ReebokHR Guide

version 3
reebok human rights production standards
This book is a guide to the
implementation of the Reebok

a guide to the implementation of the
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.
Reebok adopted these standards in 1992 as part of
the company’s long-standing commitment to human rights. They reflect
relevant covenants of the International Labor Organization, input from
human rights organizations and academics, and our own experience. In
developing this policy, we sought to use standards that are fair, that are
appropriate to diverse cultures and that encourage workers to take pride
in their work. It is our experience that implementing these standards
improves worker morale and results in a higher quality work environment
and higher quality products. Reebok applies the Reebok Standards in our
selection of new business partners. For existing business partners, the
Guide to the Reebok Standards is a tool that can be used to measure
and continually improve workplace conditions. While factories are
responsible for compliance with applicable laws and regulations, the
Reebok Standards may in some cases provide for more stringent
regulation of workplace conditions.
In all cases, Reebok’s business partners are required to comply with the Reebok
introduction
Standards and seek to continuously improve workplace conditions.

Factories that wish to outsource or subcontract work on Reebok products must
obtain prior authorization for outsourcing or subcontracting from Reebok.
Complete information about the subcontractor should be provided in a timely
manner. Subcontractors are expected to comply with the Reebok Standards.
Creating a Positive Factory Environment

To assure proper implementation of the Standards, Reebok seeks business
partners that provide detailed, complete information about all production
facilities used. We will take affirmative measures to implement and monitor the
Reebok Standards, including on-site inspection of production facilities, off-site
interviews of workers, and regular reporting requirements for factory
management.
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, as
part of their orientation, receive information about the Reebok Standards
and how to contact Reebok directly. This information is to be posted in a
prominent location in every factory.
Reebok requires that each factory distribute a handbook or post a written
copy of factory rules in order to communicate factory policies directly
to workers.
Reebok Human Rights Guidelines Version 3a 3/03

Factories must publicize and enforce a non-retaliation policy that permits factory
workers to express their concerns about workplace conditions without fear of
retribution or losing their jobs. Workers should be able to speak without fear directly
to factory management or to Reebok representatives.
Factories ought to employ disciplinary measures that are based upon positive
incentives rather than punitive measures. Monetary fines are prohibited. Threats are
prohibited. Positive incentives are the optimal way to create a climate of good
morale 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 that
our suppliers adopt key processes that will strengthen their internal systems and resolve
and prevent problems. We strongly recommend that every factory develop these
recommendations 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 and
focus 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 cases
where there are migrant workers, it is essential that the factory offer extended
support 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, one
that is based upon the principle of non-retaliation, has the option of anonymity, and
offers a reporting option other than a direct supervisor. The system will only function
properly if it is taken seriously and workers know that their problems and sugges-
tions will receive a response. A properly functioning problem solving mechanism will
uncover personal disputes and allegations of harassment. Individual cases may
demonstrate 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 by
management, and they will further strengthen a factory’s internal communications.
About the Guide

Each Reebok Standard is divided into sections with explanatory text that demonstrates
practical application in a factory. Special highlighted sections on Leadership Practices
describe 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 information
regarding compliance.
Questions about the contents of the Guide or suggestions for improvements to it should
be directed to Reebok’s Human Rights Programs. Please send your questions or
comments to: Human Rights Programs, Reebok International Ltd., 1895 J.W. Foster
Blvd., Canton, MA 02021 USA.
A Guide to the Implementation of Reebok Human Rights Production Standards,
Third Edition
© 2001 Reebok International Ltd., All rights reserved.

1. Non-discrimination 4
Reebok will seek business partners who do not discriminate in hiring and
employment practices, and who make decisions about hiring, salary, benefits,
training opportunities, work assignments, advancement, discipline, termination and
retirement solely on the basis of a person’s ability to do the job.
2. Working Hours/Overtime 5
Workers shall not be required to work more than 60 hours per week, including
overtime, except in extraordinary circumstances. In countries where the maximum
workweek is less, that standard shall apply. Workers shall be entitled to at least one
day off in every seven-day period. Adherence to this Reebok Standard is a sign that
factory management efficiently organizes its production planning and workflow.
3. No Forced or Compulsory Labor 8

No factory making Reebok products shall use forced or other compulsory labor,
including labor that is required as a means of political coercion or as punishment
for holding or for peacefully expressing political views. Employers will maintain
sufficient hiring and employment records to demonstrate and verify compliance with
this provision. Reebok will not purchase materials produced by any form of
compulsory labor and will terminate business relationships with any sources found
to utilize such labor.
4. Fair Wages and Benefits 10

Reebok will seek business partners committed to the betterment of wage and benefit
levels to the extent appropriate in light of national practices and conditions. Reebok
will not select business partners who pay less than the minimum wage required by
applicable law or who pay less than the prevailing local industry wage.
5. No Child Labor 12
Reebok 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
contents
for completing compulsory education in the country of manufacture,

whichever is higher.
6. Freedom of Association 13
Reebok will seek business partners that share its commitment to the right of
employees to establish and join organizations of their own choosing. Reebok
recognizes and respects the right of all employees to organize and bargain
collectively.
7. Non-Harassment 15
Reebok will seek business partners that treat their employees with respect and
dignity. No worker will be subject to any physical, sexual, psychological, or verbal
harassment or abuse.
8. Safe and Healthy Work Environment 16

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

1. Non-discrimination
Reebok will seek business partners who do not discriminate in hiring and
employment practices, and who make decisions about hiring, salary, benefits,
training opportunities, work assignments, advancement, discipline, termination
and retirement solely on the basis of a person’s ability to do the job.
A. The factory hires workers on the basis of individual skills and does
not discriminate on the grounds of gender, race, religion, age,
disability, sexual orientation, nationality, political opinion, caste,
Section 1: Non-discrimination
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 workplace
conduct and behavior.
The factory has a system that effectively enforces its written policy
against discrimination.
B. Factory practice should reflect policies that help prevent

discrimination against women.
4 Employers will not prohibit or discourage the employment of married

or pregnant women.
Women must not become targets of discrimination in determination of
wages, promotion and job assignment.
NOTE: Gender imbalance in one section of a factory is not by itself evidence of
discrimination, but what is unacceptable are sweeping statements like: “this is man’s
work;” “it’s too hard for a woman;” “women make better stitchers than men
because 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 where
required by national law). Information arising from pregnancy testing will not be
used as a factor in hiring, reassigning, firing or making other employment decisions
to the detriment of the worker.
Employers will not condition hiring or continued employment on the use of
contraception.
Reasonable accommodation will be made in the event of pregnancy. Employers will
ensure that pregnant women are not engaged in work that creates substantial health
risks.
Employers will not, on the basis of a woman’s pregnancy, make decisions that result
in dismissal, threat of dismissal, loss of seniority, reassignment to hazardous tasks,
or deduction of wages.

C. The factory pays wages, bonuses, allowances and all other forms
of compensation to workers based on job performance,
demonstrated skills, and abilities.
There shall be no differences in job assignments, compensation, and benefits
attributable 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 and
Section 2: Working Hours/Overtime

experience who perform the same task.
D. The factory promotes, disciplines, assigns work, terminates

employment and provides for retirement on the basis of
individual job performance and behavior.
Line workers qualified by length of employment and performance criteria should
have the opportunity to be considered for supervisory positions.
The determining criteria for dismissing workers must be explicit and must not
discriminate.
Leadership Practice The factory management adopts a non-

discrimination policy, posting it for workers to see in a language that
they can read. The factory implements a training program on how to
assess workers’ performance objectively.
2. Working Hours/Overtime
Workers shall not be required to work more than 60 hours per week,
including overtime, except in extraordinary circumstances. In countries where
the maximum workweek is less, that standard shall apply. Workers shall be
entitled to at least one day off in every seven-day period. Adherence to this
Reebok Standard is a sign that factory management efficiently organizes
its production planning and workflow.
A. Workers work less than 60 hours in a week, except in

extraordinary circumstances, or abide by applicable law
on working hours, whichever is stricter. Extraordinary
circumstances are defined as situations that could not
have been anticipated such as natural disasters, political
upheaval, or mechanical failures.
If the employer repeatedly requires work hours in excess of 60 in order to
respond 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 expected
duration of any extraordinary circumstances requiring work in excess of
60 hours per week.
Employers shall be able to provide explanation for all periods when the
extraordinary circumstances exception has been used.

