式.docx

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3.2.Juvenilelaboristhenotyetenough18yearoldemployee.

3.3.Thediscovereristherelateddivisionorpersonnelinsideoroutsidethecompanywhodiscoversanycaseofchildrenorjuvenilelabor.

3.4.Suitableworktochildrenorjuvenileistheworkthatdoesn’thaveanyimpactontheirphysicaldevelopment,notdangerousandthetotaltimeofworkingandstudyingisnomorethan10hoursadayor42hoursaweek.

3.5.Thechildren’sfamilyrepresentative:

parents,grandparents,brothersorsisters,uncleandauntortheconservator.

3.6.Abbreviation:

-Childrenlabor:

LDTE

-Juvenilelabor:

LDCTN

-AdministrativeDepartment:

TCHC

-Staffs:

CBCNV

4.CONTENT:

Thecompanyforbidsallthestaffstoparticipateinorapprovetheuseofchildren&

juvenilelaborinthecompany.Ifanycaseisfound,doasthefollowingprocedure:

4.1.Whendiscovertheuseofchildren&

Juvenilelabor,theDiscoverermustreporttotheAdministrativeDepartmentthenameanddepartmentwherethechildisworkingin.

4.2.TheAdministrativeDepartmenthasresponsibilitytocooperatewithotherrelateddepartmentsandemployeestocheckthetrueageofthesuspected.Thischeckwillbaseonmethodssuchasdirectinterviewwiththeemployee,checktheIDcardorcitizenrecord,birthcertificateorevenaskforhelpfromtheemployee’shometown.Inaddition,alsochecktheeducationlevel,temporaryplaceandtheofficewherethatemployeeisworkingin.

4.3.Whenfindoutaboutthetrueage,theAdministrativeDepartmentinformsthesuspectedandotherpeople（ifconcern）andmakeareporttotheboardrepresentativetocarryoutcorrectiveactionsasfollows:

ASFORCHILDRENLABOR:

-TheAdministrativeDepartmentdiscusseswiththechiefoftheofficewherethatemployeeisworkingintoassignhim（her）asuitablejobinthewaiting-to-negotiateperiod.Thisperiodisnormallynomorethan3weeks.

-Thepersonnelmanagerwilldiscusswiththechild’sfamilyrepresentativeaboutsendingthechildtoschool.Thecompanywillpayforthetuition,book…..Thefamilyrepresentativemustguaranteethathe（orshe）willgotoschool.

-Eachquarter,thecompanywillcontactthefamilyandschooltoupdatetheinspectingsheet.Asforhealthstatus,itwillbeupdatedevery6months

-Whenthechildisenough15yearsold,thecompanywillinvitethechildtoworkinthecompany.Ifhe（orshe）doesn’tagree,thentherelationbetweenhimandthecompanyends.Ifagree,thenappliestheprocedureforjuvenilelabor.Theperiodthatthechildworksforthecompanywillbereservedforlaterregimes（suchassocialinsurance,workingseniority,compensation….）asregulatedbythecompany.

ASFORJUVENILELABOR:

-TheheadofAdministrativeDepartmentmustdiscusswiththechiefoftheofficewherethatemployeeisworkingintoassignhim（orher）asuitablejob.

-Whentheemployeeisenough18yearsold,theAdministrativeDepartmentwillremovethenameofthatemployeeoutofthelistofjuvenilelaborandinformtheconcerningparties,thenupdatetheinspectingsheetandmakearecord.

-Theperiodthatthejuvenileemployeeworkforthecompanywillbereservedforlaterregimes（suchassocialinsurance,workingseniority,compensation….）asregulatedbythecompany.

-TheAdministrativeDepartmenthasresponsibilitytoinspectthatemployeeandupdatetheinspectingsheetofjuvenilelabor（No:

0006）

5.REFERENCEDOCUMENT:

6.APPENDIX:

-Listofchildrenlabor:

（No:

0003）

-Listofjuvenilelabor:

0004）

-Childrenlaborinspectingsheet:

0005）

-Juvenilelaborinspectingsheet:

Reviewingprocedureforcomplaintanddiscipline

1.PURPOSE:

Toexamineandgivecomplaintabouttheimplementationofdisciplineonemployeeandtoprotecttheemployee’srightasregulatedbylawsaboutexposingandcomplaining.

Thisprocedureappliestotheexaminationofdisciplineimplementationandcomplaintinthecompany.

3.1.ThesetermsareappliedasmentionedinSA8000:

2001standard.

3.2.Abbreviation:

-SocialDuty

-AdministrativeDepartment

4.1.Examinetheimplementationofdiscipline:

4.1.1.AlltheviolationsofregulationofthecompanyarerecordedasformNo:

0012.Therecorderhasresponsibilitytonotedownalltheviolationcontentandaskedrelatedpartiestosign.Iftheviolatorrefusestosign,writedownthereasons.

4.1.2.Theviolationrecordwillbesenttotheheadofthedivisionwheretheviolatorworksintocommend（ifhave）andforwardtotheAdministrativeDepartmentforsolving.

