Knowledge Axis
SA8000 is an auditable certification standard that encourages organizations to develop, maintain, and apply socially acceptable practices in the workplace. It was developed in 1989 by Social Accountability International, formerly the Council on Economic Priorities, by an advisory board consisting of trade unions, NGOs, civil society organizations and companies. The SA8000's criteria were developed from various industry and corporate codes to create a common standard for social welfare compliance.
Certification
SA8000 certification is a management systems standard, modeled on ISO standards. The criteria require that facilities seeking to gain and maintain certification must go beyond simple compliance to the standard. Prospective facilities must integrate it into their management practices and demonstrate ongoing compliance with the standard. SA8000 is based on the principles of international human rights norms as described in International Labour Organisation conventions, the United Nations Convention on the Rights of the Child and the Universal Declaration of Human Rights.
Performance criteria
It also requires compliance with eight performance criteria, as outlined on the Social Accountability International website.
Child Labor: No use or support of child labor; policies and written procedures for remediation of children found to be working in situation; provide adequate financial and other support to enable such children to attend school; and employment of young workers conditional.
Forced and Compulsory Labor: No use or support for forced or compulsory labor; no required 'deposits' - financial or otherwise; no withholding salary, benefits, property or documents to force personnel to continue work; personnel right to leave premises after workday; personnel free to terminate their employment; and no use nor support for human trafficking.
Health and Safety: Provide a safe and healthy workplace; prevent potential occupational accidents; appoint senior manager to ensure OSH; instruction on OSH for all personnel; system to detect, avoid, respond to risks; record all accidents; provide personal protection equipment and medical attention in event of work-related injury; remove, reduce risks to new and expectant mothers; hygiene- toilet, potable water, sanitary food storage; decent dormitories- clean, safe, meet basic needs; and worker right to remove from imminent danger.
Discrimination: No discrimination based on race, national or social origin, caste, birth, religion, disability, gender, sexual orientation, union membership, political opinions and age. No discrimination in hiring, remuneration, access to training, promotion, termination, and retirement. No interference with exercise of personnel tenets or practices; prohibition of threatening, abusive, exploitative, coercive behavior at workplace or company facilities; no pregnancy or virginity tests under any circumstances.
Discrimination: No discrimination based on race, national or social origin, caste, birth, religion, disability, gender, sexual orientation, union membership, political opinions and age. No discrimination in hiring, remuneration, access to training, promotion, termination, and retirement. No interference with exercise of personnel tenets or practices; prohibition of threatening, abusive, exploitative, coercive behavior at workplace or company facilities; no pregnancy or virginity tests under any circumstances.
Disciplinary Practices: Treat all personnel with dignity and respect; zero tolerance of corporal punishment, mental or physical abuse of personnel; no harsh or inhumane treatment.
Working Hours: Compliance with laws & industry standards; normal workweek, not including overtime, shall not exceed 48 hours; 1 day off following every 6 consecutive work days, with some exceptions; overtime is voluntary, not regular, not more than 12 hours per week; required overtime only if negotiated in CBA.
Remuneration: Respect right of personnel to living wage; all workers paid at least legal minimum wage; wages sufficient to meet basic needs & provide discretionary income; deductions not for disciplinary purposes, with some exceptions; wages and benefits clearly communicated to workers; paid in convenient manner - cash or check form;
Working Hours: Compliance with laws & industry standards; normal workweek, not including overtime, shall not exceed 48 hours; 1 day off following every 6 consecutive work days, with some exceptions; overtime is voluntary, not regular, not more than 12 hours per week; required overtime only if negotiated in CBA.
Remuneration: Respect right of personnel to living wage; all workers paid at least legal minimum wage; wages sufficient to meet basic needs & provide discretionary income; deductions not for disciplinary purposes, with some exceptions; wages and benefits clearly communicated to workers; paid in convenient manner - cash or check form;
overtime paid at premium rate; prohibited use of labor-only contracting, short-term contracts, false apprenticeship schemes to avoid legal obligations to personnel.
SAAS auditing policy requires that all SA8000 clients have a minimum of one unannounced audit in any three year certification cycle conducted by the Certification Body. In September 2009, SAAS drafted and released a guidance document to the CBs on the expectations and framework for such audits based upon experience and questions
SAAS auditing policy requires that all SA8000 clients have a minimum of one unannounced audit in any three year certification cycle conducted by the Certification Body. In September 2009, SAAS drafted and released a guidance document to the CBs on the expectations and framework for such audits based upon experience and questions
Regarding the scope and procedures for such audits
Who develops SA 8000?
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SA 8000 is developed by the SAI - Social Accountability International (formerly known as CEPAA - Council on Economic Priorities Accreditation Agency), an affiliate of the Council on Economic Priorities (CEP)
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Founded in 1969, CEP is a public service research organization in New York; its mission is to provide accurate & impartial analysis of companies’ social performance
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SAI was established in early 1997. It convened a group of experts for an Advisory Board. The Board is responsible for drafting the SA 8000 standard, as well as providing direction and recommendation regarding the function, operation and policy of SAI.
Benefits of SA 8000
1. Initial evidence indicates that SA8000 certified facilities enjoy a competitive advantage and workers experience concrete benefits as the SA8000 management system and any needed corrective actions are put in place.
2. Benefits for Workers, Trade Unions and NGOs
Enhanced opportunities to organize trade unions and bargain collectively.
A tool to educate workers about core labor rights.
An opportunity to work directly with business on labor rights issues.
A way to generate public awareness of companies committed to assuring humane working conditions
A tool to educate workers about core labor rights.
An opportunity to work directly with business on labor rights issues.
A way to generate public awareness of companies committed to assuring humane working conditions
3. Benefits for Business
Drives company values into action.
Enhances company and brand reputation.
Improves employee recruitment, retention and productivity.
Supports better supply chain management and performance.
Enhances company and brand reputation.
Improves employee recruitment, retention and productivity.
Supports better supply chain management and performance.
4. Benefits for Consumers & Investors
Clear and credible assurance for ethical purchasing decisions.
Identification of ethically made products and companies committed to ethical sourcing.
Broad coverage of product categories and production geography.
Identification of ethically made products and companies committed to ethical sourcing.
Broad coverage of product categories and production geography.
Quality & ISO Consultancy Services, Quality Bureau