SA 8000 - 2014 - Revision Difference IQnet PDF

Revision of SA8000:2014 and
Performance Indicator Annex

IQNet Ltd Presentation
INTRODUCTION AND OBJECTIVES
 Overview and better understanding of the SA8000:2014
requirements in connection with the Performance Indicator
Annex document.
 Quotes extracts of SA8000 and Performance Indicator Annex

requirements as set in SAI documents.
 It includes IQNet Ltd guidance on the documents or approach

the auditors and organizations should consider.
 The document is not all inclusive of all requirements.
IQNet Ltd – Global recognition, local expertise 2

LEGEND
 Red marked text highlights (on a non-exhaustive way)
the changes in SA8000:2014 as compared to SA8000:2014.
 Light blue marked text highlights (on a non-exhaustive

way) additional clarifications contained in the Performance
Indicator Annex.
 Green marked text highlights documents and records

which support the SA8000 management system and are
required by the standard or Performance Indicator Annex.

SA8000:2014 and Resources
SA8000:2014
 Published on June 2014
 Reference for certification replacing

SA8000:2008, according to the Transition
Requirements established by SAI (Owner of
the Standard) and SAAS (Accreditation body)

SA8000:2014 – Available Resources
Document Purpose
SA8000:2014 Standard Reference for Social Accountability Management
Systems Certification replacing SA8000:2008
Setting out the minimum requirements for certification
SA8000:2014 Performance Reference for certification, to be used together with
Indicator Annex SA8000:2014.
Setting out the minimum performance expectations of
the SA8000 certified organizations
SA8000:2014 Guidance Interpretations and guidelines on how to implement
Document SA8000 requirements (not yet published)
SA8000 Standard: Side by Highlighting the changes between 2008 and 2014
Side Comparison of versions of SA8000
SA8000:2014 and 2008
SA8000 Drafters’ Notes Background information and explanations of
SA8000:2014 revision process
SA8000 Certification List of exceptions (countries, sectors) where SA8000
Exclusion List certification is not applicable
SA8000:2014 – Available Resources
Document Publicly available at:

SA8000:2014 Standard
SAI Website at
SA8000:2014 Performance http://sa-intl.org/
Indicator Annex (SA8000 Standard - SA8000:2014 Revision)
SA8000:2014 + Performance Indicator Annex available
SA8000:2014 Guidance in several languages
Document
SA8000 Standard: Side by AND
Side Comparison of
SA8000:2014 and 2008 IQNet Ltd Website at
http://www.iqnet-certification.com/
SA8000 Drafters’ Notes (Products - Social Responsibility & Sustainability -
SA8000 - Related Information)
SA8000 Certification
Exclusion List

SA8000:2014
Review of the Changes – Clause
By Clause
Goals of 2014 Revision
 Retaining the spirit and intent of the previous

versions
 Increased worker engagement
 Addressing current abusive practices
 Improved understanding of health and safety
and management system requirements
 Improved logical flow and ease of use

Extent of Changes in the Requirements
Clause Extent of Change

1. Child Labour No significant changes
2. Forced or Compulsory Significant changes
Labour
3. Health and Safety Significant changes
4. FoA and Right to No significant changes
Collective Bargaining
5. Discrimination Minor changes
6. Disciplinary Practices No significant changes
7. Working Hours No significant changes
8. Remuneration Minor changes
9. Management System Significant changes

II. Normative Elements and Their Interpretation
 «The organization shall comply with local, national and

all other applicable laws, prevailing industry standards,
other requirements to which the organization
subscribes and this Standard.»
 «When such laws, standards or other requirements to

which the organization subscribes and this Standard
addresses the same issue, the provision most
favourable to workers shall apply.»

