WFSGI CODE OF CONDUCT- GUIDING PRINCIPLES INTRODUCTION
The World Federation of the Sporting Goods Industry (WFSGI)was formed in 1978 to promote the world's sporting activities, tostandardize the size of equipment and the rules of sport, to improvethe standards of quality for sporting goods and to promote fairtrade in sporting goods internationally. WFSGI currently consists of a diverse membership from over 50 countriesincluding large international sports companies and small nationalcompanies; companies that serve as suppliers to other companiesand companies that market directly to consumers. Also representedare the federations of the sporting industries of individual countrieswhose members contribute to a total of over 12,000 enterprises -employing many hundreds of thousands of people -, which are affiliatedto WFSGI in some way. The WFSGI's Committee on Ethics and Fair Trade (CEFT) developeda Model Code of Conduct in 1997 following consultation with itsconstituent federations and other members, and on going dialoguewith international agencies and non-governmental organizations.The Code was designed as a model for companies committed to ensuringthat their operations satisfy the highest ethical standards in theglobal marketplace, and since 1997 many members companies have introducedtheir own codes and are monitoring compliance with those codes usinginternal and external monitors. In view of developments in thinkingand dialogue on international trade since 1997, and as a resultof further dialogue with external organizations representing therights of workers and children, WFSGI has decided to revise theCode in 2000. PREAMBLE
The ideals of the WFSGI are the ideals of sport, and the organizationseeks to promote fairness, honesty, mutual understanding and highethical standards not only on the sports field but also in the factorieswhich make sports products. WFSGI members recognize the importantrole they play in the global economy and their influence on thesocial and economic conditions under which sporting goods are manufacturedand produced. That influence is exercised both through their actionsas employers and far more profoundly through their decisions ascustomers of companies that serve as suppliers of goods and services. The relationship between WFSGI member companies and their suppliers,and in turn any sub contractors involved in the production process,must be based on trust, mutual respect and common values. WFSGIis committed to fostering a sports industry in which member companiesactively build business partnerships with those who share the valuesof sport and take responsibility for making the values real throughactive engagement. These Principles are based on the international labour standardsoutlined in the relevant Conventions of the International LabourOrganization (ILO). WFSGI also acknowledges that companies operateunder different legal, economic, social and cultural environmentsand these differences merit understanding and respect. Members mustensure that all activities related to the production of their goodsat least comply with all relevant applicable mandatory legal requirements. LEGAL COMPLIANCE
Member companies and the companies that produce goods for them("employers") should operate in full compliance with nationaland local laws, rules and regulations relevant to their businessoperations. WORKING CONDITIONS
Local industry standards should prevail when higher than thelocal legal requirements. In countries where the legal requirementsfall short of internationally recognized standards, it is recommendedthat members should apply the following minimum criteria: Forced Labour
Employers shall not use forced labor, whether in the form ofprison labor, indentured labor, bonded labor, or otherwise. No employeecan be compelled to work through force, the threat of force, orintimidation of any form. Nondiscrimination
No person shall be subject to any discrimination in employment,included in hiring, salary, benefits, advancement, disciplines,termination or retirement, on the basis of gender, race, religion,age, disability, sexual orientation, nationality, political opinion,or social or ethnic origin. Freedom of Association and Collective Bargaining
Employers shall recognize and respect the rights of workersto join workers organizations and associations of their own choosing,and to bargain collectively. Where the right to freedom of associationand collective bargaining is restricted under law, the employershall consider the development of parallel means for independentand free association and bargaining. Wages
Employers recognize that wages are essential to meeting employees'basic needs and that employees should be fully compensated for alltime worked. In all cases, wages must equal or exceed the minimumwage or the prevailing industry wage, whichever is higher. In addition to their compensation for regular hours of work, employeesshall be compensated for overtime hours at the premium rate legallyrequired in the country of manufacture or, in those countries wheresuch laws do not exist, at a rate exceeding their regular hourlycompensation rate. Hours of Work
Workers shall not be required, except in extraordinary businesscircumstances, to work in excess of 60 hours per week, includingovertime, or the local legal requirement, whichever is less. Employeesshall be entitled to at least one day off for every seven day period. Benefits and Leave
Each employee will be provided all legally mandated benefits.These may include meals or meal subsidies; transportation or transportationsubsidies; other cash allowances; health care; child care; emergency,pregnancy or sick leave; religious, or bereavement leave; and contributionsfor social security and other insurance, including life, healthand employees compensation. Child Labour
No person shall be employed at an age younger than 15 (or 14where the law of the country of manufacture allows) or younger thanthe age for completing compulsory education in the country of manufacturewhere such age is higher than 15. Health and Safety
A safe and hygienic working environment shall be provided,and occupational health and safety practices which prevent accidentsand injury to health arising out of, linked with, or occurring inthe course of work or as a result of the operation of employer facilitiesshall be promoted. This includes protection from fire, accidents, and toxic substances.Lighting, heating and ventilation systems should be adequate. Employeesshould have access at all times to sanitary facilities, which shouldbe adequate and clean. The factory must have safety and health policies and proceduresthat are clearly communicated to the workers. These should applyto employee residential facilities, where provided by employers. Harassment or Abuse
Every employee should be treated with respect and dignity andhave the right to a workplace free from physical, sexual, psychologicalor verbal harassment or abuse. ENVIRONMENT
Members should aim for progressive improvement in their environmentalperformance, not only in their own operations, but also in theirrelationships with partners, suppliers and subcontractors. This includes: - Integrating principles of sustainability into business decisions.
- Responsible use of natural resources such as land, soil, energyand water.
- Reducing, minimizing and avoiding pollution and waste includingsolid, liquid and atmospheric conditions.
- Designing and developing products, materials and technologiesaccording to the principles of sustainability.
COMMUNITY INVOLVEMENT
Employers recognize the economic and social impact of theirwork and are committed to improving conditions in the wider community. COMPANY SPECIFIC STANDARDS
Members are encouraged to draw up their own specific code ofethical conduct, if they have not already done so, building on theabove standards. VERIFICATION
These Principles have been adopted by WFSGI to provide guidancefor individual companies in ensuring that their products are madeunder fair factory conditions. Members are encouraged to establishtheir own internal management systems to monitor the standards outlinedin their own code of conduct and to implement action plans for continuousimprovements in factory working conditions in their own operationsand those who supply them. Members are also encouraged to have factoriesmonitored by appropriately qualified external third party organizations. COMPLIANCE
Members shall take steps to ensure compliance with these standardsin their own operations and those who supply them. Where there areinstances of non compliance [e.g. significant and/or persistentbreaches] whether found by internal or external monitors, membersshall ensure timely and reasonable remediation of such non compliance;and ensure that adequate steps are taken to prevent recurrence and/oroccurrence in other factories. | 
