572 - SEA Welcome Kit 10-25-2010

Social & Environmental
Affairs
Welcome Kit
Welcome Letter
Dear Factory Owner/Manager,
Thank you for your interest in becoming a supplier for the adidas Group (“the
Group”). The Group is a global leader in the sporting goods industry, offering a
broad range of products from its three corporate entities: adidas, Reebok and
TaylorMade-adidas Golf and their subordinate brands and licensees.
At the Group, we are committed to acting in a socially responsible way with the
same passion and commitment we put into our thriving business. This applies
to all parts of our business, including our suppliers. The adidas Group’s
Workplace Standards (“Standards”), as attached to this letter in Appendix 1,
detail clear rules of conduct for our business partners regarding
environmentally sound, safe and healthy working conditions, fair wages and
benefits, freedom of association, prohibition of excessive overtime, forced and
child labour and protection against harassment and discrimination.
The Standards help us to select business partners that have workplace

standards and business practices consistent with our values, and to reject
those that do not. Thus, all new suppliers must be authorised by the adidas
Group’s Social & Environmental Affairs (SEA) department before any sales
samples can be produced or before any production orders can be placed with a
supplier.
This kit provides you with basic information on the requirements necessary to
become SEA authorised and provides forms you must submit as part of the
authorisation process.
Supplier Requirements
In order to qualify and to remain eligible to continue working with the Group
for production you must agree to the following:
• Operate workplaces according to the Workplace Standards.

• Submit the name and location of any subcontractor you wish to use for any
part of production for the adidas Group family of brands and ensure that
the subcontractor is authorised prior to production (see Subcontractor
Disclosure Form in Page 16).
• Attend any training needed to understand and implement the Standards.
• Cooperate with announced and unannounced monitoring inspections by the
adidas Group’s SEA monitors and/or our representatives. Cooperation
includes providing access to management, workers, the physical plant and
relevant records.
Social & Environmental Affairs – Supplier Welcome Kit 1

Version 3.0., updated October 2010
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• Refrain from retaliating against any worker who assists us in applying the
Standards.
• Implement remedies or actions which we may require in case of failure to
implement the Standards at an acceptable level.
• Internalise the Standards with a total quality management approach to
human resources, health & safety and environmental management
systems.
• Establish a programme of self-monitoring and implement action plans for
continuous improvement in factory working conditions.
Initial Assessment to determine performance on Zero Tolerance and

Threshold Issues
Our business partners’ level of compliance varies and we are committed to

facilitating improvement. However, certain non-compliances disqualify you
from production for the Group. These fall into two categories: Zero Tolerance
and Threshold issues (attached to this letter in Appendix 2). These issues were
selected because they are detrimental to workers.
An Initial Assessment (IA) will be conducted at your facility to assess your

factory’s performance against our Zero Tolerance and Threshold issues. If a
Zero Tolerance issue is identified during the authorisation process, you will be
rejected, with no opportunity for a second/follow-up audit or further
consideration.
The identification of a Threshold issue will also result in a rejection. However,

SEA may provide you with the opportunity to remediate, under strict timelines,
to qualify for production. The decision to grant an opportunity to remediate will
be based on whether you are cooperative and willing to improve and whether
the factory’s internal systems are capable of making the required
improvements. In this case, you might be required to commission a follow-up
audit by the request of SEA department to demonstrate that you have
corrected the issues sustainably and effectively prior to being authorised for
production. If during this second audit no Threshold issues are found, you may
be authorised for production. If issues are found, you will be rejected, without
further consideration.
Denial of Access
Applies to a situation where either an SEA field monitor or authorised external

monitor have been: a) denied access completely or to any part of the
premises, buildings, or rooms of a factory that is being audited; and/or b)
denied the ability to inspect either the factory’s personnel, wage & benefits,
and timekeeping documents; and/or c) denied the ability to interview workers
privately or management during the course of their audit.

