DOCSLIB.ORG

IRCA Auditor (All Schemes) Requirements for Certification As an IRCA Auditor (All Schemes)

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
IRCA Auditor (All Schemes) Requirements for Certification As an IRCA Auditor (All Schemes) Requirements for Certification as an IRCA Auditor (All Schemes) Requirements for Certification as an IRCA Auditor (All Schemes) Contents Note: This contents is hot-linked. Click on a section to be taken to that page. 1. Introduction to IRCA Auditor Certification p. 3-4 2. Certification Grades and Summary of Grade Applicabilities p. 5 3. Instructions for Initial Certification, Maintenance of Certification, Renewal of Certification and Changing Your Certification Grade (Regrade) p. 6-8 3.1 How to: Make an initial application p. 6 3.2 How to: Maintain your certification p. 7 3.3 How to: Renew your certification p. 7 3.4 How to: Regrade p. 7 3.5 IRCA’s evaluation process: What we do p. 8 4. Essential Guidance for Application p. 9-14 4.1 General p. 9 4.2 Guidance on educational requirements p. 9 4.3 What audits do we accept for certification? p. 9-11 4.4 What training course certificates does IRCA accept? P. 11-12 4.5 Guidance on continuing professional development (CPD) p. 12-13 4.6 Guidance on work experience p. 13 4.7 Guidance on applying for transfer to Principal Auditor p. 13-14 5. Auditor Certification Criteria p. 15-20 5.1 Internal Auditor and Provisional Internal Auditor p. 15 5.2 Auditor and Provisional Auditor p. 16 5.3 Lead Auditor p. 17 5.4 Principal Auditor p. 18-20 6. Renewal of Certification Criteria and Requirements p. 21-23 7. Terms and Conditions p. 24-25 7.1 Appeals and complaints p. 24 7.2 Enforcement of certification p. 24 7.3 Confidentiality p. 24 7.4 Legal status p. 24 7.5 Fees p. 24-25 IRCA 1000 19.09.2012 Appendix I p. 26-58 Scheme-specific requirements and guidance are given for the following: Part 1 - Quality Management System Auditor Scheme p. 26 Part 2 - Environmental Management System Auditor Scheme p. 27 Part 3 - Occupational Health and Safety Management System Auditor Scheme p. 28 Part 4 - Information Security Management System Auditor Scheme p. 29-30 Part 5 - Information Technology Service Management System Auditor Scheme p. 31 Part 6 - Business Continuity Management System Auditor Scheme p. 32-33 Part 7 - Energy Management System Auditor Scheme p. 34-35 Part 8 - Pharmaceutical Management System Auditor Scheme p. 36-37 Part 9 - Aerospace Quality Management System Auditor Scheme p. 38-40 Part 10 - TickIT Auditor Scheme p. 41 Part 11 - Food Safety Management System Auditor Scheme p. 42-44 Part 12 - Social Systems Auditor Scheme p. 45-46 Part 13 - EICC-GeSI Auditor Scheme p. 47-49 Part 14 - Maritime Auditor Scheme p. 50-52 Part 15 - SSiP Assessor Scheme p. 53-58 Appendix II Definitions p. 59 Appendix III IRCA Code of Conduct p. 60 Copyright IRCA – 2012 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise – without prior permission of the International Register of Certificated Auditors (IRCA). 2 1. Introduction to IRCA Auditor Certification Commitment to professionalism IRCA auditor certification demonstrates your commitment to the profession through: a) Your demonstration of required knowledge and skills, gained through work experience, training and audit experience, to: Plan and organise an audit of a management system (MS) Identify, understand and audit relevant business processes Sample and evaluate audit evidence, and determine the effectiveness of a management system Report audit findings and conclusions accurately Communicate clearly, both orally and in writing, with personnel at all levels of an organisation Plan, organise and lead the audit team, and manage the audit process. b) Your adherence to principles of proper ethical conduct, fair presentation and due professional care, as articulated in the IRCA Code of Conduct c) Your commitment to continuing professional development (CPD) d) Your commitment to provide value to: The users and stakeholders who rely on management systems audits to establish if the organisation’s management system can consistently meet customer and applicable regulatory requirements The auditee by providing management with information regarding the organisation’s ability to meet its management system-related business objectives; identifying problems that may prevent the client from meeting its management system-related business objectives; and identifying meaningful opportunities for improvement, as well as those areas of risk that are not yet identified or managed. When you achieve IRCA auditor certification, you join over 14,000 management systems auditors in over 120 countries who share your professionalism and commitment, and benefit from: A globally recognised qualification, valued and often required by employers and clients Entry on to our publically available online register of auditors, which is used by employers globally Your individual certification card, to demonstrate your certification to clients and employers Your auditor certification logo, for you to use on your stationery and documents The IRCA system of continuing professional development, to support your career progression through always being able to demonstrate a currency of skills and knowledge. 