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锐步(Reebok)人权生产标准

REEBOK HUMAN RIGHTS PRODUCTION STANDARDS The Reebok Human Rights Production Standards reflect the relevant covenants of the International Labor Organization, input from human rights organizations and academia, and our own experience. In developing this policy, we sought to use standards that are fair, appropriate to diverse cultures and that encourage workers to take pride in their work.

Non-Discrimination Reebok will seek business partners who do not discriminate in hiring and employment practices, and who make decisions about hiring, salary, benefits, training opportunities, work assignments, advancement, discipline, termination and retirement solely on the basis of a person’s ability to do the jo(沃尔玛验厂专家)b.

Working Hours/Overtime Workers shall not be required to work more than 60 hours per week, including overtime, except in extraordinary circumstances. In countries where the maximum work week is less, such local standard shall apply. Workers shall be entitled to at least one day off in every seven-day period. Adherence to this Reebok Standard is a sign that factory management efficiently organizes its production planning and workflow.

No Forced Or Compulsory Labor No factory making Reebok products shall use forced or other compulsory labor, including labor that is required as a means of political coercion or as punishment for holding or for peacefully expressing political views. Employers will maintain sufficient hiring and employment records to demonstrate and verify compliance with this provision. Reebok (ICTI验厂专 家)will not purchase materials produced by any form of compulsory labor and will terminate business relationships with any sources found to utilize such labor.

Fair Wages And Benefits Reebok will seek business partners committed to the betterment of wage and benefit levels to the extent appropriate in light of national practices and conditions. Reebok will not select business partners who pay less than the minimum wage required by applicable law or who pay less than the prevailing local industry wage.

No Child Labor Reebok seeks business partners who do not use child labor. The term "child" refers to a person who is younger than 15, or younger than the age for completing compulsory education in the country of manufacture, whichever is higher.

Freedom Of Association Reebok will seek business partners that share its commitment to the right of employees to establish and join organizations of their own choosing. Reebok recognizes and respects the right of all employees to organize and bargain collectively.

Non-Harassment Reebok will seek business partners that treat their employees with respect and dignity. No worker will be subject to any physical, sexual, psychological, or verbal harassment or abuse.

Safe And Healthy Work Environment Reebok will seek business partners that strive to assure employees a safe and healthy workplace and that do not expose workers to hazardous conditions.

Non-Retaliation Policy Factories must publicize and enforce a non-retaliation policy that permits factory workers to express their concerns about workplace conditions without fear of retribution or losing their jobs. Workers should be able to speak without fear directly to factory management or Reebok representatives.

I. 无歧视

Reebok公司寻求的商业伙伴,他们在录用和雇用过程中不能有歧视行为,而是以个人的工作能力来决定录用与否、工资、待遇、培训机会、工作安排、升职、处分、解雇和退休。

II. 工时/加班

除了非常特殊的情况,包括加班在内员工每周工作不得超过60小时。有些国家规定的每周工时低于此数,则应遵守国家的规定。在每七天中员工应至少休息一天。

III. 不使用被迫或者强制劳动力

生产Reebok产品的工厂都不能使用被迫或强制劳动力,包括那些作为政治迫害手段或因为以和平方式表达政治见解而受到惩罚被迫劳动。雇主应保留足够的录用和雇用记录,以说明和证实遵守了此(BSCI验厂专家)规定。Reebok公司不购买由任何形式的强制劳动力生产的原材料,一旦发现有使用此类劳动力,就终止与其的商业关系。

IV. 合理的工资

Reebok公司寻求的商业伙伴,能够按照国家贯例和条件支付较好的工资和待遇。Reebok不会选择那些其工资低于相关法律规定的最低工资或低于本地同行业的平均工资水平的公司作为商业伙伴。

V. 不雇佣童工

Reebok公司不和雇佣童工的机构作为商业伙伴。“童工”指的是低于15岁,或低于生产国规定的完成义务教育年龄的员工。二者取较高年龄。

VI. 结社自由

Reebok公司寻求的商业伙伴,能够尊重员工按自己意愿建立和加入组织的权利。Reebok认可并尊重员工组成团体进行协商谈判的权利。

VII. 无骚扰

Reebok公司寻求的商业伙伴,能够尊重他们的员工。员工不会受到任何身体上的、性方面的、心理上的或口头上的骚扰或侮辱。

VIII. 安全健康的工作环境

Reebok公司寻求的商业伙伴,能够力求保证员工有一个安全健康的工作场所,不能让员工面临危险的工作条件。

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