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Any of these actions either together, or separately, are considered a denial of

access and might result the factory being designated SEA Rejected.
Bribery
The adidas Group SEA field monitors and authorised auditors are held to a
straightforward and unconditional code of professional conduct and therefore
may not directly or indirectly, neither in his/her country nor abroad, offer or
grant unlawful benefits in connection with conducting or scheduling an audit
on behalf of the adidas Group. This includes either monetary "kickbacks" or
any other type of benefit (i.e. free products, favors, promise of future
monitoring and/or consultancy work).
Since bribery goes against the adidas Group's Business Code of Conduct any
accusations of bribery, with or without proof, might result in a factory being
designated "SEA Rejected" or "SEA Terminated". Similarly, if an authorized
external auditor is accused of promoting bribery, or accepting a bribe, they can
have their SEA accreditation revoked in addition to that of the company that
they represent.
Information Sharing
The adidas Group utilizes the Fair Factories Clearinghouse (FFC) as its
compliance database. FFC also enables its members to share audit and factory
information within the system. The adidas Group might share similar
information within FFC or externally. Besides sharing audit reports, adidas
Group may also conduct joint audits with other brands and combine its
Corrective Action Plan with them to develop a harmonized CAP.
Information relating to these topics will not be shared:

 Pricing and sanctions, production volumes, sales forecasts
 Factory ratings, compliance approval and designations
 Any other competitive and proprietary information, or information about
workers, such as their names and other confidential information that if
disclosed would have negative consequences for workers
Required Forms
In order to help us and you prepare for the IA, you must fill out the following
forms:
• Fair Factories Clearinghouse (FFC) Account Request Form

This form provides SEA with the information needed to establish a supplier
account, and if applicable an agent account, in the FFC - SEA’s compliance
database.
• Factory Self-Assessment
This tool will assist you in identifying risks of non-compliance in your factory
in the areas of working hours, wages and safety & health, as well as provide

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SEA with information needed to conduct the IA (such as location, number of

workers, etc.).
• Subcontractor Disclosure Form
This tool provides you with a simple way to disclose all subcontract
factories you intend to use for any aspect of production for any adidas
Group brand.
Please acknowledge receipt and acceptance of all terms outlined in

this letter by signing and returning the form at the end. Return all
items to your adidas Group Sourcing contact.
Thank you again for your interest in becoming a supplier for the adidas Group.
We look forward to working with you through the authorisation process. If you
would like more information on the social and environmental programme of
the adidas Group, visit our website at www.adidas-Group.com/sustainability.
Questions and comments can also be sent to sustainability@adidas-group.com

or to your business contact within the adidas Group, who will redirect your
inquiry to the relevant regional SEA field person.
Best regards,
Frank Henke
Global Director, Social & Environmental Affairs
By signing below, I acknowledge that I have received and read the “Factory Welcome Letter”
and that all the information that I have provided on the following pages is accurate to the best of
my knowledge and reflects the factory’s current working conditions. I also agree to comply with
the adidas Group’s Workplace Standards and to meet all supplier requirements described in this
letter. I understand that failure to do so may disqualify me from production for the adidas Group.
Factory Management Signature
Business Name: Date:
Top Manager Name and Signature: Top Manager Title:

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Agent Management Signature (if an agent is used as an intermediary)
Business Name: Date:
Top Manager Name and Signature: Top Manager Title:
Note: If the Welcome Kit is sent by email, the name of the top manager will
also stand for his/her signature. This electronic copy of the Welcome Kit
should be uploaded to the FFC in Policies and Permit section.

