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SA8000社會責任體系
2017-04-21 18:44:01

Social Accountability 8000
2014SA8000 國際標準(最新英中文本)
International Standard by Social Accountability International 
June 2014
SA8000®: 2014
Supersedes previous versions: 2001, 2004 and 2008
The official language of this Standard and supporting documents is English. In the case of inconsistency between versions, reference shall default to the English version.
 
Contents 內容
 
I. INTRODUCTION 前言
 1. Intent and Scope 目的與范圍
 2. Management System  管理體系
II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION  規范性原則及其解釋
III. DEFINITIONS  定義
IV. SOCIAL ACCOUNTABILITY REQUIREMENTS  社會責任規范
1. Child Labour   童工
2. Forced or Compulsory Labour強迫或強制性勞動
3. Health and Safety  健康與安全
4. Freedom of Association & Right to Collective Bargaining  自由結社及集體談判權利
5. Discrimination  歧視
6. Disciplinary Practices  懲戒性措施
7. Working Hours  工作時間
8. Remuneration   工資
9. Management System  管理體系
 
IINTRODUCTION 前言
 1. Intent and Scope 目的與范圍
Intent: The intent of SA8000 is to provide an auditable, voluntary standard, based on the UN Declaration of Human Rights, ILO and other international human rights and labour norms and national labour laws, to empower and protect all personnel within an organisation’s control and influence who provide products or services for that organisation, including personnel employed by the organisation itself and by its suppliers, sub-contractors, sub-suppliers and home workers.  It is intended that an organisation shall comply with this Standard through an appropriate and effective Management System.
目的:本標準目的在于提供一個基于聯合國人權宣言,國際勞工組織(ILO)和其他國際人權慣例,勞動定額標準以及國家法律的標準,授權并保護所有在公司控制和影響范圍內的生產或服務人員,包括公司自己及其供應商,分包商,分包方雇用的員工和家庭工人。
 
Scope: It is universally applicable to every type of organisation, regardless of e.g., its size, geographic location or industry sector.
范圍:本標準各項規定具有普遍適用性,不受地域、產業類別和公司規模限制。
 
2. Management System 管理系統
Throughout your review of the next eight elements of SA8000, the requirements of this element - Management System - are central to their correct implementation, monitoring and enforcement. The Management System is the operational map that allows the organisation to achieve full and sustained compliance with SA8000 while continually improving, which is also known as Social Performance.
對于SA8000以下8個基本要素的回顧可知,該管理系統的要求對正確實施、監測和執行是至關重要的。該管理系統是使組織實現全面持續符合SA8000標準的同時又不斷進行改善。這也被稱為社會績效。
When implementing the Management System element, it is a required priority that joint worker and management involvement be established, incorporated and maintained throughout the compliance process with all the Standard’s elements. This is particularly critical to identify and correct non-conformances and to assure continuing conformance.
在實施管理系統內容時,需要優先建立工人和管理共同參與,并整合和維護整個過程使其符合所有標準的內容。這對識別和糾正不合格、保證持續合規性是至關重要的。
 
 
IINormative Elements and Their Interpretation規范性原則及其解釋
The organisation shall comply with local, national and all other applicable laws, prevailing industry standards, other requirements to which the organisation subscribes and this Standard. When such laws, standards or other requirements to which the organisation subscribes and this Standard address the same issue, the provision most favourable to workers shall apply.
組織應遵守當地、國家及其它所有適用的法律、通行的行業規定、公司簽署的其它規章以及本標準。當國家及其它所有適用法律,標準或其他要求、公司簽署的其它規章以及本標準所規范議題相同時,以其中對工人最有利的條款為準。
組織也應尊重下列國際協議之原則:
ILO Convention 1 (Hours of Work – Industry) and Recommendation 116 (Reduction of Hours of Work)
國際勞工組織公約第 1 號(工作時間-行業)及建議116(工時減少)
 
ILO Conventions 29 (Forced Labour) and 105 (Abolition of Forced Labour)
國際勞工組織公約第 29 及第105號(強迫性勞動及其解除)
 
ILO Convention 87 (Freedom of Association)
國際勞工組織公約第 87 號(結社自由)
 
LO Convention 98 (Right to Organise and Collective Bargaining)
國際勞工組織公約第 98 號(組織和集體談判權利)
 
ILO Conventions 100 (Equal Remuneration) and 111 (Discrimination – Employment and Occupation)
國際勞工組織公約第 100 及第111 號(男女工人同工同酬;歧視-雇用和職業)
 
ILO Convention 102 (Social Security - Minimum Standards)
國際勞工組織公約第 102(社會安全-最低標準)
 
ILO Convention 131 (Minimum Wage Fixing) ILO Convention 135 (Workers’ )
 國際勞工組織公約第 131(最低工資確定)
 
Representatives) ILO Convention 138 and Recommendation 146 (Minimum Age)
國際勞工組織公約第 138 號及建議條款第146 號(最低年齡及建議)
 
ILO Convention 155 and Recommendation 164 (Occupational Safety and Health)
國際勞工組織公約第 155 號及建議條款第164 號(職業安全與健康)
 
ILO Convention 159 (Vocational Rehabilitation and Employment - Disabled Persons)
國際勞工組織公約第 159 號(職業康復與就業-傷殘人士)
 
ILO Convention 169 (Indigenous and Tribal Peoples)
國際勞工組織公約第 169 號(原住民和部落民族)
 
ILO Convention 177 (Home Work)
國際勞工組織公約第 177 號(家庭工作)
 
ILO Convention 181 (Private Employment Agencies)
國際勞工組織公約第 181 號 (私營職業介紹所)
 
