572_sea welcome kit 10-25-2010

Social & Environmental Affairs Welcome KitWelcome LetterDear 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 Groups 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 Groups 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 Groups 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 Version 3.0., updated October 2010

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Social & Environmental Affairs Welcome Kit 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 factorys 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 factorys 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 factorys 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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Social & Environmental Affairs Welcome KitAny 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 - SEAs 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 provide3


Social & Environmental Affairs Welcome KitSEA 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 [email protected] 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 factorys current working conditions. I also agree to comply with the adidas Groups 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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Social & Environmental Affairs Welcome KitAgent 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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Social & Environmental Affairs Welcome Kitadidas Group Workplace StandardsGeneral 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 24Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 6

Social & Environmental Affairs Welcome Kitconsecutive 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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Social & Environmental Affairs Welcome Kit

Zero Tolerance & Threshold IssuesList 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. 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. 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 today 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. The company does not hold a valid business registration or license document to legally operate the business.

2. Critical, Life-Threatening HSE Conditions

3. Repetitive and Systematic Abuse

4. Business Registration

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,Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 8

Social & Environmental Affairs Welcome Kitallocating 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 a.

This means the following:

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 workers wage package, i.e.: 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

a.

c.

all fixed amounts, for example technical allowance, seniority allowance, meal allowance, night shift allowance, hardship or position allowance 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 workers 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.

d. any non-fixed amounts which are calculated based on the


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Social & Environmental Affairs Welcome Kit5. Fraud & ExploitationDouble 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. 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.

6.

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 .c

No accident insurance, health insurance, or any other legally required benefit 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 wage10 Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010

Social & Environmental Affairs Welcome Kit.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. Use of banned chemicals1 or restricted substances2 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 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 Lack of safety controls or other precautionary systems in high risk working areas, such as the boiler and power plants Dormitories are in the same building as warehousing and/or production facilities Operations have significant detrimental consequences for environment Hygiene presents a health risk in non production areas including kitchens, canteens, dormitories and toilets.

c. d.e.

f. g.h. i.

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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 (5623-5), 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 Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 11


Agent (Supply Chain Intermediary)FFC Account Information Form (if an agent is used as an intermediary)(* indicates required information)Is there an agent involved?:*FFC Account

Yes (Complete section)

No

(Skip to Supplier Informat

ion Form section)

Agent Type:* production) factory)

Agent (has no ownership in the factory, has no Headquarter office (has ownership in the Parent factory (has ownership, also a factory itself)

Other Names Used:* Address:* City:* Province:* Zip Code:* Country:* Phone:* Fax: Main Contact:

Ext.

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Social & Environmental Affairs Welcome KitMain 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:* Other Names Used:* Address:* City:* Province:* Zip Code:* Country:* Phone:* Fax: Main Contact: Main Contact Title: Main Contact E-mail:* 13

Primary Factory Subcontractor Factory Raw Material Supplier Ext.



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? If no, please enter office information below: Address: City: Province: Zip Code: Country: Phone: Fax: Ext. Yes No


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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 InformationWhat does this factory produce?* What type of work does this factory do?*Accessory Cutting Finishing Packaging Tanning Ironing Sewing Washing Assembly Distribution

Please select all that apply:Bottoming Dyeing Knitting Stitching Welding Buttoning Embroidery Midsoles Screen-Printing 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? Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 15


Total number of workers* Number male* % 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

Number female*


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Social & Environmental Affairs Welcome KitNationality of workers* Please list all that apply: Language(s) spoken by workers* Please list all that apply: Nationality of management* Please list all that apply: Language(s) spoken by management* Please list all that apply: 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 Does this factory subcontract orders?* If yes, in how many factories?* Does this factory own any other facilities? involved in adidas Group production?* If yes, how many?* Yes No Yes No Buildings/floors dedicated to the adidas Group

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?Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010

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Social & Environmental Affairs Welcome KitWhen 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 HoursRegular 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 Three weeks ago Two 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?*

WagesSocial & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 18

Social & Environmental Affairs Welcome KitLowest regular wage (excluding overtime) for the lowest paid factory worker:* Training wage:* Maximum length of training period:* Overtime wage rate / calculation formula:* First hour:* Weekend:* Second hour:* More than 2 hours:*

Sunday/public holiday:*

Monetary allowances or bonuses paid by the factory (meals, transportation, attendance, skills, etc.)? Please specify: Employer contribution to retirement plan?* Employer contribution to other?