3 The IRCA schemes To be efficient and competitive, business and industry needs competent auditors. The purpose of our management systems auditor certification schemes is to provide confidence through accredited certification, and to show business and industry that auditors certificated to these schemes are competent. As part of the certification process, we will evaluate you against requirements that reflect the key skills, knowledge and experience that define competence and which you, the management system (MS) auditor, need to possess and to demonstrate during an audit. Each scheme is based on a key standard, such as: ISO 9001: Quality management systems – Requirements (latest issue) ISO 14001: Environmental management systems – Requirements (latest issue), etc And each scheme is influenced by the following auditing standards: ISO 19011: Guidelines for auditing management systems (latest issue) ISO 17021: Conformity assessment – Requirements for bodies providing audit and certification of management systems (latest issue). Our award of certification means we have recognised that you understand and are competent (depending on the grade awarded) to: Uphold the principles of proper ethical conduct, fair presentation and due professional care Communicate clearly, both orally and in writing, with personnel at all levels of an organisation Plan and organise an audit of a management system Identify, understand and audit relevant business processes Sample and evaluate audit evidence, and determine the effectiveness of a management system Report audit findings and conclusions accurately Plan, organise and lead the audit team, and manage the audit process. The scope of certification is general. You may select from a list of up to six standard industry sectors in which you have acquired work experience. These details, although included within the register, are self-declarations and outside the scope of certification. The details of all certificated auditors are included within a register that is publicly available. The schemes are intended for: Auditors, eg those for whom auditing is a significant part of their role, including supply chain auditors, those employed by certification bodies/registrars, and those conducting audits within their own organsations Practitioners, eg consultants, audit programme managers, and others involved in auditing through the development and maintenance of management systems, auditor training and standards development. 4 2. Certification Grades and Summary of Grade Applicabilities Most auditor schemes have four main grades of certification and two provisional grades. However, some schemes have different/limited grades, or different terms (eg Assessor). Please refer to the respective appendix for further guidance on any scheme. Grade Applicability Guidance notes Internal You should consider this grade if you conduct internal ‘partial Partial system audits are audits that do not Auditor system’ audits of your organisation’s management system, or a cover the entire management system in a supplier’s management system. It is likely that you will not be a full- single audit. They are commonly time auditor, and you may only audit a few times each year. departmental, or focused on a particular process, procedure or requirement. Provisional Whilst the internal auditor grade requires the applicant to have It is important to note that the training Internal conducted audits, the provisional grade does not. It is therefore course certificate is valid for initial Auditor appropriate for professionals who have attended an internal auditor application for a period of three years, after training course, but that do not or have not had the opportunity to which it will no longer be accepted for conduct audits, yet wish to receive formal recognition of their ability. auditor certification in an initial application. Auditor The auditor grade is appropriate for those that conduct ‘full system’ Internal full system audits are accepted. audits as part of their role, but do not lead teams. They may be See 4.3 f (p.10). conducting internal full system audits, second-party full system audits, or conducting third-party audits for certification purposes. Provisional Whilst the auditor grade requires the applicant to have conducted Training course certificates are valid for a Auditor audits, the provisional grade does not. It is therefore appropriate for period of three years, after which they will professionals who have attended an auditor training course, but that typically no longer be accepted for auditor do not or have not yet had the opportunity to conduct audits. certification in initial application (see 4.3b). However, once registered at the provisional auditor grade and as long as the CPD requirements are met, you will be eligible to apply to upgrade to Auditor and Lead Auditor status, should you start to conduct audits and lead audit teams at any point in the future. Lead Auditor Most auditors working for certification bodies are lead auditors, as Internal full system audits are accepted.