ILO Convention 182 (Worst Forms of Child Labour)
國際勞工組織公約第 182 號(最惡劣形式的童工)
 
ILO Convention 183 (Maternity Protection)
國際勞工組織公約第 183 號(孕婦保護)
 
ILO Code of Practice on HIV/AIDS and the World of Work
國際勞工組織關于艾滋病及就業守則
 
Universal Declaration of Human Rights
世界人權宣言
 
The International Covenant on Economic, Social and Cultural Rights
關于經濟、社會和文化權利的國際公約
 
The International Covenant on Civil and Political Rights
關于政治和民主的國際公約
 
The United Nations Convention on the Rights of the Child
聯合國兒童權利公約
 
The United Nations Convention on the Elimination of All Forms of Discrimination Against Women
聯合國消除一切形式歧視婦女行為公約
 
The United Nations Convention on the Elimination of All Forms of Racial Discrimination
聯合國反對各自形式種族歧視公約 
 
UN Guiding Principles on Business and Human Rights
關于聯合國商業和人權指導原則
 
 
 
III. Definitions (organized either alphabetically or by logical flow)
Ⅲ.定義 (按字母順序或邏輯順序排列)
 
1. Shall: In this Standard the term “shall” indicates a requirement.
    Note: Italics have been added for emphasis. 
 1.  “”定義: 本標準中的術語“應”表示要求。
    注:增添的斜體字表示強調內容。
 
2. May: In this Standard the term “may” indicates a permission. Note: Italics have been added for emphasis.
2. “可以”定義: 本標準中的術語“應”表示準許。注:增添的斜體字表示強調內容。
 
3. Child: Any person under 15 years of age, unless the minimum age for work or mandatory schooling is higher by local law, in which case the stipulated higher age applies in that locality.
3. 兒童定義: 任何十五歲以下的人。若當地法律所規定最低工作年齡或義務教育年齡高于十五歲,則以較高年齡為準。
 
4. Child labour: Any work performed by a child younger than the age(s) specified in the above definition of a child, except as provided for by ILO Recommendation 146.
4. 童工定義: 由低于上述兒童定義規定年齡的兒童所從事的任何勞動,除非符合國際勞工組織建議條款第146 號規定.
 
5. Collective bargaining agreement: A contract specifying the terms and conditions for work, negotiated between an organisation (e.g. employer) or group of employers and one or more worker organisation(s).
5. 集體談判協議: 由一個或多個雇主與一個或多個工人組織簽訂的有關勞工談判的合約,明確規定雇用的條件和條款。
 
6. Corrective action: Action to eliminate the cause(s) and root cause(s) of a detected non-conformance.
     Note: Corrective action is taken to prevent recurrence.
6. 糾正行動定義: 消除已發現的不符合項的原因和根本原因的行動。
     注:采取糾正行動是為了防止再次發生。
 
7. Preventive action: Action to eliminate the cause(s) and root cause(s) of a potential non-conformance.
     Note: Preventive action is taken to prevent occurrence.
7. 預防行動定義: 消除潛在的的不符合項的原因和根本原因的行動。
     注:預防糾正行動是為了預防發生。
 
8. Forced or compulsory labour: All work or service that a person has not offered to do voluntarily and is made to do under the threat of punishment or retaliation or that is demanded as a means of repayment of debt.
8. 強迫或強制勞動定義: 個人在任何非志愿性、受懲處或報復的威脅下工作或服務,或作為償債方法的工作或服務。
 
9. Home worker: A person who is contracted by the organisation or by its supplier, sub-supplier or subcontractor, but does not work on their premises.
9. 家庭工人定義: 與組織或其供應商、下級供應商或分包方簽有合約,但是不在他們廠址工作的人員。
 
10. Human trafficking: The recruitment, transfer, harbouring or receipt of persons, by means of the use of threat, force, deception or other forms of coercion, for the purpose of exploitation. 
10. 販賣人口定義: 基于剝削的目的,通過使用威脅、武力、其他形式的強迫或欺騙,進行人員的雇用、調動、窩藏或接收。
 
11. Interested parties: An individual or group concerned with or affected by the social performance and/or activities of the organisation.
11. 利益相關方定義: 關心組織的活動和/或社會績效或受此影響的個人或團體。
 
12. Living Wage: The remuneration received for a standard work week by a worker in a particular place sufficient to afford a decent standard of living for the worker and her or his family. Elements of a decent standard of living include food, water, housing, education, health care, transport, clothing, and other essential needs including provision for unexpected events.
12. 生活工資定義:工人收到的標準工作周的薪酬應使工人和她/他的家人在其所在地區足以支付中等生活標準。中等生活標準的組成包括食物,水,住房,教育,醫療,交通,服裝等基本需求,包括留出資金以備應對突發事件。  
 
13. Non-conformance: Non-compliance with a requirement.
13. “不符合”定義:不符合要求。
 
14. Organisation: The entirety of any business or non-business entity responsible for implementing the requirements of this Standard, including all personnel employed by the organisation. Note: For example, organisations include: companies, corporations, farms, plantations, cooperatives, NGOs and government institutions.
14. 組織定義: 負責實施本標準的要求的所有商業實體或非商業實體,包括該組織雇傭是所有員工。 注:例如,組織包括:公司,企業,農場,種植園,合作社,非政府組織和政府組織。
 
15. Personnel: All individuals employed or contracted by an organisation, including but not limited to directors, executives, managers, supervisors, workers and contract workers such as security guards, canteen workers, dormitory workers and cleaning workers.
15. 員工定義: 所有直接或通過分包受雇于組織的男性和女性個體,包括董事、總裁、經理、主管和工人和合同工,如保安員,食堂工人,宿舍的工人和清潔工人。
 
