SA 8000

Presented by: Aditi Jindal Divya Anand Payal Jotwani Priya Sethi Sadhana Yadav Swati

WHAT ?
Released

in October 1997. Is a Global Social Accountability Standard for decent working conditions. Developed and Overseen by Social Accountability International (SAI). Developed based on the conventions of the International Labour Organization. Applicable to all companies regardless of scale, industry and location.

OBJECTIVE
To

Ensure Ethical Sourcing and Production of goods and services.

CONVENTIONS

Child Labour Forced Labour Workplace Safety and Health Freedom of Association and Rights to Collective Bargaining Remuneration Discipline Working Hours Discrimination Management System for Human Resources

5 Ws And 1 H
WHAT ? WHO DEVELOPS ? WHY TO BE CERTIFIED ?

WHY DEVELOPED ? WHO IS CERTIFIED ?

HOW TO OPERATE ?

WhY ?
Consumers

and other stakeholders concern about being manufactured under conditions of violation of human rights, child labour and discrimination.

Existing

Management could not cope with the demands imposed by labour laws & codes of conduct of individual companies.

Who Develops ?
Developed

by the SAI Accountability International .

Social

An

affiliate of the Council on Economic Priorities (CEP). is a public organization. service research

CEP

SAI, established in 1997, convened a group of experts for an Advisory Board. The Board is responsible for drafting SA 8000 standard, and providing direction and recommendation regarding function, operation and policy of SAI.

SAIs Advisory Board includes representatives from :

Unions, Organizations for human rights and Childrens rights, Academia, Retailers, Manufacturers, Contractors, NGOs, Consultants, Accounting Firms etc.

Who Is Certified ?
As

of June 2012, there have been 3083 facilities certified to SA8000 worldwide.

Why become SA 8000 certified?

Enable companies develop and implement effective labour practices. Enhance long term relationships between and stakeholders. company

Achieve international standard enhancing credibility.

Generate positive sentiment for company and its products. Reduce the number of second party audits of suppliers.

How does SA8000 operate?

Provides

a framework for independent assessment by a third party certification body. the companies with a system for continuous improvement.

Provides

CLAUSES
CHILD LABOUR
According to SA 8000 convention no. 182, Child Labour clause, a company should follow the following rules:

No engagement in child labour. No support to child labour. The company should provide financial support and help child attend school till 14.

Young workers should work only outside the school hours. Young workers school, transportation and work time should not exceed 10 hours a day. They should work only 8 hours per day. They should not work at night hours. They shall not work at unsafe or hazardous work place

FORCED LABOUR
Shall

not engage in or any forced or bonded labour. Workers and personnel can leave the workplace after completion of their work. Can terminate the service by giving proper notice. Freedom of movement shall be there. Not engage in or support human trafficking. Do not explore or harass the worker in any sense.

HEALTH AND SAFETY

Systematic system to make workplace safe and healthy. Employees have right to join and take care of health and safety of the workplace. Training should be provided to employees regarding safety in workplace. Accident prevention and control should be there. Documentation of each and every accident shall be done. Safety machines shall be provided.

FREEDOM OF ASSOCIATION AND RIGHTS TO COLLECTIVE BARGAINING

All personnel have the right to form, join and organise trade union. Company shall respect and accept unions and their opinions. Shall not lead to negative consequences for the employees. Company shall not interfere with establishment, functioning and administration of trade union.

Unions Can bargain collectively.

DISCRIMINATION

No cultural or norm discrimination should be there. No discrimination of pregnant woman shall be there. No sexual harassment shall be there. No discrimination of migrant workers shall be there. No discrimination of age shall be there. No discrimination shall be there on the basis if trade union shall be there.

DISCIPLINARY PRACTICES

Company shall treat all personnel well. Shall not engage in or support use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No abasement shall be there. Mental or psychological abasement shall not be there. Wage deduction or fine charge shall not be done for practice

WORKING HOURS
Overtime

shall be done voluntarily. Auditors should take care of piece work and how it is managed in workplace. Good understanding and use of subcontractors shall be there. Production review shall be done.

REMUNERATION

The workers basic need is wage ,should be provided properly. Different work system shall be there. Deduction of salary shall not be done for disciplinary practices. The company should personnels wage and benefit compositions are detailed clearly and regularly.

MANAGEMENT SYSTEM
The

company shall have its own policy to carry out its work and it shall be done with the help of top management. Management review shall be done to check the quality of goods and services.

EXAMPLE: Garment Industry

Since the last couple of years, there has been increasing demand from the overseas buyers & dealers for the quality garments, which are produced, in humane working condition without exploiting the workers & obeying certain ethical work practices. Anything made in inhumane conditions will be no more accepted by the overseas buyers. SA-8000 is increasingly becoming an essential pre-requisite in market access and customer satisfaction. Such certification will enhance the 'social image' of Indian suppliers worldwide, leading to a better market share and higher unit value realization. In India, according to available estimates, there are 58 WRAP certifications, 111 SA 8000, and more than 125 AVE audits

Implementation Methodology

Conducting Awareness Programme. Formation of a steering committee & selection of MR. Survey the existing system against SA 8000 system & gap analysis. Formulation of remedial plan, policy, and documentation of procedure. Identification & provision of required resources and creation of facilities.

cont.

Establishing and development of grievance handling system. Review of applicability of various National & State Laws for each requirements. Implementation of the documented system. Gestation period depending of the size & status of the organisation. Conducting internal quality audit. Conducting Management Review Meeting to review. Selection of certification bodies.

Benefits of Implementing SA 8000

Benefits for workers & trade unions: A tool to educate workers about core labour right. Less chance of accidents, better work environment. Increased stability of the jobs to the workers. Benefits for the business: Improved staff morale & creation of a more committed work force. Greater employee retention and less absenteeism. Better relationship with the unions & other stakeholder. Increased productivity due to employee's loyalty & commitment.

Benefits for the consumers & investors:

Clear & credible assurance for purchasing decision. Identification of ethically made products & companies committed to ethical sourcing. Assurance for the investors of the company regarding compliance to the laws of land.

Conclusion

Since its inception in the year 1997, till 31st. December 2006 more than 1300 facilities (covering 62700) employees are certified. Initially the response was slow, only 200 companies till 2002 was certified. In today's scenario competitiveness cannot be based on solely on cost or quality. Earlier customer insisted on eco-friendly quality product but now with rising public concern over inhumane working condition access to the international market requires the companies to maintain decent working condition and to respect human rights at the workplaces.

Thank You!!!