SA8000-2014(中文版和英文版).docx

Social Accountability 8000 2014版SA8000 國際標準（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 內容I. INTRODUCTION 前言 1. Intent and Scope 目的與範圍 2. Management System 管理體系II. NORMATIVE ELEMENTS AND THEIR INTERPRETATION 規範性原則及其解釋III. DEFINITIONS 定義IV. SOCIAL ACCOUNTABILITY REQUIREMENTS 社會責任規範1. Child Labour 童工2. Forced or Compulsory Labour強迫或強制性勞動3. Health and Safety 健康與安全4. Freedom of Association & Right to Collective Bargaining 自由結社及集體談判權利5. Discrimination 歧視6. Disciplinary Practices 懲戒性措施7. Working Hours 工作時間8. Remuneration 工資9. Management System 管理體系IINTRODUCTION 前言 1. Intent and Scope 目的與範圍 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 organisations 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：本標準目的在於提供一個基於聯合國人權宣言，國際勞工組織（ILO）和其他國際人權慣例，勞動定額標準以及國家法律的標準，授權並保護所有在公司控制和影響範圍內的生產或服務人員，包括公司自己及其供應商，分包商，分包方雇用的員工和家庭工人。 Scope: It is universally applicable to every type of organisation, regardless of e.g., its size, geographic location or industry sector. 範圍：本標準各項規定具有普遍適用性，不受地域、產業類別和公司規模限制。 2. Management System 管理系統 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.對於SA8000以下8個基本要素的回顧可知，該管理系統的要求對正確實施、監測和執行是至關重要的。該管理系統是使組織實現全面持續符合SA8000標準的同時又不斷進行改善。這也被稱為社會績效。 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 Standards elements. This is particularly critical to identify and correct non-conformances and to assure continuing conformance.在實施管理系統內容時，需要優先建立工人和管理共同參與，並整合和維護整個過程使其符合所有標準的內容。這對識別和糾正不合格、保證持續合規性是至關重要的。 IINormative Elements and Their Interpretation規範性原則及其解釋 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. 組織應遵守當地、國家及其它所有適用的法律、通行的行業規定、公司簽署的其它規章以及本標準。當國家及其它所有適用法律，標準或其他要求、公司簽署的其它規章以及本標準所規範議題相同時，以其中對工人最有利的條款為准。 組織也應尊重下列國際協議之原則： ILO Convention 1 (Hours of Work Industry) and Recommendation 116 (Reduction of Hours of Work)國際勞工組織公約第 1 號（工作時間-行業）及建議116（工時減少）ILO Conventions 29 (Forced Labour) and 105 (Abolition of Forced Labour) 國際勞工組織公約第 29 及第105號（強迫性勞動及其解除）ILO Convention 87 (Freedom of Association) 國際勞工組織公約第 87 號（結社自由）LO Convention 98 (Right to Organise and Collective Bargaining) 國際勞工組織公約第 98 號（組織和集體談判權利） ILO Conventions 100 (Equal Remuneration) and 111 (Discrimination Employment and Occupation) 國際勞工組織公約第 100 及第111 號（男女工人同工同酬；歧視雇用和職業） ILO Convention 102 (Social Security - Minimum Standards) 國際勞工組織公約第 102（社會安全最低標準）ILO Convention 131 (Minimum Wage Fixing) ILO Convention 135 (Workers ) 國際勞工組織公約第 131（最低工資確定） Representatives) ILO Convention 138 and Recommendation 146 (Minimum Age) 國際勞工組織公約第 138 號及建議條款第146 號（最低年齡及建議） ILO Convention 155 and Recommendation 164 (Occupational Safety and Health) 國際勞工組織公約第 155 號及建議條款第164 號（職業安全與健康） ILO Convention 159 (Vocational Rehabilitation and Employment - Disabled Persons) 國際勞工組織公約第 159 號（職業康復與就業傷殘人士） ILO Convention 169 (Indigenous and Tribal Peoples) 國際勞工組織公約第 169 號（原住民和部落民族） ILO Convention 177 (Home Work) 國際勞工組織公約第 177 號（家庭工作） ILO Convention 181 (Private Employment Agencies) 國際勞工組織公約第 181 號 （私營職業介紹所） ILO Convention 182 (Worst Forms of Child Labour) 國際勞工組織公約第 182 號（最惡劣形式的童工） ILO Convention 183 (Maternity Protection) 