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1、Social Accountability 8000 2014版SA8000 国际标准（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
2、versions, reference shall default to the English version. Contents 内容I. INTRODUCTION 前言 1. Intent and Scope 目的与范围 2. Management System 管理体系II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION 规范性原则及其解释III. DEFINITIONS 定义IV. SOCIAL ACCOUNTABILITY REQUIREMENTS 社会责任规范1. Child Labour 童工2. Forced or Compulsor
3、y Labour强迫或强制性劳动3. Health and Safety 健康与安全4. Freedom of Association & Right to Collective Bargaining 自由结社及集体谈判权利5. Discrimination 歧视6. Disciplinary Practices 惩戒性措施7. Working Hours 工作时间8. Remuneration 工资9. Management System 管理体系IINTRODUCTION 前言 1. Intent and Scope 目的与范围 Intent: The intent of SA8000 i
4、s 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 organisations control and influence who provide products or services for that
5、 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：本标准目的在于提供一个基于联合国人权宣言，国际劳工组织（ILO
6、）和其他国际人权惯例，劳动定额标准以及国家法律的标准，授权并保护所有在公司控制和影响范围内的生产或服务人员，包括公司自己及其供应商，分包商，分包方雇用的员工和家庭工人。 Scope: It is universally applicable to every type of organisation, regardless of e.g., its size, geographic location or industry sector. 范围：本标准各项规定具有普遍适用性，不受地域、产业类别和公司规模限制。 2. Management System 管理系统 Throughout your
7、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
8、while continually improving, which is also known as Social Performance.对于SA8000以下8个基本要素的回顾可知，该管理系统的要求对正确实施、监测和执行是至关重要的。该管理系统是使组织实现全面持续符合SA8000标准的同时又不断进行改善。这也被称为社会绩效。 When implementing the Management System element, it is a required priority that joint worker and management involvement be established
9、, incorporated and maintained throughout the compliance process with all the Standards elements. This is particularly critical to identify and correct non-conformances and to assure continuing conformance.在实施管理系统内容时，需要优先建立工人和管理共同参与，并整合和维护整个过程使其符合所有标准的内容。这对识别和纠正不合格、保证持续合规性是至关重要的。 IINormative Elements
10、 and Their Interpretation规范性原则及其解释 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 sub
11、scribes and this Standard address the same issue, the provision most favourable to workers shall apply. 组织应遵守当地、国家及其它所有适用的法律、通行的行业规定、公司签署的其它规章以及本标准。当国家及其它所有适用法律，标准或其他要求、公司签署的其它规章以及本标准所规范议题相同时，以其中对工人最有利的条款为准。 组织也应尊重下列国际协议之原则： ILO Convention 1 (Hours of Work Industry) and Recommendation 116 (Reduction
12、 of Hours of Work)国际劳工组织公约第 1 号（工作时间-行业）及建议116（工时减少）ILO Conventions 29 (Forced Labour) and 105 (Abolition of Forced Labour) 国际劳工组织公约第 29 及第105号（强迫性劳动及其解除）ILO Convention 87 (Freedom of Association) 国际劳工组织公约第 87 号（结社自由）LO Convention 98 (Right to Organise and Collective Bargaining) 国际劳工组织公约第 98 号（组织和集体
13、谈判权利） ILO Conventions 100 (Equal Remuneration) and 111 (Discrimination Employment and Occupation) 国际劳工组织公约第 100 及第111 号（男女工人同工同酬；歧视雇用和职业） ILO Convention 102 (Social Security - Minimum Standards) 国际劳工组织公约第 102（社会安全最低标准）ILO Convention 131 (Minimum Wage Fixing) ILO Convention 135 (Workers ) 国际劳工组织公约第 1
14、31（最低工资确定） Representatives) ILO Convention 138 and Recommendation 146 (Minimum Age) 国际劳工组织公约第 138 号及建议条款第146 号（最低年龄及建议） ILO Convention 155 and Recommendation 164 (Occupational Safety and Health) 国际劳工组织公约第 155 号及建议条款第164 号（职业安全与健康） ILO Convention 159 (Vocational Rehabilitation and Employment - Disabl
15、ed Persons) 国际劳工组织公约第 159 号（职业康复与就业伤残人士） ILO Convention 169 (Indigenous and Tribal Peoples) 国际劳工组织公约第 169 号（原住民和部落民族） ILO Convention 177 (Home Work) 国际劳工组织公约第 177 号（家庭工作） ILO Convention 181 (Private Employment Agencies) 国际劳工组织公约第 181 号 （私营职业介绍所） ILO Convention 182 (Worst Forms of Child Labour) 国际劳工组
16、织公约第 182 号（最恶劣形式的童工） ILO Convention 183 (Maternity Protection) 国际劳工组织公约第 183 号（孕妇保护）ILO Code of Practice on HIV/AIDS and the World of Work 国际劳工组织关于艾滋病及就业守则 Universal Declaration of Human Rights 世界人权宣言 The International Covenant on Economic, Social and Cultural Rights 关于经济、社会和文化权利的国际公约The Internation
