SA8000：2008社会责任管理体系标准

INTERNATIONAL STANDARD
SAI
SA8000®: 2008 S OCIAL A CCOUNTABILITY 8000
SA8000® is a registered trademark of Social Accountability International
第 1 页共10 页
A BOUT THE S TANDARD
This is the second issue of SA8000, a uniform, auditable standard for a third party verification system. Subject to periodic revision, SA8000 will continue to evolve as interested parties specify improvements, corrections are identified and as conditions change.
这是SA8000的第二版。

SA8000是统一、可核查的第三方认证系统。

如果相关方面发现需改正及提高的地方，SAI 会对标准在一定期限内作出相应修改。

Many interested parties have advised on this version. SAI welcomes your advice as well. To comment on SA8000, the associated Guidance Document, or the framework for certification, please send written remarks to SAI.
许多人士给第二版的修订工作提供了咨询。

您也可以成为其中一员。

如果您想就SA8000标准、配套的指导文件以及认证过程的基本框架发表看法，请书面提交给SAI。

The SA8000 Guidance Document helps explain SA8000 and its implementation; provides examples of methods for verifying compliance; and serves as a handbook for auditors and for companies seeking certification against SA8000.
SA8000的指导文件能帮你解释SA8000及其实施、提供达标核查方法的示例。

核查人员以及欲获认证的公司可将其当作手册使用。

It is hoped that both the standard and its Guidance Document will continuously improve, with the help of a very wide variety of people and organisations.
我们希望本标准及其指导文件在诸多组织和个人的帮助下能不断得到完善。

SAI
Social Accountability International
社会责任国际
© SAI 2001
SA8000 may not be reproduced without prior written permission from SAI
SAI
220 East 23rd Street, Suite 605
New York, NY 10010
USA
+1-212-684-1414
+1-212-684-1515 (facsimile)
e-mail: info@
C ONTENTS Page
I. P URPOSE A ND S COPE............................................................ 目的与范围II. N ORMATIVE E LEMENTS A ND T HEIR I NTERPRETATION规范性原则及其解释III. D EFINITIONS ..................................................................................... 定义
1. Definition of company .............................................................. 公司定义
2. Definition of supplier/subcontractor ........................ 供应商/分包商定义
3. Definition of sub-supplier ............................................. 下级供应商定义
4. Definition of remedial action ............................................ 补救行动定义
5. Definition of corrective action .......................................... 纠正行动定义
6. Definition of interested party ........................................ 利益相关方定义
7. Definition of child .................................................................... 儿童定义
8. Definition of young worker .......................................... 青少年工人定义
9. Definition of child labour ......................................................... 童工定义
10. Definition of forced labour ............................................... 强迫劳动定义
11. Definition of remediation of children ............................... 救济儿童定义
12. Definition of homeworker ................................................ 居家工人定义IV. S OCIAL A CCOUNTABILITY R EQUIREMENTS ........................... 社会责任要求
1. Child Labour ..................................................................................... 童工
2. Forced Labour 强迫性劳动
3. Health and Safety ................................................................. 健康与安全
4. Freedom of Association & Right to Collective Bargaining ......................
结社自由及集体谈判权利
5. Discrimination .................................................................................. 歧视
6. Disciplinary Practices ........................................................... 惩戒性措施
7. Working Hours ......................................................................... 工作时间
8. Remuneration ................................................................................... 报酬
9. Management Systems ............................................................... 管理体系
I. P URPOSE A ND S COPE
1.目的和范围
This standard specifies requirements for social accountability to enable a company to:
本标准界定社会责任的有关要求，以使公司；
a) develop, maintain, and enforce policies and procedures in order to manage those issues which it can control or influence;
开发、维持并执行政策及程序，在公司可以控制和影响的的范围内管理有关社会责任的事宜
b) demonstrate to interested parties that policies, procedures and practices are in conformity with the requirements of this standard.
向利益相关方证明公司政策、程序及举措符合本标准之规定
The requirements of this standard shall apply universally with regard to geographic location, industry sector and company size.
本标准各项规定具有普遍适用性，不受地域、产业类别和公司规模限制
Note: Readers are advised to consult the SA8000 Guidance Document for interpretative guidance with respect to this standard.
注意；关于本标准的解释，我们建议读者参照配套的SA8000指导文件。

