SA8000 Is The "Social Responsibility Standard" Requirement.

SA8000 introduction

DdddSA8000, the "social responsibility standard", is the English abbreviation of Social Accoutability 8000. It is the world's first international standard for moral standards.

Its purpose is to ensure that the products supplied by suppliers are all required by the standard of CSR.

SA8000 (SocialAccountability8000), which stipulates the responsibility of the society and stakeholders, must specify the minimum requirements for the working environment, employee health and safety, staff training, remuneration, trade union rights and other specific issues, such as the prohibition of child labour and the elimination of gender or racial discrimination.

SA8000 also has the requirements of management system and continuous improvement, and has an international standard audited by third party certification bodies. However, SA8000 has only one international certification body: SAI (SocialAccountabilityInternational), namely social responsibility international.

The ddddSA8000 standard is mainly derived from the ILO conventions, the Universal Declaration of human rights and the United Nations Convention on the rights of the child. It developed with the movement of western corporate social responsibility originated in the late twentieth Century.

In December 2001, SAI released its first revised edition: SA8000:2001.

At present, to join the global industrial chain of pnational corporations, most of them should be approved by SA8000 or the social responsibility audit conducted by SA8000 according to the enterprise.

SA8000 certification standard requirements

I. purpose and scope: this standard specifies the social responsibilities that companies should abide by to help companies: a) develop, maintain and strengthen company policies and procedures, manage issues related to social responsibilities within the scope of company control or influence; b) demonstrate to stakeholders that company policies, procedures and measures comply with the requirements of this standard.

The provisions of this standard are universally applicable and are not subject to geographical, industrial categories and company size.

II. requirements and interpretations shall comply with the state and other applicable laws, other rules and standards signed by the company and this standard.

The most stringent provisions should be adopted when the regulations of the state and other applicable laws and companies are identical to those laid down in this standard.

公司也應該尊重下列國際協議的原則： 2 國際勞工組織公約第29和105條（強迫性和奴役性勞動） 2 國際勞工組織公約第87條（組織工會的自由） 2 國際勞工組織公約第98條規（集體談判的權利） 2 國際勞工組織公約第100和111條規（男女同工同酬；歧視） 2 國際勞工組織公約第135條規（工人代表公約） 2 國際勞工組織公約第138條和建議款第146條規（最低年齡和建議） 2 國際勞工組織公約第155條和建議條款第164條(職業安全和健康) 2 國際勞工組織公約第159條（職業訓練與雇用／傷殘人士） 2 國際勞工組織公約第177條（家庭工作） 2 國際勞工組織公約第182條（最惡劣兒童） 2 世界人權宣言 2 聯合國兒童權利公約 2 聯合國消除一切形式歧視婦女行為公約 III. 定義 1. 公司的定義：任何負責實施本標準中各項規定組織或企業的整體，包括公司所有的員工（即董事、決策階層、經理

Supervisory and non managerial personnel, whether directly employed, contractual or otherwise represented by the company.

2. supplier / sub contractor's definition: providing goods or services to the entity of the company, the goods or services it provides constitutes part of the goods or services produced by the company, or is used to produce the goods or services of the company.

3. the definition of a lower level supplier: an entity that provides goods or services directly or indirectly to the supplier in the supply chain. The goods or services it provides constitute a part of the goods or services produced by the supplier or company, or the definition of.4. remedial action for goods or services that are used to produce and produce suppliers or companies: the remedial action for the workers or former employees covered by the rights and interests of the SA8000.

5. definition of corrective action: systematic improvement or solution to ensure timely and continuous remedy for non conforming.

6. definition of interest groups: concerned with the social performance of a company or the individual or group affected by the performance of the company's social performance.

7. definition of children: anyone under the age of fifteen. If the local law stipulates that the minimum age of work or the age of compulsory education is higher than fifteen years, the higher age shall prevail. If the local law stipulates that the minimum working age is fourteen years old, it is in accordance with the 138th Convention of the ILO Convention on the exception of the developing countries, and the lower age shall prevail.

8. definition of young workers: any worker whose age exceeds the above definition but is less than eighteen years old.

9. definition of child labour: any work done by a child age belonging to the above definition shall be done in accordance with the 146th recommendation of the International Labour Organization.

10. the definition of forced labour: any involuntary work or service that anyone has been squeezed under any threat of punishment or work or service as a way of paying debts.

11. the definition of saving children: all necessary support and actions to ensure the safety, health, education and development of children who have been working as child labour and disbanded.

12. definition of a homeworker: a person who works for a company within a company's premises under direct or indirect contracts.

No matter who provides equipment, raw materials or other materials, the person who provides the product or service defined by the employer and works for remuneration.

IV. provisions on social responsibility 1. child labour 1.1 companies are not allowed to employ child labor or support child labor.

