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SOCIAL COMPLIANCE-

TheSocial Complianceprovides two separate ways for companies looking forward to demonstrate their commitment to social responsibility.

The first way is taking membership. This is designed for businesses that are doing retailing. The organization has to give commitment to do business only with socially responsible suppliers.

SOCIAL COMPLIANCE members are offered a AUDIT package and other tools to help them implement a policy on social responsibility. They are expected to notify their suppliers of their intention to implement Social Compliance standards, and to set a timeframe for phasing out dealings with companies that fail to meet those requirements.

 

The second way is certification. It is intended for manufacturers and suppliers themselves. The process is a stringent one, which begins with the company contacting an accredited auditor. Having demonstrated compliance with existing regulations and assessed how current practice compares with the provisions of Social Compliance, the company is given the status of 'SOCIAL COMPLIANCE applicant'.
After the formal assessment, the company is again given the opportunity to rectify any shortcomings, before being assessed again. If at the end of this process the auditors are satisfied that the company is fully compliant, they will recommend an Social Compliance

 

SOCIAL COMPLIANCE ELEMENTS

 

1. Child Labor: No workers under the age of 15; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working 
2. Forced Labor: No forced labor, including prison or debt bondage labor; no lodging of deposits or identity papers by employers or outside recruiters 
3. Health and Safety: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water 
4. Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms, facilitate parallel means of association and bargaining 
5. Discrimination: No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment 
6. Discipline: No corporal punishment, mental or physical coercion or verbal abuse 
7. Working Hours: Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement 

8. Compensation: Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions.

9. Management Systems: Facilities seeking to gain and maintain certification must go beyond simple compliance to integrate the standard into their management systems and practices.

SOCIAL COMPLIANCE-

TheSocial Complianceprovides two separate ways for companies looking forward to demonstrate their commitment to social responsibility.

The first way is taking membership. This is designed for businesses that are doing retailing. The organization has to give commitment to do business only with socially responsible suppliers.

SOCIAL COMPLIANCE members are offered a AUDIT package and other tools to help them implement a policy on social responsibility. They are expected to notify their suppliers of their intention to implement Social Compliance standards, and to set a timeframe for phasing out dealings with companies that fail to meet those requirements.

 

The second way is certification. It is intended for manufacturers and suppliers themselves. The process is a stringent one, which begins with the company contacting an accredited auditor. Having demonstrated compliance with existing regulations and assessed how current practice compares with the provisions of Social Compliance, the company is given the status of 'SOCIAL COMPLIANCE applicant'.
After the formal assessment, the company is again given the opportunity to rectify any shortcomings, before being assessed again. If at the end of this process the auditors are satisfied that the company is fully compliant, they will recommend an Social Compliance

 

SOCIAL COMPLIANCE ELEMENTS

 

1. Child Labor: No workers under the age of 15; minimum lowered to 14 for countries operating under the ILO Convention 138 developing-country exception; remediation of any child found to be working 
2. Forced Labor: No forced labor, including prison or debt bondage labor; no lodging of deposits or identity papers by employers or outside recruiters 
3. Health and Safety: Provide a safe and healthy work environment; take steps to prevent injuries; regular health and safety worker training; system to detect threats to health and safety; access to bathrooms and potable water 
4. Freedom of Association and Right to Collective Bargaining: Respect the right to form and join trade unions and bargain collectively; where law prohibits these freedoms, facilitate parallel means of association and bargaining 
5. Discrimination: No discrimination based on race, caste, origin, religion, disability, gender, sexual orientation, union or political affiliation, or age; no sexual harassment 
6. Discipline: No corporal punishment, mental or physical coercion or verbal abuse 
7. Working Hours: Comply with the applicable law but, in any event, no more than 48 hours per week with at least one day off for every seven day period; voluntary overtime paid at a premium rate and not to exceed 12 hours per week on a regular basis; overtime may be mandatory if part of a collective bargaining agreement 

8. Compensation: Wages paid for a standard work week must meet the legal and industry standards and be sufficient to meet the basic need of workers and their families; no disciplinary deductions.

9. Management Systems: Facilities seeking to gain and maintain certification must go beyond simple compliance to integrate the standard into their management systems and practices.