stitches2014版SA8000 国际标准_中英文

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

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 Compulsory 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

I

．

INTRODUCTION

前言

1. Intent and Scope

目的与范围

Intent: The intent of SA8000 is 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

org

anisation’s

control

and

influence

who

provide

products or services for that 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

）和其他国际人权惯例，劳< /p>

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

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 while continually improving, which is also known as Social Performance.

对于

< br>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, incorporated and maintained throughout the compliance process

with all the Standard’s elements. This is particularly critical to identify and correct non

-conformances and to

assure continuing conformance.

< br>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。

II

．

Normative Elements 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

subscribes

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 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 F

ixing) ILO Convention 135 (Workers’

)

国际劳工组织公约第

131

（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 - Disabled 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 International 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 Racial 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)

Ⅲ．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.

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 a

dded 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

higher 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 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 root 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 or 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 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

：

< br>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 living 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

/