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2. Is it displayed prominently?
5. Are there worker representatives who can interact with management on SA 8000
matters?
8. Are top management reviews conducted formally regarding SA 8000 performance and
arrive at divisions for improvement?
14. Are suppliers checked for minimum SA requirement compliance prior to registration?
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.
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]
8. Whether a legal benefits like ESI, PF, maternity benefit etc are provided to workers?
Working hours Audit Checklist
(applied for SA 8000).
6. Exceptions are approved by the clause 7 of the SA 8000 standard and competent legal
authority is allowed.
3. Whether people of particular religion, region, and sex are discriminated against?
4. Whether restrictions are there which prevent practices related to religion, region?
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.
9. Whether employees are aware of the hazardous associated with their area of operation
and how to protect themselves?
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?
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.
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.
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.
1. Check the age proof of the persons working in the organization.[Age should be above
15 years]
3. In case child labor is available check what is the action taken for remediation of child
labor.[Schooling, financial support]
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.
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/