Load more

Recommended publications
  • SA 8000:2014 Documents with Manual, Procedures, Audit Checklist
    D127: Demo of SA8000:2014 Documentation Kit Price 450 USD Total editable documentation package Complete editable document tool kit (Social manual, procedures, social policy, Social Committee, formats, SOPs, SA 8000 audit checklist etc.) ALL documents helps for certification to SA 8000-2014 Buy: www.Documentationconsultancy.com Chapter-1.0 CONTENTS OF SOCIAL ACCOUNTABILITY DOCUMENT KIT (More than 95 Editable document files in word/excel) A. The Total Editable Document kit has 8 main directories as below in Ms. word. D 127 – SA8000-2014 Document kit Sr. List of Directory Document of Details No. 1. Social Manual 07 files – 22 pages in Ms. word 2A. Procedures – Systems 08 procedures – 29 pages in Ms. word 2B. Procedures – OHS 09 procedures – 18 pages in Ms. word 3. Social Policy (English) 08 policies – 10 pages in Ms. word 4. Social Committee 08 files – 12 pages in Ms. word Formats / Templates 43 formats – approx. 50 pages in Ms. Name of departments Word OHS 17 formats in Ms. Word 5. Purchase (PUR) 05 formats in Ms. Word System and social accountability (SYS) 17 formats in Ms. Word Administration and Training (TRG) 05 formats in Ms. Word Standard Operating Procedures 6. 10 SOPs – 15 pages in Ms. word (SOPs) 7. Audit Checklist 03 files of more than 150 audit questions Total 96 files quick download in editable form by e delivery For more détails about SA8000:2014 Documentation Kit Features and Uses Click Here E-mail: [email protected] Tele: +91-79-2979 5322 Page 1 of 10 D127: Demo of SA8000:2014 Documentation Kit Price 450 USD Total editable documentation package Complete editable document tool kit (Social manual, procedures, social policy, Social Committee, formats, SOPs, SA 8000 audit checklist etc.) ALL documents helps for certification to SA 8000-2014 Buy: www.Documentationconsultancy.com Part: B.
    [Show full text]
  • Suggestions from Social Accountability International
    Suggestions from Social Accountability International (SAI) on the work agenda of the UN Working Group on Human Rights and Transnational Corporations and Other Business Enterprises Social Accountability International (SAI) is a non-governmental, international, multi-stakeholder organization dedicated to improving workplaces and communities by developing and implementing socially responsible standards. SAI recognizes the value of the UN Working Group’s mandate to promote respect for human rights by business of all sizes, as the implementation of core labour standards in company supply chains is central to SAI’s own work. SAI notes that the UN Working Group emphasizes in its invitation for proposals from relevant actors and stakeholders, the importance it places not only on promoting the Guiding Principles but also and especially on their effective implementation….resulting in improved outcomes . SAI would support this as key and, therefore, has teamed up with the Netherlands-based ICCO (Interchurch Organization for Development) to produce a Handbook on How To Respect Human Rights in the International Supply Chain to assist leading companies in the practical implementation of the Ruggie recommendations. SAI will also be offering classes and training to support use of the Handbook. SAI will target the Handbook not just at companies based in Western economies but also at those in emerging countries such as Brazil and India that have a growing influence on the world’s economy and whose burgeoning base of small and medium companies are moving forward in both readiness, capacity and interest in managing their impact on human rights. SAI has long term relationships working with businesses in India and Brazil, where national companies have earned SA8000 certification and where training has been provided on implementing human rights at work to numerous businesses of all sizes.
