s a 8000 Working Hours

7/28/2019 s a 8000 Working Hours

1/11

SA8000ConsolidatedGuidance WorkingHours

Pa e1of11

NoteonStructure:

TheconsolidatedguidancewillbeuploadedtotheSAIwebsiteasawebpage< http://www.sa-intl.org/SA8000>

thatwillincludethetextofthesectionAbouttheStandard,onlyalistofthetitlesofStandardsmainsections

I,II,III&IV.1-IV.9,andhyperlinkstoSA8000Certification,SA8000Accreditation(ApplicationPackage),

SA8000forDownload,SA8000TranslationsandSA8000ComplaintsProcess.Eachsectiontitle( e.g.III.

DefinitionsandVI.7WorkingHours)willbeahyperlinktoasub-pageoftheSA8000mainpage.

Eachelementpage(e.g.SA8000:7.WorkingHours)willlistitsownsectionsandsubsections,thetitlesof

whichwillbehyperlinkstoitsownpage,toavoidoverlylongpagesandtoprovidetheoptionofprintingthe

separatesections.Ontheside-bar,anoutlineofthe SA8000sectionofthewebsitewillenabletheuserto

navigatewithouthavingtoclickbackonthebrowser.InthisdraftoftheelementpageforWorkingHours,the

mainsectionsI,IIandIIIareseparatedbypage-breaks.

SA8000:1.WorkingHours

I.SA8000Standard:7.WorkingHours

I.A.SA8000:7.WorkingHoursRequirements

I.B.Definitions,SA8000:7.WorkingHours

I.C.Intent,SA8000:7.WorkingHours

I.D.InterpretationsandImplementation,SA8000:7.WorkingHours

II.AuditingConsiderations,SA8000:7.WorkingHours

II.A.KeyIssuestoReview,SA8000:7.WorkingHours

II.B.EvidenceofCompliance,SA8000:7.WorkingHours

II.C.WorkerInterviewStrategy,SA8000:7.WorkingHours

II.D.SpecificGuidanceforParticularLocations,SA8000:7.WorkingHours

III.BackgroundInformation,SA8000:7.WorkingHours

III.A.InternationalnormsandNationalLegislation
http://www.xn--saintl-cg0c.org/SA8000


2/11


Pa e2of11

I.SA8000Standard:7.WorkingHours

I.A.SA8000:7.WorkingHoursRequirements

7.1Thecompanyshallcomplywithapplicablelawsandindustrystandardsonworkinghoursandpublicholidays.

Thenormalworkweek,notincludingovertime,shallbedefinedbylawbutshallnotexceed48hours.

7.2Personnelshallbeprovidedwithatleastonedayofffollowingeverysixconsecutivedaysofworking.

Exceptionstothisruleapplyonlywherebothofthefollowingconditionsexist:

a)Nationallawallowsworktimeexceedingthislimit;and

b)Afreelynegotiatedcollectivebargainingagreementisinforcethatallowsworktimeaveraging,including

adequaterestperiods.

7.3Allovertimeworkshallbevoluntary,exceptasprovidedin7.4below,shallnotexceed12hoursperweek,nor

berequestedonaregularbasis.

7.4Incaseswhereovertimeworkisneededinordertomeetshort-termbusinessdemandandthecompanyis

partytoacollectivebargainingagreement 1freelynegotiatedwithworkerorganisations2(asdefinedabove)

representingasignificantportionofitsworkforce,thecompanymayrequiresuchovertimeworkinaccordance

withsuchagreements.Anysuchagreementmustcomplywiththerequirementsabove.

I.B.Definitions,SA8000:7.WorkingHours

1.Thenormalworkweekisamaximumof48hours,oranynumberoffewernormalmaximumweeklyhoursthat

areseteitherbynationalorlocallaworacollectivebargainingagreement.

2.Voluntaryovertime:Overtimemustbevoluntary(unlessclause7.4isinvoked)andthusincentivizedthrough

thepaymentofapremiumrateofcompensation,whichisarequirementofSA8000Clause8.4onremuneration

3.Regularmeansconstantlyorthemajorityofthetime.

4.Shorttermbusinessdemandsmeanthoserarecircumstanceswhenplanningandthepayingofapremium

ratedonotattractsufficientvoluntaryovertimeworkers.

5.Workerorganizationmeansavoluntaryassociationofworkersorganizedonacontinuingbasisforthepurpose

ofmaintainingandimprovingtheirtermsofemploymentandworkplaceconditions.

