WFSGI验厂供应商行为守则

WFSGI-INTRODUCTION   WFSGI简介

The World Federation of the Sporting Goods Industry (WFSGI) was formed in 1978 to promote the world’s sporting activities, to standardise the size of equipment and the rules of sport, to improve the standards of quality for sporting goods and to promote responsible and sustainable practices in sporting goods internationally. Today the WFSGI
consists of a diverse global membership including brands, manufacturers, retailers and national & regional sports federations (“members”).

The ideals of the WFSGI are the ideals of sport, and the organisation seeks to promote fairness, honesty, mutual understanding and high ethical standards. WFSGI is committed to fostering a sports industry in which members actively build business partnerships with those who share the values of sport and take responsibility for making the values real through active engagement.

WFSGI members recognize the important role they play in the global economy and their influence on the social and economic conditions under which sporting goods are produced. That influence is exercised both through their actions as employers, and, far more profoundly, through their decisions as customers of companies that serve as suppliers
of goods and services (“suppliers”).

For the purpose of this Code “employer” refers to both members and suppliers when they are responsible for employees.

The Principles of the WFSGI Code of Conduct are based on relevant Conventions of the International Labour Organization (ILO), the Universal Declaration of Human Rights and internationally accepted occupational health and safety standards.

The purpose of the Code is to guide WFSGI members in the standards and practices expected in the workplaces that they operate or contract from.

WFSGI also acknowledges that companies operate under different legal, economic, social and cultural environments and these differences merit understanding and respect. Never the less, the WFSGI Code of Conduct applies to all WFSGI members, their suppliers and any authorised sub-contractors involved in the production process.

WFSGI验厂审核标准

I. LEGAL COMPLIANCE 合法合规
Member companies and their suppliers must operate in full compliance with national and local laws, rules and regulations relevant to their business operations including but not restricted to employment, environment and health and safety.

II. WORKING CONDITIONS 工作条件
Local industry standards should prevail when higher than the local legal requirements. In countries where the legal requirements fall short of internationally recognised standards, it is recommended that members should apply the following minimum criteria:

1. Forced Labour 强迫劳动
Employers shall not use forced labour, whether in the form of prison labour, indentured labour, bonded labour, or otherwise. No employee can be compelled to work through force, the threat of force, or intimidation of any form.

2. Non-discrimination 非歧视
No person shall be subject to any discrimination in employment, included in hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin. Foreign or domestic migrant labour shall be treated on an equal basis with local employees.

3. Freedom of Association and Collective Bargaining 结社自由与集体谈判
The rights of workers to join (or not to join) organisations and associations of their own choosing without penalty and interference, and to bargain collectively shall be recognised and respected. Where the right to freedom of association and collective bargaining is restricted under law, the employer shall consider the development of parallel means for independent and free association and bargaining.

4. Wages and Benefits 工资和福利
Employees shall be fully and legally compensated for all hours worked. In all cases, wages must equal or exceed the minimum wage or the industry wage, whichever is higher and all legally mandated benefits including insurances,holidays and leave shall be provided.
In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at the rate legally required in the country of operation or, in those countries where such laws do not exist, at a rate exceeding their regular hourly compensation rate.

5. Hours of Work 工作时间
Employees shall not be required, except in extraordinary business circumstances, to work in excess of 60 hours (including overtime) per week, or the local legal requirement, whichever is less. Overtime work must be voluntary.Employees shall be allowed to at least twenty four (24) consecutive hours rest within every seven day period.

6. Regular Employment 正规就业
Employees shall be employed on the basis of a recognised employment relationship established through national law and practice. Obligations of employers shall not be avoided through the excessive use of temporary contracts, subcontracting or apprenticeship schemes.

7. Child Labour 童工
No person shall be employed at an age younger than 15 (or 14 where the country of operation allows), or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15. All legal requirements for employees under 18 shall be followed and no person under the age of 18 shall be engaged in hazardous work or conditions, or any work at night.

8. Health and Safety 健康和安全
A safe and hygienic working environment shall be provided, and occupational health and safety practices which prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities shall be promoted. This includes safe buildings, fire protection, electrical safety, safe use of hazardous substances and correct use of personal protective equipment. Lighting, heating and ventilation systems should be adequate. Employees should have access to adequate sanitary facilities and potable water at all times. The workplace shall have safety and health policies and procedures that are clearly communicated to the all employees. All standards shall apply to employee residential facilities, where provided by employers.

9. Harassment or abuse 骚扰或虐待
Every employee shall be treated with respect and dignity and has the right to a workplace free from physical,sexual, psychological or verbal harassment or abuse.

