2. Course Objective
Detail overview of SA 8000 standard
To understand Social impact on the workplace
and “Globalization” trend
Define the stakeholders for SA8000
Interpret the intention of SA8000 elements
Assess compliance with SA 8000 standard
through evaluation of case studies
Recognize type of Objective Evidence
To learn the role of NGO and 3rd parties
3. Course Modules
Lecture
Pre-Class reading and Discussion
Interactive exercises on case studies
SA 8000 audit role plays
4. Who is SAI
Previous Named “CEPAA” (Council on Economic Priorities
Accreditation Agency)
Established in May, 1997
Monitors ongoing compliance of SA certification bodies
and their documented procedures
Maintains list of accredited certification bodies available
to the public
Review and resolve complaints against the auditors
and/or certification bodies
6. SA 8000 Scope
Initial Focused on FTC (manufacturing)
SA 8000 now applied for Agricultural industry
and Homeworker
Certification based on scope definition
Registrar must approve scope
7. SA 8000 Mission
Improve working conditions globally
Provide universal standard in all business and country
sectors
Work in parallel with human rights and labor
organizations worldwide
Provide incentive which benefits the business and
consumer community though a win/win approach
8. SA 8000 Basic Principles
Senior Management led
Aimed at continuous improvement
Focused on preventive rather than
reaction
In support of ILO conventions
Declaration of human rights
Rights of the child
Promote ethical sourcing practices
10. Type of Assessment
1st Party – Internal (self-reporting)
2nd Party – Assessed by purchaser
(customer)
3rd Party – Assessed by external body
(Registrar) with no vested interest
11. Corrective Action
3 Categories of Audit Finding
Major - Systemic Violation
Minor - Oversight or non-systemic problem
Observation – non mandatory (opportunity for
improvement)
Recommendation for registration:
No recommendation with a major finding
Multiple Minor may be acceptable
Focused on continued improvement
12. Standard Definition
Company
Supplier
Subcontractor
Remedial action
Corrective action
Interested 3rd Party
Child
Young worker
Child Labor
Forced Labor
Remediation of
children
NGO
13. Definition
Child : Any person less than 15 years of age, unless local
minimum age law stipulates a higher age for work or mandatory
schooling, in which case the higher age would apply. If, however,
local minimum age law is set at 14 years of age in accordance with
developing-country exceptions under ILO Convention 138, the lower
age will apply.
Young Worker : Any worker over the age of a child as defined
above and under the age of 18.
Child Labour : Any work by a child younger than the age(s)
specified in the above definition of a child, except as provided for by
ILO Recommendation 146.
14. Definition
Forced Labour : All work or service that is extracted
from any person under the menace of any penalty for which
said person has not offered him/herself voluntarily or for which
such work or service is demanded as a means of repayment
of debt.
Remediation of Children: All necessary support and
actions to ensure the safety, health, education, and
development of children who have been subjected to child
labour, as defined above, and are dismissed.
15. Definition
Homeworker : A person who carries out work for
a company under direct or indirect contract, other
than on a company’s premises, for remuneration,
which results in the provision of a product or service
as specified by the employer, irrespective of who
supplies the equipment, materials or other inputs
used
16. SA8000 Standard Requirement
Child Labour
Forced Labour
Health and Safety
Freedom of Association
Discrimination
Disciplinary Practices
Working Hours
Remuneration
Management System
17. 1. Child Labor
The Company
shall not engage in or support the use of child labour
as defined above
shall document and effectively communicate to
personnel and other interested parties policies and
procedures for remediation of children found to be
working in situations which fit the definition of child
labour above,
shall provide adequate support to enable such
children to attend and remain in school until no
longer a child as defined above
18. document, and effectively communicate to personnel and
interested parties policies & procedures for promotion of
education for children covered under ILO
Recommendation 146 and young workers who are
subject to local compulsory education laws or are
attending school, including means to ensure that
no such child or young worker is employed during school hours
combined hours of daily transportation (to and from and school),
school, and work time does not exceed 10 hours a day.
shall not expose children or young workers to unsafe, or
unhealthy condition.