6.Collectivebargainingagreementmeansacontractforlabournegotiatedbetweenanemployerorgroupof

employersandoneormoreworkerorganisations,whichspecifiesthetermsandconditionsofemployment.

I.C.Intent,SA8000:7.WorkingHours

1.SA8000aimstolimitthewidespreadabuseofworkinghours,particularlyovertime.TheStandardsrulethat

overtimehoursmust,inthevastmajorityofcases,betrulyanddemonstrablyvoluntaryistobeinterpreted
http://www.sa-intl.org/sa8000foacba


3/11


Pa e3of11

strictly.Theoneexceptiontothisruleisincaseswhereacollectivebargainingagreementallowsforrequired

overtimeundercertain,clearlydefined(inrequirement7.4)conditions.Eventhenhowever,thecompanyshould:

a)makeallowancesforthepersonalanddomesticcircumstancesofindividualemployees,asmuchasfeasible;and

b)notallowovertimetoexceed12hoursperweek.Accordinglythecommonlyreferenced60hoursrule

maximumistheexception,nottherule,andmay,whenthestateslegalstandardworkweekislessthan48hours,belessthan60hours.Thereasonforlimitingworkinghoursistoreduceaccidentrates,promotebetterwork-life

balanceandlessenworkersstress-relatedoccupationalconditions.

2.Employersmustcomplywithnationallawsonpublicholidays.Itisintendedthatemployeesnormallyreceiveall

publicholidaysoff(orsomeequivalentincompensatorytimeorwages)asaresetbyrelevantlegalauthorities.

UnderSA8000,anemployerisresponsibleforallworkersonsite,regardlessofwhoisthedirectwagepayer.

3.Theexceptionsinclauses7.2and7.4aremadeinordertorespectthelocalcontextwhennationallawsand

freelynegotiatedcollectivebargainingagreementspermitrequiredovertime[7.4]orworktimeaveraging[7.2].

Bothexceptionsmust,however,bepermittedbylawandthenalsobyalegitimatecollectivebargaining

agreement.

I.D.InterpretationsandImplementation,SA8000:7.WorkingHours

1.Personnelcannotworkmorethanthehourspermittedbyastateslegalstandardworkweek,andnevermore

thanamaximumof48hoursduringanormalworkweeknormorethanamaximumof12overtimehours,

providedthelatteroccursonlyonanirregularbasis.Thisappliesinallcases,evenwherenationalorlocallawora

freelynegotiatedcollectivebargainingagreementpermitsmoreworkhoursoradditionalorregularovertime.In

nocasecanthemaximumof12hoursovertimebeincreased,evenifpersonnelostensiblyagreetowaivethat

limit.

2.Documentationoftheemployerssystemstoensurethatovertimeistrulyvoluntaryshouldincludeareviewof

allagreementsonthatsubjectbetweenmanagementandworkers,includinganyagreementsonthedistributionandremunerationofovertimehours.

3.Thereisnoexplicitlimitontheworkinghourspermittedforanyworkday,butitisoftensetbynationallaw,and

SA8000requirescompliancewithallapplicablelaws.TheSA8000standardplacesanexplicitlimitonlyonthework

week(amaximumof48hoursbutlessifandasrequiredbyastateslaw),withatleastonedayoffaftereverysix

daysworkedandamaximumof12hoursofvoluntaryovertime.

4.Regularweeklyhoursworkedandovertimehoursworkedshouldbedocumentedforeveryemployee,

permanent,contracted,ortemporary,inordertodemonstratecompliancewiththestandard.UnderSA8000,an

employerisresponsibleforallworkersonsite,regardlessofwhoisthedirectwagepayer.

5.Theseworkhourlimitsandovertimebenefitsdoapplytomanagerswhohaveacontractwithdefinedworking

hours.Othermanagershavingasignificantroleinsettingtheirownworkschedulesandhoursarenotstrictly

subjecttothisstandard.Itisstronglyrecommendedhoweverthattheybeencouragedtolimittheirweeklywork

hours,withtheresultofanticipatedproductivitybenefits.