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adidas Group Workplace Standards
General Principle
Business partners must comply fully with all legal requirements relevant to the
conduct of their businesses.
Employment Standards
Forced Labour
Business partners must not use forced labour, whether in the form of prison
labour, indentured labour, bonded labour or otherwise. No employee may be
compelled to work through force or intimidation of any form, or as a means of
political coercion or as punishment for holding or expressing political views.
Child Labour
Business partners must not employ children who are less than 15 years old, or
less than the age for completing compulsory education in the country of
manufacture where such age is higher than 15.
Discrimination
Business partners must not discriminate in recruitment and employment
practices. Decisions about hiring, salary, benefits, training opportunities, work
assignments, advancement, discipline and termination must be based solely
on ability to perform the job, rather than on the basis of personal
characteristics or beliefs, such as race, national origin, gender, religion, age,
disability, marital status, parental status, association membership, sexual
orientation or political opinion. Additionally, business partners must implement
effective measures to protect migrant employees against any form of
discrimination and to provide appropriate support services that reflect their
special status.
Wages & Benefits
Wages must equal or exceed the minimum wage required by law or the
prevailing industry wage, whichever is higher, and legally mandated benefits
must be provided. In addition to compensation for regular working hours,
employees must be compensated for overtime hours at the rate legally
required in the country of manufacture or, in those countries where such laws
do not exist, at a rate exceeding the regular hourly compensation rate.
Wages are essential for meeting the basic needs of employees and reasonable
savings and expenditure. We seek business partners who progressively raise
employee living standards through improved wage systems, benefits, welfare
programmes and other services, which enhance quality of life.
Working Hours
Employees must not be required, except in extraordinary circumstances, to
work more than 60 hours per week including overtime or the local legal
requirement, whichever is less. Employees must be allowed at least 24

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consecutive hours rest within every seven-day period, and must receive paid
annual leave.
Freedom of Association & Collective Bargaining
Business partners must recognise and respect the right of employees to join
and organise associations of their own choosing and to bargain collectively.
Business partners must develop and fully implement mechanisms for resolving
industrial disputes, including employee grievances, and ensure effective
communication with employees and their representatives.
Disciplinary Practices
Employees must be treated with respect and dignity. No employee may be
subjected to any physical, sexual, psychological or verbal harassment or
abuse, or to fines or penalties as a disciplinary measure.
Business partners must publicise and enforce a non-retaliation policy that
permits factory employees to express their concerns about workplace
conditions directly to factory management or to us without fear of retribution
or losing their jobs.
Health & Safety

A safe and hygienic working environment must be provided, and occupational
health and safety practices which prevent accidents and injury must be
promoted. This includes protection from fire, accidents and toxic substances.
Lighting, heating and ventilation systems must be adequate. Employees must
have access at all times to sanitary facilities which should be adequate and
clean. Business partners must have health and safety policies which are clearly
communicated to employees. Where residential facilities are provided to
employees, the same standards apply.
Environmental Requirements
Business partners must make progressive improvement in environmental
performance in their own operations and require the same of their partners,
suppliers and subcontractors. This includes: integrating principles of
sustainability into business decisions; responsible use of natural resources;
adoption of cleaner production and pollution prevention measures; and
designing and developing products, materials and technologies according to
the principles of sustainability.

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Zero Tolerance & Threshold Issues
List A: Zero Tolerance

1. Prison Labor
Includes any form of manufacturing, whether ‘illegal’ or ‘unauthorized’ or
part of a legitimate work programme, conducted within the confines of a
prison, or by prisoners who have been sent to the manufacturing site,
regardless of whether the prisoners are paid for their work.
2. Critical, Life-Threatening HSE Conditions
A factory building that is structurally unsound and may collapse (either
partially or completely) causing serious injury or death. An immediate and
serious fire hazard is present, such as a large quantity of flammable
chemicals or materials placed on site without any proper control system in
place. Any other set of circumstances which may cause danger or life threat
to visitors/auditors.
3. Repetitive and Systematic Abuse
The abuse may be sexual, physical or mental in nature, and must form part
of the management style of the supplier, i.e. must be part of the day to-
day management of the factory. For example, physical punishment is used
to discipline workers; workers are regularly locked inside the factory and
unable to leave; there is widespread sexual harassment of workers.
Systematic abuse would not include isolated actions, criminal acts, or one
person who abuses power; all such cases can be remediated by
management.
4. Business Registration
The company does not hold a valid business registration or license
document to legally operate the business.
List B: Threshold Issues

