SA 8000 Audit Check List Veera

SA 8000:2008 Audit Checklist (Version 1)Effective Date: 20/07/08

Sl no SA 8000 Clause no

Points to be verified Evidence checked Whether complying

Yes /No

NCref

1. 1.Child labour a) Check the age proof of the persons working in the

organization.[Age should be above 15 years]b) Check how subcontractor’s employees are also covered in

this aspect.c) In case child labour is available check what is the action

taken for remediation of child labour.[Schooling, financial support]

d) No child labour shall be engaged.e) Young workers [age:15-18] can be engaged. They should be

assigned jobs which are fit for young persons only. Young workers register is to be maintained.

f) Young workers duty time and schooling shall not exceed 10 hours. Duty hours will not exceed 8 hours. No night shift is allowed.

g) If there is any hazardous work-young workers should not be exposed to it.

h) In the absence of age proof, the competent medical authority’s certificate of age can be accepted.

2. 2.Forced and Compulsory

Labour

a) Compulsory deposit of money to be employed in the job is not allowed.

b) Ask employees whether their identity cards are certificates are held by the company as a condition for employment.

c) The company should not deduct part of salary to force the continuation of the workers.

d) Check with employees whether such deductions are done.e) Check whether security guards are used to force workers to

remain in the job.

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f) Compulsory continuation in job (by not allowing the workers who want to leave the job) is not allowed.

g) Check whether the employees have the freedom to resign and go away if they so desire. There should be no hindrance on them.

h) Check records of ex employees and how they have been discharged from the company.

i) Whether people of external origin (without proper papers)are held as employees?

j) Whether bonded labour system is followed by engaging all members of a family under forcible conditions.

k) Can workers refuse overtime?

3. 3.Health and Safety

a) Check the list of chemicals and their MSDS.b) Whether safety precautions as per the MSDS are followed?c) Whether adequate personal protective equipment are

available?(mask, glove etc)d) Is there an officer responsible for health and safety?e) Are exits marked clearly f) Has the company conducted risk analysis on the

materials ,processes and equipments[Health and Safety]g) Whether the identified control measures are implemented

based on ‘e’ above.h) Whether health and safety training has been given?i) Whether employees are aware of the hazardous associated

with their area of operation and how to protect themselves?j) Whether adequate personal are trained in fire fighting?k) Whether adequate personal are trained in first aid?l) Whether emergency preparedness plan is available?m) Whether accident register is maintained?n) Whether emergency evacuation points are identified?o) Whether sufficient first aid boxes are available?p) Whether mock drills have been conducted?

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q) Whether emergency plan and the H&S manual are amended based on experiences?

r) Whether pregnant women and feeding mothers are given jobs which are fit for their state?

s) Whether proper drinking water is provided?t) Whether gang ways have been properly identified and free of

clutter.u) Whether dormitories provided by the company are

clean ,safe and have adequate toilets?v) Any new equipment/process is installed only after proper

risk analysis and identifying control measures.w) Is crèche provided when legally required?

4. 4. Freedom Of

Association And Right

To Collective Bargaining.

a) Whether unions are allowed in the company ?b) How many unions are there?c) Are employees free to join unions(and that of their choice)d) Whether worker representatives are elected?e) Whether undue disciplinary action or harassment is meted on

to workers representatives?5. 5.Discriminat

iona) Whether equal pay for equal work is given?b) How promotion decisions are made (among worker

category)c) Whether people of particular religion, region, and sex are

discriminated against?d) Whether restrictions are there which prevent practices related

to religion, region.e) Are pregnant women discriminated against?f) Are women dismissed when found pregnant?g) Are women subjected to sexual harassment?

6. 6.Dsciplinary practices

a) Are standing orders available?b) Are they followed?c) How is disciplinary action taken?

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d) Are fines levied as part of disciplinary action?e) Is physical punishment like beating ,illegal confinement

etc,carried out?f) What are the legal cases pending related to disciplinary

action?g) Are employees provided a fair opportunity to explain their

side prior to decision on disciplinary action? 7. 7.Working

hoursa) The company exceeds 8 hour duty per day per headb) What is the normal overtime level?c) Work week cannot exceed 48 hrs.d) Overtime shall not exceed 12 hours per week.e) Is one day weekly off given? f) Exceptions are approved by the clause 7 of the SA 8000

standard and competent legal authority is allowed.g) How are working hours tracked?h) What is the maximum number of consecutive hours worked?i) Are people working more than 10 days continually without

off?8. 8.Remunerat

iona) Are minimum wages as per regulation paid?b) Are the minimum wages meeting the basic need

wages[BNW- see guidance note for calculations]c) Are there pay slips with full wage details?[including

explanation of deductions]d) Whether premium rates are paid for overtime e) Is the company avoiding ESI/PF etc by engaging ‘labour

only’ contracts?f) Whether time card is maintained?g) Are workers made “permanent casuals” for years together?h) Whether a legal benefits like ESI, PF, maternity benefit etc

are provided to workers.9. 9.Manageme

nt Systemsa) Is there a defined and documented SA policy(in local

language also)?b) Is it displayed prominently?

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c) Does it include a commitment to meet national laws related to labour welfare?

d) Is there a senior officer appointed as SA 8000 MR?e) Are there worker representatives who can interact with

management on SA 8000 matters?f) Is the representative freely elected from among workers?g) Are works committees established?h) Are top management reviews conducted formally regarding

SA 8000 performance and arrive at divisions for improvement?

i) Are roles & responsibilities clearly defined?j) Is worker training on SA aspects provided?k) Is SA performance monitored? Audited?l) Are undertakings obtained from suppliers and subcontractors

on compliance to SA 8000 requirementsm) Are supplier verification audits conducted?n) Are suppliers checked for minimum SA requirement

compliance prior to registration.o) Are there home workers?p) Whether all welfares/safety measures are provided to home

workers?q) Whether home worker records are maintained by the

company?r) Whether audits are conducted on home worker?s) Whether concerns expressed by workers, external agencies

are acted upon for improvement.t) Root cause analysis is done on all concern and action is

taken to avoid recurrence.u) Is there regular communication with interested parties on SA

8000 performance.v) Whether company engages in dialogues with interacted

parties on SA compliance.w) Whether company provides access to auditors to verify

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compliance.x) Whether company maintains records of compliance as

required by this SA standard and applicable legal requirements?

Note:1. Supplier Includes Security, Transport Contractors

2. See Whether All Employees Are Aware Of The Deductions Made From Their Salaries( Esi , Pf Etc)

3. Audit The Supplier Related Data With Care

4. Check Whether The Canteen, Dining Areas Are Adequate

5. Check For Cuts, Bruises Etc On Employees - Related To Job

6. Whether Deductions Are Made For Masks, Gloves Cost?

7. Whether Compulsory Overtime Without Pay Is Made To Be Done To Meet Daily Quota?

8. When You Audit Workers The Officers Should Not Be Nearby

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Documents

SA 8000 Audit Check List Veera