Employees should not be required to work in excess of 10 hours a day. Twelve to
fourteen-hour workdays are neither good for the health of the workers nor are
they 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 other
factories producing similar goods. If it does, then this may raise questions about
the factory’s production planning and commitment to the health and safety of its
workers.
Upon hiring new employees, the factory must disclose the regular hours to be
worked per day, the applicable wage rate, the policies regarding overtime hours
and overtime pay rates.
Employers must be able to provide appropriate payroll records and time cards to
verify actual hours worked on a regular and overtime basis.
Employee time cards, payroll, and other relevant records are maintained on site
for at least one year.
Accurate and reliable recording systems such as electronic swipe cards or time
cards shall document time worked by all employees.
Under extraordinary circumstances, employers will make efforts to secure
voluntary overtime.
B. The factory complies with all applicable laws, rules, and

regulations on maximum working hours, premium rates for
overtime compensation, and prohibited tasks for specific
groups of workers.
6
Employers must comply with applicable laws restricting work hours and
restricting overtime hours on a daily, weekly or monthly basis.
Employers must identify jobs in the factory that have demonstrated higher
incidences 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 they
involve processes and tasks that are physically demanding and difficult.
The factory must be able to identify particular jobs that are unsafe for women
and ensure that women are not engaged in work that creates substantial risks to
their reproductive health. In the sections where such work is done, factory
management 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 in
writing – of its policy on overtime work and overtime compensation rates.
The employer must indicate the conditions under which workers may exercise their
right to refuse overtime without threat of punishment, penalty, dismissal, change
of work assignment, deductions from earned income, or denial of the opportunity
to work overtime in the future.
Workers should not have to agree to excessive overtime requirements in order to
secure employment.
Employer personnel practices will demonstrate an effort to maintain a level of
staffing that is reasonable in view of predictable or continuing fluctuations in
business demands.
Positive incentives will be used to encourage overtime work. Negative incentives
or punitive actions will not be used to induce overtime.

D. The factory pays wage rates for overtime that exceed rates for
regular working hours and meet all applicable laws and regulations
or the local industry practice, whichever is greater.
Employees will be paid for all hours worked. Calculation of hours worked must
include 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 legally
prescribed workday in accordance with law. The rate for overtime hours beyond the
first two hours is usually higher than the rate for the first two hours; weekend and
holiday 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 an
even higher rate.
Wages based upon piecework calculations must equal to or exceed the wage rate
that 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 and
explain 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 required
by law or set by industry practice, whichever is greater.
As in other aspects of pay and working hours, the factory must communicate leave
and holiday policy at the time of employment.
7
Leadership Practice Workers are given a copy of their letter of
employment and an employee handbook which describes the
terms of employment, annual and sick leave, regular hours to be
worked per day, the applicable wage rate, overtime policy
including the right to refuse overtime work, holidays, benefits,
promotion process, discipline process, grievance procedure and
policy on termination.

3. No Forced or Compulsory Labor
No factory making Reebok products shall use forced or other
compulsory labor, including labor that is required as a means of political
coercion or as punishment for holding or for peacefully expressing political
views. Employers will maintain sufficient hiring and employment records
Section 3: No Forced or Compulsory Labor
to demonstrate and verify compliance with this provision. Reebok will not
purchase 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, indentured

labor, or bonded labor in any aspect of the production or
procurement process.
In China, workers cannot be participants in “Forced-In-Camp Employment
Programs” or be assigned to the factory as part of an “administrative” action
brought by the local or provincial police.
B. Employers shall not bind workers to employment as a condition

of fulfilling a debt to a third party or to the employer.
Workers will be compensated for their work directly through the provision of cash
or its equivalent. In-kind compensation is permissible, if local law permits, so long
as 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, and
advances shall not bear any interest.
8 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 continuing
remuneration, consideration or other return from the employer.
Factories must demonstrate careful precautions not to purchase any components
produced 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 earnings
be held back until the contract is completed. Alternatively, an incentive system to
retain 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 their
contract has been completed.
Factories must not hold personal identification documents to guarantee that
workers – particularly migrant workers – will not leave.
Workers will retain possession or control of their passports, identity papers, travel
documents or any other personal legal documents. Employers may obtain copies
of original documents for record-keeping purposes.

Employers will provide, at employee request, secure storage for employee
documents. Such storage will be freely accessible to workers.
There can be no employment terms that in any way punish workers for
terminating their employment (including contracts, recruitment arrangements,
Section 3: No Forced or Compulsory Labor

or any other instruments).
Factories shall not deduct any recruitment fees from workers.
D. Workers must have the freedom of movement during the course

of their employment.
Workers may live in non-employer owned or controlled
residences.
The freedom of movement of workers who do live in
employer-owned or controlled residences will not be
unreasonably restricted. The factory should impose no
conditions upon migrant workers housed by the factory to stay against their will
until their contract is finished.
If factory entrances are locked or guarded to prevent non-employee access to the
premises for security reasons, employees will have free egress at all times.
Workers will have the freedom to leave the factory premises during the workday
while they have their meal breaks.
Employers are prohibited from any other practices that restrict a worker’s
freedom of movement, including physical or mental coercion, deposits,
unreasonable financial penalties or recruitment fees, and access to and renewal 9
of identity papers and/or work permits or other legal identification documents.
E. The factory assists foreign nationals or domestic migrant workers

with obtaining and renewing proper work permits or visas.
The factory must employ workers, whether foreign or domestic, in full compliance
with applicable law.
The factory should facilitate the renewal of permits or visas. This may include
tracking when permits or visas expire, and then allowing workers time off and
providing transportation for them to undertake the renewal process.
Leadership Practice A factory that employs foreign nationals creates

an institutionalized system to assist workers with renewing visas. As
part of such a system, the factory distributes the following information
to foreign workers: the phone number and address of their embassy,
the phone number of hotlines or shelters, and information on how to
safely remit money to their homes.

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

Section 4: Fair Wages and Benefits
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 the
factory 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 when
such exemptions are permissible under applicable law.
Workers who work the legally prescribed workday in one factory cannot be transferred
to 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 wage
structure should meet or exceed the wages of other comparable facilities in the area
producing goods for the export market.
All compensation shall be paid in a timely manner within thirty days or less as required
by applicable law.
10 Factories shall not use monetary fines as disciplinary measures.

The cost of uniforms, tools, and any other equipment required for work shall be the
obligation of the employer. The employer may charge reasonable fees for items lost due
to worker negligence.
B. A training wage, if paid, shall not be less than the minimum wage and
the 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 new

workers 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 or
housing or transportation.
Deductions for services to employees will not exceed the cost of the service to the
employer. 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 the
recruitment agency and then recover this expense by deducting the fee
from the worker’s wages.

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 and
reported accurately.
Workers will have access to understand-
able information about their wages
Section 4: Fair Wages and Benefits

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 to
workers 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 of
calculating length of service to determine the benefits to which workers are entitled.
All legally mandated deductions for taxes, social insurance, or other purposes will be
deposited each pay period in the legally defined account or transmitted to the legally 11
defined agency. This includes any lawful garnishments for back taxes. The employer
will not hold any of these funds over from one pay period to the other unless the law
specifies that the deposits are to be made less frequently than pay periods (monthly
deposits, weekly pay, etc.). If the law does not specify, then deposits will be made
before the next pay period in all cases.
All voluntary deductions such as saving clubs or loan payments will be credited to
proper accounts and employers will not hold funds illegally or inappropriately.
Workers will be paid for holidays and leave as required by applicable law.
Leadership Practice The factory has a pay structure that

acknowledges a combination of a worker’s length of service, skills, and
productivity. The factory management recognizes that pay structures
that provide no acknowledgement for long-serving workers often lead
to poor morale. Likewise, pay structures that lack incentives for
quality workmanship and productivity give employees little reason to
increase productivity. Factories that find the right balance between
these incentives are inevitably the most profitable as well as the most
pleasant for workers.
Note to factory management: Inspect your own payroll. Does it

provide incentives for workers to work carefully and efficiently? Does
your compensation plan encourage workers to stay with your factory
and apply the skills and experience they have developed over time?