6.Worktimeaveragingcorrespondstoperiodsofshort-termbusinessdemandswheretheworksituationrequires

irregularhours(seasonal,etc.).Inthesecasespersonnelmaynothaveregularlyscheduledhoursortheir

scheduledhoursvaryfromtimetotime.Thus,theirhoursmaybeaveragedoveraselectedperiodoftwoormore

weeksandcanadduptomorethan48hoursinaparticularweek,whilelessinothers.Worktimeaveragingis

permittedonlywhennationallawandacollectivebargainingagreementallowit.Somecountriesandsome


4/11


Pa e4of11

industriesallowfortheaveragingofovertimehours,suchthatmonthlyorweeklylimitscanbeextended,provided

themonthlyorweeklyaverageoveraspecifiedperiodoftimedoesnotexceedtheproscribedlimits.Wherethisis

permittedbynationallegislation,theweeklylimitssetbySA8000stillapply.Auditorscanacceptsuchaveraging,

provided:

a)Theyverifythelegitimacyofthepermitfromthelocallabourbureau;and

b)WorkinghoursdonotexceedlimitssetbySA8000.

Whenaveragingisused,increasedfocusmustbeappliedtothelegitimacyoftherightstofreedomofassociation

andcollectivebargainingthatresultedinhoursaveragingauthorization.Additionally,workersoccupationalsafety

andhealthmustbeassessedandnotcompromisedasaresultoftheworkhoursaveragingagreement.

7.Theallowanceofrequiredovertimeduringperiodsofshort-termbusinessdemandsmeansthoserare

circumstanceswhenplanningandthepayingofapremiumratedonotattractsufficientvoluntaryovertime

workers.Thesemightincludesuchunforeseeableeventsasasignificantlyimpairingweatherdevelopment,

nationaldisasterorexceptionaldemandrush.Itdoesnot,however,includesuchperiodsofforeseeablelabour

needsasaseasonalproductionrush,whenworkerstaffingrequirementsarepredictable.Regardlessoftherule,

thecompanyshouldstillalwaysendeavourtomakeallowancesforthepersonalanddomesticcircumstancesof

individualworkers.

8.Whenapplyingthetermsfreelynegotiatedcollectivebargainingagreement(Sections7.2(b)and7.4)and

workerorganisations(Section7.4),thedefinitionandelementsofarecognizableworkerorganisationbecomes

critical.UnderILOprovisions,workerorganizationsshallhavetherightstodrawuptheirconstitutionsand

rules,toelecttheirrepresentativesinfullfreedom,toorganizetheiradministrationandactivities,andto

formulatetheirprogrammes.


5/11


Pa e5of11

II.AuditingConsiderations,SA8000:7.WorkingHours

II.A.KeyIssuestoReview,SA8000:7.WorkingHours

Thefollowingareexamplesofissuesforauditorstoreview:voluntaryovertime,piecework,productionstatistics,

fatigue-relatedaccidents,andsubcontractingandhomework.Thislistofissuesisnotexhaustive.Auditorsshould

adaptand/orexpandthelistdependingontheproductionfacilityandotherlocalconditions.PursuanttoSAASProcedure200:SA8000Methodology,overtimeandhomeworkshouldbeaddressedineverySA8000auditreport.

1.VoluntaryOvertime

a)Toverifythevoluntarynatureofovertime,auditorsshouldreviewagreementsbetweenmanagementand

workers.In-depthinterviewswithworkersarealsoimportanttoverifythatworkersvoluntarilysignedthe

agreement.Equallyimportanttodeterminingthevoluntarynatureofovertimeisareviewofthesystemfor

allottingovertime.Insomecasesthissystemmaybesetuptopenalizeanyonewhodeclinesovertimehourson

oneormoreoccasions,thus,reducingtheextenttowhichworkersareactuallyworkingthesehoursvoluntarily.

b)Itisalsoimportanttoensurethesystemfordistributingovertimeisnotdiscriminatory(readtheDiscrimination

element).

c)Incaseswherethecompanyispartytoacollectivebargainingagreementfreelynegotiatedwithworker

organizations(asdefinedbyILOConvention87Article10),thatagreementmayallowforsomeovertimehoursto

berequiredbymanagementaslongastheyarenotrequiredonaregularbasis.

d)Auditorsshouldinvestigateotherrelatedquestions,includingbutnotlimitedtothefollowing:

i.Isovertimepaidinaccordancewithlocal/nationallawsorregulationsandatapremiumrate?

ii.Areworkersgivenreasonablebreaksduringshifts?

iii.Areworkersfreetoleaveattheendoftheirshift?

iv.Arevacationsandpersonalleaveallowed,incompliancewithnationallawsandregulations?

v.Isthereatransparentsystemforthefairdistributionofovertimehours,suchthatrefusaltoworkovertimedoes

notresultintheautomaticwithdrawalofovertimeinthefuture?

