SA8000:2008最新標(biāo)準(zhǔn)(中英對(duì)照)INTERNATIONALSTANDARDSAISA8000?:2008SOCIALACCOUNTABILITY8000SA8000?isaregisteredtrademarkofSocialAccountabilityInternationalABOUTTHESTANDARDThisisthethirdissueofSA8000,anauditablestandardforathird-partyverificationsystem,settingoutthevoluntaryrequirementstobemetbyemployersintheworkplace,includingworkers＇rights,workplaceconditions,andmanagementsystems.Thenormativeelementsofthisstandardarebasedonnationallaw,internationalhumanrightsnormsandtheconventionsoftheILO.TheSA8000standardcanbeusedalongwiththeSA8000GuidanceDocumenttoassessthecomplianceofaworkplacewiththesestandards.TheSA8000GuidanceDocumenthelpstoexplainSA8000andhowtoimplementitsrequirements;providesexamplesofmethodsforverifyingcompliance;andservesasahandbookforauditorsandforcompaniesseekingcertificationofcompliancewithSA8000.TheGuidanceDocumentcanbeobtainedfromSAIuponrequestforasmallfee.SA8000isrevisedperiodicallyasconditionschange,andtoincorporatecorrectionsandimprovementsreceivedfrominterestedparties.Manyinterestedpartieshavecontributedtothisversion.ItishopedthatboththestandardanditsGuidanceDocumentwillcontinuetoimprove,withthehelpofawidevarietyofpeopleandorganisations.SAIwelcomesyoursuggestionsaswell.TocommentonSA8000,theassociatedSA8000GuidanceDocument,ortheframeworkforcertification,pleasesendwrittenremarkstoSAIattheaddressindicatedbelow.SAISocialAccountabilityInternational?SAI2008TheSA8000standardmaybereproducedonlyifpriorwrittenpermissionfromSAIisobtained.SAI15West44thStreet6thFloorNewYork,NY10036USA+1-212-684-1414+1-212-684-1515(facsimile)e-mail:info@CONTENTSI.PURPOSEANDSCOPEII.NORMATIVEELEMENTSANDTHEIRINTERPRETATION

III.DEFINITIONS1.Definitionofcompany2.Definitionofpersonnel3.Definitionofworker4.Definitionofsupplier/subcontractor5.Definitionofsub-supplier6.Definitionofcorrectiveandpreventiveaction7.Definitionofinterestedparty8.Definitionofchild9.Definitionofyoungworker10.Definitionofchildlabour11.Definitionofforcedandcompulsorylabour12.Definitionofhumantrafficking13.Definitionofremediationofchildren14.Definitionofhomeworker15.DefinitionofSA8000workerrepresentative16.Definitionofmanagementrepresentative17.Definitionofworkerorganisation18.Definitionofcollectivebargaining

IV.SOCIALACCOUNTABILITYREQUIREMENTS1.ChildLabour2.ForcedandCompulsoryLabour3.HealthandSafety4.FreedomofAssociation&RighttoCollectiveBargaining5.Discrimination6.DisciplinaryPractices7.WorkingHours8.Remuneration9.ManagementSystemsSOCIALACCOUNTABILITY8000(SA8000)I.PURPOSEANDSCOPETheintentofSA8000istoprovideastandardbasedoninternationalhumanrightsnormsandnationallabourlawsthatwillprotectandempowerallpersonnelwithinacompany＇sscopeofcontrolandinfluence,whoproduceproductsorprovideservicesforthatcompany,includingpersonnelemployedbythecompanyitself,aswellasbyitssuppliers/subcontractors,sub-suppliers,andhomeworkers.SA8000isverifiablethroughanevidenced-basedprocess.Itsrequirementsapplyuniversally,regardlessofacompany＇ssize,geographiclocation,orindustrysector.Complyingwiththerequirementsforsocialaccountabilityofthisstandardwillenableacompanyto:a)Develop,maintain,andenforcepoliciesandproceduresinordertomanagethoseissueswhichitcancontrolorinfluence;b)Crediblydemonstratetointerestedpartiesthatexistingcompanypolicies,procedures,andpracticesconformtotherequirementsofthisstandard.II.NORMATIVEELEMENTSANDTHEIRINTERPRETATIONThecompanyshallcomplywithnationalandallotherapplicablelaws,prevailingindustrystandards,otherrequirementstowhichthecompanysubscribes,andthisstandard.Whensuchnationalandotherapplicablelaws,prevailingindustrystandards,otherrequirementstowhichthecompanysubscribes,andthisstandardaddressthesameissue,theprovisionmostfavourabletoworkersshallapply.Thecompanyshallalsorespecttheprinciplesofthefollowinginternationalinstruments:ILOConvention1(HoursofWork–Industry)andRecommendation116(ReductionofHoursofWork)ILOConventions29(ForcedLabour)and105(AbolitionofForcedLabour)ILOConvention87(FreedomofAssociation)ILOConvention98(RighttoOrganiseandCollectiveBargaining)ILOConventions100(EqualRemuneration)and111(Discrimination–EmploymentandOccupation)ILOConvention102(SocialSecurity-MinimumStandards)ILOConvention131(MinimumWageFixing)ILOConvention135(Workers＇Representatives)ILOConvention138andRecommendation146(MinimumAge)ILOConvention155andRecommendation164(OccupationalSafetyandHealth)ILOConvention159(VocationalRehabilitationandEmployment-DisabledPersons)ILOConvention169(IndigenousandTribalPeoples)ILOConvention177(HomeWork)ILOConvention182(WorstFormsofChildLabour)ILOConvention183(MaternityProtection)ILOCodeofPracticeonHIV/AIDSandtheWorldofWorkUniversalDeclarationofHumanRightsTheInternationalCovenantonEconomic,SocialandCulturalRightsTheInternationalCovenantonCivilandPoliticalRightsTheUnitedNationsConventionontheRightsoftheChildTheUnitedNationsConventionontheEliminationofAllFormsofDiscriminationAgainstWomenTheUnitedNationsConventionontheEliminationofAllFormsofRacialDiscriminationIII.DEFINITIONS1.Definitionofcompany:Theentiretyofanyorganisationorbusinessentityresponsibleforimplementingtherequirementsofthisstandard,includingallpersonnelemployedbythecompany.2.Definitionofpersonnel:Allindividualmenandwomendirectlyemployedorcontractedbyacompany,includingdirectors,executives,managers,supervisors,andworkers.3.Definitionofworker:Allnon-managementpersonnel.4.Definitionofsupplier/subcontractor:Anorganisationwhichprovidesthecompanywithgoodsand/orservicesintegraltoandutilisedinorfortheproductionofthecompany＇sgoodsand/orservices.5.Definitionofsub-supplier:Abusinessentityinthesupplychainwhich,directlyorindirectly,providesthesupplierwithgoodsand/orservicesintegraltoandutilisedinorfortheproductionofthesupplier＇sand/orthecompany＇sgoodsand/orservices.6.Definitionofcorrectiveandpreventiveaction:animmediateandcontinuingremedytoanon-conformancetotheSA8000standard.7.Definitionofinterestedparty:Anindividualorgroupconcernedwithoraffectedbythesocialperformanceofthecompany.8.Definitionofchild:Anypersonlessthan15yearsofage,unlesstheminimumageforworkormandatoryschoolingisstipulatedasbeinghigherbylocallaw,inwhichcasethestipulatedhigherageappliesinthatlocality.9.Definitionofyoungworker:Anyworkerovertheageofachild,asdefinedabove,andundertheageof18.10.Definitionofchildlabour:Anyworkperformedbyachildyoungerthantheage(s)specifiedintheabovedefinitionofachild,exceptasprovidedforbyILORecommendation146.11.Definitionofforcedandcompulsorylabour:Allworkorservicethatapersonhasnotofferedtodovoluntarilyandismadetodounderthethreatofpunishmentorretaliation,orisdemandedasameansofrepaymentofdebt.12.Definitionofhumantrafficking:Therecruitment