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Adidas employment standards

Source: TRANWIN 2019-06-15 17:27 by admin Adidas employment standards Read: 1929

The following are Adidas employment standards:

1. Environmental requirements

Business partners should continually improve the environmental performance of their production facilities and make similar requests to their business partners, suppliers and subcontractors.

This includes integrating sustainable development principles, making good use of natural resources, and adopting cleaner production and pollution prevention measures to design and develop products, materials and technologies based on sustainable development principles.

2. Salary and benefits

Wages should equal or exceed the higher of the statutory minimum wage and wages in the same industry, and should provide statutory benefits. In addition to paying for normal working hours, overtime pay should be paid in accordance with the overtime pay rate prescribed by the law of the country of manufacture. If there is no relevant legal requirement in the local area, the overtime pay rate should be higher than the hourly wage during normal working hours. Wages must meet the basic needs of employees and reasonable savings and expenses. We expect our business partners to improve their living standards and improve their quality of life by improving their pay systems, benefits programs and other services.

3. Discrimination

Business partners must not discriminate in the process of recruitment and hiring. Decisions regarding recruitment, payroll, benefits, training opportunities, assignments, promotion, rewards and punishments, and dismissal should be based solely on the employee's ability to work, and should not be based on their personal characteristics or beliefs, such as race, ethnicity, gender, Religion, age, disability, marital status, presence or absence of children, membership of trade union organizations, sexual orientation, or political proposition. In addition, business partners must take effective measures to protect foreign workers from any form of discrimination and provide appropriate support services for their special circumstances.

4. Occupational health and safety

Business partners must provide a safe and healthy work environment and promote occupational health and safety practices to prevent accidents and work injuries. This includes protection against fires, accidents and toxic items. Lighting, heating and ventilation systems must be adequately equipped. Sanitation facilities are available to employees at all times and sanitation facilities must be adequately equipped to keep them clean. Business partners should establish an occupational health and safety policy and communicate clearly to employees. If a dormitory is provided for an employee, the appeal criteria also apply to the dormitory.

5. Working hours

Employees may not be required to work more than 60 hours per week unless special circumstances include overtime work, or may be prescribed by local law below this standard. Employees must have at least 24 hours of rest every seven days. Employees must enjoy paid annual leave.

6. Forced labor

Business partners must not employ forced labor, whether it is prison labor, labor, or imprisonment, and must not be employed. Employees cannot work under forced or any form of intimidation, or use work as a means of political persecution or punishment for holding or expressing different political claims.

7. Child labor

Business partners are not allowed to hire children under the age of fifteen. If the country where the factory is located stipulates that the age of completion of compulsory education is higher than fifteen years old, children below the age of compulsory education may not be employed.

8. Freedom of association and collective bargaining

Business partners must recognize and respect the right of employees to participate and organize associations and conduct collective bargaining at their own discretion. Business partners should establish and implement labor dispute resolution mechanisms, including employee complaints. Business partners should ensure effective communication with employees and their representatives.

9. Disciplinary

Employees should enjoy respect and dignity. Employees should not be subjected to any corporal punishment, sexual harassment, psychological abuse, verbal abuse, or fines as a disciplinary measure. Business partners must publish and implement a non-retaliation policy that allows employees to express their concerns about workplace conditions directly to management or us without fear of being punished or losing their jobs.

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