國際勞工組織公約第 183 號（孕婦保護）ILO Code of Practice on HIV/AIDS and the World of Work 國際勞工組織關於愛滋病及就業守則 Universal Declaration of Human Rights 世界人權宣言 The International Covenant on Economic, Social and Cultural Rights 關於經濟、社會和文化權利的國際公約The International Covenant on Civil and Political Rights 關於政治和民主的國際公約 The United Nations Convention on the Rights of the Child 聯合國兒童權利公約 The United Nations Convention on the Elimination of All Forms of Discrimination Against Women 聯合國消除一切形式歧視婦女行為公約The United Nations Convention on the Elimination of All Forms of Racial Discrimination 聯合國反對各自形式種族歧視公約 UN Guiding Principles on Business and Human Rights 關於聯合國商業和人權指導原則 III. Definitions (organized either alphabetically or by logical flow)定義 （按字母順序或邏輯順序排列） 1. Shall: In this Standard the term “shall” indicates a requirement. Note: Italics have been added for emphasis. 1. “應”定義： 本標準中的術語“應”表示要求。 注：增添的斜體字表示強調內容。 2. May: In this Standard the term “may” indicates a permission. Note: Italics have been added for emphasis. 2. “可以”定義： 本標準中的術語“應”表示准許。注：增添的斜體字表示強調內容。 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. 兒童定義： 任何十五歲以下的人。若當地法律所規定最低工作年齡或義務教育年齡高於十五歲，則以較高年齡為准。 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. 童工定義： 由低於上述兒童定義規定年齡的兒童所從事的任何勞動，除非符合國際勞工組織建議條款第146 號規定. 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. 集體談判協定： 由一個或多個雇主與一個或多個工人組織簽訂的有關勞工談判的合約，明確規定雇用的條件和條款。 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. 糾正行動定義： 消除已發現的不符合項的原因和根本原因的行動。 注：採取糾正行動是為了防止再次發生。 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. 預防行動定義： 消除潛在的的不符合項的原因和根本原因的行動。 注：預防糾正行動是為了預防發生。 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. 強迫或強制勞動定義： 個人在任何非志願性、受懲處或報復的威脅下工作或服務，或作為償債方法的工作或服務。 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. 家庭工人定義： 與組織或其供應商、下級供應商或分包方簽有合約，但是不在他們廠址工作的人員。 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. 販賣人口定義： 基於剝削的目的，通過使用威脅、武力、其他形式的強迫或欺騙，進行人員的雇用、調動、窩藏或接收。 11. Interested parties: An individual or group concerned with or affected by the social performance and/or activities of the organisation. 11. 利益相關方定義： 關心組織的活動和/或社會績效或受此影響的個人或團體。 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. 生活工資定義：工人收到的標準工作周的薪酬應使工人和她/他的家人在其所在地區足以支付中等生活標準。中等生活標準的組成包括食物，水，住房，教育，醫療，交通，服裝等基本需求，包括留出資金以備應對突發事件。 13. Non-conformance: Non-compliance with a requirement. 13. “不符合”定義：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. 組織定義： 負責實施本標準的要求的所有商業實體或非商業實體，包括該組織雇傭是所有員工。 注：例如，組織包括：公司，企業，農場，種植園，合作社，非政府組織和政府組織。 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. 員工定義： 所有直接或通過分包受雇於組織的男性和女性個體，包括董事、總裁、經理、主管和工人和合同工，如保安員，食堂工人，宿舍的工人和清潔工人。 16. Worker: All non-management personnel. 16. 工人定義： 所有非管理人員。 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 third party entity, which assigns their tasks and supervises the execution of these tasks. 17. 私營職業介紹所定義： 為勞動市場提供一項或多項服務的一切實體、獨立的公共組織，這些服務包括： a) 為就業申請提供匹配服務，代理組織不會成為雇傭關係中的任何一方 b) 雇傭工人目的是讓他們為協力廠商實體可用, 所以給他們分配任務並監督這些任務的完成情況。 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. 救濟兒童定義： 為保障曾從事童工且已經終止工作的兒童的安全、健康、教育和發展而採取的所有必要的支援及行動。 