16. Worker: All non-management personnel.
16. 工人定義: 所有非管理人員。
 
17. Private employment agency: Any entity, independent of the public authorities, which provides one or more of the following labour market services:
• Matching offers of and applications for employment, without the agency becoming a party to the employment relationship(s) which may occur; 
• Employing workers with a view to making them available to a third party entity, which assigns their tasks and supervises the execution of these tasks. 
17. 私營職業介紹所定義: 為勞動市場提供一項或多項服務的一切實體、獨立的公共組織,這些服務包括:
a) 為就業申請提供匹配服務,代理組織不會成為雇傭關系中的任何一方 
b) 雇傭工人目的是讓他們為第三方實體可用, 所以給他們分配任務并監督這些任務的完成情況。
 
18. Remediation of child labourers: All support and actions necessary to ensure the safety, health,education and development of children who have been subjected to child labour, as defined above, and whose work has been terminated.
18. 救濟兒童定義: 為保障曾從事童工且已經終止工作的兒童的安全、健康、教育和發展而采取的所有必要的支援及行動。
 
19. Risk assessment: A process to identify the health, safety and labour policies and practices of an organisation and to prioritise associated risks.
19. 風險評估定義: 識別健康、安全、組織的勞工政策和實踐并為存在的相關風險確定優先處理順序的程序。
 
20. SA8000 worker representative(s): One or more worker representative(s) freely elected by workers to facilitate communication with the management representative(s) and senior management on matters related to SA8000. In unionised facilities the worker representative(s) shall be from the recognised trade union(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the organisation is not unionised, workers may freely elect the worker representative(s) for that purpose.
 20. SA8000工人代表定義: 由工人自由選舉的一個或多個員工代表,其職責是就SA8000 相關事宜與管理層代表和高層管理人員進行溝通。加入工會的設施,社會績效團隊中的工人代表應得到工會代表的承認,如果他們選擇服務。如果工會未指派一名代表或者該組織沒有加入工會,那么工人可以在他們中間自由選舉一名或多名SA8000工人代表。
 
21. Social performance: An organisation’s achievement of full and sustained compliance with SA8000 while continually improving.
21. 社會績效定義: 一個組織取得全面且持續符合SA8000標準要求和不斷提高的成績。
 
22. Stakeholder engagement: The participation of interested parties, including but not limited to the organisation, trade unions, workers, worker organisations, suppliers, contractors, buyers, consumers, investors, NGOs, media and local and national government officials.
22. 相關方參與定義: 利益相關方,包括但不限于組織、工會、工人、工人組織、供應商、承包商、購買者、消費者、投資者、非政府組織、媒體,以及地方和國家政府官員的參與。
 
 23. Supplier/subcontractor: Any entity or individual(s) in the supply chain that directly provides the organisation with goods or services integral to, utilised in or for the production of the organisation’s goods or services.
23. 供應商/分包商定義: 給組織直接提供貨物和/或服務的供應鏈中的實體或個人,它所提供的貨物和/或服務構成組織生產的貨物和/或服務的一部份,或者被用來生產組織貨物和/或服務.
 
24. Sub-supplier: Any entity or individual(s) in the supply chain that provides the supplier with goods and/or services integral to, utilised in or for the production of the supplier’s or the organisation’s goods or services. 
24. 下級供應商定義: 給供應商提供貨物和/或服務的供應鏈中的實體或個人,它所提供的貨物和/或服務構成供應商生產的貨物和/或服務的一部份,或者被用來生產組織貨物和/或服務。
 
25. Worker organisation: An autonomous voluntary association of workers organised for the purpose of furthering and defending the rights and interests of workers. 
25. 工人組織定義: 一個由工人自發組成的自愿性協會,目的是促進和捍衛工人.
 
26. Young worker: Any worker under the age of 18 but over the age of a child, as defined above.
      26. 未成年工定義: 如上所定義的任何年齡在18歲以下且在童工年齡以上的工人.
 
 
 
 
IVIV. Social Accountability Requirements社會責任之規定
 
1.  CHILD LABOUR
      Criteria:準則:
 
1.1  The organisation shall not engage in or support the use of child labour as defined above.
1.1 組織不應使用或支持使用符合上述定義的童工。
 
1.2  The organisation shall establish, document, maintain and effectively communicate to personnel and other interested parties, written policies and procedures for remediation of child labourers, and shall provide adequate financial and other support to enable such children to attend and remain in school until no longer a child as defined above. 如果發現有兒童從事符合上述童工定義的工作,組織應建立、紀錄、保留旨在救濟這些兒童的政策和書面程序,并將其向員工及利益相關方有效傳達。組織還應給這些兒童提供足 夠財務及其他支持以使之接受學校教育直到超過上述定義下兒童年齡為止。
 
1.3  The organisation may employ young workers, but where such young workers are subject to compulsory education laws, they shall work only outside of school hours. Under no circumstances shall any young worker’s school, work and transportation time exceed a combined total of 10 hours per day, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours.
1.3 組織可以聘用未成年工,但如果受強制教育法規的限制,他們只可以在上課時間以外的時間工作。在任何情況下,未成年工每天的上課、工作和交通所有時間不可以超過10小時,且每天工作時間不能超過8小時,同時未成年工不可以安排在晚上上班。
 
1.4 The organisation shall not expose children or young workers to any situations – in or outside of the workplace – that are hazardous or unsafe to their physical and mental health and development.
1.4 無論工作地點內外,組織不得將兒童或青少年工人置于對他們的身心健康和發展不安全或危險的環境中。
 
