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SA8000 Checklist
SOCIAL ACCOUNTABILITY (SA8000) - CHECKLIST
Department / Area : Date of Audit :
S. No. Requirements Evaluation
Status
CHILD LABOUR
1. NO EMPLOYEES are less than 15 years of age, unless local law
stipulates a higher age.
2. Guidelines exist for the types of employment conditions that are
acceptable for employees under the age of 18
3. Compliance with Local / National Legal Requirements is evident
4. Documentary Evidence exists for Proof of Age upon recruitment
(See evidence below)
5. Children who are 13 or 14 years of age (if permitted to carry out light
work under ILO recommendation 146) and Young Workers (subject to
compulsory education) are NOT EMPLOYED DURING SCHOOL
HOURS and, if required by law, are registered with or monitored by
government labour ministry personnel
6. COMBINED HOURS of daily transportation to and from work and
school and time spent at school and work DO NOT EXCEED 10
HOURS PER DAY.
7. CHILDREN AND YOUNG WORKERS are NOT EXPOSED to situations
in or outside the workplace that are HAZARDOUS, UNSAFE OR
UNHEALTHY.
8. CHILDREN AND YOUNG WORKERS are not employed AFTER DARK
9. Apprenticeships are not being misused in order to pay young workers
less than adults, while demanding the same amount and kind of work
from them
10. In cases where WORKERS have IDENTIFICATION CARDS WITH
PHOTOGRAPHS, auditors should compare the worker with his/her
photograph for any possible discrepancy.
11. The company / facility has a COMMUNICATION PLAN that informs
workers, child laborers and their families about COMPANY POLICIES
on child labour and the programs for young workers.
12. Review Employee Records from SIX MONTHS Prior to the Audit in
order to determine if there are patterns of underage workers having
been FIRED in preparation for the audit
Page 1 of 7
SA8000 Checklist
S. No. Requirements Evaluation
Status
FORCED LABOUR
1. All Employees are working VOLUNTARILY and Managers understand
the TYPES OF FORCED LABOUR that can exist (i.e. bonded labour
not just captive labour).
2. Is HIRING associated with BRIBES or DEPOSITS UPON HIRE?
Are there any employee loan or credit schemes managed directly or
indirectly by the companies and if so, are these accounts managed in a
clear, transparent and fair manner?
3. Employees are FREE TO LEAVE at the end of a shift
4. Employees are FREE TO QUIT when they want and UNDERSTAND
THE RULES regarding due notice in order to receive their last salary.
5. The SECURITY GUARD’S contract matches services rendered
6. The AUTHENTICITY of documents is confirmed
A) SYSTEMS LEVEL VERIFICATION
1. WRITTEN HEALTH AND SAFETY PROGRAMME and/or procedures
exist, appropriate to the size of the facility and covering accidents and
emergency situations that could arise. These procedures are
disseminated to all the workers, including Management, Contract and
Permanent workers, in their Native Language(s).
2. The company has APPOINTED as MR responsible for the health and
safety of all personnel. There are clearly assigned safety and health
responsibilities with documentation of accountability from top
management to line supervisors, as well as the necessary resources to
meet these responsibilities.
3. Employee involvement in activities that have a SIGNIFICANT EFFECT
on the safety and health programme.
4. All TRAINING occurs DURING WORK HOURS, not as an added task
outside work.
5. A CONSISTENT DISCIPLINARY SYSTEM applied to all employees
(including supervisors and managers) who disregard the rules.
6. ACCIDENT REPORTS with written documentation and analysis of
trends in injury / illness experience and in hazards found are carried out
with worker involvement to identify patterns of problems and to
implement programme adjustments.
7. ACCIDENTS REPORTS are complete and fully available to auditors.
Action taken to PREVENT RECURRENCE is recorded
8. There are measures to determine where PROTECTIVE GEAR is
needed, which is provided to workers at no cost and there are
measures to ensure that it is IN USE THROUGHOUT the facility
Page 2 of 7
SA8000 Checklist
S. No. Requirements Evaluation
Status
9. National and Municipal Health and Safety Regulations are fulfilled. Both
Middle & Top Management as well as Employees are involved in the
enforcement of the same.
10. Annual Safety and Health Programme evaluations with written narrative
reports, recommendations for programme changes, action plans and
verification procedures.