2.Piecework

a)AsdiscussedinthesectiononRemuneration,auditorsshouldunderstandthemechanismsofpieceworkand

howitismanagedintheworkplacebeingaudited.Manyfactoriesusecomplexandoftenarbitrarysystemsof

pieceratepayandincentivesbasedonthetotalproductionoutput.Whentheproductionquotaisunreasonably

highandpayratesbypiecearetoolow,excessiveovertimemayresult,anditmaynotbevoluntary.

b)Auditorsshouldinvestigatewhetheranyschemesforimposingexcessivehoursandunderpayingworkersarein

place.Productionquotasshouldbereasonableandallowthemajorityofworkerstocompletequotawithineight

hours.Workerscannotbeobligatedtoworkmorethantheregularworkweek,eveniftheydonotmakequota.

Auditorsshoulddistinguishbetweenwrittenpoliciesontheextenttowhichsuchobligationsexistandwhatthe

majorityofworkersbelievetherepercussionswillbeiftheyleavebeforemakingquota.

c)Anypieceworkbeyondthe40-hourweek(or48-hour,dependingonnationallaws)shouldbepaidatapremium

rate.
http://www.sa-intl.org/sa8000remunerationhttp://www.sa-intl.org/sa8000discrimination


6/11


Pa e6of11

d)Timecardsorotherrecordsshouldbemaintainedwhetherworkersarepaidbythepieceorbythehourand

workersshouldunderstandhowtheirwageiscalculated.Auditorsshouldalsoinvestigatetheextenttowhich

workersmaybetakingpieceworkhome,thusextendingtheirhoursbeyondtheallowablelimit.

3.ProductionReview

a)Itisimportantthatauditorshaveasolidunderstandingofthemanufacturingprocessinordertoconduct

capacityandproductionreviews,whichinturnhelptosubstantiatethecompanystimerecords.Forinstance,

checkingtimecardsandthenumberofworkersemployedbythefacilityagainstproductionrecordsand/oroverall

manufacturingcapacityofthefacilitywillhelpdeterminewhetheroff-bookovertimework,contracting,or

homeworkareused.

b)Itisadvisablethatcertificationbodiesdevelopsystematic,industry-specificcriteriaandproceduresfor

evaluatingproductioncapacityinagivenindustryandregion.Whenvisitingthefacility,auditorscanreview

productionrecords,monthlyanddailyaveragesandcomparethattotheproductionlevelonthedayoftheaudit.

c)Auditorsshouldseektoavoidauditingthefacilityonaslowproductionday.Thismayhelptheauditorevaluate

thesizeoftheworkforce,thepaceofproduction,andwhetheranyworkissubcontractedorcompletedas

homework.

d)Inregionswhereextensiveovertimeworkisthenorm,auditorsshouldseektoascertainhowmanagementwas

abletoreduceworkinghourstobecompliant.Also,becausedoublesetsofbooksarecommon,auditorsshould

seekpositivedemonstrationofhowmanagementwasabletoreduceworkinghours.Auditorsshouldalsoinquire

astohowmanagementisabletocompetewithneighbouringworkplacesandhowworkershavereactedtofewer

hoursofwork.

4.Fatigue-relatedAccidents

a)Theamountoftimespentworkingiscloselyrelatedtoworkershealthandsafety.

b)Beforebeginningtheaudit,auditorsshouldobtainregion-andindustry-specificdataonindustrialaccidents.

Thisdatawillbehelpfultoauditorsindeterminingwhethertherateofindustrialaccidentswithinthefacilityis

excessiveforthetypeofindustryandproductionactivity.

d)Auditorsshouldcarefullyreviewwhethermedicalrecordsandaccidentreportsareproperlymaintainedinthe

factoryandassesswhetheranyaccidentsarefatigue-related.

e)AccordingtoastudyonChinesefactories,60hoursperweekseemstobeathresholdinhealthandsafety;

employeesworkingmorethan60hoursare13%morelikelytobeinvolvedinaccidentsthanthoseworkingfewer

than60hoursperweek.Thisdataisalsoimportantincaseswhereveryfewaccidentsarereported,particularly

whenthesenumbersaremuchlowerthantheindustrynorm.Insuchacaseauditorswillneedtolookatwhythis

mightbe:istheresomethingsignificantlybetteraboutthefacilityoristherereasontodoubttheveracityofthe

healthandsafetyrecords?

