version 3 reebok human rights production standards -...

This book is a guide to the

implementation of the Reebok

Human Rights Production Standards

(Reebok Standards). It provides

specific direction to factory

managers for incorporating basic

human rights principles into daily

operations. Here the Reebok

Standards are put into operational

language that is easy to understand

and measure.a gu

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3

Reebok Human Rights Guidelines Version 3a 3/03

Reebok adopted these standards in 1992 as part ofthe company’s long-standing commitment to human rights.They reflectrelevant covenants of the International Labor Organization, input fromhuman rights organizations and academics, and our own experience. Indeveloping this policy, we sought to use standards that are fair, that areappropriate to diverse cultures and that encourage workers to take pridein their work. It is our experience that implementing these standardsimproves worker morale and results in a higher quality work environmentand higher quality products. Reebok applies the Reebok Standards in ourselection of new business partners. For existing business partners, theGuide to the Reebok Standards is a tool that can be used to measure and continually improve workplace conditions. While factories areresponsible for compliance with applicable laws and regulations, theReebok Standards may in some cases provide for more stringentregulation of workplace conditions.

In all cases, Reebok’s business partners are required to comply with the ReebokStandards and seek to continuously improve workplace conditions.

Factories that wish to outsource or subcontract work on Reebok products mustobtain prior authorization for outsourcing or subcontracting from Reebok.Complete information about the subcontractor should be provided in a timelymanner. Subcontractors are expected to comply with the Reebok Standards.

Creating a Positive Factory Environment

To assure proper implementation of the Standards, Reebok seeks businesspartners that provide detailed, complete information about all productionfacilities used. We will take affirmative measures to implement and monitor theReebok Standards, including on-site inspection of production facilities, off-siteinterviews of workers, and regular reporting requirements for factorymanagement.

An essential part of achieving factory compliance with the Reebok Standards is creating an informed workplace.

All factory managers and supervisors must receive training in the Reebok Standards.

Workers must know their rights. Reebok recommends that all workers, aspart of their orientation, receive information about the Reebok Standardsand how to contact Reebok directly.This information is to be posted in aprominent location in every factory.

Reebok requires that each factory distribute a handbook or post a writtencopy of factory rules in order to communicate factory policies directly to workers.

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Factories must publicize and enforce a non-retaliation policy that permits factoryworkers to express their concerns about workplace conditions without fear ofretribution or losing their jobs. Workers should be able to speak without fear directlyto factory management or to Reebok representatives.

Factories ought to employ disciplinary measures that are based upon positiveincentives rather than punitive measures. Monetary fines are prohibited.Threats areprohibited. Positive incentives are the optimal way to create a climate of goodmorale and to motivate workers. Public recognition of good attendance, productivity,and longevity provide role models for others to follow.

Reebok’s experience with factories around the world is the basis for recommending thatour suppliers adopt key processes that will strengthen their internal systems and resolveand prevent problems. We strongly recommend that every factory develop theserecommendations in a manner appropriate to its existing management systems.

Support services for workers. In many cases, access to services such as child care,banking, and postal service can help people organize their lives more easily andfocus more energy on their work.There may be other basic services that, if offered,will reduce absenteeism and attract the best employees to the business. In caseswhere there are migrant workers, it is essential that the factory offer extendedsupport such as access to a government agency, assistance with visa or work permits,medical assistance in the native language, and counseling services.

Problem solving mechanism. Every factory should have a complaint system, onethat is based upon the principle of non-retaliation, has the option of anonymity, andoffers a reporting option other than a direct supervisor.The system will only functionproperly if it is taken seriously and workers know that their problems and sugges-tions will receive a response. A properly functioning problem solving mechanism willuncover personal disputes and allegations of harassment. Individual cases maydemonstrate to factory management that it has an additional training or communi-cation need that is factory-wide.

Worker representation. Workers should actively participate in managing the work-place and ought to be represented on safety committees, problem-solving commit-tees, and committees that plan activities.The workers should elect worker represen-tatives themselves. Elected representatives are more effective than those chosen bymanagement, and they will further strengthen a factory’s internal communications.

About the Guide

Each Reebok Standard is divided into sections with explanatory text that demonstratespractical application in a factory. Special highlighted sections on Leadership Practicesdescribe how a factory can adopt a “best practice” approach to dealing with an issue;all factories are strongly encouraged to incorporate leadership practices within their operations.

The Guide is updated periodically to reflect our experiences and up-to-date informationregarding compliance.

Questions about the contents of the Guide or suggestions for improvements to it shouldbe directed to Reebok’s Human Rights Programs. Please send your questions orcomments to: Human Rights Programs, Reebok International Ltd., 1895 J.W. FosterBlvd., Canton, MA 02021 USA.

A Guide to the Implementation of Reebok Human Rights Production Standards,Third Edition

© 2001 Reebok International Ltd., All rights reserved.


cont

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1. Non-discrimination 4Reebok will seek business partners who do not discriminate in hiring andemployment practices, and who make decisions about hiring, salary, benefits,training opportunities, work assignments, advancement, discipline, termination andretirement solely on the basis of a person’s ability to do the job.

2. Working Hours/Overtime 5Workers shall not be required to work more than 60 hours per week, includingovertime, except in extraordinary circumstances. In countries where the maximumworkweek is less, that standard shall apply. Workers shall be entitled to at least oneday off in every seven-day period. Adherence to this Reebok Standard is a sign thatfactory management efficiently organizes its production planning and workflow.

3. No Forced or Compulsory Labor 8No factory making Reebok products shall use forced or other compulsory labor,including labor that is required as a means of political coercion or as punishmentfor holding or for peacefully expressing political views. Employers will maintainsufficient hiring and employment records to demonstrate and verify compliance withthis provision. Reebok will not purchase materials produced by any form ofcompulsory labor and will terminate business relationships with any sources foundto utilize such labor.

4. Fair Wages and Benefits 10Reebok will seek business partners committed to the betterment of wage and benefitlevels to the extent appropriate in light of national practices and conditions. Reebokwill not select business partners who pay less than the minimum wage required byapplicable law or who pay less than the prevailing local industry wage.

5. No Child Labor 12Reebok will not work with business partners that 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.

6. Freedom of Association 13Reebok will seek business partners that share its commitment to the right ofemployees to establish and join organizations of their own choosing. Reebokrecognizes and respects the right of all employees to organize and bargaincollectively.

7. Non-Harassment 15Reebok will seek business partners that treat their employees with respect anddignity. No worker will be subject to any physical, sexual, psychological, or verbalharassment or abuse.

8. Safe and Healthy Work Environment 16Reebok will seek business partners that strive to assure employees a safe andhealthy workplace that does not expose workers to hazardous conditions.

1. Non-discrimination Reebok will seek business partners who do not discriminate in hiring andemployment practices, and who make decisions about hiring, salary, benefits,training opportunities, work assignments, advancement, discipline, terminationand retirement solely on the basis of a person’s ability to do the job.

A. The factory hires workers on the basis of individual skills and doesnot discriminate on the grounds of gender, race, religion, age,disability, sexual orientation, nationality, political opinion, caste,or social or ethnic origin.

All eligible applicants must be allowed to take required job exams.

Employment advertising and recruitment must not be restricted due to gender,race, religion, age, disability, sexual orientation, nationality, political opinion, caste,or social or ethnic origin.

All employment decisions must be related to skills and attributes necessary for the performance of the task, although factory may stipulate acceptable workplaceconduct and behavior.

The factory has a system that effectively enforces its written policy against discrimination.

B. Factory practice should reflect policies that help preventdiscrimination against women.

Employers will not prohibit or discourage the employment of married or pregnant women.

Women must not become targets of discrimination in determination ofwages, promotion and job assignment.

NOTE: Gender imbalance in one section of a factory is not by itself evidence ofdiscrimination, but what is unacceptable are sweeping statements like: “this is man’swork;” “it’s too hard for a woman;” “women make better stitchers than menbecause they are more dependable;” and “women make less trouble.”

Workers’ contracts or letters of employment must not contain prohibitions against becoming pregnant.

Employers will not require pregnancy testing (except in those circumstances whererequired by national law). Information arising from pregnancy testing will not beused as a factor in hiring, reassigning, firing or making other employment decisionsto the detriment of the worker.

Employers will not condition hiring or continued employment on the use ofcontraception.

Reasonable accommodation will be made in the event of pregnancy. Employers willensure that pregnant women are not engaged in work that creates substantial healthrisks.

Employers will not, on the basis of a woman’s pregnancy, make decisions that resultin dismissal, threat of dismissal, loss of seniority, reassignment to hazardous tasks,or deduction of wages.

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C. The factory pays wages, bonuses, allowances and all other formsof compensation to workers based on job performance,demonstrated skills, and abilities.

There shall be no differences in job assignments, compensation, and benefitsattributable to gender, race, religion, age, disability, sexual orientation, nationality,political opinion, caste, or social or ethnic origin.

Entry pay must be the same for workers of equivalent skill, education andexperience who perform the same task.

D. The factory promotes, disciplines, assigns work, terminatesemployment and provides for retirement on the basis ofindividual job performance and behavior.

Line workers qualified by length of employment and performance criteria shouldhave the opportunity to be considered for supervisory positions.

The determining criteria for dismissing workers must be explicit and must notdiscriminate.

2. Working Hours/OvertimeWorkers shall not be required to work more than 60 hours per week,including overtime, except in extraordinary circumstances. In countries wherethe maximum workweek is less, that standard shall apply. Workers shall beentitled to at least one day off in every seven-day period. Adherence to thisReebok Standard is a sign that factory management efficiently organizes its production planning and workflow.

A. Workers work less than 60 hours in a week, except inextraordinary circumstances, or abide by applicable law on working hours, whichever is stricter. Extraordinarycircumstances are defined as situations that could not have been anticipated such as natural disasters, politicalupheaval, or mechanical failures.

If the employer repeatedly requires work hours in excess of 60 in order torespond to the same situation, then the excess hours may not be permissible as “extraordinary circumstances.”

Employers shall inform workers in advance about the nature and expectedduration of any extraordinary circumstances requiring work in excess of 60 hours per week.

Employers shall be able to provide explanation for all periods when theextraordinary circumstances exception has been used.

Leadership Practice The factory management adopts a non-discrimination policy, posting it for workers to see in a language thatthey can read.The factory implements a training program on how toassess workers’ performance objectively.

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Employees should not be required to work in excess of 10 hours a day.Twelve tofourteen-hour workdays are neither good for the health of the workers nor arethey good for purposes of producing quality goods.

Employers will ensure reasonable meal and rest breaks, which, at a minimum,must comply with applicable laws.

A factory’s overtime schedule should not significantly exceed that of otherfactories producing similar goods. If it does, then this may raise questions aboutthe factory’s production planning and commitment to the health and safety of itsworkers.

Upon hiring new employees, the factory must disclose the regular hours to beworked per day, the applicable wage rate, the policies regarding overtime hoursand overtime pay rates.

Employers must be able to provide appropriate payroll records and time cards toverify actual hours worked on a regular and overtime basis.

Employee time cards, payroll, and other relevant records are maintained on sitefor at least one year.

Accurate and reliable recording systems such as electronic swipe cards or timecards shall document time worked by all employees.

Under extraordinary circumstances, employers will make efforts to securevoluntary overtime.