1. Deliberate Harassment of Unions
The harassment may be physical or mental in nature, but usually consists
of persistent discrimination against the officer or members of a union. It
may occur during the recruitment process or form part of the management
style of the supplier in its day-to-day running of the factory. For example:
a. Supervisors are either allowed, or instructed, to harass
union members or officers through use of abusive language,

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allocating ‘dirty’ jobs, rotating between departments, or passing

over for promotion or other rewards.
b. Interfering with union activities or preventing access to
members and workers by the union.
c. Punishing workers or union members for joining a strike.
2. Excessive Overtime
This means the following:
a. more than 60 hours per week as a general practice. This applies
to any individual production line worker. This excludes drivers and security
guards, in which case 72 hours is the allowable weekly maximum.
b. missing rest days, such as consecutive Sundays worked without
compensatory time off at least half of the previous 12 months
3. Non-Payment of Wages - Timing
Non-payment, for the purposes of defining Threshold Issues, means failure
to pay workers:
a. within 30 days of the end of the pay period; or
b. within the amount of time specified by local law if less than 30
days and a frequency of more than one time during the previous
12 months.
4. Non-Payment of Wages – Amount
Supplier must pay wages in full. Partial payment of wages will be
considered as nonpayment of wages. For the purposes of this Threshold
Issue, Wages includes the following standard items of a worker’s wage
package, i.e.:
a. the monthly minimum or basic wage (basic wage may be
higher than the local legal minimum wage);
b. All overtime payment due to the worker for the pay period
c. all fixed amounts, for example technical allowance,
seniority allowance, meal allowance, night shift allowance,
hardship or position allowance
d. any non-fixed amounts which are calculated based on the
productivity or output for that pay period, for example a monthly
efficiency or productivity bonus which is provided based on the
performance/output of the worker’s unit or the individual worker.
For the purposes of this threshold issue, ”wages” do not include any
discretionary bonuses which management may provide workers from time
to time, e.g. those payments based on the financial performance of the
factory or local custom.

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5. Fraud & Exploitation

Double book-keeping or other fraudulent practices in evidence. Such
practice may have evolved because it satisfies other customers’
requirements. However, after gaining an understanding of the adidas
programme, such action would not be tolerated. If production records or
other documentation, investigation of the workplace, or interviews with
workers or other factory staff reveal falsified records, management must
acknowledge and correct the documentation systems. Management
cooperation will also be judged on the level of transparency provided to
workers. For example, workers must be allowed to see their complete hours
and pay records.
6. Management Attitude and Systems

a) The attitude of the factory management is so poor that the monitor
believes there will be nil or minimal cooperation on the part of the supplier
in any remediation process. It must form part of the management style of
the supplier, i.e. it is not a problem of just one or two uncooperative
members of the management team. For example, the owner or general
manager tells the monitor that the factory refuses/will refuse to comply
with the Standards, or members of the management team consistently lie
to the monitor throughout factory visits or in general communications.
b) The systems are so poor as to be beyond remedy. There is a complete

lack of commitment from management, and no sense that any further
improvements will be made in good faith. For example, management may
indicate that it has absolutely no capacity or willingness to implement
systems that will help manage the workforce and supplier compliance.
7. Serious Labor Problems

This applies to the following:
.a no time recording system, or one that is not verifiable (e.g.
worker signatures are accepted as means of verification)
.b No accident insurance, health insurance, or any other
legally required benefit
.c No payment records, pay system, or undocumented
practices, such as workers being paid off-the-books
.d Failure to implement minimum wage and proper overtime or holiday
rates
.e No proof of employment in personnel files or worker records system
.f Withholding original worker documentation without worker access
.g No proper age documentation on personnel files
.h Failure to manage existing child labor problems
.i Juvenile and pregnant workers are placed in hazardous positions
.j Use of apprentices or trainees with pay below minimum wage

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.k Fines or monetary penalties used as a form of discipline