II.B.EvidenceofCompliance,SA8000:7.WorkingHours

ThefollowingaresomeexamplesofevidencethatmayindicatecompliancewithSA8000.Thislistisnot

exhaustive.Itdoesnotindicatecomplianceautomatically.Auditorsshouldadaptorexpandthislistdependingon


7/11


Pa e7of11

thelocalcontextandwhattheyfindduringactualaudits.Workersstatementsshouldremainconfidentialtohelp

preventpotentialretaliation.

1.Overtimeandpieceworkwagerecords.

2.Workertestimonyonvoluntaryovertime.

3.Companycorrectiveactionplantoaddressanyproblemswithworkinghours.Thisplanisexecutableand

verifiable.

4.Thequantitiesofproductsproducedarefeasiblebasedonthenumberofon-siteworkersandhomeworkers

reported,andthequantitiesareconsistentwiththeworkerscapacitytocompletetheminworkingnormalhours.

5.Levelsoffatigue-relatedaccidentsarenotexcessivelyhigh(orlow)forthetypeofindustry/activity.

6.Reviewoflabouragreement(perSA8000clause7.4)definesemployer-workeragreementonwhenorunder

whatcircumstancesovertimecanberequiredandthoseclausesareincompliancewithnationallaw.

II.C.WorkerInterviewStrategy,SA8000:7.WorkingHours

Interviewswithworkersenableauditorstocorroboratedocumentationonworkinghoursand,inparticular,to

ensurethatovertimeinthefacilityisvoluntary,notexcessive,andpaidappropriately.Thestrategybelowisfor

referenceonly.Auditorsneedtoplantheirownworkerinterviewactivitiestakingintoaccountthefacilitys

particularworkenvironment.

1.Regardingcompanypolicyonworkinghours,itisrecommendedthatauditorsconductinterviewswiththefirst-

linesupervisorswhodirectlyimplementandconveypolicyissuestoworkers.Thesearethemanagerswhoassign

workersshiftsandapprovevacationtimeandpersonalleave.Auditorsshouldtheninterviewproductionworkers

toseewhetherthesamemessagehasbeencommunicatedtothem.

2.Itisimportantforauditorstolearnhowworkingtimeiscalculatedandrecorded,andwhethertimecardsare

used.Iftimecardsareused,auditorsshoulddeterminewhethersupervisorsorworkersthemselvespunchthe

cards.Ifnotimecardsareused,auditorsshoulddeterminewhatmethodthefacilityusestokeeptrackoftime

worked.

3.Evenwhenauditorshaveonlyalimitedamountoftime,itisrecommendedthattheydonotraisedirect

questionssuchasHowmanyhoursdoyouusuallyworkinaweek?,becauseauditorsmayonlygetsimplifiedor

coachedanswers.Auditorsshoulddrawtheirownconclusionsbasedontheirconversationswithworkers.Togeta

bettersenseoftheaveragehoursworkedperdayorperweek,auditorsmaywanttocreatealistofindirect

questions.Basedontheanswerstheyreceive,auditorsmaybeabletodrawanaccuratepictureoftheworking-

hourssituation.Thefollowingareexamplequestionsprovidedforreferenceonly:

a)Whenisyourregularshift(daytimeornight)?

b)Whendidyoucometoworkandwhendidyouleaveyesterday?

c)Whatdoyouusuallydoafterwork?Whatdoyouliketodoafterwork?

d)Whatdidyoudoonyourlastdayoff?Whenwasthat?

e)DidyoudoanythingfunlastSunday(orwhateverthetypicaldayoffis)?


8/11


Pa e8of11

f)DidyougohometoyourfamilyonNewYearsEve/NationalHoliday?

4.Ifauditorsfindindicationsthatworkersmightbeworkingovertimehoursonaregularbasis,theyshouldprobe

forspecificreasonssuchasIneedthemoneyand/orIneedtogetallmyworkdoneintime.Dependingonthe

answers,questioningshouldfollowtodiscoverifovertimeisvoluntaryandifpremiumwagesarepaidfor

overtime.