II. N ORMATIVE E LEMENTS A ND T HEIR
I NTERPRETATION
规范性原则及其解释
The company shall comply with national and other applicable law, other requirements to which the company subscribes, and this standard. When national and other applicable law, other requirements to which the company subscribes, and this standard address the same issue, that provision which is most stringent applies.
公司应遵守国家及其它适用法律，公司签署的其他规章以及本标准。

当国家及其它适用法律，公司签署的其他规章以及本标准所规范议题相同时，应采用其中最严格的条款
The company shall also respect the principles of the following international instruments:
公司也应该尊重下列国际协议之原则
ILO Conventions 29 and 105 (Forced & Bonded Labour)
国际劳工组织公约第29及第105号（强迫性劳工及债务工）
ILO Convention 87 (Freedom of Association)
国际劳工组织公约第87号（结社自由）
ILO Convention 98 (Right to Collective Bargaining)
国际劳工组织公约第98号（集体谈判权利）
ILO Conventions 100 and 111 (Equal remuneration for male and female workers for work of equal value; Discrimination)
国际劳工组织公约第100及第111号（男女工人同工同酬；歧视）
ILO Convention 135 (Workers’ Representatives Convention)
国际劳工组织公约第135号（工人代表公约）
ILO Convention 138 & Recommendation 146 (Minimum Age and Recommendation)
国际劳工组织公约第138号及建议条款第146号（最低年龄及建议）
ILO Convention 155 & Recommendation 164 (Occupational Safety & Health)
国际劳工组织公约第155号及建议条款第164号（职业安全与健康）
ILO Convention 159 (V ocational Rehabilitation & Employment/Disabled Persons)
国际劳工组织公约第159号（职业康复与就业/伤残人员）
ILO Convention 177 (Home Work)
国际劳工组织公约第177号（居家工作）
ILO Convention 182 (Worst Forms of Child Labour) 国际劳工组织公约第182号（最恶劣形式的童工）Universal Declaration of Human Rights
世界人权宣言
The United Nations Convention on the Rights of the Child
联合国儿童权利公约
The United Nations Convention to Eliminate All Forms of Discrimination Against Women
联合国消除一切形式歧视妇女行为公约
III. D EFINITIONS
定义
1. Definition of company: The entirety of any
organization or business entity responsible for
implementing the requirements of this standard,
including all personnel (i.e., directors, executives,
management, supervisors, and non-management
staff, whether directly employed, contracted or
otherwise representing the company).
公司定义：任何负责实施本标准各项规定的组织或企业的整体，包括所有员工（即董事、主管、经理、监察以及非管理类人员，不论是直接聘用、合同制聘用或以其他方式代表公司的人员）
2. Definition of supplier/subcontractor: A
business entity which provides the company with
goods and/or services integral to, and utilized in/for, the production of the company’s goods and/or
services.
供应商/分包商定义：给公司提供货物和/或服务的实体，他所提供的货物和/货物构成公司生产的货物和/或服务的一部分，或者被用来生产公司货物和/或服务。

3. Definition of sub-supplier: A business entity in the
supply chain which, directly or indirectly, provides
the supplier with goods and/or services integral to,
and utilized in/for, the production of the supplier’s
and/or company’s goods and/or servi ces.
分供方定义：在供应链中直接或间接向供应商提供货物和/或服务的经营实体，它所提供的货物和/或服务构成供应商和/或公司生产的货物和/或服务的一部
分，或者被用来生产供应商和/或公司的货物和/或服务。

4. Definition of remedial action: Action taken to
make amends to a worker or former employee for
a previous violation of a worker’s rights as
covered by SA8000.
纠正行动定义：给SA8000所涵盖权益受害工人或前雇员的补救。

5. Definition of corrective action: The
implementation of a systemic change or solution to ensure an immediate and ongoing remedy to a nonconformance.
纠正行动的定义：为确保给不符点提供及时、持续补救而实施的系统化的改进或解决措施。

6. Definition of interested party: Individual
or group concerned with or affected by the social performance of the company.
相关方定义：关心公司社会行为或受此影响的个人或团体
7. Definition of child:Any person less than
15 years of age, unless local minimum age law
stipulates a higher age for work or mandatory schooling, in which case the higher age would apply. If, however, local minimum age law is set at
14 years of age in accordance with
developing-country exceptions under ILO Convention 138, the lower age will apply.
儿童定义：任何十五岁以下的人。