B. The factory complies with all applicable laws, rules, andregulations on maximum working hours, premium rates forovertime compensation, and prohibited tasks for specific groups of workers.

Employers must comply with applicable laws restricting work hours andrestricting overtime hours on a daily, weekly or monthly basis.

Employers must identify jobs in the factory that have demonstrated higherincidences of injuries (such as working on pressing machines or in mixing rooms)or which put workers under the age of 18 at developmental risks because theyinvolve processes and tasks that are physically demanding and difficult.

The factory must be able to identify particular jobs that are unsafe for womenand ensure that women are not engaged in work that creates substantial risks totheir reproductive health. In the sections where such work is done, factorymanagement should assign women workers to alternate work opportunities.

C. Overtime hours worked should be voluntary.

Prior to employment, the factory must inform workers – both verbally and inwriting – of its policy on overtime work and overtime compensation rates.

The employer must indicate the conditions under which workers may exercise theirright to refuse overtime without threat of punishment, penalty, dismissal, changeof work assignment, deductions from earned income, or denial of the opportunityto work overtime in the future.

Workers should not have to agree to excessive overtime requirements in order tosecure employment.

Employer personnel practices will demonstrate an effort to maintain a level ofstaffing that is reasonable in view of predictable or continuing fluctuations inbusiness demands.

Positive incentives will be used to encourage overtime work. Negative incentivesor punitive actions will not be used to induce overtime.

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D. The factory pays wage rates for overtime that exceed rates forregular working hours and meet all applicable laws and regulationsor the local industry practice, whichever is greater.

Employees will be paid for all hours worked. Calculation of hours worked mustinclude all time that the employer requires or allows the worker to work.

Workers must be paid for overtime at a rate higher than the wages for the legallyprescribed workday in accordance with law.The rate for overtime hours beyond thefirst two hours is usually higher than the rate for the first two hours; weekend andholiday work is paid at a higher rate than wages for a regularly scheduled week day;and the hours beyond the regular work day on weekends and holidays is paid at aneven higher rate.

Wages based upon piecework calculations must equal to or exceed the wage ratethat would otherwise be paid for regular hours plus overtime hours.

The factory must be able to report the base rate on which overtime is computed andexplain how the overtime calculation is performed.

E. Workers must have one day off in every seven-day period.

If the factory switches regular workdays with regular rest days,employees must be paid at the rest day rate.

F. The factory provides workers the paid leave and holidays requiredby law or set by industry practice, whichever is greater.

As in other aspects of pay and working hours, the factory must communicate leaveand holiday policy at the time of employment.

Leadership Practice Workers are given a copy of their letter ofemployment and an employee handbook which describes theterms of employment, annual and sick leave, regular hours to beworked per day, the applicable wage rate, overtime policyincluding the right to refuse overtime work, holidays, benefits,promotion process, discipline process, grievance procedure andpolicy on termination.

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3. No Forced or Compulsory LaborNo factory making Reebok products shall use forced or other compulsory labor, including labor that is required as a means of politicalcoercion or as punishment for holding or for peacefully expressing politicalviews. Employers will maintain sufficient hiring and employment records to demonstrate and verify compliance with this provision. Reebok will notpurchase materials produced by any form of compulsory labor and will term-inate business relationships with any sources found to utilize such labor.

A. Employers shall not use forced labor, prison labor, indenturedlabor, or bonded labor in any aspect of the production orprocurement process.

In China, workers cannot be participants in “Forced-In-Camp EmploymentPrograms” or be assigned to the factory as part of an “administrative” actionbrought by the local or provincial police.

B. Employers shall not bind workers to employment as a conditionof fulfilling a debt to a third party or to the employer.

Workers will be compensated for their work directly through the provision of cashor its equivalent. In-kind compensation is permissible, if local law permits, so longas legal limits are complied with and receipt of in-kind compensation is voluntary.

Advances shall not exceed three months pay or legal limits, whichever is less, andadvances shall not bear any interest.

Workers will not be engaged to work in a factory by a family member, associate,or friend so that the family member, associate, or friend receives continuingremuneration, consideration or other return from the employer.

Factories must demonstrate careful precautions not to purchase any componentsproduced by forced labor.

C. All workers have the right to enter into and terminate their employment freely.

Employment terms shall be those to which the worker has voluntarily agreed.

The labor contract must not specify that a portion of a contract worker’s earningsbe held back until the contract is completed. Alternatively, an incentive system toretain workers such as bonus pay at the end of the contract period is acceptable if it meets reasonable conditions.

Contract workers must not be liable for training costs if they leave before theircontract has been completed.

Factories must not hold personal identification documents to guarantee thatworkers – particularly migrant workers – will not leave.

Workers will retain possession or control of their passports, identity papers, traveldocuments or any other personal legal documents. Employers may obtain copiesof original documents for record-keeping purposes.

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Employers will provide, at employee request, secure storage for employeedocuments. Such storage will be freely accessible to workers.

There can be no employment terms that in any way punish workers forterminating their employment (including contracts, recruitment arrangements,or any other instruments).

Factories shall not deduct any recruitment fees from workers.

D. Workers must have the freedom of movement during the courseof their employment.

Workers may live in non-employer owned or controlledresidences.

The freedom of movement of workers who do live inemployer-owned or controlled residences will not beunreasonably restricted.The factory should impose noconditions upon migrant workers housed by the factory to stay against their willuntil their contract is finished.

If factory entrances are locked or guarded to prevent non-employee access to thepremises for security reasons, employees will have free egress at all times.

Workers will have the freedom to leave the factory premises during the workdaywhile they have their meal breaks.

Employers are prohibited from any other practices that restrict a worker’sfreedom of movement, including physical or mental coercion, deposits,unreasonable financial penalties or recruitment fees, and access to and renewal of identity papers and/or work permits or other legal identification documents.

E. The factory assists foreign nationals or domestic migrant workerswith obtaining and renewing proper work permits or visas.

The factory must employ workers, whether foreign or domestic, in full compliancewith applicable law.

The factory should facilitate the renewal of permits or visas.This may includetracking when permits or visas expire, and then allowing workers time off andproviding transportation for them to undertake the renewal process.

Leadership Practice A factory that employs foreign nationals createsan institutionalized system to assist workers with renewing visas. Aspart of such a system, the factory distributes the following informationto foreign workers: the phone number and address of their embassy,the phone number of hotlines or shelters, and information on how tosafely remit money to their homes.

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

A. The factory pays its workers the legal minimum wage or the local industry practice, whichever is higher.

The minimum wage is based on work performed during the legally prescribed workday —overtime wages cannot be counted toward the minimum wage nor can bonuses.

If a piece rate worker’s earnings fall below the applicable minimum wage, then thefactory must pay the difference to bring the minimum up to the minimum level.

There shall be no waivers or exemptions from paying the legal minimum wage even whensuch exemptions are permissible under applicable law.

Workers who work the legally prescribed workday in one factory cannot be transferredto another section in that factory, or to another factory, to work a second shift at regular pay.

In those countries where there is no legally mandated minimum wage, the factory’s wagestructure should meet or exceed the wages of other comparable facilities in the areaproducing goods for the export market.

All compensation shall be paid in a timely manner within thirty days or less as requiredby applicable law.

Factories shall not use monetary fines as disciplinary measures.

The cost of uniforms, tools, and any other equipment required for work shall be theobligation of the employer.The employer may charge reasonable fees for items lost dueto worker negligence.

B. A training wage, if paid, shall not be less than the minimum wage andthe training period shall not exceed three months.

After three months, workers shall have the same wages and benefits as permanent employees.

Training wages cannot be used as a way to avoid hiring regular workers.

C. The factory communicates — verbally and in writing — to all newworkers in their own language its policy on wages, incentive systems,and bonuses.

The factory communicates its policies and procedures in simple terms.

All workers have a right to use or not to use employer provided services such as meals orhousing or transportation.

Deductions for services to employees will not exceed the cost of the service to theemployer. Employers must be able to demonstrate the basis for these charges.

D. The factory shall not deduct any agent recruitment fees from workers’ pay.

The factory must not pay recruitment fees for workers directly to therecruitment agency and then recover this expense by deducting the feefrom the worker’s wages.

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E. The factory maintains accurate and reliable payroll reports and provides workers with wage statements every pay period.

All hourly wages, piece rate work, bonuses,and other incentives will be calculated andreported accurately.

Workers will have access to understand-able information about their wages and benefits.

Each worker must receive an individualized pay slip showing a breakdown of earned income, regular and overtime pay, hours worked, and all legal or agreed upon deductions.

All work, including overtime hours, must be recorded on the regular payroll record.Employers will not use hidden or multiple payroll records in order to hide overtime,to falsely demonstrate wages, or for any other fraudulent reason. No payments toworkers are permitted outside of payroll.

F. Employers will provide all legally mandated benefits to all eligible workers.

Legally mandated bonuses will be paid in a full and timely manner.

All employees will be credited with all time worked for an employer for purposes ofcalculating length of service to determine the benefits to which workers are entitled.

All legally mandated deductions for taxes, social insurance, or other purposes will bedeposited each pay period in the legally defined account or transmitted to the legallydefined agency.This includes any lawful garnishments for back taxes.The employerwill not hold any of these funds over from one pay period to the other unless the lawspecifies that the deposits are to be made less frequently than pay periods (monthlydeposits, weekly pay, etc.). If the law does not specify, then deposits will be madebefore the next pay period in all cases.

All voluntary deductions such as saving clubs or loan payments will be credited toproper accounts and employers will not hold funds illegally or inappropriately.

Workers will be paid for holidays and leave as required by applicable law.

Note to factory management: Inspect your own payroll. Does itprovide incentives for workers to work carefully and efficiently? Doesyour compensation plan encourage workers to stay with your factoryand apply the skills and experience they have developed over time?

Leadership Practice The factory has a pay structure thatacknowledges a combination of a worker’s length of service, skills, andproductivity.The factory management recognizes that pay structuresthat provide no acknowledgement for long-serving workers often leadto poor morale. Likewise, pay structures that lack incentives forquality workmanship and productivity give employees little reason toincrease productivity. Factories that find the right balance betweenthese incentives are inevitably the most profitable as well as the mostpleasant for workers.

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5. No Child LaborReebok will not work with business partners that 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.

A. The factory employs workers who are at least 15 years of age orwho meet the legal minimum working age, whichever is higher.

The factory will provide access to personnel files and agedocumentation of all workers.

The factory will have a system in place to track the age of all workersbetween the minimum working age and the age of 18.

Apprentices or vocational students will be at least the minimum working age.Employers will comply with all regulations and requirements of apprentice orvocational education programs, and employers will be able to verify that these arelegally recognized programs. Informal arrangements, which result in school agestudents working in a factory prior to reaching the age for completing compulsoryeducation, are not acceptable.

B. The factory has established procedures for verifying the age of allemployees and maintains in each employee’s personnel fileindependent documentation of age.

Upon hiring new employees, the factory must require that each worker show anoriginal document to verify age.This document can be a national identificationdocument, birth certificate, educational certificate, residence document indicatingname and age of members of a household, a certificate from the police attesting tolack of a criminal record, health certificate, or village leader confirmation of age.

The factory must make a copy of an original age certification document to be keptin the worker’s personnel file.

In areas where falsification of age documentation is common, factories shouldobtain a second means of verification.