5.Itisimportanttodetermineiftheworkersarepermittedtoleaveafteraregularshiftorifthereispressureto

continueworking.Talkingtolinemanagersaboutfillingordersandmakingproductionquotascanalsohelp

indicatewhetherornotworkersareabletorefuseovertime.

6.Beforeandduringtheinterview,auditorsshouldalsobecognizantofthedifferencesinworkloadanddemand

betweenthepeakseasonandtheslowseason.Whentheinterviewisconductedintheslowseason,auditorsneed

toconsiderandaskquestionsabouthowthesituationdiffersduringthepeakseason.Iftheauditisduringthe

slowseason,auditorsshouldseektoconductasurveillanceauditorunannouncedspotcheckduringthepeak

season.

7.Whenconductingworkerinterviews,itisadvisedthatauditingteamsseektechnicalassistanceand/ordirect

involvementfromlocaltradeunions,NGOgroups,academics,andotherstakeholders.

II.D.SpecificGuidanceforParticularLocations,SA8000:7.WorkingHours

1.AuditingWorkingHoursinChina

a)Context

i.Manyagreethatexcessiveovertimeworkconstitutesoneofthemostprevalentandseriouslabourproblemsin

Chinesefactories.ItisacommonbeliefthatmigrantworkersinChinasSEZs(SpecialEconomicZones)areeagerto

workextrahours.Thistheoryholdsthatmigrantworkers,whocomefromremotevillagesandarenotabletosettleintheSEZspermanently,aresoeagertosendmoremoneyhome,thatifthefactoryinwhichtheyworkdoes

notofferthemovertime,theywillseekasecondjobtosupplementtheirpayorsimplyquitandrelocatetoanew

factory.

ii.Itcouldbecountered,however,thatworkerschoosetoworkovertimebecausetheirsalaryissolowthatthey

cannotmakealivingontheirregularworkweekpay.Inaddition,rushordersfrombuyersusuallyleaveworkers

withlittlechoicebuttocomplywithovertimedemands.SomebusinessandNGOgroupsinChinabelievethatif

providedwithotherchoices,suchasafter-worktrainingprograms,workerswouldbelesseagertoworkovertime.

iii.SeveralbusinessesinChinahavereportedpositivegainsafterimplementingSA8000;reducedworkinghours

ledtosignificantlylowerstaffturnoverrates,thustrainingandrecruitingcostsfornewstaffdeclined.Other

benefitstheyfoundincludedimprovedproductqualityandbetterworker-managementrelations.

b)ChineseLabourLawonWorkingHours

i.InfactChinesenationallabourlawcontainsstringentprovisionsgoverningworkinghours,andestablishes8

hoursperdayand40hoursperweekastheStandardNumberofWorkingHours.Overtimeispermittedonly

underexceptionalcircumstances,andthemaximumovertimehoursallowedare3hoursperdayand36hours

permonth.Thelawalsoforbidsovertimeworkthatmightaffectworkershealth.Employersarerequiredto

consulttradeunionorworkersrepresentativesandseektheiragreementpriortoanyovertimearrangements.


9/11


Pa e9of11

ii.Thereis,however,anothercategoryofworkinghourregulation,ComprehensiveWorkingHours.Underthis

regulation,employerscanseekpermissionfromthelocallabourbureautoexceedChineselabourlawlimitsof36

hoursovertimepermonth,providedthemonthlyaverageofovertimeduringasix-monthperioddoesnotexceed

36hours.AuditorscanacceptsuchaveragingascomplyingwithSA8000,providedthefollowingconditionsexist:

a.Theyverifythelegitimacyofthepermitfromthelocallabourbureau.Theissuingauthorityiscritical,asonly

labourbureaus/departmentsarelegallyentitledtoissueexemptionsaccordingtoanationalregulation.Therefore,exemptionsfromanyotherdepartmentarenotvalidorlegal.

b.WorkinghoursdonotexceedlimitssetbySA8000.Localexemptionsthatpermitexcessivehoursbeyondthose

permittedbySA8000donotcomplywithSA8000.SectionIIIofSA8000:NormativeElementsrequeststhat:when

nationalandotherapplicablelaw,otherrequirementstowhichthecompanysubscribes,andthisstandardaddress

thesameissue,thatprovisionwhichismoststringentapplies.

c)Time-BoundCorrectiveActionRequeststosupportimprovementsinmanagementofworkinghours

i.Minorcorrectiveactionrequestshaveatimelimitofsixmonths.Theguidelinespresentedinthechartbelow

communicateastrategyfortheCBtousetime-boundcorrectiveactionrequests(CARs)asalevertoencourage

companiestoimprovetheirmanagementofworkinghoursinChina.

