电场力SA8000-2014(中英文本标准)

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。

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16

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.

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 Fixing) ILO Convention 135 (W

orkers’

)

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）

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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.

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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：< /p>

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

：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

/

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，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:

For

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。

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15.

Personnel:

All individuals employed or contracted

by

an

organisation,

including

but

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;

? Employing workers with a view to making them available to a th

ird 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 of 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 process 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 tofacilitate

communication 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

is

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

SA8 000

工人代表。

21.

Social

performance:

An

organisation’s

achievement

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

< br>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, contractors, buyers, consumers, investors, NGOs, media

and local and national government officials.

22.

相关方参与定义：