17、al Covenant on Civil and Political Rights 关于政治和民主的国际公约 The United Nations Convention on the Rights of the Child 联合国儿童权利公约 The United Nations Convention on the Elimination of All Forms of Discrimination Against Women 联合国消除一切形式歧视妇女行为公约The United Nations Convention on the Elimination of All Forms of Ra
18、cial Discrimination 联合国反对各自形式种族歧视公约 UN Guiding Principles on Business and Human Rights 关于联合国商业和人权指导原则 III. Definitions (organized either alphabetically or by logical flow)定义 （按字母顺序或逻辑顺序排列） 1. Shall: In this Standard the term “shall” indicates a requirement. Note: Italics have been added for emphasis
19、. 1. “应”定义： 本标准中的术语“应”表示要求。 注：增添的斜体字表示强调内容。 2. May: In this Standard the term “may” indicates a permission. Note: Italics have been added for emphasis. 2. “可以”定义： 本标准中的术语“应”表示准许。注：增添的斜体字表示强调内容。 3. Child: Any person under 15 years of age, unless the minimum age for work or mandatory schooling is high
20、er by local law, in which case the stipulated higher age applies in that locality. 3. 儿童定义： 任何十五岁以下的人。若当地法律所规定最低工作年龄或义务教育年龄高于十五岁，则以较高年龄为准。 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
21、 146.4. 童工定义： 由低于上述儿童定义规定年龄的儿童所从事的任何劳动，除非符合国际劳工组织建议条款第146 号规定. 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. 集体谈判协议： 由一个或多个雇主与一个或多个工人组织签订
22、的有关劳工谈判的合约，明确规定雇用的条件和条款。 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. 纠正行动定义： 消除已发现的不符合项的原因和根本原因的行动。 注：采取纠正行动是为了防止再次发生。 7. Preventive action: Action to eliminate the cause(s) and roo
23、t cause(s) of a potential non-conformance. Note: Preventive action is taken to prevent occurrence. 7. 预防行动定义： 消除潜在的的不符合项的原因和根本原因的行动。 注：预防纠正行动是为了预防发生。 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 o
24、r retaliation or that is demanded as a means of repayment of debt. 8. 强迫或强制劳动定义： 个人在任何非志愿性、受惩处或报复的威胁下工作或服务，或作为偿债方法的工作或服务。 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. 家庭工人定义： 与组织或其供应商、下级供应商或分
25、包方签有合约，但是不在他们厂址工作的人员。 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. 贩卖人口定义： 基于剥削的目的，通过使用威胁、武力、其他形式的强迫或欺骗，进行人员的雇用、调动、窝藏或接收。 11. Interested parties: An
26、 individual or group concerned with or affected by the social performance and/or activities of the organisation. 11. 利益相关方定义： 关心组织的活动和/或社会绩效或受此影响的个人或团体。 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 liv
27、ing 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. 生活工资定义：工人收到的标准工作周的薪酬应使工人和她/他的家人在其所在地区足以支付中等生活标准。中等生活标准的组成包括食物，水，住房，教育，
28、医疗，交通，服装等基本需求，包括留出资金以备应对突发事件。 13. Non-conformance: Non-compliance with a requirement. 13. “不符合”定义：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: F
29、or example, organisations include: companies, corporations, farms, plantations, cooperatives, NGOs and government institutions. 14. 组织定义： 负责实施本标准的要求的所有商业实体或非商业实体，包括该组织雇佣是所有员工。 注：例如，组织包括：公司，企业，农场，种植园，合作社，非政府组织和政府组织。 15. Personnel: All individuals employed or contracted by an organisation, including b
30、ut not limited to directors, executives, managers, supervisors, workers and contract workers such as security guards, canteen workers, dormitory workers and cleaning workers. 15. 员工定义： 所有直接或通过分包受雇于组织的男性和女性个体，包括董事、总裁、经理、主管和工人和合同工，如保安员，食堂工人，宿舍的工人和清洁工人。 16. Worker: All non-management personnel. 16. 工人定
31、义： 所有非管理人员。 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;
32、 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. 私营职业介绍所定义： 为劳动市场提供一项或多项服务的一切实体、独立的公共组织，这些服务包括： a) 为就业申请提供匹配服务，代理组织不会成为雇佣关系中的任何一方 b) 雇佣工人目的是让他们为第三方实体可用, 所以给他们分配任务并监督这些任务的完成情况。 18. Remediation o
33、f 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. 救济儿童定义： 为保障曾从事童工且已经终止工作的儿童的安全、健康、教育和发展而采取的所有必要的支援及行动。 19. Risk assessment: A proc