若当地法律所规定的最低工作年龄或义务教育年龄高于十五岁，则以较高年龄为准。

如果当地法律规定最低工作年龄为十四岁，符合国际劳工组织第138号公约有关发展中国家的例外规定，则以较低年龄为准
8. Definition of young worker: Any worker over the
age of a child as defined above and under the age of 18.
青少年定义：任何超过上述定义的儿童年龄但不满十八岁的工人。

9. Definition of child labour:Any work by a child
younger than the age(s) specified in the above definition of a child, except as provided for by ILO Recommendation 146.
童工定义：由低于上述儿童定义规定年龄的儿童所从事的任何劳动，除非符合国际劳工组织建议
条款第146号规定。

10. Definition of forced labour: All work or service
that is extracted from any person under the menace of any penalty for which said person has not offered him/herself voluntarily or for which such work or service is demanded as a means of repayment of debt.
强迫劳动定义：任何人在任何受惩处威胁下被榨取的非志愿性工作或服务
11. Definition of remediation of children: All necessary
support and actions to ensure the safety, health, education, and development of children who have been subjected to child labour, as defined above, and are dismissed. 救济儿童的定义：为保障曾从事童工现被遣散儿童之安全、健康、教育和发展而采取的所有必要的支
援及行动
12. Definition of homeworker: A person who carries
out work for a company under direct or indirect contract, other than on a company’s premises, for remuneration, which results in the provision of a product or service as specified by the employer, irrespective of who supplies the equipment, materials or other inputs used.
居家工人定义：在直接或间接合同下，不在公司场地内为公司做工的人。

不论由谁提供设备、原材料或其他物料，只要提供了雇主界定的产品或服务并为报酬而做工的人均属居家工人。

IV. S OCIAL A CCOUNTABILITY R EQUIREMENTS
社会责任要求
1. C HILD L ABOUR
童工
Criteria:
准则
1.1 The company shall not engage in or
support the use of child labour as defined above.
公司不应使用或支持使用符合上述定义的童工。

1.2The company shall establish, document,
maintain, and effectively communicate to personnel and other interested parties policies and procedures for remediation of children found to be working in situations which fit the definition of child labour above, and shall provide adequate support to enable such children to attend and remain in school until no longer a child as defined above.
如果发现有儿童从事符合上述童工定义的工作，公司应建立、记录、保留旨在救济这些儿童的政策和
措施，并将其向员工及利益的相关方有效传达.
公司还应给这些儿童提供足够支持以使之接受
学校教育直到超过上述定义下儿童年龄为止。

1.3 The company shall establish, document,
maintain, and effectively communicate to personnel and other interested parties policies and procedures for promotion of education for children covered under ILO Recommendation 146 and young workers who are subject to local compulsory education laws or are attending school, including means to ensure that no such child or young worker is employed during school hours and that combined hours of daily transportation (to and from work and school), school, and work time does not exceed 10 hours a day.
公司应该建立、记录、维持国际劳工组织第146号建议条款所涉及的旨在推广对儿童及符合当地义
务教育法规年龄规定或正在就学中的青少年教
育的政策和措施，并将其向员工及利益相关方有
效传达。

公司所采取的政策和措施还应包括一些
具体的方法来确保在上课时间杜绝使用儿童或
青少年工人的现象。

另外这些儿童和青少年工人
每日交通（工作地点与学校之间）、上课和工作
所有时间加起来不超过十小时。

1.4The company shall not expose children or
young workers to situations in or outside of the
workplace that are hazardous, unsafe, or
unhealthy.
无论工作地点内外，公司不得将儿童或青少年工人置于危险、不安全、不健康的环境中.
资料：据ILO估计，全球发展中国家有2.5亿年龄在5岁至14岁的儿童在工作，其中1.2亿儿童是全职工作。

亚洲国家约有1.53亿童工，占61％，非洲国家有8000万，占32％，拉丁美洲约有175万，占7％。

另据报道：美国也有30万非法童工，其中1.3万在服装厂工作，大部分是白人，大都在纽约的建筑工地、加州的葡萄园，新墨西哥洲的辣椒农场，纽约洲的苹果园，佛罗里达洲的豆子农场和华盛顿州的樱桃园工作。