C. The factory must observe all applicable laws regarding restrictionson the labor of workers below age 18.

Employers will comply with legal restrictions that apply to young workers, i.e., thosebetween the minimum working age and the age of 18, including regulations relatedto hiring, working conditions, types of work, hours of work, proof of agedocumentation, and overtime.

Employers will have a system for identifying work stations and operations that areinappropriate for young workers according to applicable laws.

Employers will ensure that all workers engaged in operating or working close tohazardous equipment, working at dangerous heights or lifting heavy loads, orexposed to hazardous substances, are above the legal age for such work.

D. Children will not have access to production areas.

Childcare facilities will not physically overlap with production areas.

Children under the local minimum working age will not be allowed in the factorywork area at any time, unless they are part of a guided school group tour or othersuch unusual event. Children must not visit parents in factory production areas.

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6. Freedom of AssociationReebok will seek business partners that share its commitment to the right of employees to establish and join organizations of their own choosing. Reebok recog-nizes and respects the right of all employees to organize and bargain collectively.

A. The factory does not refuse employment to otherwise qualified workersbecause of membership in a union or other legal association.

The right to freedom of association begins at the time that a worker seeks employment,and continues through the course of employment.

B. The factory does not dismiss, discriminate, discipline, or otherwisecoerce or threaten workers seeking to form or participate in workersorganizations.

Factory decisions about work opportunities and overtime assignments cannot be made on the basis of union membership.

Employers will not use blacklists of any kind.

C. The factory does not interfere with the workers’ right to establish,organize, and join associations of their own choosing.

Employers will not use intimidation, unreasonable searches, police ormilitary force to obstruct workers’ right to freedom of association.

Workers’ organizations have the right to conduct their activities and electtheir representatives without employer interference such as the presenceof factory management or factory designees at organizing meetings.

Factory management will not impede workers’ right to peaceful organization byoutsourcing work performed by union members. Shifting production from one site toanother for the purpose of retaliating against workers who have formed - or areattempting to form - a union is not acceptable.

Workers are free to meet and discuss workplace issues in the factory during their breaksand before and after work.They may communicate their concerns about factory practicesto management, choose representatives to organize workers, inspect working conditions,engage in dialogue with factory management, and carry out other organizing activitiesthat do not disrupt factory production.

The employer will not interfere with the right to freedom of association by controllingworkers’ organizations or favoring one workers’ organization over another.

In cases where a single union represents workers, the employer will not interfere in anyway with workers’ ability to form other organizations that represent workers.

Leadership Practice Factory routinely obtains a second means of verifyingage, such as a government identification card or birth certificate and aschool diploma. One or more of the identification documents includes a pho-tograph. Factory obtains all relevant documents prior to the commencementof work and takes proactive steps to insure the veracity of the documents.

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Employers will comply with applicable laws and regulations concerning collectivebargaining and free association. Where conflicts are known to exist, employers willuse the standard that provides the greatest protection for workers.

Employers are not required to take an active role in supporting workers’ efforts toassociate or organize, but employers must assure that workers can exercise theirright to organize in a climate free of violence, pressure, fear and threats.

Employers may not offer or use severance pay as a means of discouraging unionactivities, although they may increase wages and benefits for all workers at a timewhen union organizing is taking place.

D. The factory will honor the right of workers to bargain collectively.

Employers should bargain and negotiate with representatives freely chosen by the workers.

The employer will not interfere with workers’ efforts regarding registration andformation of workers’ organizations.

Employers will negotiate in good faith with any union that has been recognized as a bargaining agent for some or all of its employees.

Employers and employees will honor in good faith for the term of the agreement the provisions of any collective bargaining agreement (CBA) they sign.

The provisions of collective bargaining agreements can be more favorable towardsworkers than those of laws and regulations. However, Reebok does not recognizeprovisions of collective bargaining agreements that may be less favorable thanapplicable laws.

Employees shall be able to raise issues regarding CBA compliance by the employerwithout retaliation.

Trade unions not recognized as the bargaining agent of some or all of the workers in a facility should have the means for defending the occupational interests of theirmembers, including making representations on their behalf and representing them in cases of individual grievances, within limits established by applicable law. Workers’representatives should have the facilities necessary for the proper exercise of theirfunctions, including access to workplaces.

E. The factory must have a system for resolving workplace disputes that ensures worker participation.

The factory should use a clearly defined and documented system for resolvingdisputes in the workplace, whether between co-workers or between workers andsupervisors. Workers should have the ability to report problems to a person orcommittee other than a direct supervisor.This system should be communicated bothverbally and in writing to the workers.

The factory must adopt and communicate a non-retaliation policy that guaranteesthat workers who report on problems or abuses do not suffer negative consequences.

Leadership Practice The factory has a union, grievance council orworker-management dispute resolution committee consisting ofrepresentatives freely chosen by workers that receives and investigatesworkplace grievances.This body allows for worker participation infactory management decisions and actively pursues any allegations ofretaliation against workers who have reported problems. Workergrievances are resolved in a timely manner and recurring complaintsdo not arise regarding the same or similar issues.

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7. Non-HarassmentReebok 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.

A. The factory has a functioning, written non-harassment policy.Factory management does not condone, create, or contribute to anintimidating, hostile, or offensive work environment.

A written policy defines the specific behaviors that are forbidden.

Employers shall not use physical discipline (or threats of physicaldiscipline), including slaps, pushes, or other forms of physical contact.

Employers will prohibit screaming, threatening, or demeaning verbal language.

Employers shall forbid unwelcome sexual advances, requests for sexual favors, or otherverbal or physical contact of a sexual nature.

Employers will neither offer nor condone preferential work assignments or otherpreferential treatment of any kind in actual or implied exchange for sexual relationship,nor subject employees to prejudicial treatment of any kind in retaliation for refusedsexual advances.

Security practices will be gender-appropriate and non-intrusive.

Access to food, water, toilets, medical care or health clinics or other basic necessitieswill not be used as either reward or punishment.

Employers will not unreasonably restrain workers’ freedom of movement includingmovement in canteens, during breaks, using toilets, accessing water or medical services.

Employers will not demean, harass, or abuse workers.

B. The factory conducts worker and management training on its non-harassment policy.

Employee orientation should include a full explanation of the factory’s (1) non-harassment policy (2) harassment reporting protocols and (3) standard investigativeprocedures.

Employers will provide periodic training workshops to managers and supervisors on thefactory’s non-harassment policy.This training will also include instructions forappropriate disciplinary measures.

C. The factory has standard reporting and disciplinary procedures forimplementing its non-harassment policy.

Workers should be able to report complaints to someone other than a direct supervisor.

Workers reporting on harassment or abuse within the factory should be assured of confidentiality.

Factory management will discipline (could include combinations of counseling,warnings, demotions, and termination) anyone (including managers or fellow workers)who engages in any physical, sexual, psychological, or verbal harassment or abuse.

Employers will utilize progressive discipline, e.g. escalating discipline by using stepssuch as verbal warning, written warning, suspension, and termination. Any exceptions tothis rule, e.g., immediate termination for theft or assault shall be in writing or clearlycommunicated to workers.

Employers will maintain written records of disciplinary measures taken.

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8. Safe and Healthy Work Environment

Contents

Introduction and general requirements for a safe and healthy work environment

A. Management of Hazardous and Combustible Materials 17

B. Fire Safety 22

C. General Factory Conditions 26

D. Operational Safety 30

E. Emergency Medical Care 37

F. Worker Health and Hygiene 39

G. Dormitory Conditions 43

Reebok will seek business partners that strive to assure employees a safe and healthyworkplace that does not expose workers to hazardous conditions.

This Reebok Standard covers a broad range of factory conditions and practices thatprimarily affect employee health and safety, but also contribute to the safety and healthof the surrounding community and environment.

The specific and quantitative requirements of the Reebok Standard are based oncommon practice, regulatory requirements, consultation with local or regionaloccupational health experts, and the recommendations of public and private bodies andother national standard-setting bodies around the world (for example, the United StatesOccupational Safety and Health Administration, OSHA).

Around the world, leading manufacturers have found that environmental, safety andhealth programs can improve business operations and reduce costs, while creating saferworking conditions, eliminating environmental hazards to workers and achieving moreefficient use of natural resources.These leading manufacturers provide workers withthorough training, appropriate to their job responsibilities, about the importance of safeand healthy work practices and the obligations of the employer and the worker insustaining a safe and healthy factory.

This Reebok Standard requires that factories conduct effective training andcommunicate information to workers regularly. Oral training, videos, announcementsand written material should be supplemented by posters and other graphic aidsprominently displayed in the factory so that workers with limited literacy understandfactory safeguards.

Reebok holds factory management responsible for full implementation andenforcement of all safety procedures and recommends that management involveworkers in all aspects of the process.

Every factory must designate a qualified person to manage health and safety issues.

Factories must have a copy of all health and safety and environmental certificatesand permits on site.

Factories post any health and safety information required by law in the language ofboth workers and supervisors.

All safety and accident reports must be kept on site for one year.

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A. Management of Hazardous and Combustible Materials

By reducing use and emissions of chemicals, and improving the handlingof hazardous materials, factories can produce a number of economicand environmental benefits, including reduced health and safety risks toemployees, minimized damage to or contamination of property, andreduced costs for materials and disposal.

To achieve the cost savings associated with these benefits, factories should aim to:

substitute non-toxic materials whenever possible to avoid the added overhead costsof registering the materials, training employees in safe use and insuring againsthazardous releases;

reduce the number of products used for similar purposes, such as cleaning;

minimize waste in use of hazardous materials by using inventory control andensuring that workers use work practices that minimize waste and use materialsefficiently;

minimize risk of accidents and health problems by providing training and ongoingcommunication about safe practices and how to handle emergency situations.

This section includes the following topics:

1. Chemical Management System2. Chemical Storage3. Chemical Use in Production4. Disposal of Chemical and Hazardous Waste5. Controlling Chemical Exposure

Safety Facts Training for new workers is important for factory safetyand productivity. 40% of injuries in US factories involve workersemployed less than one year on the job. Most injuries result frominadequate training in the use of equipment.Source: US Occupational Safety and Health Administration

A major consumer products company with factories around the worldreduced its emissions 75% between 1990 and 1994.They did thisthrough chemical substitution, process modification, product redesignand installation of pollution control equipment. Even in countries likeIndia,Turkey, and China, where many of these actions were notrequired by local laws, they reduced risks and saved money.Source: Business for Social Responsibility

Safety Fact Many factories have safety committees comprised of bothsupervisors and workers who inspect safety conditions and recommendimprovements. Committees comprised of workers and selected byworkers can be the most effective at ensuring a healthy and safe workenvironment. No one is more motivated than workers to create a safeworkplace; entrusting workers with this role facilitates moreproductive worker-management relations.

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1. Chemical Management System

Factories maintain a current list of Material Safety Data Sheets (MSDS) in thelocal language of the workers. An MSDS includes ALL of the following: name,address and telephone of chemical manufacturer; trade name; CAS number;components; the chemical molecular formula; the chemical and common name(s) ofall ingredients which have been determined to be health hazards and which comprise1% or greater of the composition; OSHA Permissible Exposure Limit (PEL), theACGIH Threshold Limit Value (TLV) and any other exposure limit used bymanufacturer; physical data (boiling point, vapor pressure); reactivity; fire data(flash point, explosive limits, fire fighting procedures); signs and symptoms ofexposure; primary route(s) of entry; first aid procedures; general precautions forsafe handling and use; personal protective equipment; how to handle spills or leaks;disposal; and the date MSDS was written.