2.  FORCED OR COMPULSORY LABOUR 2. 強迫或強制性勞動
     Criterial 準則:
 
2.1  The organisation shall not engage in or support the use of forced or compulsory labour, including prison labour, as defined in Convention 29, shall not retain original identification papers and shall not require personnel to pay ‘deposits’ to the organisation upon commencing employment.
2.1  組織不得使用或支持ILO 公約29條中規定的強迫和強制性勞動,也不得要求員工在受雇起始時交納“押金”或保存身份證件原件。
 
2.2  Neither the organisation nor any entity supplying labour to the organisation shall withhold any part of any personnel’s salary, benefits, property or documents in order to force such personnel to continue working for the organisation.
2.2  組織及為組織提供勞工的實體單位不得扣留工人的部分工資、福利、財產或證件, 以迫使員工在公司連續工作。
2.3  The organisation shall ensure that no employment fees or costs are borne in whole or in part by workers. 
2.3  組織應確保工人不用承擔雇用的全部或部分費用和花銷。
 
2.4  Personnel shall have the right to leave the workplace premises after completing the standard workday and be free to terminate their employment provided that they give reasonable notice to their organisation.
2.4  員工有權在完成標準的工作時間后離開工作場所。員工在給組織的合理通知期限后,可以自由終止聘用合約。
2.5  Neither the organisation nor any entity supplying labour to the organisation shall engage in or support human trafficking.
2.5 為組織提供勞工的任何機構和任何實體單位都不能參與或支持販賣人口。
 
 
3.  HEALTH AND SAFETY 健康與安全
     Criterial 準則:
 
3.1 The organisation shall provide a safe and healthy workplace environment and shall take effective steps to prevent potential health and safety incidents and occupational injury or illness arising out of, associated with or occurring in the course of work. It shall minimise or eliminate, so far as is reasonably practicable, the causes of all hazards in the workplace environment, based upon the prevailing safety and health knowledge of the industry sector and of any specific hazards. 
3.1 組織出于對普遍行業部門的健康與安全知識和任何具體危險的了解,應提供一個安全、健康的工作環境,并應采取有效的措施,在可能條件下最大限度地降低或消除工作環境中的危害隱患,以避免在工作中或由于工作發生或與工作有關的事故對健康的危害。
 
3.2  The organisation shall assess all the workplace risks to new, expectant and nursing mothers including those arising out of their work activity, to ensure that all reasonable steps are taken to remove or reduce any risks to their health and safety. 
3.2 組織應評估其所有工作場所內孕婦或是哺乳期母親工作活動之外所有的風險,并確保采取合理的措施消除或降低其健康和安全的風險。
 
3.3  Where hazards remain after effective minimisation or elimination of the causes of all hazards in the workplace environment, the organisation shall provide personnel with appropriate personal protective equipment as needed at its own expense.  In the event of a work-related injury the organisation shall provide first aid and assist the worker in obtaining follow-up medical treatment.
3.3 若在工作場所內有效地最小化或是消除所有危險的根源后如還存在危險時,組織應為員工提供適當的個人保護裝置。員工因工作時受傷,組織應提供急救并協助工人獲得后續的治療。
 
3.4  The organisation shall appoint a senior management representative to be responsible for ensuring a safe and healthy workplace environment for all personnel and for implementing this Standard’s Health and Safety requirements. 
3.4 組織應指定一高層管理代表負責為全體員工提供一個健康與安全的工作環境,并且負責落實本標準有關健康與安全的各項規定。
 
3.5  A Health and Safety Committee, comprised of a well-balanced group of management representatives and workers, shall be established and maintained. Unless otherwise specified by law, at least one worker member(s) on the Committee shall be by recognised trade union(s) representative(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the organisation is not unionised, workers shall appoint a representative(s) as they deem appropriate. Its decisions shall be effectively communicated to all personnel.  The Committee shall be trained and retrained periodically in order to be competently committed to continually improving the health and safety conditions in the workplace. It shall conduct formal, periodic occupational health and safety risk assessments to identify and then address current and potential health and safety hazards. Records of these assessments and corrective and preventive actions taken shall be kept. 
3.5 健康和安全委員會:應建立并維持一個由管理層代表和工人均衡組成的健康和安全委員會。除法律另有規定外,委員會至少有一名由工會代表認可的工人成員,如果他們選擇服務。如果工會沒有委任代表或該組織未加入工會,工人可以從他們中選出一名或多名他們認同的代表。健康和安全委員會的決策應有效地傳達給所有員工。應對委員會的成員進行培訓,而且要定期再培訓,以勝任不斷致力于改善工作場所的衛生和安全條件。它應當定期進行正規的職業健康和安全風險評估,以識別并解決現有的和潛在的健康和安全隱患。應保存這些評估和采取的糾正和預防措施記錄。
 
3.6 The organisation shall provide to personnel, on a regular basis, effective health and safety training, including on-site training and, where needed, job-specific training. Such training shall also be repeated for new and reassigned personnel, where incidents have occurred, and when changes in technology and/or the introduction of new machinery present new risks to the health and safety of personnel.          
3.6 組織應定期提供給員工有效的健康和安全指示,包括現場指示,(如必要)專用的工作指示。應對新進、調職以及在發生事故地方的員工進行培訓;對于技術上的改變和/或引進新型機械裝置會對于員工的健康與安全構成新的危險時,要對員工進行培訓。
 
3.7 The organisation shall establish documented procedures to detect, prevent, minimise, eliminate or otherwise respond to potential risks to the health and safety of personnel. The organisation shall maintain written records of all health and safety incidents that occur in the workplace and in all residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
3.7 組織應建立備有文件證明的程序來檢測、預防、最小化、消除或是應對可能危害任何員工健康與安全的潛在危險。組織應保留發生在工作場所和由組織提供的或是組織從服務供應商那里擁有、租賃或是簽約合同得到的住所和房產內所有健康與安全事故的書面記錄。 
 