11. The factory carries out and has records of Air Quality Testing if there
are hazardous fumes or particulate pollution.
NOTE: It is recommended that the register research levels of toxic
substances used within the industry during the desk study and ask for
tests on the level of toxic substances used
B) SIGHT VERIFICATION
1. Safety switches are within easy reach of workers in case of machinery
malfunctions
2. Training and Awareness Programmes take place REGULARLY and are
recorded and employees can answer basic questions about the safety
and health programme
3. EMERGENCY EXITS are clearly marked, aisles are UNBLOCKED and
exit doors are unlocked.
4. Adequate first aid supplies and trained personnel for the FIRST AID are
available on site in sufficient quantity to attend to the average number
of accidents per month.
5. Medically COMPETENT PERSONNEL can be reached in case of
emergencies and employees are trained to contact appropriate medical
and emergency service providers.
Evidence of Functional Fire Extinguishers / Sprinkler Systems exists
and Fire Escapes are adequate for the size of the facility (Should also
be available for factory supplied housing).
6. Fire Drills take place Regularly; and are conducted in the native
language(s) of employees; and fire safety report are maintained up-to-
date.
7. Workers have access to POTABLE WATER and EATING FACILITIES
are sanitary.
8. Lavatory facilities are HYGIENIC, functional and segregated per local
requirements and Sufficient in Number for the size of workplace
9. Ventilation, Lighting & Temperature control are adequate so as to
prevent injury to health (Lighting should be adequate for over-time
shifts after dark)
10. DORMITORY FACILITIES are CLEAN, meet BASIC NEEDS per local
norms and measures are taken to protect workers from crime.
Page 3 of 7
SA8000 Checklist
S. No. Requirements Evaluation
Status
11. Dormitories should be checked to ascertain that workers are safe in
their dormitories, but also free to come and go as they wish.
12. Management maintains rotation schedules that regulate the amount of
time workers are exposed to extremely hot or cold rooms or exposed to
toxins.
13. Workers doing heavy lifting are wearing back stress-reduction safety
belts and steel capped shoes.
14. Workers standing all day are standing on Padded Floors, not just
concrete
* FREEDOM OF ASSOCIATION & RIGHT TO COLLECTIVE BARGAINING
1. Employees have the right to form and join trade unions of their choice.
2. The Company recognizes Labour Unions as a party to collective
bargaining.
3. Representatives and members of UNIONS confirm that they are not
discriminated in the workplace and that the Employer does not interface
with the realization of their union activities, as per SA 8000 clause 4.3
4. If strikes, walkouts, or related LABOUR DEMONSTRATIONS have
occurred within a two year period, the means of resolution and police or
military involvement are noted
5. If parallel means of free association and Collective Bargaining are
necessary due to restrictions under local law, what forms do those
means take. Are these recorded and have they effectively
communicated workers positions to Management?
DISCRIMINATION
1. Procedures are in place for the PREVENTION of any form of
Discrimination.
2. Procedures are in place for the PREVENTION of harassment, coercion,
or threatening behaviour and for the hearing of such cases if they arise.
3. Designated Management Representative(s) is/are authorized to
PREVENTION Discrimination and to take Corrective Action should it
occur
4. Workers have access to and are familiar with Procedures for filing
complaints about Discrimination
5. The basis for HIRING, PROMOTION, COMPENSATION & ACCESS
TO TRAINING are noted and Records are kept, which help confirm this.
* In case in a company there is no union or association still this clause can be managed,
since it means that in case of an association, it should be recognized by the
organization. Therefore, while preparing the various documentation and in the
implementation phase, our organization will take care of this requirement of the
standard.
Page 4 of 7
SA8000 Checklist
S. No. Requirements Evaluation
Status
6. Workers understand they are NOT to be subjected to Sexual
Harassment of any kind and there are Mechanisms for Filing
Complaints about such Harassment
7. Analyze and Find Significant Differences in the distribution of different
ethnic and/or social groups within the local population and the
distribution of the same in the workforce.
DISCIPLINARY PRACTICES
1. NO EVIDENCE EXISTS of the use of Corporal Punishment.
2. NO EVIDENCE of verbal or physical abuse or mental / physical
coercion (torture).
