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12 Parikalpana - KIIT Journal of Management SA 8000 : An Analysis of its Implementation in Pharmaceutical Sector ABSTRACT Priyabrata Panda Research Scholar, Ravenshaw University, Cuttack pandapriyabrata@rocketmail.com Sovan Mishra Research Scholar, Ravenshaw University, Cuttack sovanmishra90@yahoo.com The present empirical study reveals certain interesting facts about SA 8000. The study is conducted among the field workers of pharmaceutical sector. This study is aims at diagnosis of different contents of SA 8000 and to analyse the implementation of SA 8000 among the field workers of pharmaceutical sector. A sample of seventy respondents from fifteen companies is drawn purposively for the study. A questionnaire of eighteen questions is sent to each respondent and their reactions are well observed. The questionnaire is analysed through appropriate statistical tables, charts and diagrams. This study portrays the working life of field workers of pharmaceutical sector of Odisha. Moreover present research work has explained the problems which are facing by the employees of such sector. In the concluding part valuable suggestion are made for better implementation of such social accountability standard. Key Word: Accountability, Standard, SA 8000, Field Worker. Introduction: Corporate Social Responsibility (CSR) is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as the local community and society at large. The success of the business also largely depends upon its CSR. The importance of corporate social responsibility has increased to significant extent since last decade. As a result different guidelines, parameters and standards for implementation and execution of CSR strategies have been developed which are Global Reporting Initiatives (GRI) (1997), AA-1000(1999), Social Accountability-8000, United Nations Global Compact (2000), OECD guidelines for MNCs, (1976/2000), Caux
SA 8000 : An Analysis of its Implementation in Pharmaceutical Sector 13 Round Table (CRT), Global Sullivan Principle (1999), ICCR guidelines for measuring business performance etc. In this study only Social Accountability (SA) 8000 is analyzed. Social Accountability (SA) 8000 is an international certification standard. It influences organizations to develop, maintain and apply socially acceptable practices in the workplace. It was created in 1989 by Social Accountability International (SAI), an affiliate of the Council on Economic Priorities. The standard is based on the principle that ensuring workers rights and well being which is an investment in human resource that leads to a healthy and sustainable workplace for all.(Shukla and Pattnaik - 2012). SA 8000 is viewed as the most globally accepted independent workplace standard. It can be applied to any company, of any size, worldwide. SA 8000 certification addresses issues including forced and child labour, occupational health and safety, freedom of association and collective bargaining, discrimination, disciplinary practices, working hours, compensation, and management systems. SA 8000 : Implementation Requirements 1. Child labour The company shall not engage in or support the use of child labour. The company may employ young workers, but where such young workers are subject to compulsory education laws, they may work only outside of school hours. Under no circumstances shall any young worker’s school, work, and transportation time exceed a combined total of 10 hours per day, and in no case shall young workers work more than 8 hours a day. Young workers may not work during night hours. 2. Forced and Compulsory labour The company shall not engage in or support the use of forced or compulsory labour as defined in ILO Convention 29, nor shall personnel be required to pay ‘deposits’ or lodge identification papers with the company upon commencing employment. 3. Health and Safety The 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. The 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.
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