1. Child Labor
19. Objective Evidence
Birth certificate/ passport / local record
Company ID (showing picture and age)
Report from certified health practitioner
Governmental records
National Statistic charts
Information from Local NGOs
Work site activities
Posture, hands and behavior of child
20. Potential Industry Solutions
If Children need to work, minimize risk to child from
chemicals, toxins, and excessive hours
Assure adequate schooling and day care facilities
Provide stipend, if child dismissed, to child to lessen
financial impact on family
Provide training and employment for family members
Work with local government and NGOs to set up long
term cooperative solution
21. 2. Forced Labor
The company shall not engage in or
support the use of forced labour, nor shall
personnel be required to lodge ‘deposits’
or identity papers upon commencing
employment with the company.
22. Objective Evidence
Security Guard contract matches service
NGO information
Record of Deposit Lodged
No use of force evident at work site
Workers free to come and go
Interview with workers
Worker reaction to guards
Marks or bruises evident on workers
23. 3. Health and Safety
The company shall
3.1 provide a safe and healthy working environment and shall take
adequate steps to prevent accidents and injury to health arising out
of, associated with or occurring in the course of work
3.2 appoint a senior management representative responsible for
implementation of the Health and Safety elements of this standard.
3.3 ensure that all personnel receive regular and recorded health and
safety training, and that such training is repeated for new and
reassigned personnel.
24. 3.4 establish method to detect, avoid or respond to
potential threats to the health and safety of all
personnel.
3.5 provide, for use by all personnel, clean bathrooms,
access to potable water, and, if appropriate, sanitary
facilities for food storage.
3.6 if provided for personnel, dormitory facilities are
clean, safe, and meet the basic needs of the
personnel.
3. Health and Safety
25. Objective Evidence
Blocked/Fire Exit
Water Supply access
Bathroom Clean and
adequate
Food Storage
Toxic Chemicals
Protective Gear
Worker Appearance
Dormitory Facilities
Ambient temperature
Adequate Lighting
Eating Facilities Clean
Input from interviews
Training programs
First aid availability
26. 4. Freedom of Association
The company shall
respect the right of all personnel to form and join trade unions
of their choice and to bargain collectively.
if collective bargaining are restricted under law, the company
must facilitate parallel means of independent and free
association and bargaining for all such personnel.
ensure that representatives of such personnel are not the
subject of discrimination and that such representatives have
access to their members in the workplace.
27. Objective Evidence
Review records of payments of workers who resigned
for “severance payments”
Seek patterns of piece rate changed to reward or
punish production “lines”
Seek any evidence of shift changes or other work
assignment changes which may punish worker.
Look for differing treatment between union and non-
union workers
Look for radical drops in regular income
28. 5. Discrimination
The company shall
not engage in or support discrimination :
in hiring, remuneration, access to training, promotion,
termination or retirement based on race, caste, national
origin, religion, disability, gender, sexual orientation, union
membership, political affiliation, or age.
Pregnancy testing in Mexico in Maquiladoras, Caste system
not interfere with the exercise of the rights of personnel to
observe tenets or practices, e.g., national origin, religion beliefs,
union membership, or political affiliation.
No form of worker harassment will be allowed or supported.
29. Objective Evidence
Site Observations in production and rest
areas
Procedures designed to prevent violations are
in place, known and supported by company
Designated MR empowered to enforce
policies at the work site
Wage records show pay discrepancies not
due to training and tenure issues
Testimony of workers and/or NGOs
30. SA 8000 vs. Culture
Some societies allow discriminatory
practices as part of culture
Separate plant facilities for women. May be
acceptable if payments are equal to those of
men in same work field.
Social differences (dress requirements) which
don’t violate fundamental human rights.
31. 6. Disciplinary Practices
The company shall
not engage in or support the use of corporal
punishment, mental or physical coercion, and
verbal abuse
Evidence for reduced wages for sickness or
failure to meet quotas
Unexplained pay reductions
Signs of physical abuse
Threats of dismissal or personal harm
Interview off site
32. 7. Working Hours
48 HOURS PER WEEK OR LOWER IF APPLICABLE UNDER
NATIONAL LAW
Personnel shall be provided with at least 1 day off in every 7 day
period.