.l Deliberate discrimination based on protected class
.m Retaliation against workers who report problems
8. Extremely Poor HSE Conditions
This applies to the following:

a. Valid permits and / or licenses should be held by the factory for
their premises. A supplier with multiple factory locations shall
have a set of valid permits and / or licenses specific to each
factory location. Reference should be made to the relevant
Country Profile and associated Standard Permit Requirement
Form for legal licensing and permitting requirements.
b. Poor fire safety: no evacuation drills within last 6 months; no, or
minimal, functioning basic fire safety equipment, such as an
alarm system and fire extinguishers; no, or minimal, or extremely
poorly designed, emergency lighting, very poor housekeeping
practices or electrical installation which creates a fire hazard.
c. Use of banned chemicals1 or restricted substances2
d. No, or very minimal, protection (such as personal protective
equipment, ventilation or extraction systems) provided for workers who are
exposed to hazardous substances, such as VOC or toxic dust
e. Use of high risk machinery with the potential to cause major
injury or result in fatality, which is insufficiently safeguarded or lacking in
safety devices, e.g. censors or emergency stop buttons
f. Lack of safety controls or other precautionary systems in high risk
working areas, such as the boiler and power plants
g. Dormitories are in the same building as warehousing and/or
production facilities
h. Operations have significant detrimental consequences for
environment
i. Hygiene presents a health risk in non production areas including
kitchens, canteens, dormitories and toilets.
1
Currently we have the following 12 chemicals considered as banned; they are
Benzene (71-43-2), Toluene (108-88-3) , Methylene Chloride (75-09-2),
Trichloroethylene (79-01-6), Perchloroethylene (127-18-4) , Carbon Tetrachloride (56-
23-5), N-Dimethylformamide (68-12-2), Phenol (108-95-2), Cellosolve (110-80-5),
Cellosolve Acetate (111-15-9), Methyl Cellosolve (109-86-4), Methyl Cellosolve Acetate
(110-49-6)
2
Please refer to our A01 policy that you can download from our public website under
publications - adidas Group Restricted substances Policy :
http://www.adidas-group.com/en/sustainability/welcome.aspx

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Agent (Supply Chain Intermediary)

FFC Account Information Form (if an agent is used as an
intermediary)
(* indicates required information)
Is there an agent involved?:* Yes (Complete section) No (Skip to Supplier

FFC Account
Informat
ion Form section)
Agent Type:* Agent (has no ownership in the factory, has no

production) Headquarter office (has ownership in the
factory)
Parent factory (has ownership, also a factory itself)
Other Names Used:*
Address:*

City:*
Province:*
Zip Code:*
Country:*
Phone:* Ext.
Fax:
Main Contact:

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Main Contact Title:

Main Contact E-mail:*
Owner:
General Manager:
Compliance Officer:

Compliance Officer Title:
Compliance Officer E-mail:
Additional Contact:

Additional Contact Title:
Additional Contact E-mail:
Supplier (Factory)
FFC Account Information Form
(* indicates required information)
Supplier Name:*
Supplier Type:* Primary Factory Subcontractor Factory

Raw Material Supplier
Other Names Used:*
Address:*

City:*
Province:*
Zip Code:*
Country:*
Phone:* Ext.
Fax:
Main Contact:

Main Contact Title:
Main Contact E-mail:*

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Owner:
General Manager:
Compliance Officer:

Compliance Officer Title:
Compliance Officer E-mail:
Additional Contact:

Additional Contact Title:
Additional Contact E-mail:
Is office address same as factory address? Yes No
If no, please enter office information below:

Address:
City:
Province:
Zip Code:
Country:
Phone: Ext.