    [Show full text]
  • Review of SA8000 2008
    SA8000:2008 Review of SA8000 2008 © Social Accountability Accreditation Services June 2010 © SAAS 2010 Social Accountability International • Convenes key stakeholders to develop consensus-based voluntary global social standards. • Created the SA8000 Standard. • Delivers training & technical assistance. • Contracts with SAAS to license qualified organizations to verify compliance with SA8000. www.sa-intl.org © SAAS 2010 Social Accountability Accreditation Services • Formerly Accreditation Department of SAI (since 1997). • Incorporated as own organization in 2007 • Primary activities: To accredit and monitor organizations seeking to act as certifiers of compliance with SA8000; To provide confidence to all stakeholders in SAAS accreditation decisions and in the certification decisions of its accredited CBs; To continually improve the SAAS accreditation function activities and systems, in compliance with ISO/IEC Guide 17011 and SAAS Procedures. www.saasaccreditation.org © SAAS 2010 Perspective: Impact of Economic Globalization • Greater expansion of markets • Greater mobility of capital • Shifts in balance of trade • Changes in balance of purchase power (currencies) • Job shifts from developed to developing countries • Competition between countries to be low-cost producers and attract investors • Corporations growing in power and influence (Walmart 288 billion in revenues (2005) vs. Switzerland 251 billion GDP or Ireland 156 billion GDP) © SAAS 2010 Market Pressures: The Business Risk Factors • Increased influence and power of MNCs in
    [Show full text]
  • Sustainability Report Edition: 2017
    Develop. Supply. Manage. Full-service supplier of professional clothing. SUSTAINABILITY REPORT Edition: 2017 www.workfashion.com Tabel of contents Preface workfashion.com substainability report Strengthening co-operation 03 Strengthening co-operation At workfashion.com, the 2017 business year was marked by new products, successful partner- ships, the focus on Macedonia as a production location and the 50th anniversary. There were 04 50 years of workfashion.com numerous challenges but these were outweighed by the successes, which enable us to look back with pride on the past year. 05 Our services 06 2017 at a glance 07 Our stakeholders 08-11 The world of labels 12-13 Targets and activities 2017 14-15 Living Wage project with Igmatomiteks 16 Clear rules lead to commitment 18-21 Sustainability in the company DNA 22-23 Systematic control – because sustainability is not a coincidence 26-27 Overview of our production partners 28-29 Classification of producing countries in 2017 Sustainability in focus Successful partnerships 30-33 Transparency in detail – our partners All our business decisions are based on the three A co-operative working model with all our suppli- pillars of sustainability: efficiency, social fairness ers is the basis of successful business activity. For 35 The direct line for production employees and environmental sustainability. In 2017, we once example, we maintain long-term partnerships with again strengthened our pioneering role in the area many of our production sites and suppliers, which 37 Knowledge leads to sustainability of sustainability through our involvement in various enable joint development. We are particularly committees and by giving presentations on sus- proud of the co-operation with our Swiss suppli- 38-39 Exchange Macedonia-Switzerland tainability.
    [Show full text]
  • Courses in English
    Courses taught in English at Albstadt-Sigmaringen University, Germany as of 20.10.2020. Bachelor level (for Master level see last page) If not mentioned otherwise, the classes will be offered during each semester. The number in the right hand column with the column title Sem. indicates the semester level (i.e. 3 = 2nd year, 1st semester; 6 = 3rd year, 1st semester). Students can mix classes from each semester level (Bachelor students only on Bachelor level, Master students on both Bachelor and Master level) and also from different campuses. Courses related to Business: a) Albstadt campus: Lecturer Title Code Credits Sem. Prof. Gerhards Quality Management I: IP 20090 2 ECTS 4 The students get an overview of the different (BT 24010) aspects of quality and quality management. The students get an overview of processes in product- an quality management of clothing companies and their influence to quality The students learn the link between quality and sewing faults. The students learn different methods to find the reasons for bad quality Prof. Gerhards Quality Management II: IP 20100 3 ECTS 6 The students learn the necessity of quality- (BT 24530) management-systems in companies The students get an overview of the ISO 9000 ff family and learn to work with it The students can develop the philosophy of Total Quality Management out of ISO 9004 Prof. Kimmerle Textile Ecology and sustainability IP 20055 4 ECTS 6 In the lecture, we examine and elaborate possible strategies for textile and clothing companies, how to setup an efficient working CSR team. We compare certification facilities and best available technologies within the complete global textile supply chain.
    [Show full text]
  • Social Accountability 8000
    INTERNATIONAL STANDARD SAI SA8000®: 2008 SOCIAL ACCOUNTABILITY 8000 SA8000® is a registered trademark of Social Accountability International Page 2 of 10 SA8000:2008 ABOUT THE STANDARD This is the third issue of SA8000, an auditable standard for a third-party verification system, setting out the voluntary requirements to be met by employers in the workplace, including workers’ rights, workplace conditions, and management systems. The normative elements of this standard are based on national law, international human rights norms and the conventions of the ILO. The SA8000 standard can be used along with the SA8000 Guidance Document to assess the compliance of a workplace with these standards. The SA8000 Guidance Document helps to explain SA8000 and how to implement its requirements; provides examples of methods for verifying compliance; and serves as a handbook for auditors and for companies seeking certification of compliance with SA8000. The Guidance Document can be obtained from SAI upon request for a small fee. SA8000 is revised periodically as conditions change, and to incorporate corrections and improvements received from interested parties. Many interested parties have contributed to this version. It is hoped that both the standard and its Guidance Document will continue to improve, with the help of a wide variety of people and organisations. SAI welcomes your suggestions as well. To comment on SA8000, the associated SA8000 Guidance Document , or the framework for certification, please send written remarks to SAI at the address indicated below. SAI Social Accountability International © SAI 2008 The SA8000 standard may be reproduced only if prior written permission from SAI is obtained.
