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

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

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

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

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

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

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

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

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

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

I. 無歧視

Reebok公司尋求的商業(yè)伙伴，他們在錄用和雇用過程中不能有歧視行為，而是以個人的工作能力來決定錄用與否、工資、待遇、培訓機會、工作安排、升職、處分、解雇和退休。

II. 工時/加班

除了非常特殊的情況，包括加班在內(nèi)員工每周工作不得超過60小時。有些國家規(guī)定的每周工時低于此數(shù)，則應遵守國家的規(guī)定。在每七天中員工應至少休息一天。

III. 不使用被迫或者強制勞動力

生產(chǎn)Reebok產(chǎn)品的工廠都不能使用被迫或強制勞動力，包括那些作為政治迫害手段或因為以和平方式表達政治見解而受到懲罰被迫勞動。雇主應保留足夠的錄用和雇用記錄，以說明和證實遵守了此規(guī)定。Reebok公司不購買由任何形式的強制勞動力生產(chǎn)的原材料，一旦發(fā)現(xiàn)有使用此類勞動力，就終止與其的商業(yè)關系。

IV. 合理的工資

Reebok公司尋求的商業(yè)伙伴，能夠按照國家貫例和條件支付較好的工資和待遇。
Reebok不會選擇那些其工資低于相關法律規(guī)定的最低工資或低于本地同行業(yè)的平均工資水平的公司作為商業(yè)伙伴。

V. 不雇傭童工

Reebok公司不和雇傭童工的機構作為商業(yè)伙伴。“童工”指的是低于15歲，或低于生產(chǎn)國規(guī)定的完成義務教育年齡的員工。二者取較高年齡。

VI. 結社自由

Reebok公司尋求的商業(yè)伙伴，能夠尊重員工按自己意愿建立和加入組織的權利。
Reebok認可并尊重員工組成團體進行協(xié)商談判的權利。

VII. 無騷擾

Reebok公司尋求的商業(yè)伙伴，能夠尊重他們的員工。員工不會受到任何身體上的、性方面的、心理上的或口頭上的騷擾或侮辱。

VIII. 安全健康的工作環(huán)境

Reebok公司尋求的商業(yè)伙伴，能夠力求保證員工有一個安全健康的工作場所，不能讓員工面臨危險的工作條件。