Fax:

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Supplier (Factory) Self-Assessment Form

(* indicates critical information. However, a complete form with all fields
filled out is required! SEA reserves the right to reject the Welcome Kit,
thereby delaying the approval process, for an incomplete form.)
General Information
What does this factory produce?*
What type of work does this factory do?* Please select all that apply:
Accessory Assembly Bottoming Buttoning
Cutting Distribution Dyeing Embroidery
Finishing Ironing Knitting Midsoles
Packaging Sewing Stitching Screen-Printing
Tanning Washing Welding Uppers Stitching
Footwear Subassembly Outsole Placement / Injection
If other, please describe
Total annual volume ($ or units):

Annual volume for the adidas Group (in % of total volume):

Monthly capacity (units):
Monthly capacity for the adidas Group (units):
Which other brands has this factory produced for in the last 12 months?

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Total number of workers* Number male* Number female*

% of workers who are temporary or casual*
% of workers that are office workers*

Peak production months
Age of youngest worker*
Legal minimum age for work

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Nationality of workers*
Please list all that apply:
Language(s) spoken by workers*

Nationality of management*
Language(s) spoken by management*

Number of buildings for this factory*
Number of floors for each building*

Size of area dedicated to the adidas Group,
Size of total production area,
Whole premises
Buildings/floors dedicated to the adidas Group
Does this factory subcontract orders?* Yes No
If yes, in how many factories?*
Does this factory own any other facilities?
involved in adidas Group production?* Yes No
If yes, how many?*
NOTE: If “yes” to subcontractors or other owned facilities, please provide,

using the Factory Disclosure Form, the names and full addresses of all other
sites where adidas Group product is produced by or on behalf of your factory.
Please fill out a separate form for each factory.
Name of recognised union(s) in the factory

Number of members
When was the union established?

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When was its last election?

What incentive measures does the factory provide workers to encourage
attendance, production or other good behaviour?
What disciplinary measures does the factory use, and for what type of violation

Is there a dormitory or other type of rental housing for workers?
Yes No
If yes, what is the monthly cost to workers?
If yes, please give address and capacity of this housing

Working Hours
Regular working hours (not including overtime):*

Per day Per week
Maximum working hours:*

Per day Per week
Maximum overtime hours:*

Per day Per week Per month
For each of the last four weeks, list the most hours worked by any worker
during that week:*
Last week Two weeks ago
Three weeks ago Four weeks ago
Maximum working hours permitted by law:

Per day Per week Per month
Legal restrictions on working hours for young workers?
Legally required days off in a seven day period?
What time recording method is used?*
Wages

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Lowest regular wage (excluding overtime) for the lowest paid factory worker:*

Training wage:*
Maximum length of training period:*
Overtime wage rate / calculation formula:*
First hour:* Second hour:* More than 2 hours:*

Weekend:* Sunday/public holiday:*
Monetary allowances or bonuses paid by the factory (meals, transportation,

attendance, skills, etc.)? Please specify:
Employer contribution to retirement plan?* Please specify:

Employer contribution to other? Please specify:
Do all workers receive a written wage statement listing their regular and
overtime hours?* Yes No
If yes, how often do workers receive such a wage statement?
On what day of the month are wages paid?*
Legal minimum wage: Daily Monthly

Legal training wage: Daily Monthly
Legal duration of training period:
Benefits

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Type of Additional Percentage of Deducted Amount

Benefit Benefit Wages from Wages? Payable (local
currency)
Holiday / Yes No Yes No
Vacation*
Maternity Pay* Yes No Yes No
Medical* Yes No Yes No
Retirement* Yes No Yes No
Accommodation Yes No Yes No
Child Care Yes No Yes No
Clothing Yes No Yes No
Meals Yes No Yes No
Tools/Equipment Yes No Yes No
Transportation Yes No Yes No
Other: Yes No Yes No
Health & Safety
Size of factory floor:* (what does this

mean? What if they have multiple buildings all of different sizes? Should it be
size or area? If area, do we want to specify a standard unit i.e. m2?
Number of first aid kits on the factory floor:
Number of fire extinguishers on the factory floor:*
Number of full-time doctors in the factory: part-time doctors:

Number of full-time medical staff (nurse, paramedic, etc.): part-time
staff:
Are supervisors/line workers trained in the following:*