最知名的童工：Iqbal Masih
4岁时被父亲以12美圆卖到工厂强迫劳动，6年的时间都在同织痰机打交道，最终逃出来成为了巴基斯坦自由阵线儿童组织的主席，一个全世界最年轻的活动家，公开呼吁反对雇佣童工和争取儿童受教育的权利。

1994年获得了REEBOK公司青少年人权奖并被邀请到美国演讲，1995年4约16日在巴基斯坦被枪杀。

现已成为反对雇佣童工的偶像。

2.F ORCED L ABOUR
强迫劳工
Criterion:
准则
2.1The company shall not engage in or
support the use of forced labour, nor shall
personnel be required to lodge ‘deposits’ or
identity papers upon commencing employment
with the company.
公司不得使用或支持使用强迫性的劳动，也不得要求员工在受雇佣起始时交纳“押金”或寄存身份证件。

理解要点：强迫劳动包括监狱劳动（最典型）、契约劳动、抵债劳动（巴基斯坦、印度较多父债子换）、奴役劳动、以惩罚为恐吓手段、被强迫的、或者非自愿的劳动。

强迫劳动的其他形势：如通过劳动合同不合理的限制工人解除雇佣关系，雇主扣押工人身份证明文件，限制工人下班后离开工厂或宿舍，招工时收
取押金等。

强迫劳动问题是核心劳工标准中，唯
一的一项列入WTO协议的标准，WTO规定允许各国采取措施禁止监狱产品进口，我国的劳动教养制度与国际司法和劳工公约有较大的冲突，一些专家呼吁尽快废除这项制度。

据报到，第一起中国公司因使用监狱劳动被美审判，2001年2月28日，一家名为联合国际文具制造
公司的中国子公司因使用监狱劳动被新泽西洲法院判5万美圆罚款，公司老板56岁PETER CHEN 被判5年监禁和10万美圆罚款，用南京拘留所60名犯人自1995年开始的13400万个装订夹，直到1997年5月美国广播公司ABC报到此事。

3.H EALTH A ND S AFETY
健康与安全
Criteria:
准则
3.1The company, bearing in mind the prevailing
knowledge of the industry and of any specific
hazards, shall provide a safe and healthy working
environment and shall take adequate steps to
prevent accidents and injury to health arising out of, associated with or occurring in the course of work,
by minimizing, so far as is reasonably practicable,
the causes of hazards inherent in the working
environment.
公司出于对普遍行业危险和任何具体危险的了解，应提供一个安全、健康的工作环境，并采取必要的
措施，在可能条件下最大限度的降低工作环境中
的危害隐患，以避免在工作中或由于工作发生或
与工作有关的事故对健康的危害
3.2The company shall appoint a senior
management representative responsible for the
health and safety of all personnel, and accountable
for the implementation of the Health and Safety
elements of this standard.
公司应指定一高层管理代表为全体员工的健康与安全负责，并且负责落实本标准有关健康与安全的
各项规定。

3.3The company shall ensure that all personnel
receive regular and recorded health and safety
training, and that such training is repeated for new
and reassigned personnel.
公司应保证所有员工经常接受健康与安全培训，并应记录在案，还应给新进及调职员工重新进行培
训。

3.4The company shall establish systems to detect,
avoid or respond to potential threats to the health
and safety of all personnel.
公司应该建立起一种机制来检测、防范及应付可能危害任何员工健康与安全的潜在威胁。

3.5The company shall provide, for use by all
personnel, clean bathrooms, access to potable water, and, if appropriate, sanitary facilities for food
storage.
公司应该给所有员工提供干净的厕所、可饮用的水，在可能的情况下为员工提供储藏食品的卫生设
施。

3.6The company shall ensure that, if provided for
personnel, dormitory facilities are clean, safe, and
meet the basic needs of the personnel.
公司如果提供员工宿舍，应保证宿舍设施干净、安全且能满足员工基本需要。