All overtime work shall be reimbursed at a premium rate and
under no circumstances shall exceed 12 hours per employee per
week
overtime work shall be voluntary and SHALL NOT BE
DEMANDED REGULARLY
33. Auditor Issues
What constitutes exceptional short term
circumstances ?
Is overtime voluntary or is there a threat of job
termination…?
Are the wage records valid and accurate ?
Do the production schedules and number of
machines agree with the pay records?
Calculation of total production divided by workers
may be helpful in assessing need for overtime
Is there evidence that work is being done at home to
avoid overtime restriction..?
34. 8. Remuneration
The company shall
ensure that wages paid for a standard working week meet at
least legal or industry minimum standards and shall be
sufficient to meet basic needs of personnel and to provide
some discretionary income.
ensure that deductions from wages are not made for
disciplinary purposes
ensure that wage and benefits composition are detailed
clearly and regularly for workers;
35. 8. Remuneration
The company shall
ensure that wages and benefits are rendered in full
compliance with all applicable laws and that
remuneration is rendered either in cash or check
form, in a manner convenient to workers.
ensure that labour-only contracting arrangements
and false apprenticeship schemes are not
undertaken in an effort to avoid fulfilling its
obligations to personnel under applicable laws
pertaining to labor and social security legislation and
regulations.
36. Quota System
Quota System should allow attainment of minimum
wage/industry norm
100% of quota should equal at least minimum
wage/industry norm
Separate sheet must be maintained to record both
piece rate and hours worked
Overtime hours paid at premium rate
37. Wage should be sufficient to meet basic
needs and provide discretionary income
Market basket survey (cost of food basket)
Determine minimum wages/industry wage
norm
Review records of average family size
Consult NGOs
Method of Payment
Wage test of “reasonableness”
Remuneration
38. Remuneration Checklist
Wages
Understandable to workers
Convenient for workers
Cash or check form
Frequency and method of payment
Deductions are legitimate and accurate
False schemes to avoid proper payment
39. Basic needs formula
Determine basic food basket required to maintain an
adequate diet.
2,100 calories per day (WHO)
Local government standards
Determine percent family income on food
Determine mean number of family members for
formula calculation
Source of Data Verification :
Offices of WHO
Desk Study of prices from country’s Ministry of Labor
Data from ILO and World Bank
Data confirmation from local unions and NGOs
Annual stats published by ILO on food prices.
40. Determine Basic needs wage
Obtain cost of market basket.
Source : World Bank Poverty Assessments
Adjust for annual inflation
Food component of Basket should be at least
2,100 calories per person
Determined the average family sizes
Source : UNDP; U.N. habitat; WB Poverty
Assess
Add 10 % for discretionary income
41. Calculate Basic needs Wage
Apply the formula :
Cost of market basket X average family size X
110% (adjust if more than one income earner)
Apply for different sub-regions:
Economic or geographic sub-regions
Urban or rural; and/or metropolitan area
Adjust for inflation
Adjust for single parent
42. Cross checking wage calculation
Consult with NGOs and Unions
Any dispute with the wage calculation should
be substantiated with analysis or alternative
data sources
Cross-check Full compliance with SA
8000
Where free association and collective
bargaining are effective, unions may be able to
verify that the wage meets basic needs.