Use of fire extinguisher? Yes No
Use of fire hoses and hydrants? Yes No
Emergency Evacuation Drill? Yes No
Please answer the following:
Does the factory conduct emergency Evacuation Drills?* Yes No

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If yes, date of most recent drill:*

If yes, number of drills in last 12 months:
Do all workers have access to two separate exit routes?* Yes No
Are all exit doors marked with appropriate signs?* Yes No
Do all exit doors open outwards?* Yes No
Are all exit doors kept unlocked during the work day?* Yes No
Does the factory maintain a log for all Yes No
injuries requiring medical treatment?
Is clean drinking water provided for workers? Yes No
Number of toilets for female workers
Number of toilets for male workers
Policies
For each policy area, please enter descriptive text in the fields provided.
Please feel free to also attach files describing the supplier’s policies.
What is the company’s philosophy?

What is the company’s compliance mission?

What is the company’s code of conduct?

Community Involvement
For each area of potential community involvement, please indicate if the

supplier has a relevant programme, and if so, please enter descriptive text,
providing as much detail as possible in the fields provided. Please feel free to
also attach files describing the supplier’s programmes.
Does the supplier own any socially supportive projects? Yes No
If yes, please describe:
Does the supplier have any resources in the Yes No

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areas of community involvement?

Are there any strategic initiatives in the Yes No

areas of social health (such as HIV / AIDS) ?
Are there any educational projects in the Yes No

community led by the supplier?
Business Registration & Permits

Please provide the following information for each type of permit the facility has
or is required to have: (Is it intended that there be no “No” tick box in the
individual cells?)
Type of Is it a Separat Does Responsib Validit Permit Notes
Permit basic e the le y Date covers
operati permit factory Organisat of entire
ng require have ion Permit facility
permit? d? this (i.e.local (enter ?
permit? authority) date)
Business Yes
Registrati
on:
Air Yes Yes Yes Yes
Emissions
Building Yes Yes Yes Yes
Electricity Yes Yes Yes Yes
Equipment/ Yes Yes Yes Yes
Machinery
Fire Safety Yes Yes Yes Yes
Hazardous Yes Yes Yes Yes
Waste
Solid Waste Yes Yes Yes Yes
Rain Water Yes Yes Yes Yes
Discharge
Waste Yes Yes Yes Yes
Water
Discharge
Water Yes Yes Yes Yes
Extraction /

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Abstraction
*
External Yes Yes Yes Yes
Noise
Other: Yes Yes Yes Yes

Other: Yes Yes Yes Yes

* pond, lake, ground water
Certificates Obtained*
Please make an entry in the table below for each type of certificate obtained
by the supplier, including the date it was achieved and when it expires, if
applicable. Please note that this information is not in the FFC Self-Assessment
Tool, but is being collected by SEA. SEA will add these certificates in the FFC
designation section of the database.
ISO 9000 series* No Yes Achieved date? Expiration

date?
Comments:
ISO 14001* No Yes Achieved date? Expiration

date?
Comments:
OHSAS 18001* No Yes Achieved date? Expiration

date?
Comments:
EMAS* No Yes Achieved date? Expiration

date?
Comments:
SA 8000* No Yes Achieved date? Expiration

date?
Comments:

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WRAP3* No Yes Achieved date? Expiration

date?
Comments:
3
Currently we consider factories that have WRAP certificates will have considerable
understanding of social compliance and hence management systems; though our SEA
approval still requires the conduct of Initial Assessments.
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Subcontractor Disclosure Form
You must disclose all subcontractors from the categories, below, that you
intend to use for any aspect of production for any adidas Group brand by
completing this form with all information. Due to risk consideration in different
countries, you would be asked to include other subcontractors with other work
processes. Please complete a new form for each supplier record.
• Sewing (all)
• Cutting (apparel, footwear)
• Footwear Bottoming
• Footwear Subassembly
• Footwear Midsoles
• Footwear Moulding
• Footwear Outsole Placement – Injection
• Footwear Stock fitting
• Footwear Upper Stitching
In addition, prior to production each subcontractor factory must complete a

