Quick comparison of SA8000 and EICC on key topics Links and references Social Responsibility Topics Addressed 1. LABOR ISSUES Use of child labor Link to standard: See more links below this chart. Program Structure & Implementation - See next tab for information Bans use of child workers Bans use of child workers under 15 or higher if the minimum age for work in the country, or age for mandatory schooling is higher. What if child workers are found If children are found to be working for the company (directly or indirectly), is there a clear written policy for how to find a solution that protects the children? Protects young workers (under 18) Protect from unsafe or hazardous (physical or mental) conditions Make sure work doesn't compete with school Ban on working at night Pays student workers and interns the same rate as entry level workers doing same/similar work Forced labor, bonded, indentured and prison labor SA8000 Link to SA8000 2014 standard Bans forced labor Bans forced labor, including use of prisoner laborers. All work is voluntary, not under any threat of penalty or sanctions Bans indentured labor Bans indentured labor,debt bonded work, human trafficking. Does not allow employer to: - Make workers pay a deposit to employer before starting work - Withhold salary, benefits, documents (identification papers, immigration docs, etc.) to compel continued work - Charge employment fees, recruitment fees, etc to employees - Restrict workers movement unreasonably within the workplace or employer provided facilities Workers are free to leave work and terminate their employment Working Hours Comply with local laws on working hours, breaks, holidays Comply with collective bargaining agreements on working hours, breaks, holidays. Restricts normal work week to 48 hours (not including overtime) unless local law is stricter, and one day off after 6 straight work days
What are exceptions to workweek restrictions? All overtime must be voluntary (with some exceptions) Maximum 12 hours of overtime per week Wages and Benefits Obey the law Employers must comply with all local wage and benefit laws including minimum wage laws Pay living wage Wages paid for a normal work week must be a living wage - sufficient to meet basic needs plus some discretionary income. deductions for discipline Deductions from wages as a disciplinary measure shall not be permitted. Clearly explain paycheck For each pay period, workers shall be provided with a timely and understandable wage statement that includes sufficient information to verify accurate compensation for work performed Convenient for workers to get their pay Provide all pay and benefits in a manner convenient to workers. delay tactics like issuing vouchers, coupons or promissory notes. Premium pay for overtime Overtime paid at a premium rate in countries where there is no national law requiring it Ban use of contract labor Employer can't use contract labor and/or "apprentices" to avoid paying legal wages and benefits. Written description of terms 'All workers shall be provided with written and understandable Information about their employment conditions in respect to wages, hours, benefits before they start working. n Discrimination Employers shall not discriminate in hiring and employment practices (including access to training), based on race, age, ethnicity or national origin, caste, gender, sexual orientation, religion, disability, pregnancy, union membership, marital status. Employers must not interfere with workers observing tenets or practices to meet the needs relating to religion, disability, national or social origin, race, etc. Employers shall not allow any threatening, abusive, exploitative or sexually coercive behavior in the workplace and in residences it provides. Employers shall not subject personnel to pregnancy or virginity tests under any circumstances. National law allows it AND workers have collective bargaining agreement allowing it, except if national law allows AND a collective bargaining agreement is in place and allows it.
Humane Treatment/ Disciplinary Practices Employers will not engage in or tolerate harsh or inhumane treatment, including corporal punishment, mental or physical coercion or verbal abuse of personnel. Disciplinary policies and procedures in support of requirements on humane treatment shall be clearly defined and communicated to workers. Freedom of association Recognizes rights Employer recognizes that workers have the right to join, form, or organize trade unions of their own choosing and to bargain collectively. Even if local laws do not Where local laws restrict or prohibit freedom of association, employers shall not hinder alternative forms of independent and free workers representation and negotiation, in accordance with international labour standards. Won't interfere Employers shall not interfere with, obstruct or prevent efforts to join or form trade unions, or collective bargaining or with the functioning or administration of workers organisation(s) or collective bargaining. Won't retaliate Employers shall not discriminate against, harass, retaliate against or otherwise penalise workers engaged in organizing, or worker representatives or trade union members because of their membership in or affiliation with a trade union, or their legitimate trade union activity, in accordance with international labour standards. Will inform workers Employers must inform employees that they are free to join a worker organisation of their choosing without any negative consequences or retaliation from management. Will give labor reps access to workplace to do their job Employers shall give worker representatives access to the workplace in order to carry out their representative functions, in accordance with international labour standards. 2. HEALTH AND SAFETY ISSUES General Employer must provide a safe and healthy workplace, and eliminate or minimize all hazards. Ongoing H&S training for all employees. Assign the responsibility for health and safety to a senior management representative. Documented H&S procedures to detect, prevent, minimize, eliminate, respond to potential H&S risks. Occupational Safety
First, control hazards by changing design, engineering, admin controls, then personal protective equipment (PPE) as a last resort. Employers must and pay for appropriate and functioning personal protective equipment (PPE). Employer must train workers on using PPE effectively. Employer must assess workplace risks to new, expectant and nursing mothers ; remove or reduce any risks to their health and safety. Worker Participation Establish and empower a worker health and safety commmittee with meaningful worker representation with power to identify and address current and potential health and safety hazards, determine corrective actions. Workers can raise safety concerns without fear of retribution Workers can refuse to do work they believe to pose a hazard, until the hazard can be evaluated. Workers can remove themselves from serious danger without seeking permission Emergency preparedness Identify and assess emergency situations, implement emergency plans and response procedures, train workers, conduct drills Occupational injury and illness Employer must classify and record all injury and illness cases. Maintain written records Employer commitment to provide necessary medical treatment for both accidents and occupational illnesses. Medical monitoring of workers handling chemicals Early medical monitoring to detect warning signs of more serious illness resulting from workplace Long term health tracking of employees who have left employment to determine if illnesses develop Develop and implement medical monitoring protocols to measure the substances (including breakdown products) the workers are handling. Do medical monitoring on a routine basis. Share results with workers themselves. Industrial hygiene Exposure monitoring: Generic language on chemical exposure monitoring? Is there a routine schedule for monitoring that is done on a regular basis (not just annual, or audit cycle) Monitoring for ALL materials of concern? (t just regulated) Monitoring to the limits of detection? (t just legal limits) on providing and paying, but silent on training workers to use PPE. Only "incidents" that occur in the workplace. Does not address illnesses. Only says provide first aid and assist the worker in obtaining follow-up medical treatment. thing about employer paying for medical care for accidents or industrial illness specific language on chemical exposure. Says H&S committee conducts periodic risk assessments.
Monitoring for multiple exposures - where workers handle more than 1 hazardous material Monitoring for peak exposures (spikes in exposure) Physically demanding tasks: Provision to identify, evaluate, control hazards of physically demanding tasks, including manual material handling and heavy or repetitive lifting, prolonged standing and highly repetitive or forceful assembly tasks. Machine Safeguards. Production and other machinery should include safety features (guards, barriers, etc), be properly maintained, and evaluated for safety hazards. Sanitation, Food, and Housing Employers must provide all workers with access to clean toilet facilities and to drinkable water and sanitary facilities for food preparation, storage and eating. If residential facilities are provided, providers must make sure they are clean and safe, with appropriate emergency egress, hot water, heat, ventilation, reasonable personal space, and reasonable entry and exit privileges., not specifically called out, not specifically called out. Partial. Silent on emergency egress, entry/exit privileges. 3. OTHER TOPICS SA 8000 includes standards for an ENVIRONMENTAL MANAGEMENT SYSTEM (EMS) but EICC does not. 4. LINKS AND REFERENCES Program websites: Link to guidance documents:* www.sa-intl.org Performance Indicator Annex Guidance for 2008 standard (Guidance for 2014 standard not yet complete) Self assessment questionnaire List of facilities certified (SA8000) or audited (EICC) http://www.saasaccreditation.org/certf acilitieslist.htm
EICC Link to EICC V 5 2014 Sometimes allows fees but limits to 1 month salary
In "emergency or unusual situations" (by setting 60 hour max/wk) Partially - says use of temporary labor must be "within limits of the local law." te - language is under "freely chosen employment" section of EICC. Very limited, only: "Workers shall be provided with reasonable accommodation for religious practices.". Under "humane treatment" section of EICC. t as clear cut. Says workers or applicants should not be given medical tests or exams "that could be used in a discriminatory way."
. EICC only recognizes rights to freedom of association "in conformance with local law.". EICC says it won't retaliate against workers who communicate concerns directly to management. That's not the same as this issue., specifies must be in workers' primary language. Partial. Procedures must be in place, but does specify written procedures. Does say H&S info must be clearly posted.
, only says, "workers shall be encouraged to raise safety concerns."???procedures and systems are to be in place "to provide necessary medical treatment" t clear if employer is paying. - says exposure to be "identified, evaluated, controlled"
EICC includes standards for the ENVIRONMENT, but SA8000 does not. www.eiccoalition.org Audit Guidance Docs - limited. Most not publicly available *New guidance doc for SA8000 under development for Spring 2015 http://www.eiccoalition.org/media/docs/eicc _2014FacilitySAQOffline.pdf public list