3.8 The organisation shall provide, for use by all personnel, free access to: clean toilet facilities, potable water, suitable spaces for meal breaks, and, where applicable, sanitary facilities for food storage.
3.8 組織應給所有員工提供干凈的廁所、可飲用的水、適當的進餐空間及必要時提供儲藏食品的衛生的設施。
  
 3.9  The organisation shall ensure that any dormitory facilities provided for personnel are clean, safe and meet their basic needs, whether it owns, leases or contracts the dormitories from a service provider.
3.9 組織如果提供員工宿舍(無論宿舍是組織從服務供應商那里擁有、租賃或是簽約合同得到的),應保證宿舍設施干凈、安全且能滿足員工基本需要。
 
3.10  All personnel shall have the right to remove themselves from imminent serious danger without seeking permission from the organisation.
3.10 所有人員應有權利離開即將發生的嚴重危險,即使未經組織準許。
 
4.  FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE BARGAINING
    自由結社及集體談判權利
     Criteria 準則:
4.1  All personnel shall have the right to form, join and organise trade union(s) of their choice and to bargain collectively on their behalf with the organisation. The organisation shall respect this right and shall effectively inform personnel that they are free to join a worker organisation of their choosing without any negative consequences or retaliation from the organisation.  The organisation shall not interfere in any way with the establishment, functioning or administration of workers’ organisation(s) or collective bargaining.
4.1 所有人員有權自由組建、參加和組織工會,并代表他們自己和組織進行集體談判。組織應尊重這項權利,并應切實告知員工可以自由加入所選擇的組織。員工不會因此而有任何不良后果或受到公司的報復。組織不會以任何方式介入這種工人組織或集體談判的建立、運行或管理。
 
4.2  In situations where the right to freedom of association and collective bargaining are restricted under law, the organisation shall allow workers to freely elect their own representatives.
4.2 在結社自由和集體談判權利受法律限制時,組織應允許工人自由選擇自己的工人代表。
 
 4.3 The organisation shall ensure that union members, representatives of workers and any personnel engaged in organising workers are not subjected to discrimination, harassment, intimidation or retaliation for being union members, representative(s) of workers or engaged in organising workers, and that such representatives have access to their members in the workplace.
4.3 組織應保證任何參與組織工人的工會成員、工人代表和員工不會因為作為工會成員或參與工會活動而受歧視、騷擾、脅迫或報復,員工代表可在工作地點與其所代表的員工保持接觸。
 
5.   DISCRIMINATION 歧視
      Criteria 準則
 
5.1 The organisation shall not engage in or support discrimination in hiring, remuneration, access to training, promotion, termination or retirement based on race, national or territorial or social origin, caste, birth, religion, disability, gender, sexual orientation, family responsibilities, marital status, union membership, political opinions, age or any other condition that could give rise to discrimination.
5.1 在涉及聘用、報酬、培訓機會、升遷、解職或退休等事項上,組織不得從事或支持基于種族、民族或社會出身、社會階層、血統、宗教、身體殘疾、性別、性取向、家庭責任、婚姻狀況、工會會員、政見、年齡或其他的歧視。
 
5.2  The organisation shall not interfere with the exercise of personnel’s rights to observe tenets or practices or to meet needs relating to race, national or social origin, religion, disability, gender, sexual orientation, family responsibilities, union membership, political opinions or any other condition that could give rise to discrimination.
5.2 組織不能干涉員工行使遵奉信仰和風俗的權利,或為滿足涉及種族、民族或社會出身、社會階層、血統、宗教、殘疾、性別、性取向、家庭責任、婚姻狀況、工會會員、政見或任何其他可引起歧視的需要。
 
5.3  The organisation shall not allow any behaviour that is threatening, abusive, exploitative or sexually coercive, including gestures, language and physical contact, in the workplace and in all residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
5.3 組織不能允許在工作場所、由組織提供給員工使用的住所和其他場所內進行任何威脅、虐待、剝削的行為及強迫性的性侵擾行為,包括姿勢、語言和身體的接觸。
 
5.4  The organisation shall not subject personnel to pregnancy or virginity tests under any circumstances.
5.4 組織不得在任何情況下要求員工做懷孕或童貞測試。
 
6.  DISCIPLINARY PRACTICES 懲戒性措施
     Criterion 準則:
 
6.1 The organisation shall treat all personnel with dignity and respect.  The organisation shall not engage in or tolerate the use of corporal punishment, mental or physical coercion or verbal abuse of personnel. No harsh or inhumane treatment is allowed.
6.1 機構應對所有人員予以尊嚴及尊重,公司不得從事或支持體罰、精神或肉體脅迫以及言語侮辱。也不得以粗暴、非人道的方式對待工人。
 
7.  WORKING HOURS  工作時間
     Criteria 準則:
 
7.1  The organisation shall comply with applicable laws, collective bargaining agreements (where applicable) and industry standards on working hours, breaks and public holidays. The normal work week, not including overtime, shall be defined by law but shall not exceed 48 hours. 
7.1 機構應遵守適用法律、集體談判協議(如適用)及行業標準有關工作時間和公共假期的規定。標準工作周(不含加班時間)應根據法律規定,不得超過四十八小時。
 