43. Management Systems
SA 8000 policy
Management Review
Company Reps
Planning &
Implementation
Control of Suppliers
Corrective Actions
Outside
Communication
Access for
Verification
Records Retention
44. MANAGEMENT SYSTEMS TO PROVIDE :
Policy and its Commitment
Is publicly available
Commitment to continual improvement
Communicate to all personnel
Management Review
Company Representative (MR)
Health and Safety Representative can be MR also
Worker Representative (non-management level)
Management Systems
45. MANAGEMENT SYSTEMS TO PROVIDE
Planning and Implementation
Clear definition of roles, responsibilities and authority
Training of new and/or temporary employees upon
hiring
Periodic training and awareness programs for existing
employees
Continuous monitoring activities to the effectiveness
of system implementation
Management Systems
46. MANAGEMENT SYSTEMS TO PROVIDE
Control of Supplier/Subcontractors and Sub Supplier
Evaluate and Select Suppliers who can meet the
requirement of the standard
Maintain the appropriate record of Supplier/ Subcontractors
and Sub-Supplier commitment to the social accountability
Including Homeworkers
Addressing Concerns and Taking Corrective Action
Remedial Action
Management Systems
47. MANAGEMENT SYSTEMS TO PROVIDE
Outside Communication
Has a procedure for communicate regularly to all
interested parties data and other information
regarding performance against the requirements,
include management review and internal audit
results
Access for Verification
Records
Management Systems
48. Common Abuses
Boot camp regimen
Arbitrary fines
Pay deductions
No pay stubs
Piece work rate
conversion
Bathroom use
restriction
Apprentice schemes
No protection gear
No safety instruction
“Casualisation”
Pregnancy firing
“Old age” firing
Required overtime
49. Certification Status
Certification Process
Certification Status
Over all around 259 Companies
Certified as of 15th August 2003
Brazil, Italy, China, and India are the
countries where sizable units are
certified
50. Certification Process
Set up of Systems
Consultants are available for helping
companies setting up a system.
Complete freedom available to
companies to document the system.
Nothing specified in the standards
Certification Process
51. Companies could choose to set up its own
systems if it has qualified personnel
Auditing Process
Auditing and Certification is done by
Certification Bodies accredited by SAI, USA
Certification Process
52. Audit Planning
Auditor Selection
Local Culture
Language/dialect
Gender diversity
Critical data
gathering/laws and
statistics
Subject matter expert
Pre-Audit required
Planning of worker
interviews
Assurance of worker
anonymity
Selection of NGOs
Audit on pay day
53. Auditing Activity
Documented System of the company is
reviewed before the audit
Pre Audit can be availed if the company
needs a pre- assessment before
Certification audit
Certification Audit carried out
Audit Process
54. Pre-Audit Meetings
Lead auditor conducted Pre-assessment
Arrange interview with NGOs, or Unions
Discussion with NGO’s and getting information on the
factory being audited specially any particular problem
Obtain input on elements, concentrating on those
which are most applicable
Determine audit team requirements
Plan Audit schedule
Consolidate wage, food data.
55. Auditors
Auditors have to undergo training from
SAI
Need to qualify thereafter as auditors
Each Certification body has its own
rules for qualification
Auditor Qualification
56. SA 8000 Audit teams
Audit Team has to be well balanced to
meet the following requirements
Male/Female auditors based on gender
distribution in the work force
Ability to speak the language spoken by
the workers
Audit team Selection
57. Competence in Labour Laws applicable
to the site
Competence in handling worker
interviews
Audit team Selection
58. Information needed by auditors
Applicable Laws
Political Situation
Union Situation
Food costs (market basket)
Average family size for country
Local NGOs
Industry Profile
Chronic industry problems
59. NGO Selection
United Nation Agencies
ILO, UNDP, UNICEF, UNIDO
Local NGO offices
Save the children
Oxfam
American friends service
World bank
Regional Development Banks
60. Worker Interview
Anonymity critical for accurate response
Group of 4-5 workers or individual
Setting the stage with workers
Offsite interview can be arranged
Indirect questioning techniques
Audit team select group of workers to be interviewed.
61. Certification Process
After successful completion of Certification
audit , company is recommended for issue of
Certificate by the auditors to its certification
body. Successful completion means that there
are no major non- conformities in the
Certification Audit and even if found have
been addressed and closed
Certification Process
62. Certification Body reviews the audit
report and other documents from its
auditors and takes the decision to issue
the certificate
Certificate valid for three years
Renewal possible for another three
years via a re-cert audit
Certification Process
63. During the Validity of the Certificate
Surveillance audits are performed to
monitor the continuing implementation ,
by the Certification Bodies
First Surveillance audit is carried out
within six months of issue of Certificate
Certification Process
64. Surveillance audit thereafter is
performed once a year if major non
conformities are not found
Certification Process