5. No Child Labor
Reebok 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 or

who meet the legal minimum working age, whichever is higher.
The factory will provide access to personnel files and age
documentation of all workers.
Section 5: No Child Labor
The factory will have a system in place to track the age of all workers
between 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 or
vocational education programs, and employers will be able to verify that these are
legally recognized programs. Informal arrangements, which result in school age
students working in a factory prior to reaching the age for completing compulsory
education, are not acceptable.
B. The factory has established procedures for verifying the age of all
employees and maintains in each employee’s personnel file
independent documentation of age.
Upon hiring new employees, the factory must require that each worker show an
12 original document to verify age. This document can be a national identification
document, birth certificate, educational certificate, residence document indicating
name and age of members of a household, a certificate from the police attesting to
lack 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 kept
in the worker’s personnel file.
In areas where falsification of age documentation is common, factories should
obtain a second means of verification.
C. The factory must observe all applicable laws regarding restrictions

on the labor of workers below age 18.
Employers will comply with legal restrictions that apply to young workers, i.e., those
between the minimum working age and the age of 18, including regulations related
to hiring, working conditions, types of work, hours of work, proof of age
documentation, and overtime.
Employers will have a system for identifying work stations and operations that are
inappropriate for young workers according to applicable laws.
Employers will ensure that all workers engaged in operating or working close to
hazardous equipment, working at dangerous heights or lifting heavy loads, or
exposed 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 factory
work area at any time, unless they are part of a guided school group tour or other
such unusual event. Children must not visit parents in factory production areas.

Leadership Practice Factory routinely obtains a second means of verifying
age, such as a government identification card or birth certificate and a
school diploma. One or more of the identification documents includes a pho-
tograph. Factory obtains all relevant documents prior to the commencement
of work and takes proactive steps to insure the veracity of the documents.
Section 6: Freedom of Association

6. Freedom of Association
Reebok will seek business partners that share its commitment to the right of
employees to establish and join organizations of their own choosing. Reebok recog-
nizes and respects the right of all employees to organize and bargain collectively.
A. The factory does not refuse employment to otherwise qualified workers

because 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 otherwise

coerce or threaten workers seeking to form or participate in workers
organizations.
Factory decisions about work opportunities and overtime assignments cannot be made 13
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 or

military force to obstruct workers’ right to freedom of association.
Workers’ organizations have the right to conduct their activities and elect
their representatives without employer interference such as the presence
of factory management or factory designees at organizing meetings.
Factory management will not impede workers’ right to peaceful organization by
outsourcing work performed by union members. Shifting production from one site to
another for the purpose of retaliating against workers who have formed - or are
attempting to form - a union is not acceptable.
Workers are free to meet and discuss workplace issues in the factory during their breaks
and before and after work. They may communicate their concerns about factory practices
to management, choose representatives to organize workers, inspect working conditions,
engage in dialogue with factory management, and carry out other organizing activities
that do not disrupt factory production.
The employer will not interfere with the right to freedom of association by controlling
workers’ organizations or favoring one workers’ organization over another.
In cases where a single union represents workers, the employer will not interfere in any
way with workers’ ability to form other organizations that represent workers.

Employers will comply with applicable laws and regulations concerning collective
bargaining and free association. Where conflicts are known to exist, employers will
use the standard that provides the greatest protection for workers.
Employers are not required to take an active role in supporting workers’ efforts to
associate or organize, but employers must assure that workers can exercise their
right 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 union
Section 6: Freedom of Association
activities, although they may increase wages and benefits for all workers at a time
when 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 and
formation 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 towards
workers than those of laws and regulations. However, Reebok does not recognize
provisions of collective bargaining agreements that may be less favorable than
applicable laws.
14
Employees shall be able to raise issues regarding CBA compliance by the employer
without 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 their
members, 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 their
functions, 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 resolving
disputes in the workplace, whether between co-workers or between workers and
supervisors. Workers should have the ability to report problems to a person or
committee other than a direct supervisor. This system should be communicated both
verbally and in writing to the workers.
The factory must adopt and communicate a non-retaliation policy that guarantees
that workers who report on problems or abuses do not suffer negative consequences.
Leadership Practice The factory has a union, grievance council or

worker-management dispute resolution committee consisting of
representatives freely chosen by workers that receives and investigates
workplace grievances. This body allows for worker participation in
factory management decisions and actively pursues any allegations of
retaliation against workers who have reported problems. Worker
grievances are resolved in a timely manner and recurring complaints
do not arise regarding the same or similar issues.

7. Non-Harassment
Reebok will seek business partners that treat their employees with respect
and dignity. No worker will be subject to any physical, sexual, psychological,
or verbal harassment or abuse.
A. The factory has a functioning, written non-harassment policy.

Factory management does not condone, create, or contribute to an
intimidating, hostile, or offensive work environment.
A written policy defines the specific behaviors that are forbidden.
Employers shall not use physical discipline (or threats of physical
Section 7: Non-Harassment
discipline), 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 other
verbal or physical contact of a sexual nature.
Employers will neither offer nor condone preferential work assignments or other
preferential treatment of any kind in actual or implied exchange for sexual relationship,
nor subject employees to prejudicial treatment of any kind in retaliation for refused
sexual advances.
Security practices will be gender-appropriate and non-intrusive.
Access to food, water, toilets, medical care or health clinics or other basic necessities
will not be used as either reward or punishment.
Employers will not unreasonably restrain workers’ freedom of movement including
movement in canteens, during breaks, using toilets, accessing water or medical services. 15
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 investigative
procedures.
Employers will provide periodic training workshops to managers and supervisors on the
factory’s non-harassment policy. This training will also include instructions for
appropriate disciplinary measures.
C. The factory has standard reporting and disciplinary procedures for

implementing 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 steps
such as verbal warning, written warning, suspension, and termination. Any exceptions to
this rule, e.g., immediate termination for theft or assault shall be in writing or clearly
communicated to workers.
Employers will maintain written records of disciplinary measures taken.

8. Safe and Healthy Work Environment
Contents
Introduction and general requirements for a safe and healthy work environment
Section 8: 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 healthy
workplace that does not expose workers to hazardous conditions.
This Reebok Standard covers a broad range of factory conditions and practices that
primarily affect employee health and safety, but also contribute to the safety and health
of the surrounding community and environment.
The specific and quantitative requirements of the Reebok Standard are based on
common practice, regulatory requirements, consultation with local or regional
occupational health experts, and the recommendations of public and private bodies and
other national standard-setting bodies around the world (for example, the United States
16 Occupational Safety and Health Administration, OSHA).
Around the world, leading manufacturers have found that environmental, safety and
health programs can improve business operations and reduce costs, while creating safer
working conditions, eliminating environmental hazards to workers and achieving more
efficient use of natural resources. These leading manufacturers provide workers with
thorough training, appropriate to their job responsibilities, about the importance of safe
and healthy work practices and the obligations of the employer and the worker in
sustaining a safe and healthy factory.
This Reebok Standard requires that factories conduct effective training and
communicate information to workers regularly. Oral training, videos, announcements
and written material should be supplemented by posters and other graphic aids
prominently displayed in the factory so that workers with limited literacy understand
factory safeguards.
Reebok holds factory management responsible for full implementation and
enforcement of all safety procedures and recommends that management involve
workers 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 certificates
and permits on site.
Factories post any health and safety information required by law in the language of
both workers and supervisors.
All safety and accident reports must be kept on site for one year.