4.F REEDOM O F A SSOCIATION &R IGHT T O
C OLLECTIVE B ARGAINING
结社自由及集体谈判权利
Criteria:
准则
4.1The company shall respect the right of all
personnel to form and join trade unions of their
choice and to bargain collectively.
公司应尊重所有员工自由组建和参加工会以及集体谈判之权利
4.2The company shall, in those situations in
which the right to freedom of association and
collective bargaining are restricted under law,
facilitate parallel means of independent and free
association and bargaining for all such personnel. 在结社自由和集体谈判权利受法律限制时，公司应协助所有员工通过类似渠道获取独立、自由结
社以及谈判的权利。

4.3The company shall ensure that
representatives of such personnel are not the
subject of discrimination and that such
representatives have access to their members in
the workplace.
公司应保证词类员工代表不受歧视并可在工作地点与其所代表的员工保持接触。

5. D ISCRIMINATION
歧视
Criteria:
准则
5.1The company shall not engage in or support
discrimination in hiring, remuneration, access to
training, promotion, termination or retirement
based on race, caste, national origin, religion,
disability, gender, sexual orientation, union
membership, political affiliation, or age.
在涉及聘用、报酬、培训机会、升迁、解职或退休等事项上，公司不得从事或支持基于种族、社
会等级、国籍、宗教、身体残疾、性别、性取
向、工会会员或政治归属之上的歧视。

5.2The company shall not interfere with the
exercise of the rights of personnel to observe
tenets or practices, or to meet needs relating to
race, caste, national origin, religion, disability,
gender, sexual orientation, union membership, or
political affiliation.
公司不能干涉员工行使尊奉信仰和风俗的权利，和满足涉及种族、社会阶层、国际、宗教、残疾、性别、性取向、工会会员和政治从属需要的权
利。

5.3The company shall not allow behaviour,
including gestures, language and physical contact,
that is sexually coercive, threatening, abusive or
exploitative.
公司不能允许强迫性、虐待性或剥削性的性侵扰行为，包括姿势、语言和身体的接触。

6. D ISCIPLINARY P RACTICES
惩戒性措施
Criterion:
准则
6.1The company shall not engage in or support
the use of corporal punishment, mental or physical coercion, and verbal abuse.
公司不得从事或支持体罚，精神或肉体胁迫以及语言侮辱。

7. W ORKING H OURS
工作时间
Criteria:
准则
7.1The company shall comply with applicable
laws and industry standards on working
hours. The normal workweek shall be as defined by law but shall not on a regular basis exceed 48 hours. Personnel shall be provided with at least one day off in every seven-day period. All overtime work shall be reimbursed at a premium rate and under no circumstances shall exceed 12 hours per employee per week.
公司应遵守适用法律及行业标准有关工作时间的规定；正常的一周工作时间应该满足法律的要求但正常情况不应超过四十八小时，员工每七天至少有一天休息时间。

所有加班工作应加倍付给费用并且每人每星期不应超过12小时
7.2Other than as permitted in Section 7.3 (below),
overtime work shall be voluntary.
其他超过条款7.3允许的加班应该是自愿的
7.3Where the company is party to a collective
bargaining agreement freely negotiated with worker organizations (as defined by the ILO) representing a significant portion of its workforce, it may require overtime work in accordance with such agreement to meet short-term business demand. Any such agreement must comply with the requirements of Section 7.1 (above).
如公司与代表众多所属员工的工人组织（依据国际劳工组织的定义）通过自由谈判达成集体协商协议，公司可以根据协议要求工人加班以满足短期业务需要。

任何此类协议应符合7.1条有关规定（见上面规定）8. R EMUNERATION
报酬
Criteria:
准则
8.1The company shall ensure that wages paid for
a standard working week shall always meet at least
legal or industry minimum standards and shall be sufficient to meet basic needs of personnel and to provide some discretionary income.
公司应保证在一标准工作周内所付工资至少达到法定或行业最低工资标准并能满足员工基本需要，
以及提供一些可随意支配的收入。

8.2The company shall ensure that deductions
from wages are not made for disciplinary purposes, and shall ensure that wage and benefits
composition are detailed clearly and regularly for
workers; the company shall also ensure that wages
and benefits are rendered in full compliance with
all applicable laws and that remuneration is
rendered either in cash or check form, in a manner
convenient to workers.
公司应保证不因惩戒目的而扣减工资，并应保证定期向员工清楚详细的列明工资、待遇构成；公
司还应保证公司、待遇与所有适用法律完全相
符。