II. Normative Elements and Their Interpretation
 Comply to all
Legal
SA8000 Requirements
 Most favourable to
workers shall apply
Industry
Standards (e.g.
Collective Agreements)
International
Instruments (e.g.
ILO Conventions)

Normative References Added
 UN Guiding Principles on Business and Human

Rights
 ILO Convention 181 on Private Employment
Agencies
 Certified organizations will need to consider

these requirements

Definitions Added
 Shall – requirement, mandatory to be fulfilled

 May – permission, it is allowed
 Interested Parties
 Living Wage
 Non-conformance
 Private Employment Agency
 Risk Assessment
 SA8000 Worker Representative
 Social Performance
 Stakeholder Engagement
1. Child Labour – No added requirements
As per the previous version:
 Clause referring to:
 Children: Under 15 or higher if set by local law (e.g. 16 in
China, Italy, Romania, etc.)
 Young workers: Under 18 but over the age of child (e.g.
15 – 18 or 16 – 18)
 Not engage in or support child labour
 Written policies and procedures for
remediation of child labourers
 Including the provision of adequate financial
and other support
Policy  Communicated to all personnel and
Procedure interested parties
1. Child Labour – No added requirements

 Young workers:
 No more than 8 hours/day
 Not during night hours (22:00 – 06:00)
 If subject to compulsory education the time for SCHOOL +
WORK + TRANSPORTATION ≤ 10 hours
 Not expose children or young workers to any

situations – in or outside the workplace –
hazardous or unsafe to their physical and
mental health and development

1. Child Labour – Performance Indicator
Annex
 No children present in production work areas

 No fake or forged identification documents accepted
during the recruitment process
 Verifiable proof of age documentation is maintained
for every worker

2. Forced or Compulsory Labour – Significant
Changes (marked in red)
 Not engage in or support the use of forced labour
 All forms of prison labour are considered forced labour and are
not permitted
 No original identification papers shall be retained and no
deposits required by employers for their employees
 The organization and any entity providing labour shall not
withhold any parts of salary, benefits, property or documents to
force personnel continuing working
 No employment fees or costs are borne in whole or in part by
workers
Policy
 Right to leave the workplace after the standard workday and
free to terminate employment
 The organization and any of its labour providers shall not
engage in or support human trafficking

2. Forced or Compulsory Labour – Significant
Control inside the
organization
Own
Employees - No forced labour
- No prison labour used
- No original identity papers
and no deposits
- No withhold of salary,
benefits, property
- No employment fees or costs
(control of labour providers)
Contracted - Free to leave after standard
Workers (e.g. workday and terminate
through employment
Labour Agents,
Security,
Cleaning,
Canteen) Control of labour
providers
2. Forced or Compulsory Labour –
Performance Indicator Annex
 All overtime hours are voluntary

 No unreasonable restraints on personnel’s freedom of
movement (incl. In break, toilet use, access to water, etc.)
 Security measures not aimed to intimidate or unduly restrict
movement
 Terms of employment outlined at the time of recruitment are the
same with the actual terms of employment
 Personnel are free from presure, coercion, or threats that would
force them to accept a job or maintain an employment

3. Health and Safety– Significant Changes
 Clause restructured to ensure an improved process flow

 Emphasis on prevention – first seek to eliminate or minimize
hazards
 Establishment of worker-manager health and safety

committee including a senior management representative
 Training to ensure competence of employees

(marked in red)
 3.1 The organization:
 Shall provide a H&S workplace environment
 Prevent potential H&S incidents and occupational injury or
ilness; by minimizing or eliminating the causes of all hazards
in the workplace environment
 3.2 Assess workplace risks to new, expectant and
nursing mothers and ensure all reasonable steps
are taken to remove or reduce risks
 3.3 The provision and use of personal protective
equipment (PPE) after the health and safety hazard
minimization or elimination.
Policy PPE to be provided on the organization’s own expense.
Risk For work related injury, provide first-aid and assist the worker in
obtaining follow-up medical treatment.
Assessment
 3.4 Appoint a senior management representative
Document
(marked in red)
 New requirement 3.5 regarding the establishment of a Health and Safety
Committee composed of a balanced group of management
representatives and workers
 Minimum 1 member by the recognized trade unions, if they choose to serve
 If no trade union or trade unions choose not to be involved, workers shall appoint a
representative
 Decisions effectively communicated to personnel
 Committee trained and retrained periodically
 Duty to: conduct periodic H&S risk assessment to identify and then address current and
potential health and safety hazards
 Records of these assessments and corrective and preventive actions taken shall be kept
Health and Safety Committee composition and work:

- Procedure
- Structure to evidence balanced representation
- Records of regular training
- Records of periodical H&S risk assessment review and corrective and preventive actions (e.g.
meeting minutes and follow-up)
- The Committee shall not replace the risk assessment to be conducted by a specialized entity (as
required by law), just provide inputs

(marked in red)
Records of accidents
 3.6 Provide training to personnel on a regular basis and repeat the
training when incidents have occurred and when changes in technology
and/or introduction of new machinery present new risks
 3.7 Establish documented procedures to detect, prevent, minimise,
eliminate or otherwise respond to potential risks
Maintain written records of all H&S incidents
expanded with the clarification that the organization is responsible for
incidents occurred in residences and property as well as the workplace
 3.8 Ensure free access to: clean toilet facilities, potable water, suitable
spaces for meal breaks and, where applicable, sanitary facilities for food
storage
 3.9 Dormitories (own, rented or contracted) are clean, safe and meet
basic needs
 3.10 Right to remove from imminent serious danger withour seeking
permission

3. Health and Safety – Performance
Indicator Annex Licenses,
Documents/licenses/permits/certificates permits
 obtained and maintained as required by law (e.g. Business and
operating permits, fire safety and electrical certificates, permits for
equipment, building, emissions and waste-disposal permits)
 record of maximum number of people allowed in the buidling
 list of individuals on site can be produced in real time
Health and safety committee

 Documented procedure for the committee periodic risk
assessment
 Risk assessment including ergonomic risks and geographic risks
and threats
 Committee involved in all incident investigations

Indicator Annex
Ergonomics
 Records of measures implemented to address the ergonomic
risks identified by the H&S Committee
 Workstations designed or modified in line with the risk
assessment
Training
 Personnel trained on:
 emergency evacuation
 recognition of hazards and emergencies
 use and storage of PPE, tools, machinery and equipment
 authorized personnel trained
 chemical handlers trained
 new personnel trained
H&S Training
 Training is regular and records are maintained
records
Indicator Annex
Emergency Preparedness
 Evacuation drills – minimum 1 per year. All personnel (incl.
new) know the fire drill procedure
 Documented emergency preparedness and response plan:
 Actions personnel should take in case of emergency
 Persons responsible for preventing, reducing the impact of, and
addressing any such emergency event
 Automated fire safety systems
 Evacutation plans posted
 Identity of first aid providers, fire wardens, emergency
response team and manager in charge visibly posted
 Exit doors unlocked, clear and unblocked
 Enough exits (window fire exists are not acceptable) Emergency
 Marked assembly points Prep. Records
Indicator Annex
 Emergency exit signs visible
 Exit routes with emergency lighting and marked with signs
 Floor markings, tape or other indications to guide to exits
 Emergency battery lighting
Fire extinguishers control
Alarm systems control
Personal Protective Equipment control
General working conditions control
Water, air, noise ad temperature control
Electrical safety control
H&S Records
Machine guards and safety control

Indicator Annex
Medical care
 Pre-employment medical exams (where required by law) are free
 Annual OH&S checks for personnel handling hazardous
materials by qualified medical personnel, at organization’s
expense
 Medical care available on-site or in close proximity
 First-aid kit available
 Records of incidents and near-misses
Restroom facilities control
Kitchen, cafeteria and canteens control
Dormitories control
Child care facilities control H&S Records

Risk assessment
3. Health and Safety professional
Risk assessment
- Procedure (How to
conduct) H&S Committee Management
- Document (What are
the risks, how are Workers
they - Trade union
minimized/removed) - Worker
- Potential risks, Representatives
frequency, impact, - Emergency evacuation
actions PPE - Hazards
- Use of work equipment
Training - Use of PPE
- Use of chemicals
Ergonomics - Training for authorized personnel
Conditions for pregnant and new mothers
4. FoA and Right to Collective Bargaining
– No added requirements

