SA 8000:2001. Implementation

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1 SA 8000:2001 Implementation 1

2 SA 8000 requirements Child labour Forced labour Health & safety Freedom of association Discrimination Disciplinary practices Working hours Remuneration Management system. 2

3 Child labour Standard Requirements company shall not engage in or support the use of child labour Procedure for remediation of children( if any) Regulate the employment of young workers ( not a child< 18 years) ensure that no such child or young worker is employed during school hours and that combined hours of daily transportation, school and work time does not exceed 10 hours a day Implementation? Define minimum age for recruitment Ensure age is checked before hiring/make this part of the recruitment process Maintain proof of age records Define a child labour remediation procedure Communicate the minimum age to key staff, external personnel, contractors etc 3

4 Forced labour Standard Requirements 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 Implementation? Define clear recruitment and worker management procedures Get records in place: record of workers of all category records of any debt / loan/bonus payroll records Security guard contracts Shift records and time cards 4

5 Health & Safety Standard Requirements bearing in mind the prevailing knowledge of the industry and of any specific hazards, shall provide a safe and healthy working environment Shall take adequate steps to prevent accidents and injury to health. Minimize as far as is reasonably practicable causes of hazards Shall appoint a senior management representative for H&S Provide recorded health & safety training Shall establish means to detect, avoid or respond to potential threats to H&S shall provide, for use by all personnel, clean bathrooms, access to potable water and, if appropriate, sanitary facilities for food storage If provided dormitories shall be clean, safe and meet the basic needs of personnel 5

6 Health & Safety Implementation- Management systems Appoint a H&S representative part of senior management team Ensure local legal standards are met( however minimum they may be) Define procedures to assess/review health & Safety threats and take actions for accident/incident and near misses recording and analysis, To record exposure to chemicals, noise etc Ensure that data generated above is analysed and actions taken Provide necessary resources for e.g. ambulances, first aid rooms/ medical facilities etc Provide regular and recorded training on First aid, fire fighting emergency response Hazardous material/chemical handling, 6

7 Health & Safety Implementation? Ensure exits, exit routes, assembly areas are marked. provide proper machine guards prevent dust/fume build up by adequate ventilation respect WHO limits for chemical exposure provide suitable protective equipment store hazardous materials in safe conditions keep fire and emergency exits clear at all times make first aid and trained first aid staff available on site maintain fire-fighting equipment properly train staff in proper use of machinery Display material safety data sheets and other safety signage and posters 7

8 Freedom of Association Standard requirements shall respect the right of all personnel to form and join trade unions of their choice and to bargain collectively; Where the right to freedom of association and collective bargaining are restricted under law, facilitate parallel means of independent and free association and bargaining for all such personnel; Representatives of such personnel shall be subjected to discrimination and have access to their members in the work place Implementation? Workers should be free to join unions of their choosing Alternative means such as committees should be constituted Other option such as open house meetings, suggestion boxes to be available Procedures for committee formation and operation should be defined. 8

9 Discrimination Standard requirements 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, or political affiliation Implementation? Equal employment policy, procedures to ensure this to be defined Opportunities to report discrimination- suggestion boxes. Grievance/compliant handling mechanisms to be established. Payment records for all categories of employees Evidence for the basis of hiring, choice for training, disciplinary actions, choice for OT Establish an anti-sexual harassment committee If segregation exists on valid grounds (eg. religion), separate facilities (eg. washrooms, dormitories) should be comparable in terms of size, cleanliness etc. 9

10 Disciplinary actions Standard requirements shall not engage in or support the use of corporal punishment, mental or physical coercion, and verbal abuse Implementation? Fair and acceptable procedures should be established by talking to unions/workers( reqd by Indian Law) Disciplinary procedures to be clearly communicated. ( standing orders to be displayed) Appeal procedures should allow for involvement of 3rd parties (eg. unions) if needed established system of penalties, ie. written warning preceded by oral warning - except for gross misconduct (eg. fraud) where immediate dismissal liable Records of disciplinary actions to be maintained If wages are deducted, records to be maintained ( including of purpose for which wages are used) 10

11 Working Hours Standard requirements shall comply with applicable laws and industry standards on working hours. The normal workweek shall not on a regular basis exceed 48 hours At least one day off in a seven 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 shall be voluntary Working hour calculations should take account of legally required breaks and rest periods Implementation? Record of hours worked( normal + overtime) Shift records Payment records Production records 11

12 Remuneration Standard requirements wages paid for a standard working week shall always meet atleast legal or industry standards & shall be sufficient to meet basic needs of the personnel & to provide some discretionary income. Deduction shall not be made for disciplinary purposes wage & benefits composition are detailed clearly & regularly for workers; ensure that wages & benefits are rendered in full compliance with all applicable laws & that remuneration is rendered either in cash or cheque form, in a manner convenient to workers. Labour only contracting agreements and false apprenticeship schemes shall not be undertaken to avoid fulfilling legal obligations ( social security and others) Pay not just legal( minimum) wages but also basic needs wages- at least 10% discretionary income. 12

13 Remuneration Implementation? Ensure that at least minimum wages paid with appropriate deductions for social security benefits, provident fund( retirement) etc Provide a wage slip with details of wages and basis of calculations( local language) Records of submissions to Government bodies Piece workers to be paid on the basis on pieces -hour averaging not allowed Overtime payment for piece rate workers to be as per law If piece rate workers do not make minimum wages, provide a make-up bonus Calculate living wages- prepare roadmap to pay these wages. 13

14 Remuneration Living wage calculation Consider costs relating to Housing Power/Fuel Water Education Medical expenses Travel/Commuting Social expenditure Cost of food related expenditure( food basket)- At least provide 2100 calories per person( WHO req) Average family size Number of sources of income. 14

15 Management systems Policy Conduct management reviews Appoint Senior management rep Non-management rep to be chosen Roles and responsibilities to be defined Procedures for addressing concerns and taking corrective actions Outside communication Access for verification shall be provided Records shall be maintained. 15

16 Management systems Control of suppliers/sub-contractors & subsuppliers Procedure to evaluate and select suppliers based on ability to meet SA 8000 requirements Records of supplier commitment to meet requirements Reasonable evidence that requirements are being met Procedure to handle home workers 16