Introduction _SA-8000-Awareness training

1. WHAT IS SA-8000?
• Released in October 1997, the Social Accountability
8000(or SA 8000) Standard is the first global ethical
standard.
• SA 8000 has been developed based on the
conventions of the International Labor Organization,
the Universal Declaration of Human Rights, as well as
the United Nations Convention on the Rights of a Child.
It is applicable to all companies regardless of scale,
industry and location.
• Its objective is to ensure ethical sourcing and
production of goods and services.

2. WHY WAS SA-8000
DEVELOPED?
• Consumers and other stakeholders have become
increasingly concerned about whether products have
been manufactured under conditions of violation of
human rights, child labor and discrimination – as often
reported by the media.
• The existing management of many companies cannot
adequately cope with the myriad demands imposed by
labor laws, codes of conduct of individual companies,
as well as their stakeholders.
• A greater challenge is to effectively monitor whether
the manufacturers and suppliers have implemented, all
the clauses.

3. WHO DEVELOPS
SA-8000?
• SA 8000 is developed by the Council on Economic Priorities Accreditation
Agency (CEPAA), an affiliate of the Council on Economic Priorities (CEP).
• 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.
• CEPAA 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 CEPAA.
About Social Accountability International:
Known until summer 2000 as the Council on Economic Priorities Accreditation
Agency (CEPAA), SAI was established to develop and verify the
implementation of voluntary corporate social responsibility standards, the first
of which is SA-8000. SAI maintains close oversight of the companies it accredits
to carry out SA-8000 certification, ensuring their capabilities and requiring their
collaboration with local experts.

4. WHO DEVELOPS
SA-8000?
• SAI’s International Advisory Board includes representatives from unions,
organizations for human rights and children’s rights, academia, retailers,
manufacturers, contractors, non-governmental organizations, consultants,
accounting firms, as well as certification bodies.
• Members of the CEPAA Advisory Board do not represent the interests of
particular organizations; they have been appointed for their experience and
knowledge of particular sectors. This is to ensure that the interests of different
sectors are appropriately represented, thereby enabling the Advisory Board to
maintain a balanced view.

5. WHY BECOME
SA 8000 CERTIFIED?
• Enable companies to develop and implement
effective labor practices.
• Enhance long term relationships between the
company and its stakeholders.
• Achieve international standard and enhance
credibility.
• Generate positive sentiment for the company and
its products.
• Reduce the number of second party audits of
suppliers.

6. HOW DOES SA 8000
OPERATE?
• As in the cases of ISO 9000 Quality Management System
and ISO 14000 Environmental Management System, SA
8000 provides a framework for independent assessment
by a third party certification body.
• SA 8000 includes a set of social accountability standards
and a guidance document.
• Through continuous assessment, it provides the
companies with a system for continuous improvement.
• Through an appeal process to the certification body,
non-governmental organizations (i.e. NGOs), if they
have supporting evidence, can challenge the SA 8000
certification of a company.

7. WHAT ARE THE
REQUIREMENTS OF SA 8000?
• Child Labor
• Forced Labor
• Health & Safety
• Freedom of Association
and Right to Collective
Bargaining .
• Discrimination
• Disciplinary Practices
• Working Hours
• Compensation
o Management Systems
o Management Review
o Company Representative
o Planning and Implementation
o Control of Suppliers
o Addressing Concerns &
Taking Corrective Action
o Outside Communication
o Access for Verification
o Records Retention

8. HOW TO IMPLEMENT
SA 8000?
• PREPARATION
o Management Commitment
o Nominate Responsible Personnel
❖ Self-Assessment
❖ Consider appointing a
consultant or a local NGO to
help setting up a social
accountability management
system.
• IMPLEMENTATION
o Write Documentation
o Train the staff
o Implement the system
o Maintain records
• AUDIT
o Pre-Audit
o Formal Audit
o Certification
• Continuous Improvement
o Surveillance Audit (every 6
months to one year)
o Renewal Audit (every 3
years)

9. I. PURPOSE & 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.

10. II. NORMATIVE ELEMENTS &
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 addresses
the same issue, that provision which is most stringent
applies.

11. 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: 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 SUBCONTRACTOR: 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.
4. DEFINITION OF REMEDIAL ACTION: Action taken to remedy a non-
conformance.
5. DEFINITION OF CORRECTIVE ACTION: Action taken to prevent the
recurrence of a non-conformance.
6. DEFINITION OF INTERESTED PARTY: Individual or group concerned with or
affected by the social performance of the company. Continue …

12. III. DEFINITIONS
7. DEFINITION OF 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.
8. DEFINITION OF YOUNG WORKER: Any worker over the age of a child as
defined above and under the age of 18.
9. DEFINITION OF CHILD LABOR: 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.
10. DEFINITION OF FORCED LABOR: 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.
11. DEFINITION OF REMEDIATION OF CHILDREN: 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.

13. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
1. CHILD LABOR
1.1 • No child labor
1.2 • Remediation of children
• Provision of adequate support to children to attend & remain
in school.
1.3 • Promotion of education for children and young workers
subject to local compulsory education.
• No work during school hours.
2. FORCED LABOR
2.1 • No forced labor.
• No deposit of deposits or identity papers.

14. 3. HEALTH & SAFETY
3.1 • Provision of safe and healthy working environment.
• Adequate steps to be taken to prevent accidents & injuries.
IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
3.2 • Appointment of Sr. Manager responsible for health and safety
of all personnels.
3.3 • Regular & recorded health and safety training.
3.4 • System to detect potential threats to health and safety.
3.5 • QWL (Quality of Work Life).
3.6 • Provision of clean safe dormitories (if provided).

15. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
4. FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE
BARGAINING
4.1 • Provision of Trade Union.
4.2 • Independent and free association for all personnel if Union
are banned by law.
4.3 • No discrimination for representatives of employees.
5. DISCRIMINATION
5.1 • No discrimination on the basis of caste, sex, religion, disability,
nation etc. at the time of hiring.
5.2 • No interference of company with the exercise at personal rights.
5.3 • No sexual threats through gesture, language etc.

16. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
6. DISCRIMINATION PRACTICES
6.1 • No corporal, mental or physical punishment.
7. WORKING HOURS
7.1 • 48 working hours per week.
• One day off in seven days cycle.
7.2 • 12 working hours overtime in seven days cycle.
8. COMPENSATION
8.1 • Minimum wages compliance adequate to meet the basic
needs of a person.
8.2 • No deduction on the basis of disciplinary purposes.
• Wages & compensation are in compliance with laws.
• Compensation in cash/cheque as convenient to worker.
8.3 • Contractual labor are not hired in an effort to avoid fulfilling
obligations toward labor in all concerns.

17. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
9. MANAGEMENT SYSTEM
9.1 • Define company social policy.
• Commitment to fulfill requirement of standard.
• Commitment to comply with applicable law & other requirement.
• Commitment to continuous improvement.
• Documentation, implementation, communication of policy to all
employees.
• Make publicly available.
9.2 • Management Review Meeting (MRM).
Policy:
Management Review:
9.3 • Appointment of company’s representative.
Company Representatives:
9.4 • Representative of non-management personnels to
communicate with Sr. Management related to this standard.

18. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
9.5 • Requirement of this standard are understood.
• Clear definition of roles/responsibilities and authorities.
• Training of employees at hiring.
• Periodic training of employees.
• Continuous monitoring to judge the effectiveness of system &
standard.
9.6 • Vendor’s evaluation.
Planning & Implementation:
Control of Suppliers:
9.7 • Record of suppliers’ commitment to social accountability.
• Conformance of all standard’s requirements.
• Participation in company’s monitoring activities.
• Immediate remediation of non-conformities.
• Communication with the company regarding relation with
other suppliers.
9.8 • Maintenance of reasonable evidence to maintain track if the
requirements are met by suppliers.

19. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
9.9 • Investigation and information regarding applicability of
standard.
• No discrimination if any employee records any observation
regarding standard.
Addressing Concerns and Taking Corrective Action:
9.10
9.11 • Communication to interested parties data and other
information regarding performance in compliance with
standard.
• Provision of adequate resources for corrective and
preventive actions.
Outside Communication:

20. IV. SOCIAL ACCOUNTABILITY
REQUIREMENTS
9.12 • Provision in all contracts to provide access to all interested
parties regarding activities in compliance with standard.
• Same exercise to all sub-Contractors.
Access for verification:
9.13 • Maintenance of record to prove compliance to this standard.
Records:

21. EVOLUTION
CULTIVATION - ERA-1 1780 - 1860
INDUSTRIALIZATION - ERA-2 1860 - 1940
MODERANIZATION - ERA-3 1945 - 1980
TECHNOLOGICAL
ADVANCEMENT - ERA-4 1980 - Onwards
Invention
R&D
Innovation
Technological
Advancement
HUMAN RESOURCES

22. 5-M CONCEPT
MAN
MONEY
MACHINE
MATERIAL
ORGANIZATION
MECHANISM
INPUT OUTPUT PRODUCT/
SERVICES