sa8000社会责任标准 SA8000 国际标准中英文.doc

sa8000社会责任标准 2014版SA8000 国际标准_中英文 导读：就爱阅读网友为您分享以下“2014版SA8000 国际标准_中英文”资讯，希望对您有所帮助，感谢您对的支持!Social Accountability 80002014版SA8000 国际标准（最新英中文本）International Standard by Social Accountability InternationalJune 2014SA8000®: 2014Supersedes previous versions: 2001, 2004 and 2008The 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 IINTRODUCTION 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 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. TheManagement 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 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 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)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。