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SA8000 STANDARD IN A NUTSHELLOnly 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 Standard Clause Number And Title

Briefly STIPULATION IN SIMPLE WORDS

1. 1.1 Child Labour Minimum age Do not engage labour of age below 15 years

2. 1.2 Child Labour Policy Document and communicate your policy on child labour. everyone should understand this policy

3. 1.3 Child Labour Prevention And Remediation

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.).

4. 2.1 Forced Labour Prevention 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.

5. 2.2 Forced Labour Human Trafficking Do not engage in human trafficking

6. 3.1 Health And Safety Risk Analysis And Mitigation

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.

7. 3.2 Health And Safety Health And Safety Officer

Appoint a senior management representative responsible for implementing the health and safety requirements specified by this standard

8. 3.3 Health And Safety Training 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.

9. 3.4 Health And Safety

Detection Prevention And Control

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.

10. 3.5 Health And Safety Hygiene And Sanitation

Provide clean bathroom , hygienic drinking water and sanitary facilities for food storage

11. 3.6 Health And Safety Clean And safe Staying Place

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.

12. 4.1 Freedom Of Association And The Right To Collective

Trade Union Respect the right of employees to join trade unions and for collective bargaining

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Bargaining

13. 4.2 Freedom Of Association And The Right To Collective Bargaining

Parallel Means In case unions are restricted by law(e.g. special economic zones) ,allow parallel means of communication

14. 4.3 Freedom Of Association And The Right To Collective Bargaining

Non Persecution Do not persecute union members or executives

15. 5.1 Discrimination 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.

16. 5.2 Discrimination Non Interference Do not interfere with the right of the employees to follow their religious/ethnic beliefs and practices

17. 5.3 Discrimination Prevent Sexual Harassment

Prevent sexual harassment in the workplace. Clearly communicate the company policy. Provide a framework for reporting and dealing with such issues if any.

18. 6.1 Disciplinary Action

No Violence/Torture

Do not use punishment which is physically painful, mentally torturing or verbal abuse.

In case of any disciplinary action, follow fair practices.

19. 6.2 Disciplinary Action

Treatment No harsh or inhumane treatment is allowed.

20. 7.1 Working Hours 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.

21. 7.2 Working Hours Voluntary Overtime

Overtime work if carried out should meet the stipulations of 7.3, otherwise it should be voluntary.

Do not extract forced overtime.

22. 7.3 Working Hours Seasonal Factor To meet the short term (seasonal) business needs, there can be overtime agreed with the union.

23. 8.1 Remuneration Minimum Wages Pay minimum wages as per legal requirements.

24. 8.2 Remuneration No Fine Do not deduct from wages for disciplinary purposes. Pay wages in a manner convenient to the employees

25. 8.3 Remuneration No Bypass Do not by pass legal requirements by means of engaging false apprentices/ labour only contracts/ perennial casual workers etc

26. 9.1 Management Systems

SA Policy Define document and Communicate to all the social accountability policy of the company

27. 9.2 Management Systems

SA Review 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.

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28. 9.3 Management Systems

SA Representative Appoint a member of management as SA representative to implement the system in full in the company

29. 9.4 Management Systems

SA Non Management Representative

Allow non management personnel to elect a non management SA representative

30. 9.5 Management Systems

Roles, Responsibilities, Training And Monitoring

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

31. 9.6 Management Systems

Supplier Selection Supplier selection procedure should include weightage for their implementation of the SA system requirements.

32. 9.7 Management Systems

Supplier Commitment

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

33. 9.8 Management Systems

Supplier Compliance Records

Maintain reasonable records of supplier compliance on SA 8000 requirements

34. 9.9 Management Systems

Home Workers Home workers if any should also be protected just like direct workers.

35. 9.10 Management Systems

Addressing Concerns

Have a system for addressing and resolving the grievances/complaints of workers/ other interested parties regarding the SA8000 system implementation

36. 9.11 Management Systems

Corrective Action 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.

37. 9.12Management Systems

Outside Communication

Establish and maintain procedures to communicate the results of the SA 8000 implementation to interested parties like customers, NGOs, General Public, Authorities etc.

38. 9.13Manangement Systems

Access For Verification

Provide access (when requested) to interested parties to verify records of SA 8000 implementation in the company

39. 9.14 Management Systems

Records Maintain appropriate (self explanatory )records to prove compliance to the system in an objective manner

Note:-1. Validity of certification: 3 years 2. Periodic audit frequency after certification: Every 6 months 3. SAI (Social accountability International) was started in the year 1997

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