SA 8000

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CORPORATE SOCIAL RESPONSIBILITY

SA 8000

  1. 1. To Introduce ….. To Introduce …..  Why SA8000 ISO14 001  Who Is Behind SA8000 ISO900  What Is SA8000 OHSAS1  How To Audit SA8000 8001  Who Is Doing SA8000 QS9  How To Be Accredited  Where Is Market Potential  What Is The ValueEnergise Involve Enable  RAHUL kUMAR
  2. 2. Why SA8000 Why SA8000  Governments, shareholders, customers, and other interested parties expect to purchase from socially responsible organizations.  Do The Right Things RightEnergise Involve Enable
  3. 3. Business Response Business Response  Try to give confidence that goods or services have been produced and delivered within a socially acceptable set of values  Try to demonstrate their commitment in social responsibility , legally compliant workplace and purchasing practices  Try to handle the unique requirements and routine monitoring audits from each buyerEnergise Involve Enable
  4. 4. CEPAA ,, 1997 CEPAA 1997  Trade Unions  NGOs  BusinessEnergise Involve Enable
  5. 5. What Is SA8000 What Is SA8000  A consensus standard which encourages organizations to develop, maintain and apply socially acceptable workplace practices in those areas that they can control or influence.Energise Involve Enable
  6. 6. What Is SA8000 What Is SA8000  Based on:  Universal declaration of Human Rights  UN Convention on the Rights of the Child  11 Conventions of the International Labour Organization ( ILO )  Auditable standard, modelled after the established ISO 9001 and ISO 14001Energise Involve Enable
  7. 7. Mission of SA8000 Mission of SA8000  Ensures ethical sourcing of goods and services  Improve working conditions globally  Provide universal standard in all business and country sectors  Work in parallel with human rights and labor organizations worldwide  Provide a beneficial incentive though a “ win / win ” approachEnergise Involve Enable
  8. 8. What Is SA8000 What Is SA8000 A Child Labor Child Labor C Forced Labor C O Health & Safety Health & Safety U Freedom of Association N T Discrimination Discrimination A Disciplinary Practices B I Work Hours Work Hours L Compensation I T Management System Management System YEnergise Involve Enable
  9. 9. Child Labor Child Labor  Minimum work age of 15 unless local min. age law stipulates a higher age  Minimum work age of 14 if the law follows ILO Convention 138  Children or young workers put in safe and health workplace  Provision of the Policies and Procedure for remediation of ChildrenEnergise Involve Enable
  10. 10. Forced Labor Forced Labor  No forced or indentured labor  No deposits or lodge of identity documentsEnergise Involve Enable
  11. 11. Health and Safety Health and Safety  Ensure a safe and healthy working environment  A senior management staff appointed for health & safety Issues  Adequate safety training provided for staff  A system to detect, avoid or respond to safety threats  Clean bathrooms & potable water & food storage facility  Dormitories meet basic needs of workersEnergise Involve Enable
  12. 12. Freedom of Association Freedom of Association  Respect trade unions & right of workers to bargain collectively  If legally restricted , there shall be parallel means of free association  No discrimination against union reps and membersEnergise Involve Enable
  13. 13. Discrimination Discrimination  Not engage in or support discrimination  No interference with individual rights to observe tenets or practices  No form of worker harassment allowedEnergise Involve Enable
  14. 14. Disciplinary Practices Disciplinary Practices  Not engage in or support the use of corporal punishment , mental or physical coercion & verbal abuseEnergise Involve Enable
  15. 15. Working Hours Working Hours  Not exceed 48 hrs per week for normal working hrs  At least one day off in every seven days  Overtime not more than 12 hrs per week  Overtime paid at a premium rateEnergise Involve Enable
  16. 16. Compensation Compensation  Wages meet legal requirement and sufficient to meet “ Basic Needs”  Wages not withheld for Discipline  Wages presented as understood by workers  Wages paid in Cash or Check form  No false apprentice schemeEnergise Involve Enable
  17. 17. Management System Management System  Policy  Management Review  Company Representatives  Planning and Implementation  Control of SuppliersEnergise Involve Enable
  18. 18. Management System Management System  Address Concerns and Taking Corrective Actions  Outside Communication  Access for Verification  RecordsEnergise Involve Enable
  19. 19. How To Audit SA8000 How To Audit SA8000 LOCAL STAFF * Semi- Annual Surveillance Required NGOs LOCAL NORMS LAWS &REGS SUPPLIER COMPANY INTERPRETATION COMPLIANCE AUDIT AUDIT OF STANDARD AGAINST REPORT SPECIFICS FINDINGS FOR AUDIT STANDARD CLIENT STANDARD BASELINE REQUIREMENTSREQUIREMENTEnergise Involve Enable
  20. 20. Critical Data Gathering Critical Data Gathering  Applicable laws  Local NGOs  Political situation  Industry profile  Union situation  Chronic industry  Food costs problems (market basket)  Average family size for countryEnergise Involve Enable
  21. 21. Worker Interview Worker Interview  Anonymity critical for accurate response  Focus group and individual interviews  Setting the stage with worker  Off-site interviews for anonymity  Indirect questioning techniques  Notes should be taken for reference  Female auditors crucial element  Audit team selects workersEnergise Involve Enable
  22. 22. Who Is Doing SA8000 Who Is Doing SA8000  BVQI  DNV  ITS  SGS  ULEnergise Involve Enable
  23. 23. How To Be Accredited How To Be Accredited  ISO / IEC GUIDE 62  CEPAA GUIDELINE 1Energise Involve Enable
  24. 24. CEPAA GUIDELINE 1 CEPAA GUIDELINE 1  An appropriate summary of confirmation and application for following items :  Information of working conditions from local interested parties, NGOs, and workers  To determine the sufficient wage level  To ascertain the languages spoken on site before accepting a clientEnergise Involve Enable
  25. 25. CEPAA GUIDELINE 1 CEPAA GUIDELINE 1 Successful completion of an approved accredited SA 8000 Lead Assessor course The use of certified SA 8000 auditors / Selection of a qualified team of auditors To obtain factual information sensitive to local cultural norms, and protect the confidentiality of workers who are interviewedEnergise Involve Enable
  26. 26. CEPAA GUIDELINE 1 CEPAA GUIDELINE 1 A documented procedure for ensuring auditor possession of appropriate local language and interview skills Where a subcontractor, auditor or translator, is engaged, the certification body shall have procedures to confirm that persons impartiality, including that such subcontractor is not an employee or recent ex-employee of the auditeeEnergise Involve Enable
  27. 27. Accreditation Process Accreditation Process  Capacility Evaluation by CEPAA  An audit of policies , procedures and documentation  A witness audit  Periodical reevaluations / Surveillance audits  NGOs encouragedEnergise Involve Enable
  28. 28. Value of SA8000 Value of SA8000  Cost Reduction in monitoring  Better Corporate Image when products are from a safer and fairer working environment.  Trust-building to investors and bank-analysts when evaluating social performance  Sustainable Development from Continuous ImprovementEnergise Involve Enable
  29. 29. Value of SA8000 Value of SA8000  Marketing advantage of a selling point  Improvement of the relationship with the public, governments and NGO’s  Better position in the labour market  Enhancing organisation’s productivity through Risk ManagementEnergise Involve Enable

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