34、ess to identify the health, safety and labour policies and practices of an organisation and to prioritise associated risks. 19. 风险评估定义： 识别健康、安全、组织的劳工政策和实践并为存在的相关风险确定优先处理顺序的程序。 20. SA8000 worker representative(s): One or more worker representative(s) freely elected by workers to facilitate communicat
35、ion 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 i
36、s not unionised, workers may freely elect the worker representative(s) for that purpose. 20. SA8000工人代表定义： 由工人自由选举的一个或多个员工代表，其职责是就SA8000 相关事宜与管理层代表和高层管理人员进行沟通。加入工会的设施，社会绩效团队中的工人代表应得到工会代表的承认，如果他们选择服务。如果工会未指派一名代表或者该组织没有加入工会，那么工人可以在他们中间自由选举一名或多名SA8000工人代表。 21. Social performance: An organisations achie
37、vement of full and sustained compliance with SA8000 while continually improving. 21. 社会绩效定义： 一个组织取得全面且持续符合SA8000标准要求和不断提高的成绩。 22. Stakeholder engagement: The participation of interested parties, including but not limited to the organisation, trade unions, workers, worker organisations, suppliers, co
38、ntractors, buyers, consumers, investors, NGOs, media and local and national government officials. 22. 相关方参与定义： 利益相关方,包括但不限于组织、工会、工人、工人组织、供应商、承包商、购买者、消费者、投资者、非政府组织、媒体，以及地方和国家政府官员的参与。 23. Supplier/subcontractor: Any entity or individual(s) in the supply chain that directly provides the organisation wi
39、th goods or services integral to, utilised in or for the production of the organisations goods or services. 23. 供应商/分包商定义： 给组织直接提供货物和/或服务的供应链中的实体或个人，它所提供的货物和/或服务构成组织生产的货物和/或服务的一部份，或者被用来生产组织货物和/或服务.24. Sub-supplier: Any entity or individual(s) in the supply chain that provides the supplier with goods
40、 and/or services integral to, utilised in or for the production of the suppliers or the organisations goods or services. 24. 下级供应商定义： 给供应商提供货物和/或服务的供应链中的实体或个人，它所提供的货物和/或服务构成供应商生产的货物和/或服务的一部份，或者被用来生产组织货物和/或服务。 25. Worker organisation: An autonomous voluntary association of workers organised for the p
41、urpose of furthering and defending the rights and interests of workers. 25. 工人组织定义： 一个由工人自发组成的自愿性协会，目的是促进和捍卫工人.26. Young worker: Any worker under the age of 18 but over the age of a child, as defined above. 26. 未成年工定义: 如上所定义的任何年龄在18岁以下且在童工年龄以上的工人.IVIV. Social Accountability Requirements社会责任之规定 1. CH
42、ILD LABOUR童 工 Criteria:准则： 1.1 The organisation shall not engage in or support the use of child labour as defined above. 1.1 组织不应使用或支持使用符合上述定义的童工。 1.2 The organisation shall establish, document, maintain and effectively communicate to personnel and other interested parties, written policies and proc
43、edures 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. 如果发现有儿童从事符合上述童工定义的工作，组织应建立、纪录、保留旨在救济这些儿童的政策和书面程序，并将其向员工及利益相关方有效传达。组织还应给这些儿童提供足 够财务及其他支持以使之接受学校教育直到超过上述定义下
44、儿童年龄为止。 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 workers school, work and transportation time exceed a combined total of 10 hours per day,
45、 and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours.1.3 组织可以聘用未成年工，但如果受强制教育法规的限制，他们只可以在上课时间以外的时间工作。在任何情况下，未成年工每天的上课、工作和交通所有时间不可以超过10小时，且每天工作时间不能超过8小时，同时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 s
46、ituations in or outside of the workplace that are hazardous or unsafe to their physical and mental health and development. 1.4 无论工作地点内外，组织不得将儿童或青少年工人置于对他们的身心健康和发展不安全或危险的环境中。2. FORCED OR COMPULSORY LABOUR 2. 强迫或强制性劳动 Criterial 准则：2.1 The organisation shall not engage in or support the use of forced o
47、r 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 组织不得使用或支持ILO 公约29条中规定的强迫和强制性劳动，也不得要求员工在受雇起始时交纳“押金”或保存身份证件原件。 2.2 Neither the
48、organisation nor any entity supplying labour to the organisation shall withhold any part of any personnels salary, benefits, property or documents in order to force such personnel to continue working for the organisation.2.2 组织及为组织提供劳工的实体单位不得扣留工人的部分工资、福利、财产或证件， 以迫使员工在公司连续工作。 2.3 The organisation shall ensure that no