 7.2  Personnel shall be provided with at least one day off following every six consecutive days of working. Exceptions to this rule apply only where both of the following conditions exist: 
7.2 員工每連續工作六天至少須有一天休息。不過,在以下兩種情況下允許有其他安排:
 
a) National law allows work time exceeding this limit; and
a) 國家法律允許加班時間超過該規定;
 
b) A freely negotiated collective bargaining agreement is in force that allows work time averaging, including adequate rest periods.
b) 存在一個有效的經過自由協商的集體談判協議,允許平均工作時間涵蓋了適當的休息時間。
 
7.3 All overtime work shall be voluntary, except as provided in 7.4 below, shall not exceed 12 hours per week and shall not be requested on a regular basis.
7.3 除非符合7.4 條(見下款),所有加班必須是自愿性質,每周加班時間不得超過十二小時。
 
7.4  In cases where overtime work is needed in order to meet short-term business demand and the organisation is party to a freely negotiated collective bargaining agreement representing a significant portion of its workforce, the organisation may require such overtime work in accordance with such agreement. Any such agreement must comply with the other requirements of this Working Hours element.
7.4 如機構與代表眾多所屬員工的工人組織(依據上述定義)通過自由談判達成集體談判協議,機構可以根據協議要求工人加班以滿足短期業務需要。任何此類協議應符合上述7.1 條有關規定.
 
 
 
8.  REMUNERATION 工資
Criteria準則:
 
8.1 The organisation shall respect the right of personnel to a living wage and ensure that wages for a normal work week, not including overtime, shall always meet at least legal or industry minimum standards, or collective bargaining agreements (where applicable). Wages shall be sufficient to meet the basic needs of personnel and to provide some discretionary income.
8.1 機構應保證在一個標準工作周內(不包括加班)所付工資總能至少達到法定或行業最低工資標準或集體談判協議(如適用)。工資應滿足員工基本需要,以及提供一些可隨意支配的收入。
 
 8.2 The organisation shall not make deductions from wages for disciplinary purposes.  Exception to this rule applies only when both of the following conditions exist:
 a) Deductions from wages for disciplinary purposes are permitted by national law; and 
b) A freely negotiated collective bargaining agreement is in force that permits this practice.
8.2 機構應保證不因懲戒目的而扣減工資,除非符合以下條件:
a) 這種出于懲戒扣減工資得到國家法律許可;
b) 獲得自由集體談判的同意。
 
8.3  The organisation shall ensure that personnel’s wages and benefits composition are detailed clearly and regularly to them in writing for each pay period. The organisation shall lawfully render all wages and benefits due in a manner convenient to workers, but in no circumstances in delayed or restricted forms, such as vouchers, coupons or promissory notes.
8.3 機構應確保在每個支薪期向員工清楚詳細地定期以書面形式列明工資、待遇構成;機構還應保證全部工資、待遇以方便員工的形式支付,不得在任何情況下延遲或用限制的形式(如購物代金券、優惠券、期票)支付。
 
8.4 All overtime shall be reimbursed at a premium rate as defined by national law or established by a collective bargaining agreement. In countries where a premium rate for overtime is not regulated by law or there is no collective bargaining agreement, personnel shall be compensated for overtime at the organisation’s premium rate or at a premium rate equal to prevailing industry standards, whichever is higher.  
8.4 所有加班應按照國家規定或按照已制定的集體談判協議支付加班津貼,如果在一些國家法律未規定加班津貼或者沒有集體談判協議,則加班津貼應以額外的比率或根據普遍行業標準確定,無論哪種情況應更符合工人利益。
 
8.5  The organisation shall not use labour-only contracting arrangements, consecutive short-term contracts and/or false apprenticeship or other schemes to avoid meeting its obligations to personnel under applicable laws and regulations pertaining to labour and social security.
8.5 機構應保證不采取純勞務合同安排,連續的短期合約及/或虛假的學徒工制度以規避涉及勞動和社會保障條例的適用法律所規定的對員工應盡的義務。
 
9. MANAGEMENT SYSTEM  管理系統
Criteria 準則:
 
9.1 Policies, Procedures and Records
9.1 政策,程序和記錄
 
9.1.1 Senior management shall write a policy statement to inform personnel, in all appropriate languages, that it has chosen to comply with SA8000. 
9.1.1 高層管理人員應以適當的語言制定書面政策以告知全體員工該機構自愿選擇遵守SA8000標準的要求。
 
9.1.2 This policy statement shall include the organisation’s commitment to conform to all requirements of the SA8000 Standard and to respect the international instruments as listed in the previous section on Normative Elements and Their Interpretation. The statement shall also commit the organisation to comply with: national laws, other applicable laws and other requirements to which the organisation subscribes.
9.1.2該政策聲明應包括該機構對于遵守SA8000標準中的所有要求的承諾,尊重在本標準第二部分的《規范性原則及其解釋》中列出的國際指導。聲明還應該包括該機構承諾遵守國家及其它適用法律,及機構簽署的其它規章要求。
  
9.1.3 This policy statement and the SA8000 Standard shall be prominently and conspicuously displayed, in appropriate and comprehensible form, in the workplace and in residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
9.1.3該政策聲明和SA8000標準應以容易理解和合適的形式展示在由機構提供的或是機構從服務供應商那里擁有、租賃或是簽約合同得到的工作場所、住所和房產內的顯而易見位置。
 
9.1.4 The organisation shall develop policies and procedures to implement the SA8000 Standard.
9.1.4 該機構應該制定實施SA8000標準的政策和程序。
 
9.1.5 These policies and procedures shall be effectively communicated and made accessible to personnel in all appropriate languages. These communications shall also be clearly shared with customers, suppliers, sub-contractors and sub-suppliers.
 9.1.5這些政策和程序應以合適的語言有效地傳達給員工,也要清楚地分享給客戶、供應商、分包商和下級供應商。
 