OBSERVEDSITUATION AUDITFINDINGCATEGORIZATION CORRECTIVEACTIONTIMEPERIOD

1 Over52hoursperweek MajorNon-Conformity 3Months

2 Ifnotmeetingall:

40hoursnormalweek

Max3hoursovertime/day

Max36hoursovertime/month

1dayoff/7days

MinorNon-Conformity 12MonthsMaximumIFprogressat

6months

3 40hoursnormalweek

Max3hoursovertime/day

Max36hoursovertime/month

1dayoff/7days

Compliant

ii.TheCBneedstoassessthecapacityofthecompanysmanagementsystemtoimprove,achieveandmaintain

compliance.

iii.IfaCBissuesaminorCAR,thecompanyisstillnotcompliantinsixmonths,andtheCBdeterminesthatthe

companymadeprogressandismeetingtheworking-hoursrequirements,thentheCBmayconsiderasecondsix-

monthperiodunderaminorCAR.Ifafterasecondsix-monthperiodunderaminorCARthecompanyisnot

compliantwiththeworking-hoursrequirements,theCBistoraisetheCARtoamajor.Evidencetosupportthe

CBsdeterminationsisalwaysrequired.

iv.Ifacompanyhas60-hourworkweeksandcannotimproveunderamajorCAR,thenitlosesitscertification.

d)Auditingworkinghoursatfacilitiesthatusecomputerizedtrackingsystemsforworkinghours:


10/11


Pa e10of11

i.Computerizedtrackingsystemsforworkinghoursareincreasinglyusedalongwithsoftwarethatenables

sophisticatedproductionoffalsifiedrecords.

ii.Acompanyusingsuchasystemalsoneedstoshowrealtimeclock-inandrealtimeclock-out,alistofwhoison

sitethatday,andthatworkerscanlog-inandseetheirworkinghoursrecords.

iii.Theauditorshouldtestthesystembyclockinginandout,reviewingthedatainthedatabaseandaskingfora

realtimedownloadofrecordsforreview.Thedatapointsthatidentifytheworker,hisorheridentificationcard

andtheactivitynumbershouldmatchacrosstheworkerslogincard,theclockmachine,thecomputerscreenand

theprint-outofrecords.

iv.Thekeyistransparency;therefore,excusesofferedbythecompanytoavoidprovidinginformationarea

concern.SuchbehaviourrequirestheSA8000auditortoinvestigateuntilthecompanyprovidessufficient

confidencethattheinformationonworkinghoursprovidedisconsistentwithreality.


11/11


Pa e11of11

III.BackgroundInformation,SA8000:7.WorkingHours

III.A.InternationalnormsandNationalLegislation

TheInternationalLabourOrganisationhaspublisheddozensofconventionsspecificallyaddressingtheissueof

workinghours,applyingtoavarietyofindustrialundertakingsandworkplaces.Thegeneralruleforworkinghours,

asstatedinSA8000,isthatworkersshallnotworkmorethaneighthoursadayormorethan48hoursaweek.

Therearesomeconditionsand/orcircumstancesinwhichitispermissibletoworkmorethan48hoursonaregular

basis.Forexample,thegeneralrulementionedabovedoesnotapplytopersonsholdingpositionsofsupervision.

Nationalregulationslimitingovertimearecommon.Forexample,Vietnam,China,Italy,India,Indonesia,Pakistan,

Thailand,Brazil,andMexiconationallawsincludeexplicitlimitsonhoursworkedwithinaparticularperiod.In

VietnamsLabourActof1994,therearedailyandannualovertimelimitsoftwohoursand200hoursrespectively.

Chinas1995nationallabourlawsetsamaximumforovertimeatthreehoursperdayand36hourspermonth.

Indonesia,ItalyandBrazilallhavedailyovertimelimitsoftwohours.

Regardingtheissueofvoluntaryovertime,theninecountriesmentionedhavedifferingspecificrequirements

Mexicanlawstatesthatworkersarenotobligatedtoworkovertimeundernormalcircumstances;Italianand

Chineselawrequirepriornegotiationwithtradeunionsorworkersrepresentatives;Brazilianlawrequires

workerswrittenagreementonovertime.

Documents

s a 8000 Working Hours