Adidas production code of conduct
General principles
Business partners shall comply with all legal requirements related to their business activities.
Employment standards
We only do business with business partners who treat their employees fairly and legally in terms of salary, benefits and working conditions. In particular, we must meet the following standards.
Forced labour
Business partners shall not employ forced labor, whether prison labor, self-employed labor or imprisoned labor, and employees shall not work under coercion or any form of intimidation.
Child labour
Business partners must not employ children under the age of 15. In the case where the country where some factories are located stipulates that the age of compulsory education is higher than 15 years old, children below the age of completing compulsory education shall not be employed.
discrimination
Business partners should make recruitment and post employment decisions according to employees' working ability rather than their personal characteristics or beliefs. Business partners shall not discriminate in recruitment and employment on the basis of race, nationality, gender, religion, age, disability, marital status, parenthood, members of workers' organizations, sexual orientation or political views.
Compensation and benefits
Wages should meet the basic needs of employees and some reasonable savings and discretionary expenses. In any case, the wage shall be equal to or exceed the higher of the minimum wage or the general wage in similar industries, and the benefits prescribed by law shall be provided. Wages must be paid directly to employees in cash or by cheque, or in the corresponding form. Salary related information must be provided to employees in a form that they can understand. The advance and deduction of wages must be carefully monitored and in accordance with the law. If the employee works outside the normal working hours, the overtime wage compensation shall be calculated according to the overtime wage rate stipulated by the law of the country where the manufacturer is located. If there is no requirement of relevant local laws, the overtime wage rate shall be higher than the hourly wage of their normal work.
working hours
Except under special circumstances, employees shall not be required to work every week, including overtime, more than 60 hours or the lower of local laws and regulations. Employees must enjoy at least 24 consecutive hours of rest every seven days. Employees must enjoy paid leave every year.
Freedom of association and the right to collective bargaining
Business partners must recognize and respect the right of employees to participate in organizing associations and collective bargaining according to their own choice. In countries with special legal restrictions on freedom of association and collective bargaining, business partners should not prevent employees from conducting independent and free association and collective bargaining in other legal ways. In addition, business partners should establish a system to ensure good communication with employees.
Law and precepts
Employees should enjoy dignity and respect. No employee shall be subjected to corporal punishment, sexual harassment, psychological or verbal harassment or injury.
Occupational health and safety
Business partners must provide a safe and hygienic working environment and promote occupational safety and health working methods to prevent accidents or casualties caused by work. These promotions include fire prevention, prevention of accidents and prevention of exposure to toxic substances. Lighting, heating and ventilation systems must be adequate. Employees should be able to use sanitary facilities at any time. Sanitary facilities must be sufficient and clean. Business partners should establish a set of occupational health and safety policies, which should be clearly communicated to employees. If the employer provides dormitory facilities for employees, the same standards must be used.
Requirements for environmental protection
Business partners should constantly improve their environmental protection level, including not only their own operations, but also the operations of their business partners, suppliers and subcontractors. This includes integrating the principle of sustainable development into business decisions, making good use of natural resources, adopting some more environmentally friendly production technologies, and measures to prevent pollution. Design and develop products, materials and production technology according to the principle of sustainable development.
Community participation
We support business partners who actively participate in and help improve the environment in the countries and communities where the production plants are located.
Adidas factory inspection document list
Labor part:
1. Factory business license and tax registration
2. Organization chart and plan of the factory
3. The latest government documents, such as: minimum wage, social insurance regulations, comprehensive time approval records, etc
4. Employee Handbook (including factory rules and disciplines, such as the evaluation system for employee performance, the factory's reward and punishment system, salary system, employee benefits, procedures for terminating the contract, etc.)
5. Recruitment advertisement, description of recruitment process
6. Training procedure, training demand form, training plan, training record and evaluation form of employees
7. Employee information: new employee application form, copy of employee ID card and supporting documents, various leave application forms, reward and punishment records
8. Monthly turnover rate of employees, resignation list and resignation report
9. Labor contract
10. Records of young employees, such as: list of young workers, posts, physical examination records, etc
11. Attendance and salary records, payroll
12. Records / documents of workers' voluntary overtime
13. Social insurance, industrial injury, medical insurance and other insurance records
Occupational health and safety
1. Latest health and safety regulations
2. Factory internal health and safety policy
3. Registered safety officer certificate
4. Health and safety coordinator and his documented job description
5. First aid training certificate or relevant training records
6. Fire fighting and evacuation drill plan and relevant records
7. Industrial injury and accident records
8. Evacuation plan of each area of the whole plant
9. Monthly inspection record of fire extinguisher
10. Use certificates and regular inspection records of elevators, boilers, pressure vessels, generators, etc
11. Restaurant hygiene license and health certificate of restaurant personnel
12. Certificates for employees in special posts, such as electrician, boiler operator, * lathe operator, elevator operator, etc
13. List of chemicals used in the factory and its MSDS / CSDs
Adidas audit document list
Labour issues
The labor permit shall be obtained from the labor department, the municipal government and equivalent relevant departments
Manual of labor law (legal document)
Handbook of employment rules and policies
Employee profile
New employee enrollment application
Employee insurance card and personal ID card
Resignation application form
Training records
Resignation record / written termination process
Labor contract
Salary calculation record (Payroll)
Minimum wage? Maximum wage rate? Average salary?
Worker attendance card or computer attendance record
Overtime demand table
Letter document of the Labor Bureau allowing flexible working hours
Social insurance, health insurance, and Employment Insurance (any type of endowment insurance)
Join any social group activities to help improve the environment?
Environmental protection and safety issues
Health and safety legal documents (legal documents)
Health and safety policy within the factory
The name of the health and safety coordinator and his job responsibilities (must be written)
Accident log book, first aid training certificate or relevant training documents
Emergency preparedness procedures and written training processes
Factory evacuation plan
Fire escape plan (factory map for each floor and location)
Retreat training record (fire drill)
Annual inspection record of fire safety equipment
Monthly inspection records of fire extinguishers, first aid lights, fire alarms, smoke detectors and sprinklers
Boiler, elevator document certificate
Portable water analysis
Safety device periodic inspection record / Technician license
Periodic maintenance record / Technician license of internal circuit
Legal needs for the environment
Does your factory have some case books (legal documents) that have not been adjudicated in court
Handbook of employment rules and policies
Employee profile
New employee enrollment application
Employee insurance card and personal ID card
Resignation application form
Training records
Resignation record / written termination process
Labor contract
Salary calculation record (Payroll)
Minimum wage? Maximum wage rate? Average salary?
Worker attendance card or computer attendance record
Overtime demand table
Letter document of the Labor Bureau allowing flexible working hours
Social insurance, health insurance, and Employment Insurance (any type of endowment insurance)
Join any social group activities to help improve the environment?
Environmental protection and safety issues
Health and safety legal documents (legal documents)
Health and safety policy within the factory
The name of the health and safety coordinator and his job responsibilities (must be written)
Accident log book, first aid training certificate or relevant training documents
Emergency preparedness procedures and written training processes
Factory evacuation plan
Fire escape plan (factory map for each floor and location)
Retreat training record (fire drill)
Annual inspection record of fire safety equipment
Monthly inspection records of fire extinguishers, first aid lights, fire alarms, smoke detectors and sprinklers
Boiler, elevator document certificate
Portable water analysis
Safety device periodic inspection record / Technician license
Periodic maintenance record / Technician license of internal circuit
Legal needs for the environment
Are there any cases in your factory that have not been decided in court