    [Show full text]
  • Jack Wolfskin Performance Check 2019
    BRAND PERFORMANCE CHECK Jack Wolfskin PUBLICATION DATE: JUNE 2019 this report covers the evaluation period 01-10-2017 to 30-09-2018 ABOUT THE BRAND PERFORMANCE CHECK Fair Wear Foundation believes that improving conditions for apparel product location workers requires change at many levels. Traditional efforts to improve conditions focus primarily on the product location. FWF, however, believes that the management decisions of clothing brands have an enormous influence for good or ill on product location conditions. FWF’s Brand Performance Check is a tool to evaluate and report on the activities of FWF’s member companies. The Checks examine how member company management systems support FWF’s Code of Labour Practices. They evaluate the parts of member company supply chains where clothing is assembled. This is the most labour intensive part of garment supply chains, and where brands can have the most influence over working conditions. In most apparel supply chains, clothing brands do not own product locations, and most product locations work for many different brands. This means that in most cases FWF member companies have influence, but not direct control, over working conditions. As a result, the Brand Performance Checks focus primarily on verifying the efforts of member companies. Outcomes at the product location level are assessed via audits and complaint reports, however the complexity of the supply chains means that even the best efforts of FWF member companies cannot guarantee results. Even if outcomes at the product location level cannot be guaranteed, the importance of good management practices by member companies cannot be understated. Even one concerned customer at a product location can have significant positive impacts on a range of issues like health and safety conditions or freedom of association.
    [Show full text]
  • Guidance Document for Social Accountability 8000 (Sa8000®:2014)
    GUIDANCE DOCUMENT FOR SOCIAL ACCOUNTABILITY 8000 (SA8000®:2014) RELEASE DATE: MAY 2016 SOCIAL ACCOUNTABILITY INTERNATIONAL 15 WEST 44TH STREET, 6TH FLOOR NEW YORK, NY 10036 WEBSITE: WWW.SA-INTL.ORG EMAIL: [email protected] CONTENTS CONTENTS ............................................................................................................................................................. 1 INTRODUCTION TO THE SA8000:2014 GUIDANCE DOCUMENT .............................................................................. 3 HOW TO READ THIS DOCUMENT ....................................................................................................................................... 3 1. CHILD LABOUR ................................................................................................................................................... 5 RELEVANT SA8000 DEFINITIONS ...................................................................................................................................... 5 SA8000 REQUIREMENTS................................................................................................................................................. 5 BACKGROUND AND INTENT .............................................................................................................................................. 5 IMPLEMENTATION GUIDANCE ........................................................................................................................................... 8 AUDITOR GUIDANCE ....................................................................................................................................................
    [Show full text]
  • Pro QC Audit Sample for ISO 9001
    SA8000 Audit Report * Example Report * North America +1-813-252-4770 Latin America +52-1-333-2010712 Europe & Middle-East +49-8122-552 9590 Asia & Asia Pacific +886-2-2832-2990 Email [email protected] www.proqc.com SA8000 Social Responsibility Audit Rev. GUIDELINES 1 PURPOSE: This audit is based on defined criterion for social accountability. Scoring is based on the supplier's ability to meet the requirements. The audit focuses on factors that would result in non compliance to the social accountability standard. The intent of the audit based on the requirements of SA8000 and national/local laws is to provide useful assessment information for making sourcing decisions and reducing associated risks. SCORING: Scores are assigned based on what is done for the Pro QC client regardless of what is done for other clients. For example, if control plans are developed for other clients but not for the Pro QC client, the score must be NC. Scoring must be explained to the supplier at the opening meeting. Complies with the Requirements = C Improvement Needed = I Non-Conformance Found = NC N/A = Does Not Apply GUIDELINE FOR SCORING CONFORMANCE: Each question is assessed for conformance to the requirements of SA8000, and the auditors knowledge of the product and/or process This must be clear to the supplier at the opening meeting. Complies with Requirements = - Has objective evidence to support the question, and - Has a written procedure (when required). Improvement Needed = - Has objective evidence, but procedure needs improvement. - Has objective evidence, but no written procedure. - Has written procedure, but is lacking some objective evidence to support the question.