 Personnel has the right to form, join and organize
trade unions without any negative consequences or
retaliation.
 The organization shall not interfere in any way
 Where the right is restricted by law, allow workers to
freely elect their representatives
 Union members, worker representatives and any
Policy
personnel engaged in organizing workers is not
subject to discrimination, harassment, intimidation
or retaliation

– Performance Indicator Annex
 The organization does not propose or initiate worker elections
 Worker elections are independent, voluntary and freely conducted
 Trade unions representatives are allowed regular and reasonably free
access to workers during workers free time
 Workers are able to access their worker representatives (during
scheduled breaks and outside of working time)
 Worker organizations are allowed to post notices in visible and
agreed-upon places.
 All provisions of collective contracts are honoured.
 The organization is open to dialogue with trade unions and
demonstrates good faith in bargaining.

5. Discrimination – Minor Changes
(Marked in red)
 Not engage in or support discriminations based on:
race, national or territorial or social origin, caste, birth,
religion, disability, gender, sexual orientation, family
responsibilities, marrital status, union membership,
political opinions, age or any other condition that
could give rise to discrimination.
 Not interefere with the exercise of personal rights
 Not allow any behavious that is threatening, abusive,
Policy exploitative or sexually coercive in the workplace and
in all residences and property provided by the
organization, whether it owns, leases or contracts the
residences
 Not subject personnel to pregnancy or virginity tests

5. Discrimination – Performance Indicator
Annex
 Job postings and advertisements, handbooks,

leaflets, flyers, training materials, memos, posters
and other communication materials are not
discriminatory
 Incidents of discrimination are documented,
reviewed by the organization and lead to a
documented remediation plan.
 The remediation plan is implemented and results are
part of the management review.
Records of  Equal opportunities for all personnel to apply for
discrimination the same jobs.
incidents
Remediation plans  Personnel treated fairly regarding benefits dormitory
Inputs to manag. and canteen privileges.
review
6. Disciplinary Practices – No added
requirements
 Treat personnel with dignity and respect

 Not engage or tolerate the use of corporal
punishment, mental or physical coercion or
verbal abuse of personnel
 No harsh and inhumane treatment
Policy

6. Disciplinary Practices – Performance
Indicator Annex
 Records of all cases of disciplinary actions

 Workers are informed when a disciplinary procedure
has been initiated against them and have the right
to participate and be heard
 Workers confirm by signature or thumbprint all
documented records of disciplinary action. The
confirmation acknowledges that workers are aware
of the action, though they may not necessarily
agree with the rationale, and that the workers know
Records of that such records are maintained in the personnel
disciplinary file.
actions, confirmed
by workers

7. Working Hours – No significant
changes
 Comply with: applicable laws, collective bargaining
agreements and industry standards on working hours,
breaks and public holidays.
 Normal work week, not including overtime, shall not
exceed 48 hours (or the legal/collective agreement
requirement, whichever is more stringent).
 At least 1 day off in every 6 consecutive days.
 Exceptions to the above only when law & collective
agreement allow work time averaging but shall not
exceed 48 hours/week.
Policy
 Overtime voluntary, nor requested on a regular basis
and not more than 12 hour/week.
 For short-time business demand, if provided by a
collective agreement representing a significant part of
workforce, overtime can be required but shall comply
with the above.
7. Working Hours – Performance
Indicator Annex
 Inform workers with sufficient time in advance when
overtime is requested due to extraordinary business
circumstances
 Time cards, electronic bar card system, or
attendance sheets are used to measure actual
working hours and break times for all workers,
regardless if they are paid by hour, piece rate, job or
other form.
 The measurement system includes in and out times
at the start and end of each day.
 For attendance sheets, they include worker
Time records, including signatures or thumbrints to confirm (on at least a
in and out times at start weekly basis).
and end of the day
Confirmed by workers  Workers punch in and out themselves
for attendance sheets
 Time records are maintained for minimum 1 year
8. Remuneration – Minor changes
 Wages for a normal work week (not including OT) shall comply
with: applicable laws, collective bargaining agreements and
industry standards.
 Wages are sufficient to meet the basic needs of personnel and
provide some discretionary income.
 No deductions from wages allowed. Exceptions only when
permitted by law and provided by a freely negotiated collective
agreement.
 Personnel’s wages and benefits composition are detailed
clearly and regularly in writing. The organization shall lawfully
render all wages and benefits due in a manner convenient to
Policy workers, but in no circumstances in delayed or restricted forms,
such as vouchers, coupons or promisory notes.
 Overtime reimbursed at a premium rate as per the law or
established by a collective bargaining agreement.
 No labour-only contracting arrangements, consecutive short-
term contracts or false apprenticeship schemes.