Safety Fact Many factories have safety committees comprised of both
supervisors and workers who inspect safety conditions and recommend
improvements. Committees comprised of workers and selected by

workers can be the most effective at ensuring a healthy and safe work
environment. No one is more motivated than workers to create a safe
workplace; entrusting workers with this role facilitates more
productive worker-management relations.
A. Management of Hazardous and Combustible Materials
By reducing use and emissions of chemicals, and improving the handling

of hazardous materials, factories can produce a number of economic
and environmental benefits, including reduced health and safety risks to
employees, minimized damage to or contamination of property, and
reduced 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 costs
of registering the materials, training employees in safe use and insuring against
hazardous releases;
reduce the number of products used for similar purposes, such as cleaning;
minimize waste in use of hazardous materials by using inventory control and
ensuring that workers use work practices that minimize waste and use materials 17
efficiently;
minimize risk of accidents and health problems by providing training and ongoing
communication about safe practices and how to handle emergency situations.
This section includes the following topics:

1. Chemical Management System
2. Chemical Storage
3. Chemical Use in Production
4. Disposal of Chemical and Hazardous Waste
5. Controlling Chemical Exposure
Safety Facts Training for new workers is important for factory safety
and productivity. 40% of injuries in US factories involve workers
employed less than one year on the job. Most injuries result from
inadequate training in the use of equipment.
Source: US Occupational Safety and Health Administration
A major consumer products company with factories around the world

reduced its emissions 75% between 1990 and 1994. They did this
through chemical substitution, process modification, product redesign
and installation of pollution control equipment. Even in countries like
India, Turkey, and China, where many of these actions were not
required by local laws, they reduced risks and saved money.
Source: Business for Social Responsibility

1. Chemical Management System
Factories maintain a current list of Material Safety Data Sheets (MSDS) in the
local 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) of
all ingredients which have been determined to be health hazards and which comprise
1% or greater of the composition; OSHA Permissible Exposure Limit (PEL), the
ACGIH Threshold Limit Value (TLV) and any other exposure limit used by
manufacturer; physical data (boiling point, vapor pressure); reactivity; fire data
(flash point, explosive limits, fire fighting procedures); signs and symptoms of
exposure; primary route(s) of entry; first aid procedures; general precautions for
safe 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 an
eyewash station available for workers (see page 21 for a description). The station
should be located nearest the area where the largest volume of that chemical is
handled, such as a chemical mixing room or the laundry area.
Every time a chemical spill or other type of incident or near-incident occurs, factory
management investigates, completes an accident investigation form, and determines
18 how to prevent future incidents.
Safety Fact Material Safety Data Sheets (MSDS) for all chemicals
are kept in the chemical mixing room, spot cleaning area, or other
accessible location for reference by workers, who may require
emergency instructions for treating overexposure or cleaning spills.
Every time a new chemical is introduced to the factory, its MSDS is
made available. MSDS are kept up-to-date and maintained in good,
legible condition.
2. Chemical Storage
Chemical storage rooms do NOT have floor drains. Spills should not go directly into
sewer 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, dry
room, separate from the production lines, production materials and employee areas.
No chemical containers, full or empty, should be stored in stairwells, near production
lines, or in wet process areas such as dyeing or laundry facilities. Incompatible
chemicals 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 of
materials in the room.
Hazardous and combustible material is not stored in the dormitory.

Chemical storage has absorbent materials available to control spills, and cleaners
that 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 separate
from the laundry operation floor. When the laundry uses bulk storage tanks, the

storage areas should be equipped with adequate spill containment.
Chemical storage and mixing areas are electrically grounded with rubber floor mats
or other surfaces that minimize friction.
Chemicals in metal containers are transported in a manner that avoids friction. They
should never be dragged across a cement floor, which could generate sparks that can
ignite 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 of
products.
Storage areas are regularly checked for obsolete and expired chemicals.
Factories with underground storage tanks should work with local regulatory
agencies to determine the requirements for monitoring, removal of failed systems
and 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 19
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 other
hazardous materials. The procedures are posted for workers to read.
a) Mixing areas
Chemical mixing stations are situated in a separate, well-ventilated space a safe
distance from the production lines.
Windows in chemical mixing areas should be kept open unless wind or drafts
interfere with the operation of local exhaust ventilation.
Chemical mixing areas are equipped with air pressure mixers. No electrical
equipment, 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 an
ecological 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.

Employees transporting chemicals wear clothing or carry equipment that provides
audible or visible signals to other workers to clear the path. This can include wearing
bright-colored hats or vests or carrying a device that provides a flashing light or
distinctive sound.
Cement or glue bowls are covered to greatest extent practical or spring-activated
dispensers are used.

When not in use, bowls are completely covered.
Safety Fact In addition to chemicals used in production or for

cleaning, other chemicals may pose environmental, health and safety
concerns. Three examples include: pesticides and biocides used for pest
or mold control, PCBs that may be part of electrical transformers and
asbestos that may be present in factories as an insulation material.
Careful attention should be paid to minimizing exposure of these
chemicals to employees, the community and the natural environment.
4. Disposal of chemical and hazardous waste

Workers are trained in the proper method of disposing chemical and hazardous
waste.
Disposal of hazardous materials meets all applicable laws and regulations.
Empty chemical containers should be returned to manufacturer or disposed by an
authorized disposal service.
No empty containers may be made available for use outside the factory.
20 Empty chemical containers are removed from the production floor several times a
day and stored in a designated area until removed from factory grounds.
Chemical waste is stored in covered and labeled receptacles and removed from the
facility on a prompt and regular basis.
Personal protective equipment (PPE) that cannot be decontaminated must be
disposed as hazardous waste.
5. Controlling Chemical Exposure

Factory gives first priority to eliminating hazardous
substances. Factory gives second priority to installing
engineering controls that minimize exposure, such as local
exhaust ventilation. Should these controls be insufficient,
workers may be required to wear protective equipment such as
respirators, 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 proper
functioning, and when to alert mechanics that there is a problem.
There are no strong air currents from windows or fans that interfere with the
functioning of local exhaust ventilation.
Exhaust fans and ducts are regularly cleaned to prevent the buildup of dust.

Some chemicals, such as benzene, n-hexane and methanol, are absorbed readily
through the skin and can cause toxic effects in other parts of the body. Many other
chemicals can irritate the skin upon direct contact. The chemical supplier or the
glove manufacturer should be contacted to recommend the appropriate type of glove
or 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 chemicals
in the workplace do not exceed applicable exposure limits or guidelines. Factory
conducts periodic air quality testing by the appropriate documented test methods,
such as organic vapor monitor badges for solvent vapors or active sampling pumps
for air contaminants such as isocyanates or chemical dusts. The level of exposure is
compared to a well-known occupational health standard and an exposure fraction is
determined. If the exposure fraction is near 1.0 or greater, the factory must make
immediate improvements. Reebok suggests consulting the following regulations and
recommendations: Occupational Exposure Standard (OES) set by the United
Kingdom, Maximum Allowable Concentration (MAK) set by Germany, Permissible
Exposure Limit (PEL) set by the US Occupational Safety & Health Administration,
or Threshold Limit Value (TLV) set by the American Conference of Governmental 21
Industrial Hygienists. Reebok adheres to the most stringent international standards.
Eye wash stations
Station wherever there is contact with chemicals, especially near

chemical 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.