工资、待遇应用现金或支票，以方便员工
的形式支付。

8.3The company shall ensure that labour-only
contracting arrangements and false apprenticeship
schemes are not undertaken in an effort to avoid
fulfilling its obligations to personnel under
applicable laws pertaining to labour and social
security legislation and regulations.
公司应保证不采取纯劳务性质的和约安排或虚假的学徒工制度以规避涉及劳动和社会保障条例的
适用法律所规定的对员工应尽的义务。

9.M ANAGEMENT S YSTEMS
管理体系
Criteria:
准则
Policy
政策
9.1 Top management shall define the
company’s policy for social accountability and
labour conditions to ensure that it:
高层管理阶层应制定公司社会责任和劳动条件的政策以确保该政策；
a) i ncludes a commitment to conform to all
requirements of this standard;
b) includes a commitment to comply
with national and other applicable law, other
requirements to which the company subscribes and
to respect the international instruments and their
interpretation (as listed in Section II);
c) includes a commitment to continual
improvement;
d) is effectively documented, implemented,
maintained, communicated and is accessible in a
comprehensible form to all personnel, including,
directors, executives, management, supervisors,
and staff, whether directly employed, contracted or
otherwise representing the company;
e) is publicly available.
包括遵守本标准所以后规定的承诺
包括遵守国家及其它适用法律，遵守公司签署的其他规章以及尊重国际条例及其解释（如本标准
第二节所列）的承诺
包括不断改进工作的承诺
被有效的记录、实施、维持、传达并以明白易懂的
形式供所有员工随时取阅，包括董事、经理、监
察以及非管理类人员，无论是直接聘用、合同制
聘用或以其他方式代表公司的人员
对公众公开
Management Review
9.2Top management shall periodically review the
adequacy, suitability, and continuing effectiveness of the company’s policy, procedures and performance results vis-a-vis the requirements of this standard and other requirements to which the company subscribes. System amendments and improvements shall be implemented where appropriate.
高层管理人员应依据本标准规定以及公司签署的其他规章要求定期审查公司政策、措施及其执行结
果，看其是否充分、适用和持续有效。

必要时应
予以系统的修正和改进。

Company Representatives
9.3 The company shall appoint a senior
management representative who, irrespective of other responsibilities, shall ensure that the requirements of this standard are met.
公司应指定一高层管理代表，无论其其他职责，来确保公司达到本标准要求。

9.4 The company shall provide for
non-management personnel to choose a representative from their own group to facilitate communication with senior management on matters related to this standard.
公司应协助非管理类人员选出自己代表以就与本标准相关事项增进与高层管理阶层的沟通。

Planning and Implementation
计划与实施
9.5The company shall ensure that the
requirements of this standard are understood and implemented at all levels of the organisation;
methods shall include, but are not limited to:
公司应确保公司上下都通晓、执行本标准规定，包括但不限于下列方法：
a)clear definition of roles, responsibilities, and
authority;
明确界定职能、责任和职权
b)training of new and/or temporary employees
upon hiring;
聘用起始对新进和/或临时员工进行培训
c)periodic training and awareness programs for
existing employees;
对现有员工定期进行培训和宣传
d) continuous monitoring of activities and results
to demonstrate the effectiveness of systems implemented to meet the company’s policy and the requirements of this standard.
持续监督有关活动和成效来检验所实施体系是否符合公司政策及本标准要求；
Control of Suppliers/Subcontractors and Sub-Suppliers
对供应商/分包商
9.6The company shall establish and maintain
appropriate procedures to evaluate and select suppliers/subcontractors (and, where appropriate, sub-suppliers) based on their ability to meet the requirements of this standard.
公司应建立并维持适当程序，在评估及挑选供应商/分包商（如情况允许下级供应商）时应考虑其
满足本标准要求的能力。

