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SA8000 STANDARD IN A NUTSHELL
Only The Salient Features Are Included .This Is Not a replacement of the Standard . This Is Only a Guide to Understand the Standard. These requirements are in addition to the labour law of our country. Also refer the relevant UN conventions and ILO conventions

SLNO 1. 2.

Standard Clause Number And Title 1.1 Child Labour 1.2 Child Labour

Briefly Minimum age Policy

STIPULATION IN SIMPLE WORDS Do not engage years labour of age below 15

Document and communicate your policy on child labour. everyone should understand this policy Develop a procedure for avoiding child labour in recruitment. In case found currently engaging child labour due to past policies, have a methodology for remediation of child labour. Do not engage young workers for hazardous work (work involving chemicals, radio active materials etc.). Do not engage in or support the use of forced labour(where work output is against their free will and not given by worker voluntarily but by means of threat of financial penalty/due to debt/deposit/holding of workers documents like certificates) This means no bonded labour or concentration camp/slavery. Do not engage in human trafficking Identify the hazards inherent in the work and minimize them by implementing control measures (e.g. firefighting, first aid, emergency preparedness) necessary for employee health and safety .Ensure use of mask, earmuff, helmet gloves and other personal protective equipment as appropriate. Appoint a senior management representative responsible for implementing the health and safety requirements specified by this standard Provide to employees regular and recorded health and safety training related to the health and safety aspects of work they are currently performing. The training should be effective and not as a ritual. Develop a system to detect, avoid or respond to potential threats to health and safety of all personnel. (e.g. fire) Consider health and safety issues when any new material/chemical or technology is implemented. Provide clean bathroom , hygienic drinking water and sanitary facilities for food storage If dormitories are provided, make sure that they are clean, safe and meet the basic needs of the personnel. Adequate safety measures including fire protection are to be provided. Respect the right of employees to join trade unions and for collective bargaining

3.

1.3 Child Labour

Prevention And Remediation

4.

2.1 Forced Labour

Prevention

5. 6.

2.2 Forced Labour 3.1 Health And Safety

Human Trafficking Risk Analysis And Mitigation

7.

3.2 Health And Safety

Health And Safety Officer

8.

3.3 Health And Safety

Training

9.

3.4 Health And Safety

Detection Prevention And Control

10.

3.5 Health And Safety

Hygiene And Sanitation Clean And safe Staying Place

11.

3.6 Health And Safety

12.

4.1 Freedom Of Association And The Right To Collective Bargaining

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13.

4.2 Freedom Of Association And The Right To Collective Bargaining 4.3 Freedom Of Association And The Right To Collective Bargaining 5.1 Discrimination

Parallel Means

In case unions are restricted by law(e.g. special economic zones) ,allow parallel means of communication Do not persecute executives union members or

14.

Non Persecution

15.

Nondiscrimination

Do not engage in parochial practices. Do not engage in discrimination of employees due to caste, creed, sex, language etc to which they belong .Provide equal pay for equal work. Do not interfere with the right of the employees to follow their religious/ethnic beliefs and practices Prevent sexual harassment in the workplace. Clearly communicate the company policy. Provide a framework for reporting and dealing with such issues if any. Do not use punishment which is physically painful, mentally torturing or verbal abuse. In case of any disciplinary action, follow fair practices. No harsh allowed. or inhumane treatment is

16.

5.2 Discrimination

Non Interference

17.

5.3 Discrimination

Prevent Sexual Harassment

18.

6.1 Disciplinary Action

No Violence/Torture

19. 20.

6.2 Disciplinary Action 7.1 Working Hours

Treatment Limits

Meet the applicable Indian labour law. Engage workers for not more than 48 hours per week of regular work and overtime shall not exceed 12 hours per week. Provide one day off in every seven day cycle of work. Pay premium wages for overtime work. Overtime work if carried out should meet the stipulations of 7.3, otherwise it should be voluntary. Do not extract forced overtime. To meet the short term (seasonal) business needs, there can be overtime agreed with the union. Pay minimum requirements. wages as per legal

21.

7.2 Working Hours

Voluntary Overtime

22.

7.3 Working Hours

Seasonal Factor

23.

8.1 Remuneration

Minimum Wages

24.

8.2 Remuneration

No Fine

Do not deduct from wages for disciplinary purposes. Pay wages in a manner convenient to the employees Do not by pass legal requirements by means of engaging false apprentices/ labour only contracts/ perennial casual workers etc Define document and Communicate to all the social accountability policy of the company Review regularly the SA system performance at the top management level and take necessary action for updating and improvement. Conduct internal audits and take corrective action on lapses.

25.

8.3 Remuneration

No Bypass

26.

9.1 Management Systems 9.2 Management Systems

SA Policy

27.

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28.

9.3 Management Systems 9.4 Management Systems 9.5 Management Systems

SA Representative

Appoint a member of management as SA representative to implement the system in full in the company Allow non management personnel to elect a non management SA representative a) Define all roles and responsibilities related to implementing this system. b) Train initially and periodically retrain all employees on this standard. c) Continuously monitor the implementation of the system to demonstrate its effective implementation Supplier selection procedure should include weightage for their implementation of the SA system requirements. Maintain appropriate records on suppliers, subcontractors a) on conformance to SA 8000 requirements b) supplier audit c) supplier corrective action d) communication on subletting if any of the suppliers Maintain reasonable records of supplier compliance on SA 8000 requirements Home workers if any should also be protected just like direct workers. Have a system for addressing and resolving the grievances/complaints of workers/ other interested parties regarding the SA8000 system implementation Have system for taking immediate action to resolve the issues raised and also to deal with the root cause of the problem to avoid recurrence of the problem. This also requires that adequate resources are assigned to the solution. Establish and maintain procedures to communicate the results of the SA 8000 implementation to interested parties like customers, NGOs, General Public, Authorities etc. Provide access (when requested) to interested parties to verify records of SA 8000 implementation in the company Maintain appropriate (self explanatory ) records to prove compliance to the system in an objective manner

29.

SA Non Management Representative Roles, Responsibilities, Training And Monitoring

30.

31.

9.6 Management Systems 9.7 Management Systems

Supplier Selection

32.

Supplier Commitment

33.

9.8 Management Systems 9.9 Management Systems 9.10 Management Systems

Supplier Compliance Records Home Workers Addressing Concerns

34. 35.

36.

9.11 Management Systems

Corrective Action

37.

9.12Management Systems

Outside Communication

38.

9.13Manangement Systems 9.14 Management Systems

Access For Verification Records

39.

Note:1. 2. 3.

Validity of certification: 3 years Periodic audit frequency after certification: Every 6 months SAI (Social accountability International) was started in the year 1997

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