Workers are trained to read and understand MSDS.

MSDS are made accessible to all workers handling chemicals.

Chemicals are inspected upon delivery to ensure that contents,concentrations and quality meet purchasing specification.

Chemical containers are properly labeled with the name(s) of the chemical(s) and appropriate hazard symbols.

Factories with chemicals or risk of chemical exposure are required to have aneyewash station available for workers (see page 21 for a description).The stationshould be located nearest the area where the largest volume of that chemical ishandled, such as a chemical mixing room or the laundry area.

Every time a chemical spill or other type of incident or near-incident occurs, factorymanagement investigates, completes an accident investigation form, and determineshow to prevent future incidents.

2. Chemical Storage

Chemical storage rooms do NOT have floor drains. Spills should not go directly intosewer system.

Secondary containment is in place to minimize the impact of leaks or spills.

Containers are covered tightly and stored away from direct sunlight in a cool, dryroom, separate from the production lines, production materials and employee areas.No chemical containers, full or empty, should be stored in stairwells, near productionlines, or in wet process areas such as dyeing or laundry facilities. Incompatiblechemicals should be stored separately (MSDS can identify such cases). For example,do not store oxidizers (such as peroxide) and flammable liquids together.

Chemical storage rooms are in an area posted “no smoking.”

Chemical storage rooms have fire suppression equipment appropriate to the types ofmaterials in the room.

Hazardous and combustible material is not stored in the dormitory.

Safety Fact Material Safety Data Sheets (MSDS) for all chemicalsare kept in the chemical mixing room, spot cleaning area, or otheraccessible location for reference by workers, who may requireemergency instructions for treating overexposure or cleaning spills.Every time a new chemical is introduced to the factory, its MSDS ismade available. MSDS are kept up-to-date and maintained in good,legible condition.

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Chemical storage has absorbent materials available to control spills, and cleanersthat are solvent-free to clean spills (such as citrus-based cleaners).

Chemical containers are regularly inspected for leakage.

Chemicals used in laundry facilities in apparel factories are kept in an area separatefrom the laundry operation floor. When the laundry uses bulk storage tanks, thestorage areas should be equipped with adequate spill containment.

Chemical storage and mixing areas are electrically grounded with rubber floor matsor other surfaces that minimize friction.

Chemicals in metal containers are transported in a manner that avoids friction.Theyshould never be dragged across a cement floor, which could generate sparks that canignite the flammable liquid.

The factory maintains an up-to-date inventory of chemicals (for example cements,solvents, primers, paints and cleaning supplies) and notes the expiration date ofproducts.

Storage areas are regularly checked for obsolete and expired chemicals.

Factories with underground storage tanks should work with local regulatoryagencies to determine the requirements for monitoring, removal of failed systemsand construction of secondary containment for new tanks.

Aboveground tanks should be labeled to indicate contents and have secondary containment.

3. Chemical Use in Production

Training.

Workers receive training, appropriate to their job responsibilities, in the safe use of chemicals or other hazardous materials and in spill clean up procedures.

The factory has written procedures for the handling and use of chemicals and otherhazardous materials.The procedures are posted for workers to read.

a) Mixing areas

Chemical mixing stations are situated in a separate, well-ventilated space a safedistance from the production lines.

Windows in chemical mixing areas should be kept open unless wind or draftsinterfere with the operation of local exhaust ventilation.

Chemical mixing areas are equipped with air pressure mixers. No electricalequipment, such as electric mixers or other appliances, may be used or stored in the area.

No open drains are located in mixing area.

b) Emergencies.

Emergency procedures must be posted in chemical mixing and storage areas.

If spills occur, use absorbent materials to contain residues and clean with anecological cleaning agent, such as a citrus-based cleaner. Do not clean up spill with solvents.

Eye wash stations are readily accessible to any area where chemicals are handled.

c) Production line.

Paths frequently used to transport chemicals should be kept free of obstructions.

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Employees transporting chemicals wear clothing or carry equipment that providesaudible or visible signals to other workers to clear the path.This can include wearingbright-colored hats or vests or carrying a device that provides a flashing light ordistinctive sound.

Cement or glue bowls are covered to greatest extent practical or spring-activateddispensers are used.

When not in use, bowls are completely covered.

4. Disposal of chemical and hazardous waste

Workers are trained in the proper method of disposing chemical and hazardouswaste.

Disposal of hazardous materials meets all applicable laws and regulations.

Empty chemical containers should be returned to manufacturer or disposed by anauthorized disposal service.

No empty containers may be made available for use outside the factory.

Empty chemical containers are removed from the production floor several times aday and stored in a designated area until removed from factory grounds.

Chemical waste is stored in covered and labeled receptacles and removed from thefacility on a prompt and regular basis.

Personal protective equipment (PPE) that cannot be decontaminated must bedisposed as hazardous waste.

5. Controlling Chemical Exposure

Factory gives first priority to eliminating hazardoussubstances. Factory gives second priority to installingengineering controls that minimize exposure, such as localexhaust ventilation. Should these controls be insufficient,workers may be required to wear protective equipment such asrespirators, gloves, and eye protection (see section D, Operational Safety).

Factory instructs workers in proper techniques for using local exhaust ventilation.Workers understand the purpose of the equipment, how to check it to ensure properfunctioning, and when to alert mechanics that there is a problem.

There are no strong air currents from windows or fans that interfere with thefunctioning of local exhaust ventilation.

Exhaust fans and ducts are regularly cleaned to prevent the buildup of dust.

Safety Fact In addition to chemicals used in production or forcleaning, other chemicals may pose environmental, health and safetyconcerns.Three examples include: pesticides and biocides used for pestor mold control, PCBs that may be part of electrical transformers andasbestos that may be present in factories as an insulation material.Careful attention should be paid to minimizing exposure of thesechemicals to employees, the community and the natural environment.

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Some chemicals, such as benzene, n-hexane and methanol, are absorbed readilythrough the skin and can cause toxic effects in other parts of the body. Many otherchemicals can irritate the skin upon direct contact.The chemical supplier or theglove manufacturer should be contacted to recommend the appropriate type of gloveor gloves to protect against the various chemicals to which workers may be exposed.Cotton gloves are never suitable protection against organic solvents or adhesives.

Factory ensures that their workers’ cumulative airborne exposures to all chemicalsin the workplace do not exceed applicable exposure limits or guidelines. Factoryconducts periodic air quality testing by the appropriate documented test methods,such as organic vapor monitor badges for solvent vapors or active sampling pumpsfor air contaminants such as isocyanates or chemical dusts.The level of exposure iscompared to a well-known occupational health standard and an exposure fraction isdetermined. If the exposure fraction is near 1.0 or greater, the factory must makeimmediate improvements. Reebok suggests consulting the following regulations andrecommendations: Occupational Exposure Standard (OES) set by the UnitedKingdom, Maximum Allowable Concentration (MAK) set by Germany, PermissibleExposure Limit (PEL) set by the US Occupational Safety & Health Administration,or Threshold Limit Value (TLV) set by the American Conference of GovernmentalIndustrial Hygienists. Reebok adheres to the most stringent international standards.

Eye wash stations

Station wherever there is contact with chemicals, especially nearchemical mixing areas, washing and dyeing areas.

Keep a clear path to the station, assume the worker approaches blindly.

Eye wash station can be used hands-free, and can be activated blindly.

Minimum of 15 minutes of continuous flow, 30 minutes recommended.

One-liter bottles with eyecups are unacceptable eye washes, and they can only be used while getting to a fully-equipped eye wash station.

Station should be inspected regularly to make sure it is in operable condition.Follow manufacturer’s suggested maintenance regimen.

Why use an eye wash station and not a sink?

A sink requires the use of hands to carry water to the eyes, but hands are needed to hold the eyelids open to allow water to bathe eyes.

Sink possibly contains hot water and there is danger of scalding.

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B. Fire safety

A comprehensive fire safety program involves three key elements:

Minimizing fire hazards;

Planning for emergency action — fire notification systems, firefighting equipment, emergency shutdown, evacuation routes andgathering areas;

Training so that workers respond quickly and responsibly in case of fire.

One of the most important ways to reduce the risks of fires is to store and usechemicals properly, as discussed in the previous section.

Workers should be trained to extinguish small, localized fires with appropriateequipment. However, in the event of large fires, or fires involving explosions, workersshould be trained to call professional firefighters and EVACUATE IMMEDIATELY.

To assess fire safety, questions to consider include:

Are exits and stairways wide enough for orderly evacuation during an emergency?

Are stair landings deep enough and wide enough for safe daily use and emergencyevacuation?

Do doors or gates that swing open onto a landing allow for sufficient space fororderly and safe evacuation?

Do stairwell doors allow for reentry?

Are all exit doors kept clear of obstructions on the outside?

1. Training

Evacuation

Reebok requires a minimum of four emergency evacuation drills per year, at leasttwo unannounced, with all drills performed with a power shutdown to test emergencylights and alarm. During the drills, all workers must exit the facilities, includingoffice staff. Factory management should time how long it takes to completely exitthe building, discuss with supervisors how to improve evacuation procedures andcommunicate to the workers how to improve evacuation.

All new workers receive evacuation drill training as part of their orientation to thefactory. Supervisors or trainers can walk the new workers through the route and exitdoor to the designated gathering area outside the factory.

The factory maintains an evacuation drill log which records evacuation time,whether drill was announced or unannounced, and comments on any problems thatwere detected.

The factory maintains records and a written accident investigation of any fires thatoccur.

The production floor must have an evacuation diagram posted that shows evacuationroutes from each area, gathering areas outside, fire extinguisher locations, alarm pullbox locations, and if applicable the location of fire fighting equipment for factoryfire brigade or local firefighters.

Extinguisher training

Supervisors and workers in each production area are trained how to use the fireextinguishers in the factory. Women should be included in the training, as shouldnight shift workers.Training should include actual use of equipment.

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2. Fire Safety Equipment

Fire notification systems are audible in all areas of the factory andare tested at minimum during all evacuation drills.The alarm ornotification system should be audible in all sections of the factory,should be used for fire and evacuation only, and should be distinctfrom any other alarms the factory might have.

Fire alarm system can be activated from the production floor by means of a pull boxor push button. Workers know the location and purpose of the alarm button.

In areas where workers use hearing protection, the factory should add visual orpersonal notification procedures (e.g. flashing strobe lights) to supplement theaudible alarm.

The system should be monitored at a constantly attended location such as the localfire or police station or the alarm company.

There should be a maintenance program carried out by qualified persons, ideally, thecompany that installed the alarm system or a qualified servicing company. Writtenrecords should be kept on site, showing that service and testing have been conductedon a regular basis.

If the factory has a sprinkler system, the factory-wide fire alarm should be activatedwhen the water in the sprinkler system flows.

Extinguisher types and labeling

Fire extinguishers should be labeled with the type of fire for whichthey are to be used and any other information required by law.Recommended system: Class A - Ordinary combustible material fires;Class B - Flammable liquid, gas or grease fires; Class C - Electricalequipment fires.