B. Fire safety
A comprehensive fire safety program involves three key elements:
Minimizing fire hazards;

Planning for emergency action — fire notification systems, fire

fighting equipment, emergency shutdown, evacuation routes and
gathering 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 use
chemicals properly, as discussed in the previous section.
Workers should be trained to extinguish small, localized fires with appropriate
equipment. However, in the event of large fires, or fires involving explosions, workers
should 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 emergency
evacuation?
Do doors or gates that swing open onto a landing allow for sufficient space for
orderly and safe evacuation?
Do stairwell doors allow for reentry?
Are all exit doors kept clear of obstructions on the outside?
22
1. Training
Evacuation
Reebok requires a minimum of four emergency evacuation drills per year, at least
two unannounced, with all drills performed with a power shutdown to test emergency
lights and alarm. During the drills, all workers must exit the facilities, including
office staff. Factory management should time how long it takes to completely exit
the building, discuss with supervisors how to improve evacuation procedures and
communicate to the workers how to improve evacuation.
All new workers receive evacuation drill training as part of their orientation to the
factory. Supervisors or trainers can walk the new workers through the route and exit
door 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 that
were detected.
The factory maintains records and a written accident investigation of any fires that
occur.
The production floor must have an evacuation diagram posted that shows evacuation
routes from each area, gathering areas outside, fire extinguisher locations, alarm pull
box locations, and if applicable the location of fire fighting equipment for factory
fire brigade or local firefighters.
Extinguisher training
Supervisors and workers in each production area are trained how to use the fire
extinguishers in the factory. Women should be included in the training, as should
night shift workers. Training should include actual use of equipment.

2. Fire Safety Equipment
Fire notification systems are audible in all areas of the factory and
are tested at minimum during all evacuation drills. The alarm or
notification system should be audible in all sections of the factory,
should be used for fire and evacuation only, and should be distinct

from any other alarms the factory might have.
Fire alarm system can be activated from the production floor by means of a pull box
or push button. Workers know the location and purpose of the alarm button.
In areas where workers use hearing protection, the factory should add visual or
personal notification procedures (e.g. flashing strobe lights) to supplement the
audible alarm.
The system should be monitored at a constantly attended location such as the local
fire or police station or the alarm company.
There should be a maintenance program carried out by qualified persons, ideally, the
company that installed the alarm system or a qualified servicing company. Written
records should be kept on site, showing that service and testing have been conducted
on a regular basis.
If the factory has a sprinkler system, the factory-wide fire alarm should be activated
when the water in the sprinkler system flows.
Extinguisher types and labeling

Fire extinguishers should be labeled with the type of fire for which
they 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 - Electrical
equipment fires.
23
Extinguishers must be serviced and charged annually by a qualified licensed
company.
Extinguishers must be inspected visually every month to make sure they are charged
and in good working condition. There should be a tag attached to each extinguisher
to 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 easily
seen at a distance. If mounted on a column, paint a red band all the way around the
post to allow it to be identified from all directions.
Workers should be within 25 meters (75 feet) of the nearest class A extinguisher for
ordinary combustible fires, and those working with chemicals should be within 16
meters (50 feet) of a class B extinguisher for flammable materials. Class C
extinguishers 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 storage
areas containing flammable liquids and within 25 meters (75 feet) of outside areas
containing 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 along
the walls.

Machinery, workstations or production material should not block access to
extinguishers. It is recommended to paint a yellow box on the floor underneath
extinguishers, extending one meter out from the wall, and to instruct everyone that
no product is allowed to be stored in those areas.
Extinguishers should not be mounted so low that they are blocked by workstations
or 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 with
dates 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 not
be expected to carry out professional fire fighting duties, which may involve use of self-
24 contained breathing apparatus (SCBA) and work under conditions of dense smoke. In
such extreme cases, it is imperative that no lives are lost, and that everyone evacuates
until 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 could
evacuate safely through the other one. OSHA recommends that the distance from the
most remote interior area to an exit be no more than 60 meters (200 feet) in a
general 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 make
sure they do not run through boiler rooms or other hazardous areas.
After workers exit a building, the emergency assembly areas should be a safe
distance from fire hazards and not situated in the midst of emergency vehicle traffic
and activities.
There should be a minimum of three exits in a building with 500 to 1000 workers
and four exits or more in buildings of more than 1000 workers.
Indicate exit routes on walls, columns and floors with photoluminescent safety
materials such as paint, panels and strips. A series of photoluminescent arrows
running along the floor is a simple, cost-effective way of communicating to workers
the way to safety in a smoke-filled factory.
The factory keeps stairways, aisles, exit doors and emergency exits (both inside and
out) clear of obstructions.
The factory removes its production waste and scrap material from floors, tabletops
and aisles on a regular basis.

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 and
transformers, exits, fire fighting equipment and potential fire sources is a simple way
of indicating areas to be kept clear.

Empty pallets should be stacked in a specific location and not so high that they risk
falling. Empty pallets should not be stored on their edge or side because they can tip
over.
Exit signs and emergency lights

Emergency exits are clearly marked, well illuminated and fitted with emergency
lights.
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 operate
automatically when power fails and have a 1.5 hour capacity and 1 foot candle
intensity.
Unlocked exit doors
Exit doors and emergency exits are kept unlocked during working
hours, including nighttime if the factory is operating.
It is unacceptable to lock the door and leave a key with a security
guard or supervisor: there is no guarantee that the person with the
key will get to the lock in time during a fire or other emergency. 25
If a door must be kept locked to prevent entry from outside, there are available
devices, such as safety doors with alarms, that enable the door to be easily and
immediately opened from the inside.
All exit doors in the factory, other than sliding doors, open outward. Workers cannot
exit 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 an
individual 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 spaces
could become death traps for inexperienced, disoriented workers in a smoky,
inadequately marked factory.
Good fire safety A factory conducts surprise, unannounced evacuation

drills four times a year at a minimum, or more often if there are many
new employees or if the factory has recently rearranged its production
rooms. Exit routes are marked with photoluminescent arrows on the
floor, 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 crucial
to a successful evacuation that saves lives. Emergency lights on exit
signs and in stairwells run on batteries and are tested regularly.

C. General Factory Conditions
1. Compliance with applicable law.
The factory complies with all applicable laws and regulations regarding structural
safety and working conditions, including worker health and safety, sanitation, risk
protection, fire safety and electrical and mechanical safety.
The factory maintains on the premises its government license or certificate of
operations and the records of all health and safety inspections carried out by
governmental 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. There
should 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 from
the workstation, either to the side or behind the worker.
The individual workstation should never be blocked by work-in-progress such that it
is difficult to leave in an emergency.
4. Lighting
Lighting over production lines and in other work areas provides illumination for the
26 safe performance of all tasks. Background lighting in general areas of the factory
should be at least 200 lux. Lighting of various production tasks should be 500 to
1500 lux or higher, depending upon the nature of the task, color of materials, speed
of operation, and demand for accuracy.
Lighting should be centered over production lines.
Lighting should be placed and shaded so that light is evenly
distributed, does not produce glare and does not shine directly into
the eyes of machine operators.
Windows should not be boarded up or blocked except when glare from the sun can
be 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 the
ultraviolet light. If this cannot be accomplished, workers must be provided with
polycarbonate glasses or goggles that screen out at least 98% of ultraviolet rays.
Safety Fact Using natural light in factory production areas via

windows and skylights can improve worker productivity and save
energy costs. In a furniture factory in the US, natural light, air
circulation and other improvements over standard factory conditions
led to a 1% sustained increase in productivity, which paid back the
improvement costs with productivity savings in less than one year.
Source: Business for Social Responsibility

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 safe
performance of their tasks.
Exhaust fans are operated at all times during work hours.

In temperate and warm climates, windows and doors should be kept
open for maximum circulation and exhaust fans should operate
throughout the day. Ceiling fans should be well distributed throughout
the working space and kept in good working condition. Fans must not
interfere with the operation of local exhaust ventilation systems.
Local exhaust fans, dust collectors and suction pipes should be near the origin of
dust and fumes to prevent inhalation.
Workers must not have their faces located between the origin of dusts/fumes and the
exhaust vent.
The factory should have a daily cleaning schedule so that dust does not accumulate
on 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 safety
standards. Reasonable precautions have been taken to protect people from improper
or accidental contact with sources of electricity.
All electrical junction boxes, outlets and panel boards are properly covered and kept
closed. 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.
27
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 not
overloaded 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 people
must 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.

