SA8000 proceduresWord文档格式.docx

1、3.2. Juvenile labor is the not yet enough 18 year old employee.3.3. The discoverer is the related division or personnel inside or outside the company who discovers any case of children or juvenile labor.3.4. Suitable work to children or juvenile is the work that doesnt have any impact on their physi

2、cal development, not dangerous and the total time of working and studying is no more than 10 hours a day or 42 hours a week.3.5. The children s family representative: parents, grandparents, brothers or sisters, uncle and aunt or the conservator.3.6. Abbreviation:- Children labor: LDTE- Juvenile labo

3、r: LDCTN- Administrative Department: TCHC- Staffs: CBCNV4. CONTENT:The company forbids all the staffs to participate in or approve the use of children & juvenile labor in the company. If any case is found, do as the following procedure:4.1. When discover the use of children & Juvenile labor, the Dis

4、coverer must report to the Administrative Department the name and department where the child is working in.4.2. The Administrative Department has responsibility to cooperate with other related departments and employees to check the true age of the suspected. This check will base on methods such as d

5、irect interview with the employee, check the ID card or citizen record, birth certificate or even ask for help from the employees hometown. In addition, also check the education level, temporary place and the office where that employee is working in.4.3. When find out about the true age, the Adminis

6、trative Department informs the suspected and other people （if concern） and make a report to the board representative to carry out corrective actions as follows: AS FOR CHILDREN LABOR:- The Administrative Department discusses with the chief of the office where that employee is working in to assign hi

7、m （her） a suitable job in the waiting-to-negotiate period. This period is normally no more than 3 weeks.- The personnel manager will discuss with the childs family representative about sending the child to school. The company will pay for the tuition, book. The family representative must guarantee t

8、hat he （or she） will go to school.- Each quarter, the company will contact the family and school to update the inspecting sheet. As for health status, it will be updated every 6 months- When the child is enough 15 years old, the company will invite the child to work in the company. If he （or she） do

9、esnt agree, then the relation between him and the company ends. If agree, then applies the procedure for juvenile labor. The period that the child works for the company will be reserved for later regimes （such as social insurance, working seniority, compensation.） as regulated by the company. AS FOR

10、 JUVENILE LABOR:- The head of Administrative Department must discuss with the chief of the office where that employee is working in to assign him （or her） a suitable job.- When the employee is enough 18 years old, the Administrative Department will remove the name of that employee out of the list of

11、 juvenile labor and inform the concerning parties, then update the inspecting sheet and make a record.- The period that the juvenile employee work for the company will be reserved for later regimes （such as social insurance, working seniority, compensation.） as regulated by the company.- The Adminis

12、trative Department has responsibility to inspect that employee and update the inspecting sheet of juvenile labor （No : 0006）5. REFERENCE DOCUMENT:6. APPENDIX:- List of children labor: （No: 0003）- List of juvenile labor: 0004）- Children labor inspecting sheet: 0005）- Juvenile labor inspecting sheet:R

13、eviewing procedure for complaint and discipline1. PURPOSE:To examine and give complaint about the implementation of discipline on employee and to protect the employees right as regulated by laws about exposing and complaining. This procedure applies to the examination of discipline implementation an

14、d complaint in the company.3.1. These terms are applied as mentioned in SA 8000:2001 standard.3.2. Abbreviation:- Social Duty- Administrative Department4.1. Examine the implementation of discipline:4.1.1. All the violations of regulation of the company are recorded as form No: 0012. The recorder has

15、 responsibility to note down all the violation content and asked related parties to sign. If the violator refuses to sign, write down the reasons.4.1.2. The violation record will be sent to the head of the division where the violator works in to commend （if have） and forward to the Administrative De

16、partment for solving.4.1.3. The violator has responsibility to make a statement about what happened, give the divisional head to commend and then send to the Administrative Department.4.1.4. This Department has responsibility to collect all the opinion, evaluate the violation then invite the violato

17、r and related parties to come to discuss about the problem.4.1.5. This department has responsibility to write down the solving opinions and present to the Board for considering and deciding. Then, it has to send the decision to the violator within 2 days since the decision is made.4.1.6. If the prob

18、lem is too serious and complex, the administrative department makes a report and present to the General Director for approval to organize a meeting to discuss about the problem. Attendants are: The General Director or the representative, Labor union representative, head of Administrative department,

19、 violator, and deponent （if have）, defendant （if have） and the representative of people who made the report.4.1.7. The decision to dismiss the employee of labor union must have opinion from the Union chairman and from the higher level Labor Union （if the violator is the union chairman）.4.2. Complain

20、 and consider implementing the disciplineThe complaint period is 15 days since the violator receives the decision. When receiving complaint, The Administrative Department will invite the board representative （one person）, administrative department （one person）, violators divisional head （one person）

21、, and Labor union representative （one person） and make a meditation board. Invite the violator as well as the deponent to the meeting and ask for their opinion. This board makes a successful or unsuccessful mediation minutes. This minutes will be kept along with the case record. After that, the clai

22、mant may send another complaint to the Labor Union, Labor office. to solve if not satisfied.- Social Duty handbook- The minutes of violation No: 0011- The employees self review No: 0012- The minutes of the meeting No: 0013Training procedure of social responsibilitiesTo ensure that the whole staffs a

23、re trained about Social Duty, especially about safety at work, know how to deal with problems at work and to meet the requirement of SA 8000:This procedure applies to new recruitment, transferred employee; change in technology or to sudden case as regulated by government, requested by concerned part

24、ies or by the departments in the company. This procedure is carried out periodically once a year.3.1. The terms used in the procedure are mentioned in SA 8000:3.2. Training curriculum are documents used in training the staff about Social Duty. These documents are approved by the board representative

25、 of social duty before being used.3.3. Abbreviation:- The company staff.- Fire protection and prevention- Administrative Department.4.1. Procedure for training about social duty:- New demand for social duty training: The specific departments relating to social duty training have responsibility to ma

26、ke a training plan including: assign the trainer, training time, training curriculum, trainees, number of trainee. The training team will take responsibility to carry out the training contents efficiently, properly and timely. List of trainees is made as form No: 0129- Carry out the training plan: M

27、ake a list of trainees: Full name, subject for training, test, training time, evaluation result. Evaluated method is interviewing, by test or practice or by comment from the trainer or the department where the trainee is working in.- End the training session: The person in charge will evaluate the t

28、raining progress and give the result, commend on the training list as form of official trained employees.- Evaluate the training session: After 5 months max, the evaluator will re-evaluate by interviewing, practice or getting information from departments. If the trainee doesnt meet the training goal

29、s then repeat the training process as above.4.2. Training about First Aid.- This training course is carried out twice a year, 2 days each.- The company periodically provides the employees with basic knowledge on first aid once a year.4.3. Training about fire protection and prevention- The fire prote

30、ction team is trained periodically twice a year, carried out directly by them or by fire protection force invited from the city.- The general training is carried out twice a year.- The training program and method are presented to the General Director for approval before applying.4.4. Training about the use of machine and safety at work.- The work safety and working equipment team is responsible for instructing about how to use machine in a safe way, about safety at work. This training is per