Extinguishers must be serviced and charged annually by a qualified licensedcompany.

Extinguishers must be inspected visually every month to make sure they are chargedand in good working condition.There should be a tag attached to each extinguisherto record the inspection date and inspector’s name or initials.

Each extinguisher is labeled with operating instructions or they are posted beside it.

Extinguishers are easy to locate because they are identified with a sign that is easilyseen at a distance. If mounted on a column, paint a red band all the way around thepost to allow it to be identified from all directions.

Workers should be within 25 meters (75 feet) of the nearest class A extinguisher forordinary combustible fires, and those working with chemicals should be within 16meters (50 feet) of a class B extinguisher for flammable materials. Class Cextinguishers must be on hand in case of electrical fires.

Class ABC extinguishers are recommended because they are the least hazardous,capable of handling fires of multiple origin.

Where highly combustible materials are stored in small rooms or enclosed spaces,the extinguishers should be located outside the door.

Extinguishers should be mounted within three meters (10 feet) of inside storageareas containing flammable liquids and within 25 meters (75 feet) of outside areascontaining flammable liquids.

Extinguishers should be placed near the storage area for empty chemical containers.

In large open factory floors, extinguishers should be in the work area, not just alongthe walls.

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Machinery, workstations or production material should not block access toextinguishers. It is recommended to paint a yellow box on the floor underneathextinguishers, extending one meter out from the wall, and to instruct everyone thatno product is allowed to be stored in those areas.

Extinguishers should not be mounted so low that they are blocked by workstationsor so high that the shortest workers cannot easily reach them.

Hydrants and hoses

Fire hydrants and hoses are flushed and tested twice a year. Hoses are tagged withdates of inspection, similar to extinguishers.

Fire fighting equipment

Type of Fire Recommended Fire Fighting Materials

Wood, paper, textiles •Water•Class A extinguishers for ordinary combustible material fires

•Fire blanket (for small fires)

Solvent, grease, solvent oil, petroleum •Class B extinguishers for flammable liquid, gas or grease fires

Electrical •Class C extinguishers for electrical equipment fires

•Fire blanket (for small fires)

Factory workers are not professional fire fighters.The factory fire brigade should notbe expected to carry out professional fire fighting duties, which may involve use of self-contained breathing apparatus (SCBA) and work under conditions of dense smoke. Insuch extreme cases, it is imperative that no lives are lost, and that everyone evacuatesuntil the authorities arrive.

3. Emergency Exit Routes

Every worker must have access to at least two exits safely distant from each other.The exits should be far enough apart that in case of a fire near one, workers couldevacuate safely through the other one. OSHA recommends that the distance from themost remote interior area to an exit be no more than 60 meters (200 feet) in ageneral industrial building without sprinklers.

Aisles leading to exits must be at least 70 cm (28 inches) or greater.

The factory should identify high-risk areas and look closely at exit routes to makesure they do not run through boiler rooms or other hazardous areas.

After workers exit a building, the emergency assembly areas should be a safedistance from fire hazards and not situated in the midst of emergency vehicle trafficand activities.

There should be a minimum of three exits in a building with 500 to 1000 workersand four exits or more in buildings of more than 1000 workers.

Indicate exit routes on walls, columns and floors with photoluminescent safetymaterials such as paint, panels and strips. A series of photoluminescent arrowsrunning along the floor is a simple, cost-effective way of communicating to workersthe way to safety in a smoke-filled factory.

The factory keeps stairways, aisles, exit doors and emergency exits (both inside andout) clear of obstructions.

The factory removes its production waste and scrap material from floors, tabletopsand aisles on a regular basis.

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Trash should not be left to accumulate in areas near heat-generating machinery,boilers, furnaces, compressors or in heating system rooms.

Painting a yellow box on the floor one meter in front of electrical control panels andtransformers, exits, fire fighting equipment and potential fire sources is a simple wayof indicating areas to be kept clear.

Empty pallets should be stacked in a specific location and not so high that they riskfalling. Empty pallets should not be stored on their edge or side because they can tipover.

Exit signs and emergency lights

Emergency exits are clearly marked, well illuminated and fitted with emergencylights.

The common standard is an exit sign written in the local language with:• letters 18 cm high,• or external illumination or a photoluminescent front panel, and• brightly colored and visible up to 30 meters or 100 feet.• Emergency lights are required and should be located above exits and in

stairwells. Emergency lights are battery-operated units that operateautomatically when power fails and have a 1.5 hour capacity and 1 foot candleintensity.

Unlocked exit doors

Exit doors and emergency exits are kept unlocked during workinghours, including nighttime if the factory is operating.

It is unacceptable to lock the door and leave a key with a securityguard or supervisor: there is no guarantee that the person with thekey will get to the lock in time during a fire or other emergency.

If a door must be kept locked to prevent entry from outside, there are availabledevices, such as safety doors with alarms, that enable the door to be easily andimmediately opened from the inside.

All exit doors in the factory, other than sliding doors, open outward. Workers cannotexit quickly if they become jammed against a door that opens inward.

Whether a sliding door is acceptable as an exit door should be determined on anindividual basis, taking into account its construction and ease of operation.

Doors and corridors that could be mistaken for emergency exits must be marked —for example: “Not An Exit,” “To Basement” or “Storeroom.” In an emergency,workers should not accidentally use the wrong door.

Corridors that dead end should be no longer than 15 meters (50 feet).These spacescould become death traps for inexperienced, disoriented workers in a smoky,inadequately marked factory.

Good fire safety A factory conducts surprise, unannounced evacuationdrills four times a year at a minimum, or more often if there are manynew employees or if the factory has recently rearranged its productionrooms. Exit routes are marked with photoluminescent arrows on thefloor, which can be seen and followed if there is smoke in the factory.In the event of smoke or loss of power, emergency lights can be crucialto a successful evacuation that saves lives. Emergency lights on exitsigns and in stairwells run on batteries and are tested regularly.

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C. General Factory Conditions

1. Compliance with applicable law.

The factory complies with all applicable laws and regulations regarding structuralsafety and working conditions, including worker health and safety, sanitation, riskprotection, fire safety and electrical and mechanical safety.

The factory maintains on the premises its government license or certificate ofoperations and the records of all health and safety inspections carried out bygovernmental bodies.

2. Three-in-one buildings are prohibited.

A factory cannot have warehousing, production facilities, and dormitory in one building.

3. Space requirements

Workers must have adequate personal workspace for comfortable movement.Thereshould be enough space to push back their chairs to stand up.

There must be a clear passageway of at least 60 cm (24 inches) leading to and fromthe workstation, either to the side or behind the worker.

The individual workstation should never be blocked by work-in-progress such that itis difficult to leave in an emergency.

4. Lighting

Lighting over production lines and in other work areas provides illumination for thesafe performance of all tasks. Background lighting in general areas of the factoryshould be at least 200 lux. Lighting of various production tasks should be 500 to1500 lux or higher, depending upon the nature of the task, color of materials, speedof operation, and demand for accuracy.

Lighting should be centered over production lines.

Lighting should be placed and shaded so that light is evenlydistributed, does not produce glare and does not shine directly intothe eyes of machine operators.

Windows should not be boarded up or blocked except when glare from the sun canbe hazardous to working conditions, then blinds or drapes should be installed.

Windows should be kept clean on the inside and outside.

Persons using ultraviolet light should be protected so that there is no direct line-of-sight exposure.This can be accomplished by both shielding and lowering theultraviolet light. If this cannot be accomplished, workers must be provided withpolycarbonate glasses or goggles that screen out at least 98% of ultraviolet rays.

Safety Fact Using natural light in factory production areas viawindows and skylights can improve worker productivity and saveenergy costs. In a furniture factory in the US, natural light, aircirculation and other improvements over standard factory conditionsled to a 1% sustained increase in productivity, which paid back theimprovement costs with productivity savings in less than one year.Source: Business for Social Responsibility

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5. Ventilation

All work areas have windows, fans, air conditioners or heaters for air circulation,ventilation and temperature adequate for the health of the workers and the safeperformance of their tasks.

Exhaust fans are operated at all times during work hours.

In temperate and warm climates, windows and doors should be keptopen for maximum circulation and exhaust fans should operatethroughout the day. Ceiling fans should be well distributed throughoutthe working space and kept in good working condition. Fans must notinterfere with the operation of local exhaust ventilation systems.

Local exhaust fans, dust collectors and suction pipes should be near the origin ofdust and fumes to prevent inhalation.

Workers must not have their faces located between the origin of dusts/fumes and theexhaust vent.

The factory should have a daily cleaning schedule so that dust does not accumulateon local exhaust fans or in suction pipes and exhausts in grinding areas.

6. Electrical equipment

All electrical services are maintained in accordance with applicable laws or safetystandards. Reasonable precautions have been taken to protect people from improperor accidental contact with sources of electricity.

All electrical junction boxes, outlets and panel boards are properly covered and keptclosed.There is a one square meter cleared area in front of all panels.

Electrical wiring is well insulated and installed not to interfere with workers’ movements.

Permanent wiring for machinery should be encased in metal conduit.

All electrical equipment is grounded. Outlets are grounded.

Outlets or junction boxes should be secure to a permanent structure and notoverloaded or looking like a nest of wires.

Wires do not have insulation that is frayed or deteriorated.

Plugs are in good condition, not frayed or broken.

There can be no loose wiring or extension cords laying across the floor where peoplemust walk.

7. Floor conditions

The floor of every workroom is kept in a dry condition.

All floors in working areas and passageways are free of protruding nails, splinters,loose boards, and unnecessary holes and openings.

Where wet processes are used, there should be appropriate drainage and platforms,mats, or other dry standing places. Appropriate waterproof footwear is provided and used.

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8. Elevators

Elevators are regularly inspected and serviced by qualified licensed personnel.Passenger elevators must be inspected every six months; freight elevators every year.

Government inspectors check elevators and inspection documents are maintained inthe factory office or in the elevator as required by law.

Doors to elevator shaft are locked and unable to open unless elevator car is present.

Load limits and instructions in case of malfunction are posted in the elevator.Control buttons are well marked.

9. Warehouse

Non-hazardous materials are kept in a storage room orfacility that is apart from production lines. (Forchemicals and hazardous material, see Hazardous andCombustible Material section, page 17.)

Materials are stored off the floor, on pallets or shelves.

Materials are not stacked dangerously high.The stacks should not be unstable and indanger of falling on a worker.

The top box in a stack should not be retrieved by shaking the stack until the topitem falls.

Materials should be stored so that workers do not risk a fall greater than 1.8 meters(6 feet) while retrieving items. Safe retrieval methods should be used, including:portable wood or metal ladders in good condition, or mobile ladder stands withguard rails and wheel chocks to brace wheels in place. Persons working above 1.8meters from the ground require safety belts or harnesses.

Cotton thread and fabric must have aisles that permit air circulation in between the rows of boxes. Otherwise, the cotton can become too warm andspontaneously combust.

Fire extinguishers in the storage area must be appropriate for the type of materials.In most cases, this means either a Class A extinguisher or Class ABC extinguisher.

Leadership Practice The factory conducts periodic tests of air qualityto ensure the effectiveness of factory ventilation and a healthy workenvironment.The factory conducts a benchmark assessment todetermine whether the factory’s exhaust ventilation system hassufficient capacity to remove dust and fumes from the air andmaintain a safe environment for workers.