,transfer,harbouringorreceiptofpersons,bymeansoftheuseofthreat,force,otherformsofcoercion,ordeceptionforthepurposeofexploitation.13.Definitionofremediationofchildren:Allsupportandactionsnecessarytoensurethesafety,health,education,anddevelopmentofchildrenwhohavebeensubjectedtochildlabour,asdefinedabove,andhavebeensubsequentlydismissed.14.Definitionofhomeworker:Apersonwhoiscontractedbythecompanyorbyasupplier,sub-supplierorsubcontractor,butdoesnotworkontheirpremises.15.DefinitionofSA8000workerrepresentative:AworkerchosentofacilitatecommunicationwithseniormanagementonmattersrelatedtoSA8000,undertakenbytherecognizedtradeunion(s)inunionisedfacilitiesand,elsewhere,byaworkerelectedbynon-managementpersonnelforthatpurpose.16.Managementrepresentative:Amemberofseniormanagementpersonnelappointedbythecompanytoensurethattherequirementsofthestandardaremet.17.Workerorganisation:Avoluntaryassociationofworkersorganisedonacontinuingbasisforthepurposeofmaintainingandimprovingtheirtermsofemploymentandworkplaceconditions.18.Colectivebargainingagreement:Acontractforlabournegotiatedbetweenanemployerorgroupofemployersandoneormoreworkerorganisations,whichspecifiesthetermsandconditionsofemployment.IV.SOCIALACCOUNTABILITYREQUIREMENTS1.CHILDLABOURCriteria:1.1Thecompanyshallnotengageinorsupporttheuseofchildlabourasdefinedabove.1.2Thecompanyshallestablish,document,maintain,andeffectivelycommunicatetopersonnelandotherinterestedparties,policiesandwrittenproceduresforremediationofchildrenfoundtobeworkinginsituationswhichfitthedefinitionofchildlabourabove,andshallprovideadequatefinancialandothersupporttoenablesuchchildrentoattendandremaininschooluntilnolongerachildasdefinedabove.1.3Thecompanymayemployyoungworkers,butwheresuchyoungworkersaresubjecttocompulsoryeducationlaws,theymayworkonlyoutsideofschoolhours.Undernocircumstancesshallanyyoungworker＇sschool,work,andtransportationtimeexceedacombinedtotalof10hoursperday,andinnocaseshallyoungworkersworkmorethan8hoursaday.Youngworkersmaynotworkduringnighthours.1.4Thecompanyshallnotexposechildrenoryoungworkerstoanysituations–inoroutsideoftheworkplace–thatarehazardousorunsafetheirphysicalandmentalhealthanddevelopment.2.FORCEDANDCOMPULSORYLABOURCriteria:2.1ThecompanyshallnotengageinorsupporttheuseofforcedorcompulsorylabourasdefinedinILOConvention29,norshallpersonnelberequiredtopay｀deposits＇orlodgeidentificationpaperswiththecompanyuponcommencingemployment.2.2Neitherthecompanynoranyentitysupplyinglabourtothecompanyshallwithholdanypartofanypersonnel＇ssalary,benefits,property,ordocumentsinordertoforcesuchpersonneltocontinueworkingforthecompany.2.3Personnelshallhavetherighttoleavetheworkplacepremisesaftercompletingthestandardworkday,andbefreetoterminatetheiremploymentprovidedthattheygivereasonablenoticetotheiremployer.2.4Neitherthecompanynoranyentitysupplyinglabourtothecompanyshallengageinorsupporttraffickinginhumanbeings.3.HEALTHANDSAFETYCriteria:3.1Thecompanyshallprovideasafeandhealthyworkplaceenvironmentandshalltakeeffectivestepstopreventpotentialaccidentsandinjurytoworkers＇healtharisingoutof,associatedwith,oroccurringinthecourseofwork,byminimising,sofarasisreasonablypracticable,thecausesofhazardsinherentintheworkplaceenvironment,andbearinginmindtheprevailingknowledgeoftheindustryandofanyspecifichazards.3.2Thecompanyshallappointaseniormanagementrepresentativetoberesponsibleforensuringasafeandhealthyworkplaceenvironmentforallpersonnel,andforimplementingtheHealthandSafetyelementsofthisstandard.3.3Thecompanyshallprovidetopersonnelonaregularbasiseffectivehealthandsafetyinstructions,includingon-siteinstructionand,whereneeded,job-specificinstructions.Suchinstructionsshallberepeatedfornewandreassignedpersonnelandincaseswhereaccidentshaveoccurred.3.4Thecompanyshallestablishsystemstodetect,avoid,orrespondtopotentialthreatstothehealthandsafetyofpersonnel.Thecompanyshallmaintainwrittenrecordsofallaccidentsthatoccurintheworkplaceandincompany-controlledresidencesandproperty.3.5Thecompanyshallprovideatitsexpenseappropriatepersonalprotectiveequipmenttopersonnel.Intheeventofaworkrelatedinjurythecompanyshallprovidefirstaidandassisttheworkerinobtainingfollow-upmedicaltreatment.3.6Thecompanyshallundertaketoassessalltheriskstonewandexpectantmothersarisingoutoftheirworkactivityandtoensurethatallreasonablestepsaretakentoremoveorreduceanyriskstotheirhealthandsafety.3.7Thecompanyshallprovide,forusebyallpersonnel,accesstocleantoiletfacilities,accesstopotablewater,and,whereapplicable,sanitaryfacilitiesforfoodstorage.3.8Thecompanyshallensurethatanydormitoryfacilitiesprovidedforpersonnelareclean,safe,andmeetthebasicneedsofthepersonnel.3.9Allpersonnelshallhavetherighttoremovethemselvesfromimminentseriousdangerwithoutseekingpermissionfromthecompany.4.FREEDOMOFASSOCIATION&RIGHTTOCOLLECTIVEBARGAININGCriteria:4.1Allpersonnelshallhavetherighttoform,join,andorganisetradeunionsoftheirchoiceandtobargaincollectivelyontheirbehalfwiththecompany.Thecompanyshallrespectthisright,andshalleffectivelyinformpersonnelthattheyarefreetojoinanorganisationoftheirchoosingandthattheirdoingsowillnotresultinanynegativeconsequencestothem,orretaliation,fromthecompany.Thecompanyshallnotinanywayinterferewiththeestablishment,functioning,oradministrationofsuchworkers＇organisationsorcollectivebargaining.4.2Insituationswheretherighttofreedomofassociationandcollectivebargainingarerestrictedunderlaw,thecompanyshallallowworkerstofreelyelecttheirownrepresentatives.4.3Thecompanyshallensurethatrepresentativesofworkersandanypersonnelengagedinorganisingworkersarenotsubjectedtodiscrimination,harassment,intimidation,orretaliationforreasonoftheirbeingmembersofaunionorparticipatingintradeunionactivities,andthatsuchrepresentativeshaveaccesstotheirmembersintheworkplace.5.DISCRIMINATIONCriteria:5.1Thecompanyshallnotengageinorsupportdiscriminationinhiring,remuneration,accesstotraining,promotion,termination,orretirementbasedonrace,nationalorsocialorigin,caste,birth,religion,disability,gender,sexualorientation,familyresponsibilities,maritalstatus,unionmembership,politicalopinions,age,oranyotherconditionthatcouldgiverisetodiscrimination.5.2Thecompanyshallnotinterferewiththeexerciseofpersonnel＇srightstoobservetenetsorpractices,ortomeetneedsrelatingtorace,nationalorsocialorigin,religion,disability,gender,sexualorientation,familyresponsibilities,unionmembership,politicalopinions,oranyotherconditionthatcouldgiverisetodiscrimination.5.3Thecompanyshallnotallowanybehaviourthatisthreatening,abusive,exploitative,orsexuallycoercive,includinggestures,language,andphysicalcontact,intheworkplaceand,whereapplicable,inresidencesandotherfacilitiesprovidedbythecompanyforusebypersonnel.5.4Thecompanyshallnotsubjectpersonneltopregnancyorvirginitytestsunderanycircumstances.6.DISCIPLINARYPRACTICESCriterion:6.1Thecompanyshalltreatallpersonnelwithdignityandrespect.Thecompanyshallnotengageinortoleratetheuseofcorporalpunishment,mentalorphysicalcoercion,orverbalabuseofpersonnel.Noharshorinhumanetreatmentisallowed.7.WORKINGHOURSCriteria:7.1Thecompanyshallcomplywithapplicablelawsandindustrystandardsonworkinghoursandpublicholidays.Thenormalworkweek,notincludingovertime,shallbedefinedbylawbutshallnotexceed48hours.7.2Personnelshallbeprovidedwithatleastonedayofffollowingeverysixconsecutivedaysofworking.Exceptionstothisruleapplyonlywherebothofthefollowingconditionsexist:a)Nationallawallowsworktimeexceedingthislimit;andb)Afreelynegotiatedcollectivebargainingagreementisinforcethatallowsworktimeaveraging,includingadequaterestperiods.7.3Allovertimeworkshallbevoluntary,exceptasprovidedin7.4below,shallnotexceed12hoursperweek,norberequestedonaregularbasis.7.4Incaseswhereovertimeworkisneededinordertomeetshort-termbusinessdemandandthecompanyispartytoacollectivebargainingagreementfreelynegotiatedwithworkerorganisations(asdefinedabove)representingasignificantportionofitsworkforce,thecompanymayrequiresuchovertimeworkinaccordancewithsuchagreements.Anysuchagreementmustcomplywiththerequirementsabove.8.REMUNERATIONCriteria:8.1Thecompanyshallrespecttherightofpersonneltoalivingwageandensurethatwagespaidforanormalworkweekshallalwaysmeetatleastlegalorindustryminimumstandardsandshallbesufficienttomeetthebasicneedsofpersonnelandtoprovidesomediscretionaryincome.8.2Thecompanyshallensurethatdeductionsfromwagesarenotmadefordisciplinarypurposes.Exceptionstothisruleapplyonlywhenbothofthefollowingconditionsexist:a)Deductionsfromwagesfordisciplinarypurposesarepermittedbynationallaw;andb)Afreelynegotiatedcollectivebargainingagreementisinforce.8.3Thecompanyshallensurethatpersonnel＇swagesandbenefitscompositionaredetailedclearlyandregularlyinwritingforthemforeachpayperiod.Thecompanyshallalsoensurethatwagesandbenefitsarerenderedinfullcompliancewithallapplicablelawsandthatremunerationisrenderedeitherincashorcheckform,inamannerconvenienttoworkers.8.4Allovertimeshallbereimbursedatapremiumrateasdefinedbynationallaw.Incountrieswhereapremiumrateforovertimeisnotregulatedbylaworacollectivebargainingagreement,personnelshallbecompensatedforovertimeatapremiumrateorequaltoprevailingindustrystandards,whicheverismorefavourabletoworkers＇interests.8.5Thecompanyshallnotuselabour-onlycontractingarrangements,consecutiveshorttermcontracts,and/orfalseapprenticeshipschemestoavoidfulfillingitsobligationstopersonnelunderapplicablelawspertainingtolabourandsocialsecuritylegislationandregulations.9.MANAGEMENTSYSTEMSCriteria:Policy9.1Topmanagementshalldefineinwriting,inworkers＇ownlanguage,thecompany＇spolicyforsocialaccountabilityandlabourconditions,anddisplaythispolicyandtheSA8000standardinaprominent,easilyviewableplaceonthecompany＇spremises,toinformpersonnelthatithasvoluntarilychosentocomplywiththerequirementsoftheSA8000standard.Suchpolicyshallclearlyincludethefollowingcommitments:a)Toconformtoallrequirementsofthisstandard;b)Tocomplywithnationalandotherapplicablelawsandotherrequirementstowhichthecompanysubscribes,andtorespecttheinternationalinstrumentsandtheirinterpretation(aslistedinSectionIIabove);c)Toreviewitspolicyregularlyinordertocontinuallyimprove,takingintoconsiderationchangesinlegislation,initsowncode-ofconductrequirements,andanyothercompanyrequirements;d)Toseethatitspolicyiseffectivelydocumented,implemented,maintained,communicated,andmadeaccessibleinacomprehensibleformtoallpersonnel,includingdirectors,executives,management,supervisors,andstaff,whetherdirectlyemployedby,contractedwith,orotherwiserepresentingthecompany;e)Tomakeitspolicypubliclyavailableinaneffectiveformandmannertointerestedparties,uponrequest.ManagementRepresentative9.2Thecompanyshallappointaseniormanagementrepresentativewho,irrespectiveofotherresponsibilities,shallensurethattherequirementsthisstandardaremet.SA8000WorkerRepresentative9.3ThecompanyshallrecognizethatworkplacedialogueisakeycomponentofsocialaccountabilityandensurethatallworkershavetherighttorepresentationtofacilitatecommunicationwithseniormanagementinmattersrelatingtoSA8000.Inunionisedfacilities,suchrepresentationshallbeundertakenrecognizedtradeunion(sElsewhere,workersmayelectaSA8000workerrepresentativefromamongthemselvesforthispurpose.Innocircumstances,shalltheSA8000workerrepresentativebeseenasasubstitutefortradeunionrepresentation.ManagementReview9.4Topmanagementshallperiodicallyreviewtheadequacy,suitability,andcontinuingeffectivenessofthecompany＇spolicy,procedures,andperformanceresultsvis-à-vistherequirementsofthisstandardandotherrequirementstowhichthecompanysubscribes.Whereappropriate,systemamendmentsandimprovementsshallbeimplemented.Theworkerrepresentativeshallparticipateinthisreview.PlanningandImplementation9.5Thecompanyshallensurethattherequirementsofthisstandardareunderstoodandimplementedatalllevelsoftheorganisation.Methodsshallinclude,butarenotlimitedto:a)Cleardefinitionofallparties＇roles,responsibilities,andauthority;b)Trainingofnew,reassigned,and/ortemporarypersonneluponhiring;c)Periodicinstruction,training,andawarenessprogramsforexistingpersonnel;d)Continuousmonitoringofactivitiesandresultstodemonstratetheeffectivenessofsystemsimplementedtomeetthecompany＇spolicyandtherequirementsofthisstandard.9.6ThecompanyisrequiredtoconsulttheSA8000GuidanceDocumentforinterpretativeguidancewithrespecttothisstandard.ControlofSuppliers/SubcontractorsandSub-Suppliers9.7Thecompanyshallmaintainappropriaterecordsofsuppliers/subcontractors＇(and,whereappropriate,sub-suppliers＇)commitmentstosocialaccountability,including,butnotlimitedto,contractualagreementsand/orthewrittencommitmentofthoseorganisationsto:a)Conformtoallrequirementsofthisstandardandtorequirethesameofsubsuppliers;b)Participateinmonitoringactivitiesasrequestedbythecompany;c)Identifytherootcauseandpromptlyimplementcorrectiveandpreventiveactiontoresolveanyidentifiednon-conformancetotherequirementsofthisstandard;d)Promptlyandcompletelyinformthecompanyofanyandallrelevantbusinessrelationship(s)withothersuppliers/subcontractorsandsub-suppliers.9.8Thecompanyshallestablish,maintain,anddocumentinwritingappropriateprocedurestoevaluateandselectsuppliers/subcontractors(and,whereappropriate,sub-suppliers)takingintoaccounttheirperformanceandcommitmenttomeettherequirementsofthisstandard.9.9Thecompanyshallmakeareasonableefforttoensurethattherequirementsofthisstandardarebeingmetbysuppliersandsubcontractorswithintheirsphereofcontrolandinfluence.9.10InadditiontotherequirementsofSections9.7through9.9above,wherethecompanyreceives,handles,orpromotesgoodsand/orservicesfromsuppliers/subcontractorsorsub-supplierswhoareclassifiedashomeworkers,thecompanyshalltakespecialstepstoensurethatsuchhomeareaffordedalevelofprotectionsimilartothataffordedtodirectlyemployedpersonnelundertherequirementsofthisstandard.Suchspecialstepsshallinclude,butnotbelimitedto:a)Establishinglegallybinding,writtenpurchasingcontractsrequiringconformancetominimumcriteriainaccordancewiththerequirementsofthisstandard;b)Ensuringthattherequirementsofthewrittenpurchasingcontractareunderstoodandimplementedbyhomeworkersandallotherpartiesinvolvedinthepurchasingcontract;c)Maintaining,onthecompanypremises,comprehensiverecordsdetailingtheidentitiesofhomeworkers,thequantitiesofgoodsproduced,servicesprovided,and/orhoursworkedbyeachhomeworker;d)Frequentannouncedandunannouncedmonitoringactivitiestoverifycompliancewiththetermsofthewrittenpurchasingcontract.AddressingConcernsandTakingCorrectiveAction9.11Thecompanyshallprovideaconfidentialmeansforallpersonneltoreportnon-conformanceswiththisstandardtothecompanymanagement,andtheworkerrepresentative.Thecompanyshallinvestigate,address,andrespondtotheconcernsofpersonnelandotherinterestedpartieswithregardtoconformance/non-conformancewiththecompany＇spoliciesand/ortherequirementsofthisstandard.Thecompanyshallrefrainfromdisciplining,dismissing,orotherwisediscriminatingagainstanypersonnelforprovidinginformationconcerningobservanceofthestandard.9.12Thecompanyshallidentifytherootcause,promptlyimplementcorrectiveandpreventiveaction,andallocateadequateresourcesappropriatetothenatureandseverityofanyidentifiednon-conformancewiththecompany＇spolicyand/orthestandard.OutsideCommunicationandStakeholderEngagement9.13Thecompanyshallestablishandmaintainprocedurestocommunicateregularlytoallinterestedpartiesdataandotherinformationregardingcompliancewiththerequirementsofthisdocument,including,butnotlimitedto,theresultsofmanagementreviewsandmonitoringactivities.9.14Thecompanyshalldemonstrateitswillingnesstoparticipateindialogueswithallinterestedstakeholders,including,butnotlimitedto:workers,tradeunions,suppliers,subcontractors,sub-suppliers,buyers,nongovernmentalorganisations,andlocalandnationalgovernmentofficials,aimedatattainingsustainablecompliancewiththisstandard.AccessforVerification9.15Inthecaseofannouncedandunannouncedauditsofthecompanyforthepurposeofcertifyingitscompliancewiththerequirementsofthisstandard,thecompanyshallensureaccesstoitspremisesandtoreasonableinformationrequiredbytheauditor.Records9.16Thecompanyshallmaintainappropriaterecordstodemonstrateconformancetotherequirementofthisstandard.SA8000中文版SA8000?系社會(huì)責(zé)任國(guó)際之注冊(cè)商標(biāo)關(guān)于本標(biāo)準(zhǔn)這是SA8000的第三版.SA8000是供第三方認(rèn)證體系所用的統(tǒng)一,可供核查的標(biāo)準(zhǔn).它制定了雇主在工作場(chǎng)所方面須符合的自愿性要求,包括工人權(quán)利,工作環(huán)境以及管理體系.該標(biāo)準(zhǔn)的規(guī)范性原則基于國(guó)家法律,國(guó)際人權(quán)以及ILO國(guó)際勞工組織的規(guī)定.SA8000標(biāo)準(zhǔn)可以和SA8000指導(dǎo)文件一起用于評(píng)審一個(gè)工作場(chǎng)所是否符合這些標(biāo)準(zhǔn).SA8000的指導(dǎo)文件用于SA8000標(biāo)準(zhǔn)及其實(shí)施,并提供檢驗(yàn)符合方法的示例.核查人員以及欲獲認(rèn)證的公司可將其當(dāng)作手冊(cè)使用.