 9.1.6 The organisation shall maintain appropriate records to demonstrate conformance to and implementation of the SA8000 standard, including the Management System requirements contained in this element. Associated records shall be kept and written or oral summaries given to the SA8000 worker representative(s).
 9.1.6該機構應維持適當的記錄以證明符合且實施SA8000標準,包括本單元提到的管理系統要求。應保存相關記錄并把書面或口頭總結傳達給SA8000工人代表。
 
9.1.7 The organisation shall regularly conduct a management review of its policy statement, policies, procedures implementing this Standard and performance results, in order to continually improve.
9.1.7機構應對其SA8000政策聲明、政策、程序的實施結果定期進行管理評審,以便不斷地提高改善。
 
9.1.8  The organisation shall make its policy statement publicly available in an effective form and manner to interested parties, upon request.    
9.1.8機構應根據要求,以有效地形式和方式對利益相關方公開該機構的政策聲明。
 
9.2 Social Performance Team
9.2 社會績效團隊 
 
9.2.1  A Social Performance Team (SPT) shall be established to implement all elements of SA8000. The Team shall include a balanced representation of:
a) SA8000 worker representative(s); and
b) management. 
Compliance accountability for the Standard shall solely rest with Senior Management. 
 
9.2.1 應組建社會績效團隊(SPT)以實施SA8000標準的所有內容,這個團隊應包括一組平衡的代表人員: 
a) SA8000工人代表;和
b) 管理層人員 
 
9.2.2  In unionised facilities, worker representation on the SPT shall be by recognised trade union(s) representative(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the organisation is not unionised, workers may freely elect one or more SA8000 worker representative(s) from among themselves for this purpose. In no circumstances shall the SA8000 worker representative(s) be seen as a substitute for trade union representation.
9.2.2加入工會的設施,社會績效團隊中的工人代表應得到工會代表的承認,如果他們選擇服務。如果工會未指派一名代表或者該機構沒有加入工會,那么工人可以在他們中間自由選舉一名或多名SA8000工人代表。 
 
9.3 Identification and Assessment of Risks 
9.3 風險識別和評估 
 
9.3.1  The SPT shall conduct periodic written risk assessments to identify and prioritise the areas of actual or potential non-conformance to this Standard. It shall also recommend actions to Senior Management that address these risks. Actions to address these risks shall be prioritised according to their severity or where a delay in responding would make it impossible to address.
9.3.1社會績效團隊應定期進行書面風險評估對實際的或潛在的不符合本標準的方面進行識別并按優先順序處理。社會績效團隊還應該為高層管理人員發現的危險情況提供推薦解決方案。解決這些危險的行動應根據危險的嚴重程度確定優先順序,對于無法解決的可以延期。
 
9.3.2  The SPT shall conduct these assessments based on their recommended data and data collection techniques and in meaningful consultation with interested parties.
9.3.2社會績效團隊進行這些評估應基于推薦的數據,數據收集技術和以及各利益相關方有意義的磋商。
 
9.4 Monitoring 監督
 
9.4.1 The SPT shall effectively monitor workplace activities for: 
a) Compliance with this Standard;  
b) Implementation of actions to effectively address the risks identified by the SPT; and
c) For the effectiveness of systems implemented to meet the organisation’s policies and the requirements of this Standard. 
9.4.1社會績效團隊應有效地監督工作場所的活動:
a) 遵守本標準
b) 實施行動有效解決由社會績效團隊識別出的危險;和
c) 對于系統的有效實施以達到組織的政策和本標準的要求。
 
It shall have the authority to collect information from or include interested parties (stakeholders) in its monitoring activities. It shall also liaise with other departments to study, define, analyse and/or address any possible non-conformance(s) to the SA8000 Standard. 
社會績效團隊應有從或包括利益相關方(相關方)受監督的活動中搜集信息的權利。社會績效團隊還應與其他部門研究、定義、分析和/或解決任何可能的SA8000標準不符合項。
 
9.4.2  The SPT shall also facilitate routine internal audits and produce reports for senior management on the performance and benefits of actions taken to meet the SA8000 Standard, including a record of corrective and preventive actions identified.
9.4.2 社會績效團隊應協助常規的內部審核,并為高層管理人員撰寫關于達到SA8000標準時采取的執行方案和方案成效的報告,報告應包括糾正和預防方案的記錄。
 
9.4.3  The SPT shall also hold periodic meetings to review progress and identify potential actions to strengthen implementation of the Standard.
9.4.3 社會績效團隊還應舉行定期舉行會議,檢查進展并確定有潛力的措施以加強本標準的實施。
 
 
9.5 Internal Involvement and Communication
9.5 內部參與和溝通
 
9.5.1 The organisation shall demonstrate that personnel effectively understand the requirements of SA8000, and shall regularly communicate the requirements of SA8000 through routine communications. 
9.5.1組織應能證明員工有效地了解SA8000標準的要求,并應定期把SA8000標準的要求以日常交流形式和員工進行溝通。
 
9.6 Complaint Management and Resolution 
9.6 投訴管理和解決
 
9.6.1  The organisation shall establish a written grievance procedure that is confidential, unbiased, non-retaliatory and accessible and available to personnel and interested parties to make comments, recommendations, reports or complaints concerning the workplace and/or non-conformances to the SA8000 Standard. 
9.6.1組織應為員工和利益相關方建立保密的,不帶偏見的,不會報復的書面申訴程序,可以讓有關各方就有關工作場所和/或不符合SA8000標準之處提意見,建議,報告或投訴。
 
9.6.2 The organisation shall have procedures for investigating, following up on and communicating the outcome of complaints concerning the workplace and/or non-conformances to this Standard or of its implementing policies and procedures. These results shall be freely available to all personnel and, upon request, to interested parties. 
9.6.2組織應有建立程序對涉及到工作場所和/或不符合本標準或它的實施政策和程序進行調查,跟進和溝通。這些結果應直率地告知給所有員工,并根據要求,提供給利益相關方。
 
9.6.3 The organisation shall not discipline, dismiss or otherwise discriminate against any personnel or interested party for providing information on SA8000 compliance or for making other workplace complaints.
9.6.3對于任何員工或利益相關方提供有關SA8000的合規性信息,或對其他工作場所進行投訴時,該組織不得對其懲罰,解雇或以其他方式歧視。
 
9.7 External Verification and Stakeholder Engagement 
9.7 外部驗證和利益相關方參與
 
9.7.1 In the case of announced and unannounced audits for the purpose of certifying its compliance with the requirements of this Standard, the organisation shall fully cooperate with external auditors to determine the severity and frequency of any problems that arise in meeting the SA8000 Standard. 
9.7.1 在進行事先通知和未事先通知的審核以證實是否符合本標準的要求時,該組織應全力配合外聘審核員,確定在滿足SA8000標準過程中出現的問題的嚴重程度和其出現頻率。
 
9.7.2 The organisation shall participate in stakeholder engagement in order to attain sustainable compliance with the SA8000 Standard. 
9.7.2 組織應參與到利益相關方參與中, 以達到持續符合SA8000標準。
 
9.8 Corrective and Preventive Actions
9.8 糾正和預防行動
 
9.8.1 The organisation shall formulate policies and procedures for the prompt implementation of corrective and preventive actions and shall provide adequate resources for them. The SPT shall ensure that these actions are effectively implemented.
9.8.1 組織應為計時實施糾正和預防行動制定政策和程序,還應為糾正和預防行動提供足夠的資源。社會績效團隊應確保這些行動有效地實施。
 
9.8.2 The SPT shall maintain records, including timelines, that list, at minimum, non-conformances related to SA8000, their root causes, the corrective and preventive actions taken and implementation results.
9.8.2 社會績效團隊應維持記錄,包括大事件記錄,至少應列出不符合SA8000標準之處,其根本原因,和采取的糾正和預防行動以及實施效果。
 
9.9 Training and Capacity Building
9.9 培訓和能力培養
 
 
9.9.1 The organisation shall implement a training plan for all personnel to effectively implement the SA8000 Standard as informed by the results of risk assessments. The organisation shall periodically measure the effectiveness of training and record their nature and frequency.
9.9.1 組織應按照風險評估結果為全體員工實施培訓計劃以便有效執行SA8000標準。組織應定期測定培訓效果,并記錄它們的性質和頻率。
 
9.10 Management of Suppliers and Contractors
9.10供應商和分包商管理
 
9.10.1 The organisation shall conduct due diligence on its suppliers/subcontractors, private employment agencies and sub-suppliers’ compliance with the SA8000 Standard. The same due diligence approach shall be applied when selecting new suppliers/subcontractors, private employment agencies and sub-suppliers. The minimum activities for the organisation to fulfil this requirement shall be recorded and shall include:
9.10.1 組織應對其供應商/分包商,私營職業介紹所和下級供應商進行盡職調查,以確定符合SA8000標準。同樣的盡職調查也應應用于選擇新的供應商/分包商,私營職業介紹所和下級供應商。該組織履行此要求最低活動應被記錄且包括:
 
a) Effectively communicating the requirements of this Standard to senior leadership of suppliers/subcontractors, private employment agencies and sub-suppliers;
a) 和供應商/分包商、私營職業介紹所,下級供應商對于本標準的要求進行有效的溝通;
 
b) Assessing significant risks of non-conformance by suppliers/subcontractors, private employment agencies and sub-suppliers. [Note: an explanation of “significant risk” is found in the guidance document];
b) 對供應商/分包商、私營職業介紹所,下級供應商不符合之處帶來的重大風險進行評估;(注:“重大風險”的解釋可以在《指導文件》中找到。)
 
c) Making reasonable efforts to ensure that these significant risks are adequately addressed by suppliers/subcontractors, private employment agencies and sub-suppliers and by the organisation where and when appropriate, and prioritised according to the organisation’s ability and resources to influence these entities; [Note: an explanation of “reasonable effort” is found in the guidance document]; and
c) 以合理努力確保這些重大風險已經被供應商/分包商、私營職業介紹所、下級供應商充分解決,或在適合的時間地點有組織進行解決,并根據組織的能力和資源按優先順序影響這些實體。(注:“合理努力”的解釋可以在《指導文件》中找到。)
 
d) Establishing monitoring activities and tracking performance of suppliers/subcontractors, private employment agencies and sub-suppliers to ensure that these significant risks are effectively addressed.
d) 建立審查活動并追蹤供應商/分包商、私營職業介紹所、下級供應商的實施情況以確保這些重大風險有效地得以解決。
 
 
9.10.2  Where the organisation receives, handles or promotes goods and/or services from suppliers /subcontractors or sub-suppliers who are classified as home workers, the organisation shall take effective actions to ensure that such home workers are afforded a level of protection substantially equivalent to that afforded to the organisation’s other workers under the requirements of this Standard.
9.10.2 當組織接收、處理或推銷來自被歸類為家庭工人的供應商/分包商或下級供應商的貨物和/或服務時,組織應根據本標準的要求采取有效的行動以確保給予這些家庭工人和該組織中的其他工人同等且充分的保護。
 
 
 
 
 
 
 
 
 
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