19. Risk assessment: A process to identify the health, safety and labour policies and practices of an organisation and to prioritise associated risks. 19. 風險評估定義： 識別健康、安全、組織的勞工政策和實踐並為存在的相關風險確定優先處理順序的程式。 20. SA8000 worker representative(s): One or more worker representative(s) freely elected by workers to facilitate 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工人代表定義： 由工人自由選舉的一個或多個員工代表，其職責是就SA8000 相關事宜與管理層代表和高層管理人員進行溝通。加入工會的設施，社會績效團隊中的工人代表應得到工會代表的承認，如果他們選擇服務。如果工會未指派一名代表或者該組織沒有加入工會，那麼工人可以在他們中間自由選舉一名或多名SA8000工人代表。 21. Social performance: An organisations achievement of full and sustained compliance with SA8000 while continually improving. 21. 社會績效定義： 一個組織取得全面且持續符合SA8000標準要求和不斷提高的成績。 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. 相關方參與定義： 利益相關方,包括但不限於組織、工會、工人、工人組織、供應商、承包商、購買者、消費者、投資者、非政府組織、媒體，以及地方和國家政府官員的參與。 23. Supplier/subcontractor: Any entity or individual(s) in the supply chain that directly provides the organisation with goods or services integral to, utilised in or for the production of the organisations goods or services. 23. 供應商/分包商定義： 給組織直接提供貨物和/或服務的供應鏈中的實體或個人，它所提供的貨物和/或服務構成組織生產的貨物和/或服務的一部份，或者被用來生產組織貨物和/或服務.24. Sub-supplier: Any entity or individual(s) in the supply chain that provides the supplier with goods and/or services integral to, utilised in or for the production of the suppliers or the organisations goods or services. 24. 下級供應商定義： 給供應商提供貨物和/或服務的供應鏈中的實體或個人，它所提供的貨物和/或服務構成供應商生產的貨物和/或服務的一部份，或者被用來生產組織貨物和/或服務。 25. Worker organisation: An autonomous voluntary association of workers organised for the purpose of furthering and defending the rights and interests of workers. 25. 工人組織定義： 一個由工人自發組成的自願性協會，目的是促進和捍衛工人.26. Young worker: Any worker under the age of 18 but over the age of a child, as defined above. 26. 未成年工定義: 如上所定義的任何年齡在18歲以下且在童工年齡以上的工人.IVIV. Social Accountability Requirements社會責任之規定 1. CHILD LABOUR童 工 Criteria:準則： 1.1 The organisation shall not engage in or support the use of child labour as defined above. 組織不應使用或支援使用符合上述定義的童工。 1.2 The organisation shall establish, document, maintain and effectively communicate to personnel and other interested parties, written policies and procedures 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. 如果發現有兒童從事符合上述童工定義的工作，組織應建立、紀錄、保留旨在救濟這些兒童的政策和書面程式，並將其向員工及利益相關方有效傳達。組織還應給這些兒童提供足 夠財務及其他支持以使之接受學校教育直到超過上述定義下兒童年齡為止。 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, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours. 組織可以聘用未成年工，但如果受強制教育法規的限制，他們只可以在上課時間以外的時間工作。在任何情況下，未成年工每天的上課、工作和交通所有時間不可以超過10小時，且每天工作時間不能超過8小時，同時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 situations in or outside of the workplace that are hazardous or unsafe to their physical and mental health and development. 無論工作地點內外，組織不得將兒童或青少年工人置於對他們的身心健康和發展不安全或危險的環境中。2. FORCED OR COMPULSORY LABOUR 2. 強迫或強制性勞動 Criterial 準則：2.1 The organisation shall not engage in or support the use of forced or 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 組織不得使用或支援ILO 公約29條中規定的強迫和強制性勞動，也不得要求員工在受雇起始時交納“押金”或保存身份證件原件。 2.2 Neither the 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 組織及為組織提供勞工的實體單位不得扣留工人的部分工資、福利、財產或證件， 以迫使員工在公司連續工作。 2.3 The organisation shall ensure that no employment fees or costs are borne in whole or in part by workers. 2.3 組織應確保工人不用承擔雇用的全部或部分費用和花銷。 2.4 Personnel shall have the right to leave the workplace premises after completing the standard workday and be free to terminate their employment provided that they give reasonable notice to their organisation. 2.4 員工有權在完成標準的工作時間後離開工作場所。員工在給組織的合理通知期限後，可以自由終止聘用合約。 2.5 Neither the organisation nor any entity supplying labour to the organisation shall engage in or support human trafficking. 2.5 為組織提供勞工的任何機構和任何實體單位都不能參與或支援販賣人口。3. HEALTH AND SAFETY 健康與安全 Criterial 準則：3.1 The organisation shall provide a safe and healthy workplace environment and shall take effective steps to prevent potential health and safety incidents and occupational injury or illness arising out of, associated with or occurring in the course of work. It shall minimise or eliminate, so far as is reasonably practicable, the causes of all hazards in the workplace environment, based upon the prevailing safety and health knowledge of the industry sector and of any specific hazards. 3.1 組織出於對普遍行業部門的健康與安全知識和任何具體危險的瞭解，應提供一個安全、健康的工作環境，並應採取有效的措施，在可能條件下最大限度地降低或消除工作環境中的危害隱患，以避免在工作中或由於工作發生或與工作有關的事故對健康的危害。 3.2 The organisation shall assess all the workplace risks to new, expectant and nursing mothers including those arising out of their work activity, to ensure that all reasonable steps are taken to remove or reduce any risks to their health and safety. 3.2 組織應評估其所有工作場所內孕婦或是哺乳期母親工作活動之外所有的風險，並確保採取合理的措施消除或降低其健康和安全的風險。 3.3 Where hazards remain after effective minimisation or elimination of the causes of all hazards in the workplace environment, the organisation shall provide personnel with appropriate personal protective equipment as needed at its own expense. In the event of a work-related injury the organisation shall provide first aid and assist the worker in obtaining follow-up medical treatment. 3.3 若在工作場所內有效地最小化或是消除所有危險的根源後如還存在危險時，組織應為員工提供適當的個人保護裝置。員工因工作時受傷，組織應提供急救並協助工人獲得後續的治療。3.4 The organisation shall appoint a senior management representative to be responsible for ensuring a safe and healthy workplace environment for all personnel and for implementing this Standards Health and Safety requirements. 3.4 組織應指定一高層管理代表負責為全體員工提供一個健康與安全的工作環境，並且負責落實本標準有關健康與安全的各項規定。 3.5 A Health and Safety Committee, comprised of a well-balanced group of management representatives and workers, shall be established and maintained. Unless otherwise specified by law, at least one worker member(s) on the Committee shall be by recognised trade union(s) representative(s), if they choose to serve. In cases where the union(s) does not appoint a representative or the organisation is not unionised, workers shall appoint a representative(s) as they deem appropriate. Its decisions shall be effectively communicated to all personnel. The Committee shall be trained and retrained periodically in order to be competently committed to continually improving the health and safety conditions in the workplace. I