Factory Welcome Kit and become authorised by SEA to receive orders.
Should you wish to add any additional facilities at any point, you must repeat
this process. Any questions should be addressed to your business contact
within the adidas Group, who will redirect your enquiry to the relevant regional
SEA staff.
Subcontract Factory Information
Factory name:

Other names

used:

Factory address: Province
City:
(where production :
takes place) Postal
Countr
Zip
y:
Code:

(Country Code + Factory
Factory phone: (Country Code + City
City Code + Main fax:
Code + Main Number)
Number)
General
Owner: Manager
:
Contact
Main contact:
title:
Contact Factory

e-mail: e-mail:
What does the
factory produce?

Affairs
Welcome Kit
What type of Accessory Assembly Bottoming

work does the
factory do? Buttoning
(Check all that Cutting Distribution Dyeing
apply)
Embroidery
Finishing Footwear Subassembly
Ironing Knitting Midsoles
Outsole Placement / Injection Packaging
Sewing Stitching Uppers Stitching
Screen-Printing Tanning Washing
Welding
Other If other is selected, please describe


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Social & Environmental

Dear Factory Owner/Manager,

The Standards help us to select business partners that have workplace

• Operate workplaces according to the Workplace Standards.

Social & Environmental Affairs – Supplier Welcome Kit 1

Initial Assessment to determine performance on Zero Tolerance and

Our business partners’ level of compliance varies and we are committed to

An Initial Assessment (IA) will be conducted at your facility to assess your

The identification of a Threshold issue will also result in a rejection. However,

Applies to a situation where either an SEA field monitor or authorised external

Social & Environmental Affairs – Supplier Welcome Kit 2

Any of these actions either together, or separately, are considered a denial of

Information relating to these topics will not be shared:

• Fair Factories Clearinghouse (FFC) Account Request Form

Social & Environmental Affairs – Supplier Welcome Kit 3

SEA with information needed to conduct the IA (such as location, number of

Please acknowledge receipt and acceptance of all terms outlined in

Questions and comments can also be sent to sustainability@adidas-group.com

Factory Management Signature

Business Name: Date:

Top Manager Name and Signature: Top Manager Title:

Social & Environmental Affairs – Supplier Welcome Kit 4

Agent Management Signature (if an agent is used as an intermediary)

Business Name: Date:

Top Manager Name and Signature: Top Manager Title:

Social & Environmental Affairs – Supplier Welcome Kit 5

adidas Group Workplace Standards

Social & Environmental Affairs – Supplier Welcome Kit 6

Health & Safety

Social & Environmental Affairs – Supplier Welcome Kit 7

Zero Tolerance & Threshold Issues

List A: Zero Tolerance

List B: Threshold Issues

Social & Environmental Affairs – Supplier Welcome Kit 8

allocating ‘dirty’ jobs, rotating between departments, or passing

Social & Environmental Affairs – Supplier Welcome Kit 9

5. Fraud & Exploitation

6. Management Attitude and Systems

b) The systems are so poor as to be beyond remedy. There is a complete

7. Serious Labor Problems

Social & Environmental Affairs – Supplier Welcome Kit 10

.k Fines or monetary penalties used as a form of discipline

8. Extremely Poor HSE Conditions

This applies to the following:

Social & Environmental Affairs – Supplier Welcome Kit 11

Agent (Supply Chain Intermediary)

Is there an agent involved?:* Yes (Complete section) No (Skip to Supplier

Agent Type:* Agent (has no ownership in the factory, has no

Other Names Used:*

Main Contact:

Social & Environmental Affairs – Supplier Welcome Kit 12

Main Contact Title:

Compliance Officer:

Additional Contact:

Supplier Type:* Primary Factory Subcontractor Factory

Other Names Used:*

Main Contact:

Social & Environmental Affairs – Supplier Welcome Kit 13

Compliance Officer:

Additional Contact:

Is office address same as factory address? Yes No

If no, please enter office information below: