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 organisation’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.
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 (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 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 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： 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。
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 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 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 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 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： 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 with goods or services integral to, utilised in or for the production of the organisation’s 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 and/or services integral to, utilised in or for the production of the supplier’s or the organisation’s 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 purpose 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.
IV．IV. Social Accountability Requirements社会责任之规定
1. CHILD 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 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 worker’s 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.
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 situations – 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 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 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 organisation nor any entity supplying labour to the organisation shall withhold any part of any personnel’s 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 employment fees or costs are borne in whole or in part by workers.
2.3 组织应确保工人不用承担雇用的全部或部分费用和花销。
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 员工有权在完成标准的工作时间后离开工作场所。员工在给组织的合理通知期限后，可以自由终止聘用合约。
2.5 Neither the organisation nor any entity supplying labour to the organisation shall engage in or support human trafficking.
2.5 为组织提供劳工的任何机构和任何实体单位都不能参与或支持贩卖人口。
3. HEALTH AND SAFETY 健康与安全
Criterial准则：
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 组织出于对普遍行业部门的健康与安全知识和任何具体危险的了解，应提供一个安全、健康的工作环境，并应采取有效的措施，在可能条件下最大限度地降低或消除工作环境中的危害隐患，以避免在工作中或由于工作发生或与工作有关的事故对健康的危害。
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 组织应评估其所有工作场所内孕妇或是哺乳期母亲工作活动之外所有的风险，并确保采取合理的措施消除或降低其健康和安全的风险。
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 若在工作场所内有效地最小化或是消除所有危险的根源后如还存在危险时，组织应为员工提供适当的个人保护装置。员工因工作时受伤，组织应提供急救并协助工人获得后续的治疗。
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 Standard’s Health and Safety requirements.
3.4 组织应指定一高层管理代表负责为全体员工提供一个健康与安全的工作环境，并且负责落实本标准有关健康与安全的各项规定。
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. It shall conduct formal, periodic occupational health and safety risk assessments to identify and then address current and potential health and safety hazards. Records of these assessments and corrective and preventive actions taken shall be kept.
3.5 健康和安全委员会：应建立并维持一个由管理层代表和工人均衡组成的健康和安全委员会。除法律另有规定外，委员会至少有一名由工会代表认可的工人成员，如果他们选择服务。如果工会没有委任代表或该组织未加入工会，工人可以从他们中选出一名或多名他们认同的代表。健康和安全委员会的决策应有效地传达给所有员工。应对委员会的成员进行培训，而且要定期再培训，以胜任不断致力于改善工作场所的卫生和安全条件。它应当定期进行正规的职业健康和安全风险评估，以识别并解决现有的和潜在的健康和安全隐患。应保存这些评估和采取的纠正和预防措施记录。
3.6 The organisation shall provide to personnel, on a regular basis, effective health and safety training, including on-site training and, where needed, job-specific training. Such training shall also be repeated for new and reassigned personnel, where incidents have occurred, and when changes in technology and/or the introduction of new machinery present new risks to the health and safety of personnel.
3.6 组织应定期提供给员工有效的健康和安全指示，包括现场指示，（如必要）专用的工作指示。应对新进、调职以及在发生事故地方的员工进行培训；对于技术上的改变和/或引进新型机械装置会对于员工的健康与安全构成新的危险时，要对员工进行培训。
3.7 The organisation shall establish documented procedures to detect, prevent, minimise, eliminate or otherwise respond to potential risks to the health and safety of personnel. The organisation shall maintain written records of all health and safety incidents that occur in the workplace and in all residences and property provided by the organisation, whether it owns, leases or contracts the residences or property from a service provider.
3.7 组织应建立备有文件证明的程序来检测、预防、最小化、消除或是应对可能危害任何员工健康与安全的潜在危险。组织应保留发生在工作场所和由组织提供的或是组织从服务供应商那里拥有、租赁或是签约合同得到的住所和房产内所有健康与安全事故的书面记录。
3.8 The organisation shall provide, for use by all personnel, free access to: clean toilet facilities, potable water, suitable spaces for meal breaks, and, where applicable, sanitary facilities for food storage.
3.8 组织应给所有员工提供干净的厕所、可饮用的水、适当的进餐空间及必要时提供储藏食品的卫生的设施。
3.9 The organisation shall ensure that any dormitory facilities provided for personnel are clean, safe and meet their basic needs, whether it owns, leases or contracts the dormitories from a service provider.
3.9 组织如果提供员工宿舍（无论宿舍是组织从服务供应商那里拥有、租赁或是签约合同得到的），应保证宿舍设施干净、安全且能满足员工基本需要。
3.10 All personnel shall have the right to remove themselves from imminent serious danger without seeking permission from the organisation.
3.10 所有人员应有权利离开即将发生的严重危险，即使未经组织准许。
4. FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE BARGAINING
自由结社及集体谈判权利
Criteria准则:
4.1 All personnel shall have the right to form, join and organise trade union(s) of their choice and to bargain collectively on their behalf with the organisation. The organisation shall respect this right and shall effectively inform personnel that they are free to join a worker organisation of their choosing without any negative consequences or retaliation from the organisation. The organisation shall not interfere in any way with the establishment, functioning or administration of workers’ organisation(s) or collective bargaining.
4.1 所有人员有权自由组建、参加和组织工会，并代表他们自己和组织进行集体谈判。组织应尊重这项权利，并应切实告知员工可以自由加入所选择的组织。员工不会因此而有任何不良后果或受到公司的报复。组织不会以任何方式介入这种工人组织或集体谈判的建立、运行或管理。
4.2 In situations where the right to freedom of association and collective bargaining are restricted under law, the organisation shall allow workers to freely elect their own representatives.
4.2 在结社自由和集体谈判权利受法律限制时，组织应允许工人自由选择自己的工人代表。
4.3 The organisation shall ensure that union members, representatives of workers and any personnel engaged in organising workers are not subjected to discrimination, harassment, intimidation or retaliation for being union members, representative(s) of workers or engaged in organising workers, and that such representatives have access to their members in the workplace.
4.3 组织应保证任何参与组织工人的工会成员、工人代表和员工不会因为作为工会成员或参与工会活动而受歧视、骚扰、胁迫或报复，员工代表可在工作地点与其所代表的员工保持接触。