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Achieve Better Safety through Better Purchasing

When a factory purchases machines, chemicals, materials, or other items, there isnaturally an expectation of good quality. A factory should consider health and safety inall its purchases as well. Here are some examples:

When purchasing a new machine, make sure it comes with safety guards. A sewingmachine should have belt guards. If a machine has drums or rollers, they should becompletely enclosed by a barrier guard that interlocks with the drive mechanism ofthe machine (guard can only be opened when machine is stopped). If there areblades, order the installation of blade guards.

Machine noise should be muffled so that it runs below 85 decibels.

Machines should be designed for the average height and reach of workers in thecountry where they will be used. If not, ask manufacturer to make specialadjustments that will increase worker comfort and ability to use machine.

When purchasing chairs and tables, are they ergonomically correct? Are they at theright height for the people who will be using them? The best item to purchase is onethat is adjustable, to account for individual differences.

Chemical suppliers must ALWAYS, WITHOUT EXCEPTION, provide Material SafetyData Sheets (MSDS) that describe the physical properties and health effects of thechemicals.

Inspect all chemical containers for leakage when they arrive, and do not acceptdamaged containers. Return to manufacturer for replacement.

Any materials that are purchased should include basic instructions such as properstorage procedures, guidelines for waste disposal, and expiration date, if any.

If a supplier is unable to supply safety data, then the factory should look for a supplierable to comply with these requirements. For example, a responsible chemicalmanufacturer should know exactly what type of glove is impervious to breakthrough.

Just as Reebok manages its apparel and footwear suppliers for compliance with theReebok Standards, so too should factories manage their suppliers for good safety andexpect assistance with improving the health and safety of the factory.

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D. Operational Safety

1. Assess health hazards and eliminate them to the greatest extent possible.

Factory management or an outside safety professional should survey theentire factory and identify potential health and safety hazards. Aftergathering the data, the factory can analyze the risks present andundertake a program to minimize risk to the greatest extent possible.This may include:

modifying work procedures;

eliminating hazardous substances;

installing safety equipment such as machine guards and local exhaust ventilation;

and, as a last resort:

requiring workers to wear PPE to protect against hazards.

Chemicals, Particles, Ultraviolet light, Light radiation from welding

Body part at risk Eyes and face

Risk Reduction Safety Practice •Substitute safe materials in place of dangerous ones

•Install local exhaust ventilation•Install dust guards•Install splash guards•Shield UV light to eliminate direct worker

line-of-sight exposure•Lower UV lighting closer to work area

Personal Protective Equipment •Shatter-resistant safety glasses with (PPE) side protection

•Protective goggles•Polycarbonate glasses with 98%

ultraviolet protection•Mask or face shield

Breathing in chemical solvent vapors

Body part at risk Lungs, breathing passages


•Install local exhaust ventilation•Install air exchange system

Personal Protective Equipment •Organic vapor respirators(PPE) •Respirators require: health check, fit test,

maintenance program

Dust

Body part at risk Lungs

Risk Reduction Safety Practice •Install dust guards•Install local exhaust ventilation

Personal Protective Equipment •Dust masks(PPE)

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Skin exposure to chemicals; cuts, lacerations;abrasions; chemical or thermal burn

Body part at risk Hands, arms


•Use tools to handle chemicals, not bare skin•Equip machines with protective guards•Develop safety protocols

Personal Protective Equipment •Gloves impervious to chemical, such as (PPE) nitrile, neoprene, polyethylene, PVA, or

Viton (ask chemical manufacturer which glove type provides protection).

•Heat resistant gloves for pressing areas.•Metal mesh gloves for areas with portable

cutters, saws.

Noise (85 decibels or more)

Body part at risk Ears, hearing

Risk Reduction Safety Practice •Loud machines should be muffled whenever possible

Personal Protective Equipment •Ear plugs rated at twice the decibel (PPE) protection needed.

•Ear muffs rated 30% higher than decibelprotection needed.

Falling objects, Electric shock, Sun protection

Body part at risk Head

Risk Reduction Safety Practice •Identify hazardous areas•Post warning signs or install barriers to entry•Store materials safely

Personal Protective Equipment •Hats of various materials that provide (PPE) impact resistance, penetration resistance,

electrical protection

Falling or rolling objects, Electrical hazards, Sharp corners or edges

Body part at risk Feet

Risk Reduction Safety Practice •Identify and mark hazardous areas.•Practice good housekeeping.

Personal Protective Equipment •Protective shoes that guard against (PPE) impact, compression or puncture, or provide

electrical insulation

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2. Machine safety

Safety Devices

All cutting machines are fitted for “two-click” operation.

All presses and heat transfer machines require two-handed operation.Watch operator to make sure the machine requires both hands.Sometimes operators put tape around one button in an attempt to work faster.

Shield guards on grinding and buffing machines

Needle guards and pulley guards on sewing machines

Knife guards on cutting machines

Blade guards on portable cutting machines and table saws

Barrier guards enclose revolving drums or rollers and are interlocked with the drivemechanism.The guard cannot open while the machine is running, nor can themachine re-start if the guard is raised.

Emergency brakes on machines with rollers

All open roll mills are fitted with emergency brake systems if they do not have inter-locking barrier guards that enclose the rollers. An electrical cut-off switch is not suffi-cient — a full brake must be fitted.The safety cut-off wire, bar or cable which stretch-es the full width of the roller is required. Foot brakes and brakes on either side of theroller are unacceptable. Whichever type is installed must meet the two requirements of(1) easy activation by the machine operator and (2) immediate stoppage.

The safety cut-off bar or wire is installed across the width of the machineapproximately 55 centimeters (22 inches) above the top of the front roll and nip(where the two revolving drums almost touch each other).The operator must be able to reach easily the emergency brake at all times.

To make sure the emergency cable is fitted properly, conduct the following test:

1. With the power turned off, position your right hand as high and as close to the top ofthe drum or where the two revolving drums meet. You should be able at this positionto activate the brake easily; if not, the brake is improperly positioned.

2. With power restored and the mill up to full speed, activate the emergency break.The brake should stop the mill almost instantly — the rollers should not have movedmore than 1/8 of a revolution.

Ergonomics

Working in an ergonomically correct environment can improve productivity, reducefatigue, and improve safety.

When purchasing new machines, make sure they are designed for the height andreach of workers in the country where they will be used. If not, ask the manufacturerto make adjustments that will increase worker ability to use the machine.

Provide back support belts to workers using hot press machines and in jobs involving heavy lifting.

Supply padded mats and stools with footrests to workers doingstanding tasks, such as trimming in apparel factories.This allowsworkers to alternate their working position throughout the day. Someworkers are more efficient when sitting, so providing the option canhelp maximize comfort and productivity.

Adjustable chairs and footrests for sewers, to accommodate different heights and allow changes in work position.

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Needle control program

Factory must have a program to collect broken needle parts and ensure that thereare no pieces left in the garments.

One type of program is to use a needle control log, where the needle pieces are tapedonto a form which records date, machine, operator, and any other information thefactory would like to collect.

An alternative method would be to install a metal detector to scan all finishedgarments.This would guarantee garment safety. Factory must still remove all brokenneedle parts from the work area, as they are a safety hazard.

Old needles are not deposited in normal trash bins. Needles must be disposed in aplastic container that is specially labeled for sharp objects. Container is covered toprevent spills.

Machine inspection and safety check

Factory inspects and services production machinery on a regularly scheduled basisas determined by the manufacturer’s requirements. Regular inspection and servicingof all equipment will keep machines operating safely and efficiently and will ensurethat workers have not disabled or removed safety devices.

The factory has established procedures for ensuring that safety devices on allproduction machinery are operational.

Inspection logs and service records are kept on site at the factory for review.Records include compressors, boilers, and all production machines.

Individual machines should have an individual power shut-off switch within reach ofeach operator. For example, workers should not have to stand on an ironing table toreach the emergency cut-off switch for steam lines.

Regular maintenance and cleaning for motors will keep them free of dust, grease,oil or fibers that can be ignited by electrical sources.

3. Prevent accidents during maintenance

Accidents can easily occur during maintenance or construction in the factory.Good pre-planning and monitoring the work site can prevent accidents.

Conduct a hazard analysis before starting a project.

Review the past history of accidents and near-accidents to learn if factory safety procedures are sufficient.

Plan the necessary personal protective equipment (PPE)

Install guards and warning signs around machines.

Use a lock out/tag out system to cut power to machines (see box on the following page).

If no qualified person is on staff, hire an outside expert to conduct project.

Identify workers directly and indirectly affected by the project, communicateexpectations to them, train them to recognize hazardous conditions.

Inspect work area daily for safety. Are safety precautions being practiced? Are adequate guards in place? Is there adequate housekeeping?

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4. Train workers in safety procedures

Factory safety begins with proper worker training. Workers should receive a generalorientation to factory safety practices, as well as instruction particular to their workareas and tasks.

The factory provides all production workers, during orientation and ongoing training,instruction in general factory safety and in the safe operation of their machines.

Workers must be trained and supervised in the safe performance of their assignedtasks before being allowed to operate machinery on their own.

Safety training encourages workers to use PPE where required and instructs themon the reasons for it and how to use it properly, in order to promote widespread andcorrect usage.

Safety instruction includes emergency shutdown procedures for machines.

5. Equip workers with Personal Protective Equipment (PPE) of correct type

The factory safety plan includes an inventory of activities where PPE is required.

The factory supplies PPE at no cost to the workers.

The factory makes it a condition of employment that workers under continuous andhigh level exposure to hazardous chemicals, heat, and noise wear the required PPE.

Workers are disciplined for failing to use PPE.

Supervisors are disciplined for failing to enforce PPE where required.

The factory may charge a fee for lost items if the problem occurs frequently.

Leadership Practice A factory Safety Committee provides awards forline workers who identify work hazards, reviews accident records andrecommends appropriate measures to prevent accidents fromrecurring.The Safety Committee includes managers and workers.

Lock out/Tag out. Machines in need of repair or service must belocked and tagged out of service by a qualified technician.The term“lock out” means that the machinery is both turned off anddisconnected from the power source, and the power-isolating devicemust be locked and/or tagged. For example, lock circuit breakers orswitches into the “off” position during maintenance.The tag shouldvisibly warn that only the authorized technician is permitted to removethe lock to restart the equipment.The technician who locks out themachine must ensure that the machine is completely de-energizedbefore repairs are conducted.

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Factory must provide hearing protection to all workers exposed to 85 decibels ormore for eight continuous hours. If one is standing almost one meter (2 to 3 feet)away from someone speaking in a normal voice and it is difficult to hear the otherperson, then the decibel level is near or above 85. See Hearing Conservation,page 36.

The following list of PPE is illustrative, not comprehensive.

Type of Machinery/Activity Suggested Personal Protective Equipment (PPE)

Embroidery machine, •Ear plugs or earmuffs rated to the necessary Automatic cuffing machine decibel protection (see Hearing Conservation)

Grinding stations, •Masks for protection against dustMidsole buffing •Protective goggles

•Gloves or finger guards for protection against abrasion

•Hearing protection

Fabric cutting •Metal mesh gloves•Masks for protection against dust

EVA and rubber mixing •Masks for protection against dust

Chemical mixing rooms •If air testing indicates risk, use respirators Glue, solvent and primer for protection against organic vapors application (requires a respirator program).