Please specify: 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: Legal training wage: Legal duration of training period:

Daily Monthly Daily Monthly

BenefitsSocial & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 19

Social & Environmental Affairs Welcome KitType of Benefit Holiday / Vacation* Maternity Pay* Medical* Retirement* Accommodation Child Care Clothing Meals Tools/Equipment Transportation Other: Other: Other: Additional Benefit Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes No No No No No No No No No No No No No Percentage of Wages Deducted from Wages? Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes No No No No No No No No No No No No No Amount Payable (local currency)

Health & SafetySize 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? Use of fire hoses and hydrants? Emergency Evacuation Drill? Please answer the following: Does the factory conduct emergency Evacuation Drills?*Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010

Yes Yes Yes

No No No

Yes

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Social & Environmental Affairs Welcome KitIf 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?* Are all exit doors marked with appropriate signs?* Do all exit doors open outwards?* Are all exit doors kept unlocked during the work day?* Does the factory maintain a log for all injuries requiring medical treatment? Is clean drinking water provided for workers? Number of toilets for female workers Number of toilets for male workers Yes Yes Yes Yes Yes Yes No No No No No No

PoliciesFor each policy area, please enter descriptive text in the fields provided. Please feel free to also attach files describing the suppliers policies. What is the companys philosophy? What is the companys compliance mission? What is the companys code of conduct?

Community InvolvementFor 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 suppliers programmes. Does the supplier own any socially supportive projects? If yes, please describe: Yes No21

Yes

No

Does the supplier have any resources in theSocial & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010

Social & Environmental Affairs Welcome Kitareas of community involvement? If yes, please describe: Yes No

Are there any strategic initiatives in the areas of social health (such as HIV / AIDS) ? If yes, please describe:

Are there any educational projects in the community led by the supplier? If yes, please describe:

Yes

No

Business Registration & PermitsPlease 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 Permit Is it a basic operati ng permit? Separat e permit require d? Does the factory have this permit? Responsib le Organisat ion (i.e.local authority)

Validit y Date of Permit (enter date)

Permit covers entire facility ?Yes

Notes

Business Registrati on: Air Emissions Building Electricity Equipment/ Machinery Fire Safety Hazardous Waste Solid Waste Rain Water Discharge Waste Water Discharge Water Extraction / Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

Yes Yes Yes Yes Yes Yes Yes Yes Yes

Yes

Yes

Yes

Yes


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Social & Environmental Affairs Welcome KitAbstraction * External Noise Other: Other: Yes Yes Yes Yes Yes Yes Yes Yes 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* date? Comments: ISO 14001* date? Comments: OHSAS 18001* date? Comments: EMAS* date? Comments: SA 8000* date? Comments: No Yes Achieved date? Expiration

No

Yes Achieved date? Expiration

No


No


No



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Social & Environmental Affairs Welcome KitWRAP3* date? Comments: No Yes Achieved date? Expiration

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. Social & Environmental Affairs Supplier Welcome Kit Version 3.0., updated October 2010 24

Social & Environmental Affairs Welcome KitSubcontractor Disclosure FormYou 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: (where production takes place) City: Countr y: Province : Postal Zip Code: Factory fax: General Manager : Contact title: Factory e-mail: (Country Code + City Code + Main Number)

Factory phone:

(Country Code + City Code + Main Number)

Owner: Main contact: Contact e-mail: What does the factory produce?


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Social & Environmental Affairs Welcome KitWhat type of work does the factory do? (Check all that apply) Accessory Buttoning Cutting Embroidery Finishing Ironing Sewing Welding Other If other is selected, please describe Footwear Subassembly Knitting Stitching Midsoles Packaging Washing Uppers Stitching Distribution Dyeing Assembly Bottoming

Outsole Placement / Injection Screen-Printing Tanning


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572_sea welcome kit 10-25-2010

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