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 in
the 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 or
facility that is apart from production lines. (For
chemicals and hazardous material, see Hazardous and
Combustible 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 in
danger of falling on a worker.
The top box in a stack should not be retrieved by shaking the stack until the top
item 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 with
guard rails and wheel chocks to brace wheels in place. Persons working above 1.8
meters from the ground require safety belts or harnesses.
28
Cotton thread and fabric must have aisles that permit air circulation in
between the rows of boxes. Otherwise, the cotton can become too warm and
spontaneously 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 quality

to ensure the effectiveness of factory ventilation and a healthy work
environment. The factory conducts a benchmark assessment to
determine whether the factory’s exhaust ventilation system has
sufficient capacity to remove dust and fumes from the air and
maintain a safe environment for workers.

Achieve Better Safety through Better Purchasing
When a factory purchases machines, chemicals, materials, or other items, there is
naturally an expectation of good quality. A factory should consider health and safety in
all its purchases as well. Here are some examples:
When purchasing a new machine, make sure it comes with safety guards. A sewing

machine should have belt guards. If a machine has drums or rollers, they should be
completely enclosed by a barrier guard that interlocks with the drive mechanism of
the machine (guard can only be opened when machine is stopped). If there are
blades, 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 the
country where they will be used. If not, ask manufacturer to make special
adjustments that will increase worker comfort and ability to use machine.
When purchasing chairs and tables, are they ergonomically correct? Are they at the
right height for the people who will be using them? The best item to purchase is one
that is adjustable, to account for individual differences.
Chemical suppliers must ALWAYS, WITHOUT EXCEPTION, provide Material Safety
Data Sheets (MSDS) that describe the physical properties and health effects of the
chemicals.
Inspect all chemical containers for leakage when they arrive, and do not accept
damaged containers. Return to manufacturer for replacement.
Any materials that are purchased should include basic instructions such as proper
storage 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 supplier
able to comply with these requirements. For example, a responsible chemical 29
manufacturer should know exactly what type of glove is impervious to breakthrough.
Just as Reebok manages its apparel and footwear suppliers for compliance with the
Reebok Standards, so too should factories manage their suppliers for good safety and
expect assistance with improving the health and safety of the factory.

D. Operational Safety
1. Assess health hazards and eliminate them
to the greatest extent possible.
Factory management or an outside safety professional should survey the

entire factory and identify potential health and safety hazards. After
gathering the data, the factory can analyze the risks present and
undertake 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
30 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
dangerous ones
•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
Personal Protective Equipment •Dust masks
(PPE)

Skin exposure to chemicals; cuts, lacerations;
abrasions; chemical or thermal burn
Body part at risk Hands, arms

dangerous ones
•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 decibel
protection needed.
31
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

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 drive
mechanism. The guard cannot open while the machine is running, nor can the
machine 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 the
roller 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 machine
approximately 55 centimeters (22 inches) above the top of the front roll and nip
32 (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 of
the drum or where the two revolving drums meet. You should be able at this position
to 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 moved
more than 1/8 of a revolution.
Ergonomics
Working in an ergonomically correct environment can improve productivity, reduce
fatigue, and improve safety.
When purchasing new machines, make sure they are designed for the height and
reach of workers in the country where they will be used. If not, ask the manufacturer
to 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 doing
standing tasks, such as trimming in apparel factories. This allows
workers to alternate their working position throughout the day. Some
workers are more efficient when sitting, so providing the option can
help maximize comfort and productivity.
Adjustable chairs and footrests for sewers, to accommodate different heights
and allow changes in work position.

Needle control program
Factory must have a program to collect broken needle parts and ensure that there
are no pieces left in the garments.
One type of program is to use a needle control log, where the needle pieces are taped
onto a form which records date, machine, operator, and any other information the

factory would like to collect.
An alternative method would be to install a metal detector to scan all finished
garments. This would guarantee garment safety. Factory must still remove all broken
needle 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 a
plastic container that is specially labeled for sharp objects. Container is covered to
prevent spills.
Machine inspection and safety check

Factory inspects and services production machinery on a regularly scheduled basis
as determined by the manufacturer’s requirements. Regular inspection and servicing
of all equipment will keep machines operating safely and efficiently and will ensure
that workers have not disabled or removed safety devices.
The factory has established procedures for ensuring that safety devices on all
production 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 of
each operator. For example, workers should not have to stand on an ironing table to
reach the emergency cut-off switch for steam lines.
33
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, communicate
expectations 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?

Lock out/Tag out. Machines in need of repair or service must be
locked and tagged out of service by a qualified technician. The term
“lock out” means that the machinery is both turned off and
disconnected from the power source, and the power-isolating device
must be locked and/or tagged. For example, lock circuit breakers or
switches into the “off” position during maintenance. The tag should
visibly warn that only the authorized technician is permitted to remove
the lock to restart the equipment. The technician who locks out the
machine must ensure that the machine is completely de-energized
before repairs are conducted.
4. Train workers in safety procedures

Factory safety begins with proper worker training. Workers should receive a general
orientation to factory safety practices, as well as instruction particular to their work
areas 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 assigned
tasks before being allowed to operate machinery on their own.
Safety training encourages workers to use PPE where required and instructs them
on the reasons for it and how to use it properly, in order to promote widespread and
correct usage.
34 Safety instruction includes emergency shutdown procedures for machines.
Leadership Practice A factory Safety Committee provides awards for

line workers who identify work hazards, reviews accident records and
recommends appropriate measures to prevent accidents from
recurring. The Safety Committee includes managers and workers.
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 and
high 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.

Factory must provide hearing protection to all workers exposed to 85 decibels or
more 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 other
person, 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 dust
Midsole 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 35
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 Do factory managers wear personal protective equipment

(PPE) when they are on the factory floor? Particularly in situations
where workers do not fully understand hazards or find working
with PPE inconvenient, seeing managers wearing PPE on the factory
floor can demonstrate to workers that PPE is important to
everyone’s safety.
Safety Fact 90% of eye injuries on the job can be prevented with the
use of proper personal protective equipment, according to a study of
US workers in a variety of industries. Source: OSHA

Hearing conservation
Hearing loss is considered the most widespread and least recognized of
all health problems in the workplace. The best defense against hearing
loss is to reduce the noise level in the workplace. Make sure machines
are well-maintained. Buy machines that have low noise levels, or
investigate whether it is possible to muffle an existing machine with a

noise-reducing material.
Workers must not be exposed to noise at or above 85 decibels (dBA) for an eight-hour
workday, or gradual hearing loss will occur. If workers are exposed to levels of noise
higher than 85 decibels, their time of exposure must be reduced below eight hours, or
they 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 hearing
conservation program. The first step is to perform noise monitoring to determine the
36 exact amount of exposure and to identify the workers who should be included in the
program. This test can be performed with a sound level meter at different points
throughout the day, or with a noise dosimeter, which measures a worker’s exposure
continuously during the workday.
Provide audiometric tests of those workers identified in noise monitoring who will work
in high-noise environments. Establish each person’s baseline audiogram before they
begin work and thereafter perform annual audiograms to test whether hearing loss is
occurring.
The final step is to implement a program of control and train workers in the proper use
of protective equipment such as earplugs or ear muffs. If hearing loss does occur, it is
likely that more training and enforcement is needed in the factory.
When purchasing earplugs or ear muffs, identify the noise reduction rating, or NRR. In
reality, people may not use the equipment properly. Thus, when buying earplugs, it is
recommended that the NRR be subtracted by seven and then divided by half to find out
the actual protection level. For example:
Ear plugs with NRR = 31 (in a laboratory setting)
31 – 7 = 24
24 / 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 ear
plugs, as ear plugs can easily become contaminated.

