Social Accuntability

8/14/2019 Social Accuntability

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document was drafted, meant to aid in the interpretation and implementation of SA8000.

Similarly to ISO9000 and ISO14000 (the international quality and environmental management

systems series of standards, respectively) SA8000 is formulated to allow audit and certification by a

third-party certification body. However, and unlike the ISO9000 and ISO 14000 series, this new

standard embraces not only system requirements but also tangible performance requirements.

A scheme for SA8000 accreditation and certification has been set up, to provide a corporate focused

solution and, by making use of independent auditors, try to achieve the credibility absent from some

other initiatives in this field. The SA8000 principles intend to have a supply chain effect, being

applied internally within a company but also used as a tool to manage suppliers.

In an age dominated by the media, public image has become a pivotal concern. In such a context for

many companies just behaving ethically is no longer enough. SA8000 certification aims at

providing external evidence that a company is "doing the right things right."

Where Does SA8000 Originate?

SA8000 results from a four-year work launched by the Council on Economic Priorities

Accreditation Agency (CEPPA), an agency of the Council on Economic Priorities (CEP). The CEP

is a non-governmental organization in the field of corporate social responsibility; it was established

in 1969 and is based in New York.

The advisory board of the CEPPA has representatives from a broad spectrum of organizations,

including manufacturing and service companies, financial institutions, management services

companies, customer and supplier corporations, other non-governmental organizations, trade unions

and academia. Among those contributing to the development of the standard were representatives

from Toys "R" Us, Avon Products, OTTO-Versand, KPMG, Body Shop, Amnesty International,

National Child Labour Committee, Sainsbury's, University of Texas, Belgian Workers Federation,

Abrinq, International Textile Garment and Leather Workers Federation, Eileen Fisher, Grupo

M.S.A., Amalgamated Bank, Reebok and SGS-ICS.

The development of SA8000 was not a governmental or sectorial scheme, and allegedly efforts

were made for it not to be dominated by any individual interest group, however it is evident that the

advisory board is largely dominated by representatives from the business and financial milieu.

The goal of the CEPPA was to publish an auditable international standard for socially responsible

business. The standard reflects the conventions of the International Labor Organization (notably the

seven core conventions), the Universal Declaration of Human Rights and the UN Convention on theRights of the Child. The standard also demands compliance with national and other applicable laws,

regulations and other requirements to which the company subscribes.

This standard is meant to be applied across the north-south world divide, irrespective of the

organizations size, ownership (public, private, etc.) or whether it is profit or not-for-profit.

SA8000 aims at encouraging companies and other organizations to implement maintain and

improve socially correct workplace practices in all the domains they can control or affect. A

significant number of organizations have introduced 'rules of conduct', but in most cases they are

rather subjective and difficult to audit. SA8000 is inspired on a ISO9001 management system and

therefore is designed for audit ability.

What's Covered in SA8000?


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SA8000 has nominally been developed to advance the cause of socially responsible business. It is a

four part document. The first three parts deal with scope, interpretation and definitions. The fourth

part enumerates minimum requirements concerning child labor, forced labor, health and safety,

freedom of association and collective bargaining, discrimination, disciplinary practices, working

hours and compensation, as well as the management systems to achieve these requirements. These

requirements are summarized below.

Nevertheless, the standard's requirements say nothing about the quality of the product or service;

that is clearly outside their scope. The product or service may be mediocre, but if it was produced in

an SA8000-certified site, basic rules of working conditions have been honored.

Child Labor

Child labor is banned, allowing only for the exceptions included in ILO convention 138 and

recommendation 146. Requirements are established for minimum age (15), work hours, young

workers (those under 18), school attendance, workplace conditions and remediation of children.

Forced Labor

The use or support of involuntary, or under menace of penalty labour, is not allowed - as establishedin ILO conventions 29 and 105. The frequent practice of controlling workers by sequestering their

documents (e.g., passports, work permits) is also forbidden.

Occupational Health & Safety

The standard imposes the appointment of a senior management representative for the H&S of all

personnel. This representative shall be accountable for the implementation of the H&S clauses of

the standard.

SA8000 has requirements regarding healthy and safe working environment; risk detection and

prevention of accidents and injury; regular H&S training; clean, safe and sanitary support facilities

as well as access to potable water.

Freedom of Association and Right to Collective Bargaining

The right of the personnel to create and become members of trade unions of their choice must be

respected by the employer, according to ILO convention 87. The company must also allow for

collective bargaining.

In those countries where local laws affect these rights, the company should attempt to find 'parallel

means' to enforce them.

Following ILO convention 135 the standard protects the personnel representatives, by allowing

them access to fellow workers and preventing their discrimination.

Discrimination

Following ILO conventions 100 and 111, no discrimination in hiring, compensation, access to

training, promotion, termination, retirement, is permitted on the basis of: Race, Caste, National

origin, Religion, Disability, Gender, Sexual orientation, Union membership, or Political affiliation.The employer cannot interfere in the exercise of the rights of personnel to observe tenets or

practices, or to meet needs relating to any of the previously listed categories.

The occurrence of behavior, which is deemed sexually coercive, threatening, abusive or

exploitative, shall not be allowed by the company.

Disciplinary Practices

Companies abiding to SA8000 must not use or support the use of corporal punishment, mental, or

physical coercion or verbal abuse.

Working Hours

Compliance with applicable laws and industry standards is demanded. Working time must not be

more than 48 hours per week (on a regular basis) and never in excess of 60 hours per week.

Overtime shall occur only on an exceptional and voluntary basis and be remunerated at a premiumrate. Workers shall have at least one day of rest in every seven.

Compensation


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Social Accuntability