9.7The company shall maintain appropriate
records of suppliers/subcontractors (and, where appropriate, sub-suppliers’) commitments to social accountability, including, but not limited to, the written commitment of those organizations to:
公司应保留适当的记录来载明供应商/分包商（如情况允许下级供应商）对社会责任的承诺，包括
但不限于下列书面承诺；
a)conform to all requirements of this standard
(including this clause);
遵守本标准所有规定（包括本条款）
b) participate in the company’s monitoring
activities as requested;
在公司要求下参与公司的监查活动；
c) promptly implement remedial and
corrective action to address any
nonconformance identified against the
requirements of this standard;
及时对任何与本标准规定不符之处实施补救与改正；
d)promptly and completely inform the company
of any and all relevant business relationship(s)
with other suppliers/subcontractors and
sub-suppliers.
及时、完整地向公司通报与其他供应商、分包商及下级供应商所发生的任何相关业务关系；
9.8The company shall maintain reasonable
evidence that the requirements of this standard are being met by suppliers and subcontractors.
公司应保留合理的证据来证明供应商及分包商能够达到本标准各项要求。

9.9In addition to the requirements of Sections
9.6 and 9.7 above, where the company receives,
handles or promotes goods and/or services from suppliers/subcontractors or sub-suppliers who are classified as homeworkers, the company shall take special steps to ensure that such homeworkers are afforded a similar level of protection as would be afforded to directly employed personnel under the requirements of this standard. Such special steps shall include but not be limited to:
除上述9.6及9.7条款规定外，如果公司接收、处理或经营任何可列入居家工人的供应商、分包商
或下级供应商的货物和/或服务，公司应采取特
别措施保证这些居家工人享有本标准规定向直
属雇员提供的相似程度的保护。

这些特别措施
包括但不限于：
(a)establishing legally binding, written
purchasing contracts requiring conformance to
minimum criteria (in accordance with the
requirements of this standard);
订立具法律效力的书面购买合同载明最低要求
（应与本标准相符）
(b)ensuring that the requirements of the written
purchasing contract are understood and
implemented by homeworkers and all other
parties involved in the purchasing contract;
确保居家工人及所有与该书面购买合同有关人
员理解并能贯彻合同要求；
(c)maintaining, on the company premises,
comprehensive records detailing the identities
of homeworkers; the quantities of goods
produced/services provided and/or hours
worked by each homeworker;
在公司场地内保留详细载明有关居家工人身份、
其所提供的货物/服务以及工作时数的全面资
料；
(d) frequent announced and unannounced
monitoring activities to verify compliance with the
terms of the written purchasing contract.
频繁进行事先声明及未声明的审查活动以确保该书面购买合同得以贯彻实施。

Addressing Concerns and Taking Corrective
Action
处理疑虑和采取纠正行动
9.10The company shall investigate, address, and
respond to the concerns of employees and other
interested parties with regard to
conformance/nonconformance with the company’s
policy and/or the requirements of this standard; the
company shall refrain from disciplining, dismissing
or otherwise discriminating against any employee
for providing information concerning observance
of the standard.
当员工和其他利益相关方质疑公司是否符合公司政策和/或本标准规定的事项之时，公司应该调查、处理并做出反应；员工如果提供关于公司是否遵
守本标准的资料，公司不可对其采取惩处、解雇
或歧视的行为。

9.11The company shall implement remedial and
corrective action and allocate adequate resources
appropriate to the nature and severity of any
nonconformance iden tified against the company’s
policy and/or the requirements of the standard.
如果发生任何违反公司政策和/或本标准规定的事项，公司应该根据其性质和严重性，调配相应的
资源予以适当的补救和纠正。

Outside Communication
对外沟通
9.12The company shall establish and maintain
procedures to communicate regularly to all
interested parties data and other information
regarding performance against the requirements of
this document, including, but not limited to, the
results of management reviews and monitoring
activities.
公司应该建立和维持适当的程序，就公司在执行本标准各项要求上的表现，向所有利益相关方定
期提供数据和资料，所提供的应该包括但不限
于管理审核和监查活动的结果。

Access for Verification
核实渠道
9.13 Where required by contract, the company
shall provide reasonable information and access to interested parties seeking to verify conformance to the requirements of this standard; where further required by contract, similar information and access shall also be afforded by the company's suppliers and subcontractors through the incorporation of such a requirement in the company's purchasing contracts.
如果合约有此要求，公司应该给有关方面提供合理的资料和取得资料的渠道，以供其确定公司是
否符合本标准规定；如果合约中有进一步的要
求，公司应该透过采购合约的条文，要求供应
商和分包商提供以上相似的资料和渠道。

Records
记录
9.14The company shall maintain appropriate
records to demonstrate conformance to the requirements of this standard.
公司应该保留适当的记录，证明公司符合本标准中的各项规定。

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