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(wú)歧視

Reebok公司尋求的商業(yè)伙伴，他們?cè)阡浻煤凸陀眠^(guò)程中不能有歧視行為，而是以個(gè)人的工作能力來(lái)決定錄用與否、工資、待遇、培訓(xùn)機(jī)會(huì)、工作安排、升職、處分、解雇和退休。

II. 工時(shí)/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(guò)60小時(shí)。有些國(guó)家規(guī)定的每周工時(shí)低于此數(shù)，則應(yīng)遵守國(guó)家的規(guī)定。在每七天中員工應(yīng)至少休息一天。

III. 不使用被迫或者強(qiáng)制勞動(dòng)力

生產(chǎn)Reebok產(chǎn)品的工廠都不能使用被迫或強(qiáng)制勞動(dòng)力，包括那些作為政治迫害手段或因?yàn)橐院推椒绞奖磉_(dá)政治見(jiàn)解而受到懲罰被迫勞動(dòng)。雇主應(yīng)保留足夠的錄用和雇用記錄，以說(shuō)明和證實(shí)遵守了此規(guī)定。Reebok公司不購(gòu)買(mǎi)由任何形式的強(qiáng)制勞動(dòng)力生產(chǎn)的原材料，一旦發(fā)現(xiàn)有使用此類(lèi)勞動(dòng)力，就終止與其的商業(yè)關(guān)系。

IV. 合理的工資

Reebok公司尋求的商業(yè)伙伴，能夠按照國(guó)家貫例和條件支付較好的工資和待遇。
Reebok不會(huì)選擇那些其工資低于相關(guān)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(jī)構(gòu)作為商業(yè)伙伴�！巴�工”指的是低于15歲，或低于生產(chǎn)國(guó)規(guī)定的完成義務(wù)教育年齡的員工。二者取較高年齡。

VI. 結(jié)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(quán)利。
Reebok認(rèn)可并尊重員工組成團(tuán)體進(jìn)行協(xié)商談判的權(quán)利。

VII. 無(wú)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(huì)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(gè)安全健康的工作場(chǎng)所，不能讓員工面臨危險(xiǎn)的工作條件。