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SA8000-2008与2001的区别-新人好像不允许插入附件
ABOUT THE STANDARD
This is the second issue of SA8000, a uniform, auditable
standard for a third party verification system. Subject to
periodic revision, SA8000 will continue to evolve as
interested parties specify improvements, corrections are
identified and as conditions change.
Many interested parties have advised on this version. SAI
welcomes your advice as well. To comment on SA8000, the
associated Guidance Document, or the framework for
certification, please send written remarks to SAI.
The SA8000 Guidance Document helps explain SA8000
and its implementation; provides examples of methods for
verifying compliance; and serves as a handbook for auditors
and for companies seeking certification against SA8000.
It is hoped that both the standard and its Guidance
Document will continuously improve, with the help of a very
wide variety of people and organisations.
SAI
Social Accountability International
© SAI 2001
SA8000 may not be reproduced without prior written
permission from SAI
SAI
220 East 23rd Street, Suite 605
New York, NY 10010
USA
+1-212-684-1414
+1-212-684-1515 (facsimile)
e-mail: info@sa-intl.org
ABOUT THE STANDARD
This is the third issue of SA8000, an auditable standard
for a third-party verification system, setting out the
voluntary requirements to be met by employers in the
workplace, including workers’ rights, workplace
conditions, and management systems. The normative
elements of this standard are based on national law,
international human rights norms and the conventions of
the ILO. The SA8000 standard can be used along with
the SA8000 Guidance Document to assess the
compliance of a workplace with these standards.
The SA8000 Guidance Document helps to explain
SA8000 and how to implement its requirements; provides
examples of methods for verifying compliance; and serves
as a handbook for auditors and for companies seeking
certification of compliance with SA8000. The Guidance
Document can be obtained from SAI upon request for a
small fee.
SA8000 is revised periodically as conditions change, and
to incorporate corrections and improvements received
from interested parties. Many interested parties have
contributed to this version. It is hoped that both the
standard and its Guidance Document will continue to
improve, with the help of a wide variety of people and
organisations. SAI welcomes your suggestions as well.
To comment on SA8000, the associated SA8000
Guidance Document, or the framework for certification,
please send written remarks to SAI at the address
indicated below.
SAI
Social Accountability International
© SAI 2008
The SA8000 standard may be reproduced only if prior
written permission from SAI is obtained.
SAI
15 West 44th Street
6th Floor
New York, NY 10036
USA
+1-212-684-1414
+1-212-684-1515 (facsimile)
e-mail: info@sa-intl.org
SA8000 – 2008 side by side comparison with SA8000 – 2001
Page 3 of 16
CONTENTS
I. PURPOSE AND SCOPE -
II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION -
III. DEFINITIONS -
1. Definition of company -
2. Definition of supplier/subcontractor -
3. Definition of sub-supplier -
4. Definition of remedial action -
5. Definition of corrective action -
6. Definition of interested party -
7. Definition of child -
8. Definition of young worker -
9. Definition of child labour -
10. Definition of forced labour -
11. Definition of remediation of children -
12. Definition of homeworker -
IV. SOCIAL ACCOUNTABILITY REQUIREMENTS -
1. Child Labour -
2. Forced Labour -
3. Health and Safety -
4. Freedom of Association & Right to Collective
Bargaining -
5. Discrimination -
6. Disciplinary Practices -
7. Working Hours -
8. Remuneration -
9. Management Systems-
CONTENTS
I. PURPOSE AND SCOPE -
II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION -
III. DEFINITIONS -
1. Definition of company -
2. Definition of personnel -
3. Definition of worker -
4. Definition of supplier/subcontractor -
5. Definition of sub-supplier -
6. Definition of corrective and preventive
action -
7. Definition of interested party -
8. Definition of child -
9. Definition of young worker -
10. Definition of child labour -
11. Definition of forced and compulsory
labour -
12. Definition of human trafficking -
13. Definition of remediation of children -
14. Definition of home worker -
15. Definition of SA8000 worker
representative –
16. Definition of management
representative –
17. Definition of worker organisation –
18. Definition of collective bargaining –
IV. SOCIAL ACCOUNTABILITY REQUIREMENTS-
1. Child Labour -
2. Forced and Compulsory Labour -
3. Health and Safety -
4. Freedom of Association & Right to
Collective Bargaining -
5. Discrimination -
6. Disciplinary Practices -
7. Working Hours -
8. Remuneration -
9. Management SystemsSA8000
– 2008 side by side comparison with SA8000 – 2001
Page 4 of 16
Social Accountability 8000
(SA8000)
I. PURPOSE AND SCOPE
This standard specifies requirements for social
accountability to enable a company to:
a) Develop, maintain, and enforce policies and procedures
in order to manage those issues which it can control or
influence;
b) Demonstrate to interested parties that policies,
procedures and practices are in conformity with the
requirements of this standard.
The requirements of this standard shall apply universally
with regard to geographic location, industry sector and
company size.
Note: Readers are advised to consult the SA8000
Guidance Document for interpretative guidance with respect
to this standard.
II. NORMATIVE ELEMENTS AND THEIR
INTERPRETATION
The company shall comply with national and other
applicable law, other requirements to which the company
subscribes, and this standard. When national and other
applicable law, other requirements to which the company
subscribes, and this standard address the same issue, that
provision which is most stringent applies.
The company shall also respect the principles of the
following international instruments:
ILO Conventions 29 and 105 (Forced & Bonded Labour)
ILO Convention 87 (Freedom of Association)
ILO Convention 98 (Right to Collective Bargaining)
ILO Conventions 100 and 111 (Equal remuneration for male
and female workers for work of equal value; Discrimination)
ILO Convention 135 (Workers’ Representatives Convention)
ILO Convention 138 & Recommendation 146 (Minimum Age
and Recommendation)
Social Accountability 8000
(SA8000)
I. PURPOSE AND SCOPE
The intent of SA8000 is to provide a standard based on
international human rights norms and national labour laws
that will protect and empower all personnel within a
company’s scope of control and influence, who produce
products or provide services for that company, including
personnel employed by the company itself, as well as by
its suppliers/subcontractors, sub-suppliers, and home
workers.
SA8000 is verifiable through an evidenced-based
process. Its requirements apply universally, regardless of
a company’s size, geographic location, or industry sector.
Complying with the requirements for social accountability
of this standard will enable a company to:
a) Develop, maintain, and enforce policies and
procedures in order to manage those issues which it can
control or influence;
b) Credibly demonstrate to interested parties that
existing company policies, procedures, and practices
conform to the requirements of this standard.
II. NORMATIVE ELEMENTS AND THEIR
INTERPRETATION
The company shall comply with national and all other
applicable laws, prevailing industry standards, other
requirements to which the company subscribes, and this
standard. When such national and other applicable laws,
prevailing industry standards, other requirements to which
the company subscribes, and this standard address the
same issue, the provision most favourable to workers
shall apply.
The company shall also respect the principles of the
following international instruments:
ILO Convention 1 (Hours of Work – Industry) and
Recommendation 116 (Reduction of Hours of Work)
ILO Conventions 29 (Forced Labour) and 105 (Abolition of
Forced Labour)
ILO Convention 87 (Freedom of Association)
ILO Convention 98 (Right to Organise and Collective
Bargaining)
ILO Conventions 100 (Equal Remuneration) and 111
SA8000 – 2008 side by side comparison with SA8000 – 2001
Page 5 of 16
ILO Convention 155 & Recommendation 164 (Occupational
Safety & Health)
ILO Convention 159 (Vocational Rehabilitation &
Employment/Disabled Persons)
ILO Convention 177 (Home Work)
ILO Convention 182 (Worst Forms of Child Labour)
Universal Declaration of Human Rights
The United Nations Convention on the Rights of the Child
The United Nations Convention to Eliminate All Forms of
Discrimination Against Women
III. DEFINITIONS
1. Definition of company: The entirety of any
organization or business entity responsible for
implementing the requirements of this standard,
including all personnel (i.e., directors, executives,
management, supervisors, and non-management staff,
whether directly employed, contracted or otherwise
representing the company).
2. Definition of supplier/subcontractor: A business
entity which provides the company with goods and/or
services integral to, and utilized in/for, the production
of the company’s goods and/or services.
3. Definition of sub-supplier: A business entity in the
supply chain which, directly or indirectly, provides the
supplier with goods and/or services integral to, and
utilized in/for, the production of the supplier’s and/or
company’s goods and/or services. |
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发表于 2011-9-27 20:20:23
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