8. Remuneration – Performance Indicator
Annex
 Living Wage estimate (BNW) – basic needs +
discretionary income
 Based on quantitative (expenses, average family
size, wage earners, government statistics on povery
levels) and qualitative methods (consultation with
workers)
 Living Wage approach:
 At least minimum wage, or collective bargaining wage, is
paid
 BNW estimate calculated by the organization
 If BNW is not met, a strategy to meet or exceed BNW is in
place.
BNW calculation by  Progress is monitored and documented systematically with
the organization and indicators and milestones.
auditors (qualitative
and quantitative)
Records of progress to
meet BNW
Annex
 Wage Payment:
 At least the legal minimum, industry standard or
collective bragaining wage, whichever is the highest.
 All wages (incl OT) are paid within legally defined
time limits. If no legal provisions, at least once per
month.
 All workers provided with pay statement (payslip)
other than payroll. It shows:
 Earned wages
 Wage calculations
 Regular and overtime pay
 Bonuses
 All deductions
Pay statements for  Final total wage
each worker and each  All legally required benefits are rendered. Waivers are
pay period unacceptable.
Timely payment of all
wages and benefits

Annex
 Payroll documentation:
 All workers are included in payroll and social security
records.
 Payroll documents available, complete, accurate and
up-to-date
 Copies of payroll documentation for workers
employed by a third-party organization, such as
labour agency, security or cleaning firm, or canteen
provider, are made available upon request.
Payroll
Payment records for social
security
Payrolls for contracted labour,
security, cleaning, canteen
provider
9. Management – Significant Changes
 Reorganization and expansion of requirements in order to clarify

requirements and increase understanding of effective management systems
 Development and implementation
 Worker and stakeholder engagement
 Criteria for measuring and improving

(Marked in red)
 9.1.1 – 9.1.3 Written SA8000 policy statement by senior
management
 Commitment to comply with all requirements of SA8000, national laws, other
applicable laws and requirements
 Prominently and conspicuously displayed, in appropriate and comprehensible
form, in the workplace and in residences and property provided by the
company
 9.1.4 – 9.1.5 The organization shall develop policies and

procedures to implement the SA8000 standard
 Effectively communicated and made accessible to personnel in all appropriate
languages
 Communications shared with customers, suppliers and sub-contractors
 9.1.6 Appropriate records to demonstrate conformance and

Policy implementation. Records shall be kept and written or oral
Policies and summaries given to the SA8000 worker representative(s)
procedures to
implement SA8000 9.1.7 Regular management reviews conducted
Records  9.1.8 Make its policy available to interested parties, upon request

