ADIDAS Production Code of Conduct
Overall principles
Business partners should comply with all legal requirements related to their business activities.
Employment standards
We only engage in business dealings with business partners who treat our employees fairly and legally in terms of salary, benefits, and working conditions, especially if they meet the following standards.
Forced labor
Business partners are not allowed to hire forced labor, whether it is prison labor, selling labor, or imprisonment labor, etc. Employees are not allowed to work under coercion or any form of intimidation.
Child labor
Business partners are not allowed to hire children under the age of fifteen. In some countries where production factories are located, if the age of compulsory education is higher than fifteen years old, children below the age of completing compulsory education cannot be hired.
discrimination
Business partners should make recruitment and post employment decisions based on employees' work abilities rather than their personal characteristics or beliefs. Business partners shall not discriminate based on race, ethnicity, gender, religion, age, disability, marital status, parental status, members of workers' organizations, sexual orientation, or political views when recruiting and hiring.
Salary and Benefits
The salary should meet the basic needs of employees and some reasonable savings and discretionary expenses. In any case, the salary should be equal to or exceed the higher of the minimum wage or the general wage in the same industry, and the benefits stipulated by law should be provided. Salaries must be paid directly to employees in cash, check, or equivalent 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 comply with legal regulations. Employees who work outside the normal working hours shall be compensated for overtime wages according to the overtime wage rate stipulated by the laws of the country where the production plant is located. If there are no relevant legal requirements in the local area, the overtime pay rate should be higher than the hourly wage for their normal work.
working hours
Except in special circumstances, employees shall not be required to work weekly, including overtime, exceeding sixty hours or the lower of local legal 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 collective bargaining rights
Business partners must recognize and respect the right of employees to participate in organizational associations and engage in collective bargaining according to their own choices. In countries with special legal restrictions on freedom of association and collective bargaining, business partners should not prevent employees from engaging in independent and free association and collective bargaining through other legal means. 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 harm.
Occupational Health and Safety
Business partners must provide a safe and hygienic working environment and promote occupational safety and health work practices to prevent accidents or injuries caused by work. These promotions include fire prevention, prevention of accidents, and prevention of contact with toxic substances. Lighting, heating, and ventilation systems must be sufficient. Employees should have access to hygiene facilities at all times, which must be sufficient and clean. Business partners should establish an occupational health and safety policy that should be clearly communicated to employees. If the employer provides dormitory facilities for employees, the same standards must also be used.
Requirements for environmental protection
Business partners should continuously improve their environmental protection level, which includes not only their own operations, but also the operations of their business partners, suppliers, and subcontractors. This includes integrating the principles of sustainable development in business decision-making, making good use of natural resources, adopting more environmentally friendly production technologies, and taking measures to prevent pollution. Design and develop products, materials, and production technologies based on the principles of sustainable development.
Community participation
We support business partners who actively participate and help improve the environment in the countries and communities where the production plants are located.
Adidas Factory Inspection Document List
Labor:
1. Factory Business License and Tax Registration
2. Organizational chart and floor plan of the factory
3. Latest government documents, such as minimum wage, social insurance regulations, comprehensive time approval records, etc
4. Employee Handbook (including factory regulations, discipline, evaluation system for employee performance, factory reward and punishment system, salary system, employee benefits, procedures for terminating contracts, etc.)
5. Job advertisement, description of the recruitment process
6. Employee training procedures, training demand forms, training plans, training records, evaluation forms
7. Employee information: New employee application form, copy of employee ID card and supporting documents, various leave application forms, reward and punishment records
8. Employee monthly turnover rate, resignation list, resignation report
9. Labor contract
10. Records of young employees, such as a list of young workers, positions, medical examination records, etc
11. Attendance and salary records, payroll
12. Worker Volunteer Overtime Record/Document
13. Social insurance, work-related injury, medical 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 coordinators and their documented job responsibilities
5. First aid training certificate or relevant training records
6. Fire and evacuation drill plan and related records
7. Records of work-related injuries and accidents
8. Evacuation plans for all areas of the factory
9. Monthly Inspection Record of Fire Extinguishers
10. Use certificates and regular inspection records for elevators, boilers, pressure vessels, generators, etc
11. Restaurant hygiene permit, health certificate for restaurant personnel
12. Special position employees' work permits, such as electricians, boiler operators, lathe workers, elevator operators, etc
13. List of chemicals used in the factory and their MSDS/CSDS
Adidas Audit File List
Labor issues
Labor permits are obtained from the labor department, municipal government, and equivalent relevant departments
Labor Law Handbook (Legal Document)
Handbook of Employment Rules and Policies
Employee profile
New employee onboarding application
Employee insurance card and personal ID card
Resignation Application Form
Training records
Resignation Record/Written Termination Process
Labor Contract
Salary calculation records (payroll)
Minimum wage? What is the highest wage rate? Average salary?
Worker attendance cards or computer attendance records
Overtime Request Form
Letter from the Labor Bureau allowing flexible working hours
Social insurance, health insurance, and employment labor insurance (any type of pension insurance)
Does the participation of any social group activity help improve the environment?
Environmental and safety issues
Health and safety legal documents (legal documents)
Health and safety policies within the factory
The name of the health and safety coordinator and their job responsibilities (must be in writing)
Accident log book, first aid training certificate or relevant training documents
Emergency preparedness procedures and written training processes
Factory retreat 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, emergency lights, fire alarms, smoke detectors, and sprinklers
Boiler, elevator document certificate
Portable water analysis
Regular inspection records of safety devices/technician license
Regular maintenance records/technician licenses for internal circuits
Legal needs regarding the environment
Do you have any case books (legal documents) that have not been adjudicated in court in your factory
Handbook of Employment Rules and Policies
Employee profile
New employee onboarding application
Employee insurance card and personal ID card
Resignation Application Form
Training records
Resignation Record/Written Termination Process
Labor Contract
Salary calculation records (payroll)
Minimum wage? What is the highest wage rate? Average salary?
Worker attendance cards or computer attendance records
Overtime Request Form
Letter from the Labor Bureau allowing flexible working hours
Social insurance, health insurance, and employment labor insurance (any type of pension insurance)
Does the participation of any social group activity help improve the environment?
Environmental and safety issues
Health and safety legal documents (legal documents)
Health and safety policies within the factory
The name of the health and safety coordinator and their job responsibilities (must be in writing)
Accident log book, first aid training certificate or relevant training documents
Emergency preparedness procedures and written training processes
Factory retreat 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, emergency lights, fire alarms, smoke detectors, and sprinklers
Boiler, elevator document certificate
Portable water analysis
Regular inspection records of safety devices/technician license
Regular maintenance records/technician licenses for internal circuits
Legal needs regarding the environment
Are there any cases in your factory that have not been resolved in court