【正文】 ional 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。c) promptly implement remedial and corrective action to address any nonconformance identified against the requirements of this standard。 where further required by contract, similar information and access shall also be afforded by the pany39。c) periodic training and awareness programs for existing employees。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.IV. SOCIAL ACCOUNTABILITY REQUIREMENTS1. CHILD LABOURCriteria: The pany shall not engage in or support the use of child labour as defined above. The pany shall establish, document, maintain, and effectively municate 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. The pany shall establish, document, maintain, and effectively municate to personnel and other interested parties policies and procedures for promotion of education for children covered under ILO Remendation 146 and young workers who are subject to local pulsory education laws or are attending school, including means to ensure that no such child or young worker is employed during school hours and that bined hours of daily transportation (to and from work and school), school, and work time does not exceed 10 hours a day. The pany shall not expose children or young workers to situations in or outside of the workplace that are hazardous, unsafe, or unhealthy.2. FORCED LABOUR and serves as a handbook for auditors and for panies seeking certification against SA8000.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