9. Management Systems – Performance
Indicator Annex
 SAAS/SAI and CB contact details are displayed on the policy
 Policies for each element of the standard 1-8
 Worker representative demonstrated knowledge of written and
oral summaries
 Management review records
 At a minimum the organization shall post its policy on the
website
Policies for all elements of the

standard
Management review records
Policy available on Website

9. Management Systems – Significant
 New requirement 9.2 regarding the establishment
of a Social Performance Team, to implement all
elements of SA8000, composed of a balanced
group of management representatives and
workers
 In unionized facilities, worker representation is by the
recognized trade union, if they choose to serve
 If no trade union or trade unions choose not to be
SPT composition and involved, workers shall appoint one or more
work: representative
- Procedure
- Structure to  New requirement 9.3 requires the SPT to conduct
evidence balanced periodic written risk assessments and consult with
representation external stakeholders, recommend actions to
- Meeting records, senior management that address these risks and
actions and follow- work towards the prioritization of actions
up according to the severity of the identified risks.
Risk assessment for all
SA8000 requirements

Indicator Annex
 Documented procedure defining role of members and
time commitment for their functions
 SPT:
 Knowledge and understanding of the role
 Clear authority from senior management
 Training
 Resources to carry their role
SPT Procedure
Authority (job  Worker representatives are freely elected
description?)
 Documented risk assessment procedures and risk
Training records
Procedure for Risk assessment that identify and prioritise areas of actual
Assessment and potential non-compliance, covering:
Risk Assessment  Internal operation
 Suppliers, sub-contractors
 Private employment agencies
 Sub-suppliers

Changes (Marked in red)
 New requirement 9.4 – emphasises the role of the SPT as
responsible for:
 Monitoring SA8000 compliance, actions taken to address
risks, effectiveness of systems implemented.
 Collecting information from or include interested parties
(stakeholders) in its monitoring activities.
 Liaising with other departments.
 Facilitating routine internal audits and produce reports for
senior management.
 Holding periodic meetings to review progress and identify
potential improvements needed.
SPT meeting records
Reports to senior
management

Indicator Annex
 Records of monitoring activities by SPT

 Internal audits at least annually
 Senior management knows and understands reports from
SPT
SPT meeting records  SPT meets at least 1 every 6 months
Reports to senior
management
Records of monitoring
activities incl. internal
audit
 New requirement 9.5 – The organization shall:
 Demonstrate that personnel effectively understands the
requirements of SA8000
 Regularly communicate the requirements of SA8000
through routine communications
 Requirement 9.6 emphasises the need of a written

non-retaliatory grievance mechanism for all
personnel and interested parties.
 Procedures for investigating, following up on and
communicating the outcome of complaints.
Written grievance  These results shall be freely available to all personnel and,
mechanism and upon request, to interested parties/
procedure  No disciplining, dismissing or otherwise discriminating
personnel or interested parties providing information or
Recorded results of making complaints
any complaints

Indicator Annex
 9.5 – Personnel aware in the SPT and its role and the worker
representative
 Complaint Procedure (grievance mechanism)
 Available in appropriate language(s)
 Permits workers to settle complaints with immediate supervisor or someone else
 How complainants are protected
 Includes also complaints from interested parties
 Personnel aware of complaints procedure

 Responsible assigned for investigating, following up and
communicating the outcome of complaints
 Organization responds to complaints

 Revised requirement 9.7 – includes the need for the
organization to fully cooperate with announced and
unannounced audits and to engage with stakeholders
 New requirement 9.8 provides for the organization to

establish policies and procedures to manage preventive
actions, adequately resource their preventive and corrective
actions and recognize the role of the SPT.
 The SPT required to retain records:
 non-compliances
 root cause analysis
Records for NCR root  corrective and preventive actions and their results
cause and results of  timelines
corrective and
preventive actions

Indicator Annex
 9.7 Stakeholder involvement in at least one

of the following ways:
 Consultation during internal and external audits
 Meetings
 Co-training of workers/managers
 Reporting on complaints and resolutions
 Cooperation in surveying workers
 Review of organizational progress and SA8000
program
Stakeholder  Records to be maintained
Engagement
Records

Indicator Annex
 9.8 Corrective and Preventive Action

 Documented procedure
 Procedure appoints SPT as responsible
for monitoring implementation
 Adequate resources are provided
 Records of corrective and preventive
actions, including:
 Person responsible for implementation
CA/PA
 Action taken
Procedure  Target date
and Records