Spot cleaning of garments •Chemical mixing: protective goggles and aprons.Laminating rooms •Gloves impervious to chemical breakthrough.

Consult chemical manufacturer. Recommended types include: nitrile, neoprene, polyethylene,PVA, Viton.

Molding machines •Protective closed toe shoes. Gloves for Sole press machine protection against heat. Recommended types

include: Kevlar, leather, Nomex, terry cloth•Ear plugs or earmuffs rated to the necessary

decibel protection.•Recommended: back support belts

Laundry •Rubber gloves, rubber boots, protective goggles.

Safety Fact 90% of eye injuries on the job can be prevented with theuse of proper personal protective equipment, according to a study ofUS workers in a variety of industries. Source: OSHA

Safety Fact Do factory managers wear personal protective equipment(PPE) when they are on the factory floor? Particularly in situationswhere workers do not fully understand hazards or find working with PPE inconvenient, seeing managers wearing PPE on the factoryfloor can demonstrate to workers that PPE is important to everyone’s safety.

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Hearing conservation

Hearing loss is considered the most widespread and least recognized ofall health problems in the workplace.The best defense against hearingloss is to reduce the noise level in the workplace. Make sure machinesare well-maintained. Buy machines that have low noise levels, orinvestigate whether it is possible to muffle an existing machine with anoise-reducing material.

Workers must not be exposed to noise at or above 85 decibels (dBA) for an eight-hourworkday, or gradual hearing loss will occur. If workers are exposed to levels of noisehigher than 85 decibels, their time of exposure must be reduced below eight hours, orthey must be protected.

Noise level Allowable time without risk of hearing damage

82 dBA 16 hours

85 dBA 8 hours

88 dBA 4 hours

91 dBA 2 hours

94 dBA 1 hours

97 dBA 30 minutes

100 dBA 15 minutes

If the noise level is 85 decibels or more, it is necessary to implement a hearingconservation program.The first step is to perform noise monitoring to determine theexact amount of exposure and to identify the workers who should be included in theprogram.This test can be performed with a sound level meter at different pointsthroughout the day, or with a noise dosimeter, which measures a worker’s exposurecontinuously during the workday.

Provide audiometric tests of those workers identified in noise monitoring who will workin high-noise environments. Establish each person’s baseline audiogram before theybegin work and thereafter perform annual audiograms to test whether hearing loss isoccurring.

The final step is to implement a program of control and train workers in the proper useof protective equipment such as earplugs or ear muffs. If hearing loss does occur, it islikely that more training and enforcement is needed in the factory.

When purchasing earplugs or ear muffs, identify the noise reduction rating, or NRR. Inreality, people may not use the equipment properly.Thus, when buying earplugs, it isrecommended that the NRR be subtracted by seven and then divided by half to find outthe actual protection level. For example:

Ear plugs with NRR = 31 (in a laboratory setting)31 – 7 = 2424 / 2 = 12 decibels of likely actual protection in a factory

Or for earmuffs, 24 x 0.75 = 18 decibels of likely actual protection

If a worker is handling chemicals, the factory must provide earmuffs rather than earplugs, as ear plugs can easily become contaminated.

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E. Emergency Medical Care

Having taken all the precautions possible to prevent accidents andreduce health risks, factories must still plan and be ready for medicalemergencies.

1. Training2. Emergency Procedures3. Documentation4. Medical Personnel5. First Aid Kits

1. Training

Each work area should have supervisors and workers who are professionally trained in first aid and bloodborne pathogens, including staff on the night shift.Bloodborne pathogen training is essential for all first aid providers so that they areaware of the risks of exposure to human blood, such as HIV and hepatitis B, andthey know the appropriate protective measures that they must take when providingfirst aid to others.

It is recommended that 1% of the persons present during any shift are certified in first aid.

First aid trainees must receive Hepatitis B vaccination.

Trainees should receive certificates of training, and copies should be kept in the office.

2. Emergency Procedures

The factory has written emergency procedures for serious injuries that cannot betreated by factory staff or by factory medical personnel.These procedures shouldinclude “who takes whom where, when and how.”

A factory in a trade zone or industrial area with a general clinic for all the zonefactories should have standing orders for transporting injured workers to the clinic.

A factory not in a zone should have a working arrangement with a nearby hospitalor clinic for the treatment of its injured workers.

Supervisors in all production areas should know the emergency medical procedures.

Emergency telephone numbers of medical facilities, ambulance services and localpolice and fire authorities should be posted in visible places near or on thetelephones in the factory.

3. Documentation

The factory maintains a Serious Injury Log that lists information on every injuryrequiring outside medical treatment and/or resulting in lost work time. The SeriousInjury Log should be used by the factory to identify if a pattern of injuries exists.

Factory conducts a full investigation of any serious injury and keeps an accidentreport form on file.

Factory maintains a list of all injuries and illnesses that are treated in the factory,including minor events such as small cuts.The list should include the names of thepersons treated, their jobs, and what activity they were doing at the time of theinjury or illness. If a factory does have a clinic and is able to offer on-site treatmentof minor problems, clinic staff shall maintain a list of all illnesses and injuries thatare treated.This list shall be kept on site for inspection.

Factory keeps records of all workers out on medical leave, regardless of whether the leave is job-related.

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4. Medical personnel

The factory complies with all applicable laws and regulations requiring theemployment or availability of trained medical personnel during working hours.

In factories with medical staff, there must be a procedure for workers to requestaccess to see the nurse or doctor. If access is at the discretion of supervisors, factorymust demonstrate how it ensures that supervisors do not abuse that power to denytreatment. For example, some factories use a sign-up list which workers can sign inthe morning or when they go to the toilet facilities, and the medical staff summonsthose people one at a time.

5. First Aid Kits

First aid kits are accessible to each work area. See box (on thefollowing page) for a list of contents.

First aid kits are each labeled with a list of minimum contents and quantities, so that the kit can be easily checked and restocked.

First aid kits are all stocked as specified.

First aid kits contain a list of everyone in the plant with formal training in first aid.

Designated staff have the responsibility of checking and restocking the first aid kits regularly.

A working guideline is one first aid kit for every 100 workers and one workertrained in first aid for every 100 workers. In addition to this ratio, common sensecan be applied when assessing accessibility — if the first aid kits are far fromproduction then valuable time will be lost in bringing assistance to the worker.

Hazardous operations, such as pressing or cutting, should have a kit stationed in thatwork area.

If the kit is locked, the key must be kept within easy reach. It cannot be held by aperson who may need to leave the production areA. Also, the night shift must be ableto open the first aid kit.

Reebok recommends the kit be kept unlocked during production hours.

Leadership Practice In addition to offering training in first aid andbloodborne pathogens, the factory trains supervisors and selectedworkers in cardiopulmonary resuscitation (CPR).Each production areahas one or more persons capable of performing first aid.

Safety fact In Thailand, a workplace with 200 or more employeesmust have a room for medical treatment staffed by one nurse and adoctor in occasional attendance; a facility of 1000 or more employeesmust have an infirmary with two beds staffed by at least two nursesand a physician.

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First Aid Kit Supplies

The following list of basic first aid supplies is divided into required and optionalsections. Each factory should analyze whether these supplies are adequate, or whetheradditional items are needed.

All supplies, except for scissors and tweezers and medical tape, must be individuallypackaged and sterile.

Each kit is labeled with a list of minimum contents and quantities, so that it can beeasily checked and refilled. Each kit has a written inspection record.

Supplies shall not be kept past their expiration dates.

Medicines

Dispensing medicines depends upon availability of medical personnel, local laws andcustoms, and whether factory is able to assume the risk and expense. It is a benefit toworkers to have basic medicines available, either free or at minimal cost.

F. Worker Health and Hygiene

Providing safe and hygienic facilities is worth the investment, because it can reduceillness and absenteeism. It is especially important when there are dormitories forworkers, as unsafe food or illness can affect a large number of people.

Factories report that supplies such as toilet paper and soap are easily stolen. However,there are many ways to discourage this, such as using liquid soap and toilet paperdispensers that lock.The factory can select a secure system for dispensing thesesupplies, as long as they are provided on a constant basis.

1. Toilet facilities.The factory maintains clean, well-ventilated and private toilets segregated by gender for the use of all factory workers.

Toilets must be sufficient in number and located within the factorybuilding.To determine the number of toilets needed in a factory,calculate six toilets for the first 150 workers, plus one additional toiletfor every 40 workers above that number.This calculation is doneseparately for male and female workers. (For males, up to 1/3 of thenumber of toilets can be substituted by urinals, with one unit or 0.6 m of urinaltrough for each 25 men.)

If toilet facilities for both genders are next to each other, they must be separated bya solid wall that extends from floor to ceiling.

Required:

• Adhesive bandages

• Absorbent pads (minimum 7 cm x7 cm each)

• Antiseptic

• Latex gloves

• Burn treatment (spray, cream, orother, but NOT petroleum jelly)

• Medical adhesive tape

• Scissors

• Tweezers

Optional:

• Absorbent compress (required incutting, pressing areas), minimum80 square centimeters, 70 g waterabsorbency

• Instant cold pack

• Eye covering (either two pads or asingle cover for both eyes)

• Eye wash (15 ml bottle)

• CPR barrier to give CPR withoutexchanging body fluids

• tourniquet

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Toilet rooms must be marked for men and women in the native language of theworkers or easily recognized symbols.

Toilet rooms must be well lighted. A dark toilet is usually a dirty one.

Toilet stalls must have doors for adequate personal privacy.

Toilets must be stocked with toilet paper for Western toilets or clean running waterfor non-Western or squat toilets.

The factory has procedures for keeping the stalls and toilet area clean, dry, and freeof odors throughout the working day. At a minimum, they must be disinfected with abactericide, such as chlorine, twice daily.

Each stall must have a waste bin with a lid that closes, and bins are to be emptiedregularly.

Where appropriate, female toilet facilities must be equipped with facilities forwashing menstrual cloths.

Bathroom floors must be slip-resistant tile or cement, and are to be wet mopped atleast twice daily.

Waste containers must not leak and must be thoroughly cleaned and maintained in asanitary condition. Waste is to be removed as frequently as necessary to maintainsanitary conditions.

Urinals in male toilet facilities must have an adequate water flush and a drain thatis constructed to exclude flies and rodents. At a minimum, the wall and floor aroundand below the urinals shall be constructed of materials impervious to moisture.

Bathroom sinks must provide running water for washing hands.

Anti-bacterial soap is to be provided at all times.

All bathrooms shall be directly ventilated to the outside by a window. Windowsshould be opaque to prevent looking into restrooms from the outside.

If not ventilated directly outside, bathrooms must be ventilated by an adequateexhaust system.

While workers should be free to go to the toilet when they have to, the factory mayestablish procedures to avoid workers congregating at the entrance to the toiletseither to wait for an available toilet or just to talk. If some procedure is instituted, itmust not demean the workers or restrict their individual right to go to the toiletwhen necessary.

The toilet cleaning schedule should not restrict access to toilets.

2. Drinking water.The factory provides safe drinking water in sanitary surroundings for all factory workers during working hours.

Safe drinking water may include: boiled water, a water cooler, drinking fountains,treated water dispensed through a faucet and identified for drinking.

The drinking water should be separate from the toilet area for sanitary precautions.

Water must be dispensed from a sanitary container with a tap. Opencontainers for dipping or pouring water are not permitted.

Workers must not share a common drinking cup.

The factory may institute some rules governing when and where todrink water but cannot deny workers the opportunity to drink water during theworking day.

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3. Kitchen and canteen facilities. Kitchen and canteen facilities, whenprovided, are clean, sanitary and well-lit with seating in a protectedor covered area.

If indoors, the canteen must be well ventilated and if outdoors, it must be covered toprovide shelter from sun or inclement weather.

Kitchen and dining facilities are to be kept separate from sleeping areas.There mustbe no direct opening between them.

Food Handling

A factory is not required by the Reebok Standards to prepare meals for its workers,but if it chooses or is required by local law to do so, it is expected that the facilitieswill be well-maintained and meet basic standards for sanitation and foodpreparation. It will serve food in covered and clean surroundings.

The kitchen manager trains all new workers in hygiene procedures and explains thatill workers must not report to work, to prevent the spread of disease.

Fire extinguishers appropriate to electrical and grease fires should be readilyavailable and staff is trained to use them. Class ABC extinguishers arerecommended.

Any person with a communicable disease, or who is a carrier of organisms thatcause disease or while affected with a boil, infected wound, or acute respiratoryinfection, is forbidden to work in the kitchen in any capacity.

The kitchen must use clean water for cooking, food preparation, washing utensils,and cleaning the kitchen facilities.

Kitchen employees must thoroughly wash their hands and the exposed portions oftheir arms with soap or detergent and warm water before starting work, aftersmoking, eating, or using the toilet, and before and after handling raw meat, rawpoultry, or raw seafood.

Employees shall eat or smoke only in designated areas not located in foodpreparation areas. Employees must use effective hair restraints.

Food, whether raw or prepared, shall be stored in a clean, covered container, exceptduring necessary periods of preparation (with the exception of unprocessed fresh rawvegetables).

Food containers shall be stored a minimum of 15 centimeters (6 inches) above thefloor. Storage areas shall be kept clean.

Food shall be prepared on food-contact surfaces and with utensils that are clean andhave been sanitized.

Raw fruits and raw vegetables must be thoroughly cleaned with clean water beforebeing used.

Kitchen Sanitation

Cleaning and sanitizing equipment, utensils, tableware, and food-contact surfaces canbe done manually or with a dishwashing machine that has been demonstrated toclean and sanitize properly. Where manual cleaning is performed, a detergentsolution is used with a minimum water temperature of 43º C (110º F).

Note that sanitizing is not a substitute for cleaning. If food has not been cleanedthoroughly from the surface, the surface will not be sanitized.

There are two general methods of sanitation: heat and chemicals, each of whichoffers several alternative methods.

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HEAT sanitizing will kill most microorganisms at temperatures of 74º C (165º F) orhigher. Methods include:

a/ Manual immersion for at least 30 seconds in clean, hot water of at least 76º C(170º F).

b/ Automatic dishwasher with a final rinse temperature of at least 82º C (180º F).

c/ Equipment which uses steam at a temperature of at least 93º C (200º F).

CHEMICAL sanitizing uses chemical compounds to destroy microorganisms.There arethree common sanitizing agents. It is important to follow the manufacturer’sinstructions with respect to concentration of the active ingredient, water temperature,water acidity and water hardness. Items to be sanitized should be immersed for at leastone minute in one of the following solutions:

a/ Chlorine solution of 25 to 100 parts per million (ppm).

b/ Iodine solution of 12.5 to 25 ppm iodine (effectiveness depends upon wateracidity).

c/ Quarternary ammonium compound solution (effectiveness depends upon waterhardness).

Be safe: do not combine any of the chemical sanitizing methods listedabove, and never mix ammonia and bleach. Wear rubber gloves duringany manual sanitizing processes. Sinks used for food preparation ordishwashing shall not be used for hand washing or any other purpose.

All equipment and utensils shall be air-dried.Towel drying is notpermitted.

The kitchen should be disinfected with a bactericide, such as chlorine, daily.

Waste containers have a solid, tight-fitting cover, must not leak and must bethoroughly cleaned and maintained in a sanitary condition.

Waste is to be removed as frequently as necessary to maintain sanitary conditions,at least once a day.

All areas, including kitchen, shall have sufficient ventilation to keep them free ofexcessive heat, steam, condensation, vapors, obnoxious odors, smoke and fumes.Intake and exhaust air ducts shall be maintained to prevent the entrance of dust,dirt, and other contaminants.

The kitchen shall be constructed and maintained in such a way as to prevent theentry of rodents and insects. Outside openings shall be protected against the entry ofinsects by tight-fitting, self-closing doors, closed windows, screening, controlled aircurrents, or other means.

Extermination shall be accomplished by eliminating the harborage places of insectsand rodents, by removing or making inaccessible materials that may serve as theirfood or breeding ground, by poisoning, spraying, fumigating, trapping or by any otherrecognized pest elimination method. Kitchen and canteen are fumigated to preventinsect infestations.

No open pesticide or rodenticide bait boxes shall be used in kitchen or canteen.

Detergents, sanitizers and other chemicals shall be stored apart from insecticide androdenticide.They shall be in separate cabinets or rooms that are used for no otherpurpose.They must not be near food, food equipment, or utensils.

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G. Dormitory Conditions

1. Compliance with applicable law

The dormitory complies with all applicable laws and regulations regarding structuralsafety and living conditions, including health and safety, sanitation, risk protection,fire safety and electrical and mechanical safety.

Three-in-one buildings (dormitory, warehouse, production) are expressly prohibited.

License and inspection reports are kept on premises for review.

Dormitory must meet Reebok Standards, in addition to legal requirements.Reebok requires that dormitories be safe, clean, and respect the privacy and dignityof residents.

Dormitory has security for the protection of residents, but it is not used to restrict movement.

2. Fire safety

Evacuation drills are conducted four times a year, at least two ofwhich are at night.

Fire extinguishers are mounted on walls and columns in or near allsleeping quarters and are visible and accessible to the residents.

Dormitory is required to have a building-wide fire alarm.The alarm is audible in allareas of the dormitory and is tested at a minimum during the quarterly evacuationdrills.

Residents should have access to a button or pull-switch to sound the building-widefire alarm.

Fire safety and emergency procedures are part of resident orientation and ongoingtraining.Training should include how to use various types of fire extinguishers.

Fire fighting equipment is inspected regularly and tested annually. Checkextinguishers for tags and operating instructions. Hydrants and hoses are flushedduring evacuation drills at least twice a year.

Every resident has access to at least two exits safely distant from each other. Afterexiting an individual sleeping room, there should be two clearly marked accessibleexits which, like all exits in the factory, open to the outside.

Emergency exit routes are posted and clearly marked in all sections of thedormitory.

Emergency exits are clearly marked, well illuminated and fitted with emergencylights that run on batteries.

All exit doors, other than sliding doors, open out.

Non-exit doors are marked with appropriate labels.

Hazardous and combustible materials are not stored in or near the dormitory or in abuilding in which a dormitory is located.

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3. Emergency Medical Care

First aid kits are accessible at all times, inspected on a regular basisand restocked as needed. First aid kit contains, at a minimum:adhesive bandages, antiseptic, sterile absorbent pads, latex gloves,burn treatment, medical tape, scissors, and tweezers. Each kit islabeled with minimum fill contents and quantity, so that it can beeasily checked and refilled.

Dormitory residents are trained in basic first aid to respond to the health problemsand minor injuries of residents.Trainees each receive a certificate of their certifiedtraining, and copies are kept in factory office.

Emergency phone numbers are posted in visible locations and all residents aretrained how to solicit emergency assistance in case of accident, injury, fire, or othercrisis.

4. Ventilation

Sleeping quarters have windows to the outside or fans, air conditioners or heatersfor a safe and comfortable level of circulation, ventilation and temperature.

Windows in sleeping quarters must open to an outside area (a courtyard isacceptable), not to an internal space like a corridor.

Electricity for fans or heaters should be available to the dormitories during the dayin case ill workers return to their rooms.

The ratio of window area to floor area should be no less than 10%. Operablewindows should comprise at least 5% of floor area.

5. Living space

The living space per resident in the sleeping quarters meets the minimum legalrequirement or local industry standard, whichever is higher.There are no more than12 people per room.

There must be a minimum of 122 cm (48 inches) space in the center aisle of theroom.This will permit people to move between the beds without disturbing otherresidents and will facilitate emergency evacuation.

Each resident has his or her own separate bed or mat. Workers must not share theirbed with another worker on a different shift.

Each resident has a storage space for clothes and personal possessions that can belocked.

There are separate sleeping quarters for male and female workers. Men and womenshould be housed on separate floors where possible.

Each room has or is near to a waste container that closes tightly to prevent entry byinsects or rodents. Waste containers should be emptied when full, or at least twice aweek and containers should be cleaned and disinfected.

6. Lighting

Sleeping quarters are adequately lit and electricity is provided at all times. Lightsshould be sufficient for the space and shaded against glare.

Leadership Practice The factory makes available telephone and mailservice to dormitory residents.There are recreation facilities for sportsand games. Residents participate in deciding dormitory policies.

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Common areas, such as hallways, stairwells and toilet areas, should have some typeof lighting at all times.

7. Toilet and bathing facilities

There are sufficient clean, well-ventilated and private toilets andbathing facilities segregated by gender.

Toilets and bathing facilities are located within the dormitorybuilding.

There should be one toilet for every 15 people.

Toilet areas are cleaned daily with a bactericide such as chlorine, provided by thefactory at no cost.

Toilets are illuminated 24 hours a day.

There must be an adequate supply of water to enable sinks, toilets, and showers tooperate at all times.There should be sufficient water for all fixtures to operatesimultaneously at normal pressure.

Factory provides a minimum of one sink or hand-washing basin for every six people.

An adequate supply of antibacterial soap is provided in hand washing and bathingfacilities.

There should be one showerhead or faucet for every 10 people. Showers have hotand cold water feeding a common discharge line, and shower stalls have doors orcurtains for privacy. Hot water shall be defined as between 43º C (110º F) and 54ºC (130º F) and must not be any hotter, for safety reasons. Shower facilities havefloor drains for wastewater. Showers are disinfected at least once a day.

Floors are made of non-slippery materials and are impervious to moisture.

8. Drinking water

On each floor of the dormitory, the factory provides safe drinking water in sanitarysurroundings for residents.

The drinking water should be separate from the toilet area for sanitary precautions.

9. Laundry facilities

Factory provides hot and cold water to do laundry. A dry area with adequateventilation is provided for drying clothes.

10. Kitchen and dining facilities

Kitchen and canteen requirements in Worker Health and Safety Requirements on page 41 apply to dormitory facilities as well.

11. Freedom of movement

The factory has a written policy that allows residents tocome and go during their off-hours but may set limits tothis right both for the security and the safety and comfortof other residents.

12. Waste disposal

Areas for waste collection are away from living areas.

There are sufficient containers to hold all waste and it is not stored on the ground.Waste is collected at least twice a week.

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Reebok International, Ltd. Human Rights Programs, Reebok International Ltd.,1895 J.W. Foster Blvd., Canton, MA 02021 USA

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