SA8000 iplementation process for pharma industry

SA 8000 flow chart

1. SOCIAL ACCOUNTABILITY SA8000 An International Standard for Improving Working Conditions

2. SOCIAL ACCOUNTABILITY Why SA8000 History of SA8000 What Is SA8000 Mission of SA8000 Elements of SA8000 Methodology of SA8000 How To Audit SA8000 What Is The Value

3. Why SA8000 Governments, shareholders, customers, and other interested parties expect to purchase from socially responsible organizations. Do The Right Things Right Business Response Try to give confidence that goods or services have been produced and delivered within a socially acceptable set of values Try to demonstrate their commitment in social responsibility , legally compliant workplace and purchasing practices Try to handle the unique requirements

4. History of the SA8000 Standard The standard was established by Social Accountability International (SAI) in 1997, which is a  “global multi-stakeholder standard-setting organization whose mission is to advance the human rights of workers around the world”. SA8000 also reflects labour provisions described in the Universal Declaration of Human Rights and International Labour Organization conventions.

5. What Is SA8000 A consensus standard which encourages organizations to develop, maintain and apply socially acceptable workplace practices in those areas that they can control or influence. Based on: Universal declaration of Human Rights UN Convention on the Rights of the Child 11 Conventions of the International Labour Organization ( ILO )

6. Ensures ethical sourcing of goods and services Improve working conditions globally Provide universal standard in all business and country sectors Work in parallel with human rights and labor organizations worldwide Provide a beneficial incentive though a “ win / win ” approach Mission of SA8000

7. Child Labour Forced Or Compulsory Labour Occupational Health and Safety Freedom of Association and Right to Collective Bargaining Discrimination Disciplinary Practices Working Hours Remuneration Management Systems 9 Elements Social Accountability

8. The company shall not engage in or support the use of child labour . Not employ the young workers . minimum age for recruitment for all levels of employees shall be 18 years Child Labour (Act,1986)

9. SA8000 forbids suppliers from employing forced or slave labor No deposits or lodge of identity documents Staff have the right to leave the workplace at the end of each workday Have right to terminate their employment with reasonable notice Forced Labor ( Act,1976)

10. Standard demands safe & healthy work environment. To take adequate measures for prevention of accidents & injury to health. A senior management staff appointed for health & safety Issues Adequate safety training provided for staff A system to detect, avoid or respond to safety threats Clean bathrooms & access to potable water & food Health and Safety (Act, 1948)

11. Right of workers to share their concerns , Feedback If legally restricted , there shall be parallel means of free association No discrimination against any members Freedom of Association ( Act, 1952)

12. The SA8000 standard protects workers from discrimination based on race, origin, caste, gender, religion, political affiliation and many other attributes. The supplier should have a written anti-discrimination policy that is followed in the recruitment, employment and termination of employees. Under SA8000, suppliers cannot: Interfere with a worker’s right to exercise certain practices related to their identity, such as the right to prayer Allow abusive, threatening, exploitative or sexually coercive behavior in the workplace Discrimination ( Equal Act,1976)

13. The SA8000 standard requires that suppliers treat staff with “dignity and respect”. Not engage in or support the use of corporal punishment , mental or physical coercion & verbal abuse Disciplinary Practices

14. Not exceed 48 hrs per week for normal working hrs At least one day off in every seven days Overtime not more than 12 hrs per week Overtime paid at a premium rate Working Hours

15. Wages meet legal requirement and sufficient to meet “ Basic Needs” Wages not withheld for Discipline deduct wages for disciplinary reasons, unless permitted by national law Wages presented as understood by workers Wages paid through bank Account . Ensure to pay a living wage to workers. Wages must cover the basic needs of staff and allow for discretionary spending. No false apprentice scheme Reimburse workers for overtime at a premium rate defined by national law or collective bargaining agreement. Compensation

16. Factory management must take several additional steps regarding corrective actions, preventative measures, policies and documentation for full SA8000 compliance. Some of the main points outlined in SA8000 are as follows: Senior management must inform staff of their intention to comply with SA8000 with a written policy statement Management Review Company Representatives Planning and Implementation Control of Suppliers Address Concerns and Taking Corrective Actions Outside Communication Supplier must train staff to implement the SA8000 standard  Access for Verification Records Management System

17. Conduct awareness program for top, middle & workers level to make understand the basic of the concept of SA8000 Roll of individuals in the implementation of the process Formation of steering committee& selection of MR Survey the existing system, against SA 8000 system & gap analysis , this include survey of workers age, salary, living wage, work environment Methodology of SA8000

18. Critical Data Gathering Applicable laws Industry profile Union situation Food costs (market basket) Average family size for country How To Audit SA8000

19. Worker Interview Anonymity critical for accurate response Focus group and individual interviews Setting the stage with worker Off-site interviews for anonymity Indirect questioning techniques Notes should be taken for reference Female auditors crucial element How To Audit SA8000

20. Cost Reduction in monitoring Better Corporate Image when products are from a safer and fairer working environment. Trust-building to investors and bank-analysts when evaluating social performance Sustainable Development from continuous Development Marketing advantage of a selling point Improvement of the relationship with the public, governments & NGO’s Better position in the labour market Enhancing organisation’s productivity through Risk Management Value of SA8000

21. Increased awareness of labour rights Transparent arrangement at work place Better access to grievance mechanisms Ensuring Safe and healthy work place Improvement of working conditions Benefits for Worker