 Revised requirement 9.9 emphasises that the

organization is required to:
 develop a training plan from the risk
assessment
 measure the effectiveness of the training
Training Plan (incl.
 record nature an frequency
topics and frequency)
Training records
Records of
effectiveness

Indicator Annex
 Training plan
 Training materials
 Cover all personnel
 Updated at least annually to correspond to the results
of the risk assessment
 Effectiveness measured through tests, surveys,
interviews

(Marked in red)
 Revised requirement 9.10 clarifies the responsibilities
of the organization in managing its supply chain and
introduces the concept of due diligence in managing
supplier chain.
 Covers suppliers, sub-contractors, private
employment agencies and sub-suppliers
 Minimum activities shall be recorded and shall
include:
 Effectively communicating to senior
leadership in supplier chain
 Assessing risks of non-compliance
Records of  Making reasonable efforts to ensure
communication, risk significant risks are adequately addressed
assessment and efforts
to address significant  Home workers afforded the same level of protection
risks

Indicator Annex
Control of supply chain
 Documented procedure
 Records with the following information:
 Method of communicating SA8000 requirements in supply
chain
 Significant risks of non-conformance
 Efforts made to ensure that significant risks are adequately
undertaken
Procedures, Records of  Monitoring activities
communication, risk  List of homeworkers including location, type of service(s)
assessment and efforts provided, results of monitoring of SA8000 compliance, list
and status of corrective and preventive actions
to address significant
risks, List of  Private employment agencies’ records:
homeworkers,  List including address and any sub-private agency they se
List, contracts and  Contract with clearly defined performance indicators
policies for private  Policy to ensure that the private employment agency fulfils
employment agencies the SA8000 requirements
SUMMARY
In a Nutshell
SA8000:2014
SA8000 + Performance Indicator Annex
Findings (non-conformities, observations) if

found shall be related to the applicable SA8000
requirements and not the Performance
Indicator requirements.

In a Nutshell
SA8000:2014 –
Clauses with minor or no changes
1. Child Labour
5. Discrimination
6. Disciplinary Practices
7. Working Hours
8. Remuneration
In a Nutshell
SA8000:2014 –
Clauses with significant changes
2. Forced Labour
3. Health and Safety
9. Management Systems

Thank You! IQNet Ltd
Bollwerk 31
CH-3011 Bern
Switzerland
Phone +41 31 310 24 40
Fax +41 31 310 24 49
sa8000@iqnet.ch
www.iqnet-certification.com

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SA 8000 - 2014 - Revision Difference IQnet PDF

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Revision of SA8000:2014 and

Performance Indicator Annex

 Quotes extracts of SA8000 and Performance Indicator Annex

 It includes IQNet Ltd guidance on the documents or approach

 The document is not all inclusive of all requirements.

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 Light blue marked text highlights (on a non-exhaustive

 Green marked text highlights documents and records

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 Published on June 2014

 Reference for certification replacing

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Document Publicly available at:

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 Retaining the spirit and intent of the previous

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Clause Extent of Change

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 «The organization shall comply with local, national and

 «When such laws, standards or other requirements to

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 UN Guiding Principles on Business and Human

 Certified organizations will need to consider

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 Shall – requirement, mandatory to be fulfilled

As per the previous version:

 Not expose children or young workers to any

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 No children present in production work areas

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 All overtime hours are voluntary

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 Clause restructured to ensure an improved process flow

 Establishment of worker-manager health and safety

 Training to ensure competence of employees

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Health and Safety Committee composition and work:

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Health and safety committee

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As per the previous version:

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 Job postings and advertisements, handbooks,

 Treat personnel with dignity and respect

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 Records of all cases of disciplinary actions

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 Reorganization and expansion of requirements in order to clarify

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 9.1.4 – 9.1.5 The organization shall develop policies and

 9.1.6 Appropriate records to demonstrate conformance and

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Policies for all elements of the

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