1. REQUIREMENTS & IMPLEMENTION
OF
SA 8000SUBMITTED TO:-
MR. ASHISH
BHARDWAJ
SUBMITTED BY:-
MISS TINA DHINGRA

2. History of SA 8000
SA 8000 is developed by the Council on Economic
Priorities Accreditation Agency (CEPAA), known today
as Social Accountability International (SAI), and 25
other organisations, such as:
Amnesty International
Human Rights Watch
Avon Products
Toys R Us
The Body Shop
Reebok , and
others

3. WHAT IS SA 8000 ????:-
 IT is an universal standard for companies seeking
basic rights for the workers
 SA 8000 is both a performance standard and a
management system standard.
AIM????:-
 Develop, maintain, and enforce policies and
procedures in order to manage those Issues which it
can control or influence.

4. 9 ELEMENT OF SOCIAL
ACCOUTABILTY
 Child Labour
 Forced Labour
 Health & Safety
 Freedom Of Association & Collective Bargaining
 Discrimination
 Disciplinary Practices
 Working Hours
 Remunerations
 Managements

5. The Standard SA 8000
Discrimination
Management
Communication
Working Hours
Remuneration
Health &
Safety
Supply Chain
Disiplinary
Practices
Child Labour
Forced
Labour
Freedom of
Association & Right
to Collective
Bargaining

6. CHILD LABOUR
 The company shall not engage in or
support the use of child labour.
 Undertake remediation
programmes for the children
working.
 Not employ the young workers
during school hours &work time not
exceed 10 hours a day.
 The company shall not expose children or young workers
to situations in or outside of the workplace that are
hazardous, unsafe, or unhealthy.

8. FORCED LABOUR (Act, 1976
)
 The company shall not engage
in or support the use of forced
labour.
 condition in which a
person is obliged to work against
His/her will and where a person is
Not free to terminate the employment
When they choose .

9. HEALTH&SAFETY ( Act –
1948 )
 Standard demands Safe &
healthy work environment.
 To take adequate measures
for prevention of accidents
& injury to health.
 Clean bathroom & access
to potable water.

10. What Hazards do Workers in
the Garment Industry Face?

11. Unguarded belts above and below
the sewing table. It is easy for
loose hair, clothes and necklaces etc.
to get caught
Poor stacking of
material
The results of a missing machine guard.
Look closely to see the needle in the finger

13. Freedom Of Association &
Collective Bargaining Act, 1952
 The company shall respect
the right of all personnel to
form and join trade unions.
 Workers right to bargain
collectively.
 Where law prohibits these
freedoms, facilitate parallel means
of association & bargaining.

14. DISCRIMINATION (Equal Act, 1976
)
 Discrimination means treating
people differently, negatively
or adversely because of their :-
 Race
 Caste or nationality
 Gender
 Political affiliation
 Union member ship
 Religion

16. Disciplinary Practices
 Corporal Punishment
 Mental or physical coercion
 Verbal abuse of workers.

17. WORKING HOURS
 The company shall comply to
maximum 48 hours per week.
 One day off for every 7 days
period.
 Overtime work shall be
voluntary & does not
Exceed 12 hours per week.
 Overtime work is always
remunerated at a premium rate

18. REMUNERATIONS
 The company shall ensure
That the wages are paid as per
Industry or legal minimum
Standards.
 The wages are sufficient to meet
the basic needs.
 That the wages are paid regularly & in a transparent
manner.
 That the wages are not deducted for disciplinary
purposes.

20. MANAGEMENTS
 This standard warrants that the
top management shall define
Policy for social accountability.
 Periodically review the policy.
 Appoint a senior management representative
to monitor the compliance of the standards.
 That the requirements of the standards are
Understood & implemented at level

21. METHODOLOGY
OF
SA 8000
 Conducting awareness programme: for top, middle &
worker level to make them understand the basic
concept of SA-8000
its benefit & role of individuals in the implementation of
process
 Formation of steering committee & selection of MR:
who irrespective of other responsibilities shall be
responsibilities shall be responsible for ensuring that
the requirements of this standard are met.
 Survey the existing system against sa-8000 system &
gap analysis: this includes survey of workers
age, salary, PF, work environment, etc

22.  Formulation of remedial plan:- policy and
documentation of procedure, as required by his
standard. The organization must generate & maintain
all necessary records.
 Identification & provision of required resources and
creation of facilities to comply with the various
requirement of the standard.
 Implementation of the documented system in a
phase wise manner through involvement of all.

23.  Gestation period depending of size & status of the
organization.
 Conducting internal quality audit by a group of trained
auditor. Ensure corrective action for the non
conformance identified during audit.
 conducting management review meeting to review the
adequacy of the company’s policy, procedure and
performance results & verify the effectiveness of the
corrective action taken.
 Selection of certification bodies (accredited with SAI)
The certificate issued is valid for 2-3 years subject to
surveillance audit every six months to one year.