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SA 8000 audit

Management Systems Audit Checklist


(applied for SA 8000).

1. Is there a defined and documented SA policy (in local language also)?

2. Is it displayed prominently?

3. Does it include a commitment to meet national laws related to labor welfare?

4. Is there a senior officer appointed as SA 8000 MR?

5. Are there worker representatives who can interact with management on SA 8000
matters?

6. Is the representative freely elected from among workers?

7. Are works committees established?

8. Are top management reviews conducted formally regarding SA 8000 performance and
arrive at divisions for improvement?

9. Are roles & responsibilities clearly defined?

10. Is worker training on SA aspects provided?

11. Is SA performance monitored? Audited?

12. Are undertakings obtained from suppliers and subcontractors on compliance to SA


8000 requirements?

13. Are supplier verification audits conducted?

14. Are suppliers checked for minimum SA requirement compliance prior to registration?

15. Are there home workers?

16. Whether all welfares/safety measures are provided to home workers?


17. Whether home worker records are maintained by the company?

18. Whether audits are conducted on home worker?

19. Whether concerns expressed by workers, external agencies are acted upon for
improvement?

20. Root cause analysis is done on all concern and action is taken to avoid recurrence.

21. Is there regular communication with interested parties on SA 8000 performance?

22. Whether company engages in dialogues with interacted parties on SA compliance?

23. Whether company provides access to auditors to verify compliance?

24. Whether company maintains records of compliance as required by this SA standard


and applicable legal requirements?

Remuneration Audit Checklist


(applied for SA 8000).

1. Are minimum wages as per regulation paid?

2. Are the minimum wages meeting the basic need wages? [BNW- see guidance note for
calculations]

3. Are there pay slips with full wage details? [including explanation of deductions]

4. Whether premium rates are paid for overtime?

5. Is the company avoiding ESI/PF etc by engaging ‘labor only’ contracts?

6. Whether time card is maintained?

7. Are workers made “permanent casuals” for years together?

8. Whether a legal benefits like ESI, PF, maternity benefit etc are provided to workers?
Working hours Audit Checklist
(applied for SA 8000).

1. The company exceeds 8 hour duty per day per head.

2. What is the normal overtime level?

3. Work week cannot exceed 48 hrs.

4. Overtime shall not exceed 12 hours per week.

5. Is one day weekly off given?

6. Exceptions are approved by the clause 7 of the SA 8000 standard and competent legal
authority is allowed.

7. How are working hours tracked?

8. What is the maximum number of consecutive hours worked?

9. Are people working more than 10 days continually without off?

Disciplinary practices Audit Checklist


(applied for SA 8000).

1. Are standing orders available?

2. Are they followed?

3. How is disciplinary action taken?

4. Are fines levied as part of disciplinary action?

5. Is physical punishment like beating ,illegal confinement etc, carried out?

6. What are the legal cases pending related to disciplinary action?


7. Are employees provided a fair opportunity to explain their side prior to decision on
disciplinary action?

Discrimination Audit Checklist


(applied for SA 8000).

1. Whether equal pay for equal work is given?

2. How promotion decisions are made? (among worker category)

3. Whether people of particular religion, region, and sex are discriminated against?

4. Whether restrictions are there which prevent practices related to religion, region?

5. Are pregnant women discriminated against?

6. Are women dismissed when found pregnant?

7. Are women subjected to sexual harassment?

Freedom Of Association And Right To Collective Bargaining


Audit Checklist
(applied for SA 8000).

1. Whether unions are allowed in the company ?

2. How many unions are there?

3. Are employees free to join unions? (and that of their choice)

4. Whether worker representatives are elected?

5. Whether undue disciplinary action or harassment is meted on to workers


representatives
Health and Safety Audit Checklist
(applied for SA 8000).

1. Check the list of chemicals and their MSDS.

2. Whether safety precautions as per the MSDS are followed?

3. Whether adequate personal protective equipment are available?(mask, glove etc)

4. Is there an officer responsible for health and safety?

5. Are exits marked clearly?

6. Has the company conducted risk analysis on the materials ,processes and equipments?
[Health and Safety]

7. Whether the identified control measures are implemented based on ‘e’ above.

8. Whether health and safety training has been given?

9. Whether employees are aware of the hazardous associated with their area of operation
and how to protect themselves?

10. Whether adequate personal are trained in fire fighting?

11. Whether adequate personal are trained in first aid?

12. Whether emergency preparedness plan is available?

13. Whether accident register is maintained?

14. Whether emergency evacuation points are identified?

15. Whether sufficient first aid boxes are available?

16. Whether mock drills have been conducted?

17. Whether emergency plan and the H&S manual are amended based on experiences?
18. Whether pregnant women and feeding mothers are given jobs which are fit for their
state?

19. Whether proper drinking water is provided?

20. Whether gang ways have been properly identified and free of clutter?

21. Whether dormitories provided by the company are clean ,safe and have adequate
toilets?

22. Any new equipment/process is installed only after proper risk analysis and identifying
control measures.

23. Is crèche provided when legally required?

Audit checklist of Forced and Compulsory Labor


(applied for SA 8000).

1. Compulsory deposit of money to be employed in the job is not allowed.

2. Ask employees whether their identity cards are certificates are held by the company as
a condition for employment.

3. The company should not deduct part of salary to force the continuation of the workers.

4. Check with employees whether such deductions are done.

5. Check whether security guards are used to force workers to remain in the job.

6. Compulsory continuation in job (by not allowing the workers who want to leave the
job) is not allowed.

7. Check whether the employees have the freedom to resign and go away if they so
desire. There should be no hindrance on them.

8. Check records of ex employees and how they have been discharged from the company.

9. Whether people of external origin (without proper papers)are held as employees?


10. Whether bonded labor system is followed by engaging all members of a family under
forcible conditions.

11. Can workers refuse overtime?

Child labor audit checklist


(applied for SA 8000).

1. Check the age proof of the persons working in the organization.[Age should be above
15 years]

2. Check how subcontractor’s employees are also covered in this aspect.

3. In case child labor is available check what is the action taken for remediation of child
labor.[Schooling, financial support]

4. No child labor shall be engaged.

5. Young workers [age:15-18] can be engaged. They should be assigned jobs which are
fit for young persons only. Young workers register is to be maintained.

6. Young workers duty time and schooling shall not exceed 10 hours. Duty hours will not
exceed 8 hours. No night shift is allowed.

7. If there is any hazardous work-young workers should not be exposed to it.

8. In the absence of age proof, the competent medical authority’s certificate of age can be
accepted.

Source: http://qualitymanagement.hrvinet.com/category/sa-
8000/sa-8000-audit/

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