1.2 if child labour is found, the company should establish, record and retain policies and procedures aimed at saving child labor, and effectively communicate these policies and procedures to employees and other interest groups, and should provide sufficient support to encourage child workers to receive school education until they exceed children's age.

1.3 the company should establish, record and maintain the policies and measures adopted by the ILO Recommendation clause 146th to promote children's education and young workers' education, and communicate them effectively to employees and interest groups. Policies and measures should also include specific measures to ensure that child labour or young workers are not employed during school hours, and the daily traffic (return to work places and schools), school hours and working hours of child workers and young workers can not add up to ten hours.

1.4 no matter where the workplace is, the company must not place children or young workers in a dangerous, unsafe or unhealthy environment.

2. forced labor 2.1 companies are not allowed to hire or support the employment of forced labour, nor can employees be required to pay (Ya Jin) or to deposit their ID cards at the time of their employment.

3. health and safety 3.1 companies should take into consideration the universally recognized risks and any specific risks in the industry, and provide a healthy and safe working environment. Appropriate measures should be taken to minimize potential hazards in the work environment if possible, so as to avoid health hazards at work or in the event of work or work related accidents.

3.2 the company should appoint a senior management representative to take charge of the health and safety of all employees, and implement the health and safety requirements in this standard.

3.3 the company should ensure that all employees receive regular and documented health and safety training and retraining new and pferred employees.

3.4 companies should set up systems to detect, prevent or respond to potential threats that may jeopardize their health and safety.

3.5 the company should provide clean toilets, drinkable water for all employees, and, in appropriate cases, provide health equipment for employees to store food.

3.6 if the company provides staff dormitories, it should ensure that the dormitory facilities are clean, safe and meet the basic needs of employees.

4. freedom to organize trade unions and collective bargaining rights 4.1 companies should respect the right of all employees to freely establish and participate in trade unions and collective bargaining.

4.2 when free trade unions and collective bargaining rights are restricted by law, companies should assist employees in adopting similar methods to achieve independence and freedom of association and negotiation.

4.3 the company should ensure that trade union representatives are not discriminated against and can be contacted by trade union members in the working environment.

5. discrimination against 5.1 companies should not engage in or support any discrimination based on race, social class, nationality, religion, disability, gender, gender orientation, trade union membership or political relationship in matters of employment, remuneration, training opportunities, promotion, dismissal or retirement.

5.2 the company shall not interfere with the rights of employees to comply with their beliefs and customs, and meet the rights of race, social class, nationality, religion, disability, gender, gender orientation and trade union creed and political need.

5.3 companies must not allow sexual, compulsive, threatening or abusive sexual behavior, including gestures, language and physical contact.

6. disciplinary measures 6.1 companies must not engage in or support corporal punishment, spiritual or physical coercion and verbal abuse.

7. working hours 7.1 companies should comply with applicable laws and industry standards for working hours. In any case, employees should not be required to work for more than 48 hours per week, and employees should have at least one day's rest time in each seven days.

All overtime work pays extra.

In any case, each employee can not work overtime for more than 12 hours per week.

7.2 unless all 7.3 items (see below) are met, all overtime work must be voluntary.

7.3 if the company and the workers' Organization (which is based on the International Labour Organization definition) negotiates freely through collective bargaining agreement, the company can request the workers to work overtime to meet the short-term business needs according to the agreement.

Any such agreement shall comply with the 7.1 relevant provisions (see above).

8. pay 8.1. The company should ensure that the standard work week paid by it can at least reach the minimum wage stipulated by the law or industry, and meet the basic needs of employees and provide some discretionary income.

8.2 the company should ensure that wages will not be deducted for disciplinary purposes, and that the composition of wages and benefits should be clearly stated to employees regularly. The company should also ensure that wages and benefits are fully consistent with all applicable laws, and that the form of remuneration, whether cash or cheque, must be compatible with the principle of workers.

8.3, companies must not adopt contractual arrangements of purely labour nature or fraudulent practice (apprenticeship) to evade the obligations of companies that are clearly defined in the labor law and social security regulations.

Policy 9.1, the higher level should formulate corporate policies on social responsibility and working conditions to ensure that the policy includes: a) commitment to comply with all the requirements in this standard; b) includes compliance with the state and other applicable laws, other regulations signed by the company, and respect for international agreements and interpretations (as indicated in part II); c) includes commitment to continuous improvement; d) effective records, implementation, maintenance and pmission of the policy, and is available for all employees in a clear and understandable form; all employees refer to directors, policy makers, managers, supervisors and non management personnel, whether direct employment, contract employment or other way of representing the company; E) to the public. 9. management system

Management audit 9.2 top management should be based on this standard and public.