    [Show full text]
  • Corporate Codes of Conduct and Labour-Related Corporate Social
    Corporate Codes of Conduct and Labour-related Corporate Social Responsibility Analyzing the Self-regulatory Mechanisms of Multinational Enterprises and their Impacts to Developing Countries Hu xiaoyong Visiting Researcher The Japan Institute for Labour Policy and Training March 2006 Acknowledgements I would like to express my sincere appreciation to President ONO and the JILPT for funding this research and giving me the opportunity to communicate with other researchers coming from different countries. I would also like to express my gratitude to Mr. Miura, Mr. Sakai and members of the international department for their support and assistance. In particular, I would like to deeply thank Ms. Nomura and Ms. Seto who provided me much valuable materials and assistance for my research. I wish to express my thanks to all others who contributed to this research. Finally, I am very grateful to my wife for her support during the year. ii Table of contents Acronyms and Abbreviations…………………………………………………………ⅳ Abstract……………………………………………………………………………………1 1. Overview of the research……………………………………………………………2 1.1 Introduction…………………………………………………………………………2 1.2 Voluntary codes of conduct—focus of the research……………………………3 1.3 Purpose of the research……………………………………………………………5 1.4 Methodology and limitations………………………………………………………5 2. The Emergence and development of voluntary codes of conduct………………6 2.1 The definitions of voluntary and codes of conduct………………………………6 2.2 The generation and development of voluntary codes of conduct………………8 2.3 Factors influencing on voluntary codes of conduct………………………………9 3. The theoretical basis of corporations adopting self-regulation mechanisms………………………………………………………………………………10 4. Types of voluntary codes of conduct…………………………………………………16 4.1 Company Codes…………………………………………………………………………17 4.2 Business Association Codes……………………………………………………………17 4.3 Intergovernmental codes………………………………………………………………18 4.4 Multi-stakeholder codes………………………………………………………………18 5.
    [Show full text]
  • Clean Clothes Campaign Living Wage Survey Responses 2019 Including UK Brands
    Clean Clothes Campaign Living Wage survey responses 2019 including UK brands Please note, this PDF is ordered alphabetically in two sections, with 12 UK brands listed in the UK report first, followed by 20 brands listed in the international report. This was for ease of data handling. It is advisable to use the search function to find the brand you are looking for. Arcadia Clean Clothes Campaign Living Wage Survey This survey is being carried out on behalf of the Clean Clothes Campaign and will be used to update our study into brand progress towards payment of a living wage (last published as Tailored Wages - www.cleanclothes.org/livingwage/tailoredwages - in 2014). The outcomes of the study will be promoted to consumers across Europe and the US. We firmly believe that there should be more evidence-backed information available for consumers and the wider public about garment supply chains, and wages in particular. As such, links and upload options are given for providing evidence to back up your answers throughout this survey. Please note that documents uploaded or links provided may be checked for verification reasons, but will not be used as part of the assessment. Please make sure to include any data you want to be read in the main body of your answers. All the information that you provide to us may become publicly available. If however, in exceptional circumstances, there are sensitive pieces of information that you would like to provide to the assessment process but that can't be made public, please indicate these clearly. Defining terms For the purposes of this study, a living wage is defined by the following statement: Wages and benefits paid for a standard working week shall meet at least legal or industry minimum standards and always be sufficient to meet basic needs of workers and their families and to provide some discretionary income.
    [Show full text]
  • Social Accountability International and the SA8000
    1 Copyright 2007. No quotation or citation without attribution. IR/PS CSR Case #07-15 Social Accountability International and the SA8000 By: Angelica Hagman GRADUATE SCHOOL OF INTERNATIONAL RELATIONS AND PACIFIC STUDIES UNIVERSITY OF CALIFORNIA, SAN DIEGO Prepared for Professor Peter Gourevitch Edited by Jennifer Cheng, MPIA 2008 Corporate Social Responsibility Fall 2007 2 Copyright 2007. No quotation or citation without attribution. Table of Contents I. Introduction...........................................................................................................................3 II. What is the CSR Problem?..................................................................................................3 III. Social Accountability International ...................................................................................3 IV. Social Accountability 8000 .................................................................................................4 V. Why adopt the SA8000?.......................................................................................................6 A. Costs...................................................................................................................................6 B. Benefits...............................................................................................................................7 VI. Causes for Concern...........................................................................................................12 A. Cause for Concern #1: SA8000 Accreditation
    [Show full text]