III. ENVIRONMENT 环境
Members and their suppliers shall aim for progressive improvement in their environmental performance. This includes:
* Responsible use of natural resources such as energy and water
* Responsible management and reduction in the use and disposal of hazardous chemicals
* Reducing, minimizing and avoiding pollution and waste including solids, liquid and air emissions
* Designing and developing products, materials and technologies according to sustainable principles
* Integrating principles of sustainability into business decisions and practices

IV. SUBCONTRACTORS 分包商
Members and their suppliers shall have full knowledge of subcontractors in their supply chain. All declared and approved subcontractors must comply with this Code.

V. COMMUNITY INVOLVEMENT 社区参与
Members and their suppliers recognise the economic and social impact of their work and commit to improving conditions in the wider communities in which they operate.

VI. COMPANY SPECIFIC STANDARDS 公司的具体标准
Members are encouraged to draw up their own specific code of ethical conduct, if they have not already done so,building on the above standards.

VII. VERIFICATION & COMPLIANCE 验证与合规
These Principles have been adopted by WFSGI to provide guidance for members and suppliers to ensure their business operates responsibly. Members shall take steps to ensure compliance with these standards in their own operations and in those of their suppliers. Where there are instances of non-compliance [e.g. significant and/or persistent
breaches] whether found by internal or independent external monitors, members shall ensure timely and reasonable remediation of such non-compliance; and ensure that adequate steps are taken to prevent recurrence and/or occurrence in other organisations. WFSGI reserves the right to require members to report regularly on the steps they are taking to ensure compliance with this Code and responsible business practices more broadly.

WFSGI验厂供应商行为守则

世界体育用品工业联合会（WFSGI）成立于1978年，旨在促进世界体育活动，使设备尺寸和体育规则标准化，提高体育用品的质量标准，并在国际上推广负责任和可持续的体育用品做法。今天，WFSGI

由不同的全球会员组成，包括品牌、制造商、零售商以及国家和地区体育联合会（“会员”）。

WFSGI的理想是体育的理想，该组织寻求促进公平、诚实、相互理解和高道德标准。WFSGI致力于培育一个体育产业，在这个产业中，成员积极与那些分享体育价值观的人建立商业伙伴关系，并负责通过积极参与实现价值观。

WFSGI成员认识到他们在全球经济中发挥的重要作用，以及他们对体育用品生产的社会和经济条件的影响。这种影响是通过他们作为雇主的行为来实现的，更深刻的是，通过他们作为供应商公司客户的决策来实现的

货物和服务的供应（“供应商”）。

在本规范中，“雇主”是指对员工负责的成员和供应商。

WFSGI行为准则的原则基于国际劳工组织（ILO）的相关公约、《世界人权宣言》和国际公认的职业健康和安全标准。

该准则的目的是指导WFSGI成员在其经营或签订合同的工作场所所期望的标准和实践。

WFSGI还承认，公司在不同的法律、经济、社会和文化环境下运营，这些差异值得理解和尊重。尽管如此，WFSGI行为准则适用于所有WFSGI成员、其供应商以及参与生产过程的任何授权分包商。

WFSGI验厂审核标准

我法律遵从性合法合规

成员公司及其供应商必须完全遵守与其业务运营相关的国家和地方法律、法规和条例，包括但不限于就业、环境、健康和安全。

二、工作条件

当高于当地法律要求时，应以当地行业标准为准。在法律要求未达到国际公认标准的国家，建议成员国采用以下最低标准：

1.强迫劳动强迫劳动

雇主不得使用强迫劳动，无论是监狱劳动、契约劳动、抵押劳动或其他形式。不得通过武力、武力威胁或任何形式的恐吓强迫任何员工工作。

2.不歧视非歧视

任何人不得因性别、种族、宗教、年龄、残疾、性取向、国籍、政治观点或社会或族裔出身而在就业方面受到任何歧视，包括在雇用、工资、福利、晋升、纪律、解雇或退休方面。外国或国内移徙劳工应与当地雇员平等对待。

3.结社自由和集体谈判结社自由与集体谈判

工人参加（或不参加）自己选择的组织和协会而不受惩罚和干涉以及集体谈判的权利应得到承认和尊重。在法律上限制了结社自由和集体谈判的权利时，雇主应考虑发展独立的、自由的协会和讨价还价的平行手段。

4.工资及福利工资和福利

员工应获得所有工作时间的全部合法报酬。在任何情况下，工资必须等于或超过最低工资或行业工资，以较高者为准，并应提供所有法定福利，包括保险、假期和休假。

除正常工作时间的报酬外，员工加班时间的报酬应按照运营国法律规定的费率，或在不存在此类法律的国家，按照超过其正常小时报酬率的费率。

5.工作时间工作时间

除特殊业务情况外，不得要求员工每周工作超过60小时（包括加班），或当地法律要求，以较少者为准。加班必须是自愿的。应允许员工在每七天内至少连续休息二十四（24）小时。

6.正规就业正规就业

员工应根据国家法律和惯例建立的公认雇佣关系进行雇佣。不得通过过度使用临时合同来避免雇主的义务