3. ESTABLISHED SYSTEMS for management to give WARNINGS and
workers to APPEAL if necessary exists, with documented rules for
infractions and Workers Understand how it works.
4. UNION OR WORKER REPRESENTATIVES
WORKING HOURS
1. Workweek does not exceed 48 hours or the country’s legal maximum,
whichever is less.
2. Review Productivity Records, Daily Averages and compare to
productivity level on day of the audit (seek to avoid auditing a ‘slow’
day)
3. Evidence exists of compliance with local / national laws on Working
Hours
4. Overtime is restricted to 12 hours maximum per week
5. OVERTIME is paid in accordance with local/national law and at a
premium.
6. Workers are given at least one day off for every seven-day period or
more when stipulated by national or local law
7. Homework is not required to be done after working hours.
8. Employees are given breaks in compliance with labour law
9. A Calculation should be made of the total production divided by the
number of workers to assess the extent to which overtime or take-home
work may be utilized.
10. Conduct a Statistical Trend Analysis in situations where the number of
full-time workers is gradually decreasing and/or the number of part-time
workers is increasing. This should be done in cases where the auditor
Page 5 of 7
SA8000 Checklist
S. No. Requirements Evaluation
Status
needs to clarify if short-term contracts are given in response to
Fluctuations in Business needs vs Contracts used to avoid paying
benefits.
REMUNERATION
1. EVIDENCE EXISTS confirming that the NET WAGE paid to each
worker for a regular (no overtime) work week / month is sufficient to
meet basic needs & that this wage is as high as or greater than local /
national minimum wage or prevailing industry wage.
2. Frequency & Method of Compensation is assessed / confirmed
3. Extra Deductions from employee wages are assessed (including health
care, retirement, transportation, meal, childcare, etc.).
4. Deductions are NOT used as a disciplinary measure.
5. Incentive or Bonus Payments are up-to-date
6. Workers understand how wages are calculated. (If workers are illiterate
or enumerate, management regularly explains calculations to each
worker).
7. In cases where workers receive a Lower Wage during a Training
Period, the length of the period should be Strictly Limited and Enforced,
defining a maximum number of weeks for such purposes and the wage
should not be lower than the legal minimum.
8. Workers are given WAGE SLIPS with each payment and they can
explain how their wage is calculated / determined and what the
deductions made from their pay are for. (Note: Disciplinary “fines” are
not acceptable under SA8000)
MANAGEMENT SYSTEMS
1. Top Company Management has approved (signed) a publicly available
POLICY that ensures a COMMITMENT to : SA 8000; all relevant laws
and regulations; continual improvement; documenting and ensuring
the accessibility of SA8000.
2. The Non-management Social Accountability Representative or
Committee has been elected by his / her peers and has the authority to
facilitate communications with Senior Management (Representative) on
corrective (torture) actions and preventive actions as needed.
3. The Social Accountability Management Representative is appointed /
designated and fulfills his/her responsibilities. (S)he has the
AUTHORITY to apply Corrective and Preventive Actions as needed.
4. If Managers are not fluent in the primary languages spoken by their
workers, the auditor should inquire as to how the training and
communications required by SA8000 are carried out.
Page 6 of 7
SA8000 Checklist
S. No. Requirements Evaluation
Status
5. Requirements of SA 8000 are KNOWN AND UNDERSTOOD at all
levels and clear lines of responsibility are defined, particularly Among
Management, who understand they are ultimately responsible for any
non-conformance with the standard.
6. Roles, responsibilities and lines of authority / reporting are defined.
7. Every Employee is Trained in social accountability issues on a Regular
basis; the frequency of training is adequate for the factory’s level of
employee turnover.
8. Regular and Comprehensive Internal Audits take place and are
reviewed and acted upon by Senior Management.
9. Corrective and Preventive Actions are implemented IN a TIMELY
MANNER and systematically COMMUNICATED to workers.
10. There is a SYSTEM for the Evaluation & Selection of Suppliers on
grounds of Social Accountability.
11. Appropriate records of Suppliers are maintained to demonstrate
continued conformance to SA 8000 requirements
12. Company has a SYSTEM for reporting out Policies and Procedures
(e.g. SA8000 Policy Statement) to interested parties upon request.
Page 7 of 7
