SOCIAL ACCOUNTABILITY 8000.docx

1、SOCIAL ACCOUNTABILITY 8000 SOCIAL ACCOUNTABILITY 8000 社會責任 8000 SAI：2001ABOUT THE STANDARDThis 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,

2、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 help

3、s 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

4、 wide variety of people and organisations.SAISocial Accountability International? SAI 2001SA8000 may not be reproduced without prior written permission from SAISAI220 East 23rd Street, Suite 605New York, NY 10010USA+1-212-684-1414+1-212-684-1515 (facsimile)e-mail: infosa-intl.orgCONTENTS PageI. PURP

5、OSE AND SCOPE 4II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION 4III. DEFINITIONS 41. Definition of company 42. Definition of supplier/subcontractor 43. Definition of sub-supplier 44. Definition of remedial action 45. Definition of corrective action 46. Definition of interested party 47. Definition o

6、f child 48. Definition of young worker 59. Definition of child labour 510. Definition of forced labour 511. Definition of remediation of children 512. Definition of homeworker 5IV. SOCIAL ACCOUNTABILITY REQUIREMENTS 51. Child Labour 52. Forced Labour 53. Health and Safety 54. Freedom of Association

7、& Right to Collective Bargaining 65. Discrimination 66. Disciplinary Practices 67. Working Hours 68. Remuneration 69. Management Systems 7SOCIAL ACCOUNTABILITY 8000(SA8000)I. PURPOSE AND SCOPEThis standard specifies requirements for social accountability to enable a company to:a) develop, maintain,

8、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 r

9、egard 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.II. NORMATIVE ELEMENTS AND THEIRINTERPRETATIONThe company shall comply with national and other applicable law, ot

10、her 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 t

11、he 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)IL

12、O 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

13、)ILO Convention 182 (Worst Forms of Child Labour)Universal Declaration of Human RightsThe United Nations Convention on the Rights of the ChildThe United Nations Convention to Eliminate All Forms of Discrimination Against WomenIII. DEFINITIONS1. Definition of company: The entirety of any organization

14、 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/subcontr

15、actor: A business entity which provides the company with goods and/or services integral to, and utilized in/for, the production of the companys 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 a

16、nd/or services integral to, and utilized in/for, the production of the suppliers and/or companys 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 workers rights as covered by SA8000.5. Definition of corre

17、ctive action: The implementation of a systemic change or solution to 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 y

18、ears 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 appl

19、y.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 for

20、ced 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 suppo

21、rt and actions to ensure the safety, health, education, and development of children who have been subjected to child 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 companys premi

22、ses, 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 REQUIREMENTS1. CHILD LABOURCriteria:1.1 The company shall not engage in or support the use

23、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

24、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 c

25、hildren covered under ILO Recommendation 146 and young workers who are subject to local 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 an

26、d 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 LABOURCriterion:2.1 The company shall not engage in or support the use of forced

27、labour, nor shall personnel be required to lodge deposits or identity papers upon commencing employment with the company.3. HEALTH AND SAFETYCriteria: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 enviro

28、nment 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.3.2 The company shall appoint a senior manag

29、ement 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 re

30、peated 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

31、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 TOCOLLECTIVE BARGAININGCriteria:4.1 The company shall respect the right of all personnel to form

32、 and join trade unions of their choice and to bargain collectively.4.2 The company shall, in those situations in which the right to freedom of association and collective bargaining are restricted under law, facilitate parallel means of independent and free association and bargaining for all such personnel.4.3 The company shall ensure that representatives of such personnel are not the subject of discriminatio