CORPORATE SOCIAL RESPONSIBILITY

1. To Introduce …..
To Introduce …..
 Why SA8000
ISO14
001
 Who Is Behind
SA8000
ISO900
 What Is SA8000
OHSAS1
 How To Audit SA8000 8001
 Who Is Doing SA8000 QS9
 How To Be Accredited
 Where Is Market Potential
 What Is The Value
Energise Involve Enable  RAHUL kUMAR

2. Why SA8000
Why SA8000
 Governments, shareholders, customers, and
other interested parties expect to purchase
from socially responsible organizations.
 Do The Right Things Right
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3. Business Response
Business Response
 Try to give confidence that goods or services
have been produced and delivered within a
socially acceptable set of values
 Try to demonstrate their commitment in social
responsibility , legally compliant workplace and
purchasing practices
 Try to handle the unique requirements and
routine monitoring audits from each buyer
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4. CEPAA ,, 1997
CEPAA 1997
 Trade Unions
 NGOs
 Business
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5. What Is SA8000
What Is SA8000
 A consensus standard which encourages
organizations to develop, maintain and apply
socially acceptable
workplace practices in
those areas that they
can control or influence.
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6. What Is SA8000
What Is SA8000
 Based on:
 Universal declaration of Human Rights
 UN Convention on the Rights of the Child
 11 Conventions of the
International Labour Organization ( ILO )
 Auditable standard, modelled after the
established ISO 9001 and ISO 14001
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7. Mission of SA8000
Mission of SA8000
 Ensures ethical sourcing of goods and services
 Improve working conditions globally
 Provide universal standard in all business and
country sectors
 Work in parallel with human rights and labor
organizations worldwide
 Provide a beneficial incentive though a
“ win / win ” approach
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8. What Is SA8000
What Is SA8000
A
Child Labor
Child Labor C
Forced Labor C
O
Health & Safety
Health & Safety U
Freedom of Association N
T
Discrimination
Discrimination A
Disciplinary Practices B
I
Work Hours
Work Hours L
Compensation I
T
Management System
Management System Y
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9. Child Labor
Child Labor
 Minimum work age of 15 unless local min.
age law stipulates a higher age
 Minimum work age of 14 if the law follows
ILO Convention 138
 Children or young workers put in safe and
health workplace
 Provision of the Policies and Procedure for
remediation of Children
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10. Forced Labor
Forced Labor
 No forced or indentured labor
 No deposits or lodge of identity
documents
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11. Health and Safety
Health and Safety
 Ensure a safe and healthy working environment
 A senior management staff appointed for health
& safety Issues
 Adequate safety training provided for staff
 A system to detect, avoid or respond to safety threats
 Clean bathrooms & potable water & food
storage facility
 Dormitories meet basic needs of workers
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12. Freedom of Association
Freedom of Association
 Respect trade unions & right of workers to
bargain collectively
 If legally restricted , there shall be parallel
means of free association
 No discrimination against
union reps and members
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13. Discrimination
Discrimination
 Not engage in or support discrimination
 No interference with individual rights to
observe tenets or practices
 No form of worker
harassment allowed
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14. Disciplinary Practices
Disciplinary Practices
 Not engage in or support the use of
corporal punishment , mental or physical
coercion & verbal abuse
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15. Working Hours
Working Hours
 Not exceed 48 hrs per week for normal
working hrs
 At least one day off in every seven days
 Overtime not more than 12 hrs per week
 Overtime paid at a premium rate
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16. Compensation
Compensation
 Wages meet legal requirement and
sufficient to meet “ Basic Needs”
 Wages not withheld for Discipline
 Wages presented as understood by workers
 Wages paid in Cash or Check form
 No false apprentice scheme
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17. Management System
Management System
 Policy
 Management Review
 Company Representatives
 Planning and Implementation
 Control of Suppliers
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18. Management System
Management System
 Address Concerns and
Taking Corrective Actions
 Outside Communication
 Access for Verification
 Records
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19. How To Audit SA8000
How To Audit SA8000
LOCAL STAFF
* Semi- Annual Surveillance Required
NGOs
LOCAL NORMS
LAWS &REGS
SUPPLIER
COMPANY
INTERPRETATION COMPLIANCE AUDIT
AUDIT
OF STANDARD AGAINST REPORT
SPECIFICS FINDINGS
FOR AUDIT STANDARD
CLIENT
STANDARD
BASELINE
REQUIREMENTS
REQUIREMENT
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20. Critical Data Gathering
Critical Data Gathering
 Applicable laws  Local NGOs
 Political situation  Industry profile
 Union situation  Chronic industry
 Food costs problems
(market basket)
 Average family size
for country
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21. Worker Interview
Worker Interview
 Anonymity critical for accurate response
 Focus group and individual interviews
 Setting the stage with worker
 Off-site interviews for anonymity
 Indirect questioning techniques
 Notes should be taken for reference
 Female auditors crucial element
 Audit team selects workers
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22. Who Is Doing SA8000
Who Is Doing SA8000
 BVQI
 DNV
 ITS
 SGS
 UL
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23. How To Be Accredited
How To Be Accredited
 ISO / IEC GUIDE 62
 CEPAA GUIDELINE 1
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24. CEPAA GUIDELINE 1
CEPAA GUIDELINE 1
 An appropriate summary of confirmation
and application for following items :
 Information of working conditions
from local interested parties, NGOs,
and workers
 To determine the sufficient wage level
 To ascertain the languages spoken
on site before accepting a client
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25. CEPAA GUIDELINE 1
CEPAA GUIDELINE 1
 Successful completion of an approved
accredited SA 8000 Lead Assessor course
 The use of certified SA 8000 auditors /
Selection of a qualified team of auditors
 To obtain factual information sensitive to local
cultural norms, and protect the confidentiality
of workers who are interviewed
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26. CEPAA GUIDELINE 1
CEPAA GUIDELINE 1
 A documented procedure for ensuring auditor
possession of appropriate local language and
interview skills
 Where a subcontractor, auditor or translator, is
engaged, the certification body shall have
procedures to confirm that person's impartiality,
including that such subcontractor is not an
employee or recent ex-employee of the auditee
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27. Accreditation Process
Accreditation Process
 Capacility Evaluation by CEPAA
 An audit of policies , procedures and
documentation
 A witness audit
 Periodical reevaluations / Surveillance audits
 NGOs encouraged
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28. Value of SA8000
Value of SA8000
 Cost Reduction in monitoring
 Better Corporate Image when products are
from a safer and fairer working environment.
 Trust-building to investors and bank-analysts
when evaluating social performance
 Sustainable Development from Continuous
Improvement
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29. Value of SA8000
Value of SA8000
 Marketing advantage of a selling point
 Improvement of the relationship with
the public, governments and NGO’s
 Better position in the labour market
 Enhancing organisation’s productivity through
Risk Management
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