Social Accountability International

AIMS MANAGEMENT CONSULTANTS

Setting Standards for a just world

VIJAY GARG011 64147411 9212293916

SA8000

• SA8000 System

• Complaints Process

• Appeals Process

• Examples and Dilemmas

Multi-StakeholderAdvisory BoardVoluntary System

SA8000 based on the principles of:

• UDHR, CRC, CEDAW• 12 ILO Conventions

Implementation draws on ISO management systems

Continuous Stakeholder Engagement

• Continuous input through multi-stakeholder AB and their constituents

• Respond to system level critiques

• Seek comments on and redraft SA8000 every 5 years

• Collaborative research on best practice implementation and auditing

• Consultations and revisions to Guidance

SA8000 Covers

• Right to organize and bargain collectively

• Discrimination• Child Labor• Forced Labor• Health & Safety• Disciplinary Practices• Working Hours• Compensation • Management System

MANAGING CONFORMANCE

Plan, Do, Check, Act Model

Overtime Hours exceeding limit

Children hired in error

Suppliers not conforming to requirements

Health and safety concerns – use of protective gear

Wages don’t meet the BNW

Supervisory excesses on floor

Discrimination

SA8000 Impact

881 facilities certified; covering over 510,000 workers in 50 countries,

across 57 industries.

Thousands of facilities have been audited to the SA8000 standard & are

working toward compliance.

SAI Corporate Involvement Program engages brand level commitment

Move beyond endemic problems

SA Program in China

Goals:– Improve workplace conditions, working

with local managers and workers.– Promote worker participation, freedom

of association & participatory management systems.

– Build capacity locally among emerging independent worker rights groups.

Complaints Process

• 3 Levels: Factory; Certification body; SA

• No reprisals against complainant

• How to file:– Anyone can file a complaint– No required format; forms available to guide– Complainants name can be kept confidential– Resolution reported to complainant– SAI resolutions made public

Complaints Process Cont.

• Recognize receipt of complaint – formal and informal – to complainant

• Verify name of locale, dates, incident specifics• Contact certification body and review audit notes

and process• If complaint substantiated, instruct CB to

investigate at their expense• Review reports from CB and resolution

– Track corrective actions agreed in resolution

• If not substantiated – request more information and schedule witness audit of CB at workplace in question within a year

Appeals Process• Taking a complaint to the next level;

– if dissatisfaction with a decision by a CB;– SAI intervenes (SAI may also intervene if CB

investigation or resolution is insufficient).

• SA convenes multi-stakeholder Appeals Review Panel from SAI – AB to review the case

• Objections to SA Appeal resolution – report to SAI Advisory Board and made public

Questions & Dilemmas

• Interpreting “good faith“– Protracted legal battles

• Find the right field investigators– Ability to investigate complaint in the context of

problems endemic to that country

• Set appropriate expectations– Can’t reverse court decisions

• Indonesia garment factory

• Confidentiality and Communicating results– Public reports = incentive for company to find

amicable resolution

Questions & Dilemmas

• Brand level involvement– Define Scope– Clarify expectations– Define clear, finite process for

engaging 3rd party investigation and involvement

– Multi-stakeholder AB oversight and decision

– Consider outside mediators

www.cemarkingdelhi.com

www.isoukas.comwww.isoconsultantsdelhi.comwww.isoconsultantsindia.comwww.qbdelhi.com