【正文】 , national origin, religion, disability, gender, sexual orientation, union membership, political affiliation, or age. The pany 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. The pany shall not allow behaviour, including gestures, language and physical contact, that is sexually coercive, threatening, abusive or exploitative.6. DISCIPLINARY PRACTICESCriterion: The pany shall not engage in or support the use of corporal punishment, mental or physical coercion, and verbal abuse.7. WORKING HOURSCriteria: The pany shall ply with applicable laws and industry standards on workinghours. 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 sevenday period. All overtime work shall be reimbursed at a premium rate and under no circumstances shall exceed 12 hours per employee per week. Other than as permitted in Section (below), overtime work shall be voluntary. Where the pany 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 shortterm business demand. Any such agreement must ply with the requirements of Section (above).8. REMUNERATIONCriteria: The pany 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 ine. The pany shall ensure that deductions from wages are not made for disciplinary purposes, and shall ensure that wage and benefits position are detailed clearly and regularly for workers。s rights as covered by SA8000.5. Definition of corrective action: The implementation of a systemic change or solution to ensure an immediate and ongoing remedy to a nonconformance.6. Definition of interested party: Individual or group concerned with or affected by the social performance of the pany. Representatives Convention)ILO Convention 138 amp。 SAI：2001ABOUT THE STANDARDThis 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.Many interested parties have advised on this version. SAI weles your advice as well. To ment on SA8000, the associated Guidance Document, or the framework for certification, please send written remarks to SAI.The SA8000 Guidance Document helps explain SA8000 and its implementation。 Right to Collective Bargaining 65. Discrimination 66. Disciplinary Practices 67. Working Hours 68. Remuneration 69. Management Systems 7SOCIAL ACCOUNTABILITY 8000(SA8000)I. PURPOSE AND SCOPEThis standard specifies requirements for social accountability to enable a pany to:a) develop, maintain, and enforce policies and procedures in order to manage those issues which it can control or influence。 Health)ILO Convention 159 (Vocational Rehabilitation amp。Criterion: The pany shall not engage in or support the use of forced labour, nor shall personnel be required to lodge 39。b) includes a mitment to ply with national and other applicable law, other requirements to which the pany sub