Sie sind auf Seite 1von 3

For private circulation only Understand the standard & gain from the knowledge

SA8000 STANDARD IN A NUTSHELL


Only 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 Briefly STIPULATION IN SIMPLE WORDS
Number And Title
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 Develop a procedure for avoiding child
Remediation 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 Identify the hazards inherent in the work
Mitigation 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 Appoint a senior management
Officer 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 Detection Develop a system to detect, avoid or
Safety Prevention And respond to potential threats to health and
Control 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 Provide clean bathroom , hygienic drinking
Sanitation water and sanitary facilities for food
storage
11. 3.6 Health And Safety Clean And safe If dormitories are provided, make sure that
Staying Place 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 Trade Union Respect the right of employees to join
Association And The trade unions and for collective bargaining
Right To Collective
Bargaining
Rev 0 Page 1 of 3 28.08.2007
For private circulation only Understand the standard & gain from the knowledge

13. 4.2 Freedom Of Parallel Means In case unions are restricted by law(e.g.
Association And The special economic zones) ,allow parallel
Right To Collective means of communication
Bargaining
14. 4.3 Freedom Of Non Persecution Do not persecute union members or
Association And The executives
Right To Collective
Bargaining
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 Prevent sexual harassment in the
Harassment workplace. Clearly communicate the
company policy. Provide a framework for
reporting and dealing with such issues if
any.
18. 6.1 Disciplinary No Do not use punishment which is physically
Action Violence/Torture painful, mentally torturing or verbal abuse.
In case of any disciplinary action, follow
fair practices.
19. 6.2 Disciplinary Treatment No harsh or inhumane treatment is
Action 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 work if carried out should meet
Overtime 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 SA Policy Define document and Communicate to all
Systems the social accountability policy of the
company
27. 9.2 Management SA Review Review regularly the SA system
Systems performance at the top management level
and take necessary action for updating and
improvement. Conduct internal audits and
take corrective action on lapses.

Rev 0 Page 2 of 3 28.08.2007


For private circulation only Understand the standard & gain from the knowledge

28. 9.3 Management SA Representative Appoint a member of management as SA


Systems representative to implement the system in
full in the company
29. 9.4 Management SA Non Allow non management personnel to elect
Systems Management a non management SA representative
Representative
30. 9.5 Management Roles, a) Define all roles and responsibilities
Systems Responsibilities, related to implementing this system.
Training And b) Train initially and periodically retrain all
Monitoring employees on this standard.
c) Continuously monitor the
implementation of the system to
demonstrate its effective implementation
31. 9.6 Management Supplier Selection Supplier selection procedure should
Systems include weightage for their implementation
of the SA system requirements.
32. 9.7 Management Supplier Maintain appropriate records on suppliers,
Systems Commitment 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 Supplier Maintain reasonable records of supplier
Systems Compliance compliance on SA 8000 requirements
Records
34. 9.9 Management Home Workers Home workers if any should also be
Systems protected just like direct workers.
35. 9.10 Management Addressing Have a system for addressing and
Systems Concerns resolving the grievances/complaints of
workers/ other interested parties regarding
the SA8000 system implementation
36. 9.11 Management Corrective Action Have system for taking immediate action
Systems 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 Outside Establish and maintain procedures to
Systems Communication communicate the results of the SA 8000
implementation to interested parties like
customers, NGOs, General Public,
Authorities etc.
38. 9.13Manangement Access For Provide access (when requested) to
Systems Verification interested parties to verify records of SA
8000 implementation in the company
39. 9.14 Management Records Maintain appropriate (self explanatory )
Systems 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

Rev 0 Page 3 of 3 28.08.2007