4.1.3.Theviolatorhasresponsibilitytomakeastatementaboutwhathappened,givethedivisionalheadtocommendandthensendtotheAdministrativeDepartment.

4.1.4.ThisDepartmenthasresponsibilitytocollectalltheopinion,evaluatetheviolationtheninvitetheviolatorandrelatedpartiestocometodiscussabouttheproblem.

4.1.5.ThisdepartmenthasresponsibilitytowritedownthesolvingopinionsandpresenttotheBoardforconsideringanddeciding.Then,ithastosendthedecisiontotheviolatorwithin2dayssincethedecisionismade.

4.1.6.Iftheproblemistooseriousandcomplex,theadministrativedepartmentmakesareportandpresenttotheGeneralDirectorforapprovaltoorganizeameetingtodiscussabouttheproblem.Attendantsare:

TheGeneralDirectorortherepresentative,Laborunionrepresentative,headofAdministrativedepartment,violator,anddeponent（ifhave）,defendant（ifhave）andtherepresentativeofpeoplewhomadethereport.

4.1.7.ThedecisiontodismisstheemployeeoflaborunionmusthaveopinionfromtheUnionchairmanandfromthehigherlevelLaborUnion（iftheviolatoristheunionchairman）.

4.2.Complainandconsiderimplementingthediscipline

Thecomplaintperiodis15dayssincetheviolatorreceivesthedecision.Whenreceivingcomplaint,TheAdministrativeDepartmentwillinvitetheboardrepresentative（oneperson）,administrativedepartment（oneperson）,violator’sdivisionalhead（oneperson）,andLaborunionrepresentative（oneperson）andmakeameditationboard.Invitetheviolatoraswellasthedeponenttothemeetingandaskfortheiropinion.Thisboardmakesasuccessfulorunsuccessfulmediationminutes.Thisminuteswillbekeptalongwiththecaserecord.Afterthat,theclaimantmaysendanothercomplainttotheLaborUnion,Laboroffice….tosolveifnotsatisfied.

-SocialDutyhandbook

-TheminutesofviolationNo:

0011

-Theemployee’sselfreviewNo:

0012

-TheminutesofthemeetingNo:

0013

Trainingprocedureofsocialresponsibilities

ToensurethatthewholestaffsaretrainedaboutSocialDuty,especiallyaboutsafetyatwork,knowhowtodealwithproblemsatworkandtomeettherequirementofSA8000:

Thisprocedureappliestonewrecruitment,transferredemployee;

changeintechnologyortosuddencaseasregulatedbygovernment,requestedbyconcernedpartiesorbythedepartmentsinthecompany.Thisprocedureiscarriedoutperiodicallyonceayear.

3.1.ThetermsusedintheprocedurearementionedinSA8000:

3.2.TrainingcurriculumaredocumentsusedintrainingthestaffaboutSocialDuty.Thesedocumentsareapprovedbytheboardrepresentativeofsocialdutybeforebeingused.

3.3.Abbreviation:

-Thecompanystaff.

-Fireprotectionandprevention

-AdministrativeDepartment.

4.1.Procedurefortrainingaboutsocialduty:

-Newdemandforsocialdutytraining:

Thespecificdepartmentsrelatingtosocialdutytraininghaveresponsibilitytomakeatrainingplanincluding:

assignthetrainer,trainingtime,trainingcurriculum,trainees,numberoftrainee.Thetrainingteamwilltakeresponsibilitytocarryoutthetrainingcontentsefficiently,properlyandtimely.ListoftraineesismadeasformNo:

0129

-Carryoutthetrainingplan:

Makealistoftrainees:

Fullname,subjectfortraining,test,trainingtime,evaluationresult.Evaluatedmethodisinterviewing,bytestorpracticeorbycommentfromthetrainerorthedepartmentwherethetraineeisworkingin.

-Endthetrainingsession:

Thepersoninchargewillevaluatethetrainingprogressandgivetheresult,commendonthetraininglistasformofofficialtrainedemployees.

-Evaluatethetrainingsession:

After5monthsmax,theevaluatorwillre-evaluatebyinterviewing,practiceorgettinginformationfromdepartments.Ifthetraineedoesn’tmeetthetraininggoalsthenrepeatthetrainingprocessasabove.

4.2.TrainingaboutFirstAid.

-Thistrainingcourseiscarriedouttwiceayear,2dayseach.

-Thecompanyperiodicallyprovidestheemployeeswithbasicknowledgeonfirstaidonceayear.

4.3.Trainingaboutfireprotectionandprevention

-Thefireprotectionteamistrainedperiodicallytwiceayear,carriedoutdirectlybythemorbyfireprotectionforceinvitedfromthecity.

-Thegeneraltrainingiscarriedouttwiceayear.

-ThetrainingprogramandmethodarepresentedtotheGeneralDirectorforapprovalbeforeapplying.

4.4.Trainingabouttheuseofmachineandsafetyatwork.

-Theworksafetyandworkingequipmentteamisresponsibleforinstructingabouthowtousemachineinasafeway,aboutsafetyatwork.Thistrainingisper