指導(dǎo)文件可以從SAI花很少的費(fèi)用獲得.SAI社會(huì)責(zé)任國(guó)際15West44thStreet6thFloorNewYork,NY10036USA電話:+1-212-684-1414傳真:+1-212-684-1515電郵:info@網(wǎng)址:?SAI2008未經(jīng)SAI書面認(rèn)可不得翻印.目錄I.目的與范圍II.規(guī)范性原則及其解釋III.定義1.公司定義2.員工定義3.工人定義4.供應(yīng)商/分包商定義5.下級(jí)供應(yīng)商定義6.糾正和預(yù)防行動(dòng)定義7.利益相關(guān)方定義8.兒童定義9.青少年定義10.童工定義11.強(qiáng)迫和強(qiáng)制勞動(dòng)12.非法雇用定義13.救濟(jì)兒童定義14.家庭工人定義15.SA8000工人代表定義16.管理代表定義17.工人組織定義18.集體談判定義IV．社會(huì)責(zé)任要求1.童工2.強(qiáng)迫和強(qiáng)制性勞動(dòng)3.健康與安全4.結(jié)社自由及集體談判權(quán)利5.歧視6.懲戒性措施7.工作時(shí)間8.報(bào)酬9.管理系統(tǒng)社會(huì)責(zé)任國(guó)際標(biāo)準(zhǔn)(SA8000)I.目的與范圍制和影響范圍內(nèi)的生產(chǎn)或服務(wù)人員，包括公司自己及其供應(yīng)商或分包方雇用的員工和家庭工人。SA8000業(yè)類別和公司規(guī)模限制。符合本標(biāo)準(zhǔn)所界定社會(huì)責(zé)任有關(guān)要求，將使公司：b.向利益相關(guān)方可信地證明公司現(xiàn)有的政策、程序及舉措符合本標(biāo)準(zhǔn)之規(guī)定。II.規(guī)范性原則及其解釋公司應(yīng)遵守國(guó)家及其它所有適用的法律、通行的行業(yè)規(guī)定、公司簽署的其它規(guī)章以及本標(biāo)準(zhǔn)。當(dāng)國(guó)家及其它所有適用法律，通行的行業(yè)規(guī)定、公司簽署的其它規(guī)章以及本標(biāo)準(zhǔn)所規(guī)范議題相同時(shí)，以其中對(duì)工人最有利的條款為準(zhǔn)。公司也應(yīng)尊重下列國(guó)際協(xié)議之原則：國(guó)際勞工組織公約第1號(hào)（工作時(shí)間-行業(yè)）及建議116號(hào)(工時(shí)減少)國(guó)際勞工組織公約第29號(hào)及第105號(hào)（強(qiáng)迫性勞動(dòng)及其解除）國(guó)際勞工組織公約第87號(hào)（結(jié)社自由）國(guó)際勞工組織公約第98號(hào)（組織和集體談判權(quán)利）國(guó)際勞工組織公約第100號(hào)及第111號(hào)（男女工人同工同酬；歧視-雇用和職業(yè)）國(guó)際勞工組織公約第102號(hào)（社會(huì)安全-最低標(biāo)準(zhǔn)）國(guó)際勞工組織公約第131號(hào)（最低工資確定）國(guó)際勞工組織公約第135號(hào)（工人代表公約）國(guó)際勞工組織公約第138號(hào)及建議條款第146號(hào)（最低年齡及建議）國(guó)際勞工組織公約第155號(hào)及建議條款第164號(hào)（職業(yè)安全與健康）國(guó)際勞工組織公約第159號(hào)（職業(yè)康復(fù)與就業(yè)-傷殘人士）國(guó)際勞工組織公約第169號(hào)（土著人）國(guó)際勞工組織公約第177號(hào)（家庭工作）國(guó)際勞工組織公約第182號(hào)（最惡劣童工）國(guó)際勞工組織公約第183號(hào)（孕婦保護(hù)）《世界人權(quán)宣言》《聯(lián)合國(guó)兒童權(quán)利公約.》《聯(lián)合國(guó)消除一切形式歧視婦女行為公約》國(guó)際勞工組織關(guān)于艾滋病及就業(yè)守則聯(lián)合國(guó)反對(duì)各自形式種族歧視公約關(guān)于經(jīng)濟(jì)、社會(huì)和文化權(quán)利的國(guó)際公約關(guān)于政治和民主的國(guó)際公約III．定義1.公司定義：任何負(fù)責(zé)實(shí)施本標(biāo)準(zhǔn)各項(xiàng)規(guī)定的組織或企業(yè)的整體，包括公司雇用的所有員工。主管和工人。3.工人定義：所有非管理人員。成公司生產(chǎn)的貨物和/或服務(wù)的一部分，或者被用來生產(chǎn)公司貨物和/或服務(wù)。生產(chǎn)供應(yīng)商和/或公司的貨物和/或服務(wù)。6.糾正和預(yù)防行動(dòng)定義：對(duì)不符合（相對(duì)于SA8000標(biāo)準(zhǔn)）進(jìn)行及時(shí)、持續(xù)的補(bǔ)救。7.利益相關(guān)方定義：關(guān)心公司社會(huì)行為或受此影響的個(gè)人或團(tuán)體。8.兒童定義：任何十五歲以下的人。若當(dāng)?shù)胤伤?guī)定最低工作年齡或義務(wù)教育年齡高于十五歲，則以較高年齡為準(zhǔn)。9.青少年工人定義：任何超過上述定義的兒童年齡但不滿十八歲的工人?？椊ㄗh條款第146號(hào)規(guī)定。作為償債方法的工作或服務(wù)。人員的雇用、調(diào)動(dòng)、窩藏或接收。取的所有必要的支援及行動(dòng)。員。15.SA8000SA8000相關(guān)事宜與管理層進(jìn)行溝通的非管理層人員。16.管理代表：由公司指定的高級(jí)管理人員，確保標(biāo)準(zhǔn)要求得以滿足。17.工人組織：為維護(hù)和改善受雇條款和工作條件，由工人組成持續(xù)的自愿性協(xié)會(huì)。18.集體談判協(xié)議：由一個(gè)或多個(gè)雇主與一個(gè)或多個(gè)工人組織簽訂的有關(guān)勞工談判的合約，規(guī)定雇用的條件和條款。IV．社會(huì)責(zé)任之規(guī)定1．童工準(zhǔn)則：1.1公司不應(yīng)使用或支持使用符合上述定義的童工。1.2這些兒童的政策和書面程序，并將其向員工及利益相關(guān)方有效傳達(dá)。公司還應(yīng)給這些兒童提供足夠財(cái)務(wù)及其他支持以使之接受學(xué)校教育直到超過上述定義下兒童年齡為止。1.3公司可以聘用未成年工，但如果強(qiáng)制教育法規(guī)的限制，他們只可以在上課時(shí)間以外的時(shí)間工作。在任何情況下，未成年工每天的上課、工作和交通所有時(shí)間不可以超過10小時(shí)，且每天工作時(shí)間不能超過8小時(shí)，同時(shí)未成年工不可以安排在晚上上班。1.4無論工作地點(diǎn)內(nèi)外,公司不得將兒童或青少年工人置于對(duì)他們的身心健康和發(fā)展不安全或危險(xiǎn)的環(huán)境中。2．強(qiáng)迫和強(qiáng)制性勞動(dòng)準(zhǔn)則：2.1公司不得使用或支持ILO公約29受雇起始時(shí)交納“押金＂或寄存身份證件。2.2公司及為公司提供勞工的實(shí)體不得扣留工人的部分工資、福利、財(cái)產(chǎn)或證件，以迫使員工在公司連續(xù)工作。2.3可以自由終止聘用合約。3.健康與安全準(zhǔn)則：3.1公司出于對(duì)普遍行業(yè)危險(xiǎn)和任何具體危險(xiǎn)的了解，應(yīng)提供一個(gè)