E. Emergency Medical Care
Having taken all the precautions possible to prevent accidents and
reduce health risks, factories must still plan and be ready for medical
emergencies.

1. Training
2. Emergency Procedures
3. Documentation
4. Medical Personnel
5. 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 are
aware of the risks of exposure to human blood, such as HIV and hepatitis B, and
they know the appropriate protective measures that they must take when providing
first 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 be
37
treated by factory staff or by factory medical personnel. These procedures should
include “who takes whom where, when and how.”
A factory in a trade zone or industrial area with a general clinic for all the zone
factories 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 hospital
or 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 local
police and fire authorities should be posted in visible places near or on the
telephones in the factory.
3. Documentation
The factory maintains a Serious Injury Log that lists information on every injury
requiring outside medical treatment and/or resulting in lost work time. The Serious
Injury 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 accident
report 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 the
persons treated, their jobs, and what activity they were doing at the time of the
injury or illness. If a factory does have a clinic and is able to offer on-site treatment
of minor problems, clinic staff shall maintain a list of all illnesses and injuries that
are 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.

4. Medical personnel
The factory complies with all applicable laws and regulations requiring the
employment or availability of trained medical personnel during working hours.
In factories with medical staff, there must be a procedure for workers to request
access to see the nurse or doctor. If access is at the discretion of supervisors, factory
must demonstrate how it ensures that supervisors do not abuse that power to deny
treatment. For example, some factories use a sign-up list which workers can sign in
the morning or when they go to the toilet facilities, and the medical staff summons
those people one at a time.
Safety fact In Thailand, a workplace with 200 or more employees

must have a room for medical treatment staffed by one nurse and a
doctor in occasional attendance; a facility of 1000 or more employees
must have an infirmary with two beds staffed by at least two nurses
and a physician.
5. First Aid Kits

First aid kits are accessible to each work area. See box (on the
following 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
38 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 worker
trained in first aid for every 100 workers. In addition to this ratio, common sense
can be applied when assessing accessibility — if the first aid kits are far from
production 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 that
work area.
If the kit is locked, the key must be kept within easy reach. It cannot be held by a
person who may need to leave the production areA. Also, the night shift must be able
to 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 and

bloodborne pathogens, the factory trains supervisors and selected
workers in cardiopulmonary resuscitation (CPR).Each production area
has one or more persons capable of performing first aid.

First Aid Kit Supplies
The following list of basic first aid supplies is divided into required and optional
sections. Each factory should analyze whether these supplies are adequate, or whether
additional items are needed.
All supplies, except for scissors and tweezers and medical tape, must be individually

packaged and sterile.
Each kit is labeled with a list of minimum contents and quantities, so that it can be
easily checked and refilled. Each kit has a written inspection record.
Supplies shall not be kept past their expiration dates.
Required: Optional:
• Adhesive bandages • Absorbent compress (required in
• Absorbent pads (minimum 7 cm x cutting, pressing areas), minimum
7 cm each) 80 square centimeters, 70 g water
absorbency
• Antiseptic
• Instant cold pack
• Latex gloves
• Eye covering (either two pads or a
• Burn treatment (spray, cream, or
single cover for both eyes)
other, but NOT petroleum jelly)
• Eye wash (15 ml bottle)
• Medical adhesive tape
• CPR barrier to give CPR without
• Scissors
exchanging body fluids
• Tweezers
• tourniquet
Medicines
Dispensing medicines depends upon availability of medical personnel, local laws and 39
customs, and whether factory is able to assume the risk and expense. It is a benefit to
workers 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 reduce
illness and absenteeism. It is especially important when there are dormitories for
workers, 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 paper
dispensers that lock. The factory can select a secure system for dispensing these
supplies, 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 factory
building. To determine the number of toilets needed in a factory,
calculate six toilets for the first 150 workers, plus one additional toilet
for every 40 workers above that number. This calculation is done
separately for male and female workers. (For males, up to 1/3 of the
number of toilets can be substituted by urinals, with one unit or 0.6 m of urinal
trough for each 25 men.)
If toilet facilities for both genders are next to each other, they must be separated by
a solid wall that extends from floor to ceiling.

Toilet rooms must be marked for men and women in the native language of the
workers 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 water
for non-Western or squat toilets.
The factory has procedures for keeping the stalls and toilet area clean, dry, and free
of odors throughout the working day. At a minimum, they must be disinfected with a
bactericide, such as chlorine, twice daily.
Each stall must have a waste bin with a lid that closes, and bins are to be emptied
regularly.
Where appropriate, female toilet facilities must be equipped with facilities for
washing menstrual cloths.
Bathroom floors must be slip-resistant tile or cement, and are to be wet mopped at
least twice daily.
Waste containers must not leak and must be thoroughly cleaned and maintained in a
sanitary condition. Waste is to be removed as frequently as necessary to maintain
sanitary conditions.
Urinals in male toilet facilities must have an adequate water flush and a drain that
is constructed to exclude flies and rodents. At a minimum, the wall and floor around
and 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.
40 All bathrooms shall be directly ventilated to the outside by a window. Windows
should be opaque to prevent looking into restrooms from the outside.
If not ventilated directly outside, bathrooms must be ventilated by an adequate
exhaust system.
While workers should be free to go to the toilet when they have to, the factory may
establish procedures to avoid workers congregating at the entrance to the toilets
either to wait for an available toilet or just to talk. If some procedure is instituted, it
must not demean the workers or restrict their individual right to go to the toilet
when 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. Open
containers 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 to
drink water but cannot deny workers the opportunity to drink water during the
working day.

3. Kitchen and canteen facilities. Kitchen and canteen facilities, when
provided, are clean, sanitary and well-lit with seating in a protected
or covered area.
If indoors, the canteen must be well ventilated and if outdoors, it must be covered to
provide shelter from sun or inclement weather.

Kitchen and dining facilities are to be kept separate from sleeping areas. There must
be 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 facilities
will be well-maintained and meet basic standards for sanitation and food
preparation. It will serve food in covered and clean surroundings.
The kitchen manager trains all new workers in hygiene procedures and explains that
ill workers must not report to work, to prevent the spread of disease.
Fire extinguishers appropriate to electrical and grease fires should be readily
available and staff is trained to use them. Class ABC extinguishers are
recommended.
Any person with a communicable disease, or who is a carrier of organisms that
cause disease or while affected with a boil, infected wound, or acute respiratory
infection, 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 of
their arms with soap or detergent and warm water before starting work, after 41
smoking, eating, or using the toilet, and before and after handling raw meat, raw
poultry, or raw seafood.
Employees shall eat or smoke only in designated areas not located in food
preparation areas. Employees must use effective hair restraints.
Food, whether raw or prepared, shall be stored in a clean, covered container, except
during necessary periods of preparation (with the exception of unprocessed fresh raw
vegetables).
Food containers shall be stored a minimum of 15 centimeters (6 inches) above the
floor. Storage areas shall be kept clean.
Food shall be prepared on food-contact surfaces and with utensils that are clean and
have been sanitized.
Raw fruits and raw vegetables must be thoroughly cleaned with clean water before
being used.
Kitchen Sanitation
Cleaning and sanitizing equipment, utensils, tableware, and food-contact surfaces can
be done manually or with a dishwashing machine that has been demonstrated to
clean and sanitize properly. Where manual cleaning is performed, a detergent
solution 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 cleaned
thoroughly from the surface, the surface will not be sanitized.
There are two general methods of sanitation: heat and chemicals, each of which
offers several alternative methods.

HEAT sanitizing will kill most microorganisms at temperatures of 74º C (165º F) or
higher. 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 are

three common sanitizing agents. It is important to follow the manufacturer’s
instructions with respect to concentration of the active ingredient, water temperature,
water acidity and water hardness. Items to be sanitized should be immersed for at least
one 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 water
acidity).
c/ Quarternary ammonium compound solution (effectiveness depends upon water
hardness).
Be safe: do not combine any of the chemical sanitizing methods listed
above, and never mix ammonia and bleach. Wear rubber gloves during
any manual sanitizing processes. Sinks used for food preparation or
dishwashing shall not be used for hand washing or any other purpose.
All equipment and utensils shall be air-dried. Towel drying is not
permitted.
The kitchen should be disinfected with a bactericide, such as chlorine, daily.
42
Waste containers have a solid, tight-fitting cover, must not leak and must be
thoroughly 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 of
excessive 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 the
entry of rodents and insects. Outside openings shall be protected against the entry of
insects by tight-fitting, self-closing doors, closed windows, screening, controlled air
currents, or other means.
Extermination shall be accomplished by eliminating the harborage places of insects
and rodents, by removing or making inaccessible materials that may serve as their
food or breeding ground, by poisoning, spraying, fumigating, trapping or by any other
recognized pest elimination method. Kitchen and canteen are fumigated to prevent
insect 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 and
rodenticide. They shall be in separate cabinets or rooms that are used for no other
purpose. They must not be near food, food equipment, or utensils.

G. Dormitory Conditions
1. Compliance with applicable law
The dormitory complies with all applicable laws and regulations regarding structural

safety 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 dignity
of 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 of
which are at night.
Fire extinguishers are mounted on walls and columns in or near all
sleeping quarters and are visible and accessible to the residents.
Dormitory is required to have a building-wide fire alarm. The alarm is audible in all
areas of the dormitory and is tested at a minimum during the quarterly evacuation
drills.
Residents should have access to a button or pull-switch to sound the building-wide
fire alarm. 43
Fire safety and emergency procedures are part of resident orientation and ongoing
training. Training should include how to use various types of fire extinguishers.
Fire fighting equipment is inspected regularly and tested annually. Check
extinguishers for tags and operating instructions. Hydrants and hoses are flushed
during evacuation drills at least twice a year.
Every resident has access to at least two exits safely distant from each other. After
exiting an individual sleeping room, there should be two clearly marked accessible
exits which, like all exits in the factory, open to the outside.
Emergency exit routes are posted and clearly marked in all sections of the
dormitory.
Emergency exits are clearly marked, well illuminated and fitted with emergency
lights 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 a
building in which a dormitory is located.

3. Emergency Medical Care
First aid kits are accessible at all times, inspected on a regular basis
and 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 is
labeled with minimum fill contents and quantity, so that it can be

easily checked and refilled.
Dormitory residents are trained in basic first aid to respond to the health problems
and minor injuries of residents. Trainees each receive a certificate of their certified
training, and copies are kept in factory office.
Emergency phone numbers are posted in visible locations and all residents are
trained how to solicit emergency assistance in case of accident, injury, fire, or other
crisis.
4. Ventilation
Sleeping quarters have windows to the outside or fans, air conditioners or heaters
for a safe and comfortable level of circulation, ventilation and temperature.
Windows in sleeping quarters must open to an outside area (a courtyard is
acceptable), not to an internal space like a corridor.
Electricity for fans or heaters should be available to the dormitories during the day
in case ill workers return to their rooms.
The ratio of window area to floor area should be no less than 10%. Operable
windows should comprise at least 5% of floor area.
44 5. Living space
The living space per resident in the sleeping quarters meets the minimum legal
requirement or local industry standard, whichever is higher. There are no more than
12 people per room.
There must be a minimum of 122 cm (48 inches) space in the center aisle of the
room. This will permit people to move between the beds without disturbing other
residents and will facilitate emergency evacuation.
Each resident has his or her own separate bed or mat. Workers must not share their
bed with another worker on a different shift.
Each resident has a storage space for clothes and personal possessions that can be
locked.
There are separate sleeping quarters for male and female workers. Men and women
should be housed on separate floors where possible.
Each room has or is near to a waste container that closes tightly to prevent entry by
insects or rodents. Waste containers should be emptied when full, or at least twice a
week and containers should be cleaned and disinfected.
Leadership Practice The factory makes available telephone and mail

service to dormitory residents. There are recreation facilities for sports
and games. Residents participate in deciding dormitory policies.
6. Lighting
Sleeping quarters are adequately lit and electricity is provided at all times. Lights
should be sufficient for the space and shaded against glare.

Common areas, such as hallways, stairwells and toilet areas, should have some type
of lighting at all times.
7. Toilet and bathing facilities

There are sufficient clean, well-ventilated and private toilets and

bathing facilities segregated by gender.
Toilets and bathing facilities are located within the dormitory
building.
There should be one toilet for every 15 people.
Toilet areas are cleaned daily with a bactericide such as chlorine, provided by the
factory at no cost.
Toilets are illuminated 24 hours a day.
There must be an adequate supply of water to enable sinks, toilets, and showers to
operate at all times. There should be sufficient water for all fixtures to operate
simultaneously 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 bathing
facilities.
There should be one showerhead or faucet for every 10 people. Showers have hot
and cold water feeding a common discharge line, and shower stalls have doors or
curtains for privacy. Hot water shall be defined as between 43º C (110º F) and 54º
C (130º F) and must not be any hotter, for safety reasons. Shower facilities have
floor drains for wastewater. Showers are disinfected at least once a day.
Floors are made of non-slippery materials and are impervious to moisture. 45
8. Drinking water
On each floor of the dormitory, the factory provides safe drinking water in sanitary
surroundings 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 adequate
ventilation 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 to
come and go during their off-hours but may set limits to
this right both for the security and the safety and comfort
of 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.

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

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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

Standards and seek to continuously improve workplace conditions.

Creating a Positive Factory Environment

An essential part of achieving factory compliance with

Reebok Human Rights Guidelines Version 3a 3/03

About the Guide

Reebok Human Rights Guidelines Version 3a 3/03

3. No Forced or Compulsory Labor 8

4. Fair Wages and Benefits 10

for completing compulsory education in the country of manufacture,

8. Safe and Healthy Work Environment 16

Reebok Human Rights Guidelines Version 3a 3/03

or social or ethnic origin.

B. Factory practice should reflect policies that help prevent

4 Employers will not prohibit or discourage the employment of married

Reebok Human Rights Guidelines Version 3a 3/03

Section 2: Working Hours/Overtime

D. The factory promotes, disciplines, assigns work, terminates

Leadership Practice The factory management adopts a non-

A. Workers work less than 60 hours in a week, except in

Reebok Human Rights Guidelines Version 3a 3/03

B. The factory complies with all applicable laws, rules, and

C. Overtime hours worked should be voluntary.

Reebok Human Rights Guidelines Version 3a 3/03

Section 2: Working Hours/Overtime

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

Reebok Human Rights Guidelines Version 3a 3/03

A. Employers shall not use forced labor, prison labor, indentured

B. Employers shall not bind workers to employment as a condition

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

Reebok Human Rights Guidelines Version 3a 3/03

Section 3: No Forced or Compulsory Labor

D. Workers must have the freedom of movement during the course

E. The factory assists foreign nationals or domestic migrant workers

Leadership Practice A factory that employs foreign nationals creates

Reebok Human Rights Guidelines Version 3a 3/03

A. The factory pays its workers the legal minimum wage

or the local industry practice, whichever is higher.

10 Factories shall not use monetary fines as disciplinary measures.

C. The factory communicates — verbally and in writing — to all new

D. The factory shall not deduct any agent recruitment fees

Reebok Human Rights Guidelines Version 3a 3/03

Section 4: Fair Wages and Benefits

F. Employers will provide all legally mandated benefits

Leadership Practice The factory has a pay structure that

Note to factory management: Inspect your own payroll. Does it

Reebok Human Rights Guidelines Version 3a 3/03

A. The factory employs workers who are at least 15 years of age or

C. The factory must observe all applicable laws regarding restrictions

D. Children will not have access to production areas.

Reebok Human Rights Guidelines Version 3a 3/03

Section 6